The Power of Bravery and Curiosity - Lessons from Socrates for Founders and Leaders

How often have you been told: “You’re so lucky” when you make a bold change or decision?

• You’re so lucky to be doing what you love.

• You're so lucky to be your own boss.

• You’re so lucky to have grown so fast.

• You’re so lucky to have secured funding.

It's a pattern I've noticed throughout my life from friends who feel stuck in jobs they don't love, or who dream about turning their side hustle into a business. From when I went freelance after my first baby was born 21 years ago, to when I launched a food events business that got regular national media coverage and when I fulfilled a lifelong dream to live to Bristol and moved on last year from one side of the country to the other.

But is it really luck? Or is it something else—bravery, curiosity, tenacity and a willingness to embrace change?

Not one of these transitions in my personal or professional life has been handed to me on a plate. They've not been easy. But something drove me forward . . .

Socrates said:

“The secret of change is to focus all of your energy not on fighting the old, but on building the new.”

Every time I’ve faced a crossroads—whether it was moving, starting a business, retraining as a coach - I could have focused on the obstacles and the reasons not to do it. Instead, I focused on what I was creating: a new chapter, new friendships, new experiences, and new opportunities.

What is it that keeps some people moving forward, even in uncertainty?

Luck vs. Leadership

Successful leaders and founders don’t wait for luck to guide them—they take action. They stay curious, ask better questions, and step into uncertainty. Yet, when they make bold decisions, others often see it as luck rather than intentional effort.

Socrates said:

“Wonder is the beginning of wisdom.”

Curiosity is a leadership superpower. The best leaders don’t just accept things as they are; they challenge assumptions, explore new possibilities, and ask: What if? instead of What if it goes wrong?

The Courage to Do Something New

For leaders, especially in startups and scale-ups, this is critical. Growth requires constant adaptation. The best leaders focus on what they can create, not on what's behind them or what's holding them back.

How often do we resist change because we focus on the risks, rather than the opportunities? True leadership isn’t about avoiding fear—it’s about moving forward despite it.

The Courage to Fail

Of course, not everything goes to plan. Sometimes we make the wrong decision, fail at something, or fall flat on our faces. But that’s not failure—staying stuck is. Socrates reminds us:

“Falling down is not a failure. Failure comes when you stay where you’ve fallen.”

True resilience in leadership (and in life) is about getting back up, learning from the experience, and continuing forward. The most successful founders, leaders, and entrepreneurs don’t get everything right; they just refuse to let setbacks define them.

Socrates' wisdom is valuable for leaders:

• Know Thyself: Great leadership starts with self-awareness. Examine your mindset, strengths, and blind spots.

• Avoid Busyness: Socrates warned: “Beware the barrenness of a busy life.” Founders wear multiple hats, but being constantly busy doesn’t mean being effective.

• Lead by Example: “True knowledge exists in knowing that you know nothing.” Admitting you don’t have all the answers fosters a culture of learning and innovation.

• Think for Yourself: “To find yourself, think for yourself.” Challenge industry norms, avoid negative self-talk, and focus on what’s possible.

• Set Goals with Reflection: Define a clear vision, take bold steps, and regularly reflect on progress.

Making Your Own Luck as a Leader

So if you feel stuck in a job you don't love, or stuck as a leader in a business facing significant challenges, be curious and brave. Ask yourself:

• What if I tried?

• What if this changes everything?

Socrates believed that questioning leads to growth and opportunity. Luck isn’t random—it’s about staying curious, asking better questions, and putting yourself in situations where opportunities can arise.

If Socrates was right when he said, “The unexamined life is not worth living,” then the most courageous thing we can do is to keep questioning, keep evolving, and keep stepping into the unknown.

That’s where growth happens. That’s where the so-called 'luck' happens

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If you're feeling stuck or want support to be brave and make bold decisions, I’m here to help you discover your courage and curiosity.

Get in touch to chat about how Coaching can support you with your next bold move.

Call Polly 07966 475195 / email polly@pollyrobinson.co.uk

Book a free exploratory Coaching Session here >

Or find out more about Executive Coaching here >

Why Trust is Essential for Fast-Growth Businesses

Early in my career, I was the third employee of an ambitious, fast-growing start-up. In the beginning, the atmosphere was electric—we were all highly motivated and committed to the success of the business, putting in the long hours to prove it. But after two years, things started to change. The founders became more distant, often out at meetings we knew nothing about or spotted whispering in corners.

What was going on?

We began to feel nervous about the lack of transparency. We imagined the worst—had we run out of money, were we facing redundancies or closure? We felt cut off when until then, we had all been involved in everything.

Rumours started spreading. Morale dropped, collaboration faltered, and people were stressed and grumpy with each other. Without trust and transparency, motivation and focus disappeared, and we suffered personally and as a business.

The Trust Challenge for Scaling Businesses

In the early days of a business, founders are involved in nearly every aspect of operations. This hands-on approach is natural—it reflects a driven, detail-oriented leader dedicated to getting the company off the ground. In small teams, relationships are close, communication flows, and people feel directly connected to decision-making and the company’s success.

But as a company scales, the dynamic changes. Founders must evolve from being ‘doers’ to leaders. They must let go of being involved in every decision and trust their managers and teams to take ownership. At the same time, founders must ensure that trust flows both ways—that their people believe in their vision, decision-making, and integrity.

Building trust in remote and hybrid teams requires even more effort since you lose the natural, organic moments of connection that happen in an office.

When trust is broken on either side, bottlenecks form, frustration rises, innovation stalls and collaboration suffers. It’s one of the toughest transitions for growing businesses.

Why Trust Matters in Leadership

Trust is the glue that holds businesses together. When trust is high, people feel safe to take risks, express themselves freely, and innovate. It can be hard to build and easy to damage.

In fast-paced, high-growth businesses, trust keeps teams focused and cohesive through rapid change and uncertainty.

Companies with high trust levels have:

• More engaged people

• Higher retention rates

• Stronger collaboration

• Faster innovation cycles

• Higher productivity and profitability

According to Harvard Business Review, people at high-trust companies report:

• 74% less stress

• 106% more energy at work

• 50% higher productivity

• 13% fewer sick days

• 76% more engagement

• 29% more satisfaction with their lives

• 40% less burnout

So, how can leaders build and maintain trust, particularly in fast-growing businesses?

Practical Steps to Build a Culture of Trust

1. Communicate with Transparency and Consistency

Lack of transparency is one of the biggest killers of trust. Leaders should provide regular updates on company goals, challenges, and key decisions.

• Share the ‘why’ behind decisions to build understanding and buy-in.

• Avoid sugar-coating problems—honest communication builds credibility.

• Communicate in various ways - don’t rely on email or Teams, but talk to people face to face or by video in one-to-ones, team meetings and town halls to keep everyone informed.

• Make an effort to know people beyond work conversations—pulling people into discussions fosters engagement and trust.

• Actively encourage feedback and open dialogue. People should feel comfortable voicing their opinions without fear of backlash.

2. Build Personal Connections

• Dedicate time for casual check-ins (not just work-related conversations).

• Encourage people to get to know each other as human beings through work socials, having lunch together rather than at your desk, providing breakfast once a week and other ways to have fun together.

• Show empathy by treating people as human beings - remember we're all unique and have different needs, personality profiles and lives outside work.

