Lindsay Partridge

It's time to make Change Management work @ work, home, and on the go for all of our people. We can now do that by complementing Organisational Change Management to include the new Personal Change Management model and system with Scared So What™ Ltd. Inquire today: [email protected] #scaredsowhat #personalchangemanagement #transformationalleadership Consalia Cranfield School of Management Scared So What Research For Change CIC

21

2 Comments

Looking ahead to your 2025 leadership learning schedule? 🤓 Want the engagement of great facilitation combined with the convenience of elearning on demand?✅ Need to be assured of quality, CPD accredited content delivered by a learning expert?✅ Committed to blending leadership development with inclusion and belonging?✅ Allow me to tell you more... #BusinessLeaders #DiversityEquityInclusion

11

6 Comments

This CIPD comment does acknowledge the need to take on board the needs of older workers but with their numbers increasing and the numbers of new workers decreasing this is one thing employers cannot afford to ignore. They need to address the haemorrhaging of much needed talent not just for themselves but for all the alternative avenues they might consider after their professional services career. Teaching, charities, mental health, you name it, they have so much to offer. Victoria Tomlinson FRSA at NextUp has taken this issue by the scruff of the neck and, focusing initially on professional services is running with it. Firms sign up for courses offering a forum to support older employees in realising that there are far more possibilities either within their current firm or in other settings, than they realised. The energy levels displayed are heart warming as the blinders are taken off. If you are a lawyer or accountant or in a big corporate take a look at the NextUp website https://www.next-up.com/ #olderworkers #outofthebox #possibilities Jon Boyle ⭐ Henry Rose Lee ⭐ Inter-Generational Diversity Specialist ⭐ Thushara Collins Farah Malik Philip Mendonça Helen Bunker Caroline Bradford Donald Davies David Radburn Anthony Mutton FAICD https://lnkd.in/e6dNAcDz

14

2 Comments

To all L&D people in my network who either buy L&D services for their organisation or are on the supply side of the industry - take 6 mins to help Laura Overton and me explore customer and supplier relationships in L&D. There is surprisingly little research on this topic, especially on how these relationships support creation of business value this topic. We want to open up this conversation with some data. Use the appropriate link in Laura's blog post to share how you drive value in your customer/supplier relationships. Open until 30 September. https://lnkd.in/dMVCZTKH #LearningAndDevelopment

22

11 Comments

Ive been talking a lot about the 'new OD' lately, Organisational Digitisation. But what is it and how does it fit with the 'old OD', Organisational Design and Organisational Development? I popped this little slide together based on the work ive been doing, which has been mainly public sector lately, setting out how i see it at the moment. Everyone will have a different perspective of course, but hope it helps simplify and clarify. Do feel free to use this whether you're an OD professional or simply working with OD people and always wondered what it is that they do! Hope of use to recruiters when placing people too given an OD role can cover a multitude of activities, which is why we sometimes ask ' to do what exactly?' when you first contact us! Though organisations frequently tackle all three areas of OD concurrently and many OD professionals cover all three areas of OD, some prefer to specialise. OD is such a broad profession and evolving daily. No doubt there will be more to add in a year's time! #organisationaldesign #organisationaldevelopment #organisationaldigitisation

11

4 Comments

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!

🚀 Exciting eBook Alert: Create personalised training plans for your employees! Inside, you'll discover: ✨ Assessing individual needs and skills ✨ Designing the training program ✨ Incorporating diverse training methods ✨ Monitoring progress and measuring effectiveness ✨ Training plan template ✨ Adapting and evolving the training plan Download here: https://lnkd.in/e_nWuCAU Happy Reading! #training #trainingplans #landd #learninganddevelopment #upskilling Omniplex Learning

11

RULES OF ENGAGEMENT FOR BOARD & SLT MEMBERS - how to behave at senior levels of leadership for greater impact has been a 'hot topic' in my coaching practice of late, and so below I've shared 10 best practices to consider - and a bonus one (implied in #3 below) and a personal favourite is ... AGREE OR DISAGREE, BUT COMMIT! ... i.e. have the rigorous debates and once everyone has been heard and a decision is taken, ALL commit 100% to the decision. When Board / SLT members learn to appreciate what to expect from each other, trusting relationships emerge—this is the key ingredient to accessing the Executive Brain for impactful transformational conversations. Having Rules of Engagement written out (and co-created by the Executive team), and reviewed every 6 to 12 months is a powerful leadership practice to generate strategic and emotional alignment to getting things done. The KEY Question now becomes ... What are your Rules of Engagement for your senior team? BOARD / SLT MEETING RULES (How We Behave) 1. Is there enough rigorous debate (views and opinions supported by facts)? 2. Do we first question to understand - dialogue vs. monologue? 3. When decisions are made do we all stand by the decision 100%, not 90% the full 100%? 4. Do we review decisions made in the light of new facts (not just because we didn’t really like the original decision)? 5. Are we making the right decisions for the business as a whole even if that means sometimes we have to ‘take one for the team’? 6. Do we believe the ‘We’ is more important than the ‘I’ and that success is binary? 7. Are we all knowledgeable enough about the business to make the right decisions? DO WE AVOID 'BAD’ BEHAVIOURS? 8. Lobbying each other after the meeting to try to unravel the decision 9. Criticising or undermining the decision made when speaking with others 10. Point scoring to make ourselves look better and undermine others in the team #leadershipdevelopment #executivecoaching #rulesofengagement #executiveboards

