Don’t wait too long to invest in training for your potential leaders. Read our blog to discover why it’s crucial to start earlier than later to build leaders of tomorrow.
Best practice tips about strengths and organisational psychology to fuel performance and wellbeing at work from My Leadership Strengths
A good competency framework should drive dialogue
There are hundreds of personality and strengths based assessment tools available on the market today – you only need to do a quick google search, and it returns over 98 million results! So it’s not surprising that the use of workplace assessment tools is growing more than 10% a year, as more than one-fifth of companies are using these tools .
Feedback about your performance is important for growth in any role. As a leader, it is crucial. Studies show that the best leaders ask for more feedback, and that leaders who give more honest feedback have more engaged employees. Yet useful feedback is hard to get: the dreaded annual performance appraisal process often provides feedback
Using your strengths as a leader is one of the best ways to bring out the best in others: and bring out the best in yourself. Yet in can be difficult to know where to start and what steps to take to apply your leadership strengths. This article sets out six key steps to becoming
Leaders must approach 2021 leadership with renewed energy and strategies and sustainable ways to manage their teams as the pandemic continues. Strengths based leadership is one such approach that can foster team collaboration, resilience and engagement, which can drive productivity and success.
Read our blog to discover three common leadership myths and why they hinder growth in leadership capabilities in the new remote world of work.
The NHS Interim People Plan, published in June 2020, outlines an ambitious and urgent set of priorities for public health across the UK. At its heart is ‘improving the leadership culture’ with a big emphasis on developing a new leadership competency framework, supported by a new balanced scorecard. It feels like we’ve been here before.
It is widely accepted that effective leadership is critical to the success of the healthcare industry. We also know that regular and constructive feedback is key to developing leadership effectiveness. Despite these critical links, healthcare organisations face many barriers providing managers structured leadership feedback and development due to limited resources, time and budget. But imagine