Welcome to the wonderful world of virtual meetings, where every meeting is just a click away! With the rise of remote work and the adoption of digital communication tools, online meetings have become a part of our daily routine. However, conducting online meetings can be a challenging task, especially if you are the one leading the meeting.
Habits are an integral part of our lives, shaping our daily routine and overall wellbeing. The habit loop consists of three essential components: a cue, a routine, and a reward. In simpler terms, habits are the actions we take in response to a trigger to receive a pleasurable outcome.
In today's fast-paced work environment, it's crucial for adults to continue learning and developing their skills. Workplace learning is an essential component of professional development and can help individuals improve their job performance, increase job satisfaction, and advance their careers.
What’s the single biggest organisational problem post pandemic? Well, many would say online meeting behaviour. So many people are struggling to chair effective meetings in this new world order. There are the obvious challenges like people choosing to be invisible, but there are the bigger issues like low contribution, selective mute, utter disengagement and ultimately switching to observer mode.
So what happened to Covid? At least here in the UK, it’s as though someone just suddenly switched it off! Practically the very large majority of people are now behaving socially just as they would have pre pandemic. It always amazes me how huge problems in life can suddenly disappear, often just as quickly as they manifested themselves! For me it’s another example of that very phenomena, one I first came across when reading ‘Who moved my cheese’.
Let’s face it, if you’ve reached any kind of executive level within an organisation, you can’t be too bad at what you do! It’s also probably true to say that over the years you’ve had your fair share of management training. You’ve seen the different models come and go, you’ve adopted some, adapted others and thrown out those that haven’t worked, and finally you’ve settled into the stylistic groove that has worked best for you.
Engaging in a coaching for your organisation can seem a little daunting, if not a little expensive. Most organisations development budget needs to deliver some level of volume, you’ve got a significant population to reach out too, so the obvious route is to focus on approaches that maximises the cohort size per pound or dollar spent.
Isn’t coaching too expensive and just for the leadership? The value of supporting your managers with a coach is now undeniable, it is in fact the development mechanism of choice for most C Level executives and senior managers. It’s also increasingly desired amongst middle management too.
Coaching is like a car journey. As the coachee, you’re in the driving seat. You’re in charge of steering, and you control the speed of the car. The coach is in the passenger seat, and they offer navigational assistance. This is a well worn but useful description of a positive coaching relationship, and you’ll notice that it puts a strong emphasis on the contribution of the coachee.
On January the 7th 2022 Camilla Cavendish wrote an article in the UK Financial Times entitled ‘It’s time to admit that hybrid is not working.’ It makes the case that CEO’s maybe tiptoeing around the return to work question, while the balance of focus on staff wellbeing has overcome the imperative for organisation or even customer wellbeing.
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I'm Bob Bannister, owner, and trainer at iManage Performance, the specialists in training for remote workers and managers with over 20 years of experience in this sector.
As the UK has rapidly shifted towards working from home, this challenges the norms in which we work and manage We can help to fast track your remote management or team skills. Speak to us about our training options today.
call today +44 (0)1444 474247
email bob.bannister@imanageperformance.com
