Annette Steele | Co-Creation

The Gift of Your Time

Annette Steele — Tue, 25 Nov 2025 12:50:39 +0000

Time is the one thing we can never get back, yet we give it away constantly.

And that, in itself, is something worth noticing.

In a world wired for speed, where productivity is often prized above presence, the most human thing we can do is pause, look someone in the eye, and offer them the gift of our undivided attention. That’s not just good manners. That’s leadership.

At Co-Creation, we talk a lot about mindset, presence, and culture. But underpinning all of that is this: the moment someone chooses to spend time with you, they’re making an investment. And they’re trusting you with something finite.

So what are you doing with that trust?

Time is Life, On Loan

Think about it: someone’s time isn’t just a few spare minutes squeezed into a diary.

It’s a slice of their life, handed to you instead of spent on rest, family, or their own priorities. Whether it’s a coaching session, a feedback conversation, or a walk-and-talk to untangle a messy challenge—when someone gives you time, they’re saying, “You matter to me right now.”

That’s not transactional. That’s deeply human.

A Personal Reflection: Sorry, Not Sorry

As I’ve got older, I’ve noticed something about how I spend my time outside of work. My circle of friends has naturally got smaller. I’m more selective (sorry, not sorry!) about who I spend my spare time with, and I now plan it more intentionally. My calendar has become a way of protecting space for the people who matter most to me.

A few years ago, my Mum and I were visiting her sister—my Auntie—in Phoenix, Arizona. We were having a lovely lunch on a sunny terrace when my mobile vibrated on the table.
I glanced down, and up flashed a calendar notification: Phone Mum.

My Mum (not too familiar with mobile tech) looked at me and said, “Why do you need to phone me? I’m right here!” Before I could mumble an answer, my Auntie burst out laughing and said, “Busted! Annette has a reminder set to call you!”
Mum looked a bit hurt at first, until I asked, “Do you like it when I call you?”

She nodded and said, “Yes, of course.”
“Well,” I replied, “if it wasn’t in my calendar, Mum, it might never happen!”

We all laughed, but the truth is, it stuck with me. Not because I got caught out, but because it reminded me that even with people we love, our attention isn’t guaranteed.

We have to choose it.
Make room for it.
Protect it.
Honour it.

Presence Is a Choice, Not a Calendar Slot

As we all know, it’s easy to show up physically but still be somewhere else entirely, scanning emails, half-listening, already onto the next thing. But when you really show up for someone, something shifts.

They feel seen. They feel heard. They feel valued.

And as any leader knows, those feelings are the foundation of trust, performance, and belonging.

Being present doesn’t require more hours in your day. It just asks that, when you’re with someone, you’re with them. Fully.

“It’s not how much time you give—it’s how much of you you bring to the time you have.”

Leadership That Leaves a Legacy

The leaders I remember most aren’t the ones with the fancy slides or the greatest job title. They’re the ones who made me and others, feel like we mattered.

That’s what happens when you treat time as a gift rather than a given.

So if you’re leading a team, here’s something to try this week:

Put away your phone during 1-2-1s or team conversations. Make eye contact. Let people know they have your full attention.
Start or end meetings with a “thank you for your time.” It seems small, but it lands big, especially when it’s sincere.
Block time for people, not just tasks. Don’t let your calendar only reflect outputs. Protect space for informal chats, thinking time or check-ins.
Be the one who initiates. Schedule a walk, a coffee, or a 10-minute Zoom to say, “How are you, really?”
Use micro-moments well. Even a quick WhatsApp message saying, “I appreciated your input today” can make someone feel valued.
Create ‘no meeting zones’ or deep-focus hours for your team. Giving people time back is just as powerful as spending it with them.
Ask a better opening question. Swap “How are you?” for “What’s been energising you this week?” and really listen.
Review who gets your time and why. Who are the people who leave you energised, challenged, inspired?
And who are the ones you keep giving your time to, even though it only ever leaves you drained? This isn’t about being unkind. It’s about being honest. If someone consistently brings only negatives and no growth, maybe it’s time to gently but firmly reduce how much space they take up.
Your energy is finite. Use it wisely.

