There are many aspects to wellbeing, and many things that organisations can do to help employees. One component is helping people to think well, and I want to explore just one element of that – the power of perspective – and illustrate it through two personal experiences.
Examining some of the themes from the True Strength interview with Dawn Smedley, starting with celebrating who we are: “Sometimes I should just look back and celebrate who I am fundamentally. We all should.”
Feedback would happen all the time if we spoke the truth with positive intent. My contribution to the #FeedbackCarnival
How do you find success secrets? Well, you can’t as success depends on who you are and what you want. However, we can find inspiration in real stories of success and I’m working on a project – True Strength – to tell these stories.
This 30-minute documentary from The Jubilee Centre for Characters and Virtues is well worth watching, and contains a great mix of real stories of gratitude interspersed with an academic reflection on them. The stories are from across Britain and they do make the observation that we Brits can be be a bit awkward about gratitude.
Originally published at theHRDIRECTOR, three personal experiences of working with Apprentices.
There is a real lack of diversity in many organisations, which is a serious issue. We need to take action to fix the root cause of this, not just the symptoms.
Performance Management is really important but no amount of process will make the right conversations happen. Managers need to be equipped to have great conversations with people. These role-plays present a scenario that managers need to be able to handle.
There are a myriad of articles, blog posts and research reports suggesting that performance management is broken. Something that is of vital importance to people and organisations is often done quite badly. There is a need to do something and to do it well but no amount of process will make it work well.
One of the really simple, but powerful, things we can do to help people’s wellbeing and resilience is to make sure that they have a great support network, giving them the opportunity to have quality conversations about how they’re doing.
Despite an ever-increasing pace of change, we seem to be bad at delivering change and re-organisations often seem to focus on the things that aren’t broken, avoiding the fundamental problems. We need to get better at deciding what to change.
Many organisations are struggling with a leadership skills crisis and yet aren’t doing the right things to help leaders flourish. We need to create the right culture and then support leaders in the right way, recognising that there is not ‘one size fits all’ model of leadership.