In recent years, the concept of a growth mindset has become increasingly popular. In fact, it was the subject of our most recent Career Lab for our client, UNDP. So, I thought I’d take the opportunity to write about it, too. In this blog post, we will explore what a growth mindset is, why having
Why Coaching Works infographic by Stephanie Wright of swrightcreative for the International Coach Federation.
Let’s face it good executive coaching is not cheap. But it can be invaluable. Investing a few hours and a few thousand pounds can deliver significant increases in productivity and returns of hundreds of thousands of pounds.  As long as the leader in question takes full advantage of the opportunity and makes the most of their
Antoinette Oglethorpe talks to the Association of Coaching Supervisors about Coaching to Develop Talent and the Implications for Supervision.
I’ve had some interesting responses to my blog posts about 360-degree feedback and The Leadership Versatility Index. Here I’ll look at what’s the alternative to 360-degree feedback? And the comments I have received echo the responses I often get from clients. They go something like this: “I love the look of The Leadership Versatility Index and I
Want effective and actionable 360 Degree Feedback results? Selecting the right tool is the first step in making sure your leaders get the information they need. But it isn’t enough. You also need to communicate well. Here I look into how to manage the information from 360-degree feedback in the most effective way. Communication is keyÂ
I’m often asked which 360 Degree Feedback tool works best. And if companies should I develop one specifically for their organisation or if there a good one that they can just buy. One of the critical factors for success of a coaching programme using 360 degree feedback is to be strategic in your choice of feedback instrument.
The Fatal Flaw in Most 360 Degree Feedback Programmes Is there something wrong with the process of 360-degree feedback? In my last blog post, I guessed you would struggle to name more than one or two people who had changed their behaviour since receiving 360-degree feedback. One of the biggest problems identified in the DDI study
How many people do you know have received 360-degree feedback and then made a sustained change in their behaviour? I’d hazard a guess that you would struggle to name more than one or two. And that’s because organisations often pay a great deal of attention to implementing the process with inadequate attention being paid to how
What’s your number one development strategy? In my experience, anyone named on a succession plan or identified as part of a talent pool benefits hugely from coaching. In my last post, The First Step You Should Take After Completing the Talent Review, I shared two reasons why coaching is the first talent development strategy you
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