3. Lead with Consistency and Integrity

One of the most common ways trust is broken is when reality doesn’t match up to the purpose and values on the wall. Lead by example:

• Follow through on commitments—people lose faith in leaders who don’t deliver on their promises.

• It’s ok to not have all the answers — but have confidence in decision-making and be honest when you don’t have the answer.

• Be fair—ensure equal access to growth opportunities and development for all team members. Make sure people working remotely have the same opportunities to speak up and be heard.

4. Trust Works Both Ways

We often think of trust as something people must have in leadership, but it goes both ways. As a leader, it’s not just about being trusted—it’s also about showing trust in your team.

• Avoid micromanaging. Trust your people to get their work done and make decisions without micromanaging. Focus on outcomes rather than hours logged

• Remote and hybrid working have changed team dynamics but find ways to keep everyone updated and involved whatever their location.

• People take cues from leadership behaviour—model the values and behaviours you expect from your team.

5. Give Autonomy and Communicate the ‘Why'

If leaders micromanage or override decisions, people feel undervalued. Empower your team by giving them ownership and responsibility.

• Explain the bigger picture: “We need X because Y.”

• Engage people by asking open-ended questions like “How do you think we should approach this?” or “What was the thinking behind this decision?”

• Help people see how their work aligns with company goals increases their sense of purpose.

6. Actively Listen and Act on Feedback

• Create a culture where feedback is not only encouraged but acted upon.

• Have regular check-ins, team meetings and one-to-ones to gauge how people are feeling.

• Act on feedback and communicate changes based on team input.

• Create psychological safety so people feel comfortable raising concerns

7. Be Vulnerable and Authentic

Leaders who admit mistakes, acknowledge uncertainties, and share their challenges create psychological safety. Showing vulnerability isn’t about weakness—it’s about authenticity.

• Share lessons from past mistakes and areas for development.

• Demonstrate humility and encourage people to do the same, creating a culture of learning rather than fear.

8. Create a Feedback-Driven Culture and Show Appreciation

• Make feedback frequent, constructive, and two-way.

• Ask for feedback as well as giving it to show that you value people' voices. e.g. "How can I support you better?”

• Recognition and appreciation go a long way—thank people in public for their contributions.

Addressing Trust Challenges in Scaling Businesses

Scaling and fast growth - growing teams, shifting priorities, and a less cohesive culture bring unique trust-related challenges. Be proactive in maintaining trust through:

• Strong Onboarding: Make sure new people integrate into the culture quickly and understand company values.

• Clarity During Change: Frequent shifts in strategy can erode trust. Clearly communicate changes and the reasoning behind them.

• Cross-functional Collaboration: As teams grow, silos can form. Encourage collaboration and relationship-building across departments.

Trust isn’t built overnight. It’s a daily practice shaped by small decisions—how leaders communicate, how they react to mistakes, and how they empower their teams.

For founders and leaders in scaling businesses, the shift from ‘doing’ to ‘leading’ is one of the hardest but most necessary transitions. The businesses that thrive are those where leadership trusts their teams to execute the vision, and in return, people trust that leadership has their best interests at heart.

Ask yourself: “What am I doing today to build trust in my team?”

If you want to strengthen trust in your team, Growth Space can help. Through tailored workshops, away days, leadership development programmes and coaching, we support leaders in creating open, high-trust environments where teams feel empowered, engaged, and aligned with your business goals. Get in touch to explore how we can design a program that fits your team’s unique needs.

Contact Polly: polly@pollyrobinson.co.uk Call 07966 475195

AI and Other Challenges: Why Human-centred Leadership Still Matters in 2025

Ask any business leader what they think are the most important leadership qualities, and they’ll typically say vision and drive, agility and resilience, innovative thinking, problem-solving, empathy, and trust. But what do these qualities look like in action?

What do we need from our leaders in 2025?

The leadership landscape is evolving rapidly. Global economic uncertainty, advances in AI and technology, and shifting workforce expectations are redefining the role of leaders. Success will require balancing these opportunities and threats without losing sight of people.

In 2025, Human-centred leadership will be more important than ever — an approach that strengthens relationships and drives meaningful connection.

Leadership Priorities for 2025

Navigate Economic Pressures

With Trump taking up his second residency in the White House and the UK government grappling with economic stability and the cost of living crisis, we face a volatile global economy. Not only does this bring challenges to business growth, but it also brings personal financial stresses. Leaders should:

• Take a people-first approach: Offer financial wellness programmes, transparent communication about challenges, and flexible benefits to support employees through tough times.

• Reassess business strategies: Build resilience by focusing on cash flow, operational efficiency, and adaptability to market shifts.

• Invest in future growth: Despite challenges, now is the time to innovate and explore emerging opportunities, from AI to green technology.

2. Balance AI with the Human Touch

2025 is the year that AI becomes more mainstream, disrupting business and our working and personal lives. While AI offers opportunities for innovation and efficiency, it also raises challenges around ethics, job security, and trust. In 2025, leaders must:

• Integrate AI thoughtfully: Use AI to enhance decision-making, take on routine tasks and free up teams to focus on creative, strategic work. Blend technical skills with human-centric ones like critical thinking, collaboration, and empathy.

• Address concerns openly: Communicate the role of AI and how it complements, not replaces human contribution. Build resilient teams that can adapt and thrive in the face of change.

• Upskill your workforce: Empower employees with the tools and knowledge they need to thrive in an AI-driven world. Champion a continuous learning culture – allowing the time for people to learn and test and make it accessible to all.

“Good leaders are people who are trusted by followers."

3. Lead with Human-Connection and Empathy

Trust and empathy are the foundation of effective leadership in times of uncertainty. Hybrid and remote work means we spend less time together in person, which makes it harder for leaders to build those relationships. When we are physically together, it’s easier to see if someone is having a bad day or struggling with a task. Now, we have to rely on people to tell us, often over a message or, at best, a video.

This year, leaders need to be proactive and not neglect human skills (or what are often referred to as "soft skills"):

Focus on building trust and connection. This means having individualised relationships with each of your employees, which take account of their needs for flexibility and their well-being, and give each person a voice within the team

• Develop emotional intelligence: Understand and respond to the needs of your team, fostering trust and loyalty.

• Be empathetic: Rationally understanding people’s emotions and where they come from helps build trust, motivate, and engage people in the way that matters to them.

• Genuinely care about your people: Remember everyone is different: different backgrounds, different outlooks and with different ambitions.

• Strengthen team cohesion: Break down silos and encourage cross-functional collaboration to unlock innovation.

• Be authentic: Authenticity over perfection: Leaders who are open about challenges and lead with integrity will foster loyalty and respect and will inspire teams with a clear vision for the future.

• Prioritise well-being: As well as offering flexible work arrangements, ensure mental health and work-life balance are top priorities.

4. Embed Purpose and Values

The UK workforce is undergoing a demographic shift, with younger generations, particularly Millennials and Gen Z, making up a growing proportion of employees. These workers prioritise purpose, values, and ethical practices, seeking employers who align with their desire for meaningful work, social responsibility, and a positive impact on the world.

A shared sense of purpose is the key to resilient, innovative teams, especially in periods of change or pressure.

• Define and live your values: Ensure your organisation’s purpose is embedded in daily operations, not just words on paper.

