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<h2>Understanding Team Collaboration</h2>The Power of Tailored Workshops Have you ever sat through a generic team building workshop that felt like a waste of time? You leave with a notepad full of buzzwords but no real changes in how your team works together. The problem? One-size-fits-all solutions don’t work for real people with real personalities.People aren’t robots. We’re all wired differently and understanding those differences is the key to unlocking real collaboration. If you’ve read Surrounded by Idiots (Erikson, 2019), you’ll know that not everyone thinks, communicates or collaborates in the same way. That’s why tailored workshops designed around your team’s specific needs and behavioural types are the secret weapon for high performance teams.Why Team Collaboration Fails <figure id="figure-d95az7t8k9m88ydyee" class=""><img id="d95az7t8k9m88ydyee" src="https://cdn.durable.co/blocks/33JvkSZpVtkxpwLh0WjixSlfGumHM0KcK3w83asW4rHCe2tKVuxMensu99Stfrz7.png" alt="" title="" class="object-cover bg-gray-100 rounded-lg md:rounded-xl lg:rounded-2xl" style="aspect-ratio: 16/9; object-position: 30% 30%;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="30%" data-positiony="30%" data-fullwidth="false" data-mce-src="https://cdn.durable.co/blocks/33JvkSZpVtkxpwLh0WjixSlfGumHM0KcK3w83asW4rHCe2tKVuxMensu99Stfrz7.png" data-mce-style="aspect-ratio: 16/9; object-position: 30% 30%;"></figure><figure id="figure-z66qpx5drm88yf8xf"><img id="z66qpx5drm88yf8xf" src="https://cdn.durable.co/blocks/22Okip6r9wrLXoJ1V6IHOrghiFR3oIHkRGNibRgq5uWm9e8kCot2Dlb73XrJxiRV.png" alt="" title="" class="object-cover bg-gray-100 rounded-lg md:rounded-xl lg:rounded-2xl" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="undefined" data-positiony="undefined" data-fullwidth="false" data-mce-src="https://cdn.durable.co/blocks/22Okip6r9wrLXoJ1V6IHOrghiFR3oIHkRGNibRgq5uWm9e8kCot2Dlb73XrJxiRV.png" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure><figure id="figure-rw7hqlg35vm88yfknk"><img id="rw7hqlg35vm88yfknk" src="https://cdn.durable.co/blocks/8aFatMXyUtVHF1LXofzWgVuhFmKZorhn5IzrYbZDMKpydX6DAEeLc6Y5YCk60WrR.png" alt="" title="" class="object-cover bg-gray-100 rounded-lg md:rounded-xl lg:rounded-2xl" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="undefined" data-positiony="undefined" data-fullwidth="false" data-mce-src="https://cdn.durable.co/blocks/8aFatMXyUtVHF1LXofzWgVuhFmKZorhn5IzrYbZDMKpydX6DAEeLc6Y5YCk60WrR.png" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure><figure id="figure-fdzmymnn5m88yg7ew"><img id="fdzmymnn5m88yg7ew" src="https://cdn.durable.co/blocks/34voZ1lgcagCFuP5EFK66U0VmhZ192qTn98h6S3Ncajl8F321S1Bu07m9YSYQRSn.png" alt="" title="" class="object-cover bg-gray-100 rounded-lg md:rounded-xl lg:rounded-2xl" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="undefined" data-positiony="undefined" data-fullwidth="false" data-mce-src="https://cdn.durable.co/blocks/34voZ1lgcagCFuP5EFK66U0VmhZ192qTn98h6S3Ncajl8F321S1Bu07m9YSYQRSn.png" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure>Collaboration isn’t about throwing people into a room and hoping they get along. It fails when:❌ Reds (Dominant) bulldoze their way to a decision before everyone’s had their say. ❌ Yellows (Influential) brainstorm endlessly but struggle to follow through. ❌ Greens (Steadfast) avoid confrontation, leading to unresolved tensions. ❌ Blues (Analytical) get stuck in analysis paralysis, slowing down progress.Sound familiar? It’s no surprise that 86% of employees cite poor collaboration as the main cause of workplace failure (PwC, 2021). When a team doesn’t understand each other’s strengths, stress triggers and communication styles, productivity takes a hit.How Tailored Workshops Fix the Problem The best workshops don’t just throw generic teamwork theories at you. They dig deep into your team’s behavioural DNA. Instead of forcing a single approach on everyone, a tailored workshop aligns collaboration strategies with the way people naturally work.Key Ingredients for a Game-Changing Workshop ✅ Self-Awareness First – Teams need to understand their own and each other’s behavioural styles before they can work better together. ✅ Clear Goals – Without a shared purpose, even the best collaboration efforts fall flat. ✅ Real-World Application – If it doesn’t translate into daily work life, it’s useless. ✅ Psychological Safety – People need to feel safe to challenge ideas, give honest feedback, and disagree constructively.The DISA Model in Action Let’s say a team is struggling with conflict during meetings. How do you fix it? Here’s what a tailored workshop might look like using the DISA Behavioural Model:🔴 Reds (Dominant) – Need quick, efficient discussions. The workshop focuses on listening skills and patience. 