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.

Empathy in Leadership: A Guide to Emotional Intelligence

Empathy in Leadership A Guide to Emotional Intelligence

In today’s fast-paced, ever-evolving workplace, leaders are expected to do more than just technical experts, they are required to understand, inspire, and connect with their teams on a human level. This is why emotional intelligence (EQ) and empathy are essential skills. Empathy fosters trust, collaboration, and resilience, and enabling leaders to navigate the complexities of human behaviour.

As psychologist Daniel Goleman said,

“What really matters for success, character, happiness and lifelong achievements is a definite set of emotional skills—your EQ—not just purely cognitive abilities that are measured by conventional IQ tests.”

But what exactly is emotional intelligence, and how does empathy fit into the picture?

What is Emotional Intelligence?

Emotional intelligence, often referred to as EQ (emotional quotient), is the ability to recognise, understand, and manage both your own emotions and the emotions of others. It's a skill set that allows leaders to connect with their teams on a more personal level, improving communication, reducing conflict, and boosting team morale. EQ consists of five key components:

1. Self-awareness – Understanding your own emotions, strengths, and limitations.

2. Self-regulation – Managing your emotions, especially in stressful or challenging situations.

3. Motivation – Maintaining drive and optimism, even in the face of setbacks.

4. Empathy – Recognising and understanding the emotions of others.

5. Social skills – Building and managing relationships, effectively communicating, and resolving conflicts.

While all five components are important, empathy plays a unique role in leadership by directly influencing how you interact with others. Empathetic leaders can put themselves in their people's shoes, to better understand their concerns, motivations, and challenges. This creates a more supportive and inclusive work environment.

Why Emotional Intelligence and Empathy Matter in Leadership

Stronger Relationships

Leaders with high emotional intelligence foster open communication and trust. They understand the importance of making genuine connections with their team, which helps create a collaborative and supportive culture. Teams led by emotionally intelligent leaders tend to feel more valued and are therefore more engaged and motivated to perform well.

Improved Decision-Making

Emotional intelligence enables leaders to make well-rounded decisions that consider not just the facts but also the emotions and perspectives of others. This allows them to take a more holistic view of situations, resulting in better decisions that are more likely to be embraced by the team.

Better Conflict Resolution

When conflict arises, emotionally intelligent leaders use their empathy and social skills to navigate the situation calmly and fairly. They can step back, manage their own emotional reactions, and understand the emotions of those involved. This results in quicker, more amicable resolutions and prevents tensions from escalating.

Increased Employee Satisfaction

Empathy in leadership leads to a more positive and inclusive workplace culture. Employees are more likely to stay loyal to leaders who understand their needs and support their growth. When team members feel seen and heard, their job satisfaction and productivity rise.

Resilience in Tough Times

Leaders face challenges daily, from managing tight deadlines to navigating company crises. Emotionally intelligent leaders are better equipped to handle these challenges, remaining calm under pressure while providing steady support to their teams. Their empathy allows them to acknowledge the stress their team may be experiencing and respond with compassion.

How to become an emotionally intelligent leader

The great news is that emotional intelligence and empathy aren’t fixed traits—they can be developed and strengthened with intentional practice. Here’s how you can enhance these skills:

1. Cultivate Self-Awareness

The first step in developing emotional intelligence is to become more aware of your own emotions and how they influence your behaviour. Regularly check in with yourself: How are you feeling? How are these feelings impacting your decisions and interactions with others? Journaling or meditation can be helpful tools for increasing self-awareness.

2. Practice Active Listening

Listening is a core component of empathy. When a team member is speaking to you, give them your full attention. Avoid interrupting or planning your response while they are talking. Instead, focus on understanding their perspective and feelings. After they’ve finished speaking, paraphrase what they said to ensure you’ve fully understood.

3. Manage Your Emotions

Emotional regulation is crucial in leadership. Practice techniques that help you stay calm in stressful situations, whether that’s taking deep breaths, stepping away for a few moments, or reframing your thoughts. Leaders who can manage their emotions effectively are better at making thoughtful decisions and avoiding emotional reactions that could harm team dynamics.