• Align culture with strategy: Foster an environment where mission and values guide decision-making at every level. Be clear about the culture you want to create and communicate your values.

• Lead by example: When leaders embody the company’s values, they create a ripple effect that enhances engagement and accountability.

6. Adaptability Is the New Superpower

The pace of change is relentless. The speed of adoption of ChatGPT is several magnitudes faster than it was for the internet or PCs, which means there is greater potential to get the use case wrong. For leaders, the risk the potential adoption of the wrong tech or software and hardware, which tends to happen with fast-changing technology.

In a year of disruption, leaders must be forward-looking, innovative, nimble, adaptable and willing to learn from inevitable failures.

• Embrace agility: Be ready to respond to change quickly in response to evolving circumstances and technology. The future of work isn’t just about adapting to change – it’s about shaping it with intention and our incredible imaginations.

• Monitor and review: closely monitoring external factors (political, economic, social or technology) and review, tweak or completely change course if required.

• Encourage experimentation: Create a culture where teams feel safe to innovate and learn from failures.

• Build resilience: Equip teams to weather uncertainty by building psychological safety, strong support systems and clear priorities.

7. Diversity, Equity, and Inclusion: A Leadership Mandate

Diversity, equity, and inclusion (DEI) are no longer optional—they are business imperatives:

• Champion inclusive cultures: Ensure diverse voices are heard, valued, and empowered.

• Address biases: Actively confront unconscious biases within yourself and your organization.

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At Growth Space, we believe confident, self-aware leaders are the key to success. Start your growth here.

We deliver bespoke leadership development, management training and leadership coaching to support people at all levels with the skills to inspire, motivate, and create lasting impact.

Whether you want to develop strategic thinking, lead with empathy, be more emotionally intelligent, or build a collaborative culture, our learning and development programmes and coaching solutions are designed to meet your unique challenges.

We help you unlock your full potential and achieve both personal and organisational success.

For more ideas on Leadership visit our website growth-space.co.uk

Or to discuss Leadership Coaching and development programmes contact Polly:

polly@pollyrobinson.co.uk or call 07966 475195.

Is Leadership Development Training Worth the Investment?

What is the ROI of Leadership Development?

Times are challenging for UK businesses right now and budgets are tight. Leadership and management training may seem like a luxury your business can ill afford right now, but arguably it’s more vital than ever. Senior leaders and first-time managers are under more pressure and are more overwhelmed and unprepared for the challenges of their roles. Investing in their development is essential to unlocking the full potential of teams, increasing productivity, boosting retention, and building a successful business. The ability to inspire, guide, and adapt is what sets thriving businesses apart from the competition. Yet, investing time and money in leadership training often raises the question: Is it worth it?

Leadership Expectations Have Changed

Over the past 20 years, our exceptions of leaders have evolved. Leadership has shifted from a traditional command and control model to one that focuses on emotional intelligence, collaboration and adaptability. Today's Leaders are expected to drive innovation, growth and profitability and to place people at the heart of their leadership approach - fostering trust, building strong relationships and creating environments where individuals and teams thrive.

Leadership styles and strategies have also had to adapt to rapid technological advancements, changing workforce demographics, and the rise of remote and hybrid working. The digital workplace demands leaders who can manage virtual teams effectively and leverage digital tools to enhance communication and collaboration.

Why now is the time to Invest in Leadership Development

Balancing business objectives and hard KPIs with the human side of leadership is tough, and research highlights a critical gap in leadership skills. Ineffective management costs UK businesses billions in lost working hours and disengaged employees.

• 82% of managers take on their roles without formal training (Chartered Management Institute Accidental Managers, 2023).

• Only 40% of leaders rate their company’s leadership as high-quality (leadership consulting firm DDI 2023)

• 75% of workers waste up to two hours out of their working week due to inefficient managers. Management practices leading to time lost include unclear communication (33%); lack of support (33%); micro-management (26%); and lack of direction (25%) (Department for Business & Trade).

• 41% of employees report experiencing “a lot of stress” at work and those who work in companies with bad management practices are nearly 60% more likely to be stressed than those working in environments with good management practice. (Gallup’s State of the Global Workplace)

The Return on Investment in Leadership Training

Whether you’re exploring leadership development for senior leaders or management training for new managers, the evidence shows that the Return on Investment is substantial. It’s not only the participants who’ll benefit - the results will ripple through the whole organisation driving productivity, retention and trust

• Leadership training offers a median ROI of 700%, with some organisations reporting returns of up to 5000% (Global Coaching Client Study by the International Coaching Federation (ICF).

• Businesses with formal leadership training see 218% higher income per employee than those without it (ATD Research)

• The Chartered Management Institute (CMI) reports that every £1 spent on management and leadership development can yield £6 in ROI through increased productivity, innovation, and efficiency.

Why Investing in Training will Produce Tangible Benefits.

1. Better Decision-Making Leads to Higher Productivity

Leadership training equips executives with the tools to step back from day-to-day operations and align decisions with long-term goals. Confident leaders make clear, bold decisions, driving teams toward meaningful results. For businesses navigating economic uncertainty, this clarity can lead to increased productivity and streamlined operations.

For instance, leaders trained in coaching techniques can identify bottlenecks in team performance and guide their teams to work more efficiently. Research shows:

• 37% increase in productivity from leadership training (IBM The Value of Training)

• For every £1 spent on management and leadership development in the UK, businesses see an average return of £6 in increased productivity, innovation and (CMI)

• 23% improvement in organisational performance (CMI 2023)

2. Increased Employee Retention and Reduced Turnover

Staff turnover can be costly, both in terms of finances and team morale. According to a study by Oxford Economics, replacing an employee in the UK costs businesses an average of £30,614 due to recruitment, onboarding, and lost productivity.

Investing in leadership training empowers managers to create supportive environments where employees feel valued and motivated. Great leaders inspire loyalty, growth opportunities and open communication—essential elements of employee satisfaction. Happy employees are more likely to stick around, reducing recruitment costs and keeping expertise within your organisation.

• 94% of employees would stay longer at a company that invests in their learning and development (LinkedIn Workplace Learning Report)


• 72% reduction in turnover reported by businesses that prioritise leadership development (Confederation of British Industry CBI)

• 32% boost in employee engagement and productivity (CMI, 2023).

3. Improved Team Performance and Collaboration

Leaders are the torchbearers of the company’s culture, values and behaviours. Leadership development programmes help leaders foster a culture that matches the company’s mission and vision and promote values like collaboration, innovation, accountability, and respect in their teams. This positive influence spreads to all levels of the organization, creating a work environment that motivates employees and encourages them to give their best.

Leadership Training helps managers develop key skills like emotional intelligence, conflict resolution, and giving and receiving feedback. These skills break down silos and cultivate a culture of collaboration, which is critical for innovation and efficiency.

Effective leaders also create a culture of accountability and performance. They set clear expectations, provide feedback, and recognize and reward performance that supports strategy execution. This ensures everyone is working towards the same goals and motivates employees to perform at their best.

4. Adaptability and Innovation

Leadership training can help senior managers improve their ability to manage change. In today’s business world, change is constant, and companies must be able to adapt quickly to stay ahead of the competition. By learning how to manage change effectively, senior managers can help their teams navigate through difficult times and emerge stronger on the other side. A course on change management or strategic thinking, for example, gives leaders strategies and learn different models and strategies for change, and how to address human aspects of change, such as resistance, fear, and uncertainty. This adaptability ensures your business can stay competitive and resilient.