🟡 Yellows (Influential) – Love brainstorming but need help with structure. Activities encourage focused discussion and accountability. 🟢 Greens (Steadfast) – Hate conflict and avoid tough conversations. The session teaches assertiveness techniques. 🔵 Blues (Analytical) – Prefer logic over gut feeling. The workshop introduces decision making frameworks to move projects forward.When teams learn how to adapt their approach based on personality dynamics, they get more done with fewer conflicts.Proof That It Works 📊 Teams with high collaboration rates are 52% more productive than those working in silos (Deloitte, 2021). 🚀 Companies that prioritise collaboration and teamwork are five times more likely to be high performing (McKinsey &amp; Company, 2022). 💡 Employees who feel heard and understood are 4.6 times more likely to perform at their best (Gallup, 2023).The numbers don’t lie. When people work with their natural behaviours instead of against them, teamwork isn’t just effective, it’s enjoyable.Final Thought from me is to stop fighting natural behaviour, start harnessing it. Collaboration isn’t about forcing everyone to work the same way. It’s about understanding differences and making them work for the team.So, next time you’re in a meeting where a Red is steamrolling the conversation, a Yellow is jumping from idea to idea, a Green is avoiding confrontation and a Blue is silently critiquing the whole thing, ask yourself:👉 Are we working against our natural behaviours, or are we harnessing them for better collaboration?Tailored workshops help teams stop clashing and start collaborating and that’s what makes the difference.References <ul><li>Deloitte (2021) 2021 Global Human Capital Trends. Deloitte Insights.</li><li>Erikson, T. (2019) Surrounded by Idiots: The Four Types of Human Behaviour and How to Effectively Communicate with Each in Business (and in Life). Vermilion.</li><li>Gallup (2023) State of the Global Workplace: 2023 Report. Gallup.</li><li>McKinsey &amp; Company (2022) The Impact of Collaboration on Business Performance. McKinsey.</li><li>PwC (2021) Future of Work and Collaboration Trends. PwC.</li></ul>#bmbyou #Teamwork #DISAModel #Collaboration #L&amp;D

Unlocking Potential: How Tailored Workshops Enhance Team Collaboration

<h2>Understanding Transformational Workshops</h2>Today, both NGOs (Non-governmental organisations) and businesses face unique challenges that require innovative solutions. Transformational workshops offer a dynamic approach to fostering growth, enhancing collaboration, and driving organisational change (Smith, 2022). By engaging participants in interactive and immersive experiences, these workshops provide the tools and strategies necessary to tackle complex issues effectively.Unlike traditional training sessions, transformational workshops emphasise a handson approach. They are designed to inspire creativity, encourage open communication and cultivate a shared vision among participants. According to Deloitte (2023), organisations that invest in experiential learning experiences see a 30% improvement in employee engagement and productivity. Whether you are looking to improve team dynamics or develop new strategies, these workshops can be tailored to meet your specific needs.<figure id="figure-8wz8xfuveum81ra52e"><img id="8wz8xfuveum81ra52e" src="https://media.gettyimages.com/id/1160947373/photo/stay-current-with-trends-by-learning-from-powerful-speakers.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=AOnV-zj7rGzvRnaNz4ZytZzb1566iGVW8wvoJRwU-zk=" alt="workshop team" class="object-cover bg-gray-100" style="aspect-ratio: 16/9;" data-mce-src="https://media.gettyimages.com/id/1160947373/photo/stay-current-with-trends-by-learning-from-powerful-speakers.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=AOnV-zj7rGzvRnaNz4ZytZzb1566iGVW8wvoJRwU-zk=" data-mce-style="aspect-ratio: 16/9;"></figure><h2>Custom Solutions for NGOs</h2>NGOs often operate in environments that demand constant adaptation and resourcefulness. Transformational workshops can play a crucial role in helping NGOs achieve their missions by providing custom solutions that address their unique challenges (Brown and Green, 2021). These workshops can help NGOs:<ul><li>Enhance team collaboration and communication: Studies show that workshops focused on communication and leadership development can increase NGO project success rates by up to 25% (Oxfam, 2022).</li><li>Develop innovative project strategies: For example, BMBYou recently facilitated a workshop for an NGO struggling with project delivery. Through tailored activities based on the DISA Behavioural Model (Johansson, 2019), the team improved collaboration and boosted efficiency by 20%.</li><li>Strengthen leadership skills among staff: The use of experiential learning allowed staff to develop real world problem solving skills (CIPD, 2024).