I define Resilience as “Springing Forward with Learning” and I am not a fan of the term bouncback, as it implies a risk of a lack of learning and reflection if we “go back” to how were were. We can only move forward. I am curious what and how you are learning through your experiences.
Read MoreWhat are your standard thought and feelings responses to change? Acceptance, excitement, concern? Something else? What does change really (honestly) mean to you?
Read MoreLatest research shows that people, on average. will have 12 roles in their career. How prepared are you for this? What is the overall Purpose of your Career?
Read MoreHow well does your Organisation reflect?
Learning requires the right environment to enable curiosity, openness and the ability to take risks.
Read MoreWhen you look at or think about your Organisation, does it feel like one that “learns”?
Learning Organisations practice knowledge exchange, continuous improvement and collaboration.
Read MoreThere are a multitude of ways you can learn how to be more Optimistic. Please do remember, however, that it must start with Reality!
Surrounding yourself with optimistic role models is a great way to improve.
Read MoreWe have roughly 50 000 thought per day and over half of those are negative. Over 90% of are thoughts are also fro yesterday, which will also, therefore, be mostly negative too!
The key to Resilient Reflection is to ensure you start with your achievements.
Read MoreHow do you ensure that your reflections are meaningful and purposeful and provide genuine insights into your experiences? How you learn, from your reflections, is unique to you, however, we often don’t take the right approach to clarifying what has been both helpful and unhelpful about our recent experiences.
Read MoreChange Fatigue occurs when there is too little structure and direction to the changes that are happening or being implemented by and Organisation. If your people are resisting Change, then there is an opportunity to approach your change agenda differently.
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