On the blog
- By Tammy Tansley
- / June 5, 2017
There's been plenty published on the insidious imposter syndrome and how it can play with your head with thoughts like those above.
- By Tammy Tansley
- / May 27, 2017
Ultimately, it is more about the sorts of organisations we want to have going forward. What we expect of our leaders. What sort of culture we want to be known for. And whether we believe the evidence that the ways that we interact with each other impacts on how profitable, efficient and productive our organisations are.
- By Tammy Tansley
- / May 27, 2017
It turns out that there are just two words that employees want to hear. Even in preference to a pay rise.
- By Tammy Tansley
- / May 15, 2017
In part, pay rises are about recognition and reward. But we know that money is not the only currency that employees value. Flexibility and investment in skills and development are both areas that employees value over money.
- By Tammy Tansley
- / May 9, 2017
It's almost as though the boards make the calculation that the value/experience/brand that the CEO brings is worth more than the poor behaviour. That they can tolerate the poor behaviour because of their performance in other areas.
- By Tammy Tansley
- / April 17, 2017
If you can look at it not for how you perceive that it reflects on your own competence, but rather, what it means that your team can deliver for the organisation.
- By Tammy Tansley
- / April 10, 2017
Ultimately - it depends on what you are trying to achieve with the discipline system. If it's about getting rid of an employee, it's a long and painful way to achieve that. If it's about effecting change - it rarely works, at least in the long term.
- By Tammy Tansley
- / April 4, 2017
The first thing to say is that mankind has been behaving badly since time began. It’s now just more obvious because we’re exposed to other people’s stories through social and other sources of media. You know when you buy a yellow car, how suddenly all you’re seeing are yellow cars? We see what we focus on, so if you start looking for idiots, that’s what you’ll find.
- By Tammy Tansley
- / April 3, 2017
Research shows that making just one decision, reduces the glucose (or blood sugar) available in the brain to make the next decision. The brain doesn't differentiate between how important the decision is - just that you're depleting the supply of available energy. This means that by the time we have got to the point in our working day where we actually need to make an important decision, we've already used up some portion of our daily allocation.
- By Tammy Tansley
- / March 27, 2017
Of course, these are often the conversations that we put off because we think they will be difficult, awkward or uncomfortable. And so things don't get said when they need to be said. Feelings fester. Positions become entrenched. What was a smaller issue becomes bigger. What was fixable becomes less so.
- By Tammy Tansley
- / March 24, 2017
So, leaders and organisations everywhere will be pleased to know that there are tangible things you can do. The good news? They're relatively easy to implement and you probably know about most of them already.
- By Tammy Tansley
- / March 20, 2017
- By Tammy Tansley
- / March 9, 2017
Coaching is at its heart an inherently positive process - to build on strengths and move forward. The coach must believe that the person is capable and hold the space in a way that allows the counterpart to trust and grow.
- By Tammy Tansley
- / February 27, 2017
How to turn around conflict causing scenarios that are giving you headaches and causing building resentment.
- By Tammy Tansley
- / February 13, 2017
Leadership coaching simply gives a framework and a safe place to work through the above process. It helps you identify what you want, why and then helps you with the getting out of your own way - so you can achieve it.
- By Tammy Tansley
- / February 2, 2017
Plenty of studies examine this phenomenon. While listening is the core of most of our communications—the average adult listens nearly twice as much as he or she talks—most people stink at it.
- By Tammy Tansley
- / January 20, 2017
Who does what, and how much is often a source of malcontent in teams. Being aware of this bias is a helpful first step. Researchers suggest that a first step to dealing with this conflict is to estimate the other person's contribution BEFORE comparing it to your own or the rest of the team's.
- By Tammy Tansley
- / January 7, 2017
The very simple premise is that we all need three buckets to live a joyful, meaningful and satisfied life.
The buckets are vitality, connection and contribution. And from time to time, it is possible that the buckets evaporate their contents, or develop a leak. Or that they were never full in the first place.
- By Tammy Tansley
- / December 30, 2016
This can (and should) include the little triumphs as well as the huge accomplishments. And because life is more than just work, include life in its round. We get so caught up in life, and in moving forward, we forget to look back in our constant striving to move forward.
- By Tammy Tansley
- / December 13, 2016
It means creating a communication and engagement plan that ideally dovetails with other people strategies so that it’s a seamless and consistent approach to communication and consultation,
rather than an afterthought in response to employee discontent or grumblings.
