Joseph George Anjilvelil’s Post

Wow.. I didn't realise how proud I'd feel reading the words "In Conversation with..." before my name until now! Having the opportunity to shape conversations is one of my favourite things to do. Sounds so simple, doesn't it? But I really hope that my years of training and experience come in here: 🕵♀️ Consultancy lens: listening for people's points of views, quickly attempting to understand what is important to them and why. 👂 Coaching skills: listening for what is NOT being said, as well as what is. 👯 Focus on inclusion: sensing which voices in the room wish to be heard but for whatever reason aren't in the space. Inviting the voices in without drawing uncomfortable attention to them. 😊 Humanity and humility: knowing that I am just another person in the room, and that actually the far more interesting stuff is likely to come from everyone else if I can do my job by ensuring they have the space to be heard. That's what being "In conversation with Aysha Tupman" looks and feels like. Thanks again, Elliott Scott HR!

Coaching as a manager is crucial for several reasons. Firstly, it fosters employee development by providing guidance, feedback, and support, which ultimately enhances their skills and performance. Secondly, it promotes a culture of continuous learning and improvement within the team, leading to higher productivity and morale. Additionally, coaching helps build trust and rapport between managers and employees, leading to better communication and collaboration. Ultimately, effective coaching contributes to the long-term success of both individuals and the organization as a whole.

When dealing with underperforming employees, training may not always be the ideal solution. Learning and performance strategist Jess Almlie, M.S. highlights that training alone may not tackle the root cause. Manager feedback and coaching can often be more effective, providing personalized guidance that addresses individual challenges in real time. This tailored approach supports employees based on their unique needs, fostering a more impactful development process. https://lnkd.in/duHUe7yX

Today I was fortunate to have participated in “Coaching in the moment”, a seminar facilitated by the incredible Aimée Fortier (Carroll) of Aimée Fortier Performance solutions. Aimée walked participants of various skill and comfort levels through the coaching process, and the learning cycle: Experience, Reflection, Generalization & Application (ERGA). She elaborated on how these concepts can be used to increase the effectiveness of one-on-one coaching moments, whether in the form of scheduled conversations or quick check-ins, and how coaching moments can be achieved anywhere, anytime, sometimes in as little as five minutes or less. Through meaningful connection, engaging content, and practice, Aimée guided supervisors from the fire department, paramedics, facility services, public transit and I through real conversations with examples and tools to help us as we strive to help others, our employees, to develop and learn. I look forward to putting some of what I learned and practiced here today to use, and to better serving those I strive to lead. In thanks: This is the second training I have taken with Aimée, the first of which took place seven years ago and whose content I use daily. If you are interested in training from a high caliber facilitator on a wide range of topics I encourage you to consider Aimée and one of her many offerings. Finally, my participation in this course would not have been made possible without the support of my employer. Opportunities for growth and development make employees feel valued, and I consider myself fortunate to work for company which emphasizes the development of its staff at all levels. (stock photo via unsplash)

#HR, #HRDirectors "Companies with strong coaching cultures are nearly three-times more likely to be capable of engaging and retaining top talent, the survey found." 3 x more likely to engage and retain? That's terrific! But, what do you do when you're a small company and can't afford coaches or coach certification? Not to worry, I can help! I do a 6 hour workshop, split over 4 - 6 weeks, that helps your managers develop a coaching mindset and practice the skills with their real employees along the way! Feel free to DM me for moe information.

ASSESSING CORPORATE COACHING NEEDS Delve into the intricacies of assessing corporate coaching needs! Uncover effective methodologies to identify organizational strengths and areas for development. Learn how tailored coaching strategies can optimize employee performance, boost morale, and drive business success. Ready to elevate your organization's coaching journey? 📈 https://lnkd.in/dKmxAAVH #thinkcoachingblog #CorporateCoaching #CoachingNeeds #EmployeeDevelopment #BusinessSuccess #OrganizationalPerformance #CoachingStrategies #WorkplaceMorale #LeadershipDevelopment #ProfessionalGrowth #BusinessStrategy

Coaching employees not meeting expectations is challenging. Here are some insights about things to consider and/or implement when dealing with this type of situation. https://lnkd.in/g4QEmKcR

I love that group coaching is coming up. Don't get me wrong. One-on-one coaching does wonders for individuals. But if the goal is widespread behavior change, why not focus on the collective? Enter group coaching. "Group coaching is high-context and reflects the reality of daily work, fostering deeper connections through shared experiences." Through adaptable, applicable training and discussions, the needs of the group are fleshed out in real-time. Current trends are redefining HR. Group coaching offers an all-encompassing solution. #GroupCoaching #HR #Coaching

“Companies with a strong coaching culture are 2.9 times more successful when it comes to engaging and retaining top talent.” The following article from Fortune discusses the desire for coaching in the workplace, statistics around this and considerations 👇