Tom Jewell

It’s International Coaching Week! What makes coaching so special and challenging? What does it demand of me that’s different to designing and delivering leadership/management development programmes or facilitating/leading strategy sessions? Coaching is far more self-less. For starters, the agenda, wisdom and success are always the client’s. And there’s no place for bragging given that confidentiality is the bedrock AND key to creating safe spaces for learning and commitment to action. It’s thrilling to see senior and not-so-senior players, transformed by increased self-awareness and grounded confidence, push past boundaries, dare to approach situations differently, try different things. Yet coaching is challenging. Especially measuring results – part of my and Rathbone Results’ DNA AND a key expectation of the paying client. So how do I “measure” ROI in coaching assignments? Firstly, cautiously. A focus on results can detract from coaching. One client warned “Beware of spending time measuring the measurable. What’s not measurable is often more impactful.” Another said “If I keep weighing the cow, it won’t get any fatter.” 😊 Secondly, humbly. Coaching works in a very human context AND it’s the coaching client, not us, who scores the results. The boss of a coachee recently said “I admire you Cora Lynn for working in this intangible space, absolutely necessary for raising productivity, efficiency and performance.” Thirdly, indefatigably. I typically close coaching session with two questions: (1) “What’re you learning about yourself?” (2) “What’s your key take-away?” Answers often delight me – even if not as “measurable” as the strategist and chartered accountant in me would like. Some closing ~ROI quotes from coaching clients: “I know what you do for me: you help me think clearly.” CFO “You’ve helped me know that I’ve earned the right to do this job. Imposter syndrome gone. I’ve got it.” CEO “I’m talking more openly, effectively, making more effort, being more present, aware of my impact, clearer, more supportive of my people.” MD “Determined to do the right things and set clear expectations for the team – not just let things flow.” GM “I have it – a vision and clear process. Need help to extract it, energy to execute, get on and imbed this process.” SVP “More focused on communication, building trust and relationships with direct reports and beyond.” Ops Director Happy International Coaching Week! #coachingresults #higherperformance #coachingROI #unlockingpotential

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My Article on The Economic Times about unlocking the power of flow in stressful work environments

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Are you a Learning & Development Leader operating in a B2B environment? How proactively do you set about establishing influence with your management colleagues? Often ‘fast track’ leaders enjoy the benefits of elite internal academy programmes. What about the rest? How effectively do we help all our leaders develop people, business and cognitive acumen? The programme in the link in the comments doesn’t cost thousands or take days to complete and is designed to help you as a Learning & Development leader to quickly further develop your business acumen and big picture thinking to give you more confidence engaging with 'the business' and enabling you to better position learning and development as a business enabler. Are you ready to take action? #chieflearningofficer #learningleader #learninganddevelopment #corporatetraining #corporatetrainer

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I posted about #loneliness a few days back, here are some more thoughts from our recent episode where we discussed the challenges being faced amongst #genz Which raises questions for #leaders when it comes to dealing with a hybrid and mixed working environment What are you doing to ensure workforce wellbeing is top of your agenda? ⬇ Download the full episode of Leading with Agility from your favourite #podcast player

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I wrote this article for the Life Coaching Directory last year. It summarises the 5 most commonly identified challenges new directors or leaders brought to our coaching sessions. 18 months on: new clients, same challenges. I developed my Step Up programme for new and aspiring directors to address these challenges and much more. Drop me a message if you'd like to know more. I'll send you my Leadership Scorecard so you can see where you're starting from.

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By studying how elite sports people are organised towards performance, we identified some missing skills from a leader’s toolkit. Written for HR professionals, this is about how you can help leaders avoid those errors. Based on our book, ‘Rest. Practise. Perform.’ you’ll discover how to coach and guide them on clarity, follow-up, trust and collaboration skills. What’s more, it’ll help boost performance and levels of wellbeing. https://lnkd.in/eQggPr-g #HRstrategy #performance #employeewellbeing #leadership

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Enlivening Organisations ✨ Get in touch to schedule your complimentary 15 min discovery call to connect about how your organisation can curb burn out, retain employees and improve innovation, creativity and problem solving.

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Ready to take your leadership to new heights🏆? Discover how to effectively prepare for surprises in coaching sessions with these top 6 strategies🤩! By embracing proactive measures, structured processes, and open communication, you can confidently navigate any challenge that comes your way. 🤝 👉 Learn more about optimising your coaching experience with GCG UK's Leadership Coaching Program. 🔗 Link to Article: https://lnkd.in/e5E4S49v #LeadershipDevelopment #CoachingSuccess #GCGUK

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Last month, I asked 300 Directors and senior leaders across my network what their biggest leadership challenge is right now. Here are the top five themes that emerged. • Time management, workload and competing priorities • Navigating politics and difficult team dynamics • Feeling exhausted personally and leading an over-stretched team • Building influence and personal presence with top stakeholders • Overcoming resistance to change - at all levels I’m sure at least one of these resonates with you. But what would you add to this list? And how do you manage these challenges personally? 🗓️ I post leadership tips every single day. 📣 Follow me for daily, proven steps that lead to real-world impact.

