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How coaching people in groups creates solutions focus

February 1, 2016 By Ro Gorell

Coping with change as an essential differentiator Optimising talent in turbulent economic times and coping with change is not just the norm but an essential differentiator for smart organisations that focus on radical solutions. There has been much research on employee engagement. None of it provides happy reading and depending on which source you refer to the percentage of neutral or disaffected employees settles around the 47% mark. In other words, at any one time you can expect about half of your employees not to be actively engaged in their work. This means le

Why managing change doesn’t guarantee results

October 27, 2015 By Ro Gorell

 

Mastering change shouldn’t mean having to choose only one model

October 7, 2015 By Ro Gorell

 

What if you were to revolutionise the way you think about change?

October 1, 2015 By Ro Gorell

 

How coaching can help people move from change resistant to change resilient

January 27, 2015 By Ro Gorell

We are designed for change – it’s part of our physiological reality. And yet, ‘managing change’ at work can sometimes seem like an uphill struggle. Is resistance to change something that you’ve experienced in your project or programme? There are many models that explain it and the change equation is one of my favourites. Creating an equation of change Why people resist change can take up hours of debating time. There is a nifty little shortcut for understanding what happens at a psychological level when people are affected by change. C= (AxBxD)>X

What I learnt about stakeholder analysis from the Knights of the Round Table

January 13, 2015 By Ro Gorell

Happy New Year! It's a great time to do a health check on your change activities. So here's my thoughts to kick start the year and reduce your frustration levels with stakeholders. Do you know who stands to gain from your change programme and who stands to lose? What actions can you take in managing stakeholders so that it's a win:win? Lack of buy-in can be so frustrating If I had a dollar for every time I've heard change agents vent frustration about lack of buy-in for their programme ... well I'd be very rich. The reality is that you can reduce your frustrat

Everyone wants to feel valued at work

December 11, 2014 By Ro Gorell

We measure our self-worth by how much we get paid  - 'People go to work for money and feeling valued is often about financial reward.'   A point of view shared by Lucie Carrington, writing in The Sunday Telegraph's supplement on Employee Engagement in 2011. True, to a certain extent. BUT we also have a need for recognition for who we are e.g. our personal qualities and what difference we make - which isn't usually about money. At the time the UK was experiencing a slight up-turn in the economy, and  businesses were starting to pay bonuses again which, according t

Two simple yet overlooked rules about employee engagement

December 11, 2014 By Ro Gorell

Falling at the first hurdle of the employee engagement conundrum Here's a real story about a real person to illustrate what can happen. A friend of the family applied for another job and was really excited when they received their job offer. Like any sensible employee they waited until it was all confirmed in writing before handing in their notice. They were getting excited about starting their new job and made plans for the transition during their notice period . Just before the end of their notice period the new employer contacted them to say that they were no

The 3 essentials for creating a coaching culture in the workplace

November 7, 2014 By Ro Gorell

Much has been written on how to create organisation culture and what this means for business performance. The climate you create and sustain for employees directly impacts business performance. It is also a key factor in how connected employees feel with your business aspirations. The following three essentials are the first steps on the path to a climate of coaching. In this environment individuals are able to work together and support each other in growing the business whilst being and doing their best. #1 Focus on outcomes The starting point for creating anyth

How to avoid a dysfunctional coaching culture in the workplace

November 5, 2014 By Ro Gorell

The spectre of unintended consequences is often the downfall of organisations working on changing their culture. This is just as true for organisations seeking coaching as “the way we do things around here”. For many, coaching is seen as ‘soft and fluffy’ but the way you ask people to coach can create a dysfunctional culture which leads to the hard edged business reality of falling profits and unproductive employees. It’s all about the content Laying the foundation for a healthy coaching culture sets you on course for success. Let’s assume that you al

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