Clare McNamara

Why executive coaching outperforms traditional methods of development and drives transformative growth for leaders and organisations. 👇👇👇 👉personalised ➕ tailored approach 👉builds self-awareness - key skill for leaders today! 👉offers ongoing support ➕ accountability 👉targeted development ➕ performance improvement 👉integrates with real-world context 👉better ROI

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Why executive coaching outperforms traditional methods of development and drives transformative growth for leaders and organisations. 👇👇👇 👉personalised ➕ tailored approach 👉builds self-awareness - key skill for leaders today! 👉offers ongoing support ➕ accountability 👉targeted development ➕ performance improvement 👉integrates with real-world context 👉better ROI

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If the world was your oyster, would you spend your time working in spreadsheets? No? Well then stop. Instead spend your time talking, listening, questioning, supporting, advising, coaching, guiding, facilitating people. That is what will make your change successful. If you want to learn more, then click on my name and send me a message - you talk, I will listen. #workplace #leadership #change #ai #technology #cipd #acmp #womeninchange #transformation

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Perfect timing on World Menopause Day, that our article is published on the impact of menopause on coaches in the new edition of Coaching Perspectives. Earlier this year, together with Yvonne Inglis, we conducted research to start to quantify the impact of peri/menopause on coaches - with a large cohort self-employed and between a certain age bracket. So pleased to contribute to raising awareness of this topic - not just from a client focus for coaches, but to bring a coach focus for Coaches and Supervisors. The research highlighted and confirmed: ✨ Perimenopause and menopause can have a profound impact on mental as well as physiological health. ✨The key and most common symptoms affecting coaches: brain fog, low motivation, sleep difficulties, memory problems, decreased confidence and anxiety. ✨ The important role of supervisors in resourcing coaches in the context of capacity and self care. ✨The important role of coaching bodies in supporting, informing and bringing dialogue forward. ✨The significant impact on running a coaching business while navigating peri/menopause. ✨The positive impact on coaching relationships, particularly with female clients experiencing similar challenges. Increased empathy, understanding, and self-compassion were noted as key benefits that have enhanced the coaching experience. Thank you to all respondents - we are delighted to share the findings. Access the full Association for Coaching (AC) Coaching Perspectives magazine here http://bit.ly/CPShare The current edition brings an array of perspectives to Journeys.

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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!

I’m looking forward to chairing this webinar at lunchtime about Values-Driven Cultures and why these are even more critical to high-performing organisations, retention of top talent and driving successful change. It’s all too common to hear that organisations are struggling to activate and embed values and behaviours, so we’ll be sharing some innovative and practical ways you can do this. Link to register in comments 👇 #workplaceculture #values #bcas24

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🚀 Empowering Personal and Leadership Mastery: The Path to Cultural Excellence 🚀 After many years of coaching individuals across diverse organisational landscapes, we've arrived at a profound realisation: coaching isn't just about professional development—it's a gateway to authentic human connection. 💼💬 In the fast-paced world of today, many individuals grapple with the fear of being their true selves.This fear often inhibits open dialogue and stifles personal growth. But what if we told you that coaching holds the key to unlocking these barriers? 🗝️ Introducing MOCHA, the "Coaching for All" initiative! 🌐 This ground-breaking endeavour aims to democratise coaching, making its benefits accessible to everyone. By instilling the principles of psychological safety, individuals can engage in genuine conversations that transcend productivity metrics, fostering environments of trust and collaboration. 🌱💡 At its core, coaching empowers individuals to embrace their authenticity, catalysing a ripple effect that extends far beyond the boardroom. By dismantling barriers of competition and pretence, organisations cultivate cultures of inclusivity and relational excellence. 🌟 But we're not stopping there! The future of coaching lies in its ability to model full engagement. Through innovative technologies like online webinars and meetings, coaching can simulate the dynamics of cohesive, purpose-driven teams, inspiring a new wave of collaborative leadership. 🌊🤝 By democratising access to coaching, we're not only transforming organisational cultures—we're enriching lives, families, and communities. 🌍💖 Join us on this journey towards cultural excellence. Let's embrace authenticity, foster psychological safety, and champion inclusive dialogue—together, we can shape a future defined by empathy, collaboration, and shared purpose. 🚀✨ #CoachingForAll #LeadershipMastery #CulturalExcellence #Empowerment #Authenticity #Inclusivity We recently ran a session for CIPD (Chartered Institute of Professional Development) which you can see here on our YouTube channel: https://lnkd.in/dG4HP7ni, You can also register for our forth coming panel discussion event on Thursday 23rd May at 10am here: https://lnkd.in/diVC7Auy, 💚 Sherry White, Lisa Avery,Ed Jervis

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Why psychological safety matters     Diversity within teams brings myriad benefits to companies - that has been demonstrated consistently by research over time.   Teams of people from varied backgrounds and life experiences are better at identifying problems and generating innovative solutions than those without such variety. They bring a wider range of thinking, perspectives and experiences to a project, challenge or problem. This can come with its own unique challenges. The more diverse a team, the more important it is for each to listen, exercise patience and empathy so they can better understand and accept each other.   Which is why psychological safety matters so much. When people feel safe to express their thoughts and take risks within a team, they tend to collaborate openly and produce more creative work - important for long-term success in an every changing world.    Is there an open and psychologically safe work culture where you work? If your answer to this question is no, or you’re unsure, let’s talk. #psychologicalsafety #wellbeing #leadership #teams

