Lynne Chambers

My thoughts on the Team Management Profile, having used the profile for over twenty five years.

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“Too often, L&D people create low expectations because it’s safer.” It can be daunting to set brave, even audacious, commitments at the start of a programme. But they’re so key for generating enthusiasm and buy-in. Great read on how bold branding shows your programme means business: https://lnkd.in/ebgu3fHu

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Ever felt like you're in limbo, waiting for a "new normal" that just won’t arrive? In these unpredictable times, leaders are struggling to find their footing in what academics call liminal experiences—moments of transition where the familiar breaks, but nothing fully replaces it. The ground keeps shifting, and many are left wondering: How do we lead when everything feels uncertain? Here’s a starting point: 1. Ask the Big Questions: • What do you truly value? Reflect on what really matters and consider what’s worth holding onto. • Where does your organisation stand? Without clarity in purpose, it’s hard to inspire confidence. • How can you guide your team forward? Liminal times can invite experimentation and adaptability. 2. Focus on the Fundamentals: • Step back and take stock. Reaffirm your organisation’s purpose amidst the noise. • Strengthen ties. In tough times, collaboration and connection anchor us. • Hold fast and stay true. In rough seas, knowing your course is key. These steps can offer stability and focus, even when the future is unpredictable. To dive deeper into navigating these turbulent times, read the full article on Vistage.

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I have been speaking to d&i Leaders (Diversity and Inclusion Leaders) about how we can recognise and reward #employeenetworks. In this piece, I discuss the importance of employee networks with Jo Faragher (she/her), but we also examine why they are often undervalued. I think that’s mainly because employers can see employee networks as passion projects. This hugely undervalues the work of the network and the people within it, don’t you think⁉   I want to encourage employers to provide network leaders with protected time to fulfil the additional work and ensure that the work takes place during working hours.    I also think that many network leads are looking for visibility. Employers can fulfil this by inviting network leads to present their work, achievements and successes to the senior team and feature their work in internal and external communications.   What do you think? What else can we do to reward employee networks? #commentbelow   #employeeculture #productivity #employeeengagement

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5 mins 34 secs...This describes Helen's experience of working with NLP - and me - over a number of years. Quite detailed, and relevant if you are considering coaching support for yourself, a friend or a family member.

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In today's world where everyone expects more with less, employees and organisations are struggling to maintain productivity. How can organisations address this challenge? Cultivating Organisational Health: The Secret Ingredient for Sustainable Success Organisational health drives success with key strategies for boosting morale, productivity, and competitive advantage. Learn more about its benefits in our article. Take a look at this article written by Mark T. Fliegauf to learn more📖: https://lnkd.in/gQTqYZNd

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Gallup’s State of the Global Workplace report 2024 is out, and there’s a crucial call to action for UK based people leaders - only 10% of your workforce is engaged. Gallup estimates that low levels of engagement costs the global economy $8.9 trillion — or 9% of global gross domestic product. The disengagement trend inside companies ripples out to wider society, and affects macroeconomic performance. Of companies with high engagement, they found the following business results - a 68% increase in employee wellbeing; a 23% increase in profitability and a 13% increase in productivity. If you’re in a people management position, and your organisation has been focussed on cutting costs, now more than ever it’s time to reset, optimise decisions differently and create environments where people thrive. #leadershipdevelopment #executivecoach #employeeengagement #disengaged #wellness #culture #productivity #profit #highperformance

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Free mental health toolkit for businesses starting out on their workplace mental health strategy. Please share!!

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Four very different organisations that demonstrate that living and breathing Diversity, Equity and Inclusion (DEI) in the workplace is possible. Becky Norman, managing director at HRZone, summarises what they specifically do to practice DEI in this article. These organisations have been shortlisted for the #CulturePioneerAwards2024. The winner will be announced on 13 Nov at the Leadership Forum in Central London. Link to book ticket in article. Becky Norman Maddy Christopher HRZone TrainingZone #culturepioneerawards #workculture #DEI #diversity #equity #inclusion #culturechange #change #mentalhealth #safety #belonging #dignity

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Join me on 27th Feb to discover how to achieve real results over “Happy sheet” executive coaching. If you’re investing in your executives, let’s make sure the business sees a return on that investment. Booking information below 👇 #executivecoaching #ROI #returnoninvestment

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Thank you, JJ (Projjal) Ghatak for your contributions to the Balancing Act Podcast. Listen in as JJ helps us understand the difference between "improve feedback," and "celebrate feedback" and which type of feedback leads to better results. #BalancingActPodcast #Feedback #EmployeeEngagement

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Ever heard of lateral leadership and co-elevation? Find out what these terms could mean for you, your career and your organisation.