These small, intentional actions create a ripple effect. Because when your team sees that you value their time and yours they start doing the same for each other.

Presence spreads. And so does respect.

Giving Time, Growing Trust

When you give someone your time—really give it, without agenda—you do more than support them. You inspire them. You remind them that what they’re saying, feeling or wrestling with matters.

That’s leadership in action. Not in a handbook, but in a heartfelt and authentic way.

And here’s the bonus: when you lead this way, others follow. Time-given creates time-gifted in return. You shape a culture where generosity, curiosity and connection are part of the everyday rhythm. A team that feels this from you will be more likely to offer it to each other and to your clients, your stakeholders, and themselves.

Your Leadership Challenge

This week, I’d encourage you to notice who’s giving you the gift of their time.

Ask yourself:

Did I treat that moment like it mattered?
What might shift if I showed up just 10% more present next time?

And when you find someone who’s made space for you in their packed world, please say thank you. Out loud. With intention.

Because the people who give us their time? They’re shaping who we are, moment by moment.

Let’s make those moments count.

Leading Across Generations: 3 Practical Strategies to Build Bridges

Annette Steele — Mon, 18 Nov 2024 12:11:59 +0000

Introduction:

Today’s workplace is buzzing with diversity—especially when it comes to age. With five generations (*) now in many organisations, the opportunities for collaboration (and potential for misunderstandings) have never been greater.

As HRDs and OD professionals, you’re likely seeing this play out daily. But here’s the good news: intergenerational leadership isn’t about fixing gaps—it’s about harnessing strengths.

In this blog, we’ll explore three practical strategies you can use to bring generations together for better collaboration, innovation, and results. Plus, if you’re keen to dive deeper, I’ve included some great resources you can explore along the way.

Understanding Generational Dynamics in Today’s Workforce

Generational definitions offer a valuable framework for understanding workplace dynamics, even though they inevitably involve some assumptions and generalisations. While individual values and behaviours vary widely, these categories can help HRDs and OD professionals anticipate and address potential differences in communication styles, work preferences, and motivators.

In 2024, it’s worth reflecting on whether Traditionalists—those born before 1946—are still part of the workforce. While most have transitioned into retirement, some remain active in industries or roles where their extensive experience is highly valued. Others may continue to contribute as advisors, mentors, or part-time consultants. Even if fewer Traditionalists are present in today’s workplaces, the leadership cultures they helped shape often persist, influencing multi-generational teams and organisational norms.

Revisiting these generational insights provides a useful starting point for creating strategies that embrace diversity and foster collaboration across all age groups.

Here’s a table summarising generational definitions, key traits, and workplace preferences(*):

Generation	Birth Years	Key Traits/Characteristics	Workplace Preferences
Traditionalists	1928–1945	Loyal, disciplined, respectful of authority, and values stability.	Hierarchical structures, formal communication, job security.
Baby Boomers	1946–1964	Competitive, optimistic, goal-oriented, team-focused.	Collaborative environments, face-to-face communication, recognition.
Generation X	1965–1980	Independent, adaptable, sceptical, value work-life balance.	Flexible schedules, clear objectives, opportunities for autonomy.
Millennials (Gen Y)	1981–1996	Tech-savvy, socially conscious, collaborative, purpose-driven.	Feedback-rich cultures, opportunities for growth, social impact focus.
Generation Z	1997–2012	Digital natives, entrepreneurial, diversity-conscious, and pragmatic.	Tech-driven workflows, career mobility, meaningful work.

Traditionalists - 1928–1945

Generation: Tradionalists

Birth Years: 1928–1945

Key Traits/Characteristics: Loyal, disciplined, respectful of authority, and values stability.

Workplace Preferences: Hierarchical structures, formal communication, job security.

Baby Boomers - 1946–1964

Generation: Baby Boomers

Birth Years: 1946–1964

Key Traits/Characteristics: Competitive, optimistic, goal-oriented, team-focused.

