Charlotte V Rose, CPCC

As Artificial Intelligence (AI) becomes increasingly prevalent in the workplace, it will pose significant challenges to the psychosocial wellbeing of both employees and organisational leaders. There are many effective strategies leaders can employ to mitigate the potential negative impacts of AI in the workplace. Here, Leading Well Technology and Leadership Coach Barry Thomas explains. READ THE BLOG - https://lnkd.in/geiiQz24 #CEOs #Founders #Leaders #seniorleaders #peopleandculture #HR #HRprofessionals #leadershipsupport #corporates #organisations #governments #NFP #leadership #redundancy #retrenchment #outplacement #transformation #change #AI #leadership #humanity #artificialintelligence #machinelearning #ethics #wellbeing #psychosocial

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ONTOLOGICAL COACHING IN AUSTRALIA DO YOU WANT TO GO BEYOND STANDARD APPROACHES TO COACHING? DO YOU WAT TO BECOME DEEPLY SKILFUL IN FACILITATING GENUINE LASTING TRANSFORMATION FOR INDIVIDUALS AND GROUPS? Proudly Australian based, and globally active in Asia, South Africa, Europe, UK and the USA, the Ontological Coaching Institute is recognised as providing the world’s best ontological coaching program. “The Certified Ontological Coaching & Leadership Program from the Ontological Coaching Institute takes the top place on the list as it is a robust, progressive, and immersive course accredited by ICF.”                                         Life Coaching Magazine, December 2023 Our signature ICF coach training program, the 18 month Certified Ontological Coaching and Leadership Program is now in its 25th year. We are world leaders in the development of coaching towards becoming a genuine profession. Our next program commences on 5 October. For details and brochure go to https://lnkd.in/g3Cm-QEz By coaching to Way of Being, Ontological Coaching gets to the heart of how people learn and change. Based on breakthrough practical thinking in philosophy and biology of cognition, the ontological approach has the capacity to support people make significant shifts in the meaning they have of themselves, their place in the world and what is genuinely possible for them in life, all of which is fundamentally relational. An inevitable part of learning to be ontological approach is to learn and understand your own Way of Being. This is the necessary basis for developing the versatility and flexibility to coach across a wide range of issues, and be comfortable in sensitively supporting clients to engage in in-depth exploration and significant change. Our next ICF accredited 18-month program commences with a four-day in-person conference in Melbourne 5-8 October. The first three days of this conference are our three-day Foundations workshop, which you are welcome to attend and then decide if you want to continue on to do the longer program. For details about the three -day workshop go to https://lnkd.in/g2dwftVJ Here is what a recent graduate has to say about his experience of doing the 18-month program: “ I came to the course looking to build on my coaching skills, but came away with a fundamentally changed perspective on my conversations, relationships, the world around me, and what it means to have compassion – both for myself and for the people around me. The sheer depth and amount of material and experience in the course is staggering, and it has been priceless to learn directly from Alan and experience how he uses the Ontological distinctions and interpretations in practice.” Chris Gibson, practising lawyer, corporate facilitator and executive coach Activate to view larger image,

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Hidden Potential: Build High-Performing Teams with Psychometrics This interactive workshop equips HR professionals, business leaders, and anyone building winning teams with the power of psychometric assessments. (Space is limited - register now to secure your spot!) Date: Friday, May 24th, 2024 Time: 4:00 PM - 7:00 PM Stop the Guesswork: Discover how traditional hiring methods can miss top talent, and how psychometrics provide data-driven insights for better decisions. Global Solutions for Today's Talent: Learn how psychometrics help you navigate the challenges of finding the perfect fit in a competitive market. The Digital Edge: Explore the power and ease-of-use of digital assessments that seamlessly integrate with your hiring process. Build Dream Teams: Gain proven strategies to leverage psychometrics for creating high-performing, well-matched teams that thrive. Connect & Collaborate: Network with industry peers and get your questions answered during our dedicated Q&A session. Don't settle for average, invest in your greatest asset - your people! Register Now! Contact: Khushdeep Singh Plaha - +91 93216 56064 #hcm #talentmanagement #hrtech #leadershipdevelopment #chro Jack Mark Pinto John Poulose Khushdeep Singh Plaha Pooja Khulpe Dr Chandra Mauli Dwivedi Dr. Rima Ghose Chowdhury Rashmi Deshpande Rani Desai, Ph.D, PCC, MG Stakeholder Centered Coaching Vinu Pillai Amit Desai

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If you’re looking for more than just advice, Octavia Coaching delivers real partnership. We provide tailored guidance rooted in real-world experience and offer consulting solutions aligned with the unique needs of your organisation. #ConsultingServices #BusinessStrategy #LeadershipDevelopment #ExecutiveCoaching #BusinessConsulting

