Total Leader and Coach Solutions Australia Blog
Top Ten Tips for Working From Home
Our team has been working from our respective homes for the past eleven years. We consciously chose to operate in this manner from the moment our business began in 2009 for a number of important reasons. As a result of working from home we have also been very conscious of how to do this effectively, not only as individuals, but as a team. We have had to make specific decisions about how we communicate, how and when we collaborate, how to make decisions, how to maintain quality and consistency, and how to stay connected and feel part of the TLC team.
Both my wife and I work from home. Our daughters are now 10yrs and 8yrs old. The only thing they have known is us working from home. I have however had to do a lot of travel which has meant been away from home. The advantage we have is that our family know and understand how we work. The challenge for many of you is that your family only know you in a certain way, which means that not only do you need to make a shift in your own mindset, but you also need to shift the mindset of your family and partner.
Now that we know that many organisations and businesses will be shifting to working remotely, I approached our team and asked them to reflect on the last eleven years and identify what has worked for each of them to be most effective at working from home. We share below some of our team’s most impactful insights and wisdom.
Everything is changing
Everything has changed. As a small business we need to very quickly adapt and change the way we are working. I share below how we are changing the way we are working with our clients to THRIVE through the next six months.
TLC Solutions Australia Response to COVID-19
We are very conscious that much of our delivery has been face to face, including our leadership programs, coaching, team coaching and consulting services. We are now offering all our clients alternatives to face to face delivery through either managed social distance solutions or video conferencing facilities. We already have a number of our clients who are taking us up on these options, thereby continuing to offer the development through this time, while at the same time protecting the health of the individuals and the organisation.
Is it true that negative feedback is bad?
Is it true that negative feedback is bad? There has been much interest over the years into the impact of feedback and in particular the value of positive feedback versus negative feedback. Much of the recent commentary is that positive feedback is better for engagement and learning and that negative feedback discourages learning and lowers engagement. Many organisations run l ...
Let's Stop Handing Out Participation Certificates
The evidence and research is clear, mental health concerns in adolescents is on the rise. One of the key reasons is our over-protective parenting. In particular, the use of participation certificates, or not keeping score on a football game, which are both examples where we are letting our children down by not giving them the opportunity to develop resilience. We need to change our mindsets and understanding about how to build resilience in our children.
So, you are an Introvert. Is that your excuse? Six tips for greater impact!!
The latest research tells us that extroverts are more likely to get promoted, more likely to get opportunities, get paid more, perceived as more credible, and more likely to be seen as a visible leader. If this is the case, does that now mean that as Introverts we need to accept that we might not be given the opportunity, or the visibility or credibility?
I think that what concerns me most is that as Introverts we then justify events or explain our lack of visibility or impact by the fact the we are an Introvert. In other words, we are using introversion as an excuse.
Should Organisations Focus on Performance or Well-being? Which generates better long-term outcomes?
The latest evidence and research tell us that organisations that have employees that have high levels of well-being, are more engaged and more passionate about their work. Employees that are more engaged and more passionate about their work then deliver better outcomes as individuals within the organisation, which then delivers better organisational outcomes. The majority (90 ...