Workplace Preferences: Collaborative environments, face-to-face communication, recognition.

Generation X - 1965–1980

Generation: Generation X Birth Years: 1965–1980 Key Traits/Characteristics: Independent, adaptable, sceptical, value work-life balance. Workplace Preferences: Flexible schedules, clear objectives, opportunities for autonomy.

Millennials (Gen Y) - 1981–1996

Generation: Millennials (Gen Y) Birth Years: 1981–1996 Key Traits/Characteristics: Tech-savvy, socially conscious, collaborative, purpose-driven. Workplace Preferences: Feedback-rich cultures, opportunities for growth, social impact focus.

Generation Z - 1997–2012

Generation: Generation Z

Birth Years: 1997–2012

Key Traits/Characteristics: Digital natives, entrepreneurial, diversity-conscious, and pragmatic.

Workplace Preferences: Tech-driven workflows, career mobility, meaningful work.

(*based on research by Deloitte, Gallup, and Pew Research Center)

Challenges for Leaders in Navigating the Intergenerational Workplace

Managing a multi-generational workforce is as challenging as it is rewarding. While the diversity of perspectives enriches decision-making and innovation, leaders often face significant hurdles in creating a harmonious and inclusive environment.

Below are some common pain points Leaders, HRDs and OD professionals may encounter:

Balancing Differing Communication Styles
Traditionalists and Baby Boomers may prefer formal, face-to-face communication, while Millennials and Gen Z lean towards instant messaging and collaborative digital platforms. Leaders must navigate these differences without alienating anyone, often needing to adapt their communication methods to suit a diverse audience.
Avoiding Unconscious Bias
Leaders may unconsciously favour one generation over another, perhaps by assuming younger employees are more tech-savvy or older ones are resistant to change. These biases can erode trust, create perceptions of favouritism, and hinder collaboration. Leaders must actively reflect on and challenge their own assumptions to foster a truly inclusive workplace.
Resolving Generational Stereotypes
Stereotypes like “Gen Z is glued to their phones” or “Boomers are resistant to new ideas” can create friction between team members. Leaders need to address these misconceptions and facilitate open dialogue to encourage mutual understanding and trust.
Tailoring Leadership Approaches
Each generation brings its own motivators and expectations. Baby Boomers may value loyalty and recognition for tenure, while Gen Z craves meaningful work and rapid growth opportunities. Leaders need to be aware of this and adopt flexible strategies that cater to these diverse drivers without compromising team cohesion.
Fostering Inclusivity Without Favouritism
Balancing the needs of all generations while avoiding perceptions of favouritism is a tightrope for many leaders. Younger employees may feel overlooked in favour of experienced colleagues, while seasoned workers might feel undervalued as the workplace increasingly prioritises innovation and adaptability.
Adapting to Rapid Technological Change
While younger generations may quickly adopt new tools and platforms, older employees might require more support. Leaders must bridge this gap by promoting upskilling and creating an environment where employees feel safe asking for help.

Leader’s Dilemma: How can you create a cohesive and collaborative workplace that values each generation equally while addressing unconscious biases and bridging generational divides?

By acknowledging these challenges, leaders can begin to implement targeted strategies that turn these pain points into opportunities for innovation, trust-building, and growth. In the next section, let’s dive into actionable solutions which can help leaders thrive in a multi-generational workplace.

1. Turn Mentorship into a Two-Way Street

Mentorship is no longer about the senior leader guiding the younger employee. The best programmes are two-way, where wisdom meets fresh ideas. Baby Boomers or Gen X leaders can share their expertise, while Millennials and Gen Z bring tech-savvy insights and new perspectives on workplace culture.

These programmes don’t just improve skills—they strengthen relationships and break down assumptions across age groups.

Resource to Explore:
Check out Patrice Gordon’s TED Talk, “The Power of Mentorship in a Changing World.” Her insights on reverse mentoring are a game-changer for modern leadership.

