We are firm believers that showing love for your people and creating a great working culture provides many advantages, a key one being that good people want to stay. Some of the recent vacancy headlines seem to have sprung out of nowhere. We seem to have been propelled forward from a severe concern about unemployment rates post Lockdowns in 2020 and 2021 to: “ Salaries set to skyrocket in 2022 as firms try to retain employees ”; “ Employers warned to expect challenges as vac

Do your teams feel like they are being heard? “It is said that employees don’t leave companies, they leave people” - Dale Carnegie author of How to Win Friends and Influence People This enduring and iconic quote is possibly even more relevant today as when Carnegie first made it.  As we emerge from the pandemic into an ever more challenging and competitive world, what do you really know about your employees’ future career plans, especially those who now are working less vis

Did you know that according to a recent survey of 6000 UK workers, 24% are planning to change roles in the next 3-6 months?  What if that’s your most talented team members – how effective would your business run without them?  What knowledge and skills would they take with them, and what gaps would they leave behind? “We can’t stop employees leaving unless we have a plan to make them stay” is a quote by Indra Nooyi, PepsiCo.  We have plans for lots of areas of our business, b

Still Working! Oil and mineral discoveries once led to boomtowns; this exodus has spawned ‘Zoom towns’, regional communities near natural amenities, where remote workers can take advantage of a higher quality of life, with more disposable income than in traditional business hubs. As remote working is seen in many cases an improved way of working “zoom towns” are popping up and in many cases being promoted by companies who also provide incentives for relocation to capitalise

Doug Conant, former CEO of the Campbells Soup Company led a highly successful business  turnaround. It reversed a decline in market value and improved not just the financial profile but the diversity and inclusion practices in the organisation, by focussing on the people in the workplace. His approach was ALL about people, about honouring and trusting his people. Are you the cream of the soup or in the soup with your employees? Honouring, what is that? asking “how can I help”

By Clive Martlew Many of us would like to reflect more and reflect more deeply for personal growth. But it's sometimes difficult just to find the time or energy to step back and to discover real insights through intentional reflection. Generally I’m not a fan of quick fixes (“five things”, “ten habits” and so on!) but for those wanting to start or reboot their reflective practice for the coming year here are my “top tips.” Create a rhythm and schedule some time for reflection

By Clive Martlew Using Feedback to Trigger Reflection A few weeks ago I had a long discussion with a senior leader in the UK Civil Service – let’s call him Jim - about the value of reflection. We began by discussing how opportunities for reflection had changed as he’d risen up the career ladder. Early in his career he did a lot of reflection and did it in a variety of ways. These opportunities often arose after feedback from Jim’s manager, from peers or from his staff. Someti

Clive Martlew In my previous blog I outlined how the Reflective Practice for Leaders Programme created a virtual community to support...

“I’ve learned that people will forget what you said, people will forget what you did, but people will never forget how you made them...

Clive Martlew Creating a Reflective Community Over the past 10 weeks we’ve brought together a virtual group in weekly facilitated...

By Vicky Ross, Transformative Leadership & Career Coaching “In truth, whatever is worth doing at all, is worth doing well; and nothing...

There are an ever-increasing number of coaching courses out there, and on first glance they all seem pretty similar, right? So, what are...

If ever there was a time to be considering changing pressures and impact I guess it would be now, as we reflect on a year which saw life...

By Gordon Laird, Associate Coach & Consultant I should get the self-confession out of the way first. Prior to starting my coaching training with Taylor Clarke 6 years ago I was a bit sceptical about the need to be qualified as an executive coach. I had coached teams and senior leaders throughout my 20+ year career in blue chip companies, and had experienced coaching training as part of leadership development programmes. I had also trained and registered as a counsellor and ps

By Trudy Arthurs, Senior Consultant, Taylor Clarke Why five reasons? Why not ten? Twenty? There are surely more than five reasons to...