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High-Performing Teams Turn Pressure into Progress, One Habit at a Time Your team’s under pressure to perform—fast. The stakes are high, the deadline looms, and emotions are running hotter by the minute. Just last week, your team was cruising along. They weren’t going to win any high-performing team awards, but things were working well enough. Sure, there were a few bumps in communication, and collaboration wasn’t always seamless, but nothing too disruptive.
First of all, I developed this model towards the end of my coaching program after spending several months discovering my unique coaching style. In a conversation with Razan, she pointed out that my empathetic approach to coaching felt very natural. Reflecting on her valuable feedback, I realized that my style was particularly suited to clients struggling with confidence.
Today I’m addressing the Institute of Student Employers Midlands group. I’m going to be talking about the policy context for student transitions and recruitment and then moving on to give some data about both the supply and demand sides of the student labour market. In particular I’m interested in thinking about how we can build better local labour market infrastructures that are capable of increasing retention and avoiding the drift of talent to London and the South East.
When facilitating an incident investigation, part of the job is talking to people to figure out what really happened. Unfortunately, not everyone you speak to is going to give you the full truth. Some might forget key details by mistake, but others may twist the facts or even outright lie. After all, investigations usually start when something doesn’t go well, and people often want to protect their jobs and reputations.
Speaker: Tim Sarrantonio, Director of Corporate Brand
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