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…..
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.
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?
In a couple of months, on 10th and 11th May, the Olympia in London will become home to the CIPD Learning & Development Show.
It’s a fantastic learning event – whether you go to the Conference sessions, spend your time on the Exhibition floor and in the taster sessions, or talking to fellow delegates – there’s something for everyone!
At the start of May I attended a course in Team Coaching, taking coaching from one-to-one to a team brings a whole different set of challenges and opportunities to improve organisational performance…
One of the topics we had some debate around was that of power in work. Power so often has negative connotations. In the same way the word conflict does. If I’d used that word instead of “debate”, what image would have come to mind about our conversation? How would you have felt about it? And what about “power”? What do you think and feel when you hear that word?
Last week I was honoured and excited to be invited to be on the blog squad for the CIPD at their annual L&D show at the Olympia in London.
It’s the third year in a row that I’ve attended. The first of those I was blown away by some of the content I was hearing, the first insight for me into a big world outside of my day job where great stuff was happening in organisations with inclusive cultures based on the belief that everyone has talent, it’s just about unlocking it.
Can you believe the 13th and 14th May are just around the corner when people who are interested in stuff to do with learning, developing, training, facilitating, coaching…. will be heading to the Olympia in London for another amazing two day Learning and Development event hosted by the CIPD, this year sponsored by the Open University.
Are you going to the CIPD L&D Show for Day 1 (13th May)? (*look at the end of the post if you’ve not booked yet)
Are you in-house HR or L&D for a small to medium organisation OR a lone practitioner for a larger organisation?
Do you sometimes feel like all the speakers at conferences work for big business and corporate?
I started writing a post on feedback the other week because it’s something that comes back again and again as something we all struggle to do. Even if we’re giving feedback about how great something’s been we can still feel awkward and not deliver it well – is that a British thing? And then there’s the feedback when we’ve spotted something that, if changed, could help someone improve in some way. The supposed ‘negative’ feedback.