The Transformational Power of Coaching for Business Leaders and Executives In today’s fast-paced and competitive business environment, the role of effective leadership has never been more critical. Business leaders and executives face a myriad of challenges, from navigating market fluctuations to managing diverse teams and ensuring sustained growth. As a business coach, I’ve witnessed firsthand the profound transformational power of coaching on leaders. This blog explores how coaching can elevate business success. Understanding Coaching Coaching is a collaborative process that focuses on personal and professional development. Unlike traditional consulting, where an expert provides solutions, coaching empowers individuals to discover their strengths, clarify their goals, and develop actionable strategies to overcome obstacles. The relationship between a coach and an executive is built on trust, openness, and mutual respect, creating a safe space for exploration and growth. The Need for Coaching in Leadership Business leaders today operate in an increasingly complex landscape. With constant changes in technology, consumer preferences, and global competition, the ability to adapt and innovate is paramount. However, many leaders find themselves overwhelmed, lacking the clarity and confidence to make effective decisions. This is where coaching can make a significant difference. 1. Enhanced Self-Awareness One of the most significant benefits of coaching is enhanced self-awareness. Through targeted questions and reflective exercises, coaches help leaders gain insights into their strengths, weaknesses, values, and leadership styles. This self-awareness allows executives to recognize how their behaviors and decisions impact their teams and organizations. Example: Consider Sarah, a CEO of a rapidly growing tech startup. While she was skilled in her field, her lack of self-awareness led to micromanagement, stifling her team’s creativity. Through coaching, she discovered her need for control stemmed from fear of failure. Armed with this insight, she learned to delegate effectively, fostering a culture of trust and innovation within her company. As a result, team morale improved, leading to increased productivity and innovative solutions that propelled the business forward. 2. Improved Decision-Making Effective decision-making is crucial for leaders. However, the pressure to make the right choices can be paralyzing. Coaches guide executives through decision-making frameworks and strategies, helping them weigh options, assess risks, and make informed choices. Example: John, an executive at a multinational corporation, faced a pivotal decision regarding a major investment. Initially, he felt overwhelmed by the stakes involved. Through coaching, he learned to break down the decision-making process into manageable steps, utilizing a pros-and-cons analysis and stakeholder feedback. This structured approach not only eased his anxiety but also led to a well-informed decision that resulted in a profitable venture, significantly boosting the company’s market share. 3. Building Resilience The business landscape is fraught with challenges, and resilience is a vital trait for leaders. Coaching provides tools and techniques to develop resilience, helping executives navigate setbacks with grace and determination. Example: When Maria, a COO of a retail company, encountered a sudden market downturn, she felt demoralized. However, through coaching, she learned strategies to reframe challenges as opportunities for growth. With her coach’s support, she implemented a plan to diversify the company’s product offerings and streamline operations. This proactive approach not only helped the company weather the storm but also positioned it for future growth. 4. Enhancing Communication Skills Effective communication is at the heart of successful leadership. Coaches help executives refine their communication skills, enabling them to articulate their vision, provide feedback, and foster open dialogue within their teams. Example: Tom, a senior manager in a manufacturing firm, struggled with giving constructive feedback. His team often felt unclear about expectations, leading to frustration and decreased performance. Through coaching, Tom learned to adopt a more collaborative communication style, incorporating active listening and empathy. As a result, team members felt heard and valued, leading to improved morale and performance. The Impact on Organizational Culture The benefits of coaching extend beyond individual leaders; they positively influence organizational culture. When leaders undergo transformation, they model behaviours that inspire and motivate their teams. This creates a ripple effect, fostering an environment of growth, collaboration, and innovation. 1. Fostering a Growth Mindset Coaching instills a growth mindset in leaders, encouraging them to view challenges as opportunities for development. This mindset can permeate the entire organization, motivating employees to embrace learning and improvement. Example: In a large financial services firm, the CEO embarked on a coaching journey to enhance her leadership skills. As she transformed her mindset, she encouraged her entire organization to adopt a culture of continuous learning. This shift led to the implementation of mentorship programs and professional development initiatives, resulting in a more engaged and skilled workforce. 