Robin Yourston

Mindset Practice is called Mindset Practice for a reason because although our #growthmindset tools, #psychometrics and #programmes focus on embedding learning, it is putting that learning into practice after a workshop that really means change is transformational! It also means that participants do not have to understand complicated leadership models, strategic approaches or specific techniques to make lasting and impactful change. They just need to understand what a mindset of Growth and Survival means for them and then how to manage that pattern more effectively. That is where our practical and applied learning really comes into its own! Hence the development of our new app! #growthmindset #emotionalintelligence #leadershipdevelopment #mindset #app

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Towards the end of last year I submitted a book review to the Journal of Positive Psychology Coaching. Today I am delighted to see it has been published. #coachingpsychology #reflectivepractice #positivepsychologycoaching

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These illuminating bite-sized articles explore the idea that delivering quality coaching requires coaches to address their development holistically and put the 'Personal' into Professional Development (CPPD). Julia Carden PhD, PCC, FCIPD and Dr Elizabeth Crosses' research highlighted that "the route to deep client connection, which enables coaches to work at a level of insight and change, comes from the work on self and self-awareness", asking us to consider how learning and development choices might enhance how we are being rather than what we are doing as a coach. They offer the following questions as points of reflection when planning your CPPD:  + What is the purpose of my development (for me, my clients and the systems we live and work in)?  + What is the difference I want to make? + What am I curious about? + What does my soul need? + What is my body telling me that I need to pay attention to? #selfcompassion #selfreflection #selfconnection #selfawareness #coachdevelopment #bestpractice #coachingsupervision

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More good news about the ICF accreditation for our FREE NLP Masterclass Series UNSTUCK (6 ICF CCEs) to share I've just heard from the ICF that we are able to award CCEs for the individual UNSTUCK sessions (each 90 minute session is worth 1.5 CCEs) What this means is if you can only attend some of the sessions we can still award the respective CCEs for the sessions you do attend. In other words, it's still worth registering even if you can't make it to all of the sessions. Plus the replays will be available until Sunday 15th September so that you can catch up on any sessions you miss   There is also the option to upgrade to the VIP Experience which includes lifetime access to the replays and 3 beautiful Workbooks for only £50. Now's the time, if you haven't already registered, to join the 665 Coaches who have already jumped in 🤯 I'll pop the link in the first comment It's going to be a busy week 😅 This is what you'll learn: Session 1: Tuesday 10th September How to step into your Client’s world so that you understand - and feel - exactly why they are stuck Session 2: Wednesday 11th September How to unstick your Clients by helping them them understand what choosing to be stuck does for them Session 3: Thursday 12th September How to motivate your Clients and help them create new behaviours & habits so that they take action Session 4: Friday 13th September Bonus Session All sessions will run for 90 minutes 12pm - 1.30pm UK BST

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New Eyes for Business Organisations: Ideally in applying Holistic Systems Practice, the practitioners are team leaders who drive the organisation. Now, in a VUCA world, they need to apply transformed practice. But realistically, team leadership is often under such pressure, so committed to the organisational focus on outcomes, that there's little mind-space to learn to refocus on the broader holistic perspective and its application. That is why there is a growing need for consulting Holistic Systems Practitioners. The consulting practitioner will not be 'telling' team leadership how to run their organisation. Rather they will assist them in 'seeing' what they normally would not notice, and offer further systemic approaches in how to respond. Importantly this 'seeing' will not only be focused on the operational context, it will also be awakening the inward eye - seeing self more deeply - with support in the path to deeper self-realisation. By practicing the art of reflexivity they will come to appreciate their own invisible contribution to the operational context in which they are engaged. Thus Holistic Systems Practice enables co-evolving with the working context. On Sunday 2 June we introduce in a free online workshop the essential principles of the Holistic Systems Practice training program. Please text me in LinkedIn Messaging for further information and the Zoom link.

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Sustained organisational change hinges on two pillars: individual behaviours and systems transformation. Such deep change requires a ‘whole business’ approach to talent and inclusive culture change. Imagine aligning your HR, senior leaders, and line managers to drive collective action for equity and performance, embedding change across every level and within key processes. This is the power of the Delta Inclusion Ecosystem©. Let us help you build unstoppable momentum, creating a workplace where all people are deeply engaged and inspired to succeed. Are you ready to be part of this change? #DELTAinclusionEcosystem #GlobalLeadership #InternationalInclusion #Trailblazer #GlobalImpact #WomenInLeadership #LeadershipExcellence #DiversifyingLeadership #AuthenticLeadership #IntersectionalityMatters #InclusionEcosystem

