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Coaching for Performance Every Leader a Coach Leader of Others Leadership Coaching The Role of a Leader – Performance & Engagement

Engaging with feedback

In our team we will soon receive our annual employee engagement survey results. This a regular exercise in many companies and one that sheds light on dynamics of team performance, culture and wellbeing.

It is however only providing a snapshot. A moment in time with limited scope for understanding nuance, personal differences and context. The feedback is highly important and the initial response rate also provides an interesting insight, yet this data must be used as part of a wider approach to engagement if we are to truly create aligned & high performing organisations.

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Leadership Coaching

Active Leadership Onboarding

Selecting and hiring a new team member frequently brings me a sense of completion and excitement at having a new colleague to work with. It is the end of a long search having found someone who will make our team better, who will improve our organisation and take us to new places. Now they will need your help and support with their leadership transition.

At the same time, it is also the very start of a long process of adjustment. One that from personal experience tends to be neglected and left to the new joiner to figure out. Not only is the new team member going through a transition to a new role with much to learn, so are their peers who are adapting to a new colleague. If they are a leader, their direct reports all now have a new manager to understand. New vendors or customers to work with. There may be country changes to manage on an international move, also leading to changes at home for any family. Even within the same company, office cultures can differ significantly. Leaving a new employee to work this out alone – whether new to the company or an internal mover – leaves far too much to chance.