Archive for Our Approach

Having Meaningful Conversations in the Workplace

Sheridan Resolutions

Having Meaningful Conversations in the Workplace| 12.2.20

Effective communication results in minimising potential misunderstanding, creates unity as everyone is aligned or clear on the views or aims of another individual or company. An effective communicator understands their audience, chooses an appropriate communication channel, hones their message to this channel and encodes the message to reduce misunderstanding by the receiver(s). Overall, this results in improved employee and business relationships.

Choosing the right mode of communication, that is delivered in the right way is critical across an organisation, but arguably none more important than between a line manager and a direct report. These parties have an on-going relationship and one that is built on trust and respect, so therefore meaningful conversations are imperative. Delivering feedback effectively or following up with a direct report on a missed deadline, is a skill, and one that all too often, line managers are expected to know how to do. Here are some tips to ensure you are ‘BOOST’ing your feedback:

• Balanced – Feedback should look at both positive and negative aspects of an
individual’s performance, not just one or the other. All achievements should be
duly recognised. It motivates employees to give their best every time. If there are
any areas for improvement, work together to come up with ideas of how to
overcome them.

• Observed – Feedback should be based on first-hand observations rather than reports from others or even your own feelings. Managers who are directly responsible for their team members have a more precise understanding of how a team member performs. They are thus able to give more constructive feedback based on their own observations.

• Objective – Being objective allows the communicator to be constructive in their communication and think about the audience(s) and what is important for them to hear or take from the communication.

• Specific – Make sure your messaging is to the point. Vague feedback gives no direction and can give confusing messages.

• Timely – Communication should also be timely. For example, if feedback is given at the time, or shortly after someone’s actions, this has a much more positive impact as it is given in context, is relevant and likely to be more accurate.

If delivered in the right way, communication allows you to take others with you, ensuring all relevant parties are aligned and clear on the necessary actions or steps ahead. So, don’t forget to communicate to your direct team, wider team, stakeholders and suppliers. Ensure everyone is on the same path. Most importantly, ensure your teams are equipped to do the same, give them the skills necessary to be an effective leader.

If you would like to provide some support and coaching for your line managers to ensure they are having meaningful conversations with their direct reports, contact us to see how we can help by emailing us at:

Posted in: Executive Coaching, Team Performance, Leadership Development, Our Approach, News

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Why people should be at the heart of your business.

Why people should be at the heart of your business| 28/02/20

Simon Sinek, author of “Leaders Eat Last” states, “It is not the demands of the job that cause the most stress, but the degree of control workers feel they have throughout their day. The studies also found that the effort required by a job is not in itself stressful, but rather the imbalance between the effort we give and the reward we feel. Put simply: less control, more stress.”

So how should we take care of our employees? We could start by creating a working environment within which people are engaged and motivated; a place where they want to work. As a result, we improve productivity and reduce sick leave (according to the Office of National Statistics, in 2018 141.4 million working days were lost due to UK employees being absent).

Engaging with your employees makes them feel appreciated and valued. You shouldn’t just rely on your line managers to do this; it should come from all levels of the organisation. Create an inclusive culture than enables employees to feel empowered, respected and wanted. ‘Employee Engagement’ and ‘Well-being Policies’ are now commonplace in corporations across the globe, as they see the value that it can bring. In fact, Gallup reports that companies with high engagement scores perform better than their counterparts in key operational areas like productivity, absenteeism, turnover, safety and quality incidents, customer metrics, and profitability.

Providing employees with flexible benefits that enable them select health and wellness plans such as contributions to fitness equipment or clubs really does go a long way in boosting employee retention and output. Benefits go beyond reward and package schemes. Many benefits are also created within the workplace, such as working within an organisation that has set a clear vision and strategy. No one wants to work in a business that is running around in circles with no end game. Being clear on your vision and expectations means your people are all aligned and on the same path. Ensuring you have the right processes and systems in place also means that the day job for your employees is more efficient and therefore rewarding. Employees do not want to get bogged down by unnecessary red tape. Giving your employees the right skills and knowledge will also motivate and engage with them. By investing in capability development, not only will your teams be better equipped to do an outstanding job, but they also will exude confidence knowing they have been trained and feel valued as the organisation has invested in training for them.

