Tony Jackson

💬 "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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WE ARE CLOSING THE DOORS for the 2025 People Leaders Mastermind on DECEMBER 6th at midday. ​​​​​​​​​ This special collective is like nothing that I have ever seen before. This isn't a 'programme' designed to help HRD's and CPO's be more 'commercial' or to learn new skills. This is a year of discovery for anyone who believes in human potential and feels like we need to break out of the status quo and truly LEAD this agenda in our organisations. Once we are closed we will not re-open another Mastermind until 2026. There is so much love, attention and true change energy going into this invitation only intimate community of Changemakers. You will know if this resonates with you. We don't need any more HR Leaders to join this community - but I want to ensure we aren't leaving anyone behind who feels called to join us before we close the enrollment. I have a PDF with more information which you can message me directly to receive - for People Leaders who know that there is a completely different way we need to show up and be seen to change the working world and build truly thriving communities. #peopleleaders #CPO #HRchange #vantagepoints #HRD #changemakers #reimaginingleadership

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Employees don’t believe the narrative: Employees chose to join or leave organisations based on their perception of whether a firm is genuinely committed to DEI. Even if some leaders are great inclusive leaders, it just takes one to have a huge negative impact. Re-setting the story and the compass for DEI in 2024 will set you up for real success and a real measure of where you need to head, with a broader level of accountability around SUCCESS! If you would like to understand the rationale for this approach, check out my article: 𝗪𝗵𝘆 𝘀𝗵𝗼𝘂𝗹𝗱 𝘆𝗼𝘂𝗿 𝗼𝗿𝗴𝗮𝗻𝗶𝘀𝗮𝘁𝗶𝗼𝗻 𝗿𝗲-𝗲𝘅𝗮𝗺𝗶𝗻𝗲 𝗶𝘁’𝘀 𝘀𝘁𝗼𝗿𝘆 𝗳𝗼𝗿 𝗮𝗻 𝗶𝗻𝗰𝗹𝘂𝘀𝗶𝘃𝗲 𝗰𝘂𝗹𝘁𝘂𝗿𝗲 𝗶𝗻 𝟮𝟬𝟮𝟰. https://www.rfr.bz/lnpr9hu

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Free mental health toolkit for businesses starting out on their workplace mental health strategy. Please share!!

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What has been the impact of this leadership programme? It's always a brave question to ask. And I always ask it. This week I asked a client at the end of a 6 month programme. THIS is why I do this work. https://lnkd.in/eubQ7kDk #leadership #leadershipimpact #leadershiptraining #leadershipdevelopment #executiveeducation

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Why use the Team Management Profile? There are lots of reasons why, including those covered by John below.... #TopTeams #LeadershipDevelopment #BusinessSuccess

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Are we really still seeing widespread lack of strategy within HRBP roles? The header of this HR Dive article caught my eye... "How the HR business partner can take on a strategic role HRBPs have often been slotted into more administrative roles. But at forward-thinking companies, that’s changing, according to a Josh Bersin Co. report." Nope. Forward-thinking companies are the companies that already redefined their HRBP roles to include strategy in the past. Those who are just now considering changes are not forward-thinkers IMO. Now, on to Bersin's findings... I was surprised to learn that only 11% of companies have a systemic HR function operating at the highest level of maturity, according to Josh Bersin Co's report, The Definitive Guide to Human Resources and the Systemic HR Initiative (link in comments). Bersin also shares that the results at these companies speak for themselves. "They are twice as likely to exceed financial targets, 12 times more likely to accomplish high levels of workforce productivity, and seven times more likely to adapt well to change, according to the report." How is that only 11% of companies have appropriately defined their HRBP roles to achieve systemic HR function operating at the highest level of maturity? In my experience, the HR Business Partner (HRBP) role is strategic by definition, just as accountants are analytical, project managers are structured, and executive assistants are detail-oriented. All of these roles bring many more competencies to the table, but the competencies I'm citing are core and non-negotiable, just as strategy should be for HRBPs. HRBPs should be part of the connective tissue of the business! https://lnkd.in/gHjpXVdc

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One way to prevent much work-related stress (see article below) would be for more ExCos, ExComs, Managing Partners etc to a)resolve more of the issues and tensions amongst themselves rather than have the disagreements, territorial spats & power-grabs ripple down the organisation and b)convene people together to resolve the high level organisational issues and not delegate the risk, uncertainty and lack of psychological safety down the chain by default. There is a 'hands-ON' of leadership that is not about micro-managing, providing the answers or encouraging escalation but that is about actively supporting people to confidently take up responsibility.

