Glen Maxwell-Heron

‘Constructive criticism is an oxymoron’ Criticism is criticism! And when we feel criticised we move into defence, into justification and potentially shut down to any potential learning. This is what my wise coaching tutor taught me many years ago and boy did that land! I’m so here for the challenging conversations. They are part of being human yet we are not taught how to navigate them. I teach people how to manage what they may perceive as difficult conversations in a grounded, open, direct and respectful way. And to offer developmental feedback as opposed to criticism. It starts with holding yourself and the other person in an okay/okay position. Not always easy for many reasons! It’s absolutely a practice that’s fundamental to co-creating honest, transparent personal and professional relationships. How different the world would be if we were all taught this at an early age! So, as far as I am concerned there is no such thing as constructive criticism. I’d love to know if you agree or disagree? Much love, Karen 🫶 #developmentalfeedback #transparentcommunication #imokyoureok #nonjudgementzone #consciousshifts #consciousshiftsuk #theartofchallengingconversations #challengingconversations #difficultconversations #coschingfortransformation #mindsetandenergyalignment #criticismiscriticism #relationshipdynamics

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Thank you, Dr Martin Egan, for highlighting the importance of 🌟 Mastering Behavioural Patterns for Success 🌟. This is crucial for building a strong organisational culture that drives business growth, team collaboration, and employee development. Embedding these behaviours is an art that every organisation should master. Don't miss this insightful podcast! #OrganisationalCulture #SuccessPatterns #Teamwork #Innovation #Integrity #Learning#creativity

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You might have noticed on the news from Friday onwards that the word 'change' was mentioned a few times 😉 Change has to happen, but too much can lead to change fatigue. Here's an article to explain more #changefatigue #managingchange #change

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A full on day yesterday at the Chartered Management Institute #CMIWomenConference followed by the launch of Encompass Equality latest research into what factors influence the retention of women. Lovely to meet so many brilliant people and have some fascinating conversations. A fantastic line up of speakers at the CMI Women Conference. Thanks Joy Burnford for the invitation. Biggest takeaways: 💡 All speakers seemed to agree that diverse and inclusive organisations make for better performing businesses and happier, loyal employees. Unfortunately it seems businesses can only be persuaded to invest resources in DE&I and wellbeing initiatives if it’s first demonstrated to improve the bottom line. I think it’s frankly messed up that many businesses (which are only in existence by virtue of the people that work there) only seem to care about looking after their people if it will put more cold hard cash in their pockets. But hey, that’s the world we’ve created 🤷‍♀️ Happily, we heard from many businesses today that see it differently. 💡Edwina Dunn OBE highlighting the power of the “Invisible Pound” - women make up 51% of the population but control 70% of global GDP! 💡Syreeta Brown, Chartered FCIPD was a breath of fresh air sharing that #diversity (or #representation as she prefers to call it) and #inclusion doesn’t have to be complicated. Let’s ditch all the labels and just invite people to share their needs (and obviously listen with curiosity and empathy) 💡Dr Heather Melville, OBE CCMI warned that DE&I recruitment initiatives are all well and good but unless you have an inclusive environment and culture, that talent won’t stay. DE&I should be on the agenda of every board meeting. 💡Lorna Hinds-Sotomey stated that one of the most important factors for creating a culture of inclusivity is having leadership that openly communicates authentically and listens to their employees Which pretty much sums up the theme for me for both of yesterday’s events: ⚠️ one of the biggest barriers to organisations recruiting and retaining diverse and representational talent and creating supportive creative cultures is many managers and senior leaders are ill-equipped with the communication and listening skills required to successfully meet their team’s needs. Many managers have risen through the ranks based on technical expertise but have not been furnished with the people skills required to successfully manage and care for teams. And that is the role of management - to care for and support the individuals they are responsible for. If you or your organisation could benefit from support or advice in this area, do get in touch, we’d love to hear from you.