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In today's world where everyone expects more with less, employees and organisations are struggling to maintain productivity. How can organisations address this challenge? Cultivating Organisational Health: The Secret Ingredient for Sustainable Success Organisational health drives success with key strategies for boosting morale, productivity, and competitive advantage. Learn more about its benefits in our article. Take a look at this article written by Mark T. Fliegauf to learn more📖: https://lnkd.in/gQTqYZNd

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Wellbeing in organisations: a systemic perspective is needed... https://lnkd.in/egd6baZ4 #wellbeing #workplaceculture #organisation #business #psychology #coaching

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You can help yourself and your team to develop communication techniques designed to help navigate unwelcome change Communication Techniques To Navigate Unwelcome Change https://bit.ly/2wkMqkJ @pdiscoveryuk #communication #change #personalgrowth #changemanagement #transform

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Join me on 27th Feb to discover how to achieve real results over “Happy sheet” executive coaching. If you’re investing in your executives, let’s make sure the business sees a return on that investment. Booking information below 👇 #executivecoaching #ROI #returnoninvestment

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Engagement within a team goes up by 6x when team leaders introduce strength development! If you missed the webinar below, let us know and we'll make sure you'll receive the recording.

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I will be hosting this insightful webinar, together with Paul Barbour on the 20th November looking at group dynamics through the lens of relational team coaching. Please register directly with the ICF in the link below, if you are interested to learn more. #teamcoaching #teams #relationalcoaching #relationalteamcoaching

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"🚨 19 Days to Go! Join 'Leading from Within™ Executive Group Coaching' Programme – it all starts soon. Click to download the curriculum! #LeadingFromWithin #LeadershipTransformation #LeadWithPurpose #AuthenticLeadership #SelfMastery #LeadershipGrowth #MindfulLeadership #TransformativeCoaching #LeadershipDevelopment #EmpoweredLeadership #ResilientLeadership

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👔Organisational Environment: The Good, the Bad, and the Insidious Optimising organisational environments requires a holistic approach that goes beyond addressing overt dysfunctions. While effective environments tend to foster clear communication, accountability, merit recognition, and aligned goals, the insidious onset of organisational apathy can pose a significant threat. Such subtle degradation may manifest in varying degrees of reduced engagement, diminished responsiveness to performance fluctuations, empathy erosion, acceptance of mediocrity, change resistance, and diffused responsibility. Often escaping notice, these issues can effectively be at least as harmful as more obvious problems. Essentially, we must be mindful of what we normalise. Small compromises or unchallenged practices can gradually shift the baseline of acceptable behaviour, potentially leading to a culture that undermines our core values and long-term objectives. I argue that regular reassessment of established norms, coupled with proactive leadership in modelling desired behaviours, remains essential in maintaining a healthy and productive culture.

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Day Two of the Programme: people and planet and the wellbeing economy  I’m struck how much it will be on the frontline and the changes in mindset required to transition to a wellbeing economy. https://lnkd.in/dDf9Vay9

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Meet Me at Decision Point Lesson #25: Before It’s Performance, it’s a Decision to Act. I won’t. I can’t. It won’t work for me. I’d be rich if I had a dollar for every time I was approached on a break or after a training session and someone said, “Molly, I love this class, but let me tell you why it won’t work in my environment.”   The McKinsey & Company’s Influence Model reminds me of all the excuses I would hear about why a new behavior or approach won’t work for them. Excuses ranged from a boss who would never go for it to systems and processes that rewarded outdated behaviors. In other words, decisions to act are based on an individual's relationship to current conditions.   Meaning-making. The bullseye in this model highlights human nature under various conditions. The lack of role modeling, talent development opportunities, and poor systems and processes topped the list of excuses I heard for why a new behavior or approach wouldn’t work.   Individuals often know what to do and feel the new behavior or approach could make a difference. What’s missing is the “I will” decision to act based on environmental conditions. It’s a values calculation for what it means now and in the future—risk or reward.   ACT – Accept, Commit, Trust   Accept – Making decisions based on risk and reward scenarios is human nature. If I say this, then they will___________. We are hardwired to run these risk/reward scenarios through our heads or with a trusted ally.   Commit – Let’s invite conversations that bring these concerns or scenarios to light. The final step in moving toward behavior change is a personal, individualized experience.   Trust— Performance starts here. The conversation most often missing is encouraging others to share their relationship to current conditions and what’s at stake. #leadershipdevelopment #managerdevelopment #changeleadership #workplacewellbeing #leaders #decisionmaking

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Mindset to Lead is our award winning leadership programme! Our award last week for Increased Employee Empowerment at The Association for Business Psychology was for this very program used with leaders in the #NHS. The programme can be delivered face to face or virtually and is supported by our digital Mindset to Lead programme , mindset psychometrics and the Mindset Practice app. If you would like to know more about how we can support enablement and empowerment in your leaders why not get in touch. #leadership #mindset #empowerment #awards #growthmindset #psychometrics

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