The transition from Associate to Partner is a significant change that takes time to master. We worked with our client, a leading international law firm, on leadership sessions that helped position new partners to take on a broader leadership role within the firm and strike a new balance between delivering work and winning new clients.
A dynamic digital commerce consultancy with operations in multiple geographies is challenged with rapid growth and change as well as time zone and cultural diversity in a fast paced sector.
Our client had gone through an enormous amount of change in the past year. Having recently left the NHS to form a social enterprise, won a significant new contract and more than doubled in size, the pains of growth were beginning to show. So much had changed that the original business plan no longer applied Read more »
Teams often require honesty and openness when making agreements about how to work together, but is this what they really mean?
If you are looking around for role models and can’t find any, then you could fall into a nasty career-limiting trap. Here’s how to look at compiling a jigsaw of role models made up of component parts.
Many people let their need for acceptance run the interview process. The mindset of ‘I have to be whatever it is they are looking for’ hands the power over to the interviewer and allows their own needs to become subordinate.
Recently, I’ve been observing what causes teams and groups of people to change. Having facilitated, coached, led and participated in many teams, I have noticed one essential condition that creates change in organisations. Change starts when groups of people come together to first define, explore and discuss the problem, NOT when they are simply presented Read more »
Confidence is something people think everyone else has, but they don’t. The truth is that everybody lacks it from time to time. Nobody has confidence all of the time. This article provides tips on how to summon up confidence when you most need it.
There is nothing unusual about change. People seek improvement and change all the time. But often what we don’t like is change imposed by others. When this happens we feel a lack of control. Change management implies the design and implementation of changes where the locus of control lies outside of the people expected to change.
In a long line of leadership fads, ‘being authentic’ has been in fashion for a while. Along with many others, I love the concept and spend a lot of time working with clients towards this goal. However, I’m becoming uncomfortable with the term ‘authenticity’.