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I delivered a coaching session this week on time management and how early stage HR founders to manage time - rather than let TIME manage THEM and cause a whole load of extra stress! We found ways to tailor strategies to help each and every founder on the Mastermind group call. Here were some of the challenges: Releasing the guilt felt from not having to work 9 to 5 - getting over the employee mindset. Overthinking things which is taking up wayyyy to much time - AND adding stress! Stressing out about what to write on LinkedIn and how to reach out - resulting in just sitting there and looking at a blank screen. Wayyyy too long on proposals causing frustration and putting off doing it. We came up with personal solutions that work for each and every person to help them save time and to manage the activities that are sucking their energy or simply taking too long. At the end, I asked everyone to take time out as a RESULT of the time they had saved from the coaching session. I also asked them to share their photos on WhatsApp - the JOY in the photos has been heartfelt! So far people have .... Taken an hour out to play their bango Gone swimming with their kids (they live in Dubai lucky things) Taken an extra long walk with their gorgeous pub with a stop at the pub for a glass of chilled white wine. And that's all been achieved in 48 hours. Just think what they can all do in a month?!!

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Fascinating new research, and once more emphasizing the critical role emotional intelligence in leadership plays in business today. Let CK Academy help develop the skill sets for your executive team, with a bespoke flexible programme.

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#CXOInterviewTips As a senior professional, opportunities are less. But... Not everything that glitters is gold 🪙 I regularly come across leaders who joined an organisation with high hopes, but regretted the decision soon after. Have you seen that happen? If you don't want to be in the same boat, reach out to trusted people in your network who currently work/ have worked in your prospective organisation. #LinkedinSearch can help you figure out who these people are. Ofcourse, you need to be discreet about who you reach out to. And maybe ask different questions to different people. And then you can make more informed choices. #careercoach #executivecoach #abrighterlife #networking #leadershipgrowth

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🚀 Ready to scale your coaching business? Take this quick quiz to discover where your business stands and get a personalised roadmap to sustainable growth! 🌱👇

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💬 "Perks can become an easy way out in the wellbeing space"... That's a quote pulled directly from the article below by Paul Devoy ... and I totally agree. There's a huge gap in how HR and employees perceive the usefulness of the wellbeing support available. For example, whilst 72% of HR decision-makers in businesses that offer gym-memberships believed that employees find them valuable, only 41% of employees in the same organisations found it valuable. Employees want to see the fundamentals of business done right. Things like 🤝 Supportive line-managers 📚 Learning opportunities ➕ Positive work culture Without dealing with the above, the "perks" become pointless. A free mindfulness session isn't going to help someone who feels stuck in their current role... We need to re-frame what people think about when we say workplace wellbeing. Changing the focus from perks, to preventative solutions that tackle workplace issues at their heart. There's still a way to go, but every Wellbeing Lead I am able to talk to about this and re-frame wellbeing in their mind is one step closer! Do you agree? #WorkplaceWellbeing #EmployeeWellbeing #MentalHealthAtWork #WellbeingLead

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Our coaching practice just released a blog article on the topic covered in our first Vlog video on Considerations for Reinventing Yourself! Interesting read, if you have a moment. You can expand the post below for short link or visit our new blog page at www.puractio.com/blog Please feel free to comment below with the points that left an impression or that seemed really familiar to you! 🙏🏾

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We are all different, but we are predictably different! Why discuss that today? In the past month we have been to 4 different organisations that are having issues with their teams not performing, or even getting along. Points to note: They have had churn in the team, they have had to change structure, their sales are low, so not getting targets/budgets, market forces, the usual common themes for a team not performing. So why do they bring me in. With a new team as you will know, they go through forming, storming, norming, and hopefully performing. (Nothing new here, Mr Tuckman taught leaders this some time ago). What if you are constantly changing the team members? You live in forming & storming. Every time someone new comes to a team, you change the environment in some way, they go back to forming. Have you ever really thought about this? And the impacts? I know you know about it but what really goes on in your team if you have change? The team are living in a constant state of change, which brings anxiety to some, uncertainty to others, and then there are those who just don't care or move on (but they are outliers often). This is when behaviours start to show, when people are under pressure/stress but it is the average behaviours often come out. We all handle situations differently, but predictably differently. If you have lack of self awareness, back chat politics, lack of trust, lack of results in your team then we need to talk! If you don't want to reach out, then I throughly recommend you read Patrick Lencioni book 5 Dysfunctions of a Team, it will definitely help you with some of those things I mentioned. #5dysfunctionsofateam #highperformingteams #extendedDISC #intentionalinfluencing

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