Lee Smith

I’ve been involved in many change programmes across my career and love to keep learning. “It isn’t the changes that do you in, it’s the transitions.” William Bridges. Change is situational, an org restructure for example. Transition is the psychological internalising of the details of the new situation that the change brings about. One of the best books I’ve read about change management and easy to read and understand. It is an excellent book for anyone but especially anyone involved with organisation change. It is really helpful to understand the difference between the practical elements of change and the psychological stages that people have to go through to move through the change processes sucessfully.

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Being humble and gracious are two Character Qualities within us that are difficult to define. People often challenge what place they have in our toolkit for helping people maximise potential. Here is why we feel they are as crucial to workplace performance as being responsible and reliable. This photo is why. THIS IS HUMBLE. THIS IS GRACIOUS. These qualities have given two women the opportunity to lift up and celebrate a competitor's success. Imagine if this was the culture in your workplace—where people lift others up in their success with grace and humility. What are you doing to develop these qualities in your people? #humble #gracious #character #parisolympics2024 #performance #potential

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Great reflections and insight on loneliness and feelings of disconnection & what you can do about it from Christina Wyatt PCC I know it’s something I’ve felt at various times in my career. I’m excited to say that we’re joining forces to work on something to help leaders - message me or Christina if you want to find out more! #leadershipmatters #connectionsmatter #takebackcontrol

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Busy HR Directors are facing unique challenges in today’s business landscape - developing resilient, successful and harmonious workforces - delivering compelling employee value propositions - protecting the organisation from external change and challenge - embedding HR strategies that contribute to long-term sustainability and growth In this fast-paced ever-changing environment it’s critical that teams are emotionally resilient, mentally focused, engaged and high performing. That's where I come in! With 20 years’ experience in leadership and people development roles, I’ve seen many of the challenges of modern-day workplaces - stress, burnout, change, disengaged teams and lack of leadership trust. Like you, I’ve experienced programmes that seemed promising on the surface, but often failed to create a lasting meaningful change. People don't have the time to fully embed and embrace essential growth. Mindful approaches in the workplace create a foundation for sustainable change by working from the inside out, helping individuals acquire skills and tools to be their best selves at work every day - to be more resilient, emotionally intelligent, effective and focused. Are you intrigued? If so, please come along to my FREE webinar this week where you can try out brain based tools and practices that can help you to combat stress and burnout, and build your resilience at work. You'll learn tools you can immediately start using using, both in your professional and personal lives, to create positive and meaningful change for yourself and your teams. Here are all the details: What: Transform your workplace culture - unlock the power of brain based tools to combat stress and build resilience. When: Monday 30 September at 3.30 pm BST Where: Online on Zoom How much: It's FREE! How: registration in the comments!

In a world that is crying out for a new type of leadership, how can coaching and mentoring help to support women in management? Head of Guildhall Ignite Jane Booth and our Specialist Advisor Jane Cook have contributed a thought-provoking and stimulating chapter to ‘The Routledge Companion to Women and Musical Leadership: The Nineteenth Century and Beyond’. Their contribution, ‘Learning to Coach, Coaching to Lead’ explores how teaching women to integrate a coaching approach into their leadership style can help to develop the skills they already have, and build on women’s natural sense of nurture and collaboration. Understanding how we coach women to lead has never been more important. Teaching leaders robust coaching skills, directly linked to leadership roles, can go a long way in helping many women to be effective and to have strong, positive relationships with their team, holding people to account, fostering engagement, being firm and fair, collaborative and decisive. At Guildhall Ignite, we advocate strongly for managers to develop key coaching skills to work co-operatively and developmentally, and our research into these areas has led to Jane and Jane’s important contribution to The Routledge Companion to Women and Musical Leadership. The book itself provides a comprehensive exploration of women’s participation in musical leadership from the nineteenth century to the present, with contributors from over thirty countries. It reveals the wide range of ways in which women have taken leadership roles across musical genres and contexts, uncovers new histories, and considers the challenges that women continue to face. The complex skills that women need are still only rarely modelled at senior leadership level, but if we want cultural change in our organisations, then that change needs to be driven by the culture of tomorrow. Guildhall Ignite runs a range of leadership and management coaching programmes, including: ✅ Leaders On and Off Stage ✅ Into The Spotlight For Women ✅ Conducting Courageous Conversations   If you’re looking for a fresh way to ignite your performance, or wanting to step onto your stage with greater confidence, Guildhall Ignite’s creative coaches can help you to find new approaches, and to find more imaginative solutions. To find out more about these programmes and 1-1 coaching by connecting with one of our experienced Associates for a free discovery call, email us at [email protected]. To keep in touch with all things Guildhall Ignite, or for tips and training opportunities, sign up to our newsletter here https://bit.ly/41Pv5uK #Routledge #LeadershipDevelopment #OnStage #PersonalDevelopment #OwnYourStage #WomenInManagement #WomenAndMusicalLeadership #WhatWillYouSpark 📷 Alyssa Bonic

