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Welcome to my first ever blog!
Full of anticipation of getting it wrong I am finding that I have lots of ideas for the blog but the ever constant worry of it’s relevance, interest and hopefully insightfulness is something I must stop to consider each time I put hand to keyboard as it were!!
It seems pertinent to start with my experience since establishing the business, I can hardly believe it has been over 2 years already, the time has flown, it’s been hard work, I have had to face my demons on many occasions but I am proud of what CelticHR has achieved.
Our style is informal, anyone who knows me knows that I get through the day by trying to bring light humour to difficult situations (in only very few situations has this not helped!!). Drawing on 20+ (I don’t care to mention exacts) years experience there is a great deal of knowledge to draw on and I am all about sharing experiences (good, and often in the Leadership world, bad! – I feel another blog!!) to help others find the best way forward.
Over the past two years I have been so lucky to have worked with some wonderful clients and have met and coached some fantastic people from all walks of life, and am delighted to say made some lifelong friends, it has been amazing.
A constant element in most of these organisations is the increasing level of organisational change, all organisations need to transform to meet future economic demands, yet continue to struggle to keep their employee’s engaged in the process. Those that do this successfully recognise that their leaders and managers have to act as change agents and ensure that the transformation or change is on the table to be discussed at all times.
“It is change, continuing change, inevitable change, that is the dominant factor in society today. No sensible decision can be made any longer without taking into account not only the world as it is, but the world as it will be” Isaac Asimov
Change is inevitable, and communication skill and emotional competence are key to success in managing any organisational (or any other for that matter – think divorce!) change.
Excellent Leaders build strong relationships, trust (feel another blog!) their staff, are supportive, and are not afraid to have some fun. They actively listen and leave the ego at the door. This all makes perfect sense but it is certainly not easy to apply when faced with the pressure of targets and deadlines. The way Leaders behave is a testament to their strength. People love working with great Leaders.
Please contact me if you’d like to talk about how we can help your organisation, we offer consultancy and bespoke training. Every quarter we will be sending out a newsletter sharing the latest news from celticHR, legal updates, links to articles on HR news and leadership insights.
TTFN
In fact, research from McKinsey and Company shows that 70% of all transformations fail. But why? There are many reasons but are broadly categorised into management behaviour; employees resistance to change and the lack of necessary resources and budget. In greater detail transformations fail where: Management behaviour does… Read more >
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