Does Any Leader Like Having Difficult Conversations?

Does anyone actually like having difficult conversations? We surveyed over a hundred of our Performance Management Essentials workshop participants, and here are the areas they struggled with in regards to having difficult / crucial conversations:

1️⃣ Not having confidence in being able to do it ‘right’ within HR limitations,
2️⃣ Not knowing the ‘right’ words, and not wanting to cause offence,
3️⃣ Not having a clear structure for the conversation
4️⃣ Concern over how the other person will respond (meek, bullying, arguing
5️⃣ Not knowing how to adapt to the other persons communication style
6️⃣ Don’t know how to convince people to change behaviour
7️⃣ Needing to discuss poor performance without having them perform worse
8️⃣ Not wanting to make the situation worse (it is sometimes easier to avoid)

Do any of these sound like behaviours or situations that you have experienced at work?
Leaders recognise that they are uncomfortable – but they get past this and have them anyway for the benefit of the team and the individual – because dealing with it later doesn’t make it go away, it just makes the problem bigger.


Great Leadership Is About Adapting To Your Environment

Great leadership is about adjusting and adapting to your environment, not staying the same and hoping people will get ‘back to normal’. 
Leaders know that both their internal and external business environments have changed with COVID19. The external environment is obvious – changes buying and selling conditions, sales either up or down, market confidence greatly different.
The internal environment has shifted significantly as well, whether staff were let go or not. Value sets have adjusted, risk profiles have changed, the trust people have with their boss and their business will have altered.
This is the time when great leaders aren’t taking what they know about their team for granted – they are taking the time to understand what has changed and what has stayed the same with their people, and adjusting their leadership style to suit.
#leadership #leadershipdevelopment #executivecoaching #coaching#highperformanceteams #developingleaders


Performance Management Essentials Workshop – 18 June 2020

In the words of one of our recent participants in the Performance Management Essentials workshop – ‘We all hear many words of wisdom through peers and academia explaining why it’s a good idea to use performance management but this was the first time anybody had offered me effective, practical advice on how to apply it. I found Michael’s style to be direct and informal, using practical language backed up with minimal theoretical frameworks. The role plays with actors were high impact and a great twist on an old topic. Highly recommended.’ Chris McKee, PME participant.

Performance Management Essentials workshops ensure you:

✅ build skills in dealing with personal issues and uncomfortable conversations

✅ use the ‘right’ words for understanding and get your message across clearly and without confusion

✅ boost your crucial conversation confidence and get to the point,

✅ design and frame a crucial conversation and apply it in our *P.M Simulator


✅ Lots of tips and tricks to accelerate efficiency and effectiveness for yourself, your team and your business

✅ Practice, feedback, review and practice with our trained Actor staff and Master facilitator to have your confidence soar in any crucial conversation!

Only a few opportunities left for our 18 June 2020 workshop – apply through the link!



Executive Leadership Coaching – Natalie Youssef Testimonial

It is a privilege to work with amazing leaders that not only seek to challenge themselves, but also seek to make a difference for their teams through Executive Leadership Coaching. Such was the case when working with Natalie Youssef, Supply Chain Manager at Lyondellbasell. When you hear that a team has pulled together, trust has been gained and the leader feels more empowered – it reinforces why I love doing what I do. Thank you for the recommendation Natalie – it is greatly appreciated.

‘Michael provided guidance and confidence to hone in sharing my values with team members by highlighting my likes and dislikes. It was an engaging management tool for me. The opportunity to discuss certain behaviours, plainly outlining my expectations allowed me to communicate a platform for what I deemed fair and reasonable behaviour. As a result of this coaching, I have gained the trust from certain team members that was previously not in my rehems. Thank you Michael!’

Natalie Youssef, Supply Chain Manager, Lyondellbasell

#leader #coaching #leadershipdevelopment #leadershipcoach #highperformanceteams #developingleaders#executivecoach #executiveleadershipcoaching

Executive Leadership Coaching

Focussed, personal, confidential, honest and practical – all words that have been used in testimonials to describe the Institute of Management & Leadership Development’s Executive Leadership Coaching. If this sounds like something that could be useful for you or a member of your team, get in touch with us today for a confidential chat about your needs.

The First Step In Your Leadership Coaching Journey – A Leadership Assessment Tool

Do you know the impact you have on your leader and / or team? Completing a leadership assessment tool to assess your leadership strengths and weaknesses is the first step that Bryony took in her executive leadership coaching journey.

If you are unsure of your impact on your leader / team, perhaps you should complete the Velocity Leadership CheckPoint? 25 behavioural leadership traits, focussed in 5 distinct leadership capabilities – a ‘must know’ for any leader or team looking to drive high performance. If you haven’t completed the CheckPoint, get in touch with us today to arrange an appointment. Read through the comments and feedback from those that have – many say that it has had a profound effect on how they lead and perform within a team.


Leadership 101: Focus on what only you can do as a leader

As the team you are responsible for gets larger – it is certainly worth focussing some time on the jobs / tasks that you NEED to continue doing, and reviewing the tasks that you NEED to let go of as a leader. Often tasks are maintained because of personal preference or comfort, not because of operational need. Two simple ideas included in our Emerging Leaders Program:
?Simple Monday Review: Take a look at the tasks in your To Do list. Are they things that you NEED to be doing today / this week? Can they be done by someone else or do they need to be done at all? 
?What is the work that only you can do? This should be your focus.
Some very pertinent points in the article below – may favourite was “Success becomes more about mastering a few key skills: hiring exceptional leaders, building self-reliant teams, establishing a clear vision, and communicating well. People who master those skills will be well-equipped to lead teams of any size.” Wise words.
#leadership #leadershipdevelopment #executivecoaching#highperformanceteams #developingleaders #coaching