https://www.leisamolloy.com/resources daily 0.75 2024-08-06 https://www.leisamolloy.com/resources/on-learning-agility-soliciting-honest-feedback-and-identifying-talent monthly 0.5 2023-02-10 https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/f946b4a5-7942-46c9-a515-9fa1f7d68731/alexander-grey-dW6dFBoHUu4-unsplash.jpg Resources - On learning agility, soliciting honest feedback, and identifying talent - Why should your talent management strategy consider value? This article provides some interesting 'food for thought' for leaders and organisations by challenging the traditional view of "talent" sitting at the top of the hierarchy in an organisation. It instead poses the idea that critical roles are found right through most organisations, also making a distinction between value 'creating' and value 'enabling' roles. One of the reasons I've always liked this article is because it provides some helpful language for recognising those employees who make a HUGE difference to overall success, but are often overlooked due to their work being less visible to others. Indeed, I'm revisiting this concept at the moment with a client as we roll out a program aimed at helping leaders to support growth and development within their teams. Another key message relates to the fact that talent management and succession planning is not a "once and done" activity, but instead "must become a frequent, agile process in which the CEO and executive-leadership team participate as actively as they do in financial-investment decisions". You'll find the article here. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1671479299451-6KNBLV2UFAO08UJ28VNG/unsplash-image-QRKJwE6yfJo.jpg Resources - On learning agility, soliciting honest feedback, and identifying talent - How can you encourage honest feedback from your team? Here's a great article on the role that leaders need to play in creating a feedback culture within their team and organisation. More specifically, it explores five barriers that might prevent employees from sharing helpful feedback, along with some tips and strategies that leaders can employ to address these barriers. It's no secret that I'm a massive fan of the idea that leaders (and especially senior leaders) need to 'go first' when it comes to soliciting feedback. Given this, I definitely agree with the suggestions about demonstrating empathy and humility, openly calling out any potential awkwardness, and framing feedback conversations as a learning opportunity (i.e. to promote psychological safety). My experience suggests that the final barrier of "suspicion that nothing will change as a result of the feedback" is often overlooked. Indeed, this is a complaint I've often heard over the years, and one that (in my opinion) is a critical 'make or break' factor in truly creating a feedback culture. A variation of this barrier is when leaders have in fact taken feedback on board and are trying to shift their thinking or behaviour, but haven't made this visible to others. This is a factor I often integrate into my leadership coaching and (qualitative) 360-degree feedback programs, by having leaders regularly follow up with those who were brave enough to share feedback in the first place. Anyway, that's enough of me sharing my opinions! If you're keen to take a look, you can read the HBR article here. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/3ce66558-5a97-4f6d-9b42-9e19a6f01ecd/unsplash-image-xhMTF15IeBw.jpg Resources - On learning agility, soliciting honest feedback, and identifying talent - How can you help a team member who is perceived as "difficult"? While a super quick read, this might be interesting if you've ever encountered a similar problem in your team. Columnist Alison Beard answers a reader's question about handling an apparent personality 'clash' between some team members, and what to do about someone who is perceived as difficult to work with. What I like most about Beard's response is that she highlights the importance of the leader openly 'calling out' any inappropriate or disrespectful behaviours being demonstrated within the team, rather than letting these continue or writing the situation off as a personality clash that can't be solved. She also emphasises the need to provide clear and specific feedback to those involved, to clarify future expectations, and to help those individuals engaging in behavioural change. In my experience, these situations emerge all too often and sadly, aren't addressed often enough. In many cases, this escalates to the point where teams begin to struggle due to a lack of psychological safety - and frankly, resentment towards the leader for not "doing something". I also enjoyed the examples of things you can actually say when facing situations like this. If you think it might be helpful, you'll find it here. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1671479539356-KX889ROEXH54SMVPWTIV/unsplash-image-byp5TTxUbL0.jpg Resources - On learning agility, soliciting honest feedback, and identifying talent - How can understanding our biases strengthen Learning Agility? I recently stumbled across this podcast episode while prepping for a lunch n' learn session on the topic of learning agility. It's a conversation about 5 'mind traps' that can limit our capacity to respond flexibly when faced with complexity or ambiguity - a constant challenge for today's leaders! As explained in the interview, these biases have all evolved as a result of some innate, human needs - to have certainty, to experience a sense of autonomy and control, and to connect with other humans. To me, many of the key insights were closely aligned with other work I love on similar topics, such as the SCARF and SAFETY models of psychological safety and Adam Grant’s work on "thinking again". Despite the potential overlap, I really enjoy the way Garvey Berger has positioned these key ideas given her focus on helping leaders to handle complexity. I know I’ve added her Mind Traps to my reading list! You can find the interview here on Spotify, or here on Apple Podcast. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1671479678142-WBQN2ITIW239OY8BKQT5/unsplash-image-KgLtFCgfC28.jpg Resources - On learning agility, soliciting honest feedback, and identifying talent - Why are employee recognition and appreciation both important? Although a few years old now, I've always enjoyed sharing the findings from a 2019 workhuman study where respondents reported that the #1 thing they wished their managers would do more often was to show more appreciation. Years later, after collecting over 50 million data points, feeling appreciated and valued still consistently ranked as super important for their users. Hence why I love this TEDx talk by Mike Robbins about the power of showing appreciation to others - not for what they do, but for who they are - an important distinction when thinking about recognition vs. appreciation. It's a great talk for anyone who is keen to adopt a strengths-based approach to leadership, build greater levels of psychological safety, or take the first steps in creating a feedback culture within their organisation. I was recently reminded of this video as a result of debriefing a client after wrapping up a team strengths program, where we saw the power of appreciating others' qualities in action during our workshops! You can watch the TEDx talk here. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1667192211619-9Z4HYJXFVRE3YHXRBNWZ/icons8-team-7LNatQYMzm4-unsplash.jpg Resources - On learning agility, soliciting honest feedback, and identifying talent - Do any of these listening barriers get in your way? This month I'm sharing a resource that I often use in programs, given the critical role that listening plays in having more productive and meaningful workplace conversations. It's a little infographic outlining 10 common things that get in the way of listening, given we are all humans with busy, overthinking brains and minds! You can download a copy here, and share this link with anyone else who might find it helpful. When sharing this I usually suggest a couple of steps to begin noticing your own listening habits. The first step involves downloading the resource and saving it somewhere handy - on your desktop, in your task list or on a Trello board (whatever works!). Then, create some time in your diary to regularly reflect on your listening, noticing which barriers came up for you in different situations. After you've been doing this for a while, step back and consider any broader patterns that might be emerging. Are there specific barriers that keep coming up for you? What types of situations, people, or environments seem to 'trigger' some of these automatic listening habits? Let me know if you try it out! https://www.leisamolloy.com/resources/on-emotional-inclusion-responding-to-gossip-and-invisible-high-performers monthly 0.5 2022-12-19 https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/e997389c-e6a9-4853-ae26-589069287c64/jess-bailey-l3N9Q27zULw-unsplash.jpg Resources - On emotional inclusion, responding to gossip, and invisible high performers - Who are your invisible high performers? This article felt relevant given some conversations I've been having with a client about moving away from more traditional ways of identifying so-called "talent" within teams and organisations. More specifically, we've been talking about the role that strong, steady performers can play in enabling organisational success - despite these roles and individuals often being overlooked or undervalued. It's a super quick read exploring a similar idea - that your most valued employees are often those that don't stand out. If you are a leader, it could be worth considering a few similar questions for yourself after reading the article. Who are the individuals in your team who, without any fuss, make your job or other people's jobs easier? Or who reduce potential stress by tackling problems you weren't even aware of, without being asked? Who operate as the 'backbone' of the team or organisation, consistently providing support or resources to those in more 'visible' roles? You'll find the article here - I hope it inspires a bit of reflection on how to ensure your most valuable employees are recognised and appreciated. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/3d9c0436-cff9-4a97-b308-d52aa496fe96/ridham-nagralawala-kuJkUTxR0z4-unsplash.jpg Resources - On emotional inclusion, responding to gossip, and invisible high performers - How should you respond when colleagues gossip about you? This article explores some different ways to handle that awkward situation of discovering that someone at work is talking about you, but behind your back. It is written by Joseph Grenny, author and guru on the topic of Crucial Conversations. What I liked most about the advice was the focus on responding in a way that positively influences others, thereby contributing to a healthier workplace in the longer term. Indeed, an underlying goal is to "transcend tit-for-tat reactions", which hopefully creates greater accountability and discourages similar behaviour in future. The article also highlights the potential opportunity to translate gossip into useful feedback in situations where the commentary DOES have some merit. The final point is a good one - while this approach doesn't guarantee that people will stop gossiping in future, it does guarantee that you become part of the solution rather than part of the problem. You'll find the HBR article here. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/e2ddb8be-4b3c-4add-9076-71a524183d25/jornada-produtora-UHSjj-7jPYQ-unsplash.jpg Resources - On emotional inclusion, responding to gossip, and invisible high performers - Where is the real problem? I'm jumping on the bandwagon! The "quiet quitting" one, that is. There was a day last week when it seemed my entire LinkedIn feed was full of posts about this topic. As suggested in this HBR article, this appears (in part) to be a new name for the already existing concept of "discretionary effort", which refers to putting in more effort than is required. For a long while now discretionary effort has been explored in the context of employee engagement, with plenty of research investigating those factors that contribute to whether or not employees are willing to 'go the extra mile'. This article hones in on the role that managers can play, emphasising their ability to create strong, trusting relationships and ensure that employees feel valued. It includes some interesting insights gleaned from the authors' extensive database of 360-degree survey results, which suggest some clear links between how people feel about their manager and their level of discretionary effort. For some employees, a job will always just be a "job", and other things will always take precedence. But there are also many cases where this phenomenon can be explained fairly well by this quote from the article, which states that "individuals want to give their energy, creativity, time, and enthusiasm to the organisations and leaders that deserve it." I enjoyed the prompt in the article for leaders to engage in some reflection if they feel they have a “quiet quitting” problem in their team. Is this a problem with your direct reports, or is there work for you to do as a leader? You can read the article here. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/d9ad4083-dedb-4060-890e-af79bcac5c4d/olav-ahrens-rotne-4Ennrbj1svk-unsplash.jpg Resources - On emotional inclusion, responding to gossip, and invisible high performers - How can you deal with difficult coworkers? We've all experienced the challenges of working with someone we don't find easy to get along with. Indeed, my own experiences contributed to my focus on supporting leaders and their teams to handle courageous or challenging conversations. In this podcast episode, Amy Gallo shares some of the best ways to identify, engage with, and manage yourself through periods of interpersonal conflict. Right from the start Gallo puts a caveat in place, explaining that listeners shouldn't use any of the 'types' she describes in her book to label others or talk about them in a pejorative sense. Instead, these insights should be used to build understanding and awareness around their potential needs. This sits well with me, in that I agree empathy plays a crucial role in these situations. The episode goes on to explore a range of approaches for working with people with different personalities and behavioural styles, including some tactics to explore if none of your efforts appear to be making a difference. I particularly enjoyed the insightful question posed right towards the end - what if you are the difficult person?! You'll find the episode here on the HBR IdeaCast website, or here on Spotify or Apple Podcasts. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/357a918c-138a-4fe1-851e-29a375c1acc1/aaron-blanco-tejedor-yH18lOSaZVQ-unsplash.jpg Resources - On emotional inclusion, responding to gossip, and invisible high performers - How do emotional inclusion and psychological safety come together? This interview with Amy Edmondson is full of great insights into how leaders and organisations can contribute to creating mentally healthy, inclusive, and thriving workplace cultures. Personally, I really enjoyed Edmondson's comments about the role of humility, curiosity and empathy, as well as the importance of actually listening when people speak up. She also talks about some common misperceptions relating to psychological safety, emphasising that the focus is on creating high-performing teams who constantly learn and challenge themselves (rather than sitting idly in the 'comfort zone'). The interview also includes some great advice on creating permission for candour in remote settings - a topic that Edmonson has written about previously. She suggests that leaders should explicitly call out this "handicap", inviting the team to view this as a shared challenge that can be solved collaboratively. Overall, it's a good listen for anyone interested in inclusion, emotional intelligence, or psychological safety. You can find the episode here on The Emotional Inclusion Podcast, or here on Spotify or Apple podcasts. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/2a7efe45-0a52-4b0b-a2fa-dd343229fc0e/edryc-james-p-binoya-6hCQX0LPK-E-unsplash.jpg Resources - On emotional inclusion, responding to gossip, and invisible high performers - How good are you at 'strengths spotting'? This month's resource is inspired by my current enjoyment of the team strengths program I'm facilitating with an amazing organisation. I'm about halfway through the process of individually debriefing each team member on their Strengths Profile - conversations I absolutely love given the opportunity to tap into my own strengths while doing so. This resource includes 10 tips for 'spotting' or identifying your strengths by tuning in to your own feelings of energy, excitement, and authenticity. For me, a key tip is to notice when your tone and gestures become more animated, with this being something that I often observe while conducting strengths debriefs. You can download the resource sheet here. Reach out if you are keen to explore a similar program for your team! https://www.leisamolloy.com/resources/on-big-emotions-everyday-learning-making-stress-your-ally monthly 0.5 2022-09-23 https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/43c72591-b7d4-44ac-ab05-752cc0a6e279/matthew-waring-MJAoiige14E-unsplash.jpg Resources - On big emotions, everyday learning, & making stress your ally... - How can you make feedback less threatening? This article provides a strong business case for why organisations should switch from teaching people to give feedback to developing a culture where people explicitly ask for feedback. Based on my own experience working in this space, I absolutely agree with this premise and wish more organisations would invest in this. You'll read about the neuroscience underpinning our anxiety when giving or receiving feedback, and the role that cultural pressure to be "nice" can sometimes play. Some tips on how to 'start small' in facilitating this cultural shift are also included, with a key message around the importance of leaders going first (an assertion also found in Kim Scott's Radical Candor philosophy). Finally, the article explores some key principles that can be applied when asking for feedback, along with a great model I've regularly shared on making feedback conversations more psychologically safe (the SCARF model). I really like the way the authors frame the overarching goal behind all of this as helping people to become "emotionally well-equipped" to give and receive feedback. Keen to take a look? You'll find the article here. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/24ba9811-8a19-4e80-b60a-bca5ef495c4a/emma-simpson-mNGaaLeWEp0-unsplash.jpg Resources - On big emotions, everyday learning, & making stress your ally... - How can you make stress your ally? Feeling quite relevant at the moment, this McKinsey article takes a deep dive into the science behind the human stress response, exploring ways that we can more deliberately move between 'engaged' and 'recovery' states. It includes some helpful questions for reflecting on your own stress response, as well as some simple tips for building habits that support recovery. While many of the suggestions might seem obvious, they are nevertheless difficult to practice consistently - and often the things we stop doing when feeling overwhelmed with work or other demands. A lot of the content in this article reminds me of Tony Schwartz's work on managing our energy, which I've always enjoyed. I hope the article is a good reminder to take care of yourself and others, and perhaps reframe some of your experiences around stress. You'll find it here. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1660335265573-0GHFJTFIRTTLDP1R6HFT/unsplash-image-J4kK8b9Fgj8.jpg Resources - On big emotions, everyday learning, & making stress your ally... - Is growth & learning an everyday activity in your workplace? This HBR article explores some different ways that organisations can more effectively integrate learning and development into the day-to-day experiences and workflows of employees. As you'd probably expect, this makes the learning more 'sticky' - which in turn means a greater return on investment for the organisation. I think the suggestions all make sense from both a learning and behavioural change perspective, also tackling the commonly raised issue of time. Indeed, my facilitator friends and I often talk about ways to integrate these approaches into our programs, with many of us intentionally including 'nudges' and opportunities for participants to reflect on their learning and progress. Additionally, I'm finding that both clients and participants are increasingly interested in what the article refers to as "learning meetings" or bite-sized "micro-learning" experiences, given the simplicity of getting these initiatives up and running. You'll find the HBR article here. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/eb52c748-66e2-4dcf-8f3e-b545f1b1371f/kate-sade-2zZp12ChxhU-unsplash.jpg Resources - On big emotions, everyday learning, & making stress your ally... - Are your people feeling sad, mad, or anxious? As a psychologist, some of the work I love most involves helping leaders and teams to become more comfortable talking about emotions. This podcast episode includes insights and practical tips on doing exactly this. Authors Liz Fosslien and Mollie West Duffy explore some of the reasons behind the historical reluctance to bring conversations about emotions into the workplace, as well as some small ways to begin shifting these attitudes. The conversation also includes practical suggestions on what to do if you or others are experiencing big emotions - including examples of things you can actually say to your manager or team members. A key point that really resonates for me? That these small moments of vulnerability can really help in building people's comfort in talking about emotions at work. As well as listening to the episode yourself, it's a great one to share as a way of opening up conversations about the emotional culture within your workplace. You can tune in by following the link above or visiting these Spotify or Apple podcast links. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1660335406453-HQWRXJQO5B0XQ8PXJ308/unsplash-image-YG8rZ323UsU.png Resources - On big emotions, everyday learning, & making stress your ally... - Have you tried these coaching questions? Inspired by a recent conversation with a peer, this month I'm sharing the interview that turned me into a raving Michael Bungay Stanier fan wayyy back in 2016, only a few short years into running my own little business. My colleague and I were talking about the value of simplifying things for leaders who are just starting down the path of learning something new, and how easily those of us who are immersed in topics can forget to go back to these 'basics'. This led me back to this interview, which is a great place to start for those keen to become more 'coach-like' in their approach to helping others learn and grow. You'll hear MBS talk about some simple but amazingly effective coaching questions, the importance of truly listening, and how to stay curious rather than jumping into advice giving mode. And plenty more! You can listen to the episode here on the Coaching for Leaders website, or here on Spotify or Apple podcasts. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1660335495829-MVLXZ9DXWQW52GQI5SIG/unsplash-image-56kt2kToZV4.jpg Resources - On big emotions, everyday learning, & making stress your ally... - Do you move towards 'silence' or 'violence'? One of the many books that has influenced the work I do around courageous or challenging conversations is Crucial Conversations, which I often describe to clients as a little corny in places, but definitely worth reading! I recently came across this quiz on the authors' website, which is designed to help you reflect on your typical response in situations where the stakes are high, emotions run strong, and opinions vary (the 3 ingredients of a crucial conversation). While clearly trying to encourage a purchase, it's a good opportunity to step back and reflect on the extent to which you might engage in silence (withdrawing, avoiding, masking your true feelings) or violence (labelling, attacking, controlling) in these situations. A caveat from me - the word "violence" is pretty strong, but really just refers to becoming defensive and critical of others when feeling threatened. As an FYI you don't have to share your details or sign up to take the quiz, which you can find here. https://www.leisamolloy.com/resources/on-being-defensive-healthy-disagreement-and-learned-behaviours monthly 0.5 2022-08-08 https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/945c4b45-1027-4002-8c19-5ae4c8c7c6b0/hannah-busing-Zyx1bK9mqmA-unsplash.jpg Resources - On being defensive, healthy disagreement, and learned behaviours... - How can you help employees build relationships? One of the big lessons we've learned from Covid is that the quality and depth of our relationships can significantly impact our overall wellbeing. In fact, we've known this for a while thanks to some pretty solid research in the field of positive psychology (see the PERMA model). But the last few years have really shone a spotlight on why this also matters in a workplace context. Given this, I quite enjoyed this article outlining some simple and cost-effective ways for organisations to help employees create and maintain new workplace relationships. To me, a key benefit relates to removing some of the barriers to employees initiating new connections themselves, given that many reported feeling awkward or unsure about this (in the survey conducted by the authors). You'll find the full article here. And feel free to reach out if you need a little outside help in exploring options around peer networking or mentoring programs within your organisation. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1657672876328-VO10OURJRF739L5GBNAR/unsplash-image-1k3vsv7iIIc.jpg Resources - On being defensive, healthy disagreement, and learned behaviours... - How can you encourage your team to disagree? This HBR article is an interesting read for anyone keen to strengthen levels of psychological safety within their team. The key premise is that without a degree of healthy disagreement and productive tension, your team is probably NOT operating at its best. The article explores 4 different ways to break "stale habits" and challenge habitual ways of operating, with the underlying goal of challenging team members to get outside their comfort zone and do things differently. To me, a couple of suggestions stood out as particularly important for those keen to explore this approach, with both helping to ensure that team members don't end up feeling less psychologically safe..! One relates to being transparent and explicit about why you are "raising the heat" in the first place. Another is to ensure that any potentially problematic behaviours are flagged in a very neutral, objective and nonjudgemental way - something that is often much easier in theory than in practice! Keen to read the article? You can find it here. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1657673162481-1J7M68K8SFU7FW6NNZK8/unsplash-image-26h317_UMYM.jpg Resources - On being defensive, healthy disagreement, and learned behaviours... - Are you hiring (and building) impact players? This article includes some key insights and infographics on what author Liz Wiseman describes as "impact players" - those individuals who not only do great work in the context of their own day-to-day roles, but also have an enormously positive impact on the broader team. You'll read about what tends to make impact players stand out in the first place, and some of the key qualities to look for when recruiting new team members. Another interesting piece relates to which of these attributes and behaviours are more and less 'coachable' - something I've often chatted to clients about in the context of growth, development and talent management processes. The article can be found here on the HRM website. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/b9bcf897-e204-4fcc-9dbe-80824171474f/nadine-shaabana-DRzYMtae-vA-unsplash.jpg Resources - On being defensive, healthy disagreement, and learned behaviours... - Are you being too defensive? If you are a normal, thinking and feeling human being who works as part of a team or group, then this TEDx talk is relevant to you! Jim Tamm, a former judge with decades of experience mediating disputes and conflict, shares some insights on the role that defensiveness plays in limiting successful collaboration at work. You'll hear some key ideas on why we become defensive in the first place, and the underlying fears that often prompt this kind of response. Tamm also shares advice on learning to recognise our warning signals - a key step in moderating our responses and avoiding moving into the "red zone". From my perspective as a workplace psychologist, his key messages really resonated with both my own experience and other relevant research on similar topics. I also liked Tamm's assertion on why all of this matters to organisations - ultimately, he says, "...you cannot compete externally if you can't first collaborate internally." You'll find the talk embedded at the bottom of this article on the TED website. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1657673411923-S3TH0GR9IVW435XVBVJR/unsplash-image-1FI2QAYPa-Y.jpg Resources - On being defensive, healthy disagreement, and learned behaviours... - How do you build thriving, psychologically safe teams? This podcast episode includes a great discussion with Amy Edmondson, one of the world's leading researchers on teaming, psychological safety, and organisational learning. I was inspired to share this episode given that I'm currently undertaking accreditation in the Fearless Organization Scan survey tool, which uses Edmondson's research to help organisations measure and improve psychological safety in their teams. For those who don't know much about the topic, it's a great introduction to what psychological safety is all about and why it matters. For those familiar with the concept, you'll still pick up some great takeaways given the increasingly important role that psych safety plays in modern organisations. One of my favourite parts of the episode is where Amy talks about the fact that we are all "fallible human beings living in a fast-changing, uncertain, interdependent world" - a good reminder for us all! You can listen here on the podcast website, or here on Apple podcasts or Spotify. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1657673467843-G554K67O1WC7DX37ZZR3/unsplash-image-voQ97kezCx0.jpg Resources - On being defensive, healthy disagreement, and learned behaviours... - Are your strengths actually 'learned behaviours'? This month I wanted to share a link that takes you to one of my favourite strengths tools - the Strengths Profile questionnaire. While there are several great strengths tools out there, I've always enjoyed the fact that this tool digs deeper into the role that energy plays in determining a true 'strength' versus a 'learned behaviour' - something you are good at but don't feel particularly energised by! My inspiration for sharing this? I'm about to kick off a strengths program with a large team, and am excited about exploring this with my participants and 'mapping' different strengths across the broader team. Following this link will take you to the Strengths Profile website, where you can take the survey and explore these ideas through a free starter version of the report. https://www.leisamolloy.com/resources/on-authenticity-hybrid-leaders-helping-others-to-change monthly 0.5 2022-07-09 https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/4e0d7abe-cf93-4fcc-ae35-3b7302ad11df/noah-naf-qhfxY3X6JV0-unsplash.jpg Resources - On authenticity, hybrid leaders, & helping others to change... - How can you be authentic without oversharing? We all know there are benefits in showing up as our 'true' selves at work, but how far is too far? This article contains some valuable insights on getting the balance right between being authentic and oversharing - or sharing too much too soon (known as "floodlighting" in Brene Brown's work). It includes some good prompts on different factors you should consider, such as the nature of the relationship and what might be appropriate to share (or withhold) in different contexts. I think it's a good reflection piece for those considering how to set the right boundaries, also serving as a reminder that for leaders, even the smallest 'throwaway' comments can have an outsized impact. Read the article here. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/0bea86a5-39a1-4378-9b42-a03a0139401a/luca-bravo-9l_326FISzk-unsplash.jpg Resources - On authenticity, hybrid leaders, & helping others to change... - How can you build stronger hybrid leaders? This seems to be the all-important question at the moment, as everybody adjusts to the new version of the "new normal"! This article includes suggestions from a range of experienced academics on the fundamental skills required to operate successfully in a hybrid world. To me, many of them seem important from the perspective of creating a more 'human' workplace - listening, engaging in dialogue, creating psychological safety, and seeking to understand individual differences. An underlying theme relates to staying open and curious rather than making assumptions about others' needs and wants. You can read the article from AHRI (the Australian HR Institute) here. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/7369b68b-78a0-4481-99d9-85496b785136/chaitanya-pillala-zDDdoYqQ64U-unsplash.jpg Resources - On authenticity, hybrid leaders, & helping others to change... - Do you use emojis to connect with your team? This week I ran a workshop on the big, broad topic of communication, with this including some discussion on what non-verbal cues look like in situations where we are communicating digitally (rather than in person). Personally, I find this topic really interesting given how easily we can misinterpret others' tone and intention. As such, I quite liked this article exploring ways that leaders can use emojis to strengthen connection, build emotional agility, and reinforce their key messages. If you aren't all that sure about using emojis, the author also shares some tips on 'playing it safe' to avoid miscommunication! https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/4a0f1b3b-6cd5-4d81-ad45-999fabca2ed8/pablo-varela-hEw2qUhk-fw-unsplash.jpg Resources - On authenticity, hybrid leaders, & helping others to change... - How can you avoid (inadvertently) being a 'bad' boss? This podcast interview digs deeper into some insights from a previous FastCompany article with a similar title. At first it seems like a cautionary tale about the specific things you shouldn't do as a leader. But the key message is actually about building high levels of self-awareness and actively seeking to uncover your 'blind spots'. Indeed, the discussion includes a few examples of leaders who thought they were doing great, but in fact were inadvertently undermining others' confidence and performance. In my consulting and coaching work I've often delivered 360s via a 'deep dive', qualitative process, using 1-1 interviews to explore the impact senior leaders are having on those around them. The comments in this interview very much align with my experience in doing this kind of work, in that some new and useful perspectives are often uncovered. You can find the episode here on the FastCompany website, or here on Apple Podcasts or Spotify. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1efd6f12-19d8-48a3-b505-ec2ca35156eb/sydney-rae-geM5lzDj4Iw-unsplash.jpg Resources - On authenticity, hybrid leaders, & helping others to change... - How can you help others to change? This discussion is an interesting one for anyone whose role involves supporting others to make meaningful, sustainable change. On the surface, it's about the step-by-step process you can take to tackle these people-related change scenarios. At a deeper level it is actually about being more aware of your own intentions, attitude and approach - and being a genuinely supportive ally rather than a critic. One simple but insightful 'nugget' of wisdom is to seek permission before entering into these types of conversations, rather than simply assuming that others want your help. Another piece I really liked was the reference to exploring what are known as 'competing commitments' from an immunity to change perspective - i.e. underlying drivers and motives that reinforce inertia and potentially undermine behavioural change. Listen to the episode here on the How to be Awesome at Your Job website, or here on Apple or Spotify. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/e7a41c8d-d81d-4929-bbd5-5c1f82c086c9/nick-bolton-TyLPn4kYVpQ-unsplash.jpg Resources - On authenticity, hybrid leaders, & helping others to change... - Which of these 'mental shortcuts' does your brain take? If you enjoy exploring ways to challenge your own thinking, you may enjoy exploring this month's resource. It's a handy infographic outlining 18 different cognitive biases that can impact our thinking, typically resulting in less robust decisions and an increased level of risk. One of my favourites has always been the "blind spot" bias - where you believe you are less prone to bias than everyone else! In fact, this is a pretty short list – there are many, many more. Keen to take a look? You'll find it here. https://www.leisamolloy.com/resources/on-feedback-triggers-de-energising-leaders-giving-kudos monthly 0.5 2022-06-10 https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/91b2c55c-0aae-4e1f-86f4-e0bde3d17d3c/stay+conversations.jpg Resources - On feedback triggers, de-energising leaders, & giving kudos... - How can you ask your employees if they are happy? This article includes some practical suggestions for conducting effective "stay conversations" with employees, as a way of gauging the extent to which they are having a positive and satisfying experience of work. One thing I really liked about the article was the strong focus on asking open-ended "what" and "how" questions to dig deeper and build additional insight. Indeed, these are the types of questions I often encourage leaders to ask across a range of different 'leadership conversations'. A quote from the article that I particularly enjoyed was this - "While this may feel like “extra work” that you may not have time for, in reality, you don’t have time not to have a stay conversation. Remember, it is the simplest actions that often have the biggest impact." You can read the HBR article here. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/4c2b48e4-2b70-4ce7-8742-61f22aebe722/ernergising+leaders.jpg Resources - On feedback triggers, de-energising leaders, & giving kudos... - Do your leaders energise or de-energise others? This is the key question posed by this HBR article, which explores the impact that "positive relational energy" can have on employee engagement, satisfaction, well-being and performance - as well as a range of broader organisational outcomes. It's an interesting read for those keen to take a very 'human' approach to leadership, especially when connecting these ideas to other research and thinking around emotional culture, managing your energy, and the fundamental role of social connection. The authors share a simple tool for measuring your impact on others, which simply involves asking others "When I interact with this person X in my organisation, what happens to my energy?” Here is the article. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/9bea5b0a-2ad5-4bb6-9553-0333e866df7e/effective+communication.jpg Resources - On feedback triggers, de-energising leaders, & giving kudos... - How good is communication in your workplace? This Atlassian article on the various ways that communication can go wrong is an 'oldie' but a 'goodie'! It's one that I've recently revisited given a communication program I am currently co-creating with a client. While a little silly in parts, I think the article effectively highlights the fact that communication is not straightforward - it isn't simply a case of "a thought in my brain becomes an understanding in your brain.” Instead, there are allllll sorts of ways that noise and interference can get in the way, resulting in the message received being very different from the one you intended to send! If you want to read the "no-BS guide for people who suck at communicating with coworkers", you can find it here. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/02dc8c38-c135-4499-96e9-7739ede7d01f/receiving+feedback.jpg Resources - On feedback triggers, de-energising leaders, & giving kudos... - Could you get better at receiving feedback? As many of you may know, I often run programs on feedback & coaching skills, with a focus on helping leaders to navigate these conversations in a more 'human' and connected way. One of the things I'm most passionate about when it comes to this topic? Also teaching leaders and their teams (everyone, in fact!) how to effectively receive and utilise feedback. In this short video, author Sheila Heen talks about this, outlining a couple of key ideas from one of my favourite books. I've always enjoyed the way she explains one of the big reasons as to why we find feedback SO difficult to hear at times, saying "We all want to learn and grow, but at the same time we want to be accepted and respected the way that we are now." Here's the short video exploring these common reactions to feedback. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/929130ea-5241-4fd6-b46f-aa0cded52c7a/emotions+at+work.jpg Resources - On feedback triggers, de-energising leaders, & giving kudos... - Do you give yourself 'permission to feel'? In last month's newsletter, I mentioned the recent addition of the Emotional Culture Deck to my toolkit, sharing an article on the topic of emotional culture. If you enjoyed that content you are also likely to appreciate the insights shared in this podcast episode. It's an interview between author Marcus Brackett and none other than the amazing Brené Brown. Not surprisingly, the conversation is jam-packed with interesting content on the various ways that emotional literacy (i.e. being able to recognise, name, and understand our emotions) affects everything from learning, decision making, and creativity, to relationships, health, and performance. Many of my colleagues consider this to be one of the most important conversations on this topic - I hope you enjoy it too! You'll find the episode here on Brené Brown's Unlocking Us website, or here on Spotify. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/a6537c0c-e388-406b-bb05-b58478d4c119/celebrate+team+wins.jpg Resources - On feedback triggers, de-energising leaders, & giving kudos... - What are some simple ways to celebrate your 'wins'? Recently, I stumbled across this cool Mural template while preparing some resources for a client workshop. It's a "Kudos wall" that can be used by teams and groups to acknowledge and celebrate individual and collective wins and successes. Personally, I love the idea of taking time to actively engage in this process, and feel that templates like this make it much easier to do so. If you do decide to use this tool, I just have one suggestion - to further customise the template cards so that appreciative feedback and comments are more specific and meaningful for those receiving them. Indeed, I'm planning to do exactly this for my own clients! You can find the Mural template by following this link and creating a free account if you don't already have one - enjoy! :-) https://www.leisamolloy.com/resources/on-emotional-culture-healthy-workplaces-and-the-role-of-pace-space-and-grace monthly 0.5 2022-05-12 https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/c41e1b41-9ed3-49bb-8526-04069280c7ab/unsplash-image-FC4z3l4sUYc.jpg Resources - On emotional culture, healthy workplaces, and the role of pace, space and grace... - How would you describe your emotional culture? As some of you might have seen through this LinkedIn post, I’ve recently added the Emotional Culture Deck to the toolkit I use when helping leaders and organisations to have more 'human' conversations. Given my immersion in the topic of emotional culture, I wanted to share the article that inspired the ECD’s founder (Jeremy Dean) to create the deck. The article explores the significant role that emotions can play in the workplace, with how people feel impacting a range of different individual, team, and organisational outcomes. I really like the emphasis on considering those small, seemingly intangible ‘micro-moments’ that make up everyday life within a team or organisation, with my experience suggesting these are often overlooked. I also agree with the assertion that when people are experiencing so-called “negative” emotions, it’s important to listen with curiosity and openness rather than trying to suppress these. Something I don’t like as much about the article is the repeated labelling of emotions as “positive” or “negative”. Personally, I believe that all emotions can provide us with valuable insights, regardless of how comfortable they feel in the moment. Keen to read the article? You can find it here on the HBR website. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1649974838985-O6BK6CVLS1BKA0UWSYCO/unsplash-image-sxiSod0tyYQ.jpg Resources - On emotional culture, healthy workplaces, and the role of pace, space and grace... - How do you tell a colleague they’ve screwed up? As you’ve probably noticed from previous newsletters, I always enjoy an article that includes suggestions on what to actually say during challenging or uncomfortable conversations. Even if they don’t feel exactly right, having some words to play with can be a good starting point for figuring out what you might say in your own, authentic way. This brief article does exactly that, suggesting some direct but supportive ways to alert your co-workers to potential mistakes. What I like most about this article is the focus on making the feedback about the work (not the person), and showing some vulnerability through sharing your own previous mistakes. When coming from a genuine place, these strategies can help to demonstrate your positive intentions in providing the feedback, making the feedback feel 'safer' for the other person. You can read the article here. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1649974653030-K76A84TPW83YKEI75PCQ/unsplash-image-iAVTikZXqR0.jpg Resources - On emotional culture, healthy workplaces, and the role of pace, space and grace... - How do you handle conflicting viewpoints? This article includes some good 'food for thought' on how leaders can encourage and rather than either/or thinking where different views exist. It's a really short article that gets right to the point - without all of the usual stories and examples along the way. Indeed, I found myself reading it a couple of times to absorb the key messages. To me, these key messages relate to the behaviours most likely to facilitate a culture that actively embraces healthy conflict and debate. To name a few, these include strengthening self-awareness by observing and 'owning' your own reactions, and using inclusive language as a way of recognising potential complexity. How consistently do you (or your leaders) display these different behaviours? You can ponder these questions while reading the article here. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/881fb7f2-9977-4298-8ce8-93122d915360/unsplash-image-kcRFW-Hje8Y.jpg Resources - On emotional culture, healthy workplaces, and the role of pace, space and grace... - How healthy is your organisation? Not surprisingly, many organisations have been exploring different ways to support employees’ wellbeing over the last few years, with this becoming increasingly important as the pandemic goes on (and on and on…!). I quite enjoyed this discussion from Josh Bersin on what healthy workplaces look like, and how to move beyond more traditional ways of supporting wellbeing. Bersin talks about the 4 different levels of wellbeing 'maturity' uncovered in their recent research, emphasising the critical message that “keeping employees healthy takes more than adding benefits or wellbeing programs”. While organisations can provide all of these perks and programs, it simply won’t be enough if people are still overwhelmed and exhausted because the organisation is asking too much, the work isn’t designed well, or people don't have sufficient clarity from their leaders. You can listen to the discussion here via the Josh Bersin website, or here on Spotify or Apple podcasts. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1649974354022-R6F9AD5Z2LG5XO4LA4XZ/handling+challenging+conversations Resources - On emotional culture, healthy workplaces, and the role of pace, space and grace... - What role do "pace, space and grace" play in challenging conversations? Given my work in this area, I thoroughly enjoyed this fast-paced conversation on approaching feedback conversations in a more thoughtful, curious and connected way. The episode is full of great suggestions on making these conversations more 'human', in part through recognising, honouring and actively acknowledging the emotional experience of those involved. Other themes relate to the value of slowing down, creating space for reflection, and considering ways to start these conversations from a place of connection. I also enjoyed the focus on more actively considering the role of the feedback receiver, rather than only the person sharing the feedback. Indeed, this is something I always ask my clients about when running programs on Feedback Conversations. Overall, it's a great listen for anyone who is keen to strengthen their skills and comfort in handling these kinds of situations, and one which I'll be adding to the list of follow up resources for my own participants. You'll find the discussion here on the Think Fast, Talk Smart website or here via Spotify or Apple podcasts. