Talent management, succession, HR strategy, line manager coaching
Coaches and mentors need creativity skills for two main reasons. Firstly, they need to have effective ways to help the client overcome “stuckness” — to generate new thinking by proffering new ways of looking at problems and opportunities. Secondly, they need to be creative in their approach to the learning conversation, recognising when experimenting with...
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Line managers sometimes naively expect direct reports to jump at the chance to be coached, but there are many reasons why this isn’t going to happen. Among the most common: They don’t realise that they need coaching. They may be unaware of performance or behavioural issues they would benefit from addressing They don’t want to (more…)
When a direct report has a mentor, they will need support and encouragement from their line manager. Practical ways, in which you can help, include: Being generous with the time you allow them to take for meetings with their mentor. You would normally encourage them to attend relevant training programmes. Mentoring provides immediate, just-in-time development...
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Read More Mentoring direct reports, the difficulties and how to overcome them
Manager as talent spotter By and large, managers are not very good at spotting talent (unless it is someone like them!). However, if they are prepared to put aside stereotypes about what constitutes talent, they can play a vital role in retention, diversification and harnessing of talent. Effective talent spotters are on the look out...
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There are thousands of studies and books on managing change or leading change. The former tend to focus on ways to work with and overcome people’s resistance; the latter on creating a vision that people can sign up to and engage with. Of course, both these perspectives are important and indeed implementing change usually requires (more…)
Read More Why leading change just keeps getting more complicated
