Most people decide to work with me because they feel something’s missing but they can’t quite put their finger on it

They’ve often defined company values, established a vision and identified key performance indicators and behaviours.

But they find the conversations they’re having are cyclical and don’t get to the heart of the issues. People can become resigned, ambivalent and cynical. They resign themselves to the job but don’t put their heart and soul into it.

This means that the real conversations happen outside the meetings. They happen in break rooms, with significant others and friends outside work but they’re not having it at work.

It’s the managers job to apply the tools for each employee on their team to have personal efficiency. When people have that efficiency they feel seen, acknowledged, appreciated, understood and they’re not spending their breaks looking at Google for different jobs or resigned to the fact that they’re simply doing it for the money.

The challenge is that managers aren’t learning enough skill sets in communication so they’re not having the real conversations

Instead they get reactive and try to control the situation. Their leadership style is defensive and it has employees avoid, hide or defer.

When managers learn coaching skills that include real conversations, effective listening and helping others to meet their own goals, the teams effectiveness rockets

 I facilitate real conversations

Employees often feel unheard and managers can feel overwhelmed by their complaints and frustrations, not knowing how to handle them.

They either try to fix or control conversations.  Pretty soon they begin to feel overwhelmed and question their own effectiveness. They have no idea practically how to turn the conversation around and help employees get out of feeling victims and empower them to take ownership of their situation and create their own solution.

Problems just get pushed up the organisation or silenced but the truth is they don’t go away.

So instead of ignoring complaints, we start with how to hear them without creating defensiveness. Then we learn how to help employees to turn those complaints into powerful requests and offers so that their voices get heard.

It begins with a two hour assessment, two days training (which can be chunked into bite size learning) and follow up coaching.

How I work

It begins with a two hour assessment to get under the skin of what’s going on. We explore results, activity, skills and mindset.

I then make a professional recommendation. I run two days skills byte training which can be chunked into bite size learning. I follow up with personalised coaching to embed learning.