5. A Culture of Continuous Improvement

Leadership training doesn’t just benefit the individuals who attend the courses; it creates a ripple effect across the entire organisation. When leaders model effective behaviours like open communication, accountability, and innovation, these values permeate the company culture. Over time, this builds a self-sustaining environment of continuous improvement.

How to Measure the ROI of Leadership Training

So how do you quantify the return on investment (ROI) of leadership training? Here are a few metrics to track:

• Employee Retention: Measure reductions in turnover rates post-training to assess improved retention.

• Productivity Gains: Track improvements in project completion times, efficiency, or sales figures to demonstrate impact.

• Engagement Scores: Use employee surveys to gauge increases in morale, satisfaction, and commitment levels.

• Cost Savings: Calculate reductions in recruitment, onboarding, and absenteeism expenses.

• Leadership Confidence: Evaluate pre- and post-program self-assessments or peer reviews to measure individual growth.

  Aligning these metrics with organisational goals will provide a comprehensive view of the programme’s effectiveness and help justify continued investment.

How to Ensure the Success of Leadership Training

To maximise the impact of your leadership programme, consider these best practices:

• Tailor the Programme: Align training content with your organisation’s unique goals, culture, and challenges.

• Engage Stakeholders: Secure buy-in from senior leaders to foster a culture of commitment and set an example.

• Create a Learning Culture: Encourage participants to apply what they’ve learned and share insights with their teams.

• Follow-Up Support: Provide coaching, mentoring, or action learning sets post-training to reinforce new skills and sustain behavioural change.

• Track Progress: Use data and feedback to evaluate programme effectiveness and identify areas for continuous improvement.

• Celebrate Wins: Highlight successes and progress to maintain enthusiasm and support for ongoing development initiatives.

Why Choose Growth Space for Your Leadership Training?

At Growth Space, we specialise in creating impactful Leadership Development Programmes tailored to your organisation’s unique challenges and goals. We are experts in leadership training, people development, Coaching and Facilitation to help businesses unlock their full potential.

With a proven track record of delivering measurable results—including improved retention, productivity, and engagement - we can help you to develop confident, resilient and high-performing leaders.

Ready to Invest in Your Leaders?

Contact Polly to discuss how our bespoke leadership training solutions can support your leaders.

Reflective Goal Setting for a Successful 2025: A Guide to Personal and Business Growth

The end of the year is a powerful moment to pause, reflect, and realign. It’s the perfect opportunity for businesses and individuals to assess the past 12 months and plan for growth in the year ahead. A good way to do this is reflective goal-setting - a powerful approach to enhancing clarity, motivation, and success.

Reflective Goal Setting For Businesses

Reflective goal setting is incredibly valuable for businesses because it provides an opportunity to assess progress, learn from past experiences, and strategically plan for the future. By reflecting on what worked well and what didn’t, business leaders can identify patterns, strengths, and areas for improvement. This process helps companies become more agile and better equipped to adapt to changing market conditions. Reflective goal setting also fosters a growth mindset within teams, encouraging innovation and resilience by viewing challenges as learning opportunities rather than setbacks. When businesses take the time to evaluate their achievements and failures, they can refine their goals to ensure they are realistic, impactful, and aligned with the company’s mission and values.

Reflective goal setting promotes clarity and focus within an organisation. It allows leaders to prioritise key objectives, ensuring resources and efforts are directed toward the most important initiatives. This alignment is crucial for driving growth and fostering a cohesive, motivated team. Involving employees in the reflection process not only improves transparency but also strengthens commitment to the company’s vision. When everyone is clear on the goals and their role in achieving them, it enhances collaboration, accountability, and performance. Reflective goal setting, therefore, becomes an essential tool for both short-term success and long-term sustainability in business.

Reflective Goal Setting for Individuals

Reflective goal setting is equally valuable for individuals, as it gives you the opportunity to pause, assess progress, and realign with personal aspirations. By reflecting on past experiences, people can identify what has driven your successes, what challenges you’ve overcome, and where you might need to adjust your approach. This process increases self-awareness, helping you recognise your strengths, weaknesses, and patterns of behaviour that influence their outcomes. Reflection also allows you to take stock of your growth, celebrate achievements, and learn from any setbacks, which gives you the confidence to move forward.

For personal growth, reflective goal setting ensures that individuals remain focused on what truly matters to them, whether that’s career progression, relationships, or overall well-being. It offers clarity on values and priorities, helping to eliminate distractions and better allocate time and energy toward meaningful pursuits. By setting specific, actionable goals and tracking progress, individuals can stay motivated and resilient in the face of obstacles. Reflective goal setting encourages intentional living, where decisions and actions align with a deeper sense of purpose, ultimately leading to greater fulfilment and long-term success.

This guide combines the latest research on goal-setting, practical tips, and a personal story about my year’s achievements and lessons learned.

Why Reflective Goal Setting Works

1. It Builds Self-Awareness

Reflecting on what you’ve done and what you’ve achieved this year, sharpens your understanding of what drives you and what holds you back. This self-awareness is a catalyst for breaking unproductive patterns and setting meaningful goals. Research in the Journal of Personality and Social Psychology showed that reflecting on past experiences boosts self-efficacy, helping individuals set more ambitious and achievable goals.

2. It Creates Clarity and Focus

When we reflect, we gain perspective, helping to prioritise what truly matters. This clarity ensures that your energy is directed toward impactful actions.

3. It Creates Results

Studies show that writing down specific goals increases the likelihood of achieving them by 42% compared to simply thinking about them. Reflective goal-setting encourages a growth mindset, enabling us to view setbacks as opportunities for growth. Harvard Business Review found that people who wrote goals with clarity and tracked progress were 33% more likely to achieve substantial outcomes.

4. It makes us more Motivated

Reflection helps us celebrate our wins and find meaning in our challenges. By tying goals to your personal values and aspirations, you set the stage for sustainable motivation throughout the year.

How to Reflect and Set Goals for 2025

1. Reflect on the Past Year

• Start by answering these prompts:

• What were your biggest achievements, both personal and professional?

• What challenges did you face, and what did you learn from them?

• When were you happiest, and why?

• What habits or routines contributed to your success?

• Is there something you wish you had done differently?

2. Shift Your Perspective

• Use the downtime over the holidays to gain perspective. Step away from daily pressures, take a long walk, or journal in a quiet space. Sometimes, a change in environment can reveal new insights.

3. Dream Big and Plan Strategically

Envision where you want to be in December 2025. Consider:

• What do you want to celebrate next year?

• What matters most to you—personally and professionally?

• What habits, skills, or boundaries do you need to develop?

• Write It Down - The act of writing turns ideas into tangible commitments. Use a journal, a vision board, or even a digital app to capture your reflections and goals.

4. Set SMART Goals

When setting goals, it’s important to make them SMART which stands for Specific, Measurable, Achievable, Relevant, and Time-bound.

• Specific: A goal should be well-defined and clear, answering the questions to give you a clear direction.

• Measurable: How will you know when you get there? What metrics can you use to track progress and determine when it’s achieved.

• Achievable: The goal should be realistic and attainable, considering the resources, skills, and time available. Don’t set goals that are so ambitious that you’re setting yourself up for failure.