4. Show Empathy in Action

Empathy isn’t just about understanding—it’s about acting on that understanding. If a team member is struggling, offer your support. This could mean helping them re-prioritise tasks, offering additional resources, or simply giving them a listening ear. Small actions that show you care about your team’s well-being can have a big impact.

5. Provide Constructive Feedback with Care

Feedback is a critical part of leadership, but it’s important to deliver it in a way that’s constructive and compassionate. Consider how the other person might feel and frame your feedback in a way that encourages growth rather than defensiveness. Balancing honesty with empathy helps maintain trust and respect in your relationships.

6. Build Emotional Resilience

Developing emotional intelligence doesn’t mean you won’t experience negative emotions—it means you’ll be better equipped to handle them. Building emotional resilience involves recognising your emotional triggers and practising self-regulation techniques, so you’re prepared to navigate challenges and stress without becoming overwhelmed.

7. Encourage Empathy in Your Team

As a leader, you have the opportunity to model and foster empathy within your team. Encourage team members to understand each other’s perspectives, whether during a disagreement or while collaborating on a project. Empathy within the team enhances collaboration, creativity, and mutual respect.

The Benefits of Leading with Emotional Intelligence and Empathy

When leaders prioritise emotional intelligence and empathy, they create workplaces where people feel understood, valued, and motivated. In the long run, this leads to:

• Increased employee retention: Team members are more likely to stay loyal to empathetic leaders.

• Higher team performance: A supportive environment allows employees to thrive and perform at their best.

• Stronger company culture: Emotionally intelligent leadership fosters a culture of trust, respect, and collaboration.

• Better overall outcomes: When employees feel heard and supported, they are more engaged, productive, and innovative.

Today, leadership demands more than just technical expertise, emotional intelligence and empathy have emerged as crucial qualities for success. These skills enable leaders to build stronger relationships, foster trust, and create a positive and productive work environment.

Leading with emotional intelligence and empathy isn’t just a modern leadership trend—it’s the future of sustainable and effective leadership.

Building Confidence in Leadership: A Guide to Success

Building Confidence in Leadership: A Guide to Success

Confidence is the foundation of leadership.

It drives decisions, shapes behaviours, and influences how others perceive and respond to you. A confident leader inspires trust, while a lack of confidence can sow seeds of doubt, not only within the leader themselves but also in their team. And here’s the truth: everyone, even the most accomplished leaders, faces moments of self-doubt. The secret lies in how they overcome it and continue moving forward.

Many leaders, especially those newly appointed or taking on greater responsibilities, struggle with imposter syndrome—the persistent feeling that they don’t deserve their position or are not truly qualified. This is more common than you might think, affecting both men and women, and can lead to anxiety, overworking, or perfectionism. However, confidence isn’t something you're born with—it’s a skill you can develop. The good news is that with the right strategies, you can build your leadership confidence and transform self-doubt into self-assurance. Here’s how:

1. Embrace Self-Awareness as Your Foundation

Leadership confidence starts with knowing yourself. Understand your strengths, but also your areas for growth. Self-awareness helps you manage how you react in high-pressure situations, recognise your triggers, and cultivate emotional intelligence. Regular self-reflection will allow you to view challenges as opportunities for growth, not as threats to your capabilities.

Make time to assess your emotional landscape, recognise your values, and understand your personal leadership style. Reflect on past experiences—what were your successes and failures, and what did you learn from both? With heightened self-awareness, you'll not only build confidence but also develop empathy, which is crucial for effective leadership.

2. Leverage Feedback as Fuel

While self-reflection is essential, external feedback provides the full picture. Seek constructive criticism from trusted peers, mentors, or your team. Honest, well-rounded feedback gives you a clearer sense of how you’re perceived, where you excel, and what can be improved. It’s important to create an environment where feedback is welcomed, not feared, so that those around you feel comfortable being honest with you.

Receiving feedback might sometimes be uncomfortable, but view it as a gift. If you take criticism constructively, it will help you grow and reinforce your confidence in the long run.