</li><li>Improve stakeholder engagement and impact measurement: This was evidenced in a project where a transformational workshop led to a measurable improvement in stakeholder communication (Oxfam, 2022). </li></ul>By focusing on these critical areas, NGOs can maximise their effectiveness and continue to drive positive change in the communities they serve.<h2>Empowering Businesses with Transformational Workshops</h2>For businesses, transformational workshops offer a valuable opportunity to drive innovation and stay competitive in a fast paced market. Research by McKinsey &amp; Company (2023) indicates that organisations with strong training programs are 1.5 times more likely to meet their financial targets. These workshops can help businesses:<ul><li>Identify and overcome operational bottlenecks: During a workshop for a corporate client, BMBYou used roleplaying scenarios to address communication barriers, resulting in a 15% increase in productivity.</li><li>Foster a culture of continuous improvement: Harvard Business Review (2023) notes that experiential learning methods can improve problem solving skills by 40%.</li><li>Enhance customer engagement strategies: For example, a workshop designed to align marketing and sales teams helped a business improve customer satisfaction scores by 12% (Google, 2022).</li><li>Develop leadership and management capabilities: The TGROW coaching model, integrated into our workshops, enables leaders to guide their teams effectively through change (Keery, 2025).</li></ul><figure id="figure-z43d7hlxym81ra52e"><img id="z43d7hlxym81ra52e" src="https://media.gettyimages.com/id/2151309406/photo/worried-senior-businessman-listening-presentation-with-coworkers-during-business-meeting-at.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=74u64V5FDlaKala40zi_hVbfrRKG4wDiOSoaz7ykwgs=" alt="business meeting" class="object-cover bg-gray-100" style="aspect-ratio: 16/9;" data-mce-src="https://media.gettyimages.com/id/2151309406/photo/worried-senior-businessman-listening-presentation-with-coworkers-during-business-meeting-at.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=74u64V5FDlaKala40zi_hVbfrRKG4wDiOSoaz7ykwgs=" data-mce-style="aspect-ratio: 16/9;"></figure>By investing in transformational workshops, businesses can unlock their full potential, ensuring sustainable growth and success in the long term.<h2>The Process of Designing Transformational Workshops</h2>Creating an effective transformational workshop involves several key steps:<ul><li>Conduct a needs assessment to identify key challenges: This initial step ensures the workshop aligns with organisational objectives (Smith, 2022).</li><li>Design a customised workshop plan based on findings: Tailored approaches increase engagement and relevance (Deloitte, 2023).</li><li>Implement interactive and experiential learning activities: These methods foster practical skill development (CIPD, 2024).</li><li>Evaluate outcomes to ensure objectives are met: Measurement and feedback loops are crucial for continuous improvement (McKinsey &amp; Company, 2023). </li></ul>Each workshop is unique, crafted to address the specific needs of the participants and deliver meaningful outcomes.<h2>The Benefits of Transformational Workshops</h2>The impact of transformational workshops extends beyond immediate learning outcomes. Participants often experience a renewed sense of motivation and engagement, leading to increased productivity and job satisfaction (Harvard Business Review, 2023).Organisations benefit from improved teamwork, enhanced problem-solving capabilities and the ability to innovate more effectively. As noted by Johansson (2019), incorporating the DISA Behavioural Model helps tailor workshop activities to different behavioural types—<figure id="figure-m7samwlf2im822t8yu"><img id="m7samwlf2im822t8yu" src="https://cdn.durable.co/blocks/23MR4w6GOMFe4MJeUOMj3BXbphXqQ48JLh615DoQXWn2NRLI9vC3DCzLVKzjdamc.png" alt="" title="" class="object-cover bg-gray-100 rounded-lg md:rounded-xl lg:rounded-2xl" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="undefined" data-positiony="undefined" data-fullwidth="false" data-mce-src="https://cdn.durable.co/blocks/23MR4w6GOMFe4MJeUOMj3BXbphXqQ48JLh615DoQXWn2NRLI9vC3DCzLVKzjdamc.png" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure>Dominant (Red), Influential (Yellow), Steadfast (Green), and Analytical (Blue)—maximising engagement and learning impact.<figure id="figure-j0tpey5umm81ra52e"><img id="j0tpey5umm81ra52e" src="https://media.gettyimages.com/id/639340888/photo/working-their-way-through-different-solutions.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=FD7IRGHx-rPzCROhd8tRHHkdfLjS9yAronDOb1ME-ng=" alt="group brainstorming" class="object-cover bg-gray-100" style="aspect-ratio: 16/9;" data-mce-src="https://media.gettyimages.com/id/639340888/photo/working-their-way-through-different-solutions.