Juliet Love

My thoughts on the Team Management Profile, having used the profile for over twenty five years.

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The sixth most common mistake I see in learning & development solution design seems to be happening much more regularly over the last 12 months and can become utterly debilitating for your design process: Mistake #6 – THE WRONG STAKEHOLDERS AT THE WRONG TIME It's critical to consult with your stakeholders as part of your design process. However, who, how many, to do what and when? What we've seen happening recently is large numbers of stakeholders are brought in to the design process itself (increasingly senior ones), with the expectation that they input into the design, review and feedback. Design by committee is NEVER an effective way to move forwards. And to make matters worse stakeholders are often brought in half way through, so without the original context and learning outcomes. The result is you end up with an incredibly slow and laborious process, taking valuable time away from all of the stakeholders involved, pushing the actual learning intervention further down the line, a very confused design that has too much content, as well as too many and often conflicting learning outcomes (see earlier in the series for more on this), a disjointed solution, and a set of stakeholders who often become disengaged and frustrated with the process (and therefore the end product too). And that's not even talking about the significant difficulties it creates for any external learning partners you might have and ultimately the negative impact on the learners themselves. So, when it comes to stakeholder involvement, please keep these in mind: ·      Don’t confuse stakeholder involvement in the design process with stakeholder engagement/buy-in for the solution roll-out (which I'll come back to later in the series) ·      For the design process create a set of stakeholders representing the learners themselves and the business needs - resist involving more than the bare minimum needed to give you the learner perspective and the enterprise level drivers ·      Involve those stakeholders for a maximum of three moments – at the start of the process, for one check-in during the middle (and this is only for complex designs) and then at the end of the process ·      Set clear expectations on their role – they are NOT there to design – they are there for discovery purposes at the beginning, to sense check the direction during the check-in and to highlight any red flags at the end ·      Whilst their opinions and ideas regarding the design will be highly valuable, they might not make it into the design and not all feedback will be actioned ·      Less is more – make sure those stakeholders are super clear on the ‘so what’ of the design, and don’t overload them with every detail of every moment #learninganddevelopment #learningdesign #instructionaldesign #executiveeducation #training #learningsolutions #coursedesign #coursecreation #experientiallearning #programdesign #corporatetraining PCA Youd Andrews

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If you’re new to our network, welcome! We’re Netley consulting and we deliver #InsightsDiscovery workshops for leaders and their teams. What is Insights Discovery?... it's only one of the most popular people development tools currently available.  Discovery uses awareness to help people develop essential ‘human skills’ like communication, resilience, tolerance, inclusion empathy, team working, and leadership. That can help you collaborate more effectively, respond positively to any challenges, and be successful as individuals, as team members, and as leaders.  Why not speak to me today about how I can help you. #awareness #peopledevelopment #learninganddevelopment #leadership #teameffectiveness

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“Too often, L&D people create low expectations because it’s safer.” It can be daunting to set brave, even audacious, commitments at the start of a programme. But they’re so key for generating enthusiasm and buy-in. Great read on how bold branding shows your programme means business: https://lnkd.in/ebgu3fHu

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5 mins 34 secs...This describes Helen's experience of working with NLP - and me - over a number of years. Quite detailed, and relevant if you are considering coaching support for yourself, a friend or a family member.