2. Strengthening Team Dynamics Coaching also emphasizes the importance of collaboration and teamwork. Leaders who prioritize coaching tend to build stronger, more cohesive teams that work together effectively to achieve common goals. Example: A software development company recognized that internal conflicts among team members were hindering productivity. The CTO engaged in coaching to improve his leadership skills and learn conflict resolution strategies. By applying these skills, he facilitated open discussions among team members, fostering a collaborative atmosphere. The result was a more harmonious work environment and improved project outcomes. Measuring the Success of Coaching Measuring the impact of coaching can be challenging, but organizations can assess success through various metrics: • Employee Engagement Surveys: Increased engagement often correlates with effective leadership. • Performance Metrics: Analysing team performance and productivity before and after coaching interventions can provide insights. • Retention Rates: Improved leadership typically leads to higher employee retention, reducing turnover costs. Conclusion The transformational power of coaching is undeniable. For business leaders and executives, coaching offers a pathway to enhanced self-awareness, improved decision-making, resilience, effective communication, and a positive organizational culture. The stories of individuals like Sarah, John, Maria, and Tom illustrate the profound impact coaching can have on personal and professional growth. As the business landscape continues to evolve, the need for effective leadership will only increase. Investing in coaching is not just a strategy for individual development; it’s a commitment to cultivating a culture of excellence that drives organizational success. For leaders looking to thrive in their roles and foster high-performing teams, the journey of coaching may be the key to unlocking their full potential and achieving lasting success. Created with the assistance of Chat GPT which pretty much nailed the brief! Thanks Chat GPT, I couldn’t have put it better myself. This is the first time I have asked AI to write a blog for me and I am amazed at how well it captured the essence of what I wanted to convey.

Back in 2021 the Charter Management Institute (CMI) compiled a report on Employability Skills https://www.managers.org.uk/knowledge-and-insights/research/building-employability-skills/ This report highlights the importance of "ready-for-hire" skills for graduates. It found that nearly 80% of employers believe graduates aren't work-ready when they enter the job market. The main themes covered in the CMI report were: 1. Importance of Employability Skills: The document emphasises that strong employability skills are crucial for student success, especially in a hybrid and digital work environment. Key skills include team-working, critical thinking, problem-solving, communication, self-management, and digital skills. 2. Challenges in Employability: It highlights that many graduates lack essential work-ready competencies, and there is a significant skills gap that needs to be addressed. Only 22% of employers think graduates are equipped with key employability skills. 3. Role of Higher Education Institutions (HEIs): HEIs need to embed employability skills in their courses from the start and track students' performance against these skills. They should also provide career management support to help students search for jobs, apply for jobs, and write CVs. 4. Employer Involvement: The document stresses the importance of employer involvement in shaping employability programs. However, it notes that students, universities, and employers find it hard to connect, and more needs to be done to facilitate these connections. 5. Framework for Employability: There is a need for a clearer framework to assess employability skills gain. The CMI's employability framework, which includes 11 key skills, is recommended to equip graduates with the necessary skills for the workplace. 6. Recommendations for HEIs: The document provides several recommendations for HEIs, including embedding accredited employability skills in course modules, taking a whole-university approach to employability, and creating networking opportunities for students to connect with local employers. 7. Impact of the Pandemic: The pandemic has highlighted the need for new skills to work in a digital environment, such as digital communication, self-motivation, and the ability to build bonds with colleagues remotely. 8. Student Confidence and Support: Many students lack confidence in their career management skills and feel that their universities do not provide adequate support in this area. Among the key findings were: 1. Employability Skills Gap: Nearly 80% of employers believe that current graduates do not arrive fully equipped with the skills they need to be work-ready. 2. Key Skills Identified: The report identifies 11 key employability skills that graduates need to excel in their roles and progress in their careers. These include team-working, critical thinking, communication, self-management, flexibility, digital skills, resilience, emotional intelligence, innovation, and entrepreneurial skills. 3. Confidence Levels: Only 27% of students felt confident that they can demonstrate these skills. 4. Professional Accreditation: Graduates with CMI-accredited degrees are more likely to be in highly skilled roles and earn higher salaries compared to those with non-accredited degrees. 