3. Celebrate Wins

Leaders often focus so much on their next goals that they forget to acknowledge their achievements. Celebrating even small victories will reinforce your belief in your abilities. Write down your successes—whether it’s navigating a tough decision, resolving a team conflict, or landing a key client—and return to this list whenever self-doubt creeps in.

This isn’t about being boastful, but about reminding yourself that you’ve earned your place as a leader. Keeping track of your achievements not only boosts morale but provides a record of the value you bring to the table.

4. Develop a Growth Mindset

Leaders with a growth mindset view challenges and setbacks as learning opportunities. Instead of fearing failure, embrace it as a stepping stone to improvement. This mindset shift is vital for developing leadership confidence because it reframes how you approach risks and decisions. You’ll become more resilient, adaptive, and, ultimately, more confident in handling complex or unfamiliar situations.

Ask yourself after every experience: What did I learn? What could I do differently next time? Continuous learning, both from success and failure, will reinforce that you are always growing and getting better.

5. Prioritise Self-Care and Resilience

Confidence isn’t just a mental game—it’s physical and emotional as well. Leadership roles are demanding, so it’s important to nurture your well-being. Prioritise your health, set clear boundaries to avoid burnout, and give yourself permission to recharge. Physical fitness, mindfulness, and adequate rest aren’t just good habits—they also fuel confidence by giving you the energy and focus to tackle challenges head-on.

Develop resilience by adopting routines that calm and centre you, like regular exercise, meditation, or journaling. Resilience in leadership doesn’t mean avoiding stress—it means bouncing back from adversity with greater strength.

6. Build Trust Through Vulnerability

It might seem counterintuitive, but displaying vulnerability can actually strengthen your leadership. When leaders show they don’t have all the answers or admit to making mistakes, it humanises them and fosters deeper connections with their teams. Admitting when you need help doesn’t weaken your leadership—it shows you’re confident enough to rely on others and value their input.

By being transparent about your challenges, you create a culture where your team feels safe to take risks and be open about their own difficulties. This level of trust builds a stronger, more resilient organisation and ultimately reinforces your leadership confidence.

7. Communicate Assertively, Not Aggressively

Clear, purposeful communication is one of the most powerful tools of a confident leader. Practice assertiveness, which strikes the right balance between passivity and aggression. Assertiveness is about communicating your needs, boundaries, and expectations with respect and clarity.

Learning how to communicate assertively fosters stronger relationships, builds respect, and ensures your voice is heard without causing conflict. When you communicate with conviction, people are more likely to follow your lead.

8. Visualise Success

Visualisation is a powerful tool used by top athletes and leaders alike. Before entering high-pressure situations—whether it’s a crucial presentation, a difficult conversation, or an important decision—take time to visualise success. Imagine yourself performing with confidence and clarity, and mentally rehearse the steps you’ll take.

Visualisation conditions your mind to expect success and can alleviate anxiety or hesitation. By mentally preparing yourself, you’ll enter situations with a clear sense of purpose and self-assurance.

9. Lead with Purpose

Confidence in leadership grows when your actions are aligned with your purpose. Know what drives you—whether it’s making an impact, achieving a long-term vision, or championing a cause. When you lead with purpose, your decisions and actions have deeper meaning, and you’ll inspire greater trust and respect from your team.

Purpose-driven leadership also ensures that your confidence doesn’t come off as arrogance because you’ll be grounded in authenticity and service to others. This kind of leadership inspires loyalty and cultivates a culture where everyone feels empowered to contribute.

10. Learn to Be Comfortable with Discomfort

Leadership often involves making tough decisions, navigating uncertainty, and stepping into unfamiliar territory. The more you embrace discomfort, the more your confidence will grow. It’s in these moments of challenge where real growth occurs. When faced with a difficult decision, remind yourself that no leader has all the answers, and that it’s okay to take calculated risks.

Confidence doesn’t come from avoiding challenges—it comes from overcoming them. Stepping into uncomfortable situations and making decisions despite the unknown will strengthen your leadership muscles over time.

