Support for managers and teams to discover their best
Accountability for senior managers who demand results
This statement is the second reason I started my business: “They gave me this title of ‘manager’, but where’s the damn manual?”
Being a relaxed and confident manager, the type people naturally follow requires:
√ Skills, including the capacity to learn more
√ Being good with people – the weird, the wonderful and the scary
√ Having the confidence to back yourself with 100% conviction when the chips are down
Two managers of equal skill and opportunity can have vastly different success based on:
√ How much time they are given to explore the inevitable challenges
√ How safe they feel to do that exploration
√ Their emotional intelligence and their mindset
Hence Management Mastery.
New courses for Alice Springs, Tennant Creek and Coober Pedy coming soon.
Take advantage of being in a real room (not a Zoom room) and unpack your workplace challenges with real-time solutions and feedback.
If you’d like to know the first reason I started my business, or just check out my street cred, click here.
Why Corporate Coaching?
We deal with the usual challenges, but the added pressures of distance, resources, a limited workforce and less professional development opportunities make managing regional organisations and teams unique. We need to find smarter ways of managing, because no matter how hard we work, overcoming those challenges can be a relentless and tireless task.
Corporate coaching can help regional and remote executives and teams navigate a way through challenges, to meet KPI’s and deliver organisational and individual success.
If you’re committed to moving your organisation, team and career forward, read on to find out how.
As we’re seeing in many scenarios unfolding around the world, authority seems to have less and less relevance these days.
Consider how you can learn to influence people, more junior, more senior and at your level as ultimately, it’s a win-win scenario.
Research shows that there are gaping holes and mixed messages in our operational procedures and that while we say we support social inclusion, we are actually doing the opposite. How can you check that from end-to-end, your day-to-day processes are not harming those they are designed to protect?
Increase Productivity and Engagement and Decrease Staff Turnover By Addressing The Racism Blind Spot
Addressing marginalisation has the capacity to increase engagement, boost productivity, improve output, increase morale and reduce staff turnover – something we could all use more of at work! Here’s part two of three showcasing some ‘can-do’ ways to generate all that good stuff by checking under the carpet in your workplace for racism.
Subscribe To Stay In Touch
From time to time I send out morsels that help you work smarter, not harder; hints and tips, research and statistics from the masters who study this stuff or early bird specials on upcoming courses.
Come on a 'no spam' journey with me.