By working with a qualified coach can transform your thinking and achieve things you thought were impossible.
At Awakened Executives, we believe a coach who is charging for their services should be appropriately qualified and committed to their own development. The coaching profession is currently unregulated. So technically, anyone could sell their service as a coach, even with little or no qualifications or experience.
One method of ensuring a coach is committed to their own development is through continuing professional development (CPD) and coaching supervision.
Coaching Supervision is a collaborative learning practice to continually build the capacity of the coach. This benefits the coach and their clients.
Mentor coaching is observed coaching with feedback against a set of competencies, that sharpen the coach's skills and all-round presence.
To feel you...
Psychological Flexibility: The Key to Successful Self Leadership
Over the last few months, I’ve been talking a lot about psychological flexibility. For me, it’s one of the most important skills leaders can develop to survive and thrive in these uncertain and fast-changing times. It underpins both high performance and a greater sense of wellbeing.
According to Steven Hayes, a leading voice in this area, psychological flexibility is “the ability to notice and accept the presence of negative thoughts, feelings, sensations, and still move towards what matters in life.”
This might sound simple, but don’t underestimate its power.
If you’re psychologically flexible, you’re able to focus on completing tasks, without succumbing to distractions. Your intrinsic motivation is high, because what you’re doing is aligned with your values and purpose. And if you do get stuck in unproductive behaviour patterns,...
Case Study: Building Healthier, Happier, High Performing Teams
Provided by Carole Berndt
For many years I had the privilege of leading the client service and implementation teams for a global financial services company.
Faced with a decline in client satisfaction scores, delays in implementation and increasing operational error rates, the standard thinking would be to review process, invest in systems and set improvement targets.
All valid tactics, but without investment in the people, particularly those leading the teams, the tactical projects would fail to realise the full benefit.
So, while we did tweak the systems, our primary investment was in the people.
This was not the traditional training, or “off the shelf” leadership development or leadership skills programs, instead we developed a bespoke program that focused on the individual. The program provided them opportunities to improve their physical wellbeing, their mental well being and to give them tools to...
As a senior leader, you’ll be well aware of the leadership challenges. The environment is often fierce. The expectations high. The pace of change incredible.
As a former HR leader in pharma, I’ve seen challenges with pressure to control costs of medicines, expiring patents, growing and shrinking R&D pipelines, pressure to control medicine costs, shrinking budgets, M&A, scrutiny from Health Authorities, the declining industry market perception from patients and consumers…and much more...that’s only skimming the surface of the internal impacts they have on all functions. Inevitably, the expectations upon leadership have continually increased and the bar has been consistently raised.
The pharma industry was impacted differently to many other industries during the pandemic, but with the spotlight now being on employee wellbeing, managing teams remotely and potential changes to policies such as flexible/remote working, many industries are expecting a lot...