Stressful life events don’t have to be work-related to impact on performance or the workplace. It’s human nature to be affected by the challenging events that life can bring our way. Unfortunately, taking them into work is often unavoidable.

Many organisations cite a ‘no blame’ culture whilst behind the scenes fault finding is a major preoccupation. We all like to believe that there is no blame and it’s best to focus on moving forward, but human nature depicts that we feel a lot better about ourselves when something is not ‘our fault’, so naturally we will look for fault and blame outside ourselves and be hugely relieved if we find it...

You are training people, all the time, on how to treat you. Your behaviour constantly gives other people messages, some subtle and some less so, about how to behave towards you and how to communicate with you...

In what seems an increasingly politically correct world, people can be accused of bullying just because someone takes offence at their viewpoint. Is there any place for straight talking at all in this day and age?...

Employee Wellbeing is not a big shiny initiative you need to implement, the most effective way to develop a really healthy culture is to embed it at the heart of everything you do. This is actually much easier to do than you might think at first.

The ability to elegantly handle objections is a key success strategy in the workplace. It is not easy to do though as the objections are often about things we care about - either at work or personally. Because we care about them (probably more than the other person) we are more likely to respond with our emotions rather than logic. Here are some ways to handle objections without arguing or getting defensive - and more likely to get you a good outcome.

How do you maintain pace and quality of work, without burning out your staff? It’s a concern expressed by many people we work with in innovative, creative, and high pressured environments.

As organisations return to work and take stock of the past few weeks, the conversation is shifting from ‘how to work at home during lockdown’ to ‘what remote working will mean to the future remote based organisation’. It’s a far reaching strategic issue.

The impact of COVID-19 has presented many people with unexpected professional and personal challenges. In just a few weeks, the landscape of work and life has changed in ways that are yet to fully unravel.

While lockdown and furloughing have been an uncertain time, it’s also created the space to reflect on the lives we lead. How will we cope with the return to work pressures but also find the time to pursue possible new directions?