5. Career Management Support: There is a need for better career management support for students, as many lack confidence in job search, application, and CV writing skills. Students on non-business-related courses say university equips them with just two of the 11 key employability skills. The CMI found just over one in four (27%) of students are completely confident they can demonstrate these skills, while nearly 80% of employers believe graduates do not arrive in the workplace with the skills they need to be work-ready. The current staff turnover rate for graduates is on the rise. According to the Institute of Student Employers (ISE), graduate turnover reached an 11-year high in 2022, with companies retaining only 72% of their graduates after three years, down from 79% in 2011. This has made the news headlines again recently, with organisations citing the lack of understanding of required business etiquette and skills needed such as organisation, listening skills, ensuring effective communication, having positive interpersonal interactions, handling meetings and balancing business professionalism with personal needs. Another interesting statistic identified by The Chartered Institute of Personnel and Development (CIPD) 2022, was that 36% of UK graduates are overqualified for their roles, leading to lower job and life satisfaction. This dissatisfaction contributes to higher turnover rates among overqualified graduates. https://www.cipd.org/uk/about/press-releases/041122-graduate-overqualification-cipd-report/ Again, this is another aspect which is also on the rise. Intelligent.com recently conducted a survey which showed that 6 in 10 employers reported letting go of recent college graduates, with concerns about work ethics, communication skills, and readiness for the job being common reasons. These statistics highlight the challenges companies face in retaining graduates and the need for better alignment between graduate skills and job requirements. All employers will know that it can be a very expensive business recruiting and training staff and difficult to retain good staff so what can be done to help your new recruits adjust to the work environment and to become useful team members as quickly as possible. What can you do as an employer? Here are just a couple of suggestions as to how you can help new employees find their feet. 1. Give new recruits a thorough induction covering all aspects of their role and your expectations. 2. Ensure they understand their contribution to the organisation as a whole. 3. Train your managers and supervisors to vary their managerial style to provide the level of support the individual’s needs. 4. Have a clear performance management system with regular meetings. Not just an annual review but meaningful 1-1’s, weekly, then monthly, moving to quarterly as your employees grow within your organisation. 5. Have an updated job description for every role and refer to it regularly to ensure people really understand what is expected of them. Having managed staff for over 40 years, and having spent 10 years in HR, this is one of the areas I feel most passionate about. As a Coach, I work with • Managers and Supervisors to help them get the best out of their team and manage the individuals within their teams • Individuals to help them fully embrace their role, work SMARTER and take responsibility for their own career development. If you would like some support, please book a call so we can discuss the issues you face within your organisation and how coaching can help. Click here to book a call: https://calendly.com/tinacollins/30min

The term “Impostor Syndrome” was first coined in 1978 by psychologists Pauline Clance and Suzanne Irons. They used it to describe high achieving individuals who struggle to internalise their accomplishments and fear being exposed as frauds. They introduced the concept based on their observations of high achieving women who despite their academic and professional accomplishments felt that they were not as capable as other perceive them to be. These women often attributed their success to luck or external factors rather than their own abilities leading to persistent feelings of self-doubt and fear of being exposed as a fraud. Clance and Irons aimed to highlight this phenomenon to better understand and address the psychological challenges faced by these individuals, ultimately helping them recognise and overcome these unfounded feelings of inadequacy. IMPOSTER SYNDROME – YOU ARE NOT ALONE Imposter Syndrome affects a significant portion of the population. Recent statistics suggest: 1. Around 70% of adults experience Imposter Syndrome at least once in their lifetime. 2. Approximately 25-30% of high achievers may be suffering from Imposter Syndrome. 3. Research indicates that 54% of women and 38% of men report experiencing Imposter Syndrome. This figure rises to 57% for non-binary individuals. 4. Statistics show that younger people are more likely to experience Imposter Syndrome with 66% of Gen Z and 58% of millennials, compared to 41% of Gen X and 25% of people 60+. 5. Certain professions seem to experience higher levels eg 78% of people working in science and pharmaceuticals, 72% in marketing, advertising and PR. 6. About 72% of those who experience Imposter Syndrome feel it has held them back at work. 7. 43% of those experiencing Imposter Syndrome experience it at least once a week. These statistics highlight that Imposter Syndrome is a common issue across various demographics and professions. Addressing it is crucial for improving mental health and workplace productivity. You deserve better for all your hard work and effort. Imposter Syndrome can manifest in various ways in the workplace, including: 1. Perfectionism: Setting impossibly high standards for yourself and being overly critical of your own work, This often leads to stress and even burnout as you constantly push yourself for unattainable perfection. 2. Overworking: Putting in extra hours to “prove” you belong, even when it’s not necessary. This can result in exhaustion, demotivation and decreased productivity over time completely negating all your hard work. 3. Undermining Achievements: Attributing your successes to luck or external factors rather than your skills and hard work, or playing down how much effort was involved. This can prevent you recognising your true value and accomplishments and prevents you from receiving the praise you rightly deserve for your endeavours. 