Posts Tagged #teamwork

Sheridan Resolutions Monthly Newsletter – April 2020

Sheridan Resolutions Monthly Newsletter – April 2020

It is certainly challenging times for everyone and businesses around the world as we try to contain Covid-19.

At Sheridan Resolutions, our priority is for everyone’s health and wellbeing; both our clients and faculty members and all our friends and families. Here is a useful link shared with us by one of our clients, which you may find of interest. Please follow the link HERE

We realise that the current environment will impact everyone and how we all do business. With that in mind, we are looking to move some of our face-to-face activities to on-line, using platforms such as Teams or Zoom, or conference call facilities where we can do so. This ensures that businesses and individuals can continue to have quality coaching sessions, even if it is virtually.

We are reviewing our offering to take into account this shift and we would welcome a discussion with you to tailor our services appropriately to your organisation’s needs. If you would like to discuss this in more detail, please get in touch.

In the meantime, to help keep you entertained whilst we are all at home, you can catch up on our latest blogs and white paper and schedule some dates in your diary for our upcoming events. (Which we will hold virtually if needed…)

Please take care of yourselves!

THE IMPORTANCE OF UNLOCKING TALENT

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.

LEADERSHIP DEVELOPMENT

Given the pressures on a modern leader, businesses need to give their top people the time to think about their development and the space to make good decisions for the benefit of themselves and the organisation. To face new challenges requires resilience, courage and clear vision. To give leaders the opportunity to allow the talented people underneath them to develop their repertoire of skills and abilities clearly maximises their own performance and impact.

Sheridan Resolutions has helped many organisations accelerate the development of teams and individuals through Leadership Development Audits. Our experts take the time to understand your organisation’s culture and apply the most appropriate assessments to elicit significant insights. Just some of the tools we use include psychometric tools such as 360° feedback questionnaire; Strengths assessment tests such as Realise 2, Strength Deployment Indicator and StrengthScope; Personality tests such as SHL OPQ32, SHL motivation styles, the Saville Wave test, Hogan personality inventories, Myers Briggs (Steps I and II) and Emotional intelligence tests including BarOn EQi and EQ360 and OPP 16PF and interpersonal relations.

OUR LATEST WHITE PAPER – MANAGING WORKPLACE CONFLICT

We recently held the latest event in our Sheridan Breakfast Series, “Managing conflict in the workplace”. The findings from this event are shared in this paper. The paper reflects our view that effective workplace mediation can not only repair professional relationships but make them stronger.

To manage conflict at work is not easy. When it happens, mediation can be the best option. We want leaders, managers and HR professionals to realise fully the potential of mediation through a better understanding of how it can resolve conflict as it emerges. A real sense of how and what can be done “in the moment” is invaluable to preventing workplace disputes becoming more problematic – and potentially litigious – further down the road.

Click below to read more in this informative white paper

WHY PEOPLE SHOULD BE AT THE HEART OF YOUR BUSINESS

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).

SHERIDAN RESOLUTIONS EVENTS

We are delighted to announce some future events in our Thought Leadership Breakfast Series. Evidently, in light of Covid-19, these events are possibly subject to change and maybe delivered virtually, we will confirm nearer the time, but this gives you an opportunity to pencil them in your diary.

  • Female Leadership at its Best – 22nd April (Virtual Session)
  • Why Belonging is the New Diversity & Inclusion – 21st May 2020
  • Wellness for Success – 16th September 2020
  • Leading in an Agile World – 25th November 2020

ENHANCING TEAM PERFORMANCE

The purpose of team performance is to drive 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.

We support leaders in understanding how to create high performing teams in a range of situations:

  • Existing Teams – with the potential to perform better.
  • New teams – maybe new or reshaped in terms of remit or personnel.
  • Existing teams facing new challenges – to facilitate diversity of thinking and approach in facing business or market challenges or disruptive change.
  • Existing teams stepping back to reflect – to improve effectiveness. They’re not broken or new, but just need to recalibrate.

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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: info@sheridanresolutions.com

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

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Sheridan Resolutions Monthly Newsletter – March 2020

Welcome to our new look monthly newsletter! As Sheridan Resolutions continues to grow, our aim is to provide you with just some of our top stories and news so you can get a sense of what we up to and the value we can offer to you, your people and your business. We are now working across the globe, in Europe, USA, Asia Pacific and Australia utilising our broad and diverse global faculty of highly qualified consultants.

Not only has our newsletter had a face lift, but we are also excited to be developing a new logo and website that truly showcase and reflect what we do. More to follow on this in the coming months.