Your Next Step:
Start small. Pair up leaders from different generations and outline mutual learning goals. For example, one leader might want to master social media, while the other seeks advice on navigating high-stakes negotiations.

2. Mix Generations for Better Problem-Solving

Imagine this: a project team with a Gen Z leader who’s full of creative ideas, a Millennial who thrives on collaboration, and a Baby Boomer who knows how to spot risks others miss. That’s the power of intergenerational collaboration.

Each generation brings its own approach to challenges. By blending these perspectives, you’ll see stronger, more innovative solutions emerge.

Resource to Explore:
If this piques your interest, I’d say grab a copy of “The Multi-generational Workplace” by Jennifer Abrams and Valerie von Frank. It’s full of practical tips for fostering better communication and collaboration across generations.

Your Next Step:
Put together a diverse team for your next key project. To get the most out of it, set expectations for mutual respect and highlight the value each person brings to the table.

3. Rethink Leadership Development for Every Generation

Leadership training isn’t one-size-fits-all—different generations value different skills. Gen Z might focus on emotional intelligence, while Gen X might prioritise digital upskilling. Recognising these differences is key to keeping your leadership pipeline strong.

Resource to Explore:
The article “Bridging the Leadership Generation Gap: Unique Capabilities for Each Generation to Be an Effective Leader” by Phillip Tanzilo offers valuable insights into tailoring leadership development to the unique strengths and preferences of each generation.

Key Takeaways

Generational diversity is an opportunity, not a challenge. Leaders should focus on celebrating differences and leveraging the unique strengths each generation brings to the workplace.
Unconscious bias can undermine trust and collaboration. Reflect on and challenge assumptions about generational traits to create a truly inclusive and equitable environment.
Tailored approaches drive engagement. From mentorship programs to leadership development initiatives, strategies that respect generational preferences foster a stronger, more cohesive team.
Intergenerational collaboration sparks innovation. Mixing generations on key projects or initiatives can result in more dynamic and effective solutions to complex challenges.
Leadership adaptability is essential. Flexible communication styles, openness to new technologies, and fostering mutual respect are crucial in navigating today’s multi-generational workplace.

Navigating intergenerational leadership isn’t about managing differences—it’s about celebrating them. By fostering mentorship, encouraging collaboration, and tailoring development, you can turn generational diversity into one of your biggest strengths.

Your Next Step:
Take a fresh look at your leadership training offerings. Where can you add more generational relevance? Maybe it’s offering optional workshops on new tech or sessions on empathetic leadership and emotional intelligence. Even small tweaks can have a big impact.

Over to You:

I’d invite you to reflect on your current leadership development strategies. What’s worked for you when it comes to bringing generations together? Are they effectively addressing the diverse needs of your multi-generational workforce?

If you’re seeking tailored solutions to enhance intergenerational collaboration and leadership within your organisation, we’re here to assist. Connect with us to explore how our expertise can support your goals. Call us: +44 0161 969 2512 or email info@co-creation.group.

3 Powerful Ways to Build a Future-Ready Leadership Mindset

Annette Steele — Mon, 16 Sep 2024 15:01:38 +0000

As a leader, you’re expected to not only guide your team but to inspire and create lasting impact. To be the leader others look to for direction and vision, you need more than just skills and experience—you need a leadership mindset that’s adaptable, authentic, and resilient.

By embracing emotional intelligence, resilience, and authenticity, you can stay ahead, lead with confidence, and motivate your team to achieve more.

Ready to take the next step in your leadership journey and create real, lasting impact? We’ll share three essential ways to elevate your leadership mindset, along with recommended readings and TED Talks that will help you deepen your understanding.

Let’s explore how you can develop the mindset that will set you apart.

Is your leadership mindset ready for the challenges of tomorrow?

Leaders must be prepared to navigate unprecedented change in today’s rapidly evolving business landscape.