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How effectively do you manage upwards? The relationship with your line manager benefits you both. And it's a sure sign that someone has potential when they get this right, because even the CEO has to manage upwards more than you think. This was the subject of last weekend's blog - if you want them straight in your inbox every week then remember to subscribe to my newsletter. How effectively do you work with your manager? What could be better?  https://lnkd.in/ekuiPzYi  #teams #leadership #teamwork #coaching

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What is your organisation's relationship with care and accountability? What does relational, rather than transactional, care look like? What needs healing in your organisation's relationship with accountability? These are some of the questions the MAIA team are grappling with, beautifully and richly explored in their post: "What does it mean to grow an organisation as an infrastructure of care?" (link in comments). Featuring some of the work I did with the team back in January: “We talked a lot about how care requires an in-the-moment sensing of need — I think accountability requires something similar, the in-the-moment sensing of boundaries.” — Emily Bazalgette And two brilliant definitions of care: “Care is a deep concern and tending of the self, us, the others and the bigger field. It can strengthen relationships, promote systemic sustainability, and lobby for just practices and policies.” — Lana Kristine Jelenjev “Some people talk about poverty as being a thousand petty humiliations each day — what if we saw care as offering a thousand tiny dignities every day?” — Tianna Johnson Thank you to Amahra Spence and Laura Holmes for inviting me to work with MAIA 💛 Please do get in touch if you'd like to explore care and accountability in your organisational culture ✨

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I'm just preparing our new module on Deepening Partnership - which has brought me back to two wonderful podcast episodes that make me do deeper thinking about listening and partnership. From what they say - and how they say it: Thank you Kathryn Mannix and Oscar Trimboli for deepening my learning https://lnkd.in/eY2V3dry https://lnkd.in/gKmygqtJ #thehumanbehindthecoach #simplifyingcoaching

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“We don't try to measure ROI artificially. We set clear and measurable objectives framed against a clearly understood personal Ambition. We make sure every intervention is about making progress against these objectives. We do this in a safe space where clients can be liberated from the narrative they need to tell. We KNOW that when we do this well, our ROI is so strong that it is not as debate a client needs to have” We genuinely believe Hedgehog coaching makes a huge difference for our clients. If you are interested in a no obligation chat drop me a mail [email protected] #executuvecoaching #hedgehog

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The forgotten art of MBWA Which we could really use today Management By Walking Around (MBWA) The unstructured and no-agenda approach To checking in on your people And get a feel for what's happening around you No amount of efficient meeting structures Project and task management software Or engagement and pulse survey Will replace the human connection in leadership. And remember, If you are going to do MBWA, The idea is NOT to do the talking or messaging But rather to do the listening And then doing something about it after! ——————————— 🔔 Follow for more. 🚀 Get the best out of your leaders and teams. 💬 Get in touch to find out how.

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What do a throwable microphone, a free book exchange, and a pile of beanbags have in common? 🥁 🥁 🥁 I’ll give you a hint. There’s a reason it’s called a festival and not a conference! In case you missed the memo, Facilitation Matters is happening again this July and all the cool stuff is back. 🎉 Amazing facilitators leading 18 sessions across 2 days. 🎉 The chance to build your facilitators toolkit with practical ideas you can immediately use in your own sessions. 🎉 Awesome opportunities to connect and learn alongside other facilitators. 🎉 And of course there’s the throwable microphone, the free book exchange and the pile of beanbags! It ain’t no ordinary conference 😉 We are on track to once again sell-out, so if you’re keen to come along, I recommend registering soon to secure your space. Check out the link in the comments below or DM me for details. P.S. You don’t need to call yourself a facilitator to come along. If you facilitate meetings, workshops or community conversations of any kind, this is your tribe! 😊 #facilitation #facilitator #facilittaionskills #facilitationtraining #facilitationfestival #facilitationmatters #workshopfacilitation #workshopfacilitator #trainthetrainer #engagement 