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Looking forward to the discussions. It is always interesting to deep dive into behaviours of human beings, to explore the 'whys' of their behaviour to 'what' of its impact and outcome. Vinu Pillai John Poulose Dr Chandra Mauli Dwivedi Dr. Rima Ghose Chowdhury #psychometricassessments

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TCS certified FIVE LENS Practitioners. A holistic approach to personal development covering Personal Mastery, Resilience, Social Drives, the Energy Centres and the Enneagram. The Five Lens assessment can be accessed and completed online. Your results will then be shared with you in a debriefing session conducted by an accredited TCS coach. https://lnkd.in/grCN3wS3 [email protected] #transcendcoachingsolutions #repost #executivecoaching #repost #FiveLens

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I am honored to be a guest speaker at this years HR Summit in July. If you're at the event, come and say hi. I'll be the first workshop 9:30 - 10am. "How to create an effective wellbeing program". #beyourbestnow #wellbeing #wellbeingprogram #positivepsychology

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Mastering the Psychology of Organisational Change is not just another book on change management. It addresses the real challenges leaders face—the emotional and mental journey of organisational transformation. Ready to lead with empathy and resilience? Dive into Vanessa Auditore’s insights. #ChangeManagement #Leadership #OrganisationalPsychology #VanessaAuditore #BusinessTransformation

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Can #learningagility be taught? This is a question by Vanessa Teo and Vanessa Iloste in the Career Chrysalis podcast. Great question! What do you think? Traditionally, the idea of learning agility is applied in high potential talent selection. We want to select and develop people with high learning agility to higher level roles. So the ability to know what to do in first time situations is key. However, I believe this view is too narrow. - What if we can nurture learning agility in people? - - What if we can codify the process to help people find answers in first time situations? - What if we know the individual and environment factors that help people optimise their learning? Then we can help everyone move ahead in their journey. In the words of Sahara Sadik, it's about the wealth of talent. Everyone is a talent, if we can unlock their potential. And we have, it's a responsibility, because we already know what is happening with job cuts, AI and automation. Learning agility is the bridge to help our people cross this chasm of uncertainty and disruption. Watch out for the upcoming podcast by the amazing trio, with Aaron Wu, they are such fine example of learning agility in action - Purpose & learning rich challenge drive learning! In the words of Vanessa Iloste, "We do it (all the recording, editing, conceptualizing during weekends!), because we learn a lot and we are putting something useful to the community" Awesome!! Thank you for doing what you do!

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Many of you will know that I am already Chairman of Inspiring Workplaces because I am passionate about its Purpose of helping organisations to succeed by putting their people first. I'm delighted to announce that I am now Principal Consultant in the new Inspiring Workplaces Consulting arm. https://lnkd.in/gH5g7-wt   My specific goal as Principal Consultant is to help businesses find solutions to their biggest people-related problems by using our new PeopleFirst Matrix diagnostic. Much like BCG's Growth Share Matrix helps companies decide how to prioritize their different businesses, our PeopleFirst Matrix helps business leaders prioritise where to invest in their people.    Smart leaders know that if they put the people first they will achieve sustainable success and outperform companies who do not. But they are bombarded with a myriad of things to do from wellness programmes to technology platforms. Using our diagnostic pinpoints exactly where to prioritise action. It will save huge amounts of wasted time, effort and money by enabling organisations to identify exactly where to focus their effort.   Send me a message if you'd like to unlock the true potential of your business. #PeopleFirst #prioritisation #employeeengagement #belief #belong #inspiringleaders

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Trainings on Systemic Coaching and Constellations, in Sydney this week. See: https://lnkd.in/gRTf6R_P Coaching Constellations Art of Coaching #systemiccoaching #leadershipcoaching

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"Clare’s Advanced Group Coaching Supervision has been a transformative experience, and I highly recommend it to anyone seeking a reflective and supportive space to grow as a professional." There is one virtual space left and two F2F spaces to start supervision in November with two wonderful bunches of experienced coaches who want to work on self-as-instrument rather than tools-as-instruments. These groups work on: *Getting deeper insights into how we might be getting in our own way *Partnering with the thinkers with whom we work, meeting them where they are, wherever that is *Courageous intuition *Not knowing and being ok with that *Depth, curiosity, ease *Revisiting our practice with a beginner’s mindset AND the experience that we bring to bear Are you ready for supervision like this? If so, register soon to grab your place. These opportunities come around just once a year