• Relevant: The goal must align with your broader objectives, values, and long-term vision so that your efforts are directed towards the right priorities.

• Time-bound: Every goal should have a clear deadline or timeline for completion. This creates a sense of urgency and helps prevent procrastination.

Once you’ve set your SMART goals, the next step is to break them down into actionable steps. Identify the key milestones along the way—smaller, more achievable objectives that keep you motivated and moving forward. By celebrating these milestones, you build momentum and maintain focus.

5. Collaborative Goal Setting

If you're setting business goals, involve your team. Reflecting and planning as a group creates alignment, boosts morale, and builds motivation and shared accountability.

Collaboration with team members makes them feel valued, and engaged in shaping the future of the business. This not only boosts morale but also encourages a deeper commitment to the company’s objectives, as people are more likely to be invested in goals they’ve helped to create.

Collaborative Goal Setting also builds transparency and trust. People will gain a better understanding of how their roles contribute to the overall success of the organisation. It improves communication and reduces ambiguity, leading to more efficient execution of goals. And finally when team members are part of the goal-setting process, they can offer insights and perspectives that leadership might not have considered, leading to more innovative and well-rounded objectives.

Collaboration also nurtures a sense of shared accountability. When employees have a stake in the goal-setting process, they feel more responsible for achieving the targets set, not just for themselves but for the team as a whole. This collective sense of ownership can increase motivation and drive, creating a more unified and high-performing workforce.

Closing Thoughts

Reflective goal-setting is not just about ticking boxes; it’s about continuous growth As you embrace this process, remember to celebrate progress, adapt to challenges, and always keep your vision in sight.

Here’s to a successful, purposeful, and fulfilling 2025! What goals will you set for the year ahead?

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How Growth Space can help you with Goal Setting?

For Businesses:

If you’re looking to align your team and set strategic goals for 2025, we can help. We can Facilitate a Goal Setting Workshop designed to guide your team through a reflective process, ensuring everyone is on the same page and motivated to achieve shared objectives. With our facilitation, your team will gain clarity and commitment, setting a strong foundation for success in the year ahead. Get in touch about Facilitation for your Strategy Day or Team-Away Day >

For Individuals:

Working with a Coach can provide the support and guidance you need to clarify your personal and professional goals and help you overcome obstacles, stay focused, and align your goals with your values. Find out more about working with one of our Coaches and get in touch for an initial chat >

For Everyone: Join Our Free Webinar: "Reflective Goal Setting for 2025"

As we approach the end of 2024, now is the perfect time to pause, reflect, and set meaningful goals for the year ahead. Our 1-hour interactive webinar is designed for business leaders, entrepreneurs, and professionals who want to align their personal aspirations with business objectives, fostering growth, clarity, and resilience in 2025. In this Goal Setting workshop, you will:

• Reflect on the lessons learned and celebrate your successes from 2024

• Explore a proven framework for setting impactful personal and business goals

• Define actionable steps to turn your vision for 2025 into reality

• Gain tools to stay motivated and resilient throughout the year

This session will equip you with practical strategies and actionable insights, empowering you to enter the new year with purpose and confidence.

Monday 9th December, 1pm-2pm Online.

Full details here: Reflective Goal Setting Workshop >

How I Learned to Balance Strategic Objectives with Leading People

When I first stepped into a marketing leadership role at an international management consultancy, I thought my job was to have all the answers. Every day, I’d roll up my sleeves, jumping from problem to problem, managing events, overseeing campaigns, and troubleshooting for my team. I believed that being in the thick of it made me a better leader—a “hands-on” approach I thought my team needed.

But something wasn’t working. My days were consumed by firefighting, leaving little time to plan for the future. My team became dependent on me for every decision, and I could see their creativity and confidence starting to fade. Meanwhile, the business wasn’t moving forward as fast as it could. We were busy, but we weren’t effective.

It wasn’t until I paused to reflect that I realised the problem: I was too focused on managing the day-to-day and not enough on leading. I needed to step back, empower my team, and focus on the bigger picture. Over time, I learned to think strategically, set clear KPIs, and ensure our team objectives were aligned with the business goals. It wasn’t an overnight change, but the results were worth it—our business grew, and my team flourished as they took greater ownership of their roles.

Leadership isn’t about doing everything

This experience taught me a powerful lesson: leadership isn’t about doing everything—it’s about creating an environment where everyone can succeed and at the heart of this is alignment: ensuring leaders and teams are focused on the right objectives and metrics.

The Case for KPI Alignment in Leadership

In any organisation, aligning leadership with strategic objectives and KPIs isn’t just a “nice-to-have”—it’s a business imperative. According to research by Harvard Business Review, organisations with clearly aligned goals are 2.8 times more likely to perform in the top quartile of their industry and Gallup reports that only 22% of employees strongly agree their leaders have a clear direction for the organisation.

When leaders fail to align their efforts with KPIs:

• Strategic goals are derailed: Teams work hard but may focus on the wrong priorities.

• Performance stagnates: Without clarity on what success looks like, teams become disengaged and ineffective.

• Growth is stifled: Companies risk missing opportunities because leaders are too immersed in operational details to see the big picture.

Conversely, leaders who align their strategy with KPIs and performance measures create clarity, accountability, and momentum—key drivers of business success.

From the Weeds to the Gallery

One of the most significant shifts a leader can make is to get out of the weeds of everyday management and step “up into the gallery,” a metaphor borrowed from performance arts. In the gallery, leaders can observe the full stage, understand the interplay of various parts, and direct their teams with greater purpose and clarity.

Here’s how leaders can bridge the gap between operational overwhelm and strategic alignment:

1. Strategic Thinking

Leaders must develop the ability to think critically about long-term objectives and anticipate challenges. Strategic thinking isn’t innate for everyone, but it can be cultivated through reflective practices, scenario planning, and learning from other industries.

The impact: Leaders who think strategically can set a clear vision and prioritize initiatives that drive growth and scale.

2. Goal Alignment

Research by McKinsey highlights that when employees understand how their work connects to organizational goals, productivity increases by 20-25%. Leaders must ensure that team objectives align with business strategy, creating a sense of shared purpose.

The impact: Teams working toward aligned goals are more cohesive, motivated, and efficient.

3. Data-Driven Decisions

In scaling organisations, KPIs are critical for measuring progress and maintaining accountability. But, these metrics must be meaningful and actionable—leaders must understand which indicators truly drive performance.

The impact: Clarity around KPIs enables teams to focus on high-impact activities, accelerating growth and improving results.

4. Influence and Engagement

A leader’s ability to inspire and motivate is directly linked to their team’s performance. Studies by Gallup show that highly engaged teams are 23% more profitable than disengaged ones. Leaders who can effectively influence and persuade others ensure that teams stay committed and enthusiastic about achieving their goals.

The impact: Higher engagement leads to better retention, innovation, and productivity.

5. Emotional Intelligence and Feedback

A business’s success hinges on its people. Leaders with strong emotional intelligence foster a culture of trust and collaboration, while those who create a feedback-rich environment drive continuous improvement.

The impact: Teams that feel supported and valued are more resilient and adaptive, essential qualities for navigating growth and change.