4. Fear of Failure: Avoiding new challenges or opportunities because of self-doubt. This can negatively impact your career growth and development, preventing you from achieving the career success you deserve. 5. Difficulty Accepting Praise: Rejecting positive feedback or compliments, feeling that you don’t deserve them. This can affect your confidence and self-esteem as you are not allowing yourself to feel, accept and internalise positive feedback and acknowledgement of your hard work. Your confidence can’t grow if you don’t allow it to. Your self-esteem will not improve if you constantly reject positive reinforcement. 6. Constant Comparison: Measuring yourself against colleagues and always feeling you come up short. Comparing ourselves to others can lead to feelings of inadequacy and low self-worth. Remember the old saying “never judge a book by its cover”. We have no idea how our colleagues feel too. 7. Self-Sabotage: Engaging in behaviours that undermine your own success such as procrastination or inter-personal conflicts. Can you identify how you sabotage your own success? How does it make you feel? 8. Anxiety about Performance: Constantly worrying about your work and fearing others will discover that you are not as competent as you appear. Worrying about being “found out” and having to be “hyper-vigilant” to avoid being found out is exhausting and can lead to burnout. 9. Feeling Like a “Soloist”: Reluctance to ask for help because you fear it will make you look incompetent. This is very isolating and can distance you from your colleagues and team, causing you further distress and concern and hindering obtaining support or collaborating with others. HOW IMPOSTER SYNDROME IMPACTS YOUR PERSONAL WELL BEING AND PROFESSIONAL PERFORMANCE Imposter Syndrome can have several significant effects on both personal well-being and professional performance. Here are some of the key impacts: 1. Anxiety and Stress: Constantly feeling like a fraud can lead to chronic anxiety and stress as you worry about being “found out”. 2. Decreased Job performance: The fear of making mistakes or being exposed can result in procrastination or overworking, both of which can negatively affect your job performance and productivity. 3. Low Self-Esteem: Persistent self-doubt and the inability to internalise success can erode self-esteem and confidence. 4. Depression: Continuous stress and negative self-perception can contribute to depression. 5. Avoidance of Opportunities: Fear of failure or being exposed as a fraud can lead to avoiding new challenges or not accepting new opportunities which can hinder career and personal development. 6. Burnout: Overworking to prove your worth can lead to physical and emotional exhaustion. 7. Relationships Strain: Imposter Syndrome can have a negative effect on your work and personal relationships as you may find yourself seeking reassurance from your partner or feeling unworthy of their love. 8. Perfectionism: Setting unrealistically high standards for yourself and being overly critical of oneself can further exacerbate stress and anxiety. 9. Isolation: Feeling like an imposter can make it difficult to seek help or support. These behaviours can significantly impact both individual well-being and overall team performance. Addressing Imposter Syndrome is crucial for maintaining mental health and achieving a balanced, fulfilling life. HOW TO OVERCOME IMPOSTER SYNDROME Overcoming Imposter Syndrome involves a combinatio n of self-awareness, mindset shifts, and practical strategies. Here are some effective ways to tackle it: 1. Acknowledge Your Feelings: Recognize and accept that you are experiencing Imposter Syndrome. Understand that these feelings are common (remember the statistics above) and they are NOT a reflection of your true abilities. 2. Document Your Achievements: Keep a record of your accomplishments, positive feedback, and successful projects. This will give you tangible evidence to refer to and can help stop you listening to that negative internal voice. 3. Challenge Negative Thoughts: When you catch yourself thinking negatively, counter those thoughts with positive affirmations. Find a mantra of affirmation that works for you eg I have valuable skills and experience. Remind yourself of previous achievements. 4. Set Realistic Goals: Break down your tasks into manageable steps and set achievable goals. Dealing with smaller tasks at a time can help to reduce the pressure and anxiety and allow you to complete tasks and celebrate your accomplishments. 5. Seek Support: Talk to trusted colleagues, mentors, a therapist or a coach about your feelings. You are not alone. Sharing with someone objective can help you gain a different perspective and develop coping strategies. 6. Avoid Comparisons: Focus on your own progress and achievements rather than comparing yourself to others. Comparing ourselves is a painful path to nowhere helpful! 7. Learn from your Mistakes: Making mistakes is a natural part of learning and growth. Develop reflective practice and use mistakes as a learning tool for personal development. 8. Be kind to yourself: Treat yourself with compassion, kindness and patience. Treat yourself as you would a colleague, friend or partner who is struggling. 9. Continuous professional development: Seek new challenges to grow your career and continue to learn and improve. The more you do this, the more confident you will feel. 10. Visualise Success: Spend time visualising your success and embracing how that might feel. Again, this will boost confidence and self-esteem and whilst reducing stress and anxiety. AVAILABLE HELP Talk to someone and develop strategies to change your thinking so that you can embrace the success you deserve. There are a number of books on Imposter Syndrome: The Imposter Phenomenon: Overcoming the fear that haunts your success by Dr Pauline Rose Clance The Secret Thoughts of Successful Women: Why capable people suffer from the Imposter Syndrome and how to thrive despite it by Dr Valerie Young. Lean In: Women, Work and the Will to Lead by Sherly Sandberg. Presence: Bringing your boldest self to your biggest challenges by Amy Cuddy. The Imposter Cure: Escape the mind-trap of Imposter Syndrome by Dr Jessamy Hibberd. The Gifts of Imperfection: let go of who you think you are supposed to be and embrace who you are by Brene Brown.

