Lynn's Blog

How To Attract And Retain Talent

In this podcast, the focus is on how organizations can attract and retain talent. It breaks down step by step, how organizations can create a reputation that focuses on professional development of their employees.

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Steps To Keeping Talent

Lynn shares ideas to retain top talent.

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Retaining Talented Leaders

Lynn shares why retaining talented leaders is so important to your organization.

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Developing Unique Strengths

When I am working with a client or organization I help identify talent. One of the first things I do is help them understand what their unique strengths are.

 I work through with them how their strengths come out and manifest themselves every single day of their lives. Now, it is  always a very interesting session for me because as soon as I ask someone, “What are your strengths?” they get a blank look on their faces and they say “Umm, I’m not sure but they might be…” Then they start to talk about certain aspects. Then they will get a kind of sheepish look on their face as if they feel embarrassed talking about how good they are.  I encourage and help them to get in contact with that part of themselves that they know does really great ‘stuff’.

 They get stuck a couple of times and eventually they are able to say, “Oh, look. I really love to do this…,” because when we start talking about things outside of work and that is a critical thing, I ask, “What do you love to do outside of work?” You would be amazed at how many things they do that are using the same skills that they use in the workplace! They walk away thinking about their strenghts completely differently and think, “I see that relationship now.” So I help them build relationships in parts of themselves.

 Many people separate their work self and their personal self. I help them integrate these facets so they have a whole person that comes to work. Many people are very creative but walk around telling themselves that they are not. I tap into what kind of self-talk is going on that inhibits this creativity and their talents.

 I work with what is inside the person’s head. We talk about how they take up their role, the different ways that they look at groups. How do they behave in groups? How do they behave one on one? What is their communication style? What is the language they use? What are the cues they are picking up that they may not be aware of in the environment and also within themselves?

 A key theory I use is around a person’s role and the impacts of an organizational system on them. I think about things in terms of open systems theory which means that everything is linked to everything else and everything has an impact on everything and everyone else. A person does not carry out their role in an organization in isolation. It is relative to other roles and it is relative to achieving a primary purpose for the organization or for that entity. I help my clients to see what is their “stuff”  in this system and what might be relative to them. What is the organization actually putting on them that may not be part of them? Then we go through a process of removing those things that are getting in their way.

My most successful clients think about these concepts and then do the work within themselves to remove any obstacles to reaching their full potential.  What obstacles are you either helping others remove or are removing for yourself?

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Talent Retention Is A Competitive Advantage

Lynn explains how retaining talent is a critical component for your company.

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Causes of conflict

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Developing leaders leads to cultural change

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Bridging the communications gap – Meeting in the middle

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What Is Emotional Resilience?

Emotional resilience is the ability for people to bounce back after a setback. A lot of times in organizations there are lots and lots of setbacks. I have got a business case. I have gone to a meeting and I have gotten all of this pushback. I feel awful about myself. I feel like I haven’t hit this level. I have not met the expectations that people have of me in my role. How long are you going to stay with that feeling? Now that is resilience. Can you bounce back? Can you say to yourself, “Oh, well you know I did the best I could. I didn’t have all of the information. Now I have got more information. What do I do with that feeling because I am a technical person and I am a perfectionist.” How do I take those feelings and that language that I am talking to myself and put it aside so I can achieve what I need to achieve and do a better job? That is what I mean about emotional resilience.

A lot of organizations have people walking around who just have all this self-talk going on that is constantly beating themselves up. Now, you don’t see it because you are not inside their head. You don’t see it but you see the results of it which is a disengaged person, a person sitting at their desk doodling, a person playing a game on the computer, a person going out and having a smoke every 15 minutes or so. Who knows, but there are signs that you can see of this lack of resilience if you will. Organizations for the future, from now and for the future because of the turbulence in our world system, in organizational systems, people need to develop that resiliency. That capacity within themselves to bounce back after any kind of a setback.

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Evaluating the individual

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