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Every single client and Cohort we work with, when the Trait Map profilers are included within the Training sessions, are always highly delighted with how effective they are. The gains are many and varied... - Teams (especially new members) gain an instant & clear understanding of their colleagues and how best to engage with them individually - Leaders have an accelerated awareness of their Leadership style, with a road map on how to become more versatile - Customer facing personnel & sales people gain a boost to confidence and motivation by identifying areas they may need to work on (e.g. planning disciplines; embracing change; handling objections etc.) - Coaches & Mentors can quickly understand their proteges as well as their own needs to adapt. There are 3 other superb Profilers in the Paradigm suite of Psychometric reports - - EQ SWOT - Motivational Factors (MQ) - 360 degree reports To make quite a good analogy - this is a bit like how the John Williams soundtrack enhances a Steven Speilberg movie; the Paradigm profilers significantly elevate the effectiveness of any Training provision!! 😀 They are also ideal as part of a recruitment and Talent development plan. [email protected]

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What really matters to you? Sounds simple, doesn’t it? But here’s the thing, sometimes we think we know, but it turns out there’s so much more under the surface. I’ve recently learned how powerful it can be to dig a bit deeper and uncover the real reasons behind what makes us happy, why we feel “off” in some situations, or what lights us up inside. It all comes down to values, not just what we say is important, but what truly guides us. This is something I’ve heard repeatedly from people who’ve experienced the Minessence Values Framework guided by the incredible Dr Jackie Le Fèvre a true oracle, with a PhD and over 20 years of expertise in in the world of values. The Minessence Values Framework is not just about uncovering your values, it’s about exploring how they’ve served you so far and, most importantly, where they can take you next. See below for Jackie’s expert view... My husband, Baz, recently explored his values with Jackie. As I mentioned yesterday, his whole life has been spent serving others in the RAF and then as a Firefighter, service is in his DNA. But when he explored his values with Jackie recently, he was surprised to see how they’d changed. His old ways of thinking didn’t fit the person he’s becoming. It was like giving him permission to grow into a new chapter, without losing the heart of who he is. Karen Stenning, Alice Banfield and Kata Armitage co-Founders of Wild Purpose a natured-based immersive learning collective, used this tool to reconnect and grow stronger together... "The process revealed how deeply our values are connected and highlighted areas to focus on to propel our business forward. It was insightful and practical, we’re excited to see the impact this will have on our growth!” Over many months, I’ve had expert training from Jackie and this week, I am proud to say she has accredited me as a Practitioner in the Minessence Values Framework. What does that mean for you? As a courageous midlifer, it means I can help you uncover what truly matters whether for yourself, your career, or your team and use that to create a clearer, more joyful path forward. ✨ Exciting news: I’m launching new coaching offers for 2025, and values work will be a big focus! Stay tuned, I’ll start taking bookings in December. If you’re curious about exploring your values or want to chat about how this could help you or your team, drop me a comment or send me a message. I’d love to hear from you!

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I think we are up against it.... though there is hope, possibility and opportunity, not doom and gloom! But I do think that us 'Improvement' people.... of all flavours .... CI/lean/Agile/Design Thinking/Critical Thinking/Systems Change/Change Mgmt/Transformation etc....... are up against a system where making things better is not the name of the game! At the same time so many of the people working in this space want to do just that - make the world of our work, our mahi, what we do a better place - for everyone...... ..... I ask then ..... What do we do???? We are not (generally) the money holders, the ones with the major resources or in the first instance the decision makers...... So .... Team..... What are we going to do???? What are we going to do??? [P.s. I do have a poster that says this | The only way to deal with an unfree world is to become so absolutely free, that your very existence is an act of rebellion, Albert Camus ... 😉 ] Working on it!