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How to measure effectiveness of DEI interventions/activities/strategies? According to a Syndio Workplace Equity Trends Report, over 90 % of companies have some form of DEI goals, but most don’t have concrete plans to achieve them. A CIPD UK employer survey finds 1 in 4 employers with a DEI strategy does not evaluate its effectiveness. Without a DEI Theory of Change to connect activities to outcomes, organisations that DO measure something, often focus on measuring what is easiest – inputs – rather than outcomes that reflect real impact. For example, a survey by Salary.com shows that while DEI progress is reportedly a measurable objective for leadership in more than a third of US organisations, DEI success is indeed measured largely by inputs: - 31.5% by number of 'diverse' employees - 12.5% by number of DEI initiatives - 16.2% by participation in DEI initiatives/programmes - 2.7% by sourcing of 'diverse' candidates - 2.3% by size of budgets While these may be useful indicators, all bar ‘diverse employees' are inputs which tell us nothing about the actual outcomes for and experiences of marginalised groups, or whether change is occurring. Measuring inputs without considering outcomes can give organisations a false sense of progress. We might have a huge DEI budget but if most of it is spent on marketing – is this a measure of real success? We might measure 100 % participation in a DEI training programme – but what if the outcome of that programme is confusion and apathy? Measuring success by inputs risks giving a false sense of progress 𝐚𝐧𝐝 mask deeper issues marginalised groups face, diverting attention away from the structural reforms that are essential for creating equitable environments. 𝐈𝐧𝐬𝐭𝐞𝐚𝐝, 𝐨𝐫𝐠𝐚𝐧𝐢𝐬𝐚𝐭𝐢𝐨𝐧𝐬 𝐬𝐡𝐨𝐮𝐥𝐝 𝐟𝐨𝐜𝐮𝐬 𝐨𝐧 𝐨𝐮𝐭𝐜𝐨𝐦𝐞𝐬 𝐭𝐡𝐚𝐭 𝐦𝐞𝐚𝐬𝐮𝐫𝐞 𝐢𝐦𝐩𝐚𝐜𝐭 💡 Examples of high level outcomes we might measure instead, include tracking whether; - Marginalised employees experience higher rates of promotion than before - Pay gaps are narrowing - Retention rates are improving for Marginalised employees These are outcome-based measures that reflect real change in the system, rather than simply tracking activities. Does this sound familiar? Here is how to pivot: 𝐓𝐡𝐞 𝐁𝐄𝐒𝐓 𝐰𝐚𝐲 𝐭𝐨 𝐝𝐞𝐯𝐞𝐥𝐨𝐩 𝐨𝐮𝐭𝐜𝐨𝐦𝐞 𝐛𝐚𝐬𝐞𝐝 𝐦𝐞𝐚𝐬𝐮𝐫𝐞𝐬 𝐢𝐬 𝐭𝐨 𝐠𝐞𝐭 𝐲𝐨𝐮𝐫 𝐓𝐡𝐞𝐨𝐫𝐲 𝐨𝐟 𝐂𝐡𝐚𝐧𝐠𝐞 𝐟𝐨𝐫 𝐃𝐄𝐈 𝐢𝐧 𝐩𝐥𝐚𝐜𝐞. We (Hanna Naima McCloskey and I) lay out how to go about developing a useful Theory of Change for DEI in our White Paper - and we also lay out our own Fearless Futures Theory of Change for DEI which you can take and use wholesale or build upon! If this post resonated or sparked your thinking, the white paper is free to download and my DMs are open to discuss https://lnkd.in/edXtihsK

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The Transformative Role of Employee Resource Groups (ERGs) and HR in delivering festivals. Many work parties are evolving to be more inclusive and reflective of modern employees' diverse needs and values. Kelly Tucker has identified five key areas I agreed with, but I have also added ERGs to the mix. Increasingly Alcohol-Free Gatherings Office parties are becoming more inclusive, with employers offering no and low-alcohol drink options. Creative beverages like non-alcoholic cocktail bars are popular. Activities are shifting from pub-focused drinking environments to team-building experiences such as festive craft workshops, darts, and interactive quizzes, making celebrations accessible and enjoyable for all employees. Focus on Diversity and Belonging Employers prioritise belonging by considering dietary, cultural, and accessibility needs in planning. Festive menus offer vegan, halal food, gluten-free, and diverse options. Accessible venues ensure no one is excluded. Inclusivity extends to activities, catering to all personalities with options from high-energy dance floors to quieter games and craft stations. Generational Shifts and New Etiquette Festival parties now reflect Gen Z values, favouring meaningful, authentic experiences over flashy events. Employers are opting for relaxed, community-focused gatherings, collaborative events, toy appeals, charity events, and wellness celebrations. HR teams set clear behaviour and online posting expectations to ensure everyone feels comfortable and respected. The Role of ERGs and HR in Planning Festivities ERGs use parties and events to enhance workplace culture and engagement. HR manages risks by arranging resources and setting behavioural expectations to prevent misconduct. Ensuring safe, harassment-free environments is crucial. HR and ERGs also drive creativity, aligning celebrations with company values. Embedding ERGs in the SCC’s Connect/Reconnect Program is a be a good example. Data-Driven Decisions for Festive Success Using data to guide workplace celebrations is growing. Feedback from past events helps employers tailor plans to meet expectations. Trends like alcohol-free lifestyles and experience-driven events provide valuable insights. Embracing these changes leads to better celebrations and stronger teams. Our recent HR & OD Team Festive Catch-up enabled employees to share their 2024 stories, receive appreciation from senior leaders for their contributions, and feel energised with reinforced support going into 2025. Final Thoughts In my opinion, ERGs and HR are the catalysts behind this evolution. Workplace events and parties unite teams, celebrate achievements, and show appreciation. By focusing on inclusivity, generational shifts, and thoughtful planning, ERGs and HR can create festivities that reflect diverse workforce needs, with meaningful celebrations prioritising connection, authenticity, safety and fun, whilst aligned with workplace values. Southampton City Council