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Innovation thrives when employees feel safe to express their thoughts, share their ideas, and voice their concerns without fear of negative consequences. Psychological safety encourages open dialogue, fosters diversity, and invites experimentationkey ingredients for success in any organisation. An environment that prioritises psychological safety benefits from increased employee engagement, reduced turnover, and improved productivity. Teams in such environments make better decisions, adapt well to changes, and consistently achieve high performance. By investing in training and development, embracing feedback, and valuing diverse perspectives, we can create a culture where employees are empowered to shine. The journey toward psychological safety is ongoing, but the rewardshuman and financialare undeniably worth the effort. #PsychologicalSafety #Innovation

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🌟 Building a Strong Organisational Culture 🌟 In this webinar, hosted by LeadCorp Human Solutions, we dive deep into the core of what makes a great organisational culture thrive. ✅ We explored the visions and core values of some exceptional organisations. ✅ Discussed how these values act as the software for building a cohesive, high-performing culture. ✅ Shared practical perspectives on fostering alignment, engagement, and growth. If you’re looking to strengthen your organisation’s culture or to gain new insights on organisational culture! 🎥 Watch the full webinar on YouTube. Link given in the comments. #OrganisationalCulture #Leadership #TeamBuilding

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If a business has a culture of strong psychological safety then employees will feel more comfortable and confident in speaking up - and this can help its leaders identify psychosocial risks. In a recent webinar, Mark Oostergo, Workplace Psychologist and Chief Executive at Australian Psychological Services, had the following advice for businesses who may need to bolster psychological safety within their teams. 👉 Communicate why the process is taking place and express a genuine intent to listen and understand people's experience. 👉 Reinforce that the data is going to be de-identified. 👉 If there's low psychological safety from a leadership perspective, consider an external provider. 👉 Clearly communicate your action plan, to build trust you will follow through. For more tips and information, check out the full webinar recording. It’s part of Sonder’s Navigating psychosocial risk management series. In partnership with Australian Psychological Services and Norton Rose Fulbright, the webinars offer expert advice Navigating psychosocial risk management to build a safer workplace. Watch them here: https://lnkd.in/gWbNkbUb #PsychosocialRisks #PsychologicalSafety

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👉 12% more likely to retain top talent 👉 22% increase in employee satisfaction 👉 19% increase in overall performance This is the impact of having #psychologicalsafety embedded into an organisational culture. We can help you with that. Come along to this FREE taster session to find out how (register via link below). andpartnership: Leadership Consultants & Change Experts Leanda (Hall) Stephenson Ian Kaye Rebecca Clarke (She/her) Rebecca Linklater Anne Lashmar

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Governance & Directors Role in Self-Directed Learning/Research: While the article headline will no doubt draw nods of agreement and stories about “directors, I have known who did that”. The sub-heading is equally impressive in its claims, stating “The desire for social recognition means that non-executive directors are failing shareholders.” Are the headlines and sub-headline, just that, headlines.   Sure, we can all recount stories of directors we know who stayed too long. Perhaps the “hankering for status” explains why some directors gather directorships, like trophies, for bragging rights. You know, I see your two directorships and raise you five. Or perhaps it’s not a “hankering for status” but simple economics that makes them stay beyond their use-by date. They need the money, as little as it may be. Or perhaps, no one has said, it’s time to go, or done a review, that identifies their lack of contribution, fit, or whatever. There will be many other reasons directors stay past when they should.          Why raise this with you? Two reasons. First, because directors like most of us have a habit of reading headlines, which we agree with and accepting the statements as facts, evidence to support our own already entrenched views (biases). I would like nothing more than for these statements to be true. To have the weight of scientific research supporting them. But they don’t. Anecdotally yes, factually no, especially if you want to extrapolate the findings to all director groups, which the headlines do.     Why am I being critical. Because the headlines and findings in this article are based on interviews with only 11 directors. Who were chosen through a process called “purposeful sampling.” Here, the researchers asked two well regarded and experienced directors to draw from their network to put them in contact with a second layer of potential study participants from different organisations. All participants are from the same country, possibly (not stated) the same city, demographic, schools, suburbs, etc. Who knows?   In relation to the sub-heading, nothing in the research identifies how the conclusion that “non-executive directors are failing shareholders” was tested. In fact, the word shareholder appears once in the whole paper.     It is an interesting article, but only that. As directors, we (you) have a responsibility to dig deeper, ask more questions about headline grabbing statements, be they in relation to research or a business report. Directors who do not ask questions and are not inquisitive are in my view a far greater issue for boards than a director who stays too long. The latter is easily dealt with. The former is not! The Chartered Governance Institute Chartered Governance Institute New Zealand Good Governance Academy Institute of Directors (IoD) Australian Institute of Company Directors https://lnkd.in/gZu5V-PM

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