Rob Baker, FCIPD, MAPP

These illuminating bite-sized articles explore the idea that delivering quality coaching requires coaches to address their development holistically and put the 'Personal' into Professional Development (CPPD). Julia Carden PhD, PCC, FCIPD and Dr Elizabeth Crosses' research highlighted that "the route to deep client connection, which enables coaches to work at a level of insight and change, comes from the work on self and self-awareness", asking us to consider how learning and development choices might enhance how we are being rather than what we are doing as a coach. They offer the following questions as points of reflection when planning your CPPD:  + What is the purpose of my development (for me, my clients and the systems we live and work in)?  + What is the difference I want to make? + What am I curious about? + What does my soul need? + What is my body telling me that I need to pay attention to? #selfcompassion #selfreflection #selfconnection #selfawareness #coachdevelopment #bestpractice #coachingsupervision

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Hold the date! The fireworks are about the go off 🎇 🧨 🎆 for our Digital Learning Realities - ASK THE ANALYST - Session on 5th November at 15:00 GMT. The sparks will fly and assumptions will go up in smoke as we do a review of the FIVE infographics we released this autumn, and allow you to ask the questions about what key trends in L&D mean for you! You can pass us your hot-potatoes 🥔 and find our what's really going on in Learning Technology - it's going to sparkle and delight. 🎇 It's not to be missed! Got a question about L&D budgets, investment trends, hot tech, AI 🤖 , learning innovation and the learning experience - it's all here. You can register for the virtual event of the autumn - using the link below... #digitallearning #learningtechnologies #AIinLearning #Research #Trends

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👑 Hereditary peers, new ideas 👑. Charlie Courtenay , Earl of Devon, rightly says that they bring some diversity into the UK House of Lords, and may also be able to think longer term than politics generally allows. Charlie, have you considered the excellent post created recently, of #FutureGenerations #Minister for Welsh Government ? Might this be a way forward? Derek Walker, do you think this might be a way of bringing longer-term thinking into the UK Parliament ? Secondly, to address #diversity, how about a #CitizensAssembly in the UK House of Lords ? You guys will know how you want to do this, but that would devolve power downwards and outwards, bringing diversity and fresh thinking. #MartinWolf of the Financial Times is keen on the idea https://lnkd.in/eDax-6QP Collaborative Democracy White Paper from Demos https://lnkd.in/erdyC87E Citizens Assembly House of Lords Replacement https://lnkd.in/eiVpknxB Future Generations Minister https://lnkd.in/e2VHySCW https://lnkd.in/e36Wcv8D

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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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We're proud of our outplacement book: https://www.rfr.bz/lnq07o7 If you're in #HR, then DM me for a free PDF copy of 'Outplacement Alchemy'. #outplacement #redundancy #reputation

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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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We're proud of our outplacement book: https://www.rfr.bz/l4e160e If you're in #HR, then DM me for a free PDF copy of 'Outplacement Alchemy'. #outplacement #redundancy #reputation

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Here’s a taster of my conversation with Elina Ali-Melkkilä sharing my thoughts about how I believe #PsychologicalSafety powers organisational success.

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What’s the real value of a mentor? In this video, Ruth Gotian, Ed.D., M.S. and I, along with other extraordinary individuals (Dr Kirstin Ferguson AM , Peter Brown MBE, Sally Helgesen, Samantha Hiew, PhD and Jonathan Low Global Speaking Fellow, CSP, ICF MCC), share how our mentors made a significant difference at crucial points in our careers. Whether it’s the six words that changed Ruth’s direction or the brave feedback that helped me rewrite Just Ask, mentors don’t just offer advice—they reflect what’s really going on and challenge us to grow. A good mentor provides invaluable support, whether it’s career advice, personal encouragement, or even tough love. These relationships matter at every stage, not just early on. Watch to learn how mentoring can be a lifelong source of guidance. Find out more in https://lnkd.in/ezW6qVWW   #Mentoring #Leadership #CareerSuccess

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'''Effective and frequent communication is crucial during times of change. Ambiguity can lead to anxiety, but clear and consistent messaging can help alleviate fears and ensure everyone is on the same page throughout the transition process.''' #changecomms #changemanagement #masteringthepsychologyof organisationalchange

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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!

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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

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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

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👉 Don’t earn a certification. Transfer yourself into being a coach! 🙏 Your clients need your whole self. Not just your certificate. ✅ Sign up for a transformative learning experience that puts you on a global map of accredited coaches. 👩‍💻 DM me to know more and get started. #coaching #leadership# #mindfulness #transformation

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I read an article earlier that said data from IPPR indicate that sickness costs in the UK have gone up 30% in the last 6 years. One of the biggest increases is in Mental Health. Whilst for some, medical support is needed, for others coaching or alternative therapy can help enormously. For example, a member of staff signed off work, due to stress had a coaching conversation, where I listened and asked the right questions. The staff member realised that things weren't as bleak as they thought - that they did have options. The member of staff came back to work a week later and has been fine since. A member of staff struggling at work, was determined not to be signed off. A coaching conversation took place, where I listened to them, we agreed some strategies and future support and sickness absence wasn't needed. Supporting staff is always better than losing staff to illness. That is why I offer onsite or online stress support coaching for businesses to offer to their employees. A small investment for big returns.

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The clock is ticking: Only 7 day until the Black Voices in Coaching Conference. There is still chance to get a seat - https://lnkd.in/eV8SXfim I'm really looking forward to my presentation on Coaching Research (R)evolution. #blackvoicesincoachingconference

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Imagine your coaching practice bringing you an income you can rely on. Imagine having full confidence in how to not only find potential clients, but have them approaching you - and you knowing they are highly likely to engage in your programmes! Imagine 12 months from now reflecting back and not only being incredibly proud of yourself, but almost unable to believe how far your have come in your coaching business! All of that is possible. I know this because I have achieved this for myself and now, part of my business, is helping other coaches like you achieve the same. You took the plunge, you did your training, you committed to something you love. Now you deserve to make a living from it! Should we chat? Here's a picture of me achieving something else that felt impossible when I started - SKIING!

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Interesting ideas about identity, responsibility and biases, and how we navigate these topics in coaching. There are some crucial questions about the ethos of coaching and some of the misconceptions that we need to addressing to move forward in this area.

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