In the meantime, see what else we are up to in this newsletter. This month we share an interview with our very own Caroline Sheridan, who was recently awarded with ‘Executive Coach of the Year’; as well as a recent podcast that Caroline featured in for the Leaders Council. We also showcase just a couple of our services of Executive Coaching and Mediation and our latest white paper ‘The “8C’s” of Coaching through Change’

If you can’t wait another month to get our news, follow us on our social media channels, or go to our website

INTERVIEW WITH CEO CAROLINE SHERIDAN

You may know Sheridan Resolutions, but do you know the CEO behind the successful company?

Founder and CEO Caroline Sheridan was delighted to be recently awarded with Executive Coach of the Year Award for 2019 by Executive Global. This is another amazing achievement for Caroline and Sheridan Resolutions and is testament to her hard work and dedication to developing and growing people.

Following the award, Caroline, was featured in the Executive Global Autumn issue of their magazine. Click below to find out more about Caroline.

GROWING PEOPLE THROUGH EXECUTIVE COACHING

Executive Coaching brings improved levels of performance to existing and future roles. It accelerates high potential; manages stress, change, conflict or crisis as well as acting as a confidential sounding board for sensitive and strategic management issues. In today’s fast-moving world, we are not always able to make time to stand back, reflect and see the bigger picture and yet everything we do starts with thinking. One-to-one coaching enables self-reflection and therefore ensures decisions and actions are considered. This in turn means that outcomes are positive for both coaches and the organisation.

At Sheridan Resolutions we provide a wide range of Executive Coaching programmes and methodologies such as 360 degree feedback, on-boarding programmes and development coaching.

THE ROLE OF LEADERSHIP – PODCAST WITH CAROLINE SHERIDAN AND 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.

Our CEO, Caroline Sheridan 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.

NEW WHITE PAPER – THE “8Cs” of Coaching through Change

We recently held the latest event in our Sheridan Breakfast Series, “Coaching through Change”. The findings of this breakfast are shared in our latest white paper. We also wanted to share some of our own work in this area for a growing number of international clients. We were especially keen to listen closely to the experiences of breakfast guests using executive coaches during times of change.

Click below to read more in this informative white paper

MANAGING CONFLICT WITH MEDIATION

Workplace mediation is there to repair professional relationships. Sometimes relationships at work can come under strain and when they do, mediation is often the best option. Our mediators have an extensive track record of resolving disputes quickly and effectively.

We tailor our approach, depending on the circumstances and can help resolve conflict in commercial, workplace and team situations. We can also provide mediation skills training for managers and HR professionals who want to be able to handle issues as they emerge and before they escalate.

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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 info@sheridanresolutions.com

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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Keeping global teams focused and engaged…

There’s a big emphasis currently on a growing challenge – managing remote teams and keeping them focused and engaged. Global teams have the potential to help organizations reach new markets and provide a seamless brand experience for customers across the world. But for them to work well, team leaders need to make sure all members feel connected and engaged, regardless of their location or culture.

How can we make global teams work more effectively? The further apart we are, the closer we need to be – and feel. Remote leaders and disparate teams, once unusual, are now commonplace. The international perspective of even smaller businesses, allied with new technologies, has made it necessary to work collaboratively across distributed teams.

However, at Sheridan Resolutions we think that too many organisations focus their efforts on the processes of making global teams work, but take for granted the management practices required for success. It’s important to put extra effort toward managing what remains an essentially human challenge. A move towards team-based leadership, particularly when teams are distributed, usually requires a careful and clear focus on coaching new leadership styles.

Distributed team members need to have sharp antennae around how and when to relinquish control and, in so doing, show extra respect for the differing perspectives and approaches of those who work for them. This helps to keep all members of the team motivated.

Keep looking at our blogsLinkedIn and twitter for more details on this and other subjects and at our website – www.sheridanresolutions.com.

And don’t forget to Sign up Here  for the Sheridan Weekly. It’s free and you can unsubscribe at any time.

Caroline Sheridan, Chair, Workplace and Employment CMC group and Founder of Sheridan Resolutions

Posted in: Team Performance

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Sheridan Resolutions in Executive Global magazine

We’re really excited to feature in the latest Executive Global magazine. In the current edition Caroline Sheridan talks about the Power of Team Coaching and its impact on Performance, Leadership and Collaboration …

You can find out more about Executive Global here!

And click here for our whitepaper on team coaching and the accompanying podcast

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New Sheridan Whitepaper on Team Coaching!

New Sheridan Whitepaper on Team Coaching!

