Coachable

We wrote this blog a little while ago now, but because there will always be times you have to manage (and coach) someone on your team who you find irritating, frustrating, or—to put it candidly—don't like, it's as relevant today as it was then. Read on to learn our 5 tips for effectively leading everyone in your team, no matter what you think of them. ⚡👇 https://lnkd.in/ek2dexgp #leadership #leadershipdevelopment #coaching

“Ooh, that's a great question!” Have you ever asked a coaching question and heard that? Good. Because that’s the magic—silence, reflection, and then... a lightbulb moment💡 If you want to spark deeper thinking and unlock new perspectives, then give these powerful questions a try: - Clarify: What’s most important about that to you? - Uncover: How do you know that’s true? - Recall: When have you faced this before? - Challenge: What else could have contributed to this? - Evaluate: What would happen if you said no? As always, please let us know how you get on and share any others you find effective! #coaching #leadership #powerfulquestions

Could you, maybe, possibly, if you don't mind... 🤦♀️ Stop! It's wake-up call time.🚫 Passive language isn’t your friend—especially when delivering feedback! It's the sneaky voice you hear when trying to soften the blow. But here's the truth. Feedback is meant to be constructive, not cuddly. 🐻 Instead of saying, “I was just thinking, if it’s possible, could we adjust the layout to improve readability?” try, “Adjusting the layout will improve readability.” It’s more confident, direct, and impactful. So, ditch the passive voice and make your feedback memorable—and, importantly, more effective! #leadership #leadershipdevelopment #feedback

What's your feedback model of choice? Having a shared feedback model helps guide your team in the right direction. While there are plenty out there (SBI, Radical Candor), our absolute favourite is COIN. It’s simple, memorable, and effective! Here’s a quick breakdown with self-coaching questions to get clear before giving feedback: 💚 C = Care Personally: What’s your intention? How have you contributed? Is this the right time? 💚 O = Observation: What exactly did you see? 💚 I = Impact: What was the effect? How did you feel? 💚 N = Next Steps: What would you like them to do differently or repeat? Feedback is a two-way conversation. As your confidence grows, step into coaching mode to guide reflection and empower action. #coaching #feedbackculture #leadershipdevelopment

Conscious leadership. It's about self-awareness and developing a leadership style that aligns with your values to show up authentically. And, while 95% of us think we're self-aware, only 15% of us actually are—so there’s work to do! 😅 As we are caring and sharing bunch, we've pulled together some tips to boost your self-awareness: 💛 Internal self-awareness: Understand your values and what drives you. At the end of each day, ask yourself: - What went well today? - What excited me? - What did I learn, and how can I use it tomorrow? 💜 External self-awareness: Understand how others see you. Ask a colleague: - What’s one thing I do that adds value? - What’s one thing I could improve to help the team? Do you have any that you'd add that have worked for you? Don't be shy; share them with the Coachable community! #leadership #leadershipdevelopment #coaching

Good or bad, your behaviours as a leader sets the tone for your entire team. 👀 In moments of stress, frustration, or pressure, it’s easy to say things we wish we could take back. Unfortunately, once those words are spoken, the damage is often hard to undo. When navigating difficult conversations or giving tough feedback, the language we choose is critical. In fact, choosing the right words can lower defences, create better understanding, and open the door to more productive dialogue. That’s why we're strong advocates of "non-violent communication." Here are four simple adjustments you can make to provide more constructive and empathetic feedback 👇 #Leadership #Coaching #Feedback

Have you heard of Transactional Analysis (TA) and how it can help you as a leader? Essentially, TA helps us understand communication by recognising three "ego states": Parent, Adult, and Child 🧠. When these states don't align, you get "crossed transactions," like the classic teenage eye-rolling "Of course I know how to do that!" 🙄 It's probably not surprising to hear then that the most effective communication at work is Adult-to-Adult: logical thinking, and problem-solving based on the current reality (“Let’s find the best solution”) 🤝. If you'd like to discover more, we've shared how you can understand the three ego states and tips on how you use TA to your advantage to better communicate as a leader in the slides below 👇 #Leadership #LeadershipDevelopment #Coaching

No. Nein. Non. Não. Nej. It doesn't matter how you spell or pronounce it; hearing it is not a reason to throw in the towel. You can still get buy-in, even after someone says "no." Here's three simple but effective ways 👇 🗣️ Ask open-ended questions: Listen to their perspective without interrupting or immediately countering. Showing empathy and curiosity creates a space where they feel heard and valued. 📖 Address their concerns: By demonstrating that you've considered their viewpoint and have solutions builds credibility and increases the likelihood of changing their stance. 🤝 Find mutual benefits. People are more likely to be influenced when they see personal advantages or the potential for collaboration and success. Tailor your approach to emphasise what's meaningful to THEM. Share any tips that work for you in the comments! #leadership #leadershipdevelopment #coaching

We recently shared a post that introduced the "Drama Triangle". For those still not familiar with it, here's a little recap: It describes the three roles we unconsciously play out when we are pulled into conflict. The main characters: 👤 The Victim: Doesn't value self and defers to others ⚡ The Persecutor: Doesn't value other person's values and integrity 👥 The Rescuer: Doesn't value other person's capacity to help themselves But what do you do when you find yourself slipping into one of these roles? Relax. We've got you covered. Make a cuppa. Find somewhere quiet. And take a moment to reflect on the 5 coaching questions below to get you thinking and digging a little deeper. 👇 🧠 #conflict #leadership #coaching

🎩 Hats. Coachable leaders have several: boss, mentor, coach, mediator, and, let’s face it…probably the writer of performance reviews and decider of salary increases. One problem with that is the lines between all those hats can get very blurry. And sometimes, coaching can feel a little uncomfortable, particularly if you're not on the same page about what is and off limits... A solution for this is "contracting". It's how you can agree on your rules for engagement together so the coaching relationship feels safe for both parties to enter into. Here’s a few example: ✅ What topics are off-limits? ✅ What are our rules around confidentiality? ✅ How will coaching conversations be used as part of performance reviews? We've added some more in the slides below ⬇️ #leadership #coaching #leadershipdevelopment