Rashmir Balasubramaniam

Why is believing in people a crucial part of being a leader? Watch this short clip of my own Line Manager who kept believing in me even though I was severely challenged mentally and emotionally for a prolonged period of time during the end of peri-menopause. I've just seen this clip for the first time and I can say, hand on heart, that Paul Coates did exactly what he's talking about here. If you're struggling, as a manager or an employee, DM me. FranklinCovey offers a range of support that can help. #leadership #7habits #management

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I appreciated having had the opportunity to contribute to the #NurturingTheFieldsOfChange session on theme of "Resistance, polarisation and conflict as openings for healing" with my experience of restorative facilitation for conflict resolution. A deep dive into important and fundamentally different ways of relating in the world to meet the needs of our current times. #restorativepractice #restorativejustice #commuityofpractice #conflict #relationships #repair #conflict #humancondition #consciousness

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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 #punitive #restorative #societies #communities #outdated

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Do you need time away from the day-to-day operations of running an organisation? The Clearing is a unique in-person programme for women and non-binary leaders and founders of for-impact organisations. I’ve developed a new programme for you that’s designed to address three challenges facing founders and leaders in the times we live in. > It’s hard to take time to stop and rest when there’s so much work to be done and we live in a world that tells us we need to be useful, always. > Being a leader or founder is a lonely place. > It’s not easy to meet your own needs when you’re taking care of so many others. With limited spaces, find out more using the link or comment below. #TheClearing #coaching #leadership #wellbeing #Thanet #Kent

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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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When working alongside team leaders & team members, an area they often express an interest in more fully exploring is team dynamics and how can it be enhanced? I practice systemic team coaching, which involves coaching a team as a whole within its broader system (organizational, cultural, & environmental contexts) - this work includes developing a positive team dynamic. Sometimes I notice teams failing to take deliberate action for creating a positive team dynamic - they are busy trying to create value while doing their jobs - and allowing it to develop ad hoc, without purpose or intention. This can, in turn, lead to a sub-optimal operating environment, preventing the team from achieving its objectives and stakeholder expectations. Through open, direct, and courageous dialogue, teams take time to explore how their team's dynamic can foster better decision making, improve collaborative problem solving, and, by coming to fully understand and appreciate their dynamic, work together better. Establishing positive team dynamics requires deliberate and daring work. Some of the questions I use to open up and explore team dynamics are: - What are the team’s core values? - How do team values influence decisions? How does the team stay aligned to them through thick and thin? - How do individual team member’s goals align with the team’s goals? How does alignment, or misalignment, to them impact team dynamics? - What roles and responsibilities does each team member have? Are they clearly stated? Have they been agreed to? - How do power dynamics play out with the team? - What are the written and unwritten rules guiding team behavior? These questions starts a dialogue, which in turn leads to other questions, which leads to further understanding and insights the team can use to positively achieve objectives more effectively and efficiently. What is the payoff of this work for the team? Specific benefits of this work includes: - Enhanced team member collaboration - Unleashed creativity and innovation - Improved internal communications - Higher team engagement and motivation - Better conflict resolution - Enhanced resilience and team adaptability - Higher team performance and productivity - Strengthened team trust and psychological safety, and - Better team alignment with organizational goals These questions help the team explore and create a positive team dynamic, fostering a more productive and harmonious work environment, while ultimately contributing to the overall success of the team and the organization. If you want a detail list of the benefits, or if these questions resonate with you and you would like to explore ways of enhancing your team dynamics please direct message me on LinkedIn, or email me at [email protected]. #teamcoaching #teamdevelopment #leadershipcoaching #systemicteamcoaching #teamleadercoaching #teamdynamics Aarn Wennekers © 2024

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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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We all have to make difficult decisions at some point in our personal and professional lives. What matters is not necessarily the decision you come to, rather how you communicate it to those concerned, and how you behave before, during and after the transition. If you're interested in finding out more, come to one of our workshops

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Book by Climate Coaching Alliance: Ecological and Climate-Conscious Coaching As a practitioner of Systemic Coaching approach, I'm impressed by the breadth and depth of content in this book, the case studies, tools, exercises, and reflection, etc. that will help underpinning the practice of climate-aware coaching professionals and I will strongly recommend this book to those who are entering in this field. #CCA #Climate-conscious_coaching #Eco-engaged_coaching

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Looking forward to this gathering of voices from across the diaspora It's heartening to see the resurgence of interest in the distinctive contribution we make to coaching practice worldwide Not just on racial equity, but as much on what it is to be human in the 21st century and on how we can create genuinely inclusive workplaces https://lnkd.in/eUMCWKqU

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WORDWISE COACHING PODCAST – NEW EPISODE In the latest episode, Dr. Andrea Kilpatrick shares her hands on experience of introducing an internal coaching model to a financial services firm, this offering brings a dynamic blend of internal and external coaching perspectives. Imagine having the best of both worlds: the thorough understanding of an organisation paired with the fresh perspective of an external coach immersed in the broader coaching environment. Our conversation is more than just an exploration of a coaching model; it's a testament to the transformative power of thoughtful, well-implemented coaching strategies. Whether you're a coach, a leader, or someone passionate about personal development, this episode is packed with valuable takeaways. See link in comments to access episode or on audible, spotify, apple and other podcast sites. #podcast #coaching #internalcoaching #leadershipdevelopment #wellbeing

