What if we promoted co-operation over competition?

I am reading Margaret Heffernan’s book, A Bigger Prize Why Competition Isn’t Everything, and the potential for organisations to build performance through social cohesion is huge. Margaret Heffernan is a former CEO of five businesses, an author and entrepreneur and this particular book highlights the opportunities missed by organisations who create and enable competition amongst … Continued

What if mindfulness got in the way of creativity?

Much has been researched and published about the positive impact of mindfulness (or mental focusing). Better decision making, lower levels of stress and greater well being are just three benefits purportedly delivered by practising mindfulness on a regular basis. However, is it always beneficial to introduce mindfulness in to the workplace and what if mindfulness … Continued

What if we asked first and listened next

Feedback can demotivate an individual and lead to a drop in performance. And yet feedback is a critical component of any manager’s job. Is there a better way to deliver feedback which leaves employees feeling motivated and positive about their performance potential? It doesn’t matter if it’s negative or positive feedback in more than one … Continued

How do we develop ethical leadership?

What do we mean by being an ethical leader and does it deliver any value to the organisation and employees within it? We could define an ethical leader as someone whose behaviour is consistent with broader societal values and beliefs (Mayer, 2014). Consistency and ‘walking the talk’ is a critical component to coming across as … Continued

Why you should only be using structured interviews

Most recently I have been asked by the companies through which I contract to assess a candidate’s personality based on a personality questionnaire together with their fit for a particular role. Nothing new here as best practice recommends using a psychometric to measure a candidates’ personality and then using an interview to verify and expand on … Continued

What if positive leaders built positive identities in the workplace?

  How would your team describe their capabilities to you? Do they see themselves as a high-performer, valued team member, a great presenter and a real go-getter? Or are they more down about themselves and think they’re nothing special, a bit of a loner, poor public speaker and worry that they could be replaced at … Continued

A deliberate hiring strategy is critical to growth

Undertaking a deliberate hiring strategy is one of the three crucial aspects to growing a business according to this Kellogg University insight. In the article the author makes the point that “Entrepreneurs tend to come from marketing, product development, engineering, sales, or finance. Not many former human resources leaders are running new businesses.” For this … Continued

What if focusing on others helped create meaning for us.

The odds of being engaged in our work increase by 250% if we are doing meaningful work. But for many of us the prospect of doing meaningful work feels like a long way off. According to Gallup only 20% of employees say that they did something meaningful in their work the previous day. However, pursuing … Continued

What if we combined strengths based recruitment with the discipline of competency based recruitment?

  As many people who read my intermittent blogs know, I am an advocate of strengths based everything – recruitment, coaching and feedback. However, recently I am becoming increasingly concerned about the beneficial claims made of strengths based recruitment combined with the criticisms largely directed at competency based recruitment. Competencies were ground breaking, fair and … Continued