Psychology@Work

People have been fearful about their job security, followed by a stampede for the exit door in the great resignation. Concerns about the rising cost of living is putting pressure on people to be more careful about making a move. It’s pretty confusing and no one knows what’s next.

How can you work out what you really really want post-pandemic? Dr. Paul Brewerton has 5 questions for you to consider. And wow, are they big questions.

Listen to the podcast now. 

A powerful story of inclusion – how the LGBTQ+ Community Centre in London came to life and its path to permanence.

As we’re recording this, it is June 2022 so Pride month. We are also very close to the 50th anniversary of Pride in London, which takes place in about 10 days’ time. So the timing for our conversation is perfect. 

Listen to the podversation with Bisila Noha, the Business Development Manager at the London LGBTQ+ Community Centre.

I mentioned in last week’s episode on asking for feedback about the particular case of asking for feedback from your line manager, given that this can sometimes be challenging but your relationship with your line manager is probably one of the most important you have at work.

This week, I want to go into this in a little more depth, with some ideas both for line managers and for their direct reports about setting clear expectations.

This week, Dr. Paul Brewerton goes into a little more depth, with some ideas both for line managers and for their direct reports about setting clear expectations.

• What he'll be covering includes:
• Asking for feedback from your boss (and actually the other way round too)
• Giving feedback – both positive and constructive
• Understanding each other’s strengths and values
• How to align when we’re coming from different places – the art of compromise 

In a recent survey by employee engagement firm, Office Vibe, a significant 65% (that’s two-thirds) of employees said that they wanted more feedback at work.

We can deduce from that stat that the feedback they’re looking for isn’t forthcoming without someone doing something differently. So how about if you want more feedback, you ask for it? 

As we’ll explore in today’s episode, that’s more challenging than it sounds for a variety of reasons. Today, I want to give you some tips on asking for feedback well.

Today’s episode is going to be a check-in on using your strengths well at work if you’re already a strengths fan and user and it’s going to be a useful introduction if you’re relatively new to the world of strengths. Today, I’m going to be giving you my top five tips on using your strengths to make your work life more you-shaped.  

So what is well-being, because it seems to be a phrase on the tip of many people’s tongues these days? Well it depends who you ask but well-being is pretty well-defined by the New Economic Foundation: “…how people feel and how they function, both on a personal and a social level, and how they evaluate their lives as a whole.”

Today’s podcast is a next chapter in a conversation that started about 8 months ago on the topic of Diversity, Equity and Inclusion. That conversation was the most downloaded of all the conversations I’ve had to date with some amazing guests and it was called ‘the future of DEI in organisations…courageous inclusion’ with today’s guest, Alison Pacifico-France. Welcome once again Alison.

How often do you hear the term leadership group?  Rarely, and when you do, it will be when describing a cohort of leaders on a development programme or some kind of discussion forum or committee. So, if you’re part of, or you know of, a leadership team actually running a function, department or whole organisation that right now is more group than team, then this episode is for you because my focus today is on turning a leadership group into a leadership team.

There’s a lot of churn out there right now. Lots of people moving roles, moving organisations and moving teams. And that means a lot of change for individuals and for teams too. So in today’s podcast I want to make a point, and I’ll give you some practical tips too on how to get new team joiners off to the best possible start when they’re joining a new team.