Spinach

🗣 Ever heard of the concept of 'accidental managers'? 4 out of 5 managers in the UK have never had any formal management training (CMI) and we're here to change that. Spinach is the new coaching model that fast tracks the development of your middle managers. Designed in line with modern learning preferences, for maximum value & engagement, it's:   👥 Self led learning, personalised to the individual ⏰ Manageable 30 minute sessions 🤝 Accessed when it's relevant - in as little as 48 hours Our pay as you use, affordable pricing model means you can finally give more people the high quality L&D solutions they deserve. Want to find out more? Drop us a message or visit our website 🚀

We're on the hunt for our newest team member 🗣   As our business continues to grow, we're looking for a Client Success Manager to come on board.   Role: ✔ Full time, hybrid role ✔30 days holiday + Bank Holidays ✔Flexible working   The kind of person we'd love: 🚀 A smart, energetic self-starter willing to learn and shape their role as it develops, to grow with the business ❤️ A team player who is comfortable with a collaborative, action-oriented culture; proactive and responsive 💡 Excellent organisation capabilities, time management skills and self-discipline in applying systems rigorously   -------------- For a full job description, or to apply, please email: getintouch@therussellpartnership.co.uk #hiring #newrole

Yesterday we ran the latest event in our Spinach 'Supergreens Series'. A panel discussion on: 'Challenging the parent - child dynamics towards learning' 🗣 We were so lucky to be joined by: 💚 Micha Swallow - Head of talent, people & performance at Trinnovo Group | B Corp™ 💚 Aimee Young - Executive coach & facilitator 💚 Toby Newman - Senior L&D Specialist at CHRobinson It was a a great discussion, talking in depth about how, and why, parent - child dynamics form, the benefits and consequences of these and what can be done to consciously build a culture where adult - adult dynamics show up more often. ---- If you missed it and would like a copy of the recording, or to sign up for future events - DM us or drop a comment below ⬇ 👋 #coaching #learninganddevelopment #paneldiscussion

Tickets are now LIVE for our next panel discussion 🎉 After the amazing feedback from our last event in July, we're super excited to announce the amazing guests who'll be joining us: 👉 Toby Newman - Senior L&D specialist at C.H.Robinson 👉Micha Swallow - Head of people, talent & performance at Trinnovo Group | B Corp™ 👉Aimee Young - Executive coach & Facilitator (and fortunately for us ... one of our fabulous coaches at Spinach) We'll be talking about how to challenge the 'parent-child' dynamic towards learning that can sometimes play out in organisations. When managed effectively, we see a rise in engagement and greater impact delivered from any learning initiatives. We can't wait to hear the thoughts, challenges, tips and tricks from our guests! ---------------- 🎟 Tickets are FREE, but spaces are limited ⬇ Sign up via the link in the comments section ---------------- #learninganddevelopment #paneldiscussion #coaching

🗣 Employee's who have regular 1:1's with their managers are 3 x more likely to be engaged vs those who don't - Gallup BUT, many managers have never been taught how to run an effective one. It's so much more than a tick box list of the tasks that are being done day to day. It's an opportunity to: ❤️ Build trust & safety 🚀 Increase performance 🧠 Drive development We want to change 1:1's from transactional to transformational... So we've created the perfect resource for managers looking to level up their 1:1's. Use it yourself, or circulate it to the managers in your organisation. Comment 'send me the handbook' and we'll DM you a FREE copy 📩 --------------- #performancemanagement #managerresource #coaching #learninganddevelopment

What role does culture play in driving engagement with learning & development? We think it's a huge part of the puzzle 💡 As does Beauty Pie 's VP People and Talent, Victoria Foley who mentioned some key points around building culture during our recent panel discussion. "The key word is consciously - it has to be intentional" Victoria went on to say that culture isn't static, it continuously evolves and needs to be refined and temperature checked as businesses grow and scale 🚀 We'll be exploring the role that culture plays in L&D in our next panel discussion on Sep 3rd: 'Challenging Parent-Child Learning Dynamics' Want to sign up for free? Send us a dm and we'll add you to the list 🥬

We often speak to L&D and People teams who find themselves in a 'Parent-Child' dynamic when driving learning & development in their businesses Eric Berne's Transactional Analysis (TA) theory offers an interesting lens to explore this through 🔍 TA introduces the concept of 'Parent-Adult-Child' ego states 💡 TA suggests that we communicate from one of these three states in all our interactions, and whichever we step into, often pushes our counterpart to adopt the opposite ego state In the context of L&D / People teams, it's common for them to fall into the 'parent' state. This means they take on all of the responsibility for the growth and development of their team, through nurturing or controlling behaviours that are overplayed On the other hand, learners often find themselves in the 'child' state, either compliant or rebellious. Either way, they feel like their growth and development are dictated by the 'parent' and that they have little control or responsibility over it So, what can L&D and People leaders do about this? One way to empower team members to step out of 'child' and to support an 'Adult-Adult' relationship is to implement a coaching culture A coaching culture promotes ownership and accountability for people's own development whilst supporting independent, resourceful thinking - ultimately, inviting learners to step into 'Adult' 💪 We're going to be hosting a free online panel discussion about parent-child learning dynamics in September - drop Joe Merriweather or Georgia Russell a message if you'd like to sign up! 👋

🌏 In the VUCA world we operate in (volatile, uncertain, complex and ambiguous) - giving people access to personalised development and support is fundamental to allow them to thrive, not just survive 🔄 🌪 A 'one size fits all' approach doesn't factor in the context the individual is operating within. We all have a very individual set of professional circumstances... different bosses, organisational cultures, teams, targets and projects that can change quickly and often. 🤝 That's why we build in 1-2-1 coaching into all of our solutions, to make development personalised to the individual and support with the 'transfer' element of learning. ------------------ At Spinach, we're finally making personalised learning solutions cost effective. So you can help more managers shift from 'surviving', to 'thriving'. Want to find out how? Drop us a DM 👋 #coaching #VUCA #learninganddevelopment

We loved hearing some of the insights which came out of our recent panel discussion on motivating teams when vertical progression is limited Some interesting topics discussed included ➡ the shift away from the traditional career ladder to a more holistic approach to personal growth ➡ the importance of C-suite role modelling transparency and compassion ➡ people need to see how their roles contribute to the success of the business The three key takeaways which stood out for us were: 🥬 Transparency - the importance of communicating the 'why' to the business 🥬 Empowering Managers - giving managers the tools and confidence to have challenging conversations and to empower their teams 🥬 Culture - how a thriving culture can be a core driver in keeping team members engaged when promotions are off the table (and that culture needs to be intentional) If you'd the recording or an invite to our next event - send us a DM 😊

Yesterday we hosted a panel discussion on 'Motivating teams when vertical progression is off the table' 🥬 It's a topic a lot of leaders have been grappling with, so it was great to see so many sign ups! Key takeaways included: ➡ How clarity and transparency are key in ensuring leaders and their teams understand why vertical progression isn't available ➡ Equipping managers with the tools to be able to deliver this message clearly and confidently is vital (and often missed) ➡ Culture has a huge role to play in engaging and motivating team members when vertical progression is limited ➡ Managers need to be empowered to have intentional big picture conversations with their team members in order to understand their motivations, values and how they'd like to grow Huge thank you to Terry Russell, Lauren-Faye Millingham and Victoria Foley for joining us and kindly sharing their insights. 🎥 Video of the panelists discussing how important transparency and clarity of messaging is, in addition to equipping managers to have these conversations Want the recording or to be put on the invite list for our next event? Send us a DM 😊