Kathryn Donaldson PCC

This is why capability development alone is not adequate and doesn’t lead to long term change or results: Our beliefs, meaning making systems and varying levels of self-awareness create our reality. What we believe dictates our thinking and our behaviour. And we all have deep-seated, fear-based beliefs that have associated liabilities unless we become aware of them, challenge them and manage them. What does this look like in practice? ➡ If you have an ingrained belief that in order to be enough, you need to be liked and you need to please people, it doesn’t matter how many feedback or difficult conversation training sessions you attend. You won’t be having those tough conversations – because you need to be liked – till that belief changes, even if you have the all the skills. ➡ If you believe that in order to be worthy, you need to always perform perfectly and be in control, it doesn’t matter what kind of strategic thinking, decision making or high performing teams training you attend. That belief and drive for perfection and control will likely kill others’ motivation, limit innovative thinking and burn people out – and how would you deliver on any strategy under those circumstances? ➡ If your beliefs have convinced you that you are safe only if you’re always logical, uninvolved and superior to others, you can sit through several people skills and empathy sessions but without seeing any emotion or humility, people are very unlikely to relate to you or trust you. So – should you still focus on capability and skill build for leaders? Yes absolutely. But it is not enough. Development that leads to sustainable, outstanding results requires understanding of adult development theory and deeper processing. Any provider who claims their feedback or people management skills or strategic thinking training (insert any skill or capability here) will transform your leaders and long-term business results don’t know what they’re talking about. Unless your leader development programs start uncovering, challenging and transforming the deep-seated beliefs and mental models that drive thinking and behaviour, you’re not going to get long-term results. Have you witnessed these beliefs, behaviours and their impacts? Does this resonate?

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The NMPearson.com stakeholder development Dream Team is here to enhance your understanding of your true organisational value, and introduce you to best in class, accessing services to help you understand the whole of stakeholder journey to achieve Julia Searle Brian Farrugia Matthew Joblin Antonio Falco The Sales Director Paul Hogg Dr Faye Smith OBE Bev Barrett Ron Donaldson will ensure personal dedication to you as a client as supported, who are the core of our culture to Navigate Maximise Potential. We develop services and build deep, long-term, trusted, mutual beneficial relationships based on commercial understanding, achieving results by combining skills and resources with a smarter, more agile approach. You need to engage with NMPEARSON.com to achieve your field of dreams and Navigate Maximise Potential

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Are you clear on the reasons why your organisation implemented a matrix structure?   Many of the world's leading businesses adopt a matrix structure - for which there are powerful reasons for doing so - but more often than not when we speak to leaders across those businesses, they are unable to answer this seemingly simple question.   In this video, we explore the top reasons why organisations implement a matrix and why providing leaders with clarity about why the matrix is (or in fact was) implemented, is critical to succeeding in the matrix. Check it out below - if you're interested in learning more about how we help people thrive in the complexity of a matrixed organisation, visit our website: https://lnkd.in/dfNmVgWd   #MatrixManagement #TeamCollaboration #Leadership

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Innovation thrives when employees feel safe to express their thoughts, share their ideas, and voice their concerns without fear of negative consequences. Psychological safety encourages open dialogue, fosters diversity, and invites experimentationkey ingredients for success in any organisation. An environment that prioritises psychological safety benefits from increased employee engagement, reduced turnover, and improved productivity. Teams in such environments make better decisions, adapt well to changes, and consistently achieve high performance. By investing in training and development, embracing feedback, and valuing diverse perspectives, we can create a culture where employees are empowered to shine. The journey toward psychological safety is ongoing, but the rewardshuman and financialare undeniably worth the effort. #PsychologicalSafety #Innovation

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