By Heather Campbell >> Getting in after work yesterday, on a cold winter’s evening, I was tempted to avoid venturing outside to exercise – until I read this article. The evidence that Jack Groppel presents about the relationship between exercise and individual and business performance is compelling. It certainly got me off the sofa and pounding the streets. And it got me thinking about ways to get people off their seats and moving round more as part of their everyday workplace activities too. Given ...

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By Heather Campbell >> In helping leaders to become more confident and competent communicators, exploring how to give effective feedback is one of the core areas that we encourage our clients to focus on. And giving clear, succinct and meaningful feedback continues to be one area that even the most experienced leaders struggle with. When examining this topic, there are two particular techniques that many leaders still use – but that really need to be put out to pasture. The first of these ...

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By Heather Campbell >> One of the first signs that Christmas is nearly upon us? The John Lewis Christmas advert on TV. Schmaltzy, sentimental, tear-jerking, heart-warming – however you choose to describe this ad, it holds important lessons for any leader who has a message to share and needs to make sure it sticks. What follows are straightforward techniques, yet far too often leaders ignore them in the rush to prepare their communication. This is a big waste of time and energy – ...

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By David Mason >> It’s important to acknowledge that in any debate, both sides believe that they’re right. And we, as human beings, are hard-wired to gravitate towards the things that reinforce our beliefs or existing knowledge, rather than refute them. Take the recent case of the dispute at the Grangemouth petrochemical plant. Leaving the politics aside, the language that was (reported as) being used added fuel to an already inflamed debate, one in which both sides believed their perspective was the ...

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If you are a regular reader of the CommsMasters blog, you’ll already know that I have a strong negative reaction to overly-structured, form-focussed performance review processes. Instead, the critical focus should be on the conversation that takes place between the leader and the direct report. The most effective performance reviews get the direct report talking a lot, with the leader encouraging useful reflection through the questions asked and adding their own feedback and views where these can add value. The ...

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Hands up all you leaders out there who look forward to the annual round of formal performance reviews. And hands up everyone in Human Resources who enjoys the annual game of chase-up-the-leaders-who-haven’t-done their-performance-reviews. No one? Really? It’s  surprising how this most innocuous of leadership practices can turn fully-grown professionals into sulky, rebellious children at least once every twelve months. (For all those businesses where there are also formal reviews every six months or even every quarter, this resistance/chase-up spectacle can ...

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