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What do you want to be doing in 10 years’ time? This is a short clip of me linking the Concept-of-Self to client practice in coaching. Specifically, I give an example of how Stability-of-Self might show up. This is about psychological continuity, or more easily understood as "sameness" like a thread that ensures over time (the same "me"). I see this a lot with my clients in scenarios such as making a big decision, breaking from social pressures or expectations, reinvention, long term goals and many more. The example I give of low Stability-of-Self relates to self-as-process or a construction. A bit like product development (Minimum Viable Product), where gathering data with short experiments, to iterate and pivot: a more emergent way of being. What you do is who you become. So, the big single purpose or "why" in life may not connect with how they understand the self, they don't already have a future self to speak from. Instead, Minimum Viable Purpose may work better or the next why, what, step, experiment or experience. We can all do with understanding our Concept-of-Self and be more open-minded about how others understand themselves. Especially important for coaches, but also for managers and teams. At a basic level that career question in interviews "what do you want to be doing in 10 years' time" is geared towards high Stability-of-Selfers. A better question might be "how do you approach your personal and professional growth and what does that say about you and your career"? This includes a range of ways to be and become. You can listen to the full episode on the BPS website (link below) or here https://lnkd.in/grvxPnwA. #self #conceptofself #psychology #coachingpsychology #behaviour #purpose #goals #why #reinvention #visualisation #experimentation #planning #interviews #futureself #futureme BPS Division of Coaching Psychology (Main)

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This is an interesting Ted Talk by historian Martin Gutmann, who calls out a problematic dynamic we often see in senior leaders referred to us for coaching. Perhaps you have one of these so-called ‘Captains of Crisis’ in your workplace who thrive on drama? They may dazzle with tales of daring-do, but is all that furore necessary?   Instead, Gutmann challenges us to nurture leaders who mitigate rather than promote drama. Harvard Business School professor Raffaella Sadun calls this boring management.    It feels paradoxical to say that coaching creates boring managers, but if “boring” means creating leaders who refrain from self-aggrandisement, exaggeration, and drama to concentrate on; ✔ Building processes that align the organisation’s strengths with the unique challenges they face.  ✔ Leading authenticity to create cultures that bring out the best in people. ✔ Not just in managing crises but shaping the very fabric of their organisations.   Then, yes, coaching does create boring leaders. And they are genuinely inspiring as a result. Contact Sue Harding at Working Transitions now to discuss how Working Transitions can transform your Captains of Crisis into better leaders. Call 01604 744 101 or email [email protected] now.   https://lnkd.in/eVSGQUTp

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

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Living more deeply and fully in the world as it is... Foundations of Coaching with Thirdspace, Thur 18 - Fri 19 July 2024, Online with Andy Rogers and Sue Braithwaite Our lives are complex, mysterious, chaotic and surprising, and whether we face it or not, we have to live as a biological creatures in a physical world in which death cohabits with life, illness with vitality, wounds with healing, loss with love. So the question is not how to live without trouble, because the only way to do that is to deny life itself (and that itself brings no end of difficulty). Instead, we might ask ourselves again and again how to live fully in this world, with all its limitations and all our limitations. And we might look for ways to draw on the many gifts and qualities that come with being human, and not make things more complicated than they are already. Facing our difficulties with both honesty and hopefulness in our own capacity to respond - turning towards our difficulties rather than away from them - is what integral development coaching is intended to help each of us do. You can come and learn more about this with us on the Thirdspace two-day Foundations of Coaching programme which is beautifully facilitated entirely online (so joinable from anywhere) and runs on July 18-19. https://lnkd.in/dYbzYuy

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What I love about this programme is that it helps managers to strategically show up, and fully utilise the full range of their presence and communication style, intelligently adjusting it to perfectly meet the need - whether that's leading their teams, influencing key strategic clients, pitching to the executive leadership team or engaging with members of the board. #ExecutivePresence #LeadershipDevelopment

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By reader request, my answer to the question of what approach I use and what it brings to clients. From Ambition to Result: Giftedness as the Key to Transformation #interim #insights #giftedness #leadership #ceo #mentoring #coach #nobco

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'A good board will define their organisation’s purpose, establish a strategy to deliver on that purpose and set their organisation up to thrive. This includes appreciating the sector their organisation operates in, its business model, and a deep understanding of its people and capabilities.' Great clarity on Governance from Kirsten (KP) Patterson and the challenges in navigating the Management - Governance boundary. Board relationships can define the success or otherwise of C-Suite leaders. In this particular case one can see how the model of outsourcing of capability and vendor management without the oversight or stewardship of something like a Clerk of Works may have contributed to this calamity. A governance requirement for service quality and management discipline around ensuring appropriate standards.

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How do we shift the paradigm from taking life to giving life, in the way we live and lead? On Carl Pratt's Future Planet podcast we talk about how The Bio-Leadership Project is collaborating with organisations to shift models of working. And how the Bio-Leadership Fellowship is working towards better forms of human progress by working with nature. https://lnkd.in/ejfitKBc

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