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=FD7IRGHx-rPzCROhd8tRHHkdfLjS9yAronDOb1ME-ng=" data-mce-style="aspect-ratio: 16/9;"></figure>Moreover, the skills and insights gained during these workshops can lead to long-lasting changes within the organisation, fostering a culture of growth and adaptability that is essential in today's ever-changing landscape (CIPD, 2024).A Real-World Example: Transforming Team Dynamics I recently led a transformational workshop with a business struggling to align its leadership team. Through activities aligned with the DISA Behavioural Model, we facilitated discussions where each participant's natural style was acknowledged and valued. A Dominant (Red) team member who previously struggled to listen learned through roleplay exercises how to adapt their approach. By the end of the session, team collaboration had visibly improved, and followup data showed a 20% increase in team productivity over the next quarter.Transformational workshops provide NGOs and businesses alike with the opportunity to embrace change, enhance their capabilities and achieve their goals. By investing in these custom solutions, organisations can navigate challenges with confidence and pave the way for future success.Are you ready to unlock your organisation’s full potential? Whether your aim is to strengthen team collaboration or develop cuttingedge strategies, transformational workshops offer the tools and inspiration needed to make a lasting impact.Let's start the conversation today. Contact us at BMBYou to explore how a tailored workshop can drive your mission forward.#TransformationalWorkshops #LearningAndDevelopment #bmbyou #LeadershipDevelopment #OrganisationalChange<h2>References</h2>Brown, T. and Green, S. (2021) The Impact of Workshops on NGO Performance. London: Sage Publications.CIPD (2024) Learning and Development Report. Available at: www.cipd.co.uk (Accessed: 1 March 2025). Deloitte (2023) The Future of Learning: Immersive Experiences and Productivity. New York: Deloitte Insights. Google (2022) Case Study: The Impact of Leadership Workshops. Available at: www.google.com (Accessed: 2 March 2025). Harvard Business Review (2023) Improving Organisational Change through Experiential Learning. Available at: www.hbr.org (Accessed: 4 March 2025). Johansson, L. (2019) Understanding the DISA Behavioural Model. Stockholm: Academic Press. Keery, S. (2025) Coaching Through Change: A TGROW Approach. Belfast: BMB You. McKinsey &amp; Company (2023) Organisational Training and Financial Performance. Available at: www.mckinsey.com (Accessed: 6 March 2025). Oxfam (2022) Enhancing Team Communication through Workshops. Available at: www.oxfam.org (Accessed: 1 March 2025). Smith, J. (2022) Transformational Learning in Organisations. Cambridge: Cambridge University Press.

Transformational Workshops: Custom Solutions for NGOs and Businesses Alike

<h2>Understanding the Importance of Inclusive Education Workshops</h2><span style="font-family: inherit; font-size: calc(18px * var(--body-fontSize, 1)); font-weight: inherit; font-style: var(--body-fontStyle, normal); background-color: rgba(249,250,251,var(--tw-bg-opacity));" data-mce-style="font-family: inherit; font-size: calc(18px * var(--body-fontSize, 1)); font-weight: inherit; font-style: var(--body-fontStyle, normal); background-color: rgba(249,250,251,var(--tw-bg-opacity));">Inclusive education is an essential approach that ensures all students, regardless of their abilities, age or backgrounds, have equal access to learning opportunities. <span style="font-family: inherit; font-size: calc(18px * var(--body-fontSize, 1)); font-weight: inherit; font-style: var(--body-fontStyle, normal); background-color: rgba(249,250,251,var(--tw-bg-opacity));" data-mce-style="font-family: inherit; font-size: calc(18px * var(--body-fontSize, 1)); font-weight: inherit; font-style: var(--body-fontStyle, normal); background-color: rgba(249,250,251,var(--tw-bg-opacity));">In the UK, designing workshops that foster this inclusivity is a vital task for facilitators. These workshops not only promote diversity but also contribute to building a more equitable educational landscape. <span style="font-family: inherit; font-size: calc(18px * var(--body-fontSize, 1)); font-weight: inherit; font-style: var(--body-fontStyle, normal); background-color: rgba(249,250,251,var(--tw-bg-opacity));" data-mce-style="font-family: inherit; font-size: calc(18px * var(--body-fontSize, 1)); font-weight: inherit; font-style: var(--body-fontStyle, normal); background-color: rgba(249,250,251,var(--tw-bg-opacity));">Understanding the core principles of inclusive education is the first step towards creating effective workshops.