How to use the Pareto 80/20 Principle in your life The Pareto Principle, often referred to as the 80/20 rule, originated from the observations of Italian economist Vilfredo Pareto in the late 19th century. Pareto noticed that approximately 80% of the land in Italy was owned by 20% of the population. This observation led him to explore similar patterns in other areas such as wealth distribution and even within his garden where he found that 20% of the peapods produced 80% of the peas. The principle was later popularized in the context of quality control and business management by Joseph M. Juran in the 1940s. Juran Duran applied Pareto’s observation to various quality issues coining the term “the vital few and the trivial many” to emphasise that a small number of causes often lead to a large majority of the problems or effects. The Pareto Principle has since been widely applied in various fields including economics, business and productivity, highlighting the unequal distribution of input and outcomes in many systems. The 80/20 rule can be a powerful tool for improving productivity and efficiency in your daily life. There are several common misconceptions about the Pareto Principle, including: 1. Exact 80/20 Split Many people believe that the 80/20 split is always exact. The ratio is actually an approximation and can vary depending on the situation. The principle is more about the general idea that a small number of causes often leads to a large proportion of the effects 2. Universal Law Some think the Pareto Principle is a strict mathematical law. However, it is a rule of thumb, not a precise formula. The percentage of inputs and outputs do not have to add up to 100%. 3. Effort vs. Results A common misconception is that you can achieve 80% of your results with just 20% of the effort. While a small number of causes can lead to a large number of results it does not mean you can work minimally and expect maximum outcomes. 4. Neglecting Other Factors Another misuse is interpreting the principle as an excuse to focus solely on high-value activities and neglect other important factors. This can lead to an imbalance and potential issues in areas that are overlooked. 5. Applicability to All Situations People sometimes assume the Pareto Principle applies universally to all situations. While it can be a useful tool in many contexts it is not always applicable and should be used with consideration of the specific circumstances. Understanding these misconceptions can help you apply the Pareto Principle more effectively in your life and work. Here are some practical ways to apply it: 1. Time Management Identify the 20% of tasks that contribute to 80% of your results. Focus on these high-impact activities and minimise time spent on less important tasks. 2. Work and Projects Determine which 20% of your projects or clients generate 80% of your income or satisfaction. Prioritise these to maximize your efforts and returns. Conversely, you may find that 80% of your time is spent servicing the lowest 20% of your income generators so look at ways to offload these customers and clients. 3. Learning and Skill Development Focus on the 20% of skills or knowledge that will give you 80% of the benefits in your career or personal growth. This could mean mastering key concepts or techniques that have the most significant impact. 4. Health and Fitness Identify the 20% of exercises or dietary habits that contribute to 80% of your fitness goals. Concentrate on these to achieve better results with less effort. 5. Decluttering and Organization Apply the rule to your belongings by keeping the 20% of items you use 80% of the time. This can help you maintain a more organized and clutter-free environment. A prime example of this is usually what we have stored in your wardrobes but don’t use! 6. Relationships Invest more time and energy in the 20% of relationships that bring you 80% of your happiness and fulfilment. This can lead to more meaningful and rewarding connections. This can apply to work and personal relationships. 7. Financial Management Focus on the 20% of expenses that make up 80% of your spending. By managing these key expenses, you can better control your budget and save money. By identifying and concentrating on the most impactful areas, you can make more efficient use of your time and resources. Is there a specific area where you’d like to start applying the 80/20 rule? 8. People Management Used as a guide, the 80/20 rule here can help guide you as a manager to invest time in your team to get the best from them. It does not mean; you spend 80% of the time ‘manging them’ and neglect your other tasks. 9. Personal satisfaction/happiness I often use this principle to consider where I am on the scale in terms of happiness or enjoyment within in a task or role and if the scale is tipping away from 80% then it may be time to consider making some changes. How can you use the Pareto Principle of 80/20 to improve your life?