Industry Disruption: According to research by Harvard Business Publishing (1), a significant number of global executives believe their industries will face major disruption by 2025, driven by technological advancements and shifting business models. Leaders who can navigate these disruptions will have a significant competitive edge.
Employee Engagement: A 2023 Gallup report (2) revealed that only 32% of employees in the U.S. are engaged in their work, with engagement levels dropping globally. Disengaged employees directly impact productivity and retention, which emphasises the need for leaders to foster high levels of engagement through authentic and emotionally intelligent leadership.
Leadership Burnout: In 2023, a study (3) found that 72% of leaders reported feeling “used up” by the end of the workday, a significant increase from 60% in 2020. This highlights the increasing pressure on leaders and the importance of resilience and energy management to avoid burnout.

These statistics show that leaders who are future-ready, adaptable, and able to foster engagement in their teams will be the ones to succeed. The following strategies will help you develop the mindset you need to thrive in this new era of leadership.

Let’s explore how you can develop the mindset that will set you apart.

1. Boost Your Emotional Intelligence (EQ) for Stronger Connections: Leaders with high emotional intelligence foster engaged, motivated teams. EQ helps you handle tough conversations and build better relationships. Imagine responding calmly in high-pressure situations and creating an atmosphere of trust.

“Emotional Intelligence: Why It Can Matter More Than IQ” (4) by Daniel Goleman. In this book, Goleman explains how emotional intelligence, more than intellect, is the key to success in leadership, helping you become a more empathetic and effective leader.

Action Steps:

At the end of each day, reflect on how you handled an emotional situation (positive or challenging). Were you calm? Did you actively listen to others? Aim to improve one interaction daily.

Goleman advocates developing your self-awareness by journaling moments when your emotions influenced a decision, good or bad, and reflect on how you could have managed your emotions better.

2. Build Your Resilience to Stay Ahead of Challenges: Resilient leaders bounce back from setbacks, stay focused, and avoid burnout. Resilience is about thriving in tough situations, not just surviving them. The key is managing your energy across physical, mental, and emotional levels.

Focus on what you can control: Direct your attention to aspects of your life that you can influence, rather than dwelling on what you cannot change.

In his book (5) “Resilience: Hard-Won Wisdom for Living a Better Life” (Eric Greitens) Greitens shares real-life lessons from his own challenges, illustrating that resilience is a skill that can be developed through mindful practice and reflection.

Action Steps:

Start by taking short breaks throughout your day, incorporating mindfulness, and staying physically active to recharge your energy. Set a daily goal for managing your energy levels in these areas.

Practice gratitude every day by listing three things that went well, no matter how small. Greitens emphasises that focusing on positive moments builds mental toughness and helps you stay resilient.

3. Craft Your Authentic Leadership Narrative for Greater Influence: Authentic leadership inspires trust and loyalty. When you lead from your core values, your team will naturally follow with confidence. Think about what drives you as a leader—what values define you?

In her book (6) “Dare to Lead: Brave Work. Tough Conversations. Whole Hearts.” Brené Brown explains that vulnerability and courage are the keys to building trust, empowering leaders to lead authentically and with heart.

Action Steps:

Reflect on three core values that matter most to you and align them with your leadership style. Each week, ask yourself if you’ve led according to those values.

Embrace vulnerability by openly admitting to your team when you don’t know something. This simple act builds trust and strengthens your connection to your team, showing that you value learning and growth.

Conclusion

Becoming the leader you aspire to be isn’t about quick fixes—it’s about continuously developing your self-awareness and your mindset. By focusing on emotional intelligence, resilience, and authenticity, you’ll lay the groundwork for long-term leadership success.

Ready to take action? Identify one area you can work on today, and commit to making that change.

OVER TO YOU

I hope you found this content insightful and helpful in understanding how to build a future-ready leadership mindset. At Co-Creation, we are dedicated to helping organisations navigate change, enhance employee engagement, and develop resilient, emotionally intelligent leaders.

Contact our team to discover how we’re supporting businesses like yours in achieving sustainable leadership outcomes that drive real impact.