11. Empower Your Team

Finally, a confident leader recognises the importance of empowering others. When you enable your team to take ownership of their work, make decisions, and grow, you not only build their confidence but reinforce your own leadership. A team that feels trusted and valued will reflect that trust back to you.

Delegate responsibilities, mentor your team, and celebrate their achievements. As they grow under your leadership, your own confidence will be reinforced by their progress and success.

Leadership Confidence is learned through experience

Confidence isn’t an innate trait—it’s built through experience, action, and persistence. Whether you’re overcoming imposter syndrome, facing new challenges, or navigating uncertainty, these strategies will help you build and sustain the confidence needed to lead effectively.

Leadership is a journey, and confidence is something you continually develop along the way. By embracing growth, acting with purpose, and empowering those around you, you will not only inspire trust and loyalty but also unlock your own potential as a confident, capable leader.

If people enjoy work, the rest will fall into place - Lessons in Culture

Your brand isn’t just your logo and a two-dimensional design. Your brand is your people - their personalities, their behaviours and actions. 
From the first greeting with a customer or client to the final farewell, it’s people who breathe life into your brand and create a meaningful human experience.

When you reflect on meals out you’ve had - which do you remember? Do you remember exactly what you ate and drank? Or do you remember the experience and how you felt? I’m pretty sure that even if you’d had some of the most delicious food in your life if the service was bad and if the staff weren’t warm and friendly you’d think twice about going back and if they were grumpy and rude you wouldn’t go back at all - even for the food.

It’s people make the experience - the emotional connection your customers have with a brand.

For all businesses, not just customer-facing ones, your people build your brand. When people enjoy their work, feel genuinely connected with the brand’s purpose and values, and when they feel valued, your brand and your business will thrive. When people love where they work, that energy radiates outward, creating memorable experiences that resonate with customer.

What is culture?

Culture is the invisible thread that binds an organisation’s values, practices, and people, creating a unique experience for both customers and employees. Culture builds a sense of belonging and guides what we do and how we do it.



• It’s how your people feel on a Sunday night.

• It’s what people say about your when you’re not in the room.

• It’s the thing that connects us.

• It’s what makes us feel alive

At the Propel Talent & Training conference this week, hospitality businesses large and small came together to explore the concept of culture and how to nurture it. 

Ceri Gott is Chief People Officer at award-winning restaurant group Hawksmoor - which has held a place in Best Companies for over 10 years. Gott said

“If your people enjoy work the rest will fall into place.

For her “Culture is a group of talented people creating something special.” 

At Hawksmoor, building and nurturing this culture goes beyond policies; it’s about creating a place where kindness, innovation, and individuality thrive. Founders Huw Gott and Will Beckett say:

Everything stands or falls with people. People are at the heart of every business, nowhere more so than in hospitality. At Hawksmoor, every employee understands they’re not just part of a restaurant—they’re part of a bigger story.

Their ambition according to the Hawksmoor 2023 Impact report is to create:

 “SOMEWHERE YOU CAN FEEL PROUD TO WORK We want people who work at Hawksmoor, and their families, to feel proud of where they work – of the restaurants themselves, of their co-workers, of the company and of the industry. We work hard to build environments where people feel that way, and encourage them to bring families in (with a discount) to help engender that feeling, especially as this is an industry that parents don’t always wish for for their children; mistakenly in our view'.”

They have embraced this by defining values:


Liberating Kindness

Kindness is at the core of Hawksmoor’s ethos. As much as grand gestures this encompasses small things that make a difference - simple acts of appreciation like a thank you or a friendly hello can transform someone’s day. 

Gott said “We recognise that companies that foster kindness not only create a positive workplace but are also more profitable.” Kindness releases oxytocin, the “happy hormone,” which can enhance our immune systems and reduce stress. While negative interactions, such as rudeness or microaggressions, even being a witness to negativity, impacts how much a person can get done in a day and reduces their ability to problem solve.