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WHAT’S ESSENTIAL FOR IMPACTFUL FACILITATION? I’ve been asked many times what’s the difference in how I facilitate & what’s important to me in my work with clients. And if I solely think of my last two weeks - part of a team leading a group of international women through a 10-day intensive self-leadership programme, or, 3 rounds of Clinical Leadership Action Learning - I would say as a start: - I have a core desire to unlock what’s reallly going on - I’m not afraid to challenge & say what others won’t - Working with what bubbles up in the room & within others holds so much growth - It’s important to face into conflict & harness what it shows you - It’s essential to contract & keep contracting to create a safe environment, but, one that holds value for individuals & the organisation Is this an obvious list? Seems simple? After 30 years I’d say I’ve shaped & reshaped how I work & adapt to what clients need, but that never stops. I have space for a couple of new clients in the next few months, & always welcome a conversation to see where it takes us. #leadershipitspersonal #actionlearning #coaching

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⏰ Transform your clients' results through understanding HOW they process information! The Communication Model gives you a framework to: 🎯 Help clients create new perspectives 🎯 Guide them to better outcomes 🎯 Support lasting transformations 🎯 Enhance your ICF competencies Join us: Monday 25th November, 12pm UK OR Wednesday 27th November, 7pm UK Just £50 +VAT including 0.75 ICF CCE credits! Comment 'YES' for registration link. #NLPforCoaches #NLPCoaching #ICFCredentials #CoachingMasterclass #CCEs

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useful terminology - obvious for many but fundamental for clarity of what you're doing...and what you're not!!! https://lnkd.in/e6vaAsMD

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DEEP DESIGN THINKING - BAXTER & BAXTER Profs Mike Baxter and Seaton Baxter (father & son team) have very kindly sent me a copy of their new book DEEP DESIGN THINKING. Many design thinking texts are very similar, I thought this one was interesting both in the way it has been written and the themes it covers, this is Design Thinking meets Science & Ecology head-on. I know Mike and Seaton very well. On graduating from the Royal College of Art in 1990 I worked very closely with Mike and the amazing Cathy Baxter at the Brunel University London's Design Research Centre on a fascinating series of design projects focused on animal welfare - all deeply rooted in the principles of ETHOLOGY (The Science of Animal Behaviour) - years before design was widely embracing ethnography and more human and socially orientated design approaches. We designed dog seat belts for Pedigree (Div of Mars), Dog kennelling for the RSPCA, Poultry Transporters with the then Meat & Livestock Commission, Pig housing for ACO Technologies plc and new monkey enclosures for Chessington World of Adventures Resort. In 2000 I moved to Duncan Of Jordanstone College Art & Design at the University of Dundee to head up the School of Design and had the privilege to work with Mike's father, Seaton Baxter, for over 12 years, as he established the Centre for the Study of Natural Design and provided inspirational PhD supervision for a succession of highly talented PhD candidates including Daniel Christian Wahl, Sandra Wilson, Barbara Brown, Gonzalo Salazar Preece, Fiona Wood, Gideon Kossoff, Steve Brogan, Mona Nasseri, Gill Emslie, David Sanchez Ruano, PhD, Terry Irwin and Kumanga Andrahennadi Ph.D. Mike & Seaton's book tells us a great deal about their personal journeys through design research and practice, I enjoyed this reflection, it's a bit like a podcast in print. The two build on Herbert Simon's observation that 'everyone designs who devises courses of action aimed at changing existing situations into preferred ones', they talk us through concepts of 'deep thinking' before reflecting on what this means for anyone who wants to see design being applied in a more progressive and harmonious way. I always love it when a theory can be translated into practical action ... the Baxters give us a very simple but profound approach: 'Imagine writing your conventional design brief on a single side of A4 paper then placing this at the centre of an A3 sheet. This is the DEEP DESIGN wrapper' ... 'The wrapper defines which boundaries we might choose to challenge and possibly even cross as our design evolves'. To make the DEEP DESIGN wrapper work we need to develop delta-shaped designers with greater depth of understanding of non-design disciplines, something both Mike & Seaton have done in their professional lives and illustrate throughout the book. Go to Amazon to find your copy!

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