We’re delighted to showcase our whitepaper on Team Coaching. Team coaching is moving rapidly up the agenda of businesses we work with. The International Coach Federation (ICF) has identified it as the single biggest area of coaching growth over the last decade.

It fits in with our values at Sheridan Resolutions. We often talk about reasserting humanity in an era of disruption. To do this in the workplace in practice means that businesses must find and embed better ways for individuals to work positively and more effectively with one another within their own teams – and for those teams to work more effectively with other teams.

Key issues addressed in this whitepaper on team coaching include the impact on performance, on leadership and on how teams collaborate both internally and externally. And it’s important as well to remember that a great executive coach is not necessarily the same thing as a great team coach – we help readers understand what separates the best from the rest.

Posted in: Executive Coaching

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Team Coaching Podcast – have a listen!

Welcome to our very first Sheridan Resolutions podcast! We’ve picked Team Coaching as our first subject … read here what it’s about and have a listen to the audio at the bottom of this article …

Team coaching is emerging as a major area of interest for organisations everywhere. The International Coach Federation (ICF) has identified it as the single biggest area of coaching growth over the last decade – and it is not hard to see why.

At Sheridan Resolutions, we often talk about reasserting humanity in an era of disruption. To do this in the workplace in practice means that businesses must find and embed better ways for individuals to work positively and more effectively with one another within their own teams – and for those teams to work more effectively with other teams.

This is easier said than done. Teams are changing and the coaching response needs to change too. This means understanding what we mean by “team coaching”, as distinct from other terms, such as team building, team development and others. It also means identifying the common factors underlying successful team coaching, all of which we have looked at in this podcast.

There are many scenarios in which team coaching be used, such as coaching existing teams, new teams, teams facing new challenges or teams taking time out to reflect. In addition, systemic team coaching – which looks at the connections between teams – is growing rapidly in importance for many businesses.

Key considerations addressed in this podcast on team coaching include the impact on performance, on leadership and on how teams collaborate both internally and externally. And it’s important as well to remember that a great executive coach is not necessarily the same thing as a great team coach – this podcast seeks to help listeners understand what separates the best from the rest.

Posted in: Executive Coaching

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The hidden benefit of executive coaching

Our lead article in this week’s Sheridan Weekly reveals a hidden benefit of executive coaching. The growth of the executive coaching industry has been well documented in recent years. But there is one key asset that is frequently overlooked – the potential to unlock talent and capability.

Executive coaching necessitates a change in leadership style – managers don’t have the specific answers, so they no longer need to waste time pretending that they do. Instead, they should move to a position of enabling learning and creating knowledge within their teams. Everyone needs to be learning constantly, including managers, and increasingly their purpose is to create the conditions that make it as easy as possible for others to do the same.

At Sheridan Resolutions we know that to develop a coaching culture requires an understanding of this learning mentality – and its individuality, because everyone has their own learning style. As the business coaching pioneer Sir John Whitmore once noted:  “No two human minds or bodies are the same. How can I tell you how to use yours? Only you can discover how, with awareness.”

Coaching is there to fill that gap and unlock the potential in each individual, yet only around one-third of organisations make use of it in developing people for executive roles. Most continue instead to rely upon customised training and developmental job assignments as the foundation of their leadership development approach. Yet executive coaching can be far more effective as part of an overall learning strategy rather than a standalone.

Keep looking at our blogsLinkedIn and twitter for more details. And don’t forget to Sign up Here  for the Sheridan Weekly. It’s free and you can unsubscribe at any time.


Caroline Sheridan, Chair, Workplace and Employment CMC group and Founder of Sheridan Resolutions

Posted in: Executive Coaching

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Teams need both individual and collective impetus

There’s a lovely lead article in this week’s Sheridan Weekly about team development. For teams to become more than the sum of their parts, it says, effective team development requires the nurturing of both individual and collective skills, as well as behaviours and attitudes beneficial for team dynamics, cohesion and trust.

Collective and individual development needs to be aligned and synchronised. Team performance increases when individual members are progressing, while collectively working towards a team development.

This very much echoes the themes of our recent Sheridan Resolutions Breakfast Summit Series on Team Coaching, aimed at HR thought leaders and senior business decision-makers – and a forthcoming paper on the subject.

Keep looking at our blogsLinkedIn and twitter for more details. And don’t forget to Sign up Here  for the Sheridan Weekly. It’s free and you can unsubscribe at any time.

Caroline Sheridan, Chair, Workplace and Employment CMC group and Founder of Sheridan Resolutions

Posted in: Team Performance

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