So, put your people first. Your teams can either make or break your business, so make sure you have your employees at the heart of what you do, and that you are nurturing, caring, developing and investing in them by providing a work environment where people can thrive, grow and be happy.

If you need support in ensuring you are creating the right business environment for your teams to grow, contact us to see how we can help by emailing us at:

Posted in: Team Performance, Leadership Development, Our Approach, News

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Caroline Sheridan from Sheridan Resolutions appears in Leaders Council podcast alongside Lord Blunkett.

The Leaders Council of Great Britain and Northern Ireland is currently in the process of talking to leadership figures from across the nation in an attempt to understand this universal trait and what it means in Britain and Northern Ireland today.

Caroline Sheridan from Sheridan Resolutions was invited onto an episode of the podcast, which also included an interview with Lord Blunkett. Host Jonathan White asked both guests a series of questions about leadership and the role it has played in their careers to date.

Jonathan White commented, ‘Hosting a show like this, where you speak to genuine leaders who have been there and done it, either on a national stage or within a crucial industry sector, is an absolute honour.’

Lord Blunkett, chairman of The Leaders Council of Great Britain and Northern Ireland said, ‘I think the most informative element of each episode is the first part, where Jonathan White is able to sit down with someone who really gets how their industry works and knows how to make their organisation tick. Someone who’s there day in day out working hard and inspiring others. That’s what leadership is all about.’

You can listen to the podcast in full click here

Posted in: Team Performance, Our Approach, News

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The Importance of Unlocking Talent

Sheridan Resolutions

The Importance of Unlocking Talent | 13/02/20


Business leaders often refer to their people as ‘their greatest asset’, but yet we see many organisations not taking the time to invest in their employees. That investment needn’t be costly either, it could just be some quality time with their line manager to gain feedback or guidance, or access to training to enhance their capability.

Research shows that people now rate the “opportunity to learn” as among their top reasons for taking a job.¹ Business leaders know that changes in technology, longevity, work practices and business models have created a tremendous demand for continuous, lifelong development.

Whilst some businesses are taking steps to deliver learning opportunities to their people, it is evident this is still quite a challenge for the majority of businesses as learning development was cited as the top-rated challenge amongst HR and business professionals in the Deloitte’s 2019’s Global Human Capital Trends survey.

“Our top-rated trend for 2019 is the need to improving learning and development. 86% of respondents in our global survey rated this issue as important or very important, with only 10% of respondents, feeling ‘very ready’ to address it”

So why is this such a challenge? Especially when you consider that re-training can cost one-sixth of the cost of hiring an external candiate².

The biggest challenge is identifying the needs for each employee. It is a skill to be able to evaluate direct reports and identify what support, guidance or capability development they need to enhance their performance. That is why we support many of our clients in developing line managers to have effective conversations with their teams. Providing skills to line managers in turn makes a positive impact on their direct reports and drives both individual and collective excellence. A move towards team-based leadership usually requires coaching new leadership styles. Team members need to know how and when to relinquish control and, in so doing, to show respect for the differing perspectives and approaches of those who work for them. This helps keep all levels within the team motivated.

At Sheridan Resolutions we provide a range of programmes to support leaders get the most out of their teams, such as our mentoring for growth course or our certified ILM management programmes. We tailor each programme to the needs of the individual or team to ensure our clients get the most from their people.

Contact us to see how we can help you unlock your talent at

¹ Josh Bersin “New Research” LinkedIn Nov18
² Josh Bersin study with General Assembly, forthcoming



Posted in: Team Performance, Our Approach, News

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