Category: Coaching in Work
Coaching as something a manager can do, not only something a professional is hired for. Questions, contracting, listening properly, and how to help without taking the problem off someone.
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What Really Changes When You Become a Manager?
Moving into management changes far more than a job title. Drawing on my experience of working with and coaching managers, this article explores what happens when responsibility, relationships and expectations shift after promotion, and why being ready for appointment is not the same as being fully prepared for the transition. It also […]
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Gratitude: The Psychology Behind Appreciation at Work
Gratitude is a multifaceted psychological construct involving both cognitive and affective dimensions, distinct from mere thankfulness or politeness. Research consistently links gratitude to improved wellbeing, prosocial behaviour, and stronger relationships, but its effects depend heavily on whether it arises authentically or is institutionally mandated. Gratitude is not what most people think it […]
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How to Run Great 1:1 Meetings: Creating Connection, Clarity, and Growth
1:1 meetings are a foundational leadership tool for building trust, improving performance, and supporting individual growth. Great 1:1s balance structure and flexibility, focusing on the individual’s needs and experiences, not just status updates. Effective managers use 1:1s to develop psychological safety, reinforce alignment, and co-create solutions. Consistency, curiosity, and careful listening are […]
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The Career Life-Line Activity: A Reflective Career Development Tool
The “career life-line” is a reflective activity that involves thinking through your career and drawing a line mapping how engaged you were in work (or another factor) against the time in your career. Career Life-lines Career life-lines are a very simple yet helpful tool for reflecting on what matters at work. A […]
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MORE PIES – Active Listening Skills from Andrew B Brown
MORE PIES is an acronym to remember some active listening best practice as shared by our good friend, Andrew B Brown. It stands for: Minimal encouragers, Open-ended questions, Reflecting / mirroring, Emotional Labeling and Paraphrasing, I Messages, Effective Pauses and Summary. MORE PIES MORE PIES is an acronym to help us remember […]
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Humble Inquiry – Meaningful Connection Through Genuine Interest
Humble Inquiry is a description and phrase brought to life by Edgar Schein. At its core it means adopting a humble approach and asking genuine questions of others in an effort to learn, connect and build a meaningful relationship. Humble Inquiry Humble Inquiry, a phrase coined by Edgar Schein, was explained by […]
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The 4 P’S of Knowing – Per John Vervaeke
John Vervaeke, a cognitive scientist, talks about there being four different types of knowledge: propositional, procedural, perspectival and participatory. The 4 Ps of Knowledge John Vervaeke, (Cognitive Science, University of Toronto) talks about there being four different types of knowledge: propositional, procedural, perspectival and participatory. Propositional Propositional knowledge is the knowledge of […]
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Subjective Wellbeing – What it is and how to boost it
Subjective wellbeing is, broadly speaking, how someone rates their own life quality. It encompasses things like their emotional experiences, how they assess their life outcomes and whether they feel a sense of meaning in their lives. Subjective Wellbeing Subjective wellbeing is a concept closely related to happiness, but a bit broader. The […]
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The Wolf Parable – A Parable of Mindset
The Wolf Parable is story about the inner conflicts we face in how we approach others and our personal agency in choosing and shaping how we approach the world. The Wolf Parable The wolf parable is a story that bounces around the internet and which often appears in the world of personal […]
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See, Do, Get – Covey’s belief, action and outcome framework
The “See, Do, Get” model is Covey’s simple framework for understanding how our perceptions shape our realities. The way we “see” the world, affects what we “do” in it, which affects the outcomes that we “get”. These outcomes then feed back into how we see the world, and so the cycle continues. […]
