Coaching and Performance in Organisations

Coaching and Performance in Organisations

To understand the relationship of coaching, the manager and performance in organisations, it helps to review the history of how coaching has progressed, adapted to evolving demands and where it is heading. History of Coaching The concept of coaching has been around...
A Model Coaching Dialogue for Managers

A Model Coaching Dialogue for Managers

Companies are gradually becoming aware that one of the main skills of a manager is to have effective communication skills. This is driven by the realization of the different and changing needs and expectations of employees .The other realization is that managers have the highest influence in how engaged their team members are and therefore how well they perform.

Clifton Strengths vs DISC Assessment

Clifton Strengths vs DISC Assessment

Workplaces and individuals face a variety of options when choosing the best development tools to improve performance. From personality tests to leadership assessments, there is no shortage of tools to evaluate us.
This article intends to compare the DISC profiles assessment and the Clifton Strengths Assessment, weighing out the differences and providing a little history.

Focus on talents when setting goals

Focus on talents when setting goals

A Gallup survey of employees show just over half have a clear understanding of what’s expected of them when they show up to work every day. It sounds alarming that nearly 50% of employees are not clear about the goals they are expected to achieve at work! How is it possible to reach a destination when you don’t know where you are going?

Creating your own workplace wellbeing

Creating your own workplace wellbeing

There is no high performing company as such. By that I mean that a high performing company is created by the accumulation of a number of high performing teams who are capable of consistently bringing extraordinary results even in the face of adversity.

Three A’s for the New Year

Three A’s for the New Year

As the year comes to a close, it’s easy to simply carry on without taking the time to understand some of the valuable opportunities to accelerate your growth. By doing what you did before it is likely that you will receive the same results as before.
To take control of your career development, you need to identify and take ownership of what you should do differently in the coming year.