Karen Keith

I admire the work of those who choose to work in the ECEC Sector. Here is what I found when I worked closely with service leaders recently - and my tips for those who want to create psychologically safe workplaces and minimise self-doubt. #ECEC #selfdoubt #psychologicalsafety #leadership #brainfriendlycoach About my Brain Institute #Earlychildhood #culture #professionaldevelopment

8

4 Comments

In our next article on Equality, Diversity and Inclusion New Dawn Resources Ltd and Kate Booth look at how to ensure your organisation can increase workplace opportunities for people with disabilities. #inclusion #equality #diversity #disability #hradvice #businesssupport

4

It's no secret that DEI training can miss the mark and become a tick-the-box exercise if it's not delivered sensitively and with attention to evidence-based solutions as part of a broader DEI strategy. All of our learning solutions at Culture Plus Consulting are evidence-based; meaning that they are designed to optimise learning outcomes including attitude and behaviour change. We don't deliver content. Rather, we facilitate conversations that encourage the exploration of participant values, hidden beliefs, and assumptions and prompt reflection and growth. Whether you are seeking to build the DEI capability of your executives, people leaders, HR BPs, ERG leads or workforce, we are committed to leveraging what the DEI research tells us works to optimise your return on investment. Learn more about our DEI programs and read recent testimonials below.

7

Excellent challenging piece on what's needed to deliver shared productivity growth and prosperity @IPA_Involve @nita_clarke . Also I think much wider use of employee ownership/all employee share plans key to countering divisive PE and high exec pay models https://lnkd.in/eYSQTa4G

1

Alef Trust’s ethics and the measured approach to sustainable change has long resonated with me. When I scroll down my screen, Alef Trust posts are the posts that always pause my scrolling. I always ‘like’ but I don’t always re-post. Don’t know why, really 🤷‍♀️ I suppose some things need to sit with me longer than others so I can grasp the full power of what I read before I can articulate anything coherent and of value to accompany the re-share. Today’s post didn’t require much ‘sleeping on’ as I caught my whole essence screaming, ‘Yes!! This!!!!’, and so here I am, sharing. Can you imagine the world if the dominating approach was that inspired to restore and not to punish?! The punitive approach developed, I assume, from a human desire for revenge, control and power over another. I suppose, from the evolutionary point of view, there’s nothing odd about that. But aren’t we past it? Don’t we fancy ourselves having had evolved beyond and above the animalistic instincts? And if we fancy ourselves that, isn’t it time to align our fancy with our actions and policies? #punitive #restorative #societies #communities #outdated

4

Why ask for Professional Feedback? Simple answer - It enhances our professional growth and development. I received valuable feedback from last week’s training session with Directors at a leading manufacturing company. I feel pleased that the participants took their time to do this as these feedbacks whether positive or negative provides learning points to refine our approaches. The training was to develop knowledge around equality, diversity and inclusion in the workplace. I thought I would share some highlights of feedback received. “Useful and engaging” “Personable and passionate trainer” “The group discussions were interactive and engaging. Useful to understand colleagues experiences and viewpoints.” “Made me question my unconscious bias and how I may account for it in the future.” “Made the training less box ticking exercise and more of an opportunity to start conversation aiming to improve the workplace.” “I never learned about the 10 protected characteristics before, so I felt I gained fundamental knowledge. “It also encouraged me to reflect upon my own unconscious biases, some of which have now become things to be consciously aware of.” Learning points: The training feedback suggested incorporating additional exercises focusing on the various equality protected characteristics to delve deeper into their relevance in day-to-day team management. There was preference for reducing emphasis on race discrimination. Participants expressed a desire for more exercises utilizing the VOT diversity poem model to facilitate discussions on workplace inclusion. Grateful for these valuable contributions! Thank you! #traininganddevelopment #equalitydiversityandinclusion #professionalfeedback #workplaceinclusion #vottraining

16

Great practical tips on 'changing the state' when facilitating workshops - e.g. drawing out new perspectives, adjusting the dynamic or pace during a session. These aren't always easy to think of in the moment so it's good to have ideas to refer to

2

4 Comments

HR's secret to successful change? Lead with empathy to ensure employee buy-in. (especially if you’re navigating significant transformation) Change in your organisation can be challenging but if you want to make it stick: ↳ Remember employees need clarity on the “why” ↳ Remember they seek support during transitions ↳ Remember they want to feel heard and valued ↳ It's a people-centric process after all. If you want to manage change effectively, you need to: ↳ Empower your HR team to lead by example ↳ Ensure employee feedback loops are in place ↳ Communicate openly and regularly to build trust ↳ Equip managers with tools to support their teams  ↳ Align change initiatives with the broader business strategy ↳ Bonus: Involve key stakeholders early on Don’t: Overlook the emotional impact of change Do: Foster transparency, trust, and support How is your team leading change with empathy?

24

8 Comments

From our 2024 L&D Impact survey, we found that…👇🏼 https://lnkd.in/e6ChJdMy #learninganddevelopment #impactsurvey #learning #learningmeasurement Hemsley Fraser

16

1 Comment

What are the top 3 factors driving L&D strategies? I explain what we’ve recently found from our Hemsley Fraser L&D Impact Survey. https://lnkd.in/e6ChJdMy #learninganddevelopment #impactsurvey #learning

28

Wellbeing in organisations: a systemic perspective is needed... https://lnkd.in/egd6baZ4 #wellbeing #workplaceculture #organisation #business #psychology #coaching