<span style="font-family: inherit; font-size: calc(18px * var(--body-fontSize, 1)); font-weight: inherit; font-style: var(--body-fontStyle, normal); background-color: rgba(249,250,251,var(--tw-bg-opacity));" data-mce-style="font-family: inherit; font-size: calc(18px * var(--body-fontSize, 1)); font-weight: inherit; font-style: var(--body-fontStyle, normal); background-color: rgba(249,250,251,var(--tw-bg-opacity));">A shoutout to my friend Claire N and Angela G; they are all about this.<figure id="figure-dsyqr1axpm7t6n5g4" class=""><img id="dsyqr1axpm7t6n5g4" src="https://media.gettyimages.com/id/637874086/photo/we-have-everything-we-need-to-pass.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=6m5NlY9LrxrNBMLr3CE1MjQhE5idzuVFFKMM1fuuuvE=" alt="inclusive education" class="object-cover bg-gray-100" style="aspect-ratio: 16/9;" data-mce-src="https://media.gettyimages.com/id/637874086/photo/we-have-everything-we-need-to-pass.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=6m5NlY9LrxrNBMLr3CE1MjQhE5idzuVFFKMM1fuuuvE=" data-mce-style="aspect-ratio: 16/9;"></figure>Facilitators play a crucial role in building a welcoming environment where all participants feel valued. This involves recognising and respecting the diverse needs of learners. By adopting flexible teaching methods and offering a range of resources, facilitators can accommodate different learning styles and ensure every student is engaged.<h2>Planning an Inclusive Workshop</h2>Effective planning is at the heart of any successful workshop. Start by identifying clear objectives aligned with the principles of inclusive education. Consider the diverse needs and backgrounds of participants from the outset to ensure your workshop is relevant and accessible.Incorporate a variety of learning materials and activities, such as videos, interactive discussions and hands-on experiences. This aligns with the <a data-mce-href="https://udlguidelines.cast.org/" href="https://udlguidelines.cast.org/">Universal Design for Learning (UDL)</a> principles, which advocate for multiple means of engagement, representation, and action (Rose &amp; Meyer, 2023). A diverse approach to content delivery maintains engagement and ensures all participants benefit.<figure id="figure-7vy90vs21m7t6n5g4"><img id="7vy90vs21m7t6n5g4" src="https://media.gettyimages.com/id/1330603237/photo/defocussed-image-of-business-people-watching-a-presentation.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=Fr9j709EHS-KiFO-gp8sKBwFaQeKHZR9JpZcLQNJ35k=" alt="workshop planning" class="object-cover bg-gray-100" style="aspect-ratio: 16/9;" data-mce-src="https://media.gettyimages.com/id/1330603237/photo/defocussed-image-of-business-people-watching-a-presentation.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=Fr9j709EHS-KiFO-gp8sKBwFaQeKHZR9JpZcLQNJ35k=" data-mce-style="aspect-ratio: 16/9;"></figure>Example: During a recent workshop I led through my business, <a data-mce-href="http://www.bmbyou.com" href="http://www.bmbyou.com">BMBYou</a>, a participant with a Blue(Analytical) behavioural style suggested incorporating more data-driven insights into our activities. By adapting the content to include clear metrics and analysis, we enhanced engagement for analytical learners while maintaining an inclusive approach.<figure id="figure-b0nmcp1y6dm81st2a8"><img id="b0nmcp1y6dm81st2a8" src="https://cdn.durable.co/blocks/23MR4w6GOMFe4MJeUOMj3BXbphXqQ48JLh615DoQXWn2NRLI9vC3DCzLVKzjdamc.png" alt="" title="" class="object-cover bg-gray-100 rounded-lg md:rounded-xl lg:rounded-2xl" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="undefined" data-positiony="undefined" data-fullwidth="false" data-mce-src="https://cdn.durable.co/blocks/23MR4w6GOMFe4MJeUOMj3BXbphXqQ48JLh615DoQXWn2NRLI9vC3DCzLVKzjdamc.png" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure>The Role of the DISA Behavioural Model: The DISA Behavioural Model (Red, Yellow, Green, Blue) can be instrumental in creating inclusive workshops, here's why.Red (Dominant): Set clear and ambitious workshop goals, ensuring objectives are both challenging and achievable. Yellow (Influential): Foster a lively and engaging workshop atmosphere using interactive methods like roleplaying and group discussions. Green (Steadfast): Create a supportive environment where participants feel safe to share their thoughts and experiences. Blue (Analytical): Use structured feedback mechanisms to measure the success of the workshop and identify improvement areas.<h3>Creating an Accessible Environment</h3>Accessibility is a cornerstone of inclusivity. Ensure your workshop venue is physically accessible, including provisions for those with mobility challenges. Provide materials in various formats, such as printed handouts, digital copies and audio versions, to accommodate different needs.Technology can significantly enhance accessibility. Tools like screen readers and speech-to-text software can make learning resources more inclusive (Smith, 2022). By prioritising accessibility, facilitators create an environment where every participant feels comfortable and included.