Source: Harvard Business Publishing Report 2023
Source: Gallup 2023 Employee Engagement Report
Source: StratX ExL Leadership Statistics 2023

Recommended Reading:
“Emotional Intelligence: Why It Can Matter More Than IQ” by Daniel Goleman.
“Resilience: Hard-Won Wisdom for Living a Better Life” Eric Greitens
“Dare to Lead: Brave Work. Tough Conversations. Whole Hearts.” by Brené Brown.

Recommended TED Talks:

“The Power of Emotional Intelligence” by Travis Bradberry.

“How to Build Resilience, One Step at a Time” by Dr. Lucy Hone.

“The Power of Vulnerability” by Brené Brown.

The Power of a Growth Mindset: 3 Tips to Develop Your Strengths

Annette Steele — Tue, 14 Mar 2023 11:00:00 +0000

Do you have a fixed or growth mindset?

Your answer to this question can have a significant impact on your personal and professional life.

Those with a fixed mindset believe their abilities and intelligence are set in stone, while those with a growth mindset (Dweck, C. 2006) believe they can continuously grow and develop through effort and learning.

Focusing on your strengths and incorporating positive psychology can be incredibly helpful if you’re looking to cultivate a growth mindset. By doing so, you’ll set yourself up for success in all aspects of your life. In this insight, we’ll dive into three tips to help you develop a growth mindset and reach your full potential.

Tip 1: Celebrate Your Strengths

One of the keys to developing a growth mindset is focusing on your strengths. Celebrating and becoming aware of your unique strengths can be a life-changing experience.

Have you ever thought about what really energises you and brings you to life?

The strengths-based approach sheds light on these positive qualities and attributes, providing a shift from the conventional, deficit-based approach that focuses on weaknesses and things that need fixing.

This means taking the time to identify what you’re naturally energised by and good at and making a conscious effort to use those strengths in your daily life. By focusing on your strengths, you’ll build confidence and a positive outlook, which will serve as a foundation for further growth and development.

Reflect on past experiences:

Think about times when you felt confident and in flow.

What were you doing?
What were your surroundings like?
What were you feeling?
How motivated and energised did you feel?
How effective did you feel?

By reflecting on past experiences, you can start to identify patterns and understand what energises you and are your natural strengths.

Tip 2: Surround Yourself with Positive Influences

Another important aspect of developing a growth mindset is surrounding yourself with positive influences.

This means seeking out friends, mentors, and colleagues who are supportive and encourage growth. When you’re around positive people who are energisers and not drainers for you, then you’ll be more motivated to keep growing and will feel more confident in your abilities.

It’s also important to be mindful of the media you consume and the type of information you surround yourself with. If you’re constantly exposed to negative news and information, it can be difficult to maintain a positive outlook.

Make a conscious effort to seek out positive and uplifting content, and limit your exposure to negativity from everyone and everything you surround yourself with.

Tip 3: Practice Gratitude

Finally, practising gratitude is a powerful tool for developing a growth mindset. Taking time each day to reflect on what you’re thankful for and focusing on the positive aspects of your life can have a profound impact on your overall well-being.

Research has shown that people who practice gratitude are more optimistic, experience less stress and anxiety, and have stronger relationships. Additionally, gratitude can help you cultivate a more positive outlook and increase your overall happiness.

One way to practice gratitude is to keep a gratitude journal. Each day, write down three things you’re thankful for. You can also use this time to reflect on your strengths and the positive aspects of your life. If you do this at the start of the day, it helps you start off with a positive mindset for the day.

In conclusion, developing a growth mindset is an ongoing journey that requires effort and dedication. By focusing on your strengths, surrounding yourself with positive influences, and practicing gratitude, you’ll be well on your way to reaching your full potential and experiencing success in all areas of your life.

So, take the time to celebrate your strengths, seek out positive influences, and practice gratitude, and watch as your growth mindset blossoms into something truly amazing.

Don’t miss out on the incredible opportunities that a growth mindset can create in your work and personal life. Start incorporating these tips into your daily routine today and see the remarkable results for yourself!

THE BENEFITS FOR YOUR BUSINESS

At Co-Creation we work with some of the most successful organisations worldwide, supporting them to establish high-performance cultures where managers identify team strengths and provide opportunities to utilise them daily.