The concept of "delegation" was introduced by leadership experts Ken Blanchard and Paul Hersey. It doesn't imply that you can't handle everything yourself; rather, it shows that you're a capable leader who can identify tasks suitable for others on your team. In practice, delegation means shifting responsibility to team members, fostering their involvement and ownership, and enhancing overall teamwork. Effective delegation is essential for successful leadership. Here are some key strategies to ensure it's done effectively: 1. Know What to Delegate: Identify day to day activities which are not urgent or important that can be assigned to others. 2. Select the Right Person: Choose someone based on their skills, interests, and experience . When choosing someone for a specific job. You may decide to delegate to someone with the relevant experience who can complete the task quickly for urgent tasks or, use it as a training and development opportunity for someone looking to grow. 3. Provide Adequate Resources and Support: Ensure that those you delegate to have the necessary tools, information, and guidance to succeed. Confirm their understanding of what is being asked of them. Give SMART guidance and always check if they have the training and capacity to complete the task in the required timescale. 4. Make expectations Clear: Clearly define objectives, outcomes, and specific expectations for the delegated task. Never assume anyone else’s understanding or knowledge. Listen to their interpretation of what is required and depending upon their skill set, it may be wise to discuss in detail how they plan to achieve the task. 5. Give Feedback and Praise: Regularly check in on progress, offer constructive feedback, and recognise achievements. Positive reinforcement encourages growth and motivation. Again, adjust your support depending upon their skills and knowledge. 6. Know when not to delegate: Not every task can be delegated. For instance, anything sensitive or personal should be handled directly by you. Many Senior Leaders say that they are too busy to delegate. Hold this thought in your mind: For every 10-minute task you can delegate to someone else, you can save yourself one working week a year! How’s that for some motivation? Effective delegation has many benefits for you and your team. It develops skills and empowers your team allowing you to focus on higher-value activities. Here are some key benefits: 1. Time Management: Freeing up a leader’s time for strategic planning, decision-making, and high-impact activities. 2. Skill Utilisation: Ensuring the right skills are applied to each job by assigning tasks to team members with relevant experience. 3. Empowerment: Delegation empowers team members, fostering a sense of ownership and accountability. It also boosts their confidence and professional growth. 4. Team Development: Leaders who delegate effectively contribute to the development of their team members’ skills and competencies. 5. Improved Productivity: Distributing tasks efficiently leads to increased overall productivity within the organization. Effective delegation is a win-win—it benefits both leaders and their teams. The more you delegate, the more you can focus on the tasks that only you can achieve. Top tip: Identify as many tasks as possible that you do not need to do yourself and identify team members who would benefit from learning those new skills. Then schedule time to teach them what they need to know. Delegating effectively also offers valuable insights into your leadership abilities and personal growth. Here’s what you can learn: 1. Self-awareness: Recognize your own strengths and limitations, understanding which responsibilities align with your expertise and which are better suited to others. 2. Trust and empowerment: Build trust within your team by showing that you believe in their abilities and empowering them to take ownership of tasks. 3. Time management: Free up your time to focus on strategic activities helping you prioritise and allocate your resources more efficiently. 4. Leadership skills: Delegation is a core leadership skill. As you delegate more, you develop your ability to identify the right people for specific tasks and how to guide them effectively. If things don’t go quite as planned, stop and consider: The phrase “When you point one finger, there are three fingers pointing back to you” is a powerful reminder to look inward before criticizing others. This emphasises self-awareness and personal responsibility. Golden rule – remember there is more than one way to achieve a goal – develop faith and trust! Research indicates that 37% of employees view teamwork as essential, while 27% leave an organisation due to a lack of collaboration. Delegation plays a crucial role in building strong relationships between leaders and team members. When employees feel trusted and empowered through effective delegation, they are more likely to excel in their roles and contribute to the success of the organisation. Effective delegation benefits both you and your team, leading to higher productivity and growth. It isn’t about avoiding tasks—it’s about empowering others and optimizing productivity.