27

1 Comment

During our recent discussion at the National Centre for Research Culture, I was struck by the candidness of responses surrounding the reality of leadership within academic and research spaces. Some of the most thought-provoking insights were about how leadership is often embodied beyond official titles—through facilitation, informal mentoring, and the unseen work of connecting colleagues. A key point that resonated was the idea that many of us are "doing three people's jobs," carrying significant responsibilities that aren't formally recognised. This made me reflect on the implications of such hidden work, especially when our leadership models don’t fully embrace or credit these contributions. Another poignant theme was the tension between evolving leadership structures and the comfort of traditional hierarchies. At Thrive: Inclusive Research Leadership we’re experimenting with collective leadership and shared decision-making, but not everyone is comfortable with these shifts. Yet, the responses reminded me that change is often met with discomfort, and growth demands it. What I found most moving was the call to ensure that recognition is more than just formal acknowledgment—that it’s a practice embedded in how we communicate, collaborate, and champion each other’s contributions. A question to ponder: How can we reshape our systems to genuinely value and reward these often-invisible aspects of leadership, making them as critical as the more conventional markers of success? #Leadership #Reflection #ResearchCulture #HiddenContributions #RethinkingRecognition

15

1 Comment

Resilience is being bandied about in leadership circles. But it is very misunderstood and can be quite dangerous in terms of people's mental and physical health. This piece defines resilience really well...

1

I recently had the privilege of working on a large-scale evidence review, exploring what works to support wellbeing within a niche, high-performance organisation. The commissioners were keen to understand which interventions would be most effective in addressing the specific wellbeing needs of their staff, and use these insights to inform their organisational strategy.   This project was not only a brilliant experience but also an incredible learning opportunity. I was able to spend lots of time diving into high-quality studies, detailing strategies that genuinely seem to make a difference in workplace wellbeing.   One thing that stood out was the wealth of evidence demonstrating effectiveness of Acceptance, Committed Action, and Mindfulness techniques across a wide variety of different contexts   I think that there are a few reasons why Acceptance and Commitment techniques (ACT) consistently show effectiveness in intervention studies:   Theory: ACT is grounded in a clear theoretical framework which provides a solid foundation for creating and testing ideas.   Measurable Outcomes: One of the aims of ACT is to help people develop the skill of psychological flexibility—being present and acting according to one’s values even in the face of challenges. Because it has a clear mechanism of action, it's easier to measure the impact of ACT techniques   Strong Evidence: ACT has a wealth of research backing its effectiveness across various clinical and non-clinical populations. This means we can build upon previous work to design robust interventions.   Strong Research Methods: Because ACT is based on a clear framework, it lends itself well to the design of robust intervention protocols. This in turn means that it can be effectively tested using rigorous research designs, like randomised controlled trials, which help to strengthen the evidence for ACT’s effectiveness.   If you're a coach that would like to learn more about the research behind ACT and learn some of the well-evidenced techniques behind it, you might be interested in joining my upcoming course. https://payhip.com/b/VusX7   And if you’re an organisation looking to bring an evidence based approach to your wellbeing strategy, drop me a note. I’d love to meet for a virtual coffee and talk all things research and wellbeing!

9

We need to take care of ourselves first and foremost. Look after your employees, good employees are your greatest asset. Unfortunately there are far too many people who let poor behaviour slide in the workplace. Don’t be that person. Be the Manager/Director that cares for your staff and hold those accountable who are impacting other people’s mental health. Poor mental health in the workplace doesn’t just happen because of personal challenges someone is facing outside of work, they can also happen within the workplace with colleagues. How would you feel if it were you?

1

This is a great reminder of how a compassionate leadership approach can address performance issues whilst enabling people to grow, learn and flourish https://lnkd.in/epBfgybY

6

From Personal to Professional - Making NY Resolutions that Stick. After coming away from an inspirational conference (SCC NSW&ACT Leadership Conference 2024) I thought about what I want to deliver before the 2025 Conference…. What leader do I want to be. As the New Year approaches, many of us engage in the time-honored tradition of crafting personal resolutions. These goals often aim to improve our health, relationships, or personal growth. But have you ever considered applying this approach to your role as a leader? Just as personal resolutions can guide us toward better versions of ourselves, leadership resolutions can shape us into more effective, compassionate, and visionary leaders. Leadership Resolutions in 100-Day Sprints The challenge with traditional resolutions is that they can often feel overwhelming or unattainable. To combat this, consider breaking the year into manageable 100-day sprints, each focused on just two leadership traits you want to develop. This approach not only provides focus but also allows time to practice, reflect, and refine. Here’s how to put it into action: Identify Areas for Growth: Take some time to reflect on the leadership qualities you want to enhance. These might include: - Being curious without judgment. - Recognising and addressing unconscious bias. - Actively seeking out emerging leaders within your team. - Being brave enough to seek feedback—and act on it. Write Them Down: Commit to your chosen traits by writing them on paper. There’s something powerful about seeing your goals in your own handwriting. Post them in a visible place, such as in front of your screen, as a constant reminder of your commitment. Focus and Reflect: For 100 days, immerse yourself in those two traits. Set specific actions to embody them, such as scheduling regular feedback sessions or practicing active listening during team meetings. At the end of each sprint, reflect on your progress. What worked? What didn’t? How can you carry these lessons forward? Celebrate Wins and Pivot as Needed: Acknowledge your growth at the end of each sprint. Leadership is a journey, not a destination, and even small steps are worth celebrating. If a particular area didn’t progress as hoped, adjust your approach and try again. Why This Approach Works: Leadership is a skill that requires ongoing effort and intentionality. By breaking the year into 100-day sprints and narrowing your focus to just two traits at a time, you avoid the trap of trying to do everything at once. This method encourages deeper growth and creates opportunities for meaningful change. The best leaders are those who commit to their own development as much as they commit to the growth of their teams. By adopting this approach to leadership resolutions, you not only model a culture of self-improvement but also inspire those around you to do the same. As we step into the new year, let’s resolve to lead with purpose and intention—one sprint at a time.

17

1 Comment