In this Ignite Talk (exactly 5 minutes long, with 20 slides which advance automatically every 15 seconds) I talk about how one size does not fit all, and how we need to stop peddling successes secrets and help people figure out their own True Strength.
Having just had a very special Birthday, made even more special by the lovely people I know, I just wanted to reflect on the celebration and the power of appreciation.
As part of my True Strength project, I’m featuring interviews that dig deep into how people succeed and I was delighted to interview Gemma Reucroft. The interview has lots of insights into how we succeed, about strengths, mindset, resilience, how to help people be their best, and how (and why) Gemma makes time to blog and write books!
Ian Pettigrew appeared on the Theme Addicts podcast, talking about his own journey with strengths and sharing some of the ways in which he applies StrengthsFinder.
I spoke at the CIPD Northern Area Partnership in York on building and sustaining personal resilience, on how we are all different and that people will develop true strength in different ways. I was going to blog a bit of an overview of my session but when I looked at
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.”
As part of my True Strength project, I’m featuring interviews that dig deep into how people succeed and I was delighted to interview Dawn Smedley of O.C. Tanner alongside her manager Ian Feaver. The interview has lots of insights into how we succeed, about strengths, weaknesses, mindset, resilience, and how to help people be their best.
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.
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.
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.
There is a time for expansive, creative thinking. And there is a time for editing, for removing things. Sometimes, less is more. Noise detracts.