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Do you see intergenerational divides in your office? Elizabeth Stewart, Partner and Head of Leadership Advisory at Odgers Berndtson, explains why addressing intergenerational divides enables leaders to unify organisations. She said: "The conundrum lies in the apparent generational differences in attitudes and expectations, which manifest in choices that shape their view of work, roles and progression. The intrigue is whether this is a true intergenerational divide, or with maturity these differences will converge with those of previous generations. Regardless, current intergenerational dynamics demand the attention of leaders if they are to unify their organisations." Read more below.

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It’s always interesting what comes out of the Listening Partnerships with Rebecca Daniel (ICF PCC, EMCC Snr Practitioner, ESIA) and Sarah Bramall PCC, Senior Prac EMCC, and last week was no different. I posted recently about aligning my services and pricing with my values, but realised I missed out a big one: comfort! Comfort is a massive deal for me - not just in business, but in life. I’m all about pyjama days, fluffy slippers, and prioritising comfort over fashion (though I’m sure I could have both if I dedicated some time to it). I’ve dealt with eczema for years, and leaving clinical nursing where I was often dehydrated, constantly handwashing, and eating erratically, did wonders for my skin. But since the birth of my kids, I’ve developed psoriasis, and that brings a whole new level of discomfort. I’ve thrown emollients, steroids, vitamins and all sorts of weird and wonderful things at it over the past six years and it has been frustrating. But last Friday was the final straw: I realised I needed to change something significantly when showering made me cry. I was in so much pain and I needed to take back some control. I made a drastic decision and decided to reset. I decided to cut out some of the things reported to be linked to flare-ups: caffeine, added sugar, and alcohol. Just for a week. It was harder than I expected. I don’t drink much alcohol, but cutting out 3–4 cups of sweet coffee a day hit me like a tonne of bricks: headaches, muscle pain, exhaustion. My body screamed for caffeine, and I felt ridiculous. How did I let myself get so dependent on something that my body rebelled without it? I’d be lying if I said I don’t feel a bit embarrassed! Here’s the thing though – as you all probably guessed, my psoriasis improved drastically in just five days. So now I need to work out my priorities: keep up the caffeine or slowly reintroduce it and see what happens? I’ll work it out, but what struck me was that constant cycle of frustration and discomfort led me to just keep adding things to my body and lifestyle in a hope that the combination would make things better; sometimes all we need is to just go back to basics. My body craved comfort, fought back when I removed what I thought was comforting it, but is now healing and feeling so much better. What tells you you’re missing something vital? How do you reset to focus on getting to the source of the problem? ________________________________________ 👋 I’m Kat, and I’m here to help. Together, we can use language and communication to cut through the noise and find your voice in a world that looks different after loss. Book a call to find out more: https://lnkd.in/eda4vjhj 🌐 lostwordscoaching.com 📧 [email protected]

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The Institute of Directors (IoD) recently posted about workplace stress and burnout, it's quite an interesting article, you might want to take a look. It's more commonplace than you might think and 'just 51% of participants agreed that their organisation addressed the potential impacts of stress and burnout'. I'm now offering Wellbeing 1st Responder training through Wellbeing With Cari. This is true neuroscience-based ability to increase your organisational health - quite amazing really. Think of it as a precursor to mental health first aid - reducing potential impact on organisational efficiency and productivity.

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"recognising the importance of neurodiversity within your organisation will set you apart from your competitors" As part of a recent exploration into resilience in agencies I found myself sharing this article to a new network of business leaders. https://lnkd.in/e5yUmqXh Point #4 is to ensure that your HR team is happy speaking about neurodiversity in the workplace. Working in collaboration with my business partner Christina Lynch PCC we are often helping managers and teams become more comfortable speaking about this important topic. Not only is it good to be inclusive. Learning about, and incorporating people's neurodivergence into your ways of working might just be the secret sauce your team has been missing up until now.

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Monday x Whyte & Mackay Neurodiversity in the Workplace: The latest chapter in leadership training from Craig Kennedy and Kirstian Findlay, Chartered FCIPD I am on a personal journey in my understanding of diversity. I'd like to think I am pretty well-read. So too, would the Leadership Team. Yet, we all took something new, insightful and provocative away. It reinforced a couple of points too; 1. Culture Grows It takes work to create the right conditions for a positive workplace culture. What form that work takes, shifts. What worked last, may not work now. 2. Individuality Matters We are all diverse. The challenges are; breadth of that diversity and how we make certain our community is inclusive. That includes providing a safe, welcoming environment for people, whether or not they have shared 'all of themselves' at work. Credit Melanie Francis Chartered FCIPD Chartered FCIPD, is the Founder of Neuroinclusive HR.