<figure id="figure-cz5a1q3nuqm7t6n5g4"><img id="cz5a1q3nuqm7t6n5g4" src="https://media.gettyimages.com/id/488830317/photo/library-bookshelf.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=goEQqhkuVcfUN0QJ1pV5MLQvUfXRfGJ3Sh0YVJjVx3Y=" alt="accessible classroom" class="object-cover bg-gray-100" style="aspect-ratio: 16/9;" data-mce-src="https://media.gettyimages.com/id/488830317/photo/library-bookshelf.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=goEQqhkuVcfUN0QJ1pV5MLQvUfXRfGJ3Sh0YVJjVx3Y=" data-mce-style="aspect-ratio: 16/9;"></figure>"If you’re thinking, ‘Ach, sure it’ll be grand,’ when planning an inclusive workshop, think again. True inclusivity requires more than a one-size-fits-all approach."<h2>Engaging Participants Effectively</h2>Active engagement is key to a successful inclusive education workshop. Create an open and supportive atmosphere that encourages participation. Interactive methods such as group activities, roleplaying and discussions help facilitate collaboration among participants.Feedback mechanisms, including surveys and informal discussions, are valuable tools. According to the <a data-mce-href="https://educationendowmentfoundation.org.uk/" href="https://educationendowmentfoundation.org.uk/">Education Endowment Foundation</a> (2024), 93% of educators believe that gathering feedback enhances workshop outcomes. Feedback not only helps facilitators refine their approach but also empowers participants by giving them a voice.<h3>Evaluating Workshop Success</h3>After the workshop, evaluate its effectiveness in promoting inclusive education. Collect feedback through surveys or discussions to gauge participants' experiences. Analyse this feedback to identify improvement areas and celebrate successes.Facilitators should also reflect on their own performance. Continuous improvement is essential for creating more impactful and inclusive educational experiences in the future (Ainscow, 2021).<figure id="figure-ywe9mr755m7t6n5g4"><img id="ywe9mr755m7t6n5g4" src="https://media.gettyimages.com/id/1315047980/photo/closeup-shot-of-an-unrecognisable-businesswoman-delivering-a-presentation-during-a-conference.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=H8JwYZ4g7k52AWw3Yx4WtGff65oPTVdb69UYxTr9WKk=" alt="workshop feedback" class="object-cover bg-gray-100" style="aspect-ratio: 16/9;" data-mce-src="https://media.gettyimages.com/id/1315047980/photo/closeup-shot-of-an-unrecognisable-businesswoman-delivering-a-presentation-during-a-conference.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=H8JwYZ4g7k52AWw3Yx4WtGff65oPTVdb69UYxTr9WKk=" data-mce-style="aspect-ratio: 16/9;"></figure>Real-World Scenario: Through BMBYou, I recently facilitated a workshop where we adapted materials for a neurodiverse audience. By offering resources in visual, auditory and interactive formats, participants engaged more effectively. This practical application of the DISA Behavioural Model's Green (Steadfast) trait, supporting a consistent and inclusive approach, demonstrated how small adjustments can make a significant impact.<h2>Call to Action </h2>Ready to make your workshops more inclusive? Share your experiences or tips in the comments! #bmbyou #InclusiveEducation<h3>References</h3><ul><li>Ainscow, M. (2021) Promoting Equity in Education. London: Routledge.</li><li>Education Endowment Foundation (2024) The Impact of Inclusive Practices in UK Schools. London: EEF.</li><li>Rose, D. H. and Meyer, A. (2023) Universal Design for Learning: Theory and Practice. Wakefield, MA: CAST.</li><li>Smith, J. (2022) Inclusive Education in Practice. Oxford: Oxford University Press.</li></ul>

Creating Inclusive Education Workshops in the UK: A Guide for Facilitators

In education and corporate learning, we’re taught that teamwork is everything. From school to the workplace, phrases like “There’s no ‘I’ in team” are drilled into us. <blockquote>“There’s no ‘I’ in team”</blockquote>So, when it comes to interviews, shifting from “we” to “I” can feel strange, maybe even selfish. But here’s the truth, mastering this skill isn’t about arrogance. It’s about making sure the interviewer knows what you bring to the table.I’ll always be grateful to my friend and colleague Steve Blackwell for helping me realise this. His advice pushed me to get comfortable with highlighting my own impact. This is something that never felt natural to me.<figure id="figure-ihukphxpym89aqprc"><img id="ihukphxpym89aqprc" src="https://media.gettyimages.com/id/625741228/photo/exchanging-ideas-in-the-boardroom.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=UkokKnTTfw7BfM5iwH0VpuBLeAfHOqgPItFGY3iQRCM=" alt="Exchanging ideas in the boardroom" title="Exchanging ideas in the boardroom" class="object-cover bg-gray-100 rounded-lg md:rounded-xl lg:rounded-2xl" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="undefined" data-positiony="undefined" data-fullwidth="false" data-mce-src="https://media.gettyimages.com/id/625741228/photo/exchanging-ideas-in-the-boardroom.