What if we could lead and communicate in a way that goes with human nature and not against it. I was realising the potential of this purpose, but at the same time, I realised that I couldn't nor would I want to be doing this alone. I know that we humans can do more when we work together, no leader, no organisation, no coach or consultant will crack this global human issue alone, but maybe a small collective of people who are like minded can make some steps towards learning together and sharing together…and that is why I built this collective.

Do people feel free to speak up?
Here is a summary of what happened this week when Internal Communication professionals discussed how to tackle psychological safety to ensure that the employee voice is heard and valued.

And… my thoughts on how to support Human Leadership that nurtures a climate of psychological safety and freedom to speak.

If you can’t find it and you need it, they you better get on and build it! The Human Leadership Collective is a group that is just forming and growing, which aims to gather so that we can create more connections and progress towards more human leadership. Is this your challenge too? Are you working towards or in a way that contributes to this goal? If so, then I warmly invite you to come, share and learn together.

Reflecting on this question and the exploration of what our own experiences are, helps up to be able to translate what kind of lead we want to be. Human connection not disconnection. Empathy and Compassion. It is not only what they show of themselves but also how they listen and support us to see ourselves better.

Join me to learn how to confidently lead with cultural humility and curiosity to create psychological safety for all at work and in life. Your corporate values, equality, diversity and inclusion policies may adorn the walls but are they felt in the hearts of every employee. Culture is all about people and communication. It starts with every leader. It starts with you.

On International Women's Day 2021, I hope prompt you to think about equality, take time to notice where there is inequality around you and get curious. Where can we do better?

Soft skills are not some hippy, ‘woo woo’ concept.  Soft skills are life skills, they help us to form and sustain relationships, help us manage ourselves and others and they make us human. Communication skills are one of the most important soft skills, not only for leaders and managers but for anyone.
I want to share why communication skills matter for employee engagement and why human connection is the secret sauce.

Think of a two-way radio or a walkie talkie. When you have your finger on the talk button, you can talk. But at that time it cuts the audio from the other side and you can’t hear what they are saying. Human are not good listeners. But we can do better if we decide to.

Do we have the skills to understand culture and its impact? Our own culture and others’?
Our maturity and intelligence in intercultural communication is seen in how we interact with empathy and sensitivity in the moment. In how we learn from experiences and adapt thinking for each person, situation and encounter.

Change is constant, heard that before? But change is also uncomfortable, how you see that discomfort is the key to embracing change.

When we see feedback as a treat, an honour to receive and ignite our curiosity to know what the other person can see that we can't, then we can be more open to the learning opportunity in front of us.

Authenticity doesn't mean you need to show everything but it does mean that you show- what is really you.

The second day of the CIPR National Conference #CIPRconf20 was a day dedicated to PEOPLE. I was honoured to co-chair the day with Advita Patel and facilitate three lively Q&A sessions. The quality of speakers was excellent which made my job easy... my cheeks hurt from smiling so much!

Authenticity by definition can not be faked. When a leader is authentic, you can see that there is an alignment between how they present themselves and how they naturally are. This is sometimes hard to get to because the role of a leader over the course of their career can be built up of expectations and judgements about how the 'should' be. What does the real you sound like?

I believe that learning and growth happens in the spaces between- what was- and - what will be- We have had so much crisis, that we need to use disruption as an opportunity to build the skills we will need in the future.

When people are bombarded with so much information, it essential we make sure that our communication gets the impact we intended. But that is hard. Why? The impact of our communication is judged by how that message is received on the other end; “Do people know, feel and do; what you wanted them to know, feel and do?” Do they share the understanding you have?

The key to asking good questions. I believe that curiosity is the key to asking questions and quality listening.

When you are curious, you are in the space between what you used to know and what you are about to learn. You have the desire to learn something new and to do that you are willing to give up what you might have believed before. If you can hold your own beliefs and ideas very lightly, curiosity becomes a whole lot easier.

Have you been in a conversation and been triggered by something they said, which distracts you?
Do you interrupt people when they talk?

Of course we all do these things, because we are human, it is normal. But when it is an important conversation, for us or for the other person, these natural responses can hold us back from really understanding what the person is trying to share.

They say change is good, but sometimes we have become creatures of habit. My house, my desk, my job… in this case, my sofa! We assign our ownership to them and attach to them, that is why it becomes difficult when things change.

I am so pleased that my tips joined many others on a list of Internal Communication experts who are all sharing they best practice tips. Here is mine its all about clarity and conversation