33

10 Comments

Learning and Work Institute Labour Market Stats May Stephen Evans, Chief Executive at Learning and Work Institute, said: "The labour market continues to ease with employment and vacancies down. The number of people economically inactive due to long-term sickness is up 700,000 since the pandemic. But 1.7 million people who are economically inactive say they would like a job. The answer isn’t further tightening benefit eligibility or focusing on a so-called ‘sick note culture’; it’s widening and improving help to find work." Helen Gray, Chief Economist at Learning and Work Institute, said: "Today’s labour market figures show that the number of young people not in employment or full-time education has risen by nearly 100,000 over the past year. Furthermore, an additional 56,000 people aged between 16 and 24 have now been out of work for six months or more compared with one year ago. Without action to reverse this trend of rising rates of economic inactivity and unemployment, the consequences for these young people, and for the wider economy, may be felt for decades to come. https://lnkd.in/eWinCBag @learning-and-work-institute @IEPInfo #IEPNews #Employability #LabourMarketStats

1

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

13

1 Comment

Speak to Netley Consulting today about our impactful people development solutions. Whether you’re looking to develop your leadership capability, build high-performing teams, or nurture your high potentials, we have the right solution for your business. DM me or email, [email protected] #leadership #peopledevelopment #learninganddevelopment #teameffetiveness #emotionalintelligence #authenticcommunication

3

Last week, my colleague Dr David Kearney posted about how managers can fuel high performance from their teams (https://lnkd.in/exE_FAC5). As he wrote, we take a systemic approach at OPDC Leadership Development that focuses on developing effective leadership behaviours and activities. It can appear daunting, but it refers to the many tools and techniques that can be deployed to stimulate people performance. Dave mentions frequent and open communication, motivating feedback, and role and goal clarity as three of the ways managers can fuel high performance. Other stimuli include the promotion of culture, values and norms, a sense of common purpose, and providing opportunities for personal growth. To break down this approach, we are going to pinpoint two or three factors that you can easily build into your working day. This week let's look at feedback and, more specifically, the importance of giving appreciative feedback correctly. We know that there's a need: this Gallup paper observed that only 2 in 10 employees strongly agree that their performance is managed in a way that motivates them to do outstanding work (read more at https://lnkd.in/etG9k-8c). Giving appreciative feedback isn't something that comes naturally to many of us, which is why we help delegates not just learn about but actually apply an approach for giving regular motivational feedback. This matters because Gallup estimates that employees who don't receive any feedback are 40% more likely to be disengaged (https://lnkd.in/eHPxDxCv). And where feedback is mostly positive and specific, managers typically see better performance: a study of over 19,000 managers found that consistent, general feedback reduced performance of all staff (low, medium and high performers) by 10-25%. By contrast, those managers who gave consistent motivational feedback (based on positives and with a suggestion going forward) increased the performance of all staff by 25-30%.

4

Tune in live tomorrow as we talk with Fiona McKee from The HR Practice about the important work underpinning the new regulations and requirements applicable to all employers aimed at preventing sexual harassment in the workplace. 📍 This live session will take place on The HR Practice LinkedIn page. 🕙 10 AM, 6th December. We’re excited to share some of the positive changes we’ve seen in recent months as employers strive not just for compliance but for meaningful, lasting change. With The Consent Collective #WorkplaceSafety #SexualHarassmentPrevention #BeyondCompliance

3

Managers manage things and control resources and processes. Leaders have a responsibility to innovate & think of new ways to utilise organisational resources. Register for my Phenomenal Leader webinar to learn more #Christian360DegreeFeedback #LeadershipDevelopmentForFaithfilled

1

1 Comment

Do you listen to the WTAL #Podcast? This was so much fun to record. #Ethics #LearningAndDevelopment #Culture #AI #TalentManagement

5

Free Conversation Toolkit to download from Conversations Worth Having - how to 'flip' negative conversations using #AppreciativeInquiry

1

Wouldn't it be great to have a results-drive learning professional who has already delivered projects to world-class clients who can seamlessly: - Liaise with stakeholders to analyse business needs and identify learning requirements - Collaborate with your Subject Matter Experts to collect data - Create high-quality engaging eLearning 📱and Face-to-Face training - Implement and track learning through an LMS - Initiate informed learning strategies to foster engagement and cultivate a Learning Culture in your organisation - Determine, track, and report on KPI to demonstrate progress and how business needs are being met All while exuding independence and a friendly demeanor 😊 Sounds like the solution you need? Let's talk📞

1

Useful graphic for anyone in L&D wanting to ensure their capability building initiatives deliver the desired impact. Most development programmes focus primarily on knowledge and skills acquisition and less on building the confidence and mentality required to apply in real life. Knowledge and skills are vital however on their own, they often don’t translate into application and impact. People need to feel confident if they are going to try something new. They also need the mentality to apply it when they are stretched for time and there are risks to failure. So… Hint for L&D to help build confidence….There is no short cut. Provide learning frameworks that give repeated opportunities for people to practice in a safe space under the guidance of experts. Hint for building mentality…..Make sure the WIIFM is clear for them. It might be clear for you, but you are not the ones doing the changing. There is effort and risk involved in changing behaviour so the payoff needs to be crystal clear. #behaviouralchange #Learning #skillbuilding

19

2 Comments

📍Professional Development Plans 📍 Does your organisation have a PDP framework to support your continuous learning? It’s critical that PDPs align with a position description, organisation priorities and offer quality outcomes for participants. Finding the right course for your needs can be tricky. How do you choose professional development?

1