When people start returning to work, it is going to be crucial for leaders to role model inclusive leadership behaviours.
At last, the signs of spring are here and a glimmer of light the end of the lockdown tunnel. I hope you are all keeping well and surviving this difficult time. I have been busy this month focusing on my coaching practice. I spent a wonderful two days (virtually) at Ashridge Business School attending an intensive relational coaching workshop. I am embarking on their accreditation process and therefore looking for some coaching clients who would be happy to be coached and have the sessions recorded. Please let me know if you, or anyone you know might be interested in this? The sessions are only recorded for the purposes of accreditation, are treated confidentially and would only be listened to by my Ashridge supervisor.
Gregor and I have been busy recording the second series of our podcast and we have some great interviews this time around. It was very exciting to be joined by John Anderson MBE who was Performance Director and Team Leader of the Olympic and Paralympic canoeing teams as he shared his performance coaching model. We also interviewed Sasha Scott and Jen Morris of Inclusive Group exploring the topic of how coaching can support organisations to foster a more inclusive culture. Do look out for the next series and please let me hear your thoughts and feedback.
On the topic of inclusion, something I have been reflecting on lately is how to support organisations to create psychological safety. It is particularly relevant with teams working remotely and as organisations look to start returning to the office in some way later this year, possibly with a form of hybrid working, it is going to be crucial for leaders to role model inclusive leadership behaviours. Take a look at my latest blog post on this topic below to read more on this, and check out Mckinsey’s article here.