A lot of organisations claim to have put effort into a coaching culture, but when we look at them we find that many have trained a few managers to be internal coaches and others have rolled out a coaching model at the management level. In our view these essentially miss the definition of the word culture, which to us means ‘how we do things around here’. Unless everyone is engaged in it, it’s not cultural. In this blog we explore how Altris deliver coaching culture projects and raise engagement in a Kenexa survey
It always interests me when some people feel it is their responsibility or right to take an interest in other peoples lives and actions. Feeling they need to comment and give their views on what they observe and their thoughts on whether what they see is right or wrong. For example, recently a fellow parent… Read more
It’s lonely at the Top. Apparently the more senior we get, the more lonely we can get. Recent research shows that the powerful can become the architects of their own loneliness. Power apparently inspires us to think cynically about others’ motives for their deeds. The very state of being powerful also causes us to feel less connected to others. By implication, we may get an ever-decreasing circle of goodwill.
What can we do about this? Like any challenge, just being aware of the downstream effects of loneliness, does help. Notice how you explain the causes of behavior and events. Not to change anything, but just to notice. As a second step, take a fresh look and test yourself. Differentiate between you and your various roles rather than transfer over feelings of power from one context to another. Be aware of what role you are in at any point in time. Create cues that remind you to move from one role to another. So feeling lonely has its drawbacks not only for oneself but also for our relationships with others. As senior executives it behoves us to be aware and to act responsibly.
Sometimes we get so close and involved in an issue that we become myopic and unable to see things clearly. Taking a step back and thinking from another’s perspective can be a powerful way of getting out of the ‘issue’ and to begin to identify potential ways forward.
the International Leadership Association conference in Auckland. The presentation focused on leadership development and attempted to give an axiological perspective on what it takes for managers to take the ‘theory’ they get in development programmes and turn it into action in the workplace.
In this blog we quickly share a few of the thoughts presented, to stimulate some thoughts about your programmes or your participation in leadership development training.