Why Investing in Leadership Development Directly Impacts KPIs, Not Just “Soft Skills”

Recently I’ve been speaking to the CEO of a global business that had never invested in leadership development, I was met with skepticism. He considered leadership training as a focus on "soft skills" and questioned its value, especially in a high-pressure environment where revenue growth was the priority. His focus was on hitting ambitious KPIs, and he didn’t instantly see how improving communication, emotional intelligence, or strategic thinking would translate into measurable business results. But we delved deeper into the challenges leaders face—teams working in silos, managers overwhelmed by day-to-day operations, and missed opportunities for innovation, it became clear that leadership isn't just about managing people; it's about aligning teams with strategic objectives and equipping them to drive results. The ROI, as I explained, lies in better performance, engaged teams, and a business poised for sustainable growth.

Leading the Path Forward

As businesses scale and revenue KPIs loom large, it’s tempting for leaders to double down on operational management. But true success lies in stepping back, focusing on strategic alignment, and leading with purpose.

The journey isn’t always easy. It requires intentional effort, a willingness to learn, and a commitment to growth—not just for the business but for the leaders themselves. When leaders rise above the daily grind and align their efforts with the organization’s strategic goals, the results can be transformational: empowered teams, accelerated growth, and a stronger, more sustainable business.

Are you ready to align your leadership with your business goals?

Let’s work together to get you out of the weeds and into the gallery. Get in touch >

How Emotional Intelligence and Empathy made me a more Confident Leader

When I first started managing a team I was about 25 and working in a fast-growing start-up. Most of the team were hardly a year younger than me - some were older.

I was full of enthusiasm for the business’s success. I loved the team and cared about their individual success.

But I was also overwhelmed. I couldn’t get the balance between my focus on our objectives and delivering huge conferences across Europe and my personal values about really caring (read over-caring) about my relationships with the team, wanting to be liked and admired.

I remember the first time I had to deliver feedback to a colleague who was underperforming—it felt like the weight of the world was on my shoulders. My palms were sweaty, and I struggled to find the right words. What if they didn’t like what I had to say? What if they didn’t take me seriously? These thoughts swirled around my mind, making the conversation feel impossible.

Fast forward to today, and I’ve had countless difficult conversations, led teams through challenging times, and built relationships that have stood the test of time. The difference? I’ve learned that leadership isn’t about perfection—it’s about growth, self-awareness, and effective communication. And, most importantly, it's about emotional intelligence.

What is Emotional Intelligence and Why Does It Matter for Leaders?

Emotional intelligence (EQ or EI) is the ability to recognise, understand, and manage your own emotions, as well as the emotions of others. For leaders, this means being self-aware, demonstrating empathy, and using emotional understanding to guide decisions and interactions.

In my early days of leadership, I realised that my emotional reactions—whether to stress, frustration, or excitement—often influenced how I communicated with my team. The more I understood my own emotions, the better I could regulate them, leading to more thoughtful and productive conversations.

But emotional intelligence goes beyond self-awareness. Empathy is the key to building trust and stronger relationships. When you actively listen and consider the emotions of others, you're able to connect on a deeper level, which in turn creates an environment where people feel valued, supported, and motivated.

Leadership vs. Management: Knowing When to Wear Each Hat

One of the most eye-opening moments in my leadership journey was realising that leadership and management aren’t the same thing, even though they’re often used interchangeably. Leadership is about inspiring vision, guiding teams toward a goal, and motivating them to give their best. It’s about creating a culture and an environment where people want to follow you.

Management, on the other hand, is more about ensuring day-to-day operations are running smoothly, executing plans, and maintaining control over processes.

I learned that it’s not enough to simply lead or manage—I had to balance both. The key was knowing when to step into a leadership role to inspire and when to manage to keep things on track.

Overcoming Imposter Syndrome: Finding Confidence as a Leader

Another hurdle I faced early in my leadership role was imposter syndrome. Despite my achievements, I often questioned whether I really deserved to be in charge. Who am I to be leading this team? What if they find out I’m not as capable as they think I am? These thoughts were constant.

Over time, I learned to manage imposter syndrome by adopting a simple 3-step framework:

1. Identify the triggers: What specific situations make you feel like an imposter?

2. Reframe negative thoughts: Instead of focusing on doubt, focus on the skills and accomplishments that got you to this point.

3. Take action with confidence: Confidence comes with doing. Every step forward, no matter how small, builds your self-assurance.

I realized that everyone experiences self-doubt from time to time—what matters is how you respond to it.

The Art of Communication: Clarity, Listening, and Empathy

One of the most powerful tools in any leader's arsenal is effective communication. As I reflected on my journey, I realized that clarity, active listening, and empathy are the cornerstones of any successful conversation.

Clarity helps prevent misunderstandings and aligns everyone on goals and expectations. Whether you’re giving feedback or setting a new direction, being clear about your intentions is key.

Listening is just as critical. Active listening isn’t just about hearing words—it’s about understanding context, emotions, and concerns. When I started truly listening, I built stronger connections with my team and gained insights that helped me lead more effectively.

Empathy ties it all together. Showing empathy in conversations, especially when giving feedback, creates an environment of trust and respect. It allows you to address challenges with sensitivity, which encourages growth rather than defensiveness.

Final thoughts - leadership is a journey not a destination

As I reflect on my own journey, it’s clear that leadership isn’t a destination but a continual process of learning and growth. Emotional intelligence, knowing when to lead vs. manage, overcoming imposter syndrome, and improving communication—these elements have helped shape the leader I am today.

If you’re just starting your leadership journey, remember this: you’re not alone. We all face challenges, but it’s how we respond to them that defines our success. By working on your emotional intelligence, practising empathy, and honing your communication skills, you’ll not only become a more confident leader but also build stronger teams and better relationships.

Leadership isn’t about having all the answers—it’s about showing up with authenticity, vulnerability, and a willingness to grow.

Take Action Today:

• Reflect on your own leadership style and the impact you have on those around you

• Where can you improve your emotional intelligence? Start to tune into your emotions and how they impact your thoughts and actions, practise managing your emotions especially in stressful situations.

• Be empathetic. Practice tuning into other people’s emotions and situations - put yourself in their shoes.

• Practice active listening and empathy in your next conversation. Hold back on judgement and advice.

• Challenge your imposter syndrome by taking action, even when you feel uncertain.

Why Leaders are the Key to a Positive Culture and Engaged Teams

Years ago, I found myself in a business where the culture was slowly deteriorating. We were delivering results and clients were satisfied, but the energy and motivation were low and getting lower.

We were starting to forget WHY we were there.... and lose connection with our PURPOSE. It wasn’t just the lack of team energy that worried me—it was the sense that the leadership team had lost sight of our purpose and the values and behaviours shared in the handbook. This became a red flag for me because I’ve always believed that people are the heart of any business. Without a motivated and engaged team, no matter how much we push for results, we’ll eventually hit a wall.

The turning point came when I had an open conversation with one of the team members. She told me that although she enjoyed the work, she didn’t feel like her contributions were truly valued. That’s when it hit me: employee engagement isn’t just about hitting KPIs—it’s about creating a workplace where people feel valued and understood.

Over the years, I’ve learned that creating a positive workplace culture requires constant effort, but it’s the key to ensuring long-term success for any business.

If you don’t intentionally shape your culture, it will form by accident—and often not in the way you want.

