In times of change, an organisation builds adaptive behaviour progressively through four phases. Enabling them to adapt to challenge and uncertainty through engaging with change with strong problem-solving capabilities, high levels of creativity, strong leadership and the ability to develop supportive and trusting relationships with those around them.
Self limiting beliefs are assumptions and perceptions that you hold about yourself and/or about the way the world works. These assumptions become self-limiting because they hold you back from achieving what you are capable of and you may not even recognise it. It’s more common than you might think. 3 Read more…
Mental illness is common and can affect anyone, including serving and ex-members of our Armed Forces. Read a veteran’s view of Jersey’s Mental Health Strategy Engagement Day. 10 personal insights.
People who are full of hope tend to approach change with enthusiasm, determination, resilience and POSITIVE emotion. People who are low on hope tend to approach change with mixed feelings, uncertainty and NEGATIVE emotion. Developing hope is a skill set and a mindset and can be the difference between falling down and continuing to ride the waves to success.
Today’s working world is now full of technically good but people poor managers. If leadership is only just realising the impact of poor people management, perhaps there needs to be a shift in promoting “perceived talent” purely on technical skills and start to shift the focus on developing good “people” managers as well?