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At Friday’s Change Wisdom Circle, Eleanor Fala, Jenni Schanschieff (ICF), Jane Peacock Carole Congdon, Ngaire Angus, Avril Henry AM GAICD Speaker Coach Author, Jo Smyth and I explored the art of ‘letting things be’ in change, challenging traditional change management methods. Here are our key takeaways: 💫 Your level of comfort with change determines how adaptable you are - this goes beyond simply surviving change i.e. reacting to it, it’s thriving beyond it - i.e. responding to it so you can evolve. How comfortable are you with change? 🤔 📢 The power of engagement in the change versus control of the change process - being able to explain from the angle of the one delivering the news, to the one receiving the news, to the one hearing the news: WHAT it is, WHY it’s happening, WHAT is going to happen, HOW it is going to feel, and the OUTCOME expected, creating the safety to move forward. The key? The power of being supported to help translate, to make sense, to shift energy in a time of need, enabling participation in the process. 🔓 👁️‍🗨️ The role of perspectives of the same action - using a driving analogy, we explored how the same action can be perceived differently by some e.g. switching lanes versus cutting in. There is power in not managing outcomes, but channelling feelings to navigate the unexpected shifts despite well laid plans. Honouring the space between response and reaction to change 🤝 🌊 Emptying the cup out in preparation for change - creating the space in busyness for awareness of the moment, of others going through it, of trying to make everything positive that can lead to covert behaviour as an unintended consequence. The role of integrating mind, body and being in change. 🔗 How do you balance guiding change and allowing it to unfold in your organisation? #changeleadership #transformation #culturechange

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I've stumbled across this excellent conversation whilst researching for our new Aspire Programme for new or aspiring leaders. It includes two awesome thought leaders, authors and communicators Simon Sinek & Charles Duhigg. They discuss Charles' book 'Supercommunicators' [great book btw] and how we need meet the other person where they're at in our conversation. For example, there is nothing more annoying than when we 'just want to be heard' and the other person jumps to fix..... grrrr. If you're looking to enhance your communication in any way, this is a great listen. https://lnkd.in/dhWV7zhe #communication #buildingrelationships ##supercommunicator

Check out Boo Coaching & Consulting latest newsletter - Boosletter if you like😀 Featuring... 💜 How you can join our next Chartered Management Institute Coaching certificate 💜Our Coaching Supervision offer from Helen Smith 💜An overview of Cath Barton's mini wellbeing series 💜A couple of helpful blogs from Amy Rothwell All beautifully curated by our Mission Controller Julia Page! Link in the comments ⬇️ ⬇️ ⬇️ #TeamBoo #Coaching #Leadership #WorkplaceWellbeing

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Working in the Comms Industry is both brilliant and tough. I’ve had the privilege of working with some of the most inspiring and imaginative thinkers, tackling exciting challenges, and even shaping culture. 🧠 But let’s be honest, it’s not as glamorous as it appears. The high demands, tight turnarounds, and constant changes can wear down even the most resilient among us. Confidence becomes a necessity, not just a nice to have. It helps you make impactful decisions, share your ideas with conviction, and guide your team under pressure. I understand how overwhelming it can feel - I’ve been there. I was struggling to balance leading a team and managing my workload, questioning my opinions and whether I was a 'good' leader. That’s why I care so much about coaching people who are moving into new leadership roles. I’m here to help you overcome self-doubt, define a leadership style that feels authentic, and lead with confidence. 🌟 I wish my Lead Your Way program had existed back then! ❤️ And I’m proud to say that I’ve helped many clients make that transformation this year. One client shared: “Charlotte’s wealth of knowledge across media and the inner workings of agency life is unparalleled. Her sessions not only made me feel confident in myself but also gave me a clearer perspective on how to tackle challenges, and I can't recommend her enough!" 🙌🏻 Ready to start 2025 as your most confident self? Let’s chat! 😊 I have four spots available in January, with a bonus strategy session if you sign up before the end of the year. Message me to find out more! 🎁