Gallup’s 2023 State of the Global Workplace Report found that only 1 in 5 employees in the UK are actively engaged at work, and this disengagement is costing businesses up to £340 billion annually. So, what’s the solution? It's about building a culture where employees feel connected, empowered, and motivated. A positive workplace culture leads to higher engagement, greater innovation, and ultimately, improved results.

Creating a thriving culture and nurturing engagement isn’t just a "nice-to-have"—it’s essential to your business’s success. Research consistently shows that companies that invest in building a positive work culture see increased productivity, lower turnover, and stronger financial performance.

Research from CIPD highlights that organizations with a well-defined culture have 27% lower turnover rates and engaged employees are 21% more productive than their disengaged counterparts.

So how do we create and sustain that culture? It starts with clear values and shared goals.

It doesn’t happen by accident—it requires intentional effort from leadership to align the company’s values, practices, and feedback systems. According to McKinsey & Company, companies that focus on organizational culture outperform their peers by competing on values and fostering an inclusive environment.

What’s at Stake?

• Employee Retention: High engagement drives loyalty. Employees who feel connected to their company’s culture and mission are 87% less likely to leave (Gallup).

• Customer Satisfaction: Happy, engaged employees are more likely to deliver exceptional customer service, resulting in higher customer satisfaction and increased revenue.

• Innovation & Growth: A culture of trust and openness encourages employees to share ideas, contributing to better problem-solving and innovation. Companies with high levels of engagement experience 14% higher productivity and 30% greater profitability (Gallup)

4 Key Actions to Build a Thriving Culture

1. Define Your Culture and Values Clearly

A positive workplace culture doesn’t happen by accident—it requires clarity and direction from leadership. Set clear, actionable values that guide your team. These values should be embedded into everything from recruitment to decision-making. Google famously encourages employees to "be radically transparent," which has led to a culture of openness and trust. Define what works for your organization and commit to living these values every day.

Action Tip: Host a team workshop to collaboratively define your company’s core values and make sure everyone understands and aligns with them.

2. Foster a Feedback Culture

Feedback is essential for development, but it has to be constructive and consistent. Radical Candor, as described by Kim Scott, is one approach that encourages leaders to “care personally and challenge directly.” It’s about fostering a space where feedback can be given and received without fear of judgment, making team members feel empowered to share their ideas and improve their performance.

Action Tip: Set regular feedback sessions and encourage a two-way dialogue where team members feel comfortable sharing feedback about their work and the environment.

3. Encourage Open Communication

Creating an open and transparent communication channel within your team is crucial for trust and engagement. Leaders who share information and listen to their employees create a culture of inclusivity. Gallup reports that organizations with open communication practices experience 47% higher total returns to shareholders. Encourage regular one-on-ones and town hall meetings where employees can ask questions and discuss ideas.

Action Tip: Implement a monthly “Ask Me Anything” session where employees can raise any topic, allowing leadership to listen and respond openly.

4. Address Conflict with Care

Workplace conflict is inevitable, but how you handle it will shape your culture. Unresolved conflict can fester and affect morale, while well-managed conflict can lead to improved understanding and stronger collaboration. Use mediation techniques, encourage a win-win approach, and create a safe space where differing opinions are viewed as opportunities for growth.

Action Tip: Offer conflict resolution training for managers to help them identify the root causes of conflict and address issues proactively.

The Role of Leadership in Building Culture

As a leader, you play a critical role in shaping the culture of your team. Your actions set the tone for how values are lived out and how employees engage with one another. But creating and sustaining a thriving culture is not a one-time effort. It requires consistent commitment and continuous improvement. CIPD research highlights that organizations with strong cultures are 27% more likely to retain employees and are better positioned to adapt in times of change.

It’s not just about offering perks or creating a fun work environment—it’s about nurturing the environment where your team can flourish. Remember, culture isn’t something that’s automatically positive or negative—it’s what you make of it.

Final Thoughts

It’s easy to overlook the power of culture and engagement in the whirlwind of day-to-day operations. But taking time to focus on these areas isn’t a luxury—it’s an investment. By defining your culture, fostering feedback, and addressing conflict thoughtfully, you’re setting up your team—and your business—for success. You’ll find that when your team is truly engaged, the results speak for themselves.

Help Your Team Manage Stress and Build Resilience: 10 Tips for Leaders

Stress is inevitable, the world is full of change and uncertainty, and it’s a challenge we all face - at work and at home. As leaders your people’s wellbeing and helping them to manage stress and build resilience, or inner strength, is no longer a tick box exercise, it’s essential.

With the right tools and support, stress can be managed effectively, leading not only to healthier individuals but also to a stronger, more resilient team.

1. Understanding Pressure vs. Stress

It’s essential to recognise the difference between pressure and stress. Like Goldilocks, the goal is to find “just right” pressure—not too little and not too much.

• Productive Pressure: When managed well, pressure can keep us focused and motivated. In the right amount, it enhances performance.

• Excessive Pressure: If it becomes overwhelming, however, pressure crosses into stress, leading to fatigue, irritability, and decreased performance.

Actionable Tips: 

Encourage team members to recognise when they feel engaged and focused rather than tense or overwhelmed. Set Short, Manageable Goals to maintain a sense of progress and keep pressure in check. Smaller goals can keep productivity high without overwhelming the team. Remind your team to take short, refreshing breaks to recalibrate during peak pressure periods. Simple actions like stepping outside or taking a few deep breaths can prevent the shift from pressure into stress.

2. Acknowledge and Accept Your Emotions

When you feel stress building, could you take a moment to acknowledge it. Awareness of how you feel physically and emotionally helps you address stress before it becomes overwhelming.

• Recognise the Signs: Pay attention to physical cues like a racing heartbeat or shallow breathing. These are your body’s “check engine” lights.

• Pause for Perspective: Rather than reacting instantly, pause and reflect. Ask yourself, “Will this matter a month from now? What would my wisest friend advise?” This bird’s-eye view can provide much-needed clarity.

Actionable Tips:

Encourage team members to identify and name their emotions (e.g., “I feel anxious” or “I’m frustrated”). Research shows that labelling emotions reduces intensity, helping you feel more in control. Use Reflective Questions: Teach your team to ask themselves reflective questions when stressed. For instance, “What’s in my control here?” or “What would help me feel calmer?” This promotes a more balanced response rather than an immediate reaction.

3. Lead with Empathy

Being an empathetic leader is one of the most powerful ways to build resilience. When leaders take the time to understand each team member's unique challenges and stressors, it can make a significant difference in how they approach their work. Empathy builds trust and shows your team that they’re valued beyond their productivity.

Actionable Tip:

Use empathy in your day-to-day interactions by actively listening and offering tailored support when challenges arise. Sometimes, a quick conversation or a kind word can make all the difference.

4. Foster Open Communication

One of the best ways to help your team manage stress is to create a culture of open, honest communication. This starts with you, the leader, being transparent and approachable. Encourage your team to share their concerns, listen actively, and respond with empathy. When employees feel they can talk openly about challenges without judgment, they are more likely to address issues proactively, reducing stress in the long run.

Actionable Tips:

Start meetings with a brief personal update to set an example. When leaders share openly, team members feel more comfortable doing the same. Implement “Psychological Safety” Rules by establishing norms where everyone feels they can voice concerns without fear of judgment. One simple rule is, “All questions are good questions.” Reinforce that it’s okay to ask for help or say, “I don’t understand.”