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Ever heard of lateral leadership and co-elevation? Find out what these terms could mean for you, your career and your organisation.

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Psychological safety is being talked about a lot more nowadays. For me it’s the ‘must have’ for people to thrive in a workplace. We are offering a 1 day virtual training for leaders who would like to learn more about what it is and how to practically embed it into their teams and organisations. Still places left …. See link below

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AI overwhelm? Here's one I made earlier with my fab colleague Liz Naylor. A pep talk, a helpful framework for you to have stakeholder conversations and lots of practical tips. Out now Training Journal --- spread the word! AI overwhelm? A pep talk and some tools to cushion discomfort - (trainingjournal.com)

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According to Workhuman and Gallup, recent data reveals a global drop in employee wellbeing. In particular, for team leaders and employees in EMEA. I don't know about you, but I find this very alarming. There are many documented benefits for organisations when employee wellbeing is prioritised, including: ✅Lower employee turnover ✅Higher employer recommendations ✅Greater work engagement ✅Reduced absences due to sickness And when our wellbeing at work is suffering, it can impact all aspects of life. I know this first-hand, as do many of my clients. Even if wellbeing is not an organisational priority (yet!), inspired by Workhuman and Gallup, here are 9 impactful actions that you, as a leader, can take to start to improve employee wellbeing: 1. Cultivate a culture of recognition and meaningful feedback. Acknowledge even the smallest of team members' accomplishments and tell them why it stood out for you. 2. Measure employee wellbeing effectively - there are simple and cost-effective ways to do this. One simple way - ask 'how are you today?' 3. Boost team collaboration. Encourage cross departmental projects. Step in to open doors or de-escalate friction. Encourage and attend social activities, even water cooler chats. 4. Be a transparent, trust-building role model. Especially during restructures, communicate what you can. Practice vulnerability and see how the trust strengthens - change and uncertainty are hard for most people! 5. Prioritise team safety - physical and psychological - during change and uncertainty. Observe carefully and if you see any team members showing signs of mental health decline, check in with them and seek further support if needed. 6. Where possible, let your people choose their work style. For example introverts can find open offices distracting - how could you facilitate an environment that would encourage concentration and effectiveness? 7. Regularly ask team members and colleagues, 'how can I help you?'. Many people tell me they feel 'stuck' or blocked from above, and that they are embarrassed to ask for help. 8. Share your gratitude and examples of team accomplishments widely. Boost the visibility of your teams' successes and you will also feel the positive impact :-) 9. And finally, partner with me to enhance your and your team's wellbeing and performance. What's your strategy for ensuring team wellbeing? Tell me below! And get in touch if you'd like to hear how Positive Psychology Coaching can help you, your team and your organisation.