Be the Change

Hawksmoor recognises that its people are central to innovation. Regular listening and open communication channels help keep ideas fresh and encourage employees to shape the future of the brand. By valuing feedback, they not only improve our services but also empower our staff to take ownership of their roles. The team is what makes Hawksmoor’s culture come alive, with each site’s unique dynamics creating “sub-genres” of the overall brand culture. This practice nurtures a workplace where everyone can contribute to shaping the future.

Every Day’s a School Day

Creating a learning culture where everyone has the opportunity to develop and grow which keeps people in the business, and develop new skills even if they don’t stay. This commitment to learning ensures that every team member feels supported and equipped for success.

You Be You

Diversity and inclusion are more than just buzzwords at Hawksmoor; they are integral to its identity. Co-founder Huw Gott, who was diagnosed with ADHD, openly shares his experiences, encouraging everyone to be their authentic selves. It’s recent staff survey revealed that 97% of employees feel welcomed at Hawksmoor.

The vital role of managers

In recognition of the fact that the number one predictor of how happy someone feels at work is their manager, Hawksmoor is committed to developing leaders who model these standards daily. Managers are recruited for their people skills, and they invest as much time and effort to training managers as much as anything else

Hawksmoor created a new role called ‘Culture GM’. This person looked after the liaison between support teams, operations, and the restaurant teams, ensuring clarity of the organisation’s operational strategy was being delivered in person and across all channels to everyone in the company.

People are your brand

People aren’t just part of your brand; they are your brand. Every interaction with customers and colleagues, every story shared—they’re the lifeblood of your business.

Top Tips for Building a People-Centric Brand

1. Prioritise Empathy and Kindness
   Small gestures and genuine gratitude make a big impact. A culture rooted in understanding, human relationships and kindness is not only supportive but also productive.

2. Encourage Authenticity
   Embrace diversity by allowing your team to bring their full selves to work, promoting a culture of openness and acceptance.

3. Invest in Growth and Development
   Provide continuous learning opportunities that empower employees to grow, ensuring they feel valued and equipped to succeed.

4. Share stories and celebrate success
   Highlight achievements and share stories to foster pride, build camaraderie, and reinforce a culture of recognition and appreciation.

5. Coach leaders to be role models and call them out when they aren’t

6. Don’t tell people how to behave
   Behaviour isn’t black and white - instead suggest boundaries what’s too much what’s not enough.

10 Ways to build a happy, engaged and motivated team

10 Ways to build a happy, engaged and motivated team

When you think about how much of our time is spent at work, it’s only natural that we want to enjoy that time, we want it to be meaningful and have a reason to get out of bed in the morning. No one is going to be committed to a job that is always stressful, boring, monotonous, or where we feel unappreciated. We want to have good relationships with the people we work with, to feel that our work has a purpose, that we are valued and recognised and that our time at work is fun. These are core needs which drive employee engagement. 

Employee Engagement matters because happy staff equal happy customers. It drives higher productivity and ultimately a more successful business. It boosts retention and reduces stress. Paying someone a competitive salary is not enough to ensure that they are engaged, loyal and committed to their job.

What do we mean by employee engagement?

A simple definition of employee engagement is the ‘emotional commitment’ that someone has to their work and the organisation. It’s how emotionally involved and loyal they are to the business, colleagues and customers. That emotional commitment is what drives people to go above and beyond their job description to create a memorable moment of hospitality for your guests.

So what can you do to build an engaged team?

10 Ways to boost engagement

1. Shared Purpose and Values
   Engagement starts with having a shared purpose, bringing everyone together around the reason you exist. Managers need to connect employees with the mission and vision of the organisation by connecting their work to the bigger picture. Instead of focusing on the day-to-day tasks, highlight how you want to make a difference to your customers and deliver a memorable experience. Do your team know why you are all there? What does your organisation want to be known for, how is your business special and how are you going to achieve that together? If you can communicate the vision with your team, the ‘WHY’, and give them the opportunity to contribute to the ‘HOW’ then you will build commitment. A culture where people have a sense of how they are part of creating something amazing.

