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Top Tips from Impact Psychology for Business

10 top tips on Leadership, Performance, Talent and Change for Impact’s 25th anniversary

24th February 2020, 6:00 pm

As we said goodbye to 2019, we also finished our 25 tips for 25 years series on social media in which we posted 100 tips based on Impact’s 4 pillars: performance, leadership, talent and change. As we reflect on the fantastic year we’ve had, we thought it would be nice to review the series and pick out some of our best tips. We hope you find them insightful.

Leadership

  • Practise Active Listening.

This is critical for effective leadership to make your colleagues feel heard and understood! Put your agenda aside and listen with the intention of seeing the world through their eyes. As Mark Twain said “If we were supposed to talk more than we listen, we would have two tongues and one ear” #25tipsfor25Years

  • Identify your Leadership style and its strengths and weaknesses.

Different leadership styles can be appropriate and effective in different situations. To find out your preferred leadership style, complete this survey https://buff.ly/2FDUW1u #25tipsfor25years

Performance

  • Involve your employees in your company’s mission.

Ensure they know what the company stands for and values. This can help engage and motivate them towards a common goal and feel part of a bigger cause #25tipsfor25years

  • Motivation is key to job performance.

Discover what motivates you at work, identify your extrinsic and intrinsic motivators and stay motivated by setting realistic and achievable targets. Don’t forget to celebrate the little wins! #25tipsfor25Years

  • Understand and embrace your emotions.

If you are feeling worried, panicked or angry, stop for a minute and think. Why am I feeling this way? Is it really worth it? Interrupt your emotionally charged state of mind with rational solutions instead. Write down those solutions and maybe you will save yourself from future headaches. #25tipsfor25years

Change

  • Understand why people resist change.

The Change Curve model shows four typical phases in our reactions to change: 1) shock & denial 2) anger & fear 3) acceptance 4) commitment. With this knowledge, you can help people to adapt to change quicker #25tipsfor25years

  • Take a structured approach to change.

A technique called Force Field Analysis by Kurt Lewin is a great tool to help you put the coming change into perspective and to plan how you can take action to mitigate risks against successfully delivering the change #25tipfor25years

Talent

  • Allow creativity.

To attract talent, you must allow individuals to be creative thinkers as this helps them feel more engaged and have higher job satisfaction. If you provide opportunities for creativity and get it right everyone is a winner #25tipsfor25years

  • Create a coaching culture.

Train and develop managers to engage in effective coaching conversations; what’s the individual’s potential? Where are they now? Where do they want to be? How they will be supported to get there? #25tipsfor25years

  • Trust evidence-based approaches.

Identifying talent has been one of the major focuses of Organisational Psychology research and there is systematic evidence on how to find future potential. Not sure where to start? Why not read: https://www.apa.org/pubs/journals/features/cpb-a0034381.pdf #25tipsfor25years

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