A couple of weeks ago it was CIPD NAP – an amazing event on the CIPD calendar! All organised from start to finish by volunteers, all of whom have a huge passion for making work better, and created for a community of generous, friendly, positive and helpfully curious delegates. But no event is perfect. Nothing in life is. And something which wasn’t so perfect on the Friday night prompted a connection for me back into work and a challenge I often hear from leaders…….
The CIPD Northern Area Partnership Event is back on 9th and 10th June with a focus this year on Enhancing the Employee Experience. The thing I love most about NAP is the sense of community it creates, and so the purpose of this post is, yes, to tell you about what I’m up to at NAP this year, and it’s also to tell you about all the many, many ways you can connect with the fantastic HR and L&D community both online and in real life to extend your learning.
Last week at the CIPD L&D Show I – not surprisingly – was drawn to a number of sessions that were talking about coaching cultures and developing leaders as coaches. After day 1 Simon Heath posted his reflections from what he’d heard – and then drawn – and which I shared with this thought…..
Final session of the show! It’s been a ball!!
This one is with Sandra Nixon of QVC and Rhonda Howarth from Nestle who are talking about how to develop line managers to have effective coaching conversations. A coaching leadership style is essential to operate effectively in today’s world and for a line manager it can’t always be about sitting for hours having in-depth coaching sessions but about making it a fluid part of your everyday way of working. I’m interested to see what QVC’s and Nestle’s takes are on it.
Session by Susan Kahn from The School of Life.
Susan says she constantly comes across the burden of self on others and the need for commitment and courage to look to yourself to uncover your strengths and weaknesses so that you can learn how to be your best to have your intended impact on others. This is especially true for leaders who have a proportionately greater impact through how they behave.
Session 1 of Day 2 at the L&D Show and I’m in a session about Decision Making Under Pressure with Prof Vincent Walsh (@vinwalsh) of UCL. Nice that he’s also given his email for contact email@example.com.
Health warning – As you read further there are men vs women statements. These are shown in research to be the broadly consistent behaviours observed across the genders. And they aren’t exclusively true. Please don’t believe these are “rules” which apply to all the men or women all the time, they do however apply to most people most of the time.
My second session of the day is with Jeremy Snape from Sporting Edge @thesportingedge – ex England cricketer and now a sports psychologist – and holds the world record for the slowest bowler!
The CIPD use some of Jeremy’s models and approaches in their L&D qualification.
Jeremy’s big failure on the cricket pitch raised the question for him about what it is that means people thrive or fall in those situations when the pressure’s on. This led him to study sports psychology at Loughborough Uni (great university! #biased!). Reminds me of Kim Morgan’s piece for the #blogcarnival about the conditions needed for learning to occur. In addition to psychology he’s spoken to neuroscientists to get a rounded view.
On the final day of entries for the #cipdldshow #blogcarnival I’m delighted to host this piece from Melissa Sabella who shares a powerful personal story which emphasises why – if we want to learn every day – we need to seek feedback and create environments where it’s given without fear……
I’m delighted to be hosting a post from Andrew Page (@drewrachpage) a senior leader in Anglian Water who’s written with his take on learning every day for the CIPD L&D Show #blogcarnival (read more about that here). For Andrew, learning every day in fact means pushing the boundaries to fail every day – otherwise how can you learn?