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/cfba99f0-4716-40ca-9715-8d1324510725/keeping+conversations+on+track Resources - On emotional culture, healthy workplaces, and the role of pace, space and grace... - How can you keep conversations on track? This month I'm sharing a simple one-pager developed for participants in my Level Up Your Listening program. I put this together in response to some conversations about ways to politely interject when someone was "hijacking" the conversation, or there was a need to steer the discussion back towards its original intent. Interestingly, many participants found that as they increased their focus on listening and making space for others, this tended to happen more often - creating an interesting tension for them to navigate. The resource includes some simple suggestions on strategies to try and things you might say, all aimed at getting the conversation back on track while still acknowledging others' contributions. As always, the suggestions can be adapted to suit the context and your own, authentic style. You can download the free one-pager here. https://www.leisamolloy.com/resources/on-managing-conflict-return-to-office-messages-and-being-put-into-a-box monthly 0.5 2022-04-06 https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1646435309868-LU7UWNVVFKH6U5KFQM3X/How%2Bdo%2Byou%2Brespectfully%2Bdiscuss%2Bcontentious%2Bissues%2Bat%2Bwork.jpg Resources - On managing conflict, return to office messages, and being put into a 'box'... - How do you respectfully discuss contentious issues at work? This HBR article was bound to make it into my newsletter given the focus on handling tricky workplace conversations! It's an interesting exploration of the 'stories' our minds tell us when raising an emotionally or politically risky issue, and how this can generate uncomfortable emotions that we then bring into the conversation, potentially exacerbating any conflict (argh!). Some strategies for mitigating this are also covered – maintaining curiosity, creating psychological safety, and sticking with the facts when talking about others' behaviour or actions. A statistic that I found interesting was that in the authors' recent survey of over 1400 people, 9 out of 10 reported feeling emotionally or physically unsafe to speak their mind at some point over the last 18 months - wowsers! The article was written by one of the authors of "Crucial Conversations", a book that I regularly revisit and recommend to clients when delivering challenging conversations programs. You can find the article here. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1646435351555-OX4FM3ZLQG6GARDM6TPC/Have+you+been+put+into+a+box.jpg Resources - On managing conflict, return to office messages, and being put into a 'box'... - Have you ever been put into a 'box'? My desire to share this article was sparked by a recent conversation with another psychologist, where we vented our frustrations around the ongoing practice of using unreliable "type" indicators when exploring personality. By this, I mean those personality tools and assessments that put people into one of a few previously defined 'boxes' or categories based on their results (e.g. red or blue, D or S, right-brain or left-brain, introverted or extraverted, etc.). Personally, I'm not a huge fan of this approach. While usually well-intentioned, my experience suggests that these tools can be quite limiting and often miss the point when it comes to building greater insight around yourself and others. As noted in the article, "there is really no such thing as a type - every personality trait is on a continuum, and it is very rare to be on one extreme or another." You can find the article by organisational psychologist and Wharton professor Adam Grant by following this link - I hope you enjoy the mix of humour and evidence that is typical of Grant's style! And if you want to dig a bit deeper you can also read Grant's other article on the same topic. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1646434893716-DQHF1255T13RFEVZRWW7/Are+your+return+to+office+messages+missing+the+mark.jpg Resources - On managing conflict, return to office messages, and being put into a 'box'... - Are your "return to office" messages missing the mark? Over the last week I've had a few conversations with clients on this topic - but with an acknowledgement that we were having the exact same conversation at around the same time last year, and then everything changed again (another argh!) Nevertheless, this McKinsey article might be helpful for some. It includes some insightful suggestions on having thoughtful, two-way conversations with employees about returning to the office, with the authors suggesting five key strategies for getting this 'right'. To me, the headlines make a lot of sense – these include getting clear on your "why", recognising that one size does not fit all, and treating this as an engagement rather than a one-way communication. Another key message relates to acknowledging the impact of this change, because it is, in fact, yet another change that employees need to navigate. You can find the McKinsey article here. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1646435220552-JHCFYC7R3U8W6F82L6N7/Want+to+have+better%2C+deeper+conversations.jpg Resources - On managing conflict, return to office messages, and being put into a 'box'... - Want to have better, deeper conversations? Is becoming a better listener one of your development goals? And do you enjoy listening to music? If you said "yes" to both of those questions, you'll probably enjoy this TED talk where musician and podcast host Hrishikesh Hirway draws out some clever parallels between listening to music and engaging in conversations. A key message is that every conversation has the potential to go deeper, allowing us to better understand others - if only we just stop and truly listen. Hirway makes a great point on the topic of multitasking when he says "Imagine trying to listen to a song while singing a different song in your head. You can't do it, or you can't do it well." He also makes a great point about the common mistake of jumping in with your own story as a way of connecting with others - but you'll have to listen to hear that one! If you are keen to watch you can find the TED talk here. Many of the key points from Hirway's talk have also been included in this article about having better, deeper conversations. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1646435245403-0JSLDLNT5F3SHB9BDCCS/How+can+you+more+effectively+manage+conflict.jpg Resources - On managing conflict, return to office messages, and being put into a 'box'... - How can you more effectively manage conflict? It's no secret that I'm a huge fan of Adam Grant's work, as evidenced by sharing another piece of his content this month! This episode from his WorkLife Podcast includes an exploration of the science behind managing individual and team conflicts, in part through better understanding what our clashes are actually about. I really enjoyed the deep dive into different types of conflict (task, relationship, and status conflict), agreeing that different strategies are often required to tackle these. As always, Grant includes some interesting 'real life' examples to illustrate his key points. You'll hear about the benefits of travelling down the ladder of inference, building self-awareness and 'other awareness', and gaining clarity around individual roles and expectations. I'm a big believer in the value of leaders and their teams having conversations about some of this upfront - before it reaches the point of becoming a problem. If this is something you are interested in doing with your team, be sure to reach out. You can find the podcast episode here on the Work Life website, or here on Spotify or Apple Podcast. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1646435392460-431SWZONVUC3KHNNLW6L/Are+you+demonstrating+these+%27marble+jar%27+behaviours.jpg Resources - On managing conflict, return to office messages, and being put into a 'box'... - Are you demonstrating these 'marble jar' behaviours? This month's resource has been inspired by the many conversations I've been hearing lately about trust (or rebuilding trust) in the workplace. If you are a Brené Brown fan, you've probably seen this before - if not, it's definitely worth checking out. One of the great resources available via the Dare to Lead hub, the BRAVING inventory can be used in a few different ways by leaders and groups. It can be used as a self-reflection tool - e.g. How consistently do I demonstrate these behaviours? What would others say? Or as a conversation guide for exploring trust behaviours within groups or teams - e.g. What would we be consistently doing and saying to demonstrate these attributes? What might get in the way for us? For those keen to watch or revisit the story behind the BRAVING acronym, you might also enjoy this video. https://www.leisamolloy.com/resources/on-arrogance-resistance-to-change-and-getting-people-talking monthly 0.5 2022-03-03 https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/532e2280-bcae-4e4e-a18b-f4ac9cd88650/Feb+22+image+1.jpg Resources - On arrogance, resistance to change, and getting people talking… - Have you asked these questions recently? Given the day-to-day nature of my work, I often hear stories of employees feeling dissatisfied and unhappy at work. A common theme is that while many don't feel particularly comfortable initiating discussions about their concerns, they would do so if someone actually took the time to ask (and listen!). This article emphasises the importance of regularly asking your team members some important questions before it's too late (and they suddenly become the questions asked in an exit interview!). More specifically, author Susan Peppercorn suggests five key questions that leaders can proactively ask to gauge current engagement and satisfaction levels. Each relates to one of the factors that we know from research can motivate employees to stay within organisations - such as opportunities for growth, having a strong sense of purpose, and effectively utilising strengths. As you'd expect, I'm a big fan of leaders regularly having these kinds of conversations, with many similar questions included in the resources I share with participants in my Career and Development Conversations programs. Keen to explore the article? You can find it here via the HBR website. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/cef39959-8a8d-482e-8f7a-31965c26def5/Feb+22+image+2.jpg Resources - On arrogance, resistance to change, and getting people talking… - What kind of support do your emerging leaders need? This is the key question explored in this research report from the Center for Creative Leadership (CCL). Based on the responses of over 10,000 participants, the report emphasises 3 strategies that can help organisations to build a strong pipeline of emerging leaders. An interesting finding was that many reported significant concerns about taking on a leadership role, with 46% feeling they won't have the psychological safety to take risks or make mistakes. The article also emphasises the importance of providing ongoing, scaffolded learning and development opportunities, especially for first-time leaders who've been promoted based on their prowess as technical or functional experts. Indeed, this is a challenge I often hear about in my work with emerging or new leaders in knowledge-based industries. The report also includes some practical tips for addressing common challenges at both the team and organisational level. To access the report, you'll need to share your details and download the report from the CCL website. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/0e7eaeec-be45-42e4-aa8d-2ef0d3717515/Feb+22+image+3.jpg Resources - On arrogance, resistance to change, and getting people talking… - Have you ever worked for an arrogant leader? This article is written by two big 'names' in the organisational psychology world, including Amy Edmundson, best known for her significant research and insights on the topic of psychological safety. It's a quick read with some clear advice on how to navigate the unfortunate scenario of working with someone who is seemingly 'blind' to their own limitations, significantly overestimating their own skills and talents. Personally, I liked the emphasis on focusing on what is within your control in these situations, and seeking to remain neutral or indifferent rather than challenging others' egos. The article also includes some interesting insights on why these situations tend to occur in the first place, quoting some well-established research findings on common cognitive biases. You can find the article here. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/5b750f7a-e4fb-41f7-9211-9608917e88be/Feb+22+image+4.jpg Resources - On arrogance, resistance to change, and getting people talking… - How do you get people talking? Being the 'conversations' geek that I am, I really enjoyed this podcast episode on different strategies for having more meaningful, in-depth discussions. Author Andrew Warner talks about getting clear on your intentions, acting as a 'guide' during conversations, and the many nuances associated with effectively getting people to open up and keep talking. They also cover the importance of "going first" and being open and vulnerable yourself, but without this leading to an expectation that others should immediately feel comfortable doing the same (it doesn't always work that way!). Amongst other things, you'll learn an interesting and simple technique for inviting others to say more - an approach which I personally think is a great way to remain in the curiosity 'zone' during important conversations. You'll find the episode here via the Coaching for Leaders website, or here on Spotify or Apple podcasts. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1644271087320-ESZN60Y7TVILBHUQKTSA/Feb+22+image+5.jpg Resources - On arrogance, resistance to change, and getting people talking… - Are you encountering resistance to new ideas? Does your role involve influencing others' thinking and behaviour? Or trying to get people on board with change? If so, you might enjoy this conversation around the psychological barriers that often lead people to resist new ideas. Organisational psychologist Loren Nordgren shares some great insights on the role that inertia plays during periods of organisational change, and why uncovering and addressing sources of friction is so important. Being the geeky psychologist that I am, I particularly enjoyed the discussion about "reactance" - a very common, human response to being 'pushed' or coerced by others. Other key takeaways relate to the value of asking "yes" questions and creating opportunities for others to be the "authors of change". You can listen to the Hidden Brain podcast episode online by following this link or visiting Spotify or Apple podcasts. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/015f2569-288a-4751-8000-d1d1c41c94d5/Feb+22+image+6.jpg Resources - On arrogance, resistance to change, and getting people talking… - How will you work together? Has your team ever had an explicit conversation about how you'll communicate, collaborate, and support one other? Have you agreed on behaviours that do and don't support your overall effectiveness as a team? If not you might enjoy this Atlassian 'playbook' on working agreements, one of the many resources designed to facilitate more structured and meaningful conversations within groups and teams. Personally, I think it's a great time to have these kinds of conversations, given that we're at the start of another year likely to be full of 'ups and downs'. For those who are keen to explore the playbook, you can find it here. https://www.leisamolloy.com/resources/on-burnout-good-listening-emotional-support monthly 0.5 2022-02-05 https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1639166382571-ALNI6LLP9VPVDTE7F2JB/Dec+%231+emotional+support.jpg Resources - On Burnout, Good Listening & Building an Emotional Support Network - Do you have an emotional support network at work? As this article states in the opening paragraph, "Everybody, from entry-level professionals to C-suite executives, needs support at work from time to time." As both a psychologist and someone who has worked in leadership development for many years, I tend to agree. This is why I enjoyed this Atlassian article exploring the benefits of building a network of trusted people who can offer emotional support at work. One part that particularly resonated? The importance of having a safe place in which to do some "healthy venting". Indeed, this is something that I've often seen go wrong for leaders who don't have an appropriate outlet for doing so, or who engage only with people who tend to add fuel to the fire. I also liked the emphasis on getting clear about the kind of support you need before engaging others. You'll find the article here via the Atlassian blog. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1639166325395-UWLG36O3JBBVRPV6XHEG/Dec+%232.jpg Resources - On Burnout, Good Listening & Building an Emotional Support Network - Have you ever used a phrase like this? The first thing I need to say about this article is that I really don't like the 'clickbait' style headline - argh! But if you put that aside, the article itself is a good reminder of how becoming more emotionally aware can support leadership effectiveness. I quite liked the examples of things you can actually say to pause, slow down, or take a moment to recognise what is going on emotionally during a conversation (for either yourself or others). Have you ever used any phrases like these? You can read the article here – again, ignore the unrealistic promises in the headline! :-) https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1639166271351-54M4SWOG2D1LPOE1AWBB/%233+don%27t+like.jpg Resources - On Burnout, Good Listening & Building an Emotional Support Network - Do you work with someone you don't particularly like? This HBR article explores a scenario that many find tricky - working with someone that you don't particularly like or respect. More specifically, it includes a number of prompts for handling these situations, with a strong emphasis on building self-awareness and challenging your own beliefs. Indeed, the author reminds us of the strong role that our unconscious biases can play, and the fact that our 'social brains' often begin keeping a "file" of others' (perceived) wrongdoings in an effort to keep us safe. It's a good reminder to keep asking yourself some important questions posed in the article, e.g. What exactly are you reacting to, and why? What don't you know about the other person? What strengths do they bring to the table? What is the most productive and respectful way to handle this scenario? You can read the article here. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1639166203324-UW2TKBGBVPOB7FX5KIXK/Dec+%234+listening.jpg Resources - On Burnout, Good Listening & Building an Emotional Support Network - What actually makes a good listener? This month I'm sharing something a little bit different - an interview I did around a year ago on the topic of listening. Really, it was less of an "interview" and more of a 'deep dive' conversation with my friend and mentor Nick Hughes on what good listening looks like, why it can be so difficult, and some of the behaviours, skills and habits that can help to build your listening 'muscle'. We also chatted about the importance of listening more intentionally, becoming more curious, and putting our own judgments and assumptions aside. If you are keen to listen (haha - see what I did there!?), you'll find a video version on YouTube via this link or an audio version via this link. Hopefully someone else enjoys nerding out on this topic as much as we did...! https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1639166087833-Z1OA3L6BML9HXX9E4MQ4/Dec+%235+burnout.jpg Resources - On Burnout, Good Listening & Building an Emotional Support Network - Are your people experiencing burnout? In this podcast episode, Dr. Christina Maslach explores the question of what burnout really is - a combination of exhaustion, negative feelings about the job or workplace itself, and a lowered sense of self-efficacy. She also outlines 6 different factors that contribute to burnout when a mismatch exists (workload, reward, control, community, fairness, and values). Finally, you'll also hear about some different ways in which the pandemic may have contributed to burnout, and where organisations often go wrong in trying to address it. I think it's a great discussion of this important topic, especially for those in people related or leadership roles. You can listen to the podcast interview via the Speaking of Psychology website, or here on Spotify or Apple podcasts. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1639166018962-VW9TI0GXISSSEYKLLVEH/Dec+%236+emotional+vocab.jpg Resources - On Burnout, Good Listening & Building an Emotional Support Network - How good is your emotional vocabulary? This month's freebie is a simple one-pager that can help to build "emotional literacy", which refers to the skill of accurately identifying & naming your own or others' emotions. Along with a few other resources, it is something I often share with coaching or workshop participants who are learning to use more reflective statements with others (e.g. "It sounds as though you are feeling..."). To download a PDF version of the resource sheet, simply follow this link. https://www.leisamolloy.com/resources/on-attunement-not-listening-being-a-user-friendly-leader monthly 0.5 2021-12-10 https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/582960fd-9054-450e-b626-2216618216dd/%231+basics.jpg Resources - On Attunement, (not) Listening, & Being a "User Friendly" Leader - How do we get back to the 'basics'? I really enjoyed this HBR article on what the authors refer to as "one of the most fundamental social skills: attunement, or the ability to be aware of your own state of mind and body while tuning in and connecting to another person." In particular, the article emphasises the importance of reconnecting with others as employees begin returning to the office and resuming in-person interactions. Personally, I think it could be argued that this is always relevant, regardless of the context! As you can imagine given the work I do, I particularly enjoyed the focus on fully 'tuning in' to both yourself and others, and mentally and emotionally meeting others where they are 'at'. I also agree with the assertion that working on these skills often increases your ability to be heard by others, with this tackling the question of why one should "go first" when it comes to these behaviours. To read the HBR article, follow this link. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/c1160503-4a8e-4407-a7f9-db1949248541/%232+user+experience.jpg Resources - On Attunement, (not) Listening, & Being a "User Friendly" Leader - Are you a "user-friendly" leader? I also quite liked this article, which puts an interesting 'spin' on the importance of leaders being more intentional, deliberate and self-aware in their approach to working with others. When interacting with you, do others have a satisfying and rewarding "user experience"? Do they leave feeling motivated, trusted, empowered and included? Or frustrated, confused, uncertain? The author also outlines some key components of creating a positive user experience, drawing parallels with the importance of these same qualities in leaders. Personally, I think the five qualities listed tie together quite nicely - what do you think? You can read the Forbes article here. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/819e6f1a-6dbf-4510-bd66-e9ca82115cc6/%233+to+read.jpg Resources - On Attunement, (not) Listening, & Being a "User Friendly" Leader - Are your new leaders making these mistakes? While pitched at a very specific audience, this article captures some of the common challenges faced by those moving from an individual contributor to a first-time leadership role. Personally, I liked the emphasis on the critical shifts in thinking and behaviour required to successfully make this transition - many of which are simple in theory, but much more difficult in practice! It's a good 'primer' for those in similar industries who are just beginning to explore these key leadership skills (e.g. delegating to and empowering others, sharing feedback, communication, etc.). A shout out to the client who shared this with me - thanks! You can find the article here on Medium, or over here on the LeadDev site. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/30387193-f400-4464-87c2-a3c44654ee12/%234+manage+other+managers.jpg Resources - On Attunement, (not) Listening, & Being a "User Friendly" Leader - How do I manage other managers? This podcast episode also relates to leadership shifts and transitions. It's a recording of a 'real life' session between leadership coach Muriel Wilkins and an individual making the leap from being a manager to being a "manager of managers". Why did I find it interesting? Because the conversation highlights several key challenges experienced by many of the leaders I work with - e.g. trying to provide clarity and direction for team members while simultaneously receiving only limited information on broader organisational objectives. Another relates to the importance of defining what "success" looks like, and how to add value in this new position when typically rewarded for doing the "doing". Many of the key questions were similar to those I often explore with coaching clients - How should I be spending my time? What do I need to let go of? What does being a coach to others look like? What does it mean to develop and grow others? How have my stakeholder relationships changed? You can find the episode here via the HBR website, or here on Spotify or Apple podcasts. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/59ce27d5-0a9c-47e9-bae0-e08140c8bc24/%235+listening.jpg Resources - On Attunement, (not) Listening, & Being a "User Friendly" Leader - What gets in the way of listening for you? This month I'm sharing something a bit different - a couple of entertaining videos on the topic of listening. Or more specifically, not listening! Given my nerdy passion around the topic of workplace "conversations", I'm pretty excited to have recently kicked off a Level Up Your Listening program within an existing client organisation. I enjoy injecting a bit of humour into my programs, so am sharing these videos as we explore the topic of common barriers or sources of 'inference' when trying to listen. This one is an example of what I often refer to as mind wandering, where we tune out or lose interest while others are speaking. This one is an example of mind reading, where we fall into the trap of assuming we know exactly where the conversation is going or what others are going to say. I hope you get a few laughs from them! https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/cf819b14-d383-4244-b972-2a2bd92f425c/%236+challenging+convos.jpg Resources - On Attunement, (not) Listening, & Being a "User Friendly" Leader - Do you need to initiate a "difficult" conversation? A few weeks ago I had the privilege of presenting to the She Loves Data community on the topic of navigating challenging conversations. As well as talking through the very 'human' reasons we often shy away from these conversations, I shared a framework that can be used to raise a tricky issue and open up a two-way dialogue. This specific framework comes from Susan Scott's Fierce Conversations book, and is one I sometimes use in my Challenging Conversations programs (depending on the context). This month's resource outlines this step-by-step approach to crafting what is referred to as an opening statement, and also includes some reflection questions and a fillable worksheet. You can download the freebie by following this link. https://www.leisamolloy.com/resources/on-self-awareness-languishing-being-liked-and-the-great-resignation monthly 0.5 2021-11-23 https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1634221013182-FEBQA3711QWLO59ETE8O/%231+great+attraction.jpg Resources - On Self-awareness, Languishing, Being Liked, and the "Great Resignation" - Will you choose the "great attrition" or "great attraction"? Right now, the so-called "great resignation" is a hot topic of discussion, with record numbers of employees leaving (or considering leaving) their current employers. This McKinsey article provides some interesting insights into where many organisations are going 'wrong' in retaining talent. In particular, the authors assert a strong need for companies and their leaders to develop a greater appreciation and understanding of what their people really want. In their view, many are making incorrect assumptions around the factors driving attrition. Personally, I enjoyed the challenge posed to leaders around asking themselves some key questions to reflect on what might be really going on. Do we tend to 'shelter' toxic leaders? Do we have the right leadership capability in place? Are we genuinely showing appreciation for our people? I also enjoyed this quote, which summarises the central message of the article - "Our research suggests that executives aren't listening to their people nearly enough. Don't be one of those executives." You can read the article via the McKinsey website here. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1634221050046-4PQBWFYNWWAYVR6HE9AK/%232+liking+you.jpg Resources - On Self-awareness, Languishing, Being Liked, and the "Great Resignation" - Do you worry too much about people liking you? Given the work I do around handling challenging and feedback conversations, it was inevitable that this article would make it into the newsletter! It includes several arguments for why leaders need to build their comfort with handling conflict and challenging conversations, despite fears of being disliked. To me, many of the key points align with the philosophy of clear is kind - the idea that you aren't doing people any favours by avoiding feedback about what isn't working well. I also agree with the assertion that top performers often become frustrated (and sometimes leave) when seeing ineffective behaviour or performance go unchecked time and time again. Indeed, this is a scenario I've often seen play out in teams where the most senior leader is overly focused on being 'liked'. Overall, I think this article provides some good food for thought on avoiding what the author describes as a potential "career killer" for many leaders. Follow this link to read the HBR article. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1634221321258-8A8Z100UR9IWIT1XXVA2/%233+wrong+thing.jpg Resources - On Self-awareness, Languishing, Being Liked, and the "Great Resignation" - How can you avoid saying the wrong thing? Finally, I want to share this great article on some words and phrases to avoid when navigating a potentially tricky or challenging conversation. I often provide my clients and program participants with resources that include examples of things they can actually say during 'real' conversations - also sharing some tips on what they ideally shouldn't say! The suggestions here definitely align with my experience on those seemingly innocent comments or words that can inadvertently provoke a strong response in others. An example shared in the article is the "don't take it personally" comment, which is often interpreted by others as a complete lack of empathy or understanding for their experience. Here's the article for those keen to avoid some of these common pitfalls. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1634221502969-PRY4GV8Z1VO83W7BDSKW/%234+languishing.jpg Resources - On Self-awareness, Languishing, Being Liked, and the "Great Resignation" - How can you stop "languishing" and start finding flow? This TED talk might be interesting for anyone who is feeling a bit "meh" right now. The talk is by Adam Grant, a well known Organisational Psychologist whose recent article about languishing has been shared widely and cited by many others. In the talk, Grant challenges the idea that practising gratitude is one of the key ways to support well-being, instead emphasising the critical role of "flow". He talks about three conditions that promote flow - mastery, mindfulness, and mattering - sharing personal anecdotes to illustrate the small ways we can create these conditions in our day-to-day lives. Personally, I really liked the part about creating boundaries to avoid the "time confetti" phenomenon - indeed, I might share another resource on that topic in my next newsletter. I hope you enjoy the TED talk, which can be found by following this link. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1634221702163-RVO58GKUYN0JM04M59XG/%235+self+awareness+pic.jpg Resources - On Self-awareness, Languishing, Being Liked, and the "Great Resignation" - How can you build greater self-awareness? This podcast episode includes an interview with Tasha Eurich, one of my favourite researchers on the topic of self-awareness. The conversation includes an exploration of several key findings in Eurich's research - what self-awareness really is, the different 'pillars' of self-awareness (see below), and the role self-awareness can play in our broader lives (not just our work lives). My favourite part? The suggested "dinner of truth" activity, where you invite people to share feedback on what they find most annoying about you. Sounds scary, right? Absolutely! However, as Eurich says, those brave enough to take this challenge often discover that what needs to be changed is entirely within their control. For leaders, this can be extremely useful in identifying tangible ways to strengthen their effectiveness by focusing on those shifts that really matter most. You can listen to the podcast episode here on the Franklin Covey "On Leadership" website, or here on Spotify or Apple podcasts. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1634221915385-O1UNGFWBX8TJE0Q43KHH/%236+resource+%281%29.jpg Resources - On Self-awareness, Languishing, Being Liked, and the "Great Resignation" - How clearly do you see yourself? This simple resource accompanies some of the work described above, outlining the seven 'pillars' of self-awareness identified in Tasha Eurich's work. Personally, I think they all make a lot of sense, with my experience suggesting that some are trickier than others to explore when it comes to truly seeing ourselves clearly. Which ones could you spend more time exploring? You can find the simple one-page resource by following this link. https://www.leisamolloy.com/resources/on-sharers-radical-candor-and-unhelpful-thinking-styles monthly 0.5 2021-11-03 https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1631211078850-06VFIK9B0GZACNOUESTR/1+emotional+struggles.jpg Resources - On "Sharers", Radical Candor, and Unhelpful Thinking Styles - How do you handle your emotional 'struggles' at work? This article is an interesting exploration of the different approaches leaders might take when experiencing anxiety, fear, or some other kind of 'difficult' emotion at work. Based on a qualitative analysis of some journal entries, the authors identified three distinct leadership styles, exploring the impact and relative pros and cons of each. They concluded that one specific approach was more effective in creating connection, building empathy, and making it feel 'safe' for team members to also share their struggles. These types of leaders - labelled as "sharers" - were deemed more successful in building cohesive, high performing and resilient teams. The article also explores some of the potential reasons for this, many of which align with existing research around emotional agility and self-awareness. Finally, some tips are provided for those who want to become a "sharer" - but aren't sure where to start or worry about oversharing. You can find the HBR article by following this link. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1631211361567-G7X5JQDNXCTQLCW529J4/2+all+virtual.jpg Resources - On "Sharers", Radical Candor, and Unhelpful Thinking Styles - Could "one virtual, all virtual" increase psychological safety? In this article David Rock shares his views on how to best design meetings and interactions when operating in a hybrid environment. He proposes that having a simple rule of "one virtual, all virtual" can make meetings faster, more inclusive and less biased. In turn, this can help to create psychological safety by ensuring that everyone can contribute in the same way. An important caveat is that to gain the full benefits of creating an "even playing field", technology does need to be used effectively. Rock also acknowledges that some people might hate this idea given that we are all so tired of virtual interactions - perhaps seeing it as the "lesser of two evils"! For me, some of the key messages definitely resonated with what I've heard from clients as we've bounced in and out of virtual and hybrid settings over the last 18 months - as well as my own experiences as a facilitator. You can read the Forbes article via this link - let me know what you think! https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1631211518388-5SW18FO004G5YI851MKC/3+good+manager.png Resources - On "Sharers", Radical Candor, and Unhelpful Thinking Styles - What does a good manager look like to your team members? This short article includes a simple and practical suggestion for learning more about what motivates your team. Of course, the exercise may need to be adapted to accommodate remote meetings - but I personally think the many online collaboration tools could make this even more effective. I think the reason I liked it is because ultimately, the key objective is to open up conversations between leaders and their teams, and create opportunities for individuals to talk about what matters most to them. And of course, a lot of my work relates to this central idea of leaders having great conversations with their people :-) For those interested in taking a look, you can find the brief article here. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1631211621550-NCD3TX9E9UUJHO580RBQ/4+care+personally.png Resources - On "Sharers", Radical Candor, and Unhelpful Thinking Styles - Do you care personally and challenge directly? For those who haven't yet discovered the Radical Candor philosophy, this podcast interview provides a good overview of some of the key concepts in the book. You'll hear Kim Scott talk about the two dimensions that sit within the Radical Candor framework (Care Personally and Challenge Directly), and some of the reasons people tend to shy away from both of these behaviours (e.g. repeatedly being told to "be professional" and "be nice"!). Personally, I'm a fan of the central idea that "clear is kind", having witnessed wayyyy too many examples of what Scott describes as "ruinous empathy". This topic was front of mind for me this month - I've just finished creating a series of videos commissioned by a client, to use in an on-demand program on giving and receiving feedback using the Radical Candor philosophy. This means I've been talking about this topic for weeks - to my video camera! You can listen to the podcast episode here via the HBR website, or find it here on Spotify or Apple podcasts. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1631211719474-QZ7BOXHOJCWTYGGCD4T5/5%2Bempathy.jpg Resources - On "Sharers", Radical Candor, and Unhelpful Thinking Styles - Are you demonstrating enough empathy? This inspirational talk from Simon Sinek was quite popular when it first came out, and again feels relevant given the current environment. You'll hear Sinek talk about the real job of a leader, the challenges many face when transitioning into this role, and the fact that many organisations are still suffering the "side effects" of outdated business and management theories. He also talks about one of my favourite topics - empathy, emphasising the idea that we all crave a work environment where others genuinely care about us as humans (not just the work we deliver). My favourite part is the question Sinek says leaders should be asking themselves. Instead of "How do I get the best out of my people?", they should be asking "How do I help my people be at their natural best?". You can watch the 15-min talk here. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1631211811127-6ZL6VG5OVMPG0S4ASCUU/6+unhelfpul+thinking.png Resources - On "Sharers", Radical Candor, and Unhelpful Thinking Styles - Is your brain doing any "unhelpful" thinking? It was a total accident that I stumbled across this great little infographic capturing some of the unhelpful thinking styles that often emerge as a result of our brain's tendency to take "mental shortcuts". Indeed, I talk about several of these in my workshops and programs when encouraging participants to challenge their own assumptions and biases - and letting them know that it is perfectly normal and human for these to occur in the first place! As you check out the infographic, consider whether any of these unhelpful thinking styles might have shown up for you lately. You can download the resource via this link. https://www.leisamolloy.com/resources/on-resilience-toxic-positivity-and-making-1-1s-more-valuable monthly 0.5 2021-11-23 https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1628881427857-9BVDWOZR4AVGR2OVUYT9/young-female-cheerleaders-PEGWU6A.jpg Resources - On Resilience, Toxic Positivity, and Making 1-1s More Valuable - Are your leaders inadvertently creating a "toxic positivity" culture? Published around a month ago, this article highlights some potential ways in which leaders can inadvertently reinforce a culture of false 'positivity' through seemingly harmless responses and behaviours. It includes a discussion of when and why this can become problematic, and the potential flow-on effects for psychological safety and well-being. As a psychologist, a few key points particularly resonated for me, especially those relating to the value of developing what is often referred to as "emotional literacy". Addressing the perception that emotions are inherently 'good' or 'bad' is also something I wholeheartedly agree with. Finally, I also found myself nodding in response to the suggestion that leaders demonstrate some vulnerability by being (appropriately) authentic about their own experiences, and that "a significant part of combating toxic positivity is creating psychologically safe spaces". You can read the HRM article via this link. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1628881702153-B7PU077NJIKVN2LHYBV8/unsplash-image-X53e51WfjlE.jpg Resources - On Resilience, Toxic Positivity, and Making 1-1s More Valuable - Are you adapting your leadership style as your team grows? This article seems to capture a few key themes emerging in recent conversations with my coaching clients. It explores the contrast between managing small and large teams, emphasising some of the shifts required to make this transition. Not surprisingly, the article highlights the need for leaders to carefully manage their time, making deliberate decisions on where to focus their energy and attention. The critical importance of building others' capability is also explored, especially given the potential 'multiplying' effect of doing so. For me, another key point relates to the importance of explicitly seeking to create and maintain psychological safety - as they move up the ranks, leaders need to be much more aware of their impact on others. Indeed, I've found that many individuals don't anticipate the extent to which simply being in a more senior position can influence others' willingness to openly share ideas and concerns (even when these leaders aren't doing anything different!). A final conclusion is that people-centric skills tend to matter most. You can read the article here via the HBR website. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1628881774265-S7Y3HWGXPDVHSHNVY4TL/unsplash-image-3hlQ2ty9kUY.jpg Resources - On Resilience, Toxic Positivity, and Making 1-1s More Valuable - Are you ready for the "great disruption" caused by hybrid work? This Microsoft report shares some interesting insights on various 'people' trends that appear to be emerging across organisations (gathered via an analysis of over 650,000 survey responses from 30,000 employees). A staggering result is that 41% of those surveyed are contemplating leaving their current employer by the end of the year - wow! The report also makes the controversial suggestion that many leaders are out of touch with the employee experience and need a "wake up call" - while they appear to be doing well, many of their employees are experiencing something very different. To me, many of the themes suggest some potential 'red flags' in terms of leaders and organisations successfully leveraging and retaining talent. On the positive side, a benefit emerging from the shift to hybrid / remote work is the widening of the talent marketplace, allowing savvy organisations to acquire skills and capabilities that may have previously been difficult to find. Another positive theme relates to workplaces becoming more 'human'. You can read the report here - scroll to the bottom to access the full report. Or alternatively, take a look at the key themes via this visual summary. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1628881860712-LG9A1SQP9B750CLK0454/unsplash-image-y_6rqStQBYQ.jpg Resources - On Resilience, Toxic Positivity, and Making 1-1s More Valuable - How can you make your one-on-ones more valuable? Again, the Coaching for Leaders podcast delivers the goods with this great interview between Dave Stachowiak and Jonathan Raymond. It's an insightful discussion about elevating conversations with team members through asking great questions and "listening with your leadership ears". While listening I got a bit excited about how relevant this conversation will be for some leaders mid-way through a career and development conversations program I'm currently delivering, meaning this one will definitely go into their extra resource pack! The part I particularly liked was about helping employees to make connections between their day-to-day activities, the broader purpose of their role, and their personal growth opportunities. You can find the interview here via the Coaching for Leaders website, or here on Spotify or Apple podcasts. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1628881915152-XZ9PJNDP2WLNVA3RYDUZ/unsplash-image-slk862vQQmE.jpg Resources - On Resilience, Toxic Positivity, and Making 1-1s More Valuable - What helps resilient people be more resilient? I came across this TED talk last year at about the point that those of us in Melbourne had been in strict lockdown for around 80-90 days. I found it really interesting to consider in light of what was (and wasn't) within our control given the circumstances, and the ways of thinking and behaving that were most likely to help or harm our well-being. Watch the TED talk to hear resilience researcher Lucy Hone talk about 3 evidence-based strategies for handling challenges and adversity, and her own experience of using these when faced with a personal loss. While not necessarily 'easy', each suggestion involves a set of skills and behaviours that we can actively and independently work on when navigating tricky times. You'll also hear about our brain's tendency to focus on the negative stuff, and why this makes 'leaning in' to these strategies even more important. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1628882077963-8D2TA7IR68IVP96EHQJJ/unsplash-image-7LNatQYMzm4.jpg Resources - On Resilience, Toxic Positivity, and Making 1-1s More Valuable - What level of listening do you typically demonstrate? Listening has come up as a theme in many of my recent workshops and coaching sessions, with many indicating their desire to strengthen this skill. I've always felt that listening is one of those 'simple' but 'hard' skills - we all know it's important and can make a huge difference, but it can be difficult to consistently demonstrate. This month I'm sharing a simple diagram that individuals can use to reflect on the 'level' of listening they might be demonstrating in different situations. Are you truly listening - or just waiting to jump in and hijack the conversation? You can download the simple one-pager here. https://www.leisamolloy.com/resources/on-tough-feedback-psychological-safety-and-what-anthropologists-can-teach-us-about-work-culture monthly 0.5 2021-08-09 https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1626805276632-WRU1L5AYM8PK4J6ER5T3/simone-secci-49uySSA678U-unsplash.jpg Resources - On Tough Feedback, Psychological Safety, and What Anthropologists can Teach us About Work Culture - How can you get your team to stop asking you every little question? Given that this is a common complaint, I was immediately drawn to this HBR article. It explores a common challenge for many leaders - focusing on more strategic issues and priorities while being constantly interrupted by team members' questions. I really like the early emphasis on exploring the root cause of this issue by asking yourself a few critical questions: Why are people constantly coming to you? Does your behaviour somehow encourage people to do this? The recommended strategies tap into a couple of different topics I'm quite passionate about - in particular, whether an underlying cause is a lack of psychological safety or "CYA" culture ("Cover Your..."). I think another common cause is a lack of clarity around expectations, boundaries, and decision-making authority. You can read the article here via the HBR website. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1626805306274-40G4VQ01PX52ABW6A8CI/arlington-research-kN_kViDchA0-unsplash.jpg Resources - On Tough Feedback, Psychological Safety, and What Anthropologists can Teach us About Work Culture - What does psychological safety look like in a hybrid workplace? A few months ago Amy Edmondson contributed to this article exploring the additional complexity that WFH and hybrid work arrangements pose when seeking to establish and maintain psychological safety. The article encourages managers to rethink their approach now that the distinction between "work" and "non-work" discussions has blurred. Topics previously considered to be 'personal' now tend to be explored when making shared decisions around structuring and scheduling work. You'll find some suggestions on the steps leaders can take to create or reinforce a culture of psychological safety, including some important reminders about the fragility of this process. I definitely agree with the assertion that employees will 'hold back' if they perceive even a small sense of risk, and that seemingly "innocent" comments can really undermine your efforts. I also agree with the need for leaders to encourage candour and be transparent in sharing their intentions. You can find the article by following this link. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1626804981904-LNOUZABV0QQSTPUGKKFY/unsplash-image-sEApBUS4fIk.jpg Resources - On Tough Feedback, Psychological Safety, and What Anthropologists can Teach us About Work Culture - Are your leaders doing enough to develop their people? This month I’ve been revisiting some articles and reports highlighting the importance of leaders having meaningful, robust career and development conversations with their team members. I’m soon to kick off some client workshops in this space - and enjoy sharing some of the interesting stats and findings from these surveys. This Forbes article summarises the findings of LinkedIn’s 2018 Workforce Learning Report, which found that a whopping 94% of employees would stay at a company longer if it invested in their career. (As an FYI, the Forbes article got it wrong when citing this number as 93%!). The author also shares some key takeaways of the research for organisations. These include offering bite-sized learning opportunities, getting managers involved, and finding ways for employees to integrate growth and development into their day-to-day activities. Another insight is that many business leaders acknowledge a need to focus more heavily on ‘soft’ skills (57%). While these insights aren't groundbreaking for many of us, they nevertheless reinforce the fact that employee perceptions around career and development opportunities remain a key driver of engagement and retention. As an aside, I'm currently poring through the 2021 LinkedIn Workplace Learning Report which includes some similar themes. You can find the Forbes article here (and sign up for the LinkedIn reports here and here if you want a deeper dive!). https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1626805442787-TAB65GA9U3PTRCBEY2Y2/unsplash-image-bSpqe48INMg.jpg Resources - On Tough Feedback, Psychological Safety, and What Anthropologists can Teach us About Work Culture - How do you approach giving and receiving tough feedback? This podcast episode was interesting for me, with many comments from interviewee Mellody Hobson prompting me to "think again" about my views (Adam Grant style!). The episode explores the topic of building greater self-awareness and insight through receiving feedback well. Many of the key messages align closely with those found in one of my favourite books on this subject - e.g. looking for the "grains of truth" in any feedback you receive, and considering feedback as a gift (rather than assuming you are entitled to it). I also agree with the idea that after receiving the same feedback 2 or 3 times, you should start paying attention! Mellody also shares her view that feedback should be given 'straight', without any positioning to make it more palatable for people (my words). While I wholly agree that feedback needs to be clear and authentic, my view is that people often don't hear feedback if delivered in a way that provokes feelings of fear or insecurity, with this coming back our 'wiring' as social creatures. While some people are very resilient to feedback, others simply aren't. To me, this is where the balance between candour and compassion is important. I also agree that strong, trusting relationships can allow leaders to get directly to the point, with this trust creating an implicit awareness of the feedback giver's positive intentions. But trust isn't always built quickly or easily, and can never be assumed. There is definitely some thought provoking content in there! You can find the episode via Adam Grant's Taken For Granted website, where you can select your podcast player of choice. Otherwise, here are some direct links to the episode on Spotify and Apple podcasts. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1626805497425-985UMSX30SLR19Z33LY5/ian-schneider-TamMbr4okv4-unsplash.jpg Resources - On Tough Feedback, Psychological Safety, and What Anthropologists can Teach us About Work Culture - What can anthropologists teach us about work culture? This podcast episode includes an interesting conversation with Greg Urban, an anthropologist who previously studied indigenous tribes and now works in corporate settings analysing organisational culture. The discussion centres around the fact that "people are people", with the same forces influencing their behaviour regardless of whether you find them in a jungle tribe or a corporate office in the city. I enjoyed the emphasis on leaders remembering that culture is a dynamic, living thing - like a garden that needs to be continually nourished and maintained. You'll also hear about the role of purpose, intrinsic motivation, and storytelling when trying to shift or influence culture. Finally, Urban reminds listeners that leaders aren't only managing their own "tribe", but sometimes a "tribe of tribes" - as most organisations have multiple subcultures with differing norms, rituals, and patterns of behaviour. You can listen to the podcast via this link or here on Apple Podcasts or Spotify. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1626805566178-HQ2JL7UFH1KYIVSGYUPQ/unsplash-image-v5QzguYO6Ac.jpg Resources - On Tough Feedback, Psychological Safety, and What Anthropologists can Teach us About Work Culture - Are your leaders demonstrating behaviours that promote psychological safety? Finally, I wanted to share the link to a great resource compiled by Dr. Timothy Clark, author of The 4 Stages of Psychological Safety. As some of you might know, I'm certified in the accompanying survey tool, which was created to help leaders and teams identify current levels of perceived safety (another dynamic, constantly evolving thing!). This is one of the great resources that was shared during the training, and is also available for the public to download. It's a great resource for those wanting to explore some of the actual day-to-day behaviours people can demonstrate (or stop demonstrating) to encourage a culture where people feel safe to be themselves, take risks, share their ideas, and challenge the status quo. You can sign up for the Behavioural Guide here via the LeaderFactor website. There's also a free book summary available if you want to learn more! https://www.leisamolloy.com/resources/on-fighting-well-reluctant-leaders-constructively-challenging-others monthly 0.5 2021-07-14 https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1623371693954-TR04YRZEPXCQBYSEKXR0/unsplash-image-w2JtIQQXoRU.jpg Resources - On Fighting Well, Reluctant Leaders, and Constructively Challenging Others… - Do your leaders have time for their people? This article highlights a frustration that several of my coaching clients have raised over the years - not getting enough time with their leader. Indeed, some of the impacts described in the article almost echo specific conversations that I've had numerous times. As the author asserts, "When people can't find you, they aren't getting the information they need to do their job well. They waste time just trying to get your time. When you aren't available it’s also you who isn't getting the message. You’re not picking up vital information, feedback, and early warning signs."). Admittedly, the not-enough-hours-in-the day problem isn't easy to solve. Nevertheless, I still think the article presents some good 'food for thought' on the importance of leaders finding ways to be present and 'tuned in' to their people. You can read the article here. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1623371639376-HY64A6Z6I2XEQ52XN7HG/unsplash-image-1JePildXM7g.jpg Resources - On Fighting Well, Reluctant Leaders, and Constructively Challenging Others… - Are you dealing with a stubborn, defensive or defiant employee? If so, this article explores a couple of different tactics you can try, with an emphasis on challenging your own thinking and looking for workable solutions (rather than simply writing them off!). I like the suggestion of using a strengths-based approach to redesign or adjust the individual's role or responsibilities. In the world of positive psychology, this is often referred to as "job crafting". I also think the article highlights the importance of demonstrating empathy and curiosity by asking yourself, "What is really going on for this person right now?". Indeed, I often encourage my clients to consider the most generous explanation of someone else's behaviour or motives when discussing a tricky people-related problem. This prompts them to look at the situation from a new angle and put themselves in the other person's 'shoes'. You can find the HBR article by following this link. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1623371423254-I6VNA7XGXQSCBX9CAY34/unsplash-image-eIzzzwtkBjU.jpg Resources - On Fighting Well, Reluctant Leaders, and Constructively Challenging Others… - Are you watching your tone? Currently I'm working with several coaching clients who are trying to 'nuance' their communication style, all the while carefully monitoring their impact on others. This article refers to a challenge that a few are currently facing - the almost impossible task of getting the balance jussttt right between being confident, authoritative, and influential - but not "aggressive" or "bossy". The suggested strategies are similar to some of those my clients are experimenting with. They emphasise the value of being intentional with your words and tone, and building emotional self-awareness to avoid any impact on your tone or delivery (what psychologists call "emotional leakage" - not the nicest term!). You can read the Forbes article here. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1623371289675-GED1CWF5B18A1OV2UGW4/unsplash-image-WX4LFn24RxQ.jpg Resources - On Fighting Well, Reluctant Leaders, and Constructively Challenging Others… - Are your potential leaders reluctant to lead? This podcast interview explores some of the barriers that make highly capable and talented employees reluctant to take up leadership roles. More specifically, Scott DeRue outlines three different types of risk that have emerged from his research - interpersonal risk, image risk, and risk of being blamed for poor outcomes. What I found most interesting is that many of these risks involve relationships, with potential leaders worrying about shifting interpersonal and power dynamics. To me, this really highlights the importance of creating an environment where people feel comfortable having open and candid conversations about these challenges. The conversation also explored the importance of psychological safety, learning agility, and truly listening - all topics that I'm quite passionate about! One of my favourite quotes from the podcast is this - "the power of leadership is in the questions that you ask, not the answers that you have". You can listen to the Future of Work podcast here, or access it via Spotify or Apple Podcast. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1623371095733-59F9U1I9EXJLGID4E42I/unsplash-image-4cXCCPgplY8.jpg Resources - On Fighting Well, Reluctant Leaders, and Constructively Challenging Others… - How well do you fight? This podcast episode includes two of my favourites, with Michael Bungay-Stanier interviewing Liane Davey on creating constructive conflict at work. Davey talks about the reasons we're so uncomfortable with conflict, the price we pay for accumulating “conflict debt”, and whether or not choosing your battles is actually a good strategy. She also shares some practical tips for turning potential conflict into joint problem solving through acknowledging, validating, and asking genuinely open and curious questions. You can tune into the podcast episode via the MBS Works website here (you need to scroll right down!) or find it here on Spotify. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1623371007159-E0JLKAFPGGOK6QAHUJB0/stephanie-harvey-f7PfM2NklZ4-unsplash+%281%29.jpg Resources - On Fighting Well, Reluctant Leaders, and Constructively Challenging Others… - Can you constructively challenge others' thinking? Inspired by the podcast episode above, this month I'm sharing a free resource sheet previously created for a couple of clients. It includes a range of potential responses and questions to constructively challenge others’ thinking and introduce some 'healthy' conflict into discussions. In the worksheet you’ll find some prompts, questions, and examples of what you can say to explore different perspectives, flesh out the real issue, clarify different definitions of “success”, highlight potential assumptions, and intentionally create some 'space' for dissent. Find it here via this post right here on this website! https://www.leisamolloy.com/resources/constructivelychallengingothers monthly 0.5 2021-06-03 https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1622760526544-29SIS1G7QB85D1AB4NF0/example+1.PNG Resources - Free Resource Sheet - Constructively Challenging Others’ Thinking https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1622760548360-8KQTWH37MCNZNL2Y7H1C/example+2.PNG Resources - Free Resource Sheet - Constructively Challenging Others’ Thinking https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1622760044405-Z75CWFZH9IGS7FC6KH9K/stephanie-harvey-f7PfM2NklZ4-unsplash+%281%29.jpg Resources - Free Resource Sheet - Constructively Challenging Others’ Thinking https://www.leisamolloy.com/resources/on-appreciation-thinking-again-and-super-chickens monthly 0.5 2021-07-09 https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1623360887625-Y1S8COWZ1G2CDSSSMJ7L/unsplash-image-5otlbgWJlLs.jpg Resources - On Appreciation, Thinking Again, and "Super Chickens"! - What is the cost of incivility in your organisation? Given my work around challenging conversations, I regularly hear examples of what Christine Porath calls "workplace incivility". This article outlines the multitude of ways in which this kind of behaviour can impact an organisation's bottom line. Sadly, my experience suggests there are many instances where these less-than-effective interpersonal behaviours aren't addressed, particularly where those employees are considered "strong" in areas more noticeably linked to business performance. What isn't considered, however, is the significant cost incurred due to everyone else investing a disproportionate amount of time and energy in managing these dynamics. This is captured well by Porath's suggestion that "de-energising relationships - those that are negative or draining - have a 4 to 7 times stronger negative impact on performance than the positive effects of relationships that are energising (defined as leaving employees feeling enthused or upbeat)". You can read the full McKinsey article here - although written well before Covid, the conversation is still very relevant (and perhaps more so!). https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1623360861177-D3J3HVN7B2K36NYCRFGF/unsplash-image-LUYD2b7MNrg.jpg Resources - On Appreciation, Thinking Again, and "Super Chickens"! - How do you manage a top performer who alienates their colleagues? On a similar topic, this HBR article includes some advice on managing an individual whose strong "task competence" but low "relational competence" sees them simultaneously contributing to and undermining team performance. One of the key messages in the article is that leaders need to make the person aware of the problem, balancing clarity around behavioural expectations with some empathy and compassion. I also like the part about being patient - behavioural change takes time and can be difficult, especially if nobody has been previously been forthcoming with this feedback. The article also includes some specific suggestions and examples of what you can actually say in this kind of situation. You can read the article here via the HBR website. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1623360830664-54QME5LZ5CC0E8QLUDXM/unsplash-image-WtRuYJ2EPMA.jpg Resources - On Appreciation, Thinking Again, and "Super Chickens"! - The 4 problems with career conversations today I've always enjoyed this article by Russ Laraway on some of the common issues with how organisations and leaders tackle career conversations. It's a good article to share with anyone who is reflecting on how to have these conversations in a more meaningful way, given that they often feel like a "tick-the-box" exercise (one of the challenges outlined in the article!). The article includes a framework that was shared in Kim Scott's book Radical Candor, with the intention of navigating these conversations in a much more holistic, meaningful and 'human' way. I've shared this approach through my work in this space - both leaders and employees seem to find it more meaningful and engaging. You can read the article here via the Radical Candor website. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1623361007580-TVHLWRONGJ0SH22UHTI9/unsplash-image-hhq1Lxtuwd8.jpg Resources - On Appreciation, Thinking Again, and "Super Chickens"! - How often do you think again? As some of you may know, I'm a big advocate for leaders demonstrating curiosity, humility, and openness during their interactions with others. This often involves a willingness to understand that "you don't know what you don't know". I really enjoyed this interview with Adam Grant (organisational psychologist and Wharton professor) on the power of thinking again, which is also the title of his latest book. As a fellow psychologist I've always enjoyed the fact that Grant's work is evidence-based, with a long list of references for those who want to dig deeper into the research. At the same time, he's great at sharing practical suggestions for putting different ideas into practice. I decided to dig deeper and am now halfway through his book, which I'm also loving. You can listen to the podcast episode on ABC's website, or via Apple Podcasts and Spotify. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1623361039107-IBM2NOUUCUJ203TPHFMG/unsplash-image-SzOf0MkLF2M.jpg Resources - On Appreciation, Thinking Again, and "Super Chickens"! - Does your organisation reward "super chickens"? If you are wondering what on earth a "superchicken" is... well, you'll have to watch this TED talk to find out! It's an inspiring reminder that whether companies realise it or not, humans are social creatures and workplaces are social environments. One of the key messages is that because of this, "what happens between people really counts". More specifically, Margaret Heffernan talks about the role of social sensitivity and the importance of building a culture of helpfulness through genuine opportunities for people to connect, learn about each other, and build trust. In her view, many organisations go wrong by focusing too heavily on the performance of individuals - this is where the superchicken story comes in! To watch the 15-min TED, follow this link. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1623361220384-OOW3MR55HR0IZT0I1GJX/rainbow-cupcake-with-thank-you-sign-NU68ZYA.jpg Resources - On Appreciation, Thinking Again, and "Super Chickens"! - What attributes do you appreciate in others? This month I'm including a resource that I share during my workshops on providing meaningful recognition and appreciation (one of my favourite topics!). In the workshop we explore the power of showing appreciation for the inherent qualities or attributes that you consistently observe in others - who they are (rather than what they did, delivered, or accomplished). This worksheet includes a long list of positive attributes and qualities to use as inspiration when considering how to let others know what you appreciate most about them. You can download the resource sheet via this page on this site! (scroll right down to the bottom). https://www.leisamolloy.com/resources/on-emotional-agility-coaching-skills-and-your-curiosity-superpower monthly 0.5 2021-07-09 https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1623828110979-1Z35L7GQ10477XUSW7CC/unsplash-image-gq5PECP8pHE.jpg Resources - On Emotional Agility, Coaching Skills, and your Curiosity "Superpower"… - How well do your leaders ask, listen, and empathise? This is one of my favourite articles on the skill and 'art' of coaching. In particular, I love the focus on three core skills or practices that are beneficial for any leader – Ask, Listen, and Empathise. The article outlines some common challenges leaders face when learning these skills – such as struggling to engage in focused listening, or worrying that "empathising is equivalent to excusing poor performance" (which it isn't). Personally, I'm a big believer in the value of all leaders developing skills in these areas, and often work them into my programs as a result. In my workshops I often share a few anecdotes about my early experiences as a Lifeline counsellor, where I was blown away by the fact that simply listening, empathising and 'being there' could have such a powerful impact on others. As an FYI there are a few parts of the article that require a little reframing to adjust to our post-COVID world, but it's still a worthy read - you can find it here. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1623828365592-5JU3S7K9GZGX1TWPWDXN/unsplash-image-mlPU2YwFOY8.jpg Resources - On Emotional Agility, Coaching Skills, and your Curiosity "Superpower"… - Does your organisation need better bosses? This McKinsey article includes a deep dive into some research on the importance of strong, compassionate and trusting relationships between employees and their managers. The key message? These relationships have a much bigger impact than many would realise, with potential flow-on effects for overall feelings of well-being and life satisfaction. Be sure to read the section on "how bosses can change", where the authors describe four different leadership practices that contribute to creating an environment where employees feel psychologically safe and able to do their best work. You can find the high level briefing here and then follow the links or click through to the longer article here. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1623828461392-5D6A4MP1V3KKRGD1ZVLW/unsplash-image-58Z17lnVS4U.jpg Resources - On Emotional Agility, Coaching Skills, and your Curiosity "Superpower"… - Can you master the inner game of leadership? This article highlights the fact that leadership can be confusing at times, and often involves embracing a series of paradoxes to "make sense of all the whiplash-inducing advice". Leaders need to be both demanding and compassionate, optimistic and realistic, confident and humble - and so on. It's a thought-provoking read for those who are new to leadership, or are struggling with these conflicting demands and challenges. It's also a good reminder that managing the subtleties of different situations often requires flexibility, self-awareness, and social and emotional intelligence. You can read the article here. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1623828538889-VBOMR2HHO40DDHMA00BH/unsplash-image-kgz9vsP5JCU.jpg Resources - On Emotional Agility, Coaching Skills, and your Curiosity "Superpower"… - Have you unlocked your curiosity "superpower"? By now many of you would know that Michael Bungay Stanier is one of my favourites when it comes to sharing great content! As always, he delivers up some great insights in this podcast discussion about making easy versus hard behavioural changes, and the science (versus myths) behind building new habits. Michael also talks about how curiosity can become a "leadership superpower", drawing on some of the great content shared in his books. My favourite part was his very insightful comment on the fact that "there's no safe and easy way to navigate complexity." You can listen to the podcast via the Making Positive Psychology Work website, or here on Spotify or Apple podcasts. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1623828682790-5XKK4NRBAY4R1649WLY1/unsplash-image-Cs3y8Mn6-Gk.jpg Resources - On Emotional Agility, Coaching Skills, and your Curiosity "Superpower"… - How emotionally agile are your leaders? This two-part conversation has been my absolute favourite listen this month - it's packed with insights that extend well beyond those shared in Susan David's book Emotional Agility (also worth reading). She and Brené Brown talk about the problems associated with "toxic positivity", and the power of learning to more effectively identify, label and accept our thoughts and emotions - using them as "data, not directives". As a psychologist I often end up having conversations about the role of emotions in the workplace, weaving some of the evidence-based principles underpinning Susan David's work into my programs. The episode comes in two parts - you can find them here and here via the Dare to Lead website (or navigate to the podcast via Spotify). https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1623828859101-VXSKLLRGIFY9NHKKDM9Q/unsplash-image-7ilpPBxTavU.jpg Resources - On Emotional Agility, Coaching Skills, and your Curiosity "Superpower"… - What makes this conversation feel difficult? This month I'm sharing a resource that I use in some of my workshops on navigating challenging conversations. It's a simple worksheet that can be used in any situation where it's worth taking a few minutes to pause, step back, and reflect on some of the potential challenges associated with an upcoming "difficult" conversation - rather than jumping right in! While not an exhaustive list, the prompts may help to identify what exactly feels most difficult, and where some extra thinking or preparation could be helpful. Anyone who has attended one of my workshops has heard me talking about the value of taking a more deliberate, considered approach to tricky conversations - this tool was designed to make that a little easier. You can download a copy of the free worksheet here. https://www.leisamolloy.com/resources/on-being-wrong-providing-clarity-and-how-the-brain-creates-emotions monthly 0.5 2021-07-09 https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1623881138870-Z356Z9RFNNFB6K5NYERP/unsplash-image-wL7aOdzTtcY.jpg Resources - On Being Wrong, Providing Clarity, and How the Brain Creates Emotions… - Are your leaders developing skills that promote psychological safety? I really enjoyed this recent McKinsey article on the critical role of leadership development in creating a psychologically safe environment. It highlights a range of specific leadership behaviours that facilitate a positive team climate, which in turn influence employee perceptions of feeling 'safe'. You'll read about the importance of creating a sense of teamwork, mutual support, and genuine concern for the welfare of team members. Other insights refer to the skills that often aren't included in leadership development programs - but perhaps should be. You can read the article by following this link. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1623881286639-W8DDHOFPAPSF1SO2ADDC/unsplash-image-1Kp3z9pdEsw.jpg Resources - On Being Wrong, Providing Clarity, and How the Brain Creates Emotions… - Are you softening tough feedback? This article emphasises one of the key messages I also like to share in my workshops on feedback conversations – "clear is kind". And more importantly, that you can be both clear and kind at the same time. The article includes a good summary of the commonly used SBI model (Situation, Behaviour, Impact), also referencing the idea of "feedforward" (rather than "feedback"). When used well, these approaches can help separate observations from interpretations, and create clarity around the impact of different actions or behaviours. In my personal view, the method described in the article isn't entirely effective as a 'stand alone' approach to having robust feedback conversations. Instead, I think it works best when taught alongside a few other key skills that promote open dialogue and psychological safety (e.g. deep listening, asking curious questions, communicating intent, etc.). If you are keen to read the article you can find it here via the HBR website. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1623881420977-ZBWZG3JTP5KDCES6UJLM/unsplash-image-NeTPASr-bmQ.jpg Resources - On Being Wrong, Providing Clarity, and How the Brain Creates Emotions… - How can you respond when a low performer asks for a pay rise? As a quick read, I quite enjoyed the practical advice shared by columnist Alison Green in this article, especially her suggestions on what to actually say in a situation like this. Again, the key message is that being clear is actually being kind, and that the leader needs to provide this absolute clarity to their team member. If you find this useful it could be worth revisiting the "ask a manager" column in future, as Green often provides suggestions on tackling these types of issues. You can find the Inc.com article here. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1623881567794-W89RDBK4QPX6CWNQTB5G/unsplash-image-rmWtVQN5RzU.jpg Resources - On Being Wrong, Providing Clarity, and How the Brain Creates Emotions… - How does your brain create emotions? As someone who is endlessly fascinated with human behaviour, I absolutely loved this interview with psychologist and neuroscientist Lisa Feldman Barrett. It's a long discussion about the complexities of the brain, with a particular focus on how emotions are created. You'll hear about our brain's primary job in managing our body's "budget", and why this matters when it comes to understanding our emotions. You'll also hear about the difference between affect and emotions, and why people talk about emotions being "contagious". I especially enjoyed the part where the interviewer asked what we could do to avoid making incorrect inferences about other people's emotions, and Feldman Barrett responded with a simple "Ask them!". You can find the interview here on The Knowledge Project website, or here via Spotify or Apple podcasts. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1623881656761-N4LZRE61GQ1QZYN2ID1B/unsplash-image--Cmz06-0btw.jpg Resources - On Being Wrong, Providing Clarity, and How the Brain Creates Emotions… - What does it feel like to be wrong? Well, as Kathryn Schulz explains in this TED talk, it feels like being right. Until we actually realise we're wrong, anyway! I loved this presentation on the various reasons as to why saying "Wow, I don't know...maybe I'm wrong?" is so difficult for many of us. As with a lot of human behaviour, it seems that both nature and nurture play a role when it comes to struggling with our own fallibility. Another key takeaway is that stepping outside our own "rightness" takes some practice. It's a great video for anyone exploring the concept of intellectual humility in the workplace, and can be found here on the TED website. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1623881863992-WA93NE4OZNQVLARPRU8K/unsplash-image-Q2D9OKn3BJQ.jpg Resources - On Being Wrong, Providing Clarity, and How the Brain Creates Emotions… - A quirky quiz to identify your "advice monster"… As you may know, a lot of my work involves helping leaders to have more robust and effective feedback and coaching conversations. Since being published I've often integrated some of the key insights from Michael Bungay Stanier's The Advice Trap into my programs. In fact, I sometimes give away the book as a quiz prize - a sneaky way to create even more learning! :-) I love that his content makes these important topics fun and engaging, while still getting important messages across. This short quiz has been designed to help you identify which advice monster "persona" is lurking underneath your good intentions. It includes a bit of fun while also encouraging some self reflection, with the resulting report also including some great nuggets of wisdom. Take a look if you or others are interested in becoming more "coach like" (as Michael Bungay Stanier would say). You can find the quiz by following this link. https://www.leisamolloy.com/resources/contrastingskill monthly 0.5 2022-05-31 https://www.leisamolloy.com/resources/on-making-work-human-emotionally-checking-in-and-building-greater-insight monthly 0.5 2021-07-09 https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1625026887876-XFRFNSE472LPJV1YQIWY/unsplash-image-_VkwiVNCNfo.jpg Resources - On Making Work Human, Emotionally 'Checking In', & Building Greater Insight… - How does Brené Brown check in with her team? This brief article includes a great suggestion for conducting an emotional ‘temperature check’ with your team, as shared by none other than the fantastic Brené Brown. The exercise is short and practical, with the added benefit of helping team members to build their emotional vocabulary - if they don’t want to give the same answers every day, anyway! As noted in the article, this approach can be more effective than asking “How are you feeling?” directly, given that so many of us have been conditioned to give pleasant or socially acceptable answers (e.g. “I’m fine!”). You can read the article via this link. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1625026469987-18X7QFN3S7ORC4APOBHV/unsplash-image-L04Kczg_Jvs.jpg Resources - On Making Work Human, Emotionally 'Checking In', & Building Greater Insight… - How are recognition and appreciation different? I've recently revisited this article due to some client work I'm about to commence on the same topic. It highlights the key distinction between recognition and appreciation - noting that we often use these terms interchangeably. Recognition is about providing feedback based on results or performance - what someone did. In contrast, appreciation is about recognising the inherent value someone might bring given their skills, strengths, or personal attributes. It's about who they are as a person. While there are benefits associated with providing both types of feedback, appreciation can often be much more powerful for strengthening relationships and creating positive "micro-moments" of connection. When was the last time you told a team member what you appreciate about them? You can read the HBR article here. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1623747176037-8I1ZTSS0MGJJHJWJ27MJ/unsplash-image-XkKCui44iM0.jpg Resources - On Making Work Human, Emotionally 'Checking In', & Building Greater Insight… - Are your people managing or leading? Over the last few months I've encountered quite a few leadership teams who have decided to revisit this important question - "What are the 'shifts' required to move from being a manager to being a leader?" And perhaps more importantly, "How do I make these shifts?" Despite trying to boil it down to "3 ways" (for the purpose of a catchy headline!), this article mentions a number of important skills, behaviours and attitudes required to make this shift. It talks about letting go of control, building self-awareness, active listening, creating safety, and demonstrating intellectual humility. It could be a good conversation starter for anyone having similar discussions within their organisation. You can read the Forbes article by following this link. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1623747923640-XJYT2U65BAIRDYKAQTLS/unsplash-image-MYbhN8KaaEc.jpg Resources - On Making Work Human, Emotionally 'Checking In', & Building Greater Insight… - How will I know if my team is working when I can't see them? The short answer? You can't. That’s one of the key takeaways shared in this podcast interview about the shifts in thinking and communication required to lead a remote (or hybrid) team. The interview includes some really pragmatic tips as well as a number of key principles that need to be embraced by leaders - if they want this "new way of working" to succeed, anyway. What I found most interesting? Ultimately, all of the suggestions point back to those fundamentals that are important in all aspects of leadership - trust, communication, clarity, humility, and empowerment. I also agree wholeheartedly with the assertion that senior leaders need to play a key role in making this transition successful, through role modelling desired behaviours and actively working to build alignment. You can find the episode here on the Coaching for Leaders website, or here via Spotify or Apple Podcasts. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1625026782644-DF1OBHXUZXJWMK5DV0WA/A29.jpg Resources - On Making Work Human, Emotionally 'Checking In', & Building Greater Insight… - How 'human' is your workplace? Yes, I know I'm sharing two Brené Brown resources this month, but I've been catching up on the Dare to Lead podcast and couldn't resist sharing this one! There are so many great takeaways from this interview with Eric Mosley about bringing more humanity to the workplace. You'll hear about the three pillars Mosley feels are important for modern culture management (Thank, Talk and Celebrate), along with some interesting insights that have emerged from the 50 million data points gathered through the work of Humanly. It's a long interview, but definitely worth a listen. You can find the episode via this link. It is also available on Spotify (but not Apple podcasts). https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1625026627294-XKZQ9RGY2I8JIQ9TLI78/unsplash-image-YG8rZ323UsU.png Resources - On Making Work Human, Emotionally 'Checking In', & Building Greater Insight… - How can you deepen your own understanding? Finally, this month I'm sharing a resource that I pulled together for participants in one of my 'Challenging Conversations' programs. It includes a range of questions you can ask during a conversation to build greater insight and understanding around the other person's needs, wants, concerns, feelings, and perspectives. I hope you can find 2 or 3 useful questions to try out next time you need to better understand someone else's position or navigate a tricky workplace conversation! You can download a copy of the resource via this link. https://www.leisamolloy.com/resources/on-accountability-self-awareness-the-expense-of-being-yourself monthly 0.5 2021-07-09 https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1625193046923-B6AMWO9UKAGRUJ9CRUU9/unsplash-image-LUYD2b7MNrg.jpg Resources - On Accountability, Self-Awareness, and the Expense of Being Yourself - Is it expensive to be yourself at work? As some of you may know, I've recently undertaken a certification in the 4 Stages of Psychological Safety framework developed by Dr Timothy Clark, who wrote this book on the topic. I was particularly interested in accessing the range of tools for practitioners (like me!) to use with teams who want to measure and improve levels of psychological safety. I love this article by Timothy Clark about the "golden question" that can be asked to reveal the level of psychological safety within a team - Is it expensive to be yourself at work? You'll read about the 4 different stages revealed by Dr Clark's research, and the self-censoring instinct that kicks in when we don't feel safe. Finally, the article includes 12 insightful questions that can be used as a kind of self-assessment when thinking about your own personal experience. You can read the article here on Forbes (after you close all of the annoying popups!) https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1625193213362-HBVCGKOIII18HY9DFO4Y/unsplash-image-Augrt-ZxtBo.jpg Resources - On Accountability, Self-Awareness, and the Expense of Being Yourself - How self aware are you, really? One of the best books I've read in recent years is Insight by Tasha Eurich, which was described by some as the "first definitive book exploring the science of self-awareness". For a nerdy psychologist like me it was fascinating - and highly informative given the kind of work I do. This article provides an overview of some key findings in the book, including some interesting statistics on how many people really do seem to be self-aware, and the fact that experience can often reduce self-awareness. You'll also read about the two different types of self-awareness and the relationship between them - or lack of, which is one of the key takeaways! You can read the HBR article here. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1625193237396-2MG80UE0XXVFZXRFQOVI/unsplash-image-YUuSAJkS3U4.jpg Resources - On Accountability, Self-Awareness, and the Expense of Being Yourself - Could your virtual onboarding process be improved? Throughout the pandemic I've had a lot of conversations about the challenges associated with remotely onboarding new hires - from leaders, HR, and the employees themselves. Many feel that the lack of 'in person' contact has made it more difficult for new starters to build relationships, adjust to cultural norms, and absorb some of that contextual information often picked up by working alongside others (a kind of informal "osmosis", if you like). This article from the Atlassian blog includes some lessons learned from virtually onboarding 1200+ new people in recent months. In particular, I like the suggestions around rotating "buddies", avoiding cognitive overload, and intentionally creating opportunities for personal connection. You can read the Atlassian article here. P.S. Another suggestion in the article is to have everyone create a personal User Manual as a way of learning more about each other. Given that I've seen this work well, I've included it below as this month's helpful tool / resource. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1625193298664-DAW6J8U5CDZA57VSZ811/unsplash-image-rRWiVQzLm7k.jpg Resources - On Accountability, Self-Awareness, and the Expense of Being Yourself - Do you struggle with holding people accountable? This podcast interview is full of great advice on encouraging greater accountability through clear and regular feedback conversations. More specifically, Jonathan Raymond shares an accountability framework that can be used as a guide or 'map' in tackling these discussions. I love the practical suggestions for leaders who feel unsure about what to say, or how to actually raise an issue in the first place. I use a similar approach in my leadership development workshops by sharing structured "conversation guides", along with examples of actual words and phrases for leaders to try out and adapt, giving them a good starting point. For me, listening to Jonathan resulted in lots of out-loud "Yes...exactly!" type statements (despite being out on a walk!) as his advice is really practical and sound. You can find the episode here on the Coaching for Leaders website, or here via Spotify or Apple podcasts. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1625193342793-OHGKR1E6FL11ZYDDF9IO/unsplash-image-zj475haUy2M.jpg Resources - On Accountability, Self-Awareness, and the Expense of Being Yourself - Have you mastered the art of saying "no"? I also loved the really specific, practical suggestions in this conversation about handling those situations where you want to say "no" to something, but are concerned about creating conflict or disappointment. I think Bruce Tulgan does a good job of exploring both the practical elements of handling these situations 'in the moment', and the barriers that often existing to saying "no" in the first place (e.g. concerns about our reputation). The episode title is a good reflection of how tricky it sometimes feels to master "The Subtle Art of Saying No". You can find the episode here on the HBR IdeaCast, or here on Spotify or Apple podcasts. If you enjoy the episode you might also like to review the related HBR article here. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1625193442691-4B3A63LWZFXUCP1AL11Z/unsplash-image-uAFjFsMS3YY.jpg Resources - On Accountability, Self-Awareness, and the Expense of Being Yourself - What insights would you share about yourself? As mentioned above, the resource I'm sharing this month is Atlassian's downloadable "User Manual", which can be used by teams to increase connection and understanding. While the template includes a range of pre-existing questions, it's really easy to adapt and customise. I think it's a simple but effective way to open up conversations about individual preferences and ways of working - how people prefer to learn, communicate, manage their time, and receive feedback (to give a few examples). I've seen a few versions of these documents floating around, with some teams using them as a kind of "reset" after making the shift to remote / hybrid working arrangement. In fact, I'll probably customise the manual for a few teams I'm currently working with! You can find downloadable versions of the User Manual along with the accompanying instructions here on the Atlassian website. https://www.leisamolloy.com/resources/on-intellectual-humility-interrupters-and-pointless-collaboration monthly 0.5 2021-07-09 https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1625348974012-WXZ5QR2EKYFHRPLV1FQB/Constructive+conflict+teams.jpg Resources - On Intellectual Humility, Interrupters, and 'Pointless' Collaboration - Are you experiencing "pointless" collaboration? In recent weeks I've had many discussions with clients about the notion of 'constructive conflict', as well as the practices, rituals and behaviours that can promote this kind of dialogue. This is a topic I love exploring given a recurring theme I see within many organisations - completely avoiding discomfort, perceived conflict, or any response deemed as 'emotional'. In an effort to gradually build comfort with the idea, I often share examples of what healthy conflict might look like, and have teams reconsider the definition of "collaboration". This is where this article comes in, with the author emphasising the fact that collaboration is actually pointless if everyone simply agrees on everything! You'll also find three practical strategies for introducing a stronger focus on productive conflict. You can read the article online here. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1625349062784-XW12Y58TD4LF2E72VJKO/deep+listening+leaders.jpg Resources - On Intellectual Humility, Interrupters, and 'Pointless' Collaboration - How deeply do you listen? Here's a quick but insightful article on another topic I often explore in my workshops - the notion that listening can occur at several 'levels'. The article highlights common misconceptions about what 'good' listening looks like - staying quiet, acknowledging others' comments, and paraphrasing. While certainly useful, we can go a lot further with our listening. The authors share some insights on those behaviours that were seen as differentiating average vs. great listeners in their research, along with some descriptions of what listening can look like at different levels. In my workshops participants often reflect on the fact that while they know 'deep' listening is valuable, actually putting this into practice can be difficult. You can find the article "What Great Listeners Actually Do" here. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1625349222925-LZOV5MC9PR5NWV09P13W/dominant+leaders.jpg Resources - On Intellectual Humility, Interrupters, and 'Pointless' Collaboration - Is your leadership style characterised by 'power' or 'warmth'? This article is particularly interesting for those navigating an environment where status and power tend to play a strong role in shaping the cultural dynamic. It's also good for those focused on creating a culture of psychological safety, given that 'power' behaviours often trigger a 'threat' response in others. The article outlines some research suggesting that leadership style is often characterised by the extent to which individuals display behaviours that signal power or status, versus warmth and approachability (labelled as "attractiveness" in the article - not a great label in my opinion!) Some of my clients have used this article to reflect on their own and others' default behaviours, implications for key relationships, and how they might 'flex' between styles, as suggested in the article. You can find the HBR article here. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1625349362871-7GIGAKINV0RZ3JBEYBQM/humility+leadership.jpg Resources - On Intellectual Humility, Interrupters, and 'Pointless' Collaboration - Do your leaders demonstrate intellectual humility? I really love this TED talk by Julia Dhar, who talks about the many lessons we can learn from formal debating practices. She speaks about finding common ground, separating ideas from identity, and "pre-committing to the possibility of being wrong". After watching the talk I found myself exploring the research on intellectual humility - an attribute that I believe contributes to creating psychological safety. As you watch the talk, consider the extent to which your organisation's leaders are open to being wrong about their ideas and beliefs. Do they demonstrate intellectual humility? You can watch the TED talk "How to disagree productively and find common ground" here. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1625349528959-8S1L33AVBTKPDPJISYQX/unsplash-image-QqN25A3iF9w.jpg Resources - On Intellectual Humility, Interrupters, and 'Pointless' Collaboration - Are you putting marbles in the jar? I know several readers will have already seen this well known Brené Brown talk, but I'm sharing it for those who haven't! This amazing talk is one I regularly share with clients who are seeking to strengthen trust or create more positive relationships with others. In particular, we often leverage the marble jar metaphor used in one of the stories shared by Brené, making this a regular part of future coaching conversations (e.g. "How can you keep putting marbles in the jar?" or "Was that a marble jar moment?"). You can find the talk here and either watch the video or just listen to the audio. A great downloadable covering the 7 elements of trust can also be found here on the Brené Brown website. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1623782027585-WCMUQNM6NVG01TVV638H/unsplash-image-0W4XLGITrHg.jpg Resources - On Intellectual Humility, Interrupters, and 'Pointless' Collaboration - What can you say when others interrupt? Today I want to share a simple resource that I created in response to a trend being reported by several of my coaching clients - other people constantly interrupting, taking the conversation off track, or 'jumping in' and essentially saying the exact same thing! Knowing how to respond can be tricky, and often depends on the situation and audience. The resource includes a range of suggestions, along with a caveat about using your judgement when considering an appropriate response. Many of the suggestions are aimed at keeping the tone constructive and 'light', but I've also included a few more direct and assertive ways of responding. You can download a copy of the resource sheet via this link. https://www.leisamolloy.com/resources/on-storytelling-habits-showing-appreciation-psychological-barriers monthly 0.5 2021-07-09 https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1625793917951-ZRJF9221KDRTG5Z5MHTG/unsplash-image-qmnpqDwla_E.jpg Resources - On Storytelling, Habits, Showing Appreciation, & Psychological Barriers - Do you have any of these blind spots? This first article isn't new - in fact, I came across it many years ago. At the time, I was deep in the midst of supporting several leadership development programs across a range of different organisations. I remember thinking it was a pretty good summary of the common themes we were seeing at the time. Fast forward a few years and I still think it's a pretty good list (although admittedly, I don't like the stated 'cure' at the end). Given my current focus, I now encounter some of these issues more often than others - avoiding the tough conversations, always wanting to be 'right', and failing to recognise your impact on others. As you read the article, consider which might represent your potential biases or blind spots. How can you gather feedback and build greater self-awareness in these areas? https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1625793976256-OYQB5BKVFVLV87H2W7C4/unsplash-image-fDaUCTp28dA.jpg Resources - On Storytelling, Habits, Showing Appreciation, & Psychological Barriers - What to say when someone cries at work I've had a LOT of conversations lately about burnout, overwhelm, fatigue, and showing emotion in the workplace. Many of these conversations are with leaders who aren't quite sure how to respond. They want to offer support, but worry about saying or doing the wrong thing. Many are quite scared of someone breaking down or crying in front of them - which is exactly why I'm sharing this article. It contains some great, practical advice on how to respond in an appropriate, emotionally intelligent way - including what not to do. Please feel free to share with others who might find it helpful. The more people equipped to offer support, the better. You can find the HBR article here. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1625798748595-P7CF91PK6GXRE922ZBGN/unsplash-image-4SutVTJ6Rv4.jpg Resources - On Storytelling, Habits, Showing Appreciation, & Psychological Barriers - The science of building (and breaking) habits Okay, so this is a whole book rather than just an article, but it's a good one! I'm talking about James Clear's book Atomic Habits, which provides a step-by-step, research based guide on how to build and break habits. I recently decided it was time to read the book again, in part as I've noticed my own habits shifting significantly in response to the "new normal" (in both good and not-so-good ways!) The content is also really relevant for leadership development, given that building new skills often requires behavioural change. If you don't want to read the whole book, here is a great video summary of the key takeaways. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1625798822614-FQGHJE3A235H6WZW4PFK/unsplash-image-l9Vrl5RT-jw.jpg Resources - On Storytelling, Habits, Showing Appreciation, & Psychological Barriers - The importance of showing appreciation One of the things we know from research in social and positive psychology is that feeling valued and appreciated is really important. In the workplace there are flow-on effects for employee engagement, well-being, and trust. This TEDx talk by Mike Robbins is about the power of showing appreciation to others - not for what they do, but for who they are. It's a great talk for anyone who is keen to adopt a strengths-based approach to leadership, or create an environment that is more conducive to creating psychological safety. You can find the TEDx talk here on Mike Robbins' website or here on YouTube. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1625798941927-URY83G0VCECWZG4YK4V0/unsplash-image-FluPNkHfCTs.jpg Resources - On Storytelling, Habits, Showing Appreciation, & Psychological Barriers - Storytelling in times of uncertainty I really enjoyed this podcast interview about the value of storytelling during times of uncertainty. David Hutchens talks about 3 different types of stories leaders can tell when seeking to inspire, motivate or reassure their people. A key takeaway is that storytelling isn't as hard as it sounds - with the help of some practical frameworks, anyone can do it. As an added bonus David offers some great prompts and a storytelling 'canvas' to listeners who subscribe to his mailing list. I decided to grab them - and they're great! Even if you don't listen to the podcast episode, you can sign up by visiting his website here. He has also created some Leadership Story Deck cards to help leaders generate their stories. Having seen the power of great storytelling, I've ordered a few sets to use in my own practice :-) You can find the podcast episode from Dave Stachowiak's Coaching for Leaders here on Spotify or here on Apple Podcasts. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1625799175857-0RKRW8KM9FQ00QMPO12T/unsplash-image-v_CxSroHKWg.jpg Resources - On Storytelling, Habits, Showing Appreciation, & Psychological Barriers - Trying something new? Watch out for these 5 barriers This week’s resource is a simple infographic based on Dr. Andy Molinsky’s book "Reach", which outlines five core psychological barriers that often arise when pushing outside our comfort zone. The reason I love this model? It highlights the fact that as humans, we all come up against the same set of predictably consistent 'brick walls' when trying something different. Understanding these barriers can help us to build self-awareness and overcome these challenges. One of my coaching clients found this one-pager useful while experimenting with some new ways of communicating with others. It served as a good reminder that feeling uncomfortable is okay, and that any new behaviour might feel awkward, inauthentic, or not particularly effective at first. You can find a downloadable version of the infographic on this page, along with some musings about pushing outside of my own comfort zone (something I try to do often!). https://www.leisamolloy.com/resources/on-conflict-debt-better-conversations-positive-moments monthly 0.5 2021-07-09 https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1625600929055-1NCBDNHS1P9U6OF9V0Z8/compare-fibre-fRGoTJFQAHM-unsplash.jpg Resources - On Conflict Debt, Better Conversations, & Positive Moments - Creating psychological safety during virtual meetings If you are a leader or manager running virtual meetings, this article is definitely worth reading. Amy Edmondson is a renowned researcher, author and general ‘guru’ on the topic of psychological safety. She knows a lot about creating effective group and team dynamics. This article includes some really practical suggestions for creating a virtual environment where people feel more comfortable participating, speaking up, and raising questions and concerns despite the limitations of remote settings. The fact is, remote settings are different - we lose many of the non-verbal signals that we typically rely on (not always consciously!). And people are tired, making it even more important to consider the environment you are creating. You can find a copy of the article online here. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1625855435679-G7ZH9Y17G439BQIEGX7V/B16.jpg Resources - On Conflict Debt, Better Conversations, & Positive Moments - 3 very ‘human’ responses to feedback My work regularly involves helping leaders to manage feedback conversations. Just as often though, it’s the other way around - I’m guiding leaders through the process of assimilating their own feedback. This article provides some great insights for both scenarios - giving and receiving feedback. You’ll learn about 3 common triggers that can prompt a negative reaction, as well as some tips on getting past these initial responses. If you find this content helpful then stay tuned, as I’ll soon be creating a more detailed resource / worksheet on this topic. Here is the online version of the article. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1625855358921-UAUJ2TJFYZX71JXUGI2S/unsplash-image-iFLzEx6RNmI.jpg Resources - On Conflict Debt, Better Conversations, & Positive Moments - 4 things to do before a tough conversation Have you ever found yourself avoiding a difficult conversation? Yep - me too. It’s pretty normal if you are human :-) This article emphasises the value of taking some time to reflect and prepare before tackling an ‘emotionally charged’ conversation. It includes some of the key questions I always have my clients consider as part of their preparation. Read the article online here. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1625854804533-L690Y7NZ4RV9Z9PTMKBD/unsplash-image-pElSkGRA2NU.jpg Resources - On Conflict Debt, Better Conversations, & Positive Moments - The cost of conflict 'debt' One of the best books I’ve read this year is Liane Davey’s The Good Fight, which is full of insights and practical strategies for constructively managing workplace conflict. This video provides a quick introduction to the idea of “conflict debt”, also highlighting the fact that conflict is inevitable - and not always a bad thing! As you watch the video, reflect on any conflict debt (or interest) that might be piling up for you… https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1625854975461-RVBVX422DL46LG7IU2YG/Giving+Feedback+Training.jpg Resources - On Conflict Debt, Better Conversations, & Positive Moments - 10 rules for having better conversations This entertaining and insightful TED talk includes some really good reminders on how to be a better “conversationalist”. I personally love all of the suggestions, but really enjoy #2, #4 and #6, as I think these are the ones people really struggle with. I’ve shared this video in workshops and it always creates a few “aha” moments as people engage in some personal reflection. I also love the WAIT acronym mentioned in the video. You can find the 12-min talk by Celeste Headlee here on YouTube. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1625855280085-YJ24FMRAXSX0ZLNE6Y3G/unsplash-image-QDq3YliZg48.jpg Resources - On Conflict Debt, Better Conversations, & Positive Moments - What is “Active Constructive” responding? Today I’m sharing a relationship building ‘micro skill’ that can be applied not only at work, but also in your relationships with friends and family (yep, even your mother-in-law!). In a work context I’ve had clients use this approach to strengthen trust and rapport, and increase the ratio of ‘positive’ interactions with others. One client had so many direct reports that he found it difficult to have meaningful 1-1 time with each team member on a regular basis. This approach helped to create a positive connection each time someone shared a ‘win’ with him. If you want to reflect on why this really matters, try to remember the last time someone acted like a bit of a ‘wet blanket’ in response to your good news. How did it make you feel? Here is a downloadable resource that includes some tips on demonstrating an Active-Constructive response. Despite the slightly monotone nature of the narrator's voice, this video also includes a great demonstration of the 4 different response styles. https://www.leisamolloy.com/resources/whatstoriesareyoutellingyourself monthly 0.5 2021-07-09 https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1598055947169-8WRTO12PL5PSS3QHI8DE/Minds%2B-%2BA49.jpg Resources - What Stories Are You Telling Yourself? A Tool to Challenge Your Own Thinking… https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1598057109246-FYGSQCYZW2Z31OFX03X8/Exploring+Your+Own+Thinking+%28Tile%29.png Resources - What Stories Are You Telling Yourself? A Tool to Challenge Your Own Thinking… https://www.leisamolloy.com/resources/on-empathy-advice-monsters-and-mastering-your-stories monthly 0.5 2023-01-26 https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1625855762197-MA2E9C6G1R2FDE4HCCF4/unsplash-image-Cf5kL7vcF6U.jpg Resources - On Empathy, Advice Monsters, and Mastering Your 'Stories' - Are you accidentally triggering a 'threat' response in others? The SCARF model is a great framework for understanding some of the social drivers that can lead us (as humans) to feel safe or unsafe around others. It all stems back to our evolutionary history and desire to belong and be part of a 'tribe'. Many of my clients find themselves better understanding others' needs and reactions after learning and applying these insights. This article by David Rock explains the concepts well, also highlighting several implications for leaders. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1623769067015-XZMY1H34TN8UI0DOXEKP/unsplash-image-rxpThOwuVgE.jpg Resources - On Empathy, Advice Monsters, and Mastering Your 'Stories' - 6 steps leaders can take to get the most from feedback Now, I could talk for ages about the various things organisations can do to make feedback more effective! For now I'll share this article on a practical step-by-step process for slowing down, reflecting upon, and really trying to develop insight from formal feedback initiatives. One of the most common mistakes I've seen over the last 15+ years? Rushing into action without truly understanding the feedback or taking time to identify the 'big ticket' items. Some of the biggest causes of this mistake? Pressure to quickly get results from the process, as well as our very human tendency to avoid the discomfort of digging deeper. You can read the article here. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1623769181681-5BZB45EWIT61AFMRZLZC/unsplash-image-UAvYasdkzq8.jpg Resources - On Empathy, Advice Monsters, and Mastering Your 'Stories' - Are you struggling to keep up with extra demands on your time? l've often worked with clients who are feeling overwhelmed but struggle to say "no" when asked to take on more work. Why? Mostly because they are worried about upsetting others. I've noticed this problem escalating for a lot of people since the pandemic began (especially those in leadership, HR, IT, etc.). What I love most about this article is that it provides some great examples of things you can actually say to politely decline or gently push back on unnecessary tasks or unrealistic timeframes. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1625855899428-IWLPZXK4YL6MWMBURDSW/unsplash-image-gq5PECP8pHE.jpg Resources - On Empathy, Advice Monsters, and Mastering Your 'Stories' - What empathy is (and isn't) If you haven't yet seen this amazing 3-min animation, now is definitely the time to watch it. It includes some wise words from Brené Brown on simply being 'with' people who are struggling, and avoiding the temptation to fix or make things better. When I shared this in a LinkedIn post a while back it was viewed over 73,000 times! After watching this video one of my coaching clients tried simply being there and listening to a team member. He expressed his astonishment in an email reply, saying "I couldn't believe the result - bloody incredible! I could see the relief on their face just getting it all out." https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1625856000275-M0NJ2WOJ22Q1NVR2NQL4/unsplash-image-Q2D9OKn3BJQ.jpg Resources - On Empathy, Advice Monsters, and Mastering Your 'Stories' - Do you have an Advice Monster lurking inside of you? Almost everyone gets an 'aha' moment or two from Michael Bungay-Stanier's wisdom on the advice monsters we all have inside us! Watch this video and consider which personas are most likely to show up for you - is it Tell It, Control It, or Save It? The Advice Trap book and resources have quickly become some of my firm favourites when helping leaders to develop their feedback and coaching skills. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1625856063814-IFXMQ649DNXJ5LB9XW5K/unsplash-image-mk7D-4UCfmg.jpg Resources - On Empathy, Advice Monsters, and Mastering Your 'Stories' - What 'stories' are you telling yourself? As humans, we often create own our explanations about whatever is going on around us, especially in tricky or ambiguous situations. The tool I'm sharing today is based on a framework that can be used to challenge your own thinking and separate facts, feelings, judgements, needs and wants. The key objective in using the tool is to build greater self-awareness and clarity around your own reactions and approach. It can also be used to structure your communications more effectively. You'll find detailed instructions and a downloadable, editable version of the 4-quadrant worksheet here. Reach out with any questions! https://www.leisamolloy.com/resources/strengthsbasedleadership monthly 0.5 2020-12-09 https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1607535948859-HBGYICEKXNKBJ4ZEC020/alex-ZR48YvUpk04-unsplash.jpg Resources - Strengths-Based Leadership https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1607536533420-GQ39X96BFE6W57FP9KWG/image-asset.jpeg Resources - Strengths-Based Leadership https://www.leisamolloy.com/resources/butpeoplewontlikeyou monthly 0.5 2021-06-11 https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1598060386543-NYW8CT8WF6GDBMZGSUOM/leadership+development+coaching+melbourne Resources - But People Won’t Like You…! https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1598061281391-PF2BPJRGHGAY6DTD71R2/5+Psychological+Barriers+%28compiled+by+Leisa+Molloy%29.png Resources - But People Won’t Like You…! Pssst! Like this infographic? See below for a free downloadable copy. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1598065603495-KMCC1I9RLSR5WVVX8EMM/Difficult+conversations+training+melbourne Resources - But People Won’t Like You…! https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1598065640830-24H4T864CLITB6P00GYY/leadership+coach+confidence+melbourne Resources - But People Won’t Like You…! https://www.leisamolloy.com/resources/category/Article monthly 0.5 https://www.leisamolloy.com/resources/category/Resource monthly 0.5 https://www.leisamolloy.com/resources/category/Worksheet monthly 0.5 https://www.leisamolloy.com/resources/category/Freebie monthly 0.5 https://www.leisamolloy.com/resources/category/Download monthly 0.5 https://www.leisamolloy.com/about daily 0.75 2025-08-16 https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1594501584287-GH9SGB1TE36UH71NMWUW/organisational+psychologist+Melbourne https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1593047467873-1M53BFG3IJBDDU6HESGS/leisaclients.jpg About https://www.leisamolloy.com/home daily 1.0 2025-08-16 https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1646423358737-CU20VIQLQ8I7FCB4FNWO/unsplash-image-eF7HN40WbAQ.jpg Leisa Molloy - 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EFFECTIVE FEEDBACK CONVERSATIONS Learn the skills, tools & frameworks for having meaningful, specific and constructive feedback conversations. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1596688803202-E2PL0I3YBWNM90H2VW09/Archery-2-icon.png Feedback Conversations (Archive) https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1596688906989-96EEAB3RI6KRU8KRUI2L/Business-Mens-icon.png Feedback Conversations (Archive) https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1596688819380-C1IQ4N22HZ09WLOM50JU/Board-icon.png Feedback Conversations (Archive) https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1596693368424-D2O6UQMU17RO1ZONQ4C9/Leisa+Molloy+Feedback+Training Feedback Conversations (Archive) - Hi, I’m Leisa! A little bit about me… https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1596694854590-3UTMM1CUPTGOOQCSYNOO/amy-hirschi-uwpo02K55zw-unsplash.jpg Feedback Conversations (Archive) https://www.leisamolloy.com/lego-serious-play daily 0.75 2025-08-15 https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1658091323417-TJISZPS6U9CQ8KYHO3ZP/lego+serious+play+australia https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1646512447363-RWCHT2RN4RQLTF734W4D/lego-serious-play-team-building.jpg https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1646512488582-Q53932OXEVKMRXATTQJ6/lego-team-building-workshop.jpg https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1646512559306-5R73U4F6HAEDACTEQ1V6/lego-team-building-melbourne.jpg https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1597348611928-DZ2DQGPF1PVCMN2Y4YT2/128+Head+question+mark+128.png https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1597348642578-9P5I9M4LQFLHXZIS78GG/128+people+128.png https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1597348683990-ZAFPZ20CZEJHTNP423V7/128+speech+marks+128.png https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1597348706966-ZHATMH4ENYU1WL1QPCOO/128+stakeholder+map+128.png https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/b8ea7dc0-50a1-41f0-a5b7-615f7192a172/Lego+Serious+Play+Facilitation https://www.leisamolloy.com/leadership-coaching daily 0.75 2025-08-15 https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/09d783ff-ee58-4473-9bac-81b949123fce/white-calendar-on-colorful-background-close-up-pl-2025-01-10-12-46-31-utc.jpg https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/0a3e0ef7-26a8-4f52-aef7-3cca75f624dc/alarm-clock-top-view-with-copy-space-flat-lay-b-2023-11-27-05-13-56-utc.jpg https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/f5fdcc55-09d9-464a-b01f-f51c03909b3f/FOR+PROPOSALS+%26+WEBSITE.png https://www.leisamolloy.com/leisa-molloy-virtual-team-building-activities-legoseriousplay-workshop-1 daily 0.75 2021-02-18 https://www.leisamolloy.com/leisa-molloy-team-building-activities-melbourne-lego-serious-play-workshop daily 0.75 2021-02-18 https://www.leisamolloy.com/leisa-molloy-corportate-team-building-workshop-melbourne-lego-serious-play-1 daily 0.75 2021-02-18 https://www.leisamolloy.com/contrasting-skill daily 0.75 2021-03-14 https://www.leisamolloy.com/recognition-workshops daily 0.75 2025-08-15 https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1686429373076-JQO2QR3K0MMLHSB9U30G/Recognition+psychosocial+risk https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1625080385354-DRVKV93ENMX3EK1HSO7U/Recognition+training+for+managers https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1686430178027-HUC52WO6241OAF2FJCLS/Employee+recognition+training Recognition & Appreciation - PROVIDING MEANINGFUL RECOGNITION & APPRECIATION A short, practical and insightful workshop on providing meaningful, relevant and timely recognition and appreciative feedback. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1619813689361-P5ZOPZE6VP5PUW6CNO5L/jon-tyson-OZz8TK8T8MM-unsplash.jpg https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1596688990448-D2C139G1MKPVNUT31ZWM/Archery-2-icon.png https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1596689010507-GMXEZ62F479WXQ9OWGB7/Business-Mens-icon.png https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1596689037181-RXED7NXJO41LNR0CDLH4/Board-icon.png https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1643057516545-LXZX1B7LKRDJ4IFLD42L/Appreciating+Others%27+Positive+Attributes+%26+Qualities+%28Leisa+Molloy%29+FV.png Recognition & Appreciation https://www.leisamolloy.com/difficultconversationstraining-1 daily 0.75 2021-06-30 https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1596687430669-0KR43G58OGIRDX7X892B/Difficult+conversations+training Challenging Conversations (Copy) - CHALLENGING CONVERSATIONS WORKSHOPS Practical skills, tools & frameworks to help leaders and employees more confidently tackle difficult conversations (instead of avoiding them!) https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1596688803202-E2PL0I3YBWNM90H2VW09/Archery-2-icon.png Challenging Conversations (Copy) https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1596688906989-96EEAB3RI6KRU8KRUI2L/Business-Mens-icon.png Challenging Conversations (Copy) https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1596688819380-C1IQ4N22HZ09WLOM50JU/Board-icon.png Challenging Conversations (Copy) https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1625036233064-XI6VO9PZ3L2TI3DP6M4S/unsplash-image-fRGoTJFQAHM.jpg Challenging Conversations (Copy) - SHORT SESSION (2.5 HRS) In this 2.5 hour workshop, participants learn a step-by-step, structured framework for initiating and then navigating challenging conversations. A range of key skills are explored, with opportunities for discussion & reflection throughout the session. Also includes access to follow up resources, materials, tools & curated content to extend insights and increase likelihood of applying learning and skills on-the-job. Remote or in-person options available. Maximum 25 ppl. https://images.squarespace-cdn.com/content/v1/5ec321c2af33de48734cc929/1589847788985-AH1EU0DS9MBSHGFKM6B2/image-asset.jpeg Challenging Conversations (Copy) - $40 Option Two It all begins with an idea. Maybe you want to launch a business. Maybe you want to turn a hobby into something more. Or maybe you have a creative project to share with the world. Whatever it is, the way you tell your story online can make all the difference. https://images.squarespace-cdn.com/content/v1/5ec321c2af33de48734cc929/1589847788755-CABTUZULDTZ87YICQNQ2/image-asset.jpeg Challenging Conversations (Copy) - $60 Option Three It all begins with an idea. Maybe you want to launch a business. Maybe you want to turn a hobby into something more. Or maybe you have a creative project to share with the world. Whatever it is, the way you tell your story online can make all the difference. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1596396047987-1WZCTG9UZG89KQN11B7Y/Difficult+conversations+training+2 Challenging Conversations (Copy) https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1596669429364-CDLYJD4L89MXYV8DEJRC/Difficult+conversations+training+3 Challenging Conversations (Copy) https://www.leisamolloy.com/difficultconversationstraining daily 0.75 2025-08-15 https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1625350650172-3OTBW9VJQPJTW8B30WU7/B5.jpg Challenging Conversations https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1626290944267-SFX07GZTRMH96BZKXA1N/tengyart-uh6msP8Md_E-unsplash.jpg Challenging Conversations https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1626468033368-CJE92CVISB3C1J0IYOI2/unsplash-image-pElSkGRA2NU.jpg Challenging Conversations https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1626468347032-AD92EPNPPX4FU82TYT2G/unsplash-image-1jUPdfWZgps.jpg Challenging Conversations - Make it stand out Whatever it is, the way you tell your story online can make all the difference. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1596669429364-CDLYJD4L89MXYV8DEJRC/Difficult+conversations+training+3 Challenging Conversations https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/a5a6f5ac-721b-4453-9868-965697f73b68/Challenging+Conversations+-+Website+Snips+%282%29.png Challenging Conversations - Make it stand out Whatever it is, the way you tell your story online can make all the difference. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1626481807250-J40LF9S648JUUFKZQVXJ/brain+crop.jpg Challenging Conversations https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1626481760743-HC6P46L274GDAOH0RY4W/cropped+zoom.jpg Challenging Conversations https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1646426599200-5KDE4FFON5A76I8GIFNX/difficult-conversations-training-for-managers.png Challenging Conversations - Make it stand out Whatever it is, the way you tell your story online can make all the difference. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1626478093686-7UG7CLN606UXWTQZ44TB/domenico-loia-hGV2TfOh0ns-unsplash.jpg Challenging Conversations - Make it stand out Whatever it is, the way you tell your story online can make all the difference. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1626481092840-6WIE5H1DQPHOU51ZBAKK/Copy+of+Headshot+image.png Challenging Conversations - Why work with Leisa? I’m an endorsed Organisational Psychologist with Masters qualifications and over 20 years of experience, bringing a deep understanding of human behaviour to my programs. I’m also a bit of a nerd about psychology and behaviour at work! My approach draws on extensive experience in leadership development, neuroscience, positive psychology, employee engagement, and behavioural change. I’ve worked with organisations and individuals across the public and private sectors. In recent years, I’ve facilitated over 295 workshops and sessions with more than 2,100 participants, and have worked with almost 500 leaders as a coach, consultant, or facilitator. Much of my work focuses on 'leadership conversations’—an area I’m particularly interested in, having seen how challenging these situations can be for many leaders. I'm also pretty friendly! And really enjoy supporting people to build skills and use practical tools they can apply in their everyday work. https://www.leisamolloy.com/programs daily 0.75 2022-11-28 https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1596695949962-634DH1VC8J4YEEGDOHI6/Career+Development+Conversations Browse all Programs - CAREER & DEVELOPMENT CONVERSATIONS PROGRAM Practical frameworks, tools, and skills to help leaders have more meaningful & engaging career & development conversations. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1646424300219-J765KW51EYJGLNHRPQ58/Difficult-conversations-training.jpg Browse all Programs - HANDLING CHALLENGING CONVERSATIONS For leaders and individuals who cringe at the thought of having a ‘difficult’ conversation! https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1592365947722-Z790WXQ5BCWV3L1JFZ1X/top-view-photo-of-people-near-wooden-table-3183150.jpg Browse all Programs - HAVING EFFECTIVE FEEDBACK CONVERSATIONS Do your leaders struggle with giving feedback? Skills, tools & frameworks for having meaningful & constructive feedback conversations. https://www.leisamolloy.com/careerconversationstraining daily 0.75 2025-08-15 https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1596675205268-NQE0KYMX8GFR5A1SSIRK/two-women-sitting-on-chairs-beside-window-1181719.jpg Career & Development Conversations - CAREER & DEVELOPMENT CONVERSATIONS Learn the practical frameworks, tools, and skills to have more meaningful & engaging career conversations. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1626737893318-0J6V1I6M5V28SQU9UVCG/career+conversations.jpg Career & Development Conversations https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1626738143419-9R0SVOR4EFPZO8OY5E8D/Convo+guides+image.png Career & Development Conversations - Make it stand out Whatever it is, the way you tell your story online can make all the difference. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1626738188808-8BV7H4IYCNOM4JTL5QI4/Snips+for+OES+webpages+%285%29.png Career & Development Conversations - Make it stand out Whatever it is, the way you tell your story online can make all the difference. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1626481092840-6WIE5H1DQPHOU51ZBAKK/Copy+of+Headshot+image.png Career & Development Conversations - Why work with Leisa? Why work with me? (Yep, I’m Leisa – hi!) I’m an endorsed Organisational Psychologist with Masters qualifications and over 20 years of experience, bringing a deep understanding of human behaviour to my programs. I’m also a bit of a nerd about psychology and behaviour at work! My approach draws on extensive experience in leadership development, neuroscience, positive psychology, employee engagement, and behavioural change. I’ve worked with organisations and individuals across the public and private sectors. In the last few years alone I’ve facilitated over 295 workshops and sessions with more than 2,100 participants, and worked with almost 500 leaders as a coach, consultant, or facilitator. Much of my work focuses on 'leadership conversations', which is a key area of interest for me given how often I’ve seen leaders struggle with this. I’m also pretty friendly – and I genuinely enjoy supporting people to build these skills and tools, knowing the positive difference they can make in their work and relationships. :-) https://www.leisamolloy.com/programs-2 daily 0.75 2021-07-17 https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1596695949962-634DH1VC8J4YEEGDOHI6/Career+Development+Conversations Browse all Programs (Copy) - CAREER & DEVELOPMENT CONVERSATIONS PROGRAM Learn the practical frameworks, tools, and skills to have more meaningful & engaging career conversations. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1592523613927-ERV2Q9UAFTKOS5WM5B71/photo-of-man-holding-pen-3182752.jpg Browse all Programs (Copy) - HANDLING CHALLENGING CONVERSATIONS Do you cringe at the thought of having a ‘difficult’ conversation at work? Learn how to handle conversations where opinions vary and emotions run high. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1592365947722-Z790WXQ5BCWV3L1JFZ1X/top-view-photo-of-people-near-wooden-table-3183150.jpg Browse all Programs (Copy) - HAVING EFFECTIVE FEEDBACK CONVERSATIONS Do you sometimes struggle with giving feedback? Learn skills, tools & frameworks for having meaningful & constructive feedback conversations. https://www.leisamolloy.com/challenging-conversations-notificationpage daily 0.75 2021-07-20 https://www.leisamolloy.com/feedback-skills-programs daily 0.75 2025-08-15 https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1627590013425-6G99OZW240DHF94KFLDN/unsplash-image-73XDjmZQo6Y.jpg Feedback Skills Programs - Make it stand out Whatever it is, the way you tell your story online can make all the difference. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1627590408435-SETLTAIPF7TLK0F4ZYLL/unsplash-image-bSpqe48INMg.jpg Feedback Skills Programs https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1596694854590-3UTMM1CUPTGOOQCSYNOO/amy-hirschi-uwpo02K55zw-unsplash.jpg https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1627592821276-LX016YYH3SGTVM5V8MXB/unsplash-image-g2E2NQ5SWSU.jpg https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1626481092840-6WIE5H1DQPHOU51ZBAKK/Copy+of+Headshot+image.png Feedback Skills Programs - Why work with Leisa? Why work with me? (Yep, I’m Leisa - hi!) Firstly, I’m a registered and endorsed Organisational Psychologist with Masters qualifications and almost 20 years of experience in Organisational Psychology. This allows me to bring a depth of understanding of human behaviour to my programs. Put simply, I’m a total nerd about psychology and behaviour at work! You’ll benefit from my broad experience and knowledge in the areas of leadership development, neuroscience, positive psychology, employee engagement, and behavioural change. I’ve worked with many different organisations and individuals in both the public & private sectors. In the last few years alone I’ve facilitated over 230 workshops and sessions with 1450+ participants and worked with 460+ leaders as a coach, consultant, or facilitator. Many of my programs are focused on 'leadership conversations’, which is a key area of interest for me given how often I’ve seen leaders struggle with this. I'm also pretty friendly! And really enjoy helping individuals to learn these skills and tools given the significant difference it can make :-) https://www.leisamolloy.com/legal-terms-conditions daily 0.75 2024-10-04 https://www.leisamolloy.com/programs-1 daily 0.75 2022-02-08 https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1596695949962-634DH1VC8J4YEEGDOHI6/Career+Development+Conversations Browse all Programs (Feb 8th 2022 Backup) - CAREER & DEVELOPMENT CONVERSATIONS PROGRAM Practical frameworks, tools, and skills to help leaders have more meaningful & engaging career & development conversations. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1626484792522-22JNCUKVHMTVZ15NLA78/Giving+Feedback+Training.jpg Browse all Programs (Feb 8th 2022 Backup) - HANDLING CHALLENGING CONVERSATIONS For leaders and individuals who cringe at the thought of having a ‘difficult’ conversation! https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1592365947722-Z790WXQ5BCWV3L1JFZ1X/top-view-photo-of-people-near-wooden-table-3183150.jpg Browse all Programs (Feb 8th 2022 Backup) - HAVING EFFECTIVE FEEDBACK CONVERSATIONS Do your leaders struggle with giving feedback? Skills, tools & frameworks for having meaningful & constructive feedback conversations. https://www.leisamolloy.com/difficultconversationstraining-2 daily 0.75 2023-02-28 https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1626477063223-58NBU5SVAQCDZTMT5Y7D/2.png Challenging Conversations (Feb 8th 2022 Backup) - Make it stand out Whatever it is, the way you tell your story online can make all the difference. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1626481807250-J40LF9S648JUUFKZQVXJ/brain+crop.jpg Challenging Conversations (Feb 8th 2022 Backup) https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1626481760743-HC6P46L274GDAOH0RY4W/cropped+zoom.jpg Challenging Conversations (Feb 8th 2022 Backup) https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1626477041253-MURB2RLEOSIV9RTUVZWU/1.png Challenging Conversations (Feb 8th 2022 Backup) - Make it stand out Whatever it is, the way you tell your story online can make all the difference. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1625350650172-3OTBW9VJQPJTW8B30WU7/B5.jpg Challenging Conversations (Feb 8th 2022 Backup) https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1626290944267-SFX07GZTRMH96BZKXA1N/tengyart-uh6msP8Md_E-unsplash.jpg Challenging Conversations (Feb 8th 2022 Backup) https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1626468033368-CJE92CVISB3C1J0IYOI2/unsplash-image-pElSkGRA2NU.jpg Challenging Conversations (Feb 8th 2022 Backup) https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1626468347032-AD92EPNPPX4FU82TYT2G/unsplash-image-1jUPdfWZgps.jpg Challenging Conversations (Feb 8th 2022 Backup) - Make it stand out Whatever it is, the way you tell your story online can make all the difference. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1596669429364-CDLYJD4L89MXYV8DEJRC/Difficult+conversations+training+3 Challenging Conversations (Feb 8th 2022 Backup) https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1626478093686-7UG7CLN606UXWTQZ44TB/domenico-loia-hGV2TfOh0ns-unsplash.jpg Challenging Conversations (Feb 8th 2022 Backup) - Make it stand out Whatever it is, the way you tell your story online can make all the difference. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1626481092840-6WIE5H1DQPHOU51ZBAKK/Copy+of+Headshot+image.png Challenging Conversations (Feb 8th 2022 Backup) - Why work with Leisa? Why with with me? (Yep, I’m Leisa - hi!) Firstly, I’m a registered psychologist with Masters qualifications and 17+ years of experience in Organisational Psychology. This allows me to bring a depth of understanding in human behaviour to my programs. Put simply, I’m a total nerd about psychology and behaviour at work! You’ll benefit from my broad experience and knowledge in the areas of leadership development, neuroscience, positive psychology, employee engagement, and behavioural change. I’ve worked with lots of different organisations and individual in both the public & private sector. In the last few years alone I’ve facilitated over 180 workshops and sessions with 1000+ participants, and worked with 400+ leaders as a coach, consultant, or facilitator. My programs are all centred on this idea of 'leadership conversations’, with this being my main area of expertise. I'm also pretty friendly! And really enjoy helping individuals to learn these skills and tools given the significant difference it can make :-) https://www.leisamolloy.com/feedback-conversations-1 daily 0.75 2023-02-28 https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1627590013425-6G99OZW240DHF94KFLDN/unsplash-image-73XDjmZQo6Y.jpg Feedback Conversations (Feb 8th 2022 Backup) - Make it stand out Whatever it is, the way you tell your story online can make all the difference. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1627590408435-SETLTAIPF7TLK0F4ZYLL/unsplash-image-bSpqe48INMg.jpg Feedback Conversations (Feb 8th 2022 Backup) https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1627592311481-G1WAGN2O61X3T0R3O9L7/unsplash-image-mZNRsYE9Qi4.jpg Feedback Conversations (Feb 8th 2022 Backup) https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1596694854590-3UTMM1CUPTGOOQCSYNOO/amy-hirschi-uwpo02K55zw-unsplash.jpg Feedback Conversations (Feb 8th 2022 Backup) https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1627592821276-LX016YYH3SGTVM5V8MXB/unsplash-image-g2E2NQ5SWSU.jpg Feedback Conversations (Feb 8th 2022 Backup) https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1626481092840-6WIE5H1DQPHOU51ZBAKK/Copy+of+Headshot+image.png Feedback Conversations (Feb 8th 2022 Backup) - Why work with Leisa? Why with with me? (Yep, I’m Leisa - hi!) Firstly, I’m a registered psychologist with Masters qualifications and 17+ years of experience in Organisational Psychology. This allows me to bring a depth of understanding in human behaviour to my programs. Put simply, I’m a total nerd about psychology and behaviour at work! You’ll benefit from my broad experience and knowledge in the areas of leadership development, neuroscience, positive psychology, employee engagement, and behavioural change. I’ve worked with lots of different organisations and individual in both the public & private sector. In the last few years alone I’ve facilitated over 180 workshops and sessions with 1000+ participants, and worked with 400+ leaders as a coach, consultant, or facilitator. My programs are all centred on this idea of 'leadership conversations’, with this being my main area of expertise. I'm also pretty friendly! And really enjoy helping individuals to learn these skills and tools given the significant difference it can make :-) If you want to know more about me, feel free to download my bio here! https://www.leisamolloy.com/lego-serious-play-feb-8th-2022-backup daily 0.75 2023-02-28 https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1597348116546-IVIKQZHRDKXL6GKZAB32/lego+serious+play+melbourne Lego Serious Play (Feb 8th 2022 Backup) - Every team member feels valued Lego® Serious Play® creates space for everyone to share their ideas and perspectives. Each participant builds a response to the question being explored by the group, sharing the unique story of their model while others listen and ask questions. Where groups work together to create a shared model, the ideas behind each participant’s unique contribution are preserved throughout the conversation, helping them to feel ‘heard’. This helps to avoid that all-too-common scenario of quieter participants having their voices drowned out, creating opportunities for everyone to have a ‘voice’ in a more equitable way. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1597348086899-TDKDZDIOKROCXFHWTWAY/lego+facilitator+melbourne Lego Serious Play (Feb 8th 2022 Backup) - It facilitates open and honest communication The safe space created by Lego® Serious Play® often leads to participants feeling more confident in expressing their ideas and opinions. Participants attach meaning to the physical, tangible object they’ve created (i.e. the Lego model), and then share their thoughts by ‘telling the story’ of what they’ve built. In this way, the focus is on what they’ve created, rather than on them - making it feel safer to speak up and contribute. The use of metaphors and stories also creates a sense of safety for some participants. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1597347972789-H9WDCCBLIFUULHJWQWXY/Lego+workshops+melbourne Lego Serious Play (Feb 8th 2022 Backup) - Team and organisational collaboration Lego® Serious Play® can also support collaboration and cross-functional communication, with this in turn helping to break down down silos. As groups problem solve together, new connections and insights often emerge, with the process creating a shared sense of energy and purpose. With team members enjoying a more collaborative and strategic environment, these sessions can lead to more dynamic organisation conversations in the future. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1597348611928-DZ2DQGPF1PVCMN2Y4YT2/128+Head+question+mark+128.png Lego Serious Play (Feb 8th 2022 Backup) https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1597348642578-9P5I9M4LQFLHXZIS78GG/128+people+128.png Lego Serious Play (Feb 8th 2022 Backup) https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1597348683990-ZAFPZ20CZEJHTNP423V7/128+speech+marks+128.png Lego Serious Play (Feb 8th 2022 Backup) https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1597348706966-ZHATMH4ENYU1WL1QPCOO/128+stakeholder+map+128.png Lego Serious Play (Feb 8th 2022 Backup) https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1597350462323-E138OGJ6LKE6DUJY8NFM/Leisa+Molloy+Lego Lego Serious Play (Feb 8th 2022 Backup) https://www.leisamolloy.com/appearances-1 daily 0.75 2022-02-08 https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1631817816784-LIR8NDYDTXM3LYXUIYTG/240101126_6244202596158_6299386862337652205_n.png.jpg Appearances (Copy) - Make it stand out Whatever it is, the way you tell your story online can make all the difference. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1621454168419-8O5FBAX50STDT4QZ8PW2/Nick+Hughes.JPG Appearances (Copy) - Make it stand out Whatever it is, the way you tell your story online can make all the difference. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1621453034467-2C0GYA84UOULNU45VPI3/SheMentors+Podcast+Leisa+Molloy.png Appearances (Copy) - Make it stand out Whatever it is, the way you tell your story online can make all the difference. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1612103753117-W6Y018R050RD8HRUQPN3/Intagram_Career+change+Part2+%28002%29.png Appearances (Copy) https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1621539165414-OXQ72TE8F3FTI2U8DV9S/SheMentors+image+on+stage.jpg Appearances (Copy) - Make it stand out Whatever it is, the way you tell your story online can make all the difference. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1612103372748-OUVU6I60H6B5PKQ3LQAH/1.png Appearances (Copy) https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1612101972344-19AY2BXB1697LPK8BAKT/strengths+based+leadership.jpg Appearances (Copy) https://www.leisamolloy.com/careerconversationstraining-1 daily 0.75 2023-02-28 https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1596675205268-NQE0KYMX8GFR5A1SSIRK/two-women-sitting-on-chairs-beside-window-1181719.jpg Career & Development Conversations (Feb 8th 2022 Backup) - CAREER & DEVELOPMENT CONVERSATIONS Learn the practical frameworks, tools, and skills to have more meaningful & engaging career conversations. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1626737080009-OJX97HWLSPPFGDYPI9B5/unsplash-image-TxSVqNgnjq4.jpg Career & Development Conversations (Feb 8th 2022 Backup) - “The career conversation training was an absolute game changer for me and my team. We had previously created development plans but we decided to start from scratch to trial your format and we all found the experience way more fruitful and inspiring. Thank you so much for this!” — Team Leader in a leading Tech Company, 2020 https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1626737893318-0J6V1I6M5V28SQU9UVCG/career+conversations.jpg Career & Development Conversations (Feb 8th 2022 Backup) https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1626738143419-9R0SVOR4EFPZO8OY5E8D/Convo+guides+image.png Career & Development Conversations (Feb 8th 2022 Backup) - Make it stand out Whatever it is, the way you tell your story online can make all the difference. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1626738188808-8BV7H4IYCNOM4JTL5QI4/Snips+for+OES+webpages+%285%29.png Career & Development Conversations (Feb 8th 2022 Backup) - Make it stand out Whatever it is, the way you tell your story online can make all the difference. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1596688990448-D2C139G1MKPVNUT31ZWM/Archery-2-icon.png Career & Development Conversations (Feb 8th 2022 Backup) https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1596689010507-GMXEZ62F479WXQ9OWGB7/Business-Mens-icon.png Career & Development Conversations (Feb 8th 2022 Backup) https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1596689037181-RXED7NXJO41LNR0CDLH4/Board-icon.png Career & Development Conversations (Feb 8th 2022 Backup) https://www.leisamolloy.com/recognition-appreciation-backup-feb-8th-2022 daily 0.75 2022-02-08 https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1625080385354-DRVKV93ENMX3EK1HSO7U/Recognition+training+for+managers Recognition & Appreciation (Backup Feb 8th 2022) - PROVIDING MEANINGFUL RECOGNITION & APPRECIATION A short, practical and insightful workshop on providing meaningful, relevant and timely recognition and appreciative feedback. https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1619813689361-P5ZOPZE6VP5PUW6CNO5L/jon-tyson-OZz8TK8T8MM-unsplash.jpg Recognition & Appreciation (Backup Feb 8th 2022) https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1596688990448-D2C139G1MKPVNUT31ZWM/Archery-2-icon.png Recognition & Appreciation (Backup Feb 8th 2022) https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1596689010507-GMXEZ62F479WXQ9OWGB7/Business-Mens-icon.png Recognition & Appreciation (Backup Feb 8th 2022) https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1596689037181-RXED7NXJO41LNR0CDLH4/Board-icon.png Recognition & Appreciation (Backup Feb 8th 2022) https://images.squarespace-cdn.com/content/v1/5ed1910b71c4bc5357b5031a/1643057516545-LXZX1B7LKRDJ4IFLD42L/Appreciating+Others%27+Positive+Attributes+%26+Qualities+%28Leisa+Molloy%29+FV.png Recognition & Appreciation (Backup Feb 8th 2022) https://www.leisamolloy.com/leadership-coaching-1 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