Effective communication is vital for the success of any business. There are a number of factors to bear in mind: 1. Roles Ensure that everyone understands their role and responsibilities and how their efforts contribute to the success of the business as a whole. 2. Communicate your business goals Surprisingly, very few businesses communicate the ‘grand plan’ down the line. Frequently if people on the ‘shop floor’ are asked questions about the direction of the company they may well not be aware of where the business is heading. If they don’t know or understand where the business wants to go, how can they effectively contribute? 3. Set the tone As a leader you set the tone for communication within the organisation. How do you think your team would describe your communication skills? I am frequently asked by coachees as to how to ‘manage’ their line manager! 4. Open communication Your team spend a great proportion of their time and effort in their roles so keep them informed of your future plans, progress made, big wins and challenges, as they are invested in the success of the business too. People thrive on feeling included. 5. Listening skills Active listening is vital for effective communication. As a leader avoid falling into ‘telling’ mode. Instead listen actively to your team members. Hear their feedback, challenges and progress made and ask them for suggestions. 6. Problem solving Encourage team discussion and team resolution. This way you get potential solutions you may not have thought of and more ‘buy in’ from the team as a while. 7. Solutions If asked for a solution to a problem, always ask: “What have you tried so far?” What are your thoughts?” Don’t jump in and ‘fix’. Allow tyour team to demonstrate their knowledge and develop their problem solving skills. 8. Empathy Empathy allows you to put yourself in other people's shoes and to understand your team members perspectives, challenges and emotions. 9. Patience Patience is essential. Make sure you give team members the time and space to express themselves. Do NOT talk over them or cut them short because you are in a hurry. 10. Transparency Be fully transparent with the direction of travel and any challenges on the horizon. Allow your team to ‘lean in’ and play their part. 11. Honest Provide regular company updates as this will help to align employees with your thinking. Always be honest, otherwise what does this say about your company culture? 12. Invite suggestions from everyone Too often business owners say ‘their door is always open’ but is it really? This can be particularly true in family businesses, where the family always end up making the decisions. This can prevent employees from making suggestions if they feel the decision may have already been made. 13. Conflict resolution Too often managers and leaders ignore the mumblings and signs of dispute and secretly hope it will all go away or resolve itself. Nip issues in the bud before they become issues which then become very time consuming to deal with and can cause deep rifts. 14. Win/Win Always seek to find a win/win solution to problems otherwise no one is truly happy, and issues will just arise again down the line. 15. Celebrate and reward wins This makes everyone happy! 16. No judgement or reprisal If you really do welcome suggestions from your team then take a moment and reflect if you, and the senior leadership team, really do welcome suggestions without judgement, and in the case if any type of whistle-blowing without fear of reprisal? 17. Non-verbal communication What does your body language transmit to others? What are you picking up from the body language of your team? Remember the elements of personal communication: 7% spoken word 38% voice, tone 55% body language 18. What isn’t being said As a coach I listen to what is being said, and what is not being said. Allow space in conversations for people to express themselves. 19. Inspirational communication As a leader your words matter. Inspirational communication motivates and aligns the team towards a common vision. Try using or displaying quotes from renowned leaders or authors to emphasise your key messages which will resonate with your team. 20. Flex your communication style As a manager and leader, we need to change our approaches to meet the needs of our teams members, this is also true of communication. Try adapting your style to suit the recipient. Mirror their choice of language eg ‘think’, ‘feel’ and see how much more effective it can be. These are just some of the aspects which you can reflect upon to improve and develop your communication skills. If you would like to explore this subject further: 1. Book a coaching session to work on your style 2. Book a workshop for yourself or your team members

Find the answers to your top 5 questions about how and why business coaching can help every business