Gallup’s research reveals significant benefits for organisations adopting a strengths-based approach to development and culture, including:

50% lower employee turnover
44% higher customer satisfaction scores
38% higher productivity
14% to 29% increased profit
10% to 19% increased sales

Don’t miss the opportunity to foster a growth mindset in yourself, your teams, and your organisation. Contact us today to learn more and take the first step towards achieving your goals.

Reference: Dweck, C. S. (2006). Mindset: the new psychology of success. Choice Reviews Online.

Your First 4 Steps to Essential Leadership Skills in 2022 and Beyond

Annette Steele — Mon, 10 Oct 2022 14:58:00 +0000

The world in which we live today is vastly different from the one that existed even just a couple of years ago.

Leadership has never been one-size-fits-all. Neither is it simply just about having a particular leadership style, an inspiring vision and superb communication skills.

This has become even more apparent in the post-COVID era. We live in a time of VUCA (Volatility, Uncertainty, Complexity and Ambiguity). As the world continues to undergo these changes, our leadership skills are being tested and some more traditional leadership models are becoming out-dated and irrelevant.

Good news! Fortunately, you can take some easy first steps toward adapting your leadership skills in this new world.

Changes In Leadership Development

The ongoing effects of COVID, Brexit, Ukraine, and rising inflation have led to challenges in recruitment and retention and rising wage expectations.

In this post pandemic era many commentators have noticed a dramatic shift in the workplace dynamic between leaders and their people.

All of this leads to a switch in power in the employer/employee relationship in favour of the employees.

Titled ‘The Great Resignation’ a poll of 160 HR leaders (Nov 2021) by Willis Towers Watson found that:

• 77% were having problems finding and keeping employees
• 19% per cent of respondents said they were not yet struggling but may do in future

For many organisations it’s time to re-think how we engage our people.

Forward-thinking leaders acknowledge that they can only achieve positive results with new approaches to management and leadership.

To build high-performing Leaders, leadership development has had to change focus and methodology to face our organisations’ present and future needs.

We can share with you some easy first steps toward adapting your leadership skills to this new world.

In considering the challenges and opportunities brought about by a global pandemic, there are three factors:

The pace of change – who would have thought we could adapt to remote and hybrid ways of working so quickly?
Traditional models of leadership do not meet today’s or future needs of organisations.
Heroic leadership style is no longer relevant and Leaders must present a more human-centric, purpose-driven agenda.

How Can I Meet The Challenges?

To meet future challenges will mean embracing a shift in leadership philosophy and skills.
Applying these skills into actionable practice will require focused development of your mindset, time and resources.

Some key questions to consider …

• Maintaining and developing your culture will be key.

Are your leaders equipped to do this effectively?

• Employees control the workplace agenda now.

How will you communicate your expectations, manage divergent thinking and stay close to what your people want from work?

• Expect change to define the next decade.

How can you harness innovation and creativity throughout your organisation to meet the challenges our world will bring us in the next decade?

Welcome to The Future – The Futurist Leader

What are the 4 key steps to becoming a future-focused leader?

A few areas you might want to consider are:

• Leading authentically – We can develop as authentic leaders by identifying our purpose, our core values and our strengths. Fundamentally, you need to develop a keen sense of self-awareness and identify your purpose.

• Purpose – Studies have shown that we feel energised, motivated and expanded when we have a sense of purpose. Developing a solid strategic narrative connecting people to their purpose and how they can contribute helps Leaders to guide conversations with their teams about why their work matters.

• Strengths – Research by the Corporate Leadership Council found that when managers focus on the weaknesses of an employee, their performance declines by 27%. In contrast, when they focus on an employee’s strengths, performance improves by 36%.

• Inspiring and empowering others – By effectively communicating your vision, you can create a culture of empowerment and learning. Developing a healthy balance of challenge and support and a deeper understanding of your people’s intrinsic motivation will provide a high-performance culture and more engaged employees.