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JOIN ‘THE FIVE EMOTIONAL IMPERATIVES OF LEADERSHIP’ PROGRAMME and explore five domains of emotions which can support you to lead TRANSACTIONALLY & TRANSFORMATIONALLY! DATES: Tuesday 20th August to Tuesday 17th September 2024 TIMES: 9am to 11am ET US | 2pm to 4pm UK GMT | 3pm to 5pm CET | 3pm to 5pm SAST EXPLORE HERE: https://lnkd.in/dDfzxJ9V Or email: [email protected] | [email protected] WHAT OUR CLIENT'S SAY: Sandy B., CEO | Coach | Trainer - “Thank you Sam and Dan for the opportunity to help leaders with emotional growth and myself in five imperative domains. It was a wonderful group to collaborate with and learn from as well. The experience gave me a specific direction to help leaders and myself navigate leadership with emotions. I didn't have any expectations, only curiosity. The coaching and the visual of the high and low energy areas and narrowing down the essential emotion to move forward was key for me. What I appreciated is the naming of the collection of emotions that come with challenges and where they fit into the challenge, why and to move forward and learn from. “ Julia B., Coaching & Leadership Development - “I completed ECC with Dan Newby and now the FEIOL programme. Apart from having grown my emotional literacy, I have gained a new way of observing my own leadership and how to resolve complex challenges from an entirely new standpoint. The programme offered relevant content, which was immensely useful, but more importantly for me, it offered new processes for me to use for myself and with the leaders I work with in coaching and leadership development. I highly recommend this programme to leaders and coaches alike.” Jill M., Mediator and Investigator – “The sessions were extremely illuminating, and Dan conducted a number of coaching sessions as a way to demonstrate the model. I now feel more confident in coaching leaders to understand and shift emotions that are unhelpful when dealing with challenging situations.” #emotionalliteracy #emotionalmastery #leadershipdevelopment #personalmastery #executivecoaching Dan Newby

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The big 'R' word - redundancy - I've been there, done that. And yet at the time I was not as aware, as I'm now, about the importance of good endings at an organisation. I know for one of my clients having a conversation about what a good ending would look like for them and for the organisation they were leaving really helped them move smoothly out of the organisation. I encourage you to hear what my colleague, Vanessa has to say about good endings. #menscoach #meninleadership Leading Well

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In these volatile and uncertain times, join me and some leading experts to develop your skills for coaching leaders during periods of crisis and complexity. The program is called, "Coaching Leaders in Times of Crisis: Achieving Personal and Organisational Transformation," is scheduled to run from June 12th to October 23rd, 2024.

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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

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What type of organisation embarks on a regenerative programme? Our Regenerative Organisation Fundamentals is suitable for leaders and team-members for all types and size of business: - multinationals and small businesses - product-based or service-based industries - for-profits, not-for-profits or community businesses - leaders and team-members (everyone's a leader in a regenerative world) What they have in common is: - an awareness that 'business-as-usual' is not going to create the future that we want and need - curiosity around a new way of doing business - a love of nature (deep or undeveloped) - a willingness to explore challenges - a desire to be part of the solution, not the problem Of course there are as many motivations as there are participants (nature shows us that we are all unique so there will be no tick-box solutions). But if you want to bring in changes that are both practical and transformational, then check the programme out (deadline is this Friday).

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Some thoughts/questions on belonging and disruption below. I’d appreciate your help in navigating this… I’m predisposed to resisting the status quo or BAU in organisations. It feels like the opposite of evolution, entrepreneurship, progress & growth. Therefore, I’m drawn to disruption and appropriate provocation in organisations. I encourage the people we coach/train through TOWARD Ltd to disrupt. However…by disrupting, some employees risk the opportunity to belong. They may get misunderstood, isolated or pushed to the periphery. Myself and my wonderful colleagues Sarah Jones, Denise McGahan, Gordon Laird and Gillian Dornan have been working with a client and this has been a live debate. There’s a tension…or a thin path to navigate. - Can people disrupt and also belong? - Is the need to belong an appropriate need to expect an organisation to address? - Can employees address the need to belong at home…in order to free up the need to disrupt at work? - Should employees prioritise disruption over belonging? Thoughts appreciated folks… 🤔

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📢 AFRICA, my QUESTION to you is this: 'What CALIBRE of Young Leaders do YOU WANT in the FUTURE'??? ▶WATCH this short provocative clip from my recent podcast with Inge Loff, Founder of IL People Solutions Consulting and #ideasXchange. The UNCOMFORTABLE TRUTHS shared, UNDENIABLY AFFECTS 'OUR' FUTURE as a Continent, and as Companies, Educational Institutions, Governments, Societies, and Parents. 📌To watch the rest of the CLIP, click the link below: https://lnkd.in/dPcZKyMU 📌To watch the FULL Podcast, click the link below: https://lnkd.in/dtb2fD4Z 💡If you would like to invite me to SPEAK on 'Leadership and Character' to your Government's, Country's, Institution's, or Company's Leaders, or you would like more information on the ATAP Group's exclusive 'Leadership and Character Development' (LCD) Workshops/Presentations, or to invite me as a SPEAKER at your Leadership Conferences, Summits, Seminars, and Events Nationally & Internationally, please feel free to contact me. [email protected], +27 82 662 1853 #shawnnaidu #allthingsarepossiblegroup #youthdevelopment #leadershipcharacterdevelopment #characterdevelopmentworkshops #leadershipdevelopment #leadershipspeaker #leadership

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