Schedule informal one-on-one check-ins every few weeks to provide a safe space for team members to share any stressors or workload concerns. Actively listen, empathize, and brainstorm ways to address any challenges they bring up.

5. Encourage Work-Life Balance

While productivity is essential, balance is key to long-term success. Constant work without adequate rest can lead to burnout, so it's important to encourage breaks, time off, and healthy boundaries between work and personal life.

Actionable Tip:

Model work-life balance yourself by setting boundaries. For example, avoid sending emails after work hours, and use your vacation days. When your team sees you prioritise balance, they are more likely to do the same.

6. Give Your Team with Stress Management Tools

Resilience isn’t just about bouncing back; it’s about having the right tools to cope with challenges in real-time. Offering workshops or providing resources on stress management techniques like mindfulness, time management, and exercise can help your team develop skills to handle stress effectively.

Actionable Tip:

Organise a monthly wellness day or provide access to resources like meditation apps or fitness classes. Small investments in well-being can go a long way in helping employees manage stress.

7. Recognise and Reward Efforts

When people feel appreciated, they are more engaged and motivated. Recognition can be a powerful way to mitigate stress and build resilience. Celebrating successes, even small ones, helps create a positive work environment and reinforces a sense of purpose.

Actionable Tip:

Develop a simple system for celebrating achievements, such as a monthly shout-out in team meetings or a “thank you” board in the office. Positive reinforcement promotes a culture of support and resilience.

8. Build a Sense of Team Unity

Teams that support one another through tough times are more resilient. Fostering strong team bonds encourages employees to lean on one another for support, which can alleviate individual stress levels.

Actionable Tip:

Schedule team-building activities that align with your team’s interests, whether that’s a casual lunch, a team sports day, or a virtual trivia night. A unified team handles stress more effectively and comes together to support each other in times of need.

9. Encourage Flexibility

Allowing flexibility can reduce stress by giving employees some control over how and when they work best. This could mean flexible hours, remote work options, or allowing team members to switch tasks based on energy and focus levels.

Actionable Tip:

Consider implementing “focus hours” where employees can work uninterrupted or allow flexible start and end times for those who may be balancing work with other responsibilities.

10. Provide Learning and Development Opportunities

Learning opportunities can help employees feel empowered and equipped to handle challenges. When team members have room to grow and develop new skills, they’re more resilient in the face of change and better prepared to manage stress.

Actionable Tip: Start with my free online workshop How to Cope with Stress & Build Resilience.
Join this workshop to discover practical tools to strengthen your resilience and support your teams. We'll delve into:
🌿 What is Wellness
🌪️ Distinguishing Pressure from Stress
🚦 Establishing Healthy Boundaries and Habits
🌟 Overcoming Overwhelm
🌱 Cultivating Resilience
🧘 How to support your team

👇 BOOK A PLACE 👇

This workshop can also be tailored to run for teams and organisations in-person or virtually.

Do I need an Executive Coach?

Do I need an Executive Coach?

Have you ever thought about working with an Executive Coach, but not sure if it’s right for you?

Coaching is for anyone who wants to unlock their full potential.

A coach will help you explore your business and personal development goals and ambitions and achieve them. They can support you to build self-awareness, emotional intelligence, confidence, leadership and relationships with others.

An Executive Coach will act like a sounding board to help you think through, clarify your thoughts, shift perspective, resolve challenges and achieve your goals. Coaching is forward-looking and action-oriented.

A Coach is always on your side, they’re not there to tell you what to do, but as your guide. They will help you create a plan, help you celebrate what you have achieved and hold you accountable for achieving more.

Coaching will help you to:

• Build self-awareness and emotional intelligence.

• Make clear decisions and get stuff done

• Enhance your leadership and management skills

• Improve your relationships with others

• Sharpen your communications skills

• Be more confident and resilient.

What is Coaching

1. SPACE FOR YOU

When business and life are so busy, it’s often impossible to step back and see things with perspective. Time with a coach encourages you to stop, step back, and gain perspective. It encourages you to make time to ’work on’ the business or yourself. 

Your time with a coach is space for you alone - it’s entirely non-judgemental, private, and confidential.

2. YOU SET THE AGENDA 

The focus of the coaching is down to you. Working with a coach usually begins with an exploratory chat to identify the topics or themes you want to work on over a number of sessions. 

The coach will guide you through a series of conversations to dig deep into those topics.
The coach’s role is to make the discussions as constructive as possible.

3. FEEL HEARD

Leadership is lonely. When was the last time you felt someone was entirely focussed on listening to you and had the time and space to focus on you? A coach is there to listen and support. Coaches are experienced in deep listening. You are free to talk about anything you need including things, that you feel you can’t talk about with your manager, your colleagues, your family or friends.
A coach won’t judge or criticise.

4. FIND CLARITY, SHIFT YOUR PERSPECTIVE AND OVERCOME OBSTACLES

Unlike counselling or therapy which tends to unpack the past, coaching is about the future. It’s about growth and development. Although it may sometimes involve exploring self-sabotaging thoughts or blocks that have held you back in the past, so you can move around them.


5. MAKE BETTER DECISIONS

Making big decisions can be stressful - sometimes we get lost in all the what-ifs. A coach will help you to evaluate the options and possible outcomes. Giving you perspective to make decisions more easily and confidently and reduce stress.

6. FOCUS ON THE FUTURE

A coach will help you to identify and achieve goals. A business coach may work with you to identify business objectives, while an executive or leadership coach help you to develop such as boosting confidence, improving time management, building better relationships or becoming a better leader.

7. MOTIVATION AND STIMULATION

Finally, coaching can be fun and rewarding. A coach should inspire and motivate you. It will stimulate you to explore new options and motivate you to move forward. Importantly a good coach will provide a relaxed, empathetic environment where you feel safe and can smile.

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How to choose a coach

If you are thinking about working with a coach it is important to find one that you like and can connect with and build rapport. You can get a good sense of a coach from their website but you should request an initial chat to find out more about them and establish if there is a good fit.

How does coaching work in practice?

Executive coaching takes place across a number of sessions over a period of time, typically 9–12 sessions across 6–9 months. The space in between sessions is important so the leader can test out new approaches and behaviours they have committed to in their previous session, then debrief and build on it in the next session. Executive coaching sessions can be delivered either face-to-face or virtually. A mixture of both can be used over time.

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Work with me - Polly Robinson Executive Coach / Leadership Coach

I am a qualified Executive Coach and Mentor (ILM Level 7) working with business leaders and senior managers in all sectors. I will become a supportive friend, a listening ear, and a shoulder to lean on.

I’m based in Bristol and coaching people across the South West, London, Wales and all over the UK. I work with coachees face-to-face or online via Zoom or other video platforms. 

We will build a strong and trusting relationship, where I will support and challenge you to focus on your values and what is important for your business and your life to inform your decisions and choices. You will identify objectives and remove the barriers that may be getting in the way of continued growth and success.

We will create space for a series of constructive conversations where you are able to be open and honest and sometimes tackle difficult topics. I will support and sometimes challenge your perspective - helping you to understand yourself better.

Free trial coaching session

If you’d like to find out more about whether coaching is right for you, and take advantage of a free 30min coaching session, contact me.

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