2. Build a Community

   A positive culture is an enigmatic thing. It’s a community which comes together around shared values. Values are how you behave as a business, what you believe in, and how you treat each other and your customers. Define these values and communicate them on a regular basis. Seeking your staff’s contribution to defining values is even better. Values aren’t just a list of words written up in the staff room or handbook, they have to be authentic and demonstrated in everything you do. An employee will feel connected to their job when their personal values align well with the organisation’s values, so when hiring new staff communicate your values and explore if there is a match, and then reinforce them every day.

3. Positive Relationships

   The number one reason people leave a job is because they don’t get on with their manager. The relationship between a manager and employee is vital, as is fostering good relationships between peers. Managers should communicate with their team regularly, Check in with your staff on a daily basis with a focussed “How are you?” (rather than just a casual greeting) - ask questions and practice active listening. Make time for one-to-ones as well as team meetings. Consider the whole person, ask people what motivates them, and what their passions are to get a sense of how fulfilled people are in their roles.

4. Trust and Mutual Respect

   In a culture where there is mutual trust and respect, staff trust leaders to make the best decisions and leaders trust staff to do their best work without needing to micromanage. When you give people responsibility and autonomy they are likely to exceed your expectations. Employees who feel comfortable expressing themselves are more engaged, so aim to create an environment where people feel comfortable approaching you with ideas or concerns. Be transparent, honest and consistent as a leader. Respect everyone and treat everyone the same whether they are full or part-time. Deal with conflict in the moment rather than sweeping it under the carpet and letting it fester.

5. Recognition
   It’s human to want to feel seen, heard and valued. You can work as hard as you can, and be the best you can be, but if you don’t feel seen and heard, you will lose motivation and become disengaged. When we’re busy it is easy to forget to acknowledge people. On a daily basis, encourage people with a simple smile, celebrate success with a high-five, thank people at the end of a shift and highlight positive achievements to the whole team. 

6. Growth and Development

   People don’t just leave a job for more money - they leave because they’re not challenged, because they’re not learning and because they don’t see an opportunity for career development. We all have a natural curiosity to discover and learn new things. What opportunities do you offer for personal and professional growth and development? How do you support your staff to be the best they can be? This might be skills training for the job or mentoring from a colleague to develop soft skills. It might be giving formal or informal feedback to encourage people to push themselves forward or it could be talking about their future in the business.

7. Wellbeing

   Plenty has been written about the importance of looking after your staff’s well-being. When people feel stressed or that the balance of their life and work is wrong they become disengaged. Strive to establish the right work-life balance: encourage people to take breaks, monitor overtime and raise a flag if someone is doing too much. Try to set a manageable workload with the right balance of challenge and interest and ensure that they have the right tools, equipment and training for their job. Create an environment where people feel they can talk to someone about any issues they are experiencing in or outside work. Signpost people to additional support if needed.

8. Flexibility

   Flexibility means giving your staff the opportunity to enjoy their life outside of work as much as possible.
Flexibility on rotas isn’t easy to achieve but be aware of what other commitments people have outside work, whether that’s childcare or studying. Try to provide rotas with as much notice as possible, and avoid last-minute changes so people can plan their time away from work.
It’s estimated that around 30% of hospitality workers leave in the first 90 days because the job isn’t what they expected, so be transparent with new starters about expectations and the reality of the role.

9.  Fair reward

   A secure income is obviously important to people, not least during this cost of living crisis. The industry has seen higher average pay rises than the national average. But while businesses are under their own financial pressures what else can you do to reward people for their commitment? Do you also offer incentives for higher performance, a benefits scheme (from pensions to perks). Financial bonuses, gifts or a hand-written note for high performance or going above and beyond are all meaningful ways to reward staff.

10. Fun

    We spend more of our waking hours at work than out of it, so it needs to be fun. Managers should encourage fun and promote a relaxed environment where people can enjoy a laugh together. Social events are a great way to form genuine connections, that may be a staff meal, a casual after-work drink or a more organised staff party.

The Crucial Role of Effective Management: Insights from CMI Research

The Crucial Role of Effective Management: Insights from CMI Research

People don’t leave companies, they leave managers. New research from the Chartered Management Institute (CMI) has highlighted the impact that managers have on employee’s motivation, job satisfaction, and their desire to stay with an organisation. A good leader brings people together to drive toward a common goal.