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I’m running a (12 week, bi-weekly) Group Coaching Programme for Solo-Parents in January / February, perfect for busy solo-parents navigating the emotional and practical challenges of post-separation life, while juggling demanding careers or running own businesses. 🤗 🙋🏼‍♀️ Are you:   → spinning multiple plates, juggling a demanding career, getting to grips with solo parenting and perhaps even a budding romantic relationship but find yourself struggling with emotional exhaustion, guilt, or burnout?   → in need of support in managing these competing priorities in a healthy way, without sacrificing own mental health or the wellbeing of your children?     If so, this may be for you - we will work on: 1️⃣ Work-Life Balance Strategies ⚖️ Practical strategies and tools to manage your professional responsibilities without sacrificing personal life or family needs. Support in creating boundaries to prevent burnout and address challenges around stress / emotional fatigue of managing work, co-parenting (and a potential new relationship, if relevant).     2️⃣ Self Discovery and Emotional Resilience Tools 🧰 Building emotional resilience and coping mechanisms to deal with stress, guilt, and difficult emotions in a healthier way. Discovering more about you and what matters to you most, and why. 3️⃣ Co-Parenting Coaching 🧑‍🧑‍🧒‍🧒 Building healthier communication with the ex and finding ways to collaborate on raising the children in a stable and supportive environment.     4️⃣ Personal Time Management ⏰ Techniques to help prioritise your personal needs, so you can find time for self-care, socialising, and personal growth despite the many competing demands on your time.     5️⃣ (if relevant) Relationship Support ❤️ Help navigating the complexities of blending a new romantic relationship with parenting responsibilities and ensuring it doesn’t negatively impact your children.     The programme will be a mix of 4 group and 2 individual sessions with a kick-off session in January. The group will be no larger than 6 people to ensure we can create a truly brave + safe space to share, explore, learn from each other and gain the support needed as we head into 2025. 💪🏼 Drop me a line if this is something you'd be interested in / keen to explore -> in the meantime, my coaching testimonials are here: https://lnkd.in/ehn2MA9u #coaching #groupcoaching --- --- --- --- --- --- --- --- 👋 Hi, I'm Tina, a transformation + leadership coach. 👩‍💻 I work with you to become more authentic and effective in your work + life, helping you achieve the outcomes you want + deserve. 🎯 I also help teams to work together better, and help organisations develop + deliver better people products for their people. 💚 Like this? Please follow me for more content and DM me if you'd like to chat!

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Ever heard of Appreciative Inquiry - check out the 5 main principles in our post! which one are you drawn to most?

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📌 Check out some of the biggest reasons standardised recruitment process turn away neurodivergent talent! 💭 Can you identify any of these issues within your organisations recruitment processes? #neurodivergent #neurodiversityatwork #NeuroBridge

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Following on from my post last week on setting and balancing expectations for yourself and others, here is my September blog on the subject, as it seems to have resonanted with quite a few people. Personally, I feel this is something I am always working towards and just because I'm a coach doesn't mean I have all the answers either but I do hope some of these ingishts might help 😀 #highexpectations #selfcompassion #achievablegoals

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Did you know that 32% of UK business leaders struggle to create an effective senior leadership team? And that 1 in 10 businesses say getting their senior leadership team right is one of the biggest challenges in growing from a medium to large size company? (Menzies LLP 2024) Are you one of them? Succession planning, recruiting, and developing the mindset and skills necessary for leaders to transition into senior roles takes time. And there’s no guarantee you'll find the right people or know how to best develop them for success. What if you could discover how to get the best from someone before you even hire them? Or promote them, or invest in an expensive development programme? Well now you can, using The GC Index, which transforms succession planning, recruitment, leadership, and team development. By measuring the energy for impact that individuals can bring to an organisation, The GC Index helps align people with roles that match their natural proclivities. This alignment enhances team performance and fosters resilience, emotional intelligence, and adaptability among leaders. The GC Index identifies five key proclivities—Play Maker, Game Changer, Strategist, Implementer, and Polisher—each contributing uniquely to high-performing teams. By understanding these proclivities and leveraging the unique strengths of each team member, organisations can build more effective senior management teams that are well-equipped to drive change and growth while creating a culture of continuous improvement, engagement, and collaboration. Additionally, The GC Index offers two powerful tools: GC Translate and Chat GCT which can help identify the type of candidates your job adverts and descriptions are attracting and rewrite them to appeal to your ideal candidates. If you’d like to experience The GC Index for yourself or explore how it could work to build your own successful senior leadership team, feel free to DM me! Let’s unlock the potential of your leadership team together! #leadership #teams #successionplanning #chro Simon Etherington Nathan Ott Mark Savage Andy Cracknell https://lnkd.in/d6HN6i3K

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Today found me leading a CMe workshop with some senior leaders, looking through the lens of our behavioural preferences and how these shape our communication and can effectively reduce conflict during difficult conversations. One of the things I love doing is working with people and their colour energies and shining a light on self awareness and adapting to better connect, collaborate and grow. #cme #selfawareness #growth #communication #connection #leadership #preferences #flexing

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Access to HR advice and guidance is essential for business. HR advice and guidance covers the whole spectrum of the employee lifecycle:- HR Advice and Guidance To Maximise Your People Contribution https://bit.ly/2SMSHhi @pdiscoveryuk #humanresources #hradviceandguidance

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want to understand how the new government plans affect your business? what opportunities do they present? a commercial.approach to the changes. last chance to sign up for our webinar Wednesday at 9:00am.

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If you're considering training to bring Everything DiSC and/or The Five Behaviours to your colleagues, then now is the time. We have a course next week that still has a few spaces available. If you'd like to join then the link is below 👇 #everythingdisc #disc #disctraining #disccertification #discfacilitator

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Excellent challenging piece on what's needed to deliver shared productivity growth and prosperity @IPA_Involve @nita_clarke . Also I think much wider use of employee ownership/all employee share plans key to countering divisive PE and high exec pay models https://lnkd.in/eYSQTa4G

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