One of my favourite pieces of research is the finding that people giving advice are more likely to change their behaviour than those receiving it. This is because the person giving advice is actually thinking about it and processing the information at a deeper level. The person receiving the advice is just hearing it. And as well know, most of what we hear we forget. Harvard Business Review nails it: Great advice isn’t a monologue — it’s a brainstorm.You don’t need to be a guru. You need to be a collaborator. Start Doing This:
This is a fascinating study tracking people's will power and wellbeing over time. Increases in well being preceded increases in will power rather than vice versa! A summary of the article can be found here. Often when I am asked to coach someone it is because they can't see their way out of their current situation - and that's leading them to be stressed. After we establish where they want to get to we then look at where they are currently - this often includes poor wellbeing. I start them off on a few basic things to improve their self care. When we catch up the next time they have had some wins on the self care front and are feeling better about their problem as well. I always thought that the process of them getting some small wins created a positive impact that started to help them see they can control more than they realised (getting them into the influence part of the circle of influence). Based on this research, perhaps their self control/will power also improves with increases in wellbeing? So how do we make some changes to improve our wellbeing without having willpower! The answer is start with something so small that your brain can't talk you out of it. Here's a short video on forming habits - the domino's analogy is a great way of thinking about achieving big goals by starting really small! We also need to have something to remind us to do it. The Power of habit cue, routine and reward is a great way of kick starting a new habit and having the tools to make changes.
A recent communication blog from the Glasers, they reminded us of the power of listening to improve employee well being. Rosalind Chow in Inc pointed out that only 20% of employees typically participate in wellbeing programmes. Rosalind suggested making listening a habit through:
We recently had the pleasure of hosting a number of our amazing clients at our very first Strategic People Group breakfast event. As Organisational Psychologists, this topic is one we hold particularly close to our hearts: How Psychology Can Improve Leadership.
We’re proud to share that SPG has recently passed a significant milestone — working with over 1,600 leaders across 34 organisations. It has been a privilege to play a part in developing leaders at all levels, and our breakfast session captured some of the insights we believe matter most for the future of leadership.
We explored why strengths matter now more than ever in a world that continues to grow in complexity and volatility. As Gilbert Enoka so perfectly puts it:
“Leadership… it’s not about you, but it’s all about you.”
In dynamic contexts, leaders are required to be both humble and open, while simultaneously providing the confidence, stability and direction their people need to navigate uncertainty. That's a tough psychologically! Strengths and purpose act as anchors — enabling leaders to show just enough vulnerability to bring warmth to relationships, while still demonstrating credibility. Together, warmth and credibility account for 80% of the judgments people make about us, and may well be at the heart of what we think of as “charisma”.
Our guests left with some reflective homework, and we hope they’re already completed that!
As we look back on the year that’s been, we want to again thank our wonderful clients — many of whom have become friends — for your ongoing support and partnership. We genuinely love working alongside you to make things better: for you as leaders, for your teams, and for your organisations.
Wishing you all a safe and restful Christmas and New Year break
Nga mihi,
Andrea, John and Tara
I recently read an outline of the events around an issue between two parties, and was shocked to see the use of texts in a professional situation. I have also coached several employers who have had trouble getting graduates to ring clients - recent research found young adults believed it was rude to ring people without texting them first to see if they were available. Texting is the fast food of communication: Quick, convenient, and can leave you wondering what just happened. A phone call, though? That’s the home-cooked meal — warmer, more satisfying, and surprisingly good for your emotional health. According to research, hearing someone’s voice does more than pass the time. It deepens connection, lowers stress, and even triggers oxytocin — the brain’s “feel-good” chemical. In other words, your best friend’s voice is like an emotional weighted blanket. The chances of a win-win outcome are significantly higher from a phone call than an email exchange (but not as high as face to face). Meanwhile, texting can be a minefield. Without tone or inflection, a simple “Sure” might come off as passive-aggressive. Add in the dreaded three-dot typing bubble and delayed replies, and suddenly you’re spiralling into “Are they mad at me?” territory. 80% of email discussions never reach resolution and I suspect texts could be worse. The impact of calling is especially powerful for older adults. Studies show that regular phone conversations reduce loneliness and improve emotional well-being. Just five minutes of “Hi, how are you?” can be medicine. Sure, texting like emailing has its place — coordinating carpools, sending memes, and confirming appointments. But if you want to strengthen a relationship or brighten someone’s day? Do your thumbs a favour and tap the call button instead.
