Take a moment to consider what success looks like for you in your role. In striving for it, how can you ensure that you find the right balance between addressing your performance and being fair in your expectation of your performance?

Today is the gloomiest day of the year apparently. Flip Blue Monday on its head and think about the positives of the day, the week and the new year….

Asking colleagues to act as a mirror to reflect your strengths and areas for development can help form the basis of goals within a concrete action plan. Do you regularly approach people for feedback? Let’s explore, with the help of others, a way we can better understand how to develop ourselves.

In a few words with gorgeous illustrations, Charlie has beautifully captured the essence of what it is to be human.

The need for us all to band together and work from home to protect the NHS meant that we were all given the chance to take a proverbial breath and look again at what we value.

I wanted to share why ‘coaching’ in the last year has gone from being a ‘nice to have’ (it’s too expensive/we don’t have time) to absolutely essential in supporting individual and, ultimately, organisational resilience.

A positive to emerge from the research was how there is an increased sense of community – of women supporting women, of solidarity, of allyship in general.

Due to the impact of lock-down, people are managing lots of new home working patterns so we know that being flexible to fit around people’s availability is a small way we can help. This is one way as an employee owned company, that we continue to put people first.

We talk about organisational resilience a lot in our courses and we are now living proof that the culture we have created at Interaction lives those values, and we will be resilient and change for the better. I hope you are all able to stay resilient – we are here to keep the conversation going if you want to get in touch. (even with an added cat or two!).

For me, it was the question of how to create a learning culture and the resulting conversation that sparked a fascinating conversation – as L&D and HR professionals continue to look at ways to demonstrate value and ‘return on investment’, are we stifling the kind of learning culture that we’re trying to cultivate?