The CMI report Taking Responsibility - Why the UK Needs Better Managers conducted in partnership with YouGov reveals:


• One in four of the UK workforce holds a management role

• Only just over a quarter (27%) of employees describe their manager as highly effective.

• Half (50%) of those who don’t rate their manager say they plan to leave their company in the next Only 34% feel motivated to do a good job.

The significance of effective managers becomes evident when considering the impact on employee loyalty.

• 72% of workers who rated their managers as effective felt valued and appreciated.

• Conversely, only 15% of those with ineffective managers felt similarly valued.

Accidental Managers

Managing a team of people is something that we often fall into. We get promoted because of our skill or ability, because we are technically competent and suddenly we are responsible for other people with no support or guidance about how to be a manager.

Good management and leadership practices are linked to improved performance, higher retention rates, the creation of positive work environments (culture), and the achievement of business objectives

The report confirms that many people are ‘Accidental Managers’ promoted just because they are “popular, good at their job, or happen to be available to take charge.”

• 82% of people who enter management positions have not had any proper management and leadership training.

• Nearly half, 46% of managers believe colleagues won promotions based on internal relationships and profile, rather than their ability and performance.

The research found a consistent link between managers who had received management training and more effective organisations. Many people surveyed emphasised that without adequate management and leadership development, they lack the confidence to perform their roles and deliver results effectively.

Meanwhile, managers who had received training, said that they ask their team members for feedback, are more comfortable with managing big changes, and are also able to leverage technology to improve efficiency.

In conclusion, the CMI's research shines a spotlight on the pivotal role of effective management in fostering a positive work environment, employee satisfaction, and strategic success. It also highlights the pressing need for comprehensive management and leadership development programmes to equip future leaders with the skills and knowledge required to excel in their roles. It's time to invest in better management practices to shape the future of work.

Why is Management and Leadership Important?

This report demonstrates a clear need for more training not only for new and emerging managers but also for experienced ones. Management is not just a title or a position; it's a set of skills and qualities that can be honed and developed over time. Leadership training plays a pivotal role in shaping individuals into successful leaders. Let's explore what leadership training can achieve.

What is the impact and benefit of management training?

1. Goal Setting and Vision

   Improves strategic focus by ensuring that everyone is pulling in the same direction. Teaches goal-setting techniques and strategic planning, enabling leaders to inspire their teams with a compelling vision for the future.


2. Decision-Making and Problem-Solving
   Instills effective decision-making frameworks and problem-solving methodologies, ensuring that leaders can navigate challenges with confidence.


3. Enhanced Self-awareness
   Leadership training often begins with self-assessment. It encourages individuals to reflect on their strengths, weaknesses, and personal values. When leaders understand themselves better, they can relate to their teams more authentically and make informed decisions.


4. Reduce Turnover and Boost Retention
   Build a positive community where people feel heard, valued and appreciated. In turn they will be more loyal and committed.

5. Build a Strong Culture and High-Performing Teams

   Discover insights into team dynamics, motivation techniques, and strategies for building a positive and collaborative work culture.


6. Increase Productivity and Efficiency 

   Improves time management and prioritisation by equipping managers with techniques to maximise productivity, delegate tasks, and focus on what matters most.


7. Cultivate Emotional Intelligence

   Support managers to be more emotionally intelligent and improve self-awareness, confidence and relationships with others.


8. Improve Communication Skills
   Equip individuals with the tools and techniques to communicate expectations, give feedback and resolve conflicts. Better communication fosters trust and transparency within the team.

9. Build Resilience and Adaptability 

   Helps leaders to embrace change, stay resilient in the face of setbacks, and lead their teams through uncertainty.


10. Continuous Improvement
    Fosters a growth mindset, where leaders are open to learning, feedback, and self-improvement.

Polly Robinson is an Executive Coach and Leadership Development Trainer.
She designs and develops bespoke management and leadership training programmes as well as offering some online leadership workshops for anyone to join.