AWA Global’s Post

At Linkedin one key focus for people leaders is to maintain DIB as a people strategy. This quater we (people leaders) focused on upskilling in an Inclusive Mindset. On top of that I have also revisit my own DIBs goals together with my manager Paula Björnstjerna. This help me to practice and learn plus commit and prioritize my own contribution to our bigger DIBs strategy. I like it as it is self-paced learning, coaching together with my manager and articulate my goals.  If you are interested to do the “Inclusive Mindset” learning path by Dereca Blackmon Check it out here: https://lnkd.in/dF3s2rp6 #diversityinclusion #inclusiveteamleadership.

Hey Friends! Leaders and managers ... being self-aware is often a top recommendation to increase your effectiveness, your team's effectiveness, and your contribution to your organization. But Why? If you've ever struggled with applying specific strategies or knowledge you've gained in a training session or retreat, or from a coach ... go to the root cause. After your self-improvement, the point of having self-awareness is to understand how YOU affect OTHERS' ability to rely on you, count on you, TRUST in you. Here are 15 minutes and a model that I hope helps even one person step over the terror barrier to building trust beyond job titles and as humans. Happy Wednesday!

It's a busy time at Aligned Leadership right now, and amongst everything, I have completed a training recently with Positive Psychology. 😊 The first module was on the Importance of Positive Relationships in work. As we know from our own experience, in a work context, we are more likely to build easier relationships with people who are similar to us, and organisations are a collective of relationships, some of which are easier than others. As humans, we are hard wired to build social connections and the programme was the opportunity for me to explore ways I can support the leaders I work with to build positive relationships through connections and networks based on both quality and quantity, and reap the benefits of connections both for our health & well-being and also in pursuit of achieving goals, support and so much more. The second module was on Emotional Intelligence, which is an awareness of our own emotions and ability to manage our own emotions, as well as understanding and managing others emotions. I’ll be sharing more on this one soon so keep an eye out! 👀 Sian

Just finished the course “Igniting Emotional Engagement”! Check it out: https://lnkd.in/gzM4G5e6  As a management professional this course helped me to gain more insights regarding various cognitive attributes that will help me in professional development. 

Back in 2021, when I was in the process of moving away from the Test & Evaluation role I was in and towards the very different space of #culture, I shared with a colleague that 'If I can get our leaders talking about #PsychologicalSafety, then I'll know I'm making an impact'. The world of Culture & Coaching is so much more than the topic of Psychological Safety, but I thought it would be a good marker to put down, being such an important facet. I've not pushed it particularly hard, but it is a topic that has been relevant in much of our work, so I've brought it up as appropriate. Over the past year, I have, on a couple of occasions, held Psychological Safety awareness sessions during our #FCAS Energiser Weeks. Yesterday, I was a guest speaker talking about the topic at an away day with one of our Europe & International teams. Today, I was a panelist along with our FCAS Senior Leadership on an all hands brief, speaking on the same subject (I think there were roughly 350 people on the call) Engagement & feedback has been fabulous. I love the cultural progress our business is making. I tend not to be a goal oriented person. I prefer to quietly (ok, maybe not so quietly) chip away at progress towards the vision. However, this evening, I'm claiming success on a goal set about 2 1/2 years ago. 🙌

It's rare for people to leave jobs solely due to bad jobs; more often, they depart because of bad management 😞 Frequently, these managers aren’t bad people; they may simply lead from a place of task-oriented focus, uncertainty, or anxiety. 🤔 Our "Lead with Empathy for Managers" training offering equips managers with the skills to strike a balance between task orientation and relationship maintenance. 🌟 Participants will learn essential tools to manage stress, foster team dynamics, and oversee projects while promoting healthy self-determination. Register your manager today to empower them with the skills to lead with empathy! 🙌✨

Do you feel it's not your place to intervene? A lack of confidence can contribute, making us doubt our ability to make a positive impact. Cultural norms may discourage intervention, and we often feel uncertain about how to approach the situation or what to say. If you want to gain the skills and confidence to lead effectively, consider joining our How to Lead Places Workshop: https://bit.ly/3YwAjeX #Intervention #LeadershipSkills #HowToLead #LeadershipLearning

I have been participating in a mentorship/professional development program, and our last discussion was centered around our personal brand and the things we need to either change or improve it. This was done through a questionnaire to professional and personal people in our lives. Many of us, including myself, talked about the improvements we want to make to reach the next level in our careers, which is a key focus of this program. For example, many of us are the “doers” known for getting tasks at hand done. However, we need to shift our mindset to effectively delegate tasks to our team members because even though we’re capable of doing it, it should be our team’s task. In contrast, one of my colleagues shared that she was happy with her current brand and the way people perceived her, which sparked a conversation about authenticity. This got me thinking—can we truly be our “true selves” at the workplace? I found an article that discusses the double-edged nature of authenticity and outlines a five-step path to becoming a better leader. https://lnkd.in/eFisVVau

One of the things I didn't enjoy as a leader, and found too many colleagues shied away from altogether, was having those difficult conversations. So this week I did a course on how to improve my skills in doing it better. Lots to learn, particularly about getting underneath behaviours to understand what's really driving them, managing emotions and letting people feel heard. A good summary of some of the key techniques from the always excellent Jon Horsley here: https://lnkd.in/g4eTs2aH

This morning while reading "The Power of Now," I stumbled upon Ephesians 5:13, which states, "But everything exposed by the light becomes visible—and everything that is illuminated becomes a light." This verse sparked a realization about the value of transparency and honesty in my professional life. I understood that embracing integrity in the workplace not only builds stronger relationships but also uncovers and resolves hidden problems. It led me to advocate for an environment where open communication is the norm, transforming challenges into opportunities for growth. This insight reshaped my approach to leadership, emphasizing ethical behavior and creating a culture where everyone feels valued and heard. It highlighted the importance of innovation and adaptability, allowing my team and me to remain agile and responsive to change. Sharing this revelation with you is my way of highlighting how applying such principles in our work can illuminate paths to a more fulfilling and effective professional environment. LIKE IF YOU AGREE.