Halloween Daring Topic A truly powerful and evocative poem from spoken word artist, Fleassy Malay.    

Empowerment Matters

Empowerment? Why not try not disempowering ….? The latest Employee Outlook Survey from the CIPD, the professional body for HR and people development, in partnership with Halogen Software, surveyed over 2,000 UK employees, asking what enabled them to be most productive in their jobs. The most common responses were interesting work (40%), being able to use their own initiative (39%) and being given tasks which complement their skills (25%). On the other hand, the most common hurdles to employee productivity were unnecessary rules and procedures (28%), not having the resources available to do their jobs (28%) and office politics (24%). The report highlights a need for organisations to consider how they can increase the amount of autonomy employees have at work to use their skills and ideas th...

Health & Well-being Matters

Despite all the evidence demonstrating that employee health, well-being and engagement are important for organisational success, and that line managers are one of the most important influences on engagement, fewer than half of the 1,091 HR professionals surveyed by the CIPD last year believed that line managers are bought into the importance of well-being. What’s more, the majority of organisations still take a reactive rather than proactive approach to supporting well-being at work. Stress places immense demands on employees’ physical and mental health and well-being, impacting their behaviour, performance and relationships with colleagues. It’s a major cause of long-term absence from work, and knowing how to manage the many different signs of stress is key to managing people ...

Engagement Matters

The tale-tale signs leaders are becoming disengaged are when they go missing in action Employers want engaged employees because, as well as being happier, healthier and more fulfilled, they are more motivated and deliver improved business performance. Research has repeatedly pointed to a relationship between how people are managed, their attitudes and behaviour, and business performance. Positive relationships are evidenced with profit, revenue growth, customer satisfaction, productivity, innovation, staff retention, efficiency and health and safety performance. There are nuances in the drivers and outcomes of employee engagement, but this basic link holds true across different sectors and job roles. Conversely, having a disengaged workforce brings huge risks. As well as losses in performa...

A Serious Empathy Deficit?

To be empowered is to be vulnerable, to have empathy and be empathic is also to be vulnerable. Brene Brown makes it so clear that, vulnerability is the key for personal and organisational empowerment to thrive. She also shows us that for personal and organisational creativity to grow, it requires empathy. Buy hey empathy requires us to be vulnerable!  I don’t do vulnerability! Brene explains more about what I include in the EmpowerMe process and brings clarity to the fact that we are in a serious empathy deficit. We need to shift our mind-set regarding what we think to be our weaknesses, and  acknowledge that maybe its the ignition to courage.      

Daring Greatly Leadership Manifesto

To the CEO’s and the teachers. To the principles and the managers. To the politicians, community leaders, and the decision-makers: We want to show up, we want to learn, and we want to inspire. We are hardwired for connection, curiosity, engagement. We crave purpose, and we have a deep desire to create and contribute. We want to take risks, embrace our vulnerabilities, and be courageous. When learning and working are dehumanised – when you no longer see us and no longer encourage our daring, or when you only see what we produce or how we perform – we disengage and run away from the very things that the world needs from us: our talent, our ideas, and our passion. What we ask is that you engage with us, show up beside us, and learn from us. Feedback is a function of respect; when you don’t ha...


Every time we are faced with a difficult or unknown situation we need to deal with, we take a risk. We will feel uncertain and exposed. We will feel vulnerable. Most of us try and fight those feelings- we strive to appear in control, ‘I’ve got this’ and to be ‘perfect’. I am a huge fan of Dr Brene Brown and her research, and she challenges everything we think about vulnerability. This month: The How Dare She Power Circle members, will be discussing; the widely accepted myth, that vulnerability is a weakness. I will argue that is in fact a strength and that it’s an integral part of personal empowerment. If you would like to be part of a Power Circle and this discussion, love to hear from you.  

Divided Women

This is an incredible gender equality video- worth 5 mins of your time

Shetland Islands Council welcomes EmpowerMe

A successful Empowerment and Leadership program was delivered Dec17/Jan 18 for Shetland Islands Council. The program was bespoke and offered empowerment, leadership, coaching and mentoring.    

Power Games

Part 3 The 3rd part to our POWER conversation is  focused on Power Relationships, relationships that we see operating and playing out in our lives. For example: parent – child child- teacher employee – employer male- female husband – wife We have absorbed the patterns of these relationships from our culture, our family, our past experiences and so on. Often these work well for us. However, when we feel powerless or powerful at the expense of others we sometimes slip into power games and assume particular roles to play these games, usually without consciously being aware of what is happening. The roles people can assume: Persecuting Rescuing Playing Victim Ask yourself or share with a How Dare She Circle partner: How do people behave when persecuting? How do people behave ...

Power Bases

Part 2 Think of two or three people with whom you often comply, or to whom you defer to or say “yes”. What is this power to extract a “yes” from you based upon? Write down your answers and if you can share with a partner in the HDS Circle Of the people you have listed do you feel better complying with some rather than others? Is it something to do with the way they use their power bases? How does this vary? Possible power bases(please feel free to add more) Valued relationship Do you care about the relationship being friendly? How would the relationship suffer if you did not comply? Expertise Do you trust the advice the person gives because he or she knows more about the issues? What are the special areas of competence information or expertise? Position Do you respe...

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