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❤️ Vulnerability - A strategic choice, not an open door 🚫🚪 - read more in my short blog here 👇🏼 https://lnkd.in/ezZ5T7CU Please share and tell me what you think in the comments below 👇🏼 #leadershipdevelopment #coaching #perspective #leadership #belonging #wellbeing #community #connection #vulnerability #strategy

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Employee well-being continues to be an area that organisations are focusing on but employees don't seem to be feeling the benefit. In the latest report from Gallup, we are at a record low! https://lnkd.in/e_AN6Ex5 Why do employees still feel organisations aren't doing enough when it is an organisational priority and it is getting focused funding for the first time? I believe it is because we are not getting the basics of performance right. We are focusing on things we can outsource rather than getting the internal basics of performance clear. What am I being held accountable for? What support is available for me? How do I remove distractions that stop me from performing? How do I get autonomy to leverage my capabilities? Organisations that focus on true performance questions enable employees to work hard at work and then reset and recover away from work to ensure their 5 Relationships of Life are met. Understand what makes your employees tick and you will see an increase in employee well-being. #performance #wellbeing #simplicity #growth #bringyouragame #coaching #development

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As we approach an almost certain change of UK government it's a pivotal time to reflect on our responses to change. Change can be a double-edged sword; it can ignite a sense of possibility and hope for some and a feeling of uncertainty and fear for others. 🤔 Why do we react to change differently? Our experiences, values, expectations, and the stakes involved play significant roles. For those who view the change positively, it can represent new opportunities and growth. Conversely, change can be daunting and worrying for those concerned what a change may bring. This applies to our country, our companies, and our personal lives. 🌐 How can we navigate these differing perspectives? It starts with empathy. Recognising that not everyone shares the same response to change allows us to approach conversations with understanding and care. The ability to ‘disagree agreeably’ is a very useful skill. 🔄 And at work, what can we do to foster a positive environment amidst change? How can we encourage open communication, provide support where needed, and champion flexibility within our teams? https://lnkd.in/dqwGR4hg

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I was delighted to share my thoughts with Jane Middleton of Trapeze HR on the power of trust. Lencioni's Five Dysfunctions of a Team model illustrates the impact trust can have on a team. He said that if you don't have trust, you can't have effective challenge. If you don't have effective challenge, then you can't get commitment for what you need to do. And if you can't get commitment then there is no accountability, and ultimately, no results. Trust is at the core of successful organisations, ignore it at your peril! You can read more about the power of trust in my article: https://lnkd.in/eKbaFT3D #trust #transparency #feedback #hr

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What has had the biggest impact for me as someone running their own coaching practice? Supervision. Easy peasy. It wasn’t the business support, although that helped. It wasn’t finding the right apps or software to onboard clients, although that helped. It wasn’t my initial training in coaching, although, obviously, that helped. It wasn’t the many coaching or business books and podcasts that I consumed, although they helped. The absolute gamechanger was supervision and working on getting better at the craft. To see the big picture and the minute details ✅ To understand myself better ✅ To process my experiences ✅ To learn from others ✅ That has a positive impact on how I coach, which impacts positively on my clients. And then the recommendations come. I’m not just being supervised now, I am supervising other coaches and I learn so much from that too. Coaching is not something you can learn on one course. Your skills and approach are continuously developing and evolving. So if you invest in one thing after your training, invest in supervision. It will make a difference. #supervision #coaching #DoGoodAndDoWell

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What are your thoughts on conferences? I am off to the CIPD festival of work today. Some of the sessions I’m excited to attend are: 📣How internal comms can support corporate values ❌Thriving through transformation, it’s time to stop talking about change management 📕From theory to action and AI playbook for L&D strategies 💪🏿Fearless Leadership: Fostering an honest and open culture, and creative courage in the modern workplace The part I woke up feeling a little less excited about this morning is the networking. It’s how we grow (along with word of mouth and referrals from our lovely existing clients) but let’s be honest, it’s not many people’s favourite thing to do! I’ve had a motivation boost though, from my lovely co-founder Becki Nazareth. 💙 Is anyone attending the Festival of Work today who can help me check off some of my bingo card? Comment if you are! (Or if you want to chat about what we do at Wonderful Brilliant ) (Also, I’d love a 🙌 in the comments from anyone who sees this and feels nostalgic….Yes you Explore Learning crew!)

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