Management development.

I have developed my team member in to undertaking a secondment and having those nurturing discussions about how to make the most of it.​

Being more proactive in delivering feedback and having performance conversations, rather than waiting for the HR process to define the timelines.​

I have used the SBI feedback model with my direct reports, which has led to honest discussion regarding knowledge gaps and further training requirements. ​

Innovation is now a standing agenda item for team meetings - this will enable us all to brainstorm how we can further improve processes or create new ones.​

The programme helped me in constructing performance snapshots for my team. With more focus on career planning. ​

In the monthly meeting that I started with my team members, I am trying my best to be the last to speak and make sure each junior staff have their turn to contribute their opinions / observations first. ​

Started using coaching skills by asking more open questions to make my team members be involved more proactively.​

Setting goals and objectives so the team know what we are trying to achieve collectively. Being open on expectations and expecting them to take accountability for delivery of services to our stakeholders as a team rather than individually. ​

In respect of a recent new joiner, I am going through the onboarding checklist that the cohort produced during the programme to make sure that short-term items have indeed been addressed and to review goals and development needs. ​

I applied structured interviewing techniques learned during the programme, using competency-based questions aligned with the role requirements. This helped ensure a fair and consistent evaluation of candidates and ultimately contributed to selecting a strong hire who has already made a positive impact on the team. ​

Exploring different approaches to coaching and conversations, think about planning my difficult conversations before having them and using the GROOW model.

I took the time to provide a direct report with detailed positive feedback. I highlighted specific elements that made a significant impact, such as the clarity of the information provided to clients and the seamless coordination of travel and accommodation. As a result of this detailed positive feedback, they felt appreciated and motivated.

Where team morale was low due to tight deadlines and shifting priorities. Drawing on the techniques I learned around active listening and motivational leadership, I initiated one-on-one check-ins with each team member to better understand their concerns and challenges. I then facilitated a team session to collaboratively re-prioritise tasks and set more realistic goals.