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"🚨 19 Days to Go! Join 'Leading from Within™ Executive Group Coaching' Programme – it all starts soon. Click to download the curriculum! #LeadingFromWithin #LeadershipTransformation #LeadWithPurpose #AuthenticLeadership #SelfMastery #LeadershipGrowth #MindfulLeadership #TransformativeCoaching #LeadershipDevelopment #EmpoweredLeadership #ResilientLeadership

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A common misconception in leadership development is that just relying on 'training' will create the desired mindsets and behaviours, but it often falls short. Q5's recent research highlights that addressing inner barriers is crucial for leadership development, beyond just consuming content. Discover how this approach can drive meaningful change: https://lnkd.in/eepSUJMS #Leadership #LeadershipDevelopment #ExpertInsights

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"Another re-org!?!" Typically, re-org's create uncertainty, stall a business in the short term and cause deep cultural issues like lack of trust. 3 organizational design principles that can help make a significant leap forward, with some quick wins and positive momentum: 1.  Share the vision - give people the inspiration to change. 2. Start with mindset - focus on a ONE TEAM mentality ("we're in this together"), with one way of working, role modelled from the top down 3.  Enable the primary behaviors - dock the change to a fundamental business process, ideally one that relies on cross-functional collaboration We're helping so many of our clients to enable positive, sustainable change. If you're about to go through a re-org and want to learn about the watchouts and enablers, please let us know. #goodgrowth #organziationalchange #organizationalcapability

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🔊 #Coaching is a fundamental element of Odyssey’s approach to delivering its mission to create #leadership development journeys that help organisations unlock their #culture and execute their strategies effectively. Why? Because it really is the most effective and impactful way to achieve a leader’s sustainable development. Having run a workplace training business for over 15 years, I have listened to many clients’ frustrations that their leaders and managers, those tasked with carrying the culture of their organisations, have been unwilling or unable to create the change they had been open to in a training session. There are so many reasons for this. My business partner, Richard Thompson, talked about the #forgetting curve earlier this week, or possibly the leaders weren’t bought into the training because they didn’t feel it applied to them. But so often it is the environment of the training session itself. Let’s face it - it’s a lot to expect.  A group of leaders gathered in a room together being asked to demonstrate their #vulnerability to reveal what obstacles exist for them and to feel safe enough to allow each other the chance to reflect, test their thinking and beliefs and to practice new techniques in front of each other. 🎯 The success of any corporate strategy depends upon the effectiveness of its leadership and its ability to ensure that the organisational culture has the necessary behaviours in place to support the next strategic goals. The multi-faceted leader today needs to demonstrate a broad array of capabilities and skills: #self-awareness, #trust, #compassion and vulnerability, all whilst demonstrating strength in #decision making, supportive challenge and #allyship, and #accountability for their actions and behaviours and those of their team. Whilst formulating our Odyssey approach, it was clear to us that whilst training has its place in terms of knowledge transfer and at scale interventions, the real magic happens through a coaching approach – that’s where the #returnoninvestment crystalises. 🤔 Individual and group coaching gives leaders and managers relevance which in turn creates buy in and autonomy towards achievable goals. Deeply personal journeys are possible because the threat of competition is diminished, the focus is on oneself rather than others, issues can be discussed without fear and, critically, deep rooted beliefs can be challenged. This isn’t just change. This is below the surface transformational work.  Yup …..more nautical imagery from the team at Odyssey! 🪸🌊⛵ Please do DM me if you’d like to hear more about our exciting new approach, comment below or have a look at https://lnkd.in/eKZWc_ff. 

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What HR needs to know about the changing nature of power - four implications for all organisations. "The power leaders hold is more complex and less secure than ever before. This change in the nature of power is making leadership more difficult and increasing the gap between good leaders and bad. Whether we talk about it openly or not, power is increasingly part of the leadership equation. The only thing up for debate is what leaders and organisations do about it." Thanks to People Management for publishing this latest piece from our research into the changing nature of power in the workplace, and the implications for leaders and organisations. https://lnkd.in/gFMAP29V

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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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In this article Sophy Pern and Dev Mookherjee offer some practical insights into enabling matrix working in today’s social and virtual world. Well worth a read if you work in a large complex structure.

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