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=UkokKnTTfw7BfM5iwH0VpuBLeAfHOqgPItFGY3iQRCM=" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure>Why Does It Feel Uncomfortable to Say ‘I’? For those of us working in FE, HE, HR, or L&amp;D, success is rarely a solo effort. Whether it's running a training programme, designing a curriculum or leading a project, we’re used to team achievements. It’s no wonder we struggle to step away from “we” when talking about our work.The DISA Behavioural Model (Erikson, 2017) helps explain why this shift is tricky for different people:<figure id="figure-rmsorobbysm89au9t9"><img id="rmsorobbysm89au9t9" src="https://cdn.durable.co/blocks/236rFybfTbF0W5oNZd7Vp1WuEFJ0V3ZhRB7L2OAzTETofuh9ejJsSoubhA9kKLgz.png" alt="" title="" class="object-cover bg-gray-100 rounded-lg md:rounded-xl lg:rounded-2xl" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="undefined" data-positiony="undefined" data-fullwidth="false" data-mce-src="https://cdn.durable.co/blocks/236rFybfTbF0W5oNZd7Vp1WuEFJ0V3ZhRB7L2OAzTETofuh9ejJsSoubhA9kKLgz.png" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure>Red (Dominant): Reds take credit easily but may forget to acknowledge others. Yellow (Influential): Yellows love storytelling and tend to say we because it feels more engaging. Green (Steady): Greens avoid the spotlight and feel awkward talking about their own successes. Blue (Analytical): Blues focus on details but can struggle to make their impact sound engaging. Understanding your own primary behavioural traits can help you work through that discomfort.<figure id="figure-efpikl0gdnm89avqh5"><img id="efpikl0gdnm89avqh5" src="https://media.gettyimages.com/id/1695977139/photo/human-brain-and-question-mark-concept.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=sUtQuWEWFXriDMjTLl5C1CFsCP1yYcXh28OvhSkvWis=" alt="Human brain and question mark concept" title="Human brain and question mark concept" class="object-cover bg-gray-100 rounded-lg md:rounded-xl lg:rounded-2xl" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="undefined" data-positiony="undefined" data-fullwidth="false" data-mce-src="https://media.gettyimages.com/id/1695977139/photo/human-brain-and-question-mark-concept.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=sUtQuWEWFXriDMjTLl5C1CFsCP1yYcXh28OvhSkvWis=" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure>Why Is This Especially Hard for Neurodiverse Individuals?If you have ADHD, like myself, this becomes even more tough. Our brains thrive on <a data-mce-href="https://www.psychologytoday.com/us/blog/child-development-central/202301/making-collaboration-work-with-adhd?msockid=30bca94c730c613c1e8cbc37720260c7" href="https://www.psychologytoday.com/us/blog/child-development-central/202301/making-collaboration-work-with-adhd?msockid=30bca94c730c613c1e8cbc37720260c7">collaboration</a>. We <a data-mce-href="https://www.additudemag.com/understanding-adhd-hyperfocus/" href="https://www.additudemag.com/understanding-adhd-hyperfocus/">hyperfocus</a> on the bigger picture, which means we often see success as a team effort rather than recognising our own role.Then there’s <a data-mce-href="https://www.simplypsychology.org/rejection-sensitivity-dysphoria-adhd.html" href="https://www.simplypsychology.org/rejection-sensitivity-dysphoria-adhd.html">rejection sensitivity</a>, which makes self promotion feel risky. 'Like we’re bragging' (Dodson, 2020). And let’s not forget memory challenges. Recalling exactly what we did as an individual can be hard when our brain naturally links events together in a non linear way (Barkley, 2019).That’s why preparation is key. Using a structure like STAR (Situation, Task, Action, Result) can help us feel more confident when describing our contributions.Why Does ‘I’ Matter in Interviews? Hiring managers need to know what you did, not just what the team achieved. If you only say we, they might wonder:<ul><li>Did you lead or just participate?</li><li>What skills do you personally bring?