Psychology@Work

Today’s podcast relates to a topic that is not talked about enough, not understood well enough and, as a result, is not provided for by organisations well enough at this point. But that’s all about to change. I am delighted to welcome to the podcast today someone who is at the forefront of thought leadership and practice in the area of menopause – menopause at work and menopause coaching – Amantha King.

How best to navigate hybrid team working in a post-pandemic world? How can you get the most from the teams you work in and who work for you? I have four areas to discuss and for each I’ll take you through the ups and downs as I see them and how you can get the best from all worlds…virtual and in person.

Today we’re going to talk about the good, the bad and the ugly of supporting parents in the workplace. The hidden challenges that parents face and how organisations can do better to manage, motivate, retain and return parents well to organisational life. Char’s also going to be describing how she’s integrated being a pro/entrepreneur, being a human as well as being a parent and how that all works for her. As I say, this podcast is for everybody so without any more words of introduction, let’s get to it. 

This episode is about team development essentials, starting from a position of strength but moving into the development of positive team habits, to support a team through change and challenge.

Today’s episode is on assessing the culture you have right now, to get a sense of where your organisation is, so that you can get a sense of where you’ll need to prioritise actions in order to get closer to your envisaged future state. So let’s get to it.

The strengths-based approach offers a compliment and an antidote to the deficit approach. And strengths-based learning and development helps us focus on developing and stretching our strengths, rather than spending all of our time on hammering out our weaknesses and shortcomings.

A recent Towers Watson survey reported that half of managers don't set effective employee expectations or goals.

And if, therefore, 50% of employees haven’t received a clear message on what is expected of them, they will figure out their own expectations, they won’t know how close or far away they are to what their manager had in mind and no one will know when or if the expectation has been achieved.

This episode is all about the art of setting clear expectations and how to do it.  

In this episode, I discuss:

• Coaching - what it is
• Why strengths are so vital in coaching
• The STRONG model
• Killer strengths-based coaching questions

Today’s episode relates not necessarily to the assessment of your organisational culture right now, I’ll come back to that in a future piece. No, this blog is about mapping out your future culture and how best to do that.