Kate Pound RN MPhil 💙

There's a growing understanding of the importance of empathy (the ability to understand, share & respond to emotions/perspectives of others) for leaders. For every competency that helps a leader become more empathetic you can draw a line that connects it with a better way of delivering results. @hacking_hr has produced a leader's "playbook" for empathy. It sets out: - 9 strategies to build trust and a people-centric culture through empathy - 7 ways to improve the experience of people at work through empathy - 10 key actions for empathy-driven success in leadership - 8 competencies of the empathetic leader - key insights on the power of cultivating empathetic leadership at work linkedin.com/pulse/leaders-p…. Via @HRCurator

"Conversation is the communal air we breathe". A summary & sketchnote of "Supercommunicators" - a new book by @cduhigg. It sets out why some people ("supercommunicators") are able to connect with others, build consensus & influence people to join them. He suggests this can be replicated. The first step is working out what kind of conversation we are having. Is it: 1) analytical (What’s this really all about?) 2) emotional (How do we feel?) 3) identity based (Who are we?). Only after recognising what type of conversation the other person wants to have can we connect: qaspire.com/supercommunicato…. Blog & visual by @tnvora.

How to define & understand problems to get better results from change initiatives. Often results are not delivered because (time pressured) leaders jump straight into problem-solving actions without making the time & space to understand & define what the problem is. Here's the "E5" approach to problem-framing: 1) Expand: explore all aspects of a problem & its nuances 2) Examine: understand underlying drivers & systemic contributors to the problem 3) Empathise: consider the perspectives of those who are most central to & affected by the problem 4) Elevate: understand how the problem connects to broader system issues 5) Envision: actively imagine & design solutions to the problem hbr.org/2024/01/to-solve-a-t…. By Julia Binder & @MichaelDWatkins

How to banish "initiative fatigue" & lead change. @xplane offers three tactics to shake things up, build momentum & create foundations for the kind of change that moves things forward: 1) Show don't tell: move everything from meeting minutes to everyday communications to visuals & open to public contribution 2) Make meetings into workshops: redesign closed, low energy, discussion-based meetings into collaborative workshops in which diverse people can work together to co-create solutions. 3) Show visible markers of progress: keep people informed & engaged for the long haul by using visual maps, visual indicators & visual stories xplane.com/three-ways-to-ban…. @xplane also offers some fantastic free worksheets for visual working: xplane.com/worksheets/

In health & care, we often focus on a narrow concept of improving "staff experience", when we could be building a much deeper & more profound basis of human connection at work: a sense of belonging. Belonging is when an employee, regardless of their background or role, knows that their voice matters, that their unique experiences enrich the team & that they're not just seen, but understood. Organisations that build a sense of belonging have higher levels of engagement, retention & performance: linkedin.com/pulse/belonging… By @hacking_hr