People buy from those they know, like, and trust. This is generally agreed to be true of today’s consumers. That people buy from people. I’m not just talking about sales to customers here but also leading teams. Gaining employee engagement through good leadership. I started managing staff over 40 years ago and back then there was a distinct separation maintained by managers or business owners from their teams or employees. Consider the working landscape now. Over a relatively short amount of time (even though it may feel longer when you have been in the workplace for 10, 20, 30, 40 years, or more), the workplace has changed significantly. Employee expectations have changed significantly. They expect and demand more from their employers and their working environment. Combine this with the need to demonstrate your brand and culture to differentiate yourself in the marketplace and there is a need to show your personality and character. However, with the colossal (I am tempted to describe it as catastrophic) growth of social media, a lot of personal information is out in the open, which can be detrimental. My questions for you to ponder today are: What does my team need from me as a Leader? Do they need to see a bit more of me as a person? Or am I too close to them? Am I too exposed? Do I over-share? The Johari Window is a framework for understanding conscious and unconscious bias that can help increase self-awareness and our understanding of others. It is the creation of two psychologists Joseph Luft and Harrington Ingham, with the name being taken from combing their first names. There is lots of information on the web if you want to investigate it in more detail. The basic premise is that trust can be acquired by revealing information about you and learning from feedback. Each person is represented by the four quadrants or windowpanes. Each signifies personal information, feelings, motivation, and whether that information is known or unknown to oneself or others. When I first came across this model, approx. 15 years ago, I was studying for my Level 5 in Leadership & Management and managed five different teams within a large company. It made me reflect on how much my team knew of me as a person and once I considered them as individuals, it led me to open up more which in turn improved our relationships and communication. Since then, it has become part of my reflective practice. Why not take five minutes and have a look for yourself? Please feel free to book a chat if you would like to find out how Executive Coaching can benefit you as a Leader or Manager in your business.

Do you have an action plan for your time management? Whilst I was writing this, I had to stop and reflect on myself. The last thing I want to do is tell anyone how to manage time and be a hypocrite. Time Management is one of my favourite subjects, and I could probably write about a different aspect or technique every day so here is just one thought. Successful time management includes using your intelligence and skills, as well as putting an action plan into play. Action plans are lists of responsibilities that instruct a person “to carry out to achieve an objective.” The list centers on the goals immediately needing achievement on demand. The list or action plan enables you to center your attention on the specific obligations required of you. There are lots of software programs available that help those of us with busy schedules and where time management is a struggle. Larger companies would be wise to invest in this type of software since it is a source for managing time. However, if you own a smaller company, the software programs are often expensive so you might want to resort to some of the software programs that offer similar tools for organizing, such as Microsoft Outlook, to manage your time. Microsoft Outlook has book organizers, address books, and other tools sufficient enough to help smaller businesses manage their business. If you are not using a cloud-based storage platform yet and are still storing files on your computer, be sure to back up your data so nothing is lost. Backups are essential for protecting important documents, and it spares you the headache and heartbreak if your hard drive fails, and your data is lost. Even though many of us use cloud-based systems now, how often do we work on a current draft or project, on our desktops, without thinking about backing up? It may sound obvious but be sure to use a clearly labeled and logical file name that you will remember. So much time can be wasted trying to find a poorly labelled document. My first ever job in the NHS was in the Medical Records team and I spent every day searching the hospital looking for misplaced records! Keep your files tidy and archive regularly so older versions of documents are not used in error. Last week, I saw the consequences of this when a client’s assistant had been using an old version of a contract, with incorrect prices, which resulted in the loss of thousands of pounds in revenue before it was spotted and corrected. Be brave. Delete files you no longer need. Why hang on to something that you will not need again? Wasted documents take up time and space in the sense that if you are searching for a document and continue to stumble on papers you no longer need, it is a waste of time. Your laptop will benefit from a tidy up too as it can help to increase speed and available space if you have a good declutter. Remember saving 10 minutes a day saves you one working week every year! What would you do with that time? If Time Management is an issue for you or one of your team members, then I’ve just created a workshop just for you. Alternatively, why not book a Power Hour to tackle your time bandits, let’s get you sorted TODAY!