At Co-Creation we have developed a specific programme designed around emerging learning and development techniques and bringing together a wealth of thought-provoking content built around the skills, knowledge and behaviours needed to become a future-focused leader.

If you would like to know more about the programme or have an informal chat about how this could benefit your organisation’s leaders, please call us: 0161 969 2512, or email: info@co-creation.group

Co-Creation Blog : 7 Simple Ways to Continue Learning as an Adult

Annette Steele — Fri, 18 Jun 2021 08:06:10 +0000

Learning is about reaching your full potential as an individual. It is nourishment for the mind, body and soul and it’s all around us. Continuous learning is part of life’s journey and is key to personal development and growth. By welcoming it with an open mind, you can ensure you embrace every opportunity to learn. As an adult, you need to be proactive to keep your fire for learning alight. Start today with these 7 simple ways to continue learning as an adult.

1. Think like a lifelong learner

Every failure is an opportunity to learn. Get into the positive mindset of a lifelong learner by regularly asking yourself ‘What can I learn from this?’. Research personal development podcast or YouTube series that focuses on enriching your personal journey and explores how you can tap into your inner strength. The 80/20 principle we use at Co-Creation focuses 80% of your development time advancing your strengths and only 20% on areas to improve. By focusing on and unlocking your strengths you will become a better learner and improve your overall wellbeing.

What is that one thing that you’ve always wanted to learn?

2. Seek out a coach or mentor

Finding the right coach or mentor creates a unique relationship that can last a lifetime and be fortuitous when you least expect it. Find someone who excels in their field and learn from them. Observe them, offer your opinion, and listen to what they have to say. A coach will encourage and empower your personal development as well as your career goals. They will enable you to take on more demanding projects, remove barriers, and build a solid foundation of knowledge and experience.

You can find out about our coaching programmes here.

3. Make it a habit (and make it fun)

Day to day life tends to get in the way of…a lot of things. So, make learning a habit. If you do something regularly it becomes second nature. You can try out different things to find what works. Listen to 30 minutes of a podcast each morning, read one journal article at lunch, or begin your workday with a quick scan of LinkedIn. Learn about something you enjoy. Start with a simple idea that you can easily integrate into daily life and soon learning each day will become a habit.

Which positive habits are you thinking of introducing?

4. Read every day

Reading is a great way to expand your knowledge. We are Teachers reported that reading for just 6 minutes a day can reduce stress by 68%. Start with a few pages per day then build up to a chapter or two. There’s so much available to read online for free. You can learn so much by immersing yourself into subject-specific journals and blogs and as well as embracing differing ideas and opinions.

Which areas would you like to build your knowledge?

5. Discover your learning style

Everyone learns differently. That’s why we use a range of development models to find out how to help you achieve your goals. For some, the 70/20/10 model works best as it focuses on 10% classroom learning, 20% peer learning and 70% on the job training. For others, our Strengthscope™ programme is designed to give true clarity for teams, individuals, and organisations. The features allow you to identify your strengths and understand how to expand them, taking you from good to great.

What would you identify as your primary personal strength?

6. Keep up to date

Keeping up to date trends and developments in your field is key for continuous learning. You can do this by actively choosing what news you consume and when. Relevant newsletters from reputable sources send useful information right to your inbox, and online courses are also a great way to keep updated as they are interactive and easily accessible.

How do you like to stay in touch with what’s happening in the world?

7. Embrace the words ‘I don’t know’

When someone asks you a question and you’re not sure of the answer, what do you do? Rather than sidestepping, take the reins and grasp the opportunity to find the answer to the question. Not only have you expanded your knowledge, but you’ll have the answer in the bank for next time. Try pausing and taking the time to ask yourself, ‘How can I gain knowledge from this experience?

How do you incorporate lifelong learning into your daily life? Let us know by getting in touch and we’ll share it with the Co-Creation community.

Call Co-Creation on +44 7876 024555 to speak with a member of our specialist team or email us for further guidance on how to manage change using a strengths-based approach on info@co-creation.group