In today’s fast-paced and ever-changing job market, addressing skills gaps is crucial for career advancement. Once you’ve identified the areas where you need to improve, it’s time to take action. In this blog post, we’ll explore effective ways employees can bridge their skills gaps and develop the expertise needed to advance professionally. Here are 14
Have you ever pondered what makes some individuals excel effortlessly in their careers, while others seem to struggle despite having the same qualifications? The answer might be simpler than you think: self-confidence. Self-confidence is not just about “feeling good”; it’s a fundamental cornerstone for personal and professional growth. It’s about believing in your ability to
Insights from the CIPD Labour Market Outlook 2023 The CIPD recently published their Labour Market Outlook: Summer 2023. So, in this blog post I thought I’d take this opportunity to review the evolving dynamics of the employment sector that it highlights. The key points provide significant insights, especially concerning career management in organisations. Let’s delve
Have you ever caught yourself saying, “I’m just not good at that”? Maybe it’s presenting in front of a group, having difficult conversations, or learning a new system at work. I remember a client – let’s call her Sarah – who’d just been promoted into a new leadership role. She was smart, capable, and respected
In our last blog post, we looked at how to set yourself up for professional success and prepare for a new role with confidence. This time, we’re going to build on that; sharing some tips on how you can navigate the first 90 days. There are a lot of things to think about as you
The starting point for accelerating leadership development is to focus on leadership skills for rapid growth. In other words, the key leadership skills and behaviours that will really make a difference to performance and help you realise your vision. I emphasise behaviours because you need to focus on observable actions that will deliver business results.
When it comes to leadership development, few tools are as powerful as 360-degree feedback. It offers a rich, multi-perspective view of how you’re perceived by colleagues, direct reports, and managers. It can be eye-opening, motivating, and – let’s be honest – a little daunting. In theory, most leaders agree it would be valuable. In practice,
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 key
Last week I promised I would share my favourite 360-degree feedback tool with you, so here goes. But before I do let me declare an interest. I am licensed to use this tool so it’s in my interest to encourage others to use it. However, let me also be clear that I wouldn’t have become
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.
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