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✔ 𝐂𝐫𝐞𝐚𝐭𝐢𝐧𝐠 𝐭𝐡𝐞 𝐂𝐨𝐧𝐝𝐢𝐭𝐢𝐨𝐧𝐬 𝐟𝐨𝐫 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 ✔ I deliver Leadership Courses & Workshops via my Coaching & Mentoring Practice. They are usually 1-day, or 2-day sessions. However, if you only have 2 minutes and 43 seconds to spare, and you wish to improve your Leadership skills across your organisation, I urge you to watch this! This nails it completely 💯. "You'll know when you are a good Leader.... when people will follow you......merely out of curiosity!" It must have been inspirational to work with General Powell. Any other great Leadership traits, please do share in the Comments. Ian Hallett Lora M. Alexandra Barosa-Pereira Matt Lanfear, PhD Jess Smith Andrew Latchum Aboodi Shabi Dr. Kylie Prince Dean Peterson Helen Yu Foong N. Niki De Zilva Gaurav Arora, MCC (ICF) Michael Mints Amy Misnik, Pharm.D. Terri Levine Daniel Findley Claire Davies Brenda Bence, Ranked Top Ten Coach Globally Jagdish Gill Rachel Mitchell #colinpowell #leadership #trust #inspirational #coaching #mentoring https://lnkd.in/eVamWRtH

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Embracing change is essential for growth. At Yellowchair Coaching, we believe in turning challenges into opportunities. Our bespoke coaching sessions are designed to help you navigate change with confidence and resilience. Choose from: 💫 Leadership & Executive Coaching 💫 Career Coaching 💫 Resilience Coaching 💫 Performance Coaching 💫 Individual and Team Coaching 🔗 Discover more about how we can help you: https://lnkd.in/gANn7ky #Leadership #Coaching #ChangeManagement #PersonalGrowth

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🌟 Understanding DISC and how it can support your communication and leadership Skills🌟 I've had several people recently ask me - what exactly is DISC? And how can it help? These are great questions, and I hope this explanation helps. I’ve also added a more detailed explanation below. DISC is a powerful behavioural assessment tool that categorises individuals into four primary personality types: 🔴 D - Dominance - Results-driven, confident, and decisive. People with a high 'D' are natural leaders who thrive on challenges and achieving goals. 🟡 I - Influence - social, enthusiastic, and persuasive. 'I' types are the life of the party, excelling at motivating and inspiring those around them. 🟢 S - Steadiness - reliable, patient, and a team player. High 'S' individuals are great listeners, providing calm and stability to any team. 🔵 C – Conscientiousness - analytical, detail-oriented, and systematic. 'C' types ensure accuracy and quality in everything they do. Why DISC? Understanding your DISC profile and those around you can transform how you communicate, collaborate, and lead. It highlights strengths, potential challenges, and how best to interact with others for maximum impact. After the fantastic response to my EIQ offer, I’m excited to share that I’m now offering the same offer for the DISC report! I’m extending the same deal, the first 3 people to DM me will receive a full DISC report and 45 min debrief for £149 plus vat🎉 Take this opportunity to discover more about yourself and elevate your leadership journey. Let’s unlock your potential! I’ll also give one FREE report and debrief for anyone that can guess my DISC profile! 👉 DM me to grab one of the special deals! #LeadershipDevelopment #CommunicationSkills #DISCAssessment

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We are officially half way through 2024. If your board or someone you know has some issues then this guide may contain some hints around how to solve them. Under Siege – 24 mistakes boards make in recovering from crisis Designed to be a playbook for boards and C-suite leaders, we incorporated contributions from Leadership experts across the globe ( including from Public Relations Global Network and Sitting boards) to make this as valuable a resource as possible. We have also chosen to put particular emphasis on the APAC region and provide a brief summary of the key challenges and opportunities across several markets, as observed by leaders based in each.   What to expect from the white paper: The 24 mistakes Board make in the recovery phase. Solutions for setting yourself and your business up for success. Additional content: The Asia-Pacific Region - what you need to know about doing business and communicating in this growing market. An online copy is available in the comments section. There are various temptations and traps leaders are prone to fall into when trying to regain stable footing after a crisis. As told by the leaders who have contributed to this paper, these are the top 24: 1. Inadequate crisis planning and media training. 2. Issuing a response that is either too slow or over the top. 3. Not conducting an independent investigation.  4. A lack of transparency or ownership, or trying to duck accountability.  5. Not communicating properly with stakeholders.  6. Focusing too heavily on PR and communications KPIs.  7. A lack of empathy and compassion. 8. Moving too fast. 9. Thinking rebranding is the answer.  10. Trying to “game” Google search.  11. Trying to score quick media wins. 12. Reactive and / or inconsistent messaging.  13. Neglecting internal communication and / or ignoring employee feedback.,  14. Navel gazing or dismissing external expertise or neglecting legal considerations.  15. Mistaking activity for progress.  16. Not taking people with you.  17. Going radio silent. 18. Underinvestment in PR resources and ignoring social media. 19. Disregarding social and cultural sensitivities and environmental impact.  20. Operating with a peacetime mentality.  21. Emotional decision-making. 22. Ignoring frontline voices / or blindly trusting internal agendas.  23. Legal dominance in solutions. 24. Halting all communication. #Boardofdirectors #boardcommunications #issuesmanagement #Crisisresponse #recovery #crisis #Csuite #Board

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