</li><li>Can you clearly explain your impact? </li></ul>Here’s an example of how a response can change:Interviewer: Tell me about a time you improved a training programme. Candidate (Green-leaning response): Well, as a team, we redesigned our onboarding, which made it more engaging. Interviewer: And what was your role? Candidate: I helped out with some of the changes. Now, let’s refine that answer:Candidate: I redesigned the onboarding materials and introduced interactive elements, which increased engagement by 25%. See the difference? The second version clearly highlights the candidate’s personal contribution.How to Get Better at Using ‘I’ Reframe Your Thinking – Saying I isn’t about taking all the credit. It’s about showing what you bring. Be Specific – Instead of we improved the process, say I led a process change that cut admin time by 30%. Use STAR – Structure your responses around Situation, Task, Action, and Result for clarity. Record Yourself – Notice how often you say we and swap in I where appropriate. Ask for Feedback – A mentor or coach can help you refine your responses. Final Thoughts&nbsp; Talking about your achievements can feel uncomfortable, but it’s not selfish, it’s smart. If you don’t own your success, who will?If, like me, you’ve had to unlearn the habit of always saying ‘we’, know that you’re not alone. It takes practice, but it’s worth it. And I’ll always be grateful to Steve for helping me recognise that.<figure id="figure-p5zlptnmcpm89b7odp"><img id="p5zlptnmcpm89b7odp" src="https://media.gettyimages.com/id/1166155119/photo/act-now-motivation-quote.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=g--STfCGD2QLa8SJoTed-vjIRVUimrNB8lHjLCYPeyY=" alt="Act Now,motivation quote" title="Act Now,motivation quote" class="object-cover bg-gray-100 rounded-lg md:rounded-xl lg:rounded-2xl" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="undefined" data-positiony="undefined" data-fullwidth="false" data-mce-src="https://media.gettyimages.com/id/1166155119/photo/act-now-motivation-quote.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=g--STfCGD2QLa8SJoTed-vjIRVUimrNB8lHjLCYPeyY=" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure>So, what’s your take? How do you balance confidence and humility in interviews? Let’s discuss!📢 #bmbyou #CareerSuccess #LDPerspectives #FE #HE #InterviewSkills #Neurodiversity&nbsp; References Barkley, R. A. (2019) Taking Charge of ADHD: The Complete, Authoritative Guide for Parents. New York: Guilford Publications.Dodson, W. (2020) ADHD: The Owner's Manual: How to Optimize the Brain to Improve Attention and Emotional Regulation. New York: Sterling Publishing.Erikson, T. (2017) Surrounded by Idiots: The Four Types of Human Behaviour. London: Vermilion.Salas, E., Reyes, D. L. and McDaniel, S. H. (2018) ‘The Science of Training and Development in Organizations: What Matters in Practice’, Psychological Science in the Public Interest, 13(2), pp. 74-101.

Why Saying ‘I’ Instead of ‘We’ in an Interview is a Skill You Must Master

<h2>Understanding Neurodiversity</h2>Neurodiversity refers to the natural variation in human brain functioning and behavioural traits. It encompasses conditions such as autism (ASD), ADHD, dyslexia and others (Deloitte, 2020). Recognising neurodiversity in educational settings is crucial, as it enables institutions to accommodate diverse learning needs and foster an inclusive environment that benefits all students.Traditional teaching methods may not always be effective for neurodiverse students, who often require tailored approaches to maximise their learning potential. This is where neurodiverse friendly coaching comes into play, providing personalised strategies that help these students thrive academically and socially.<figure id="figure-lwr769hkg3m7rws47p"><img id="lwr769hkg3m7rws47p" src="https://media.gettyimages.com/id/1695977139/photo/human-brain-and-question-mark-concept.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=sUtQuWEWFXriDMjTLl5C1CFsCP1yYcXh28OvhSkvWis=" alt="Human brain and question mark concept" title="Human brain and question mark concept" class="object-cover bg-gray-100 rounded-lg md:rounded-xl lg:rounded-2xl" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="undefined" data-positiony="undefined" data-fullwidth="false" data-mce-src="https://media.gettyimages.com/id/1695977139/photo/human-brain-and-question-mark-concept.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=sUtQuWEWFXriDMjTLl5C1CFsCP1yYcXh28OvhSkvWis=" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure><h3>The Importance of Neurodiverse-Friendly Coaching </h3>Neurodiverse friendly coaching acknowledges and supports the unique ways in which neurodiverse individuals learn and process information. Such coaching strategies can significantly enhance the educational experience by helping students feel understood and supported.Implementing neurodiverse friendly coaching ensures that all students have equal opportunities to succeed. This approach not only benefits neurodiverse students but also enriches the learning environment for their peers by promoting understanding and acceptance of differences. Schools that introduce neurodiversity training for staff see a 20% improvement in student wellbeing (British Journal of Special Education, 2023).<blockquote>"Neurodiversity is a competitive advantage. The world needs different kinds of minds to work together" — Dr. Temple Grandin</blockquote><figure id="figure-g5e2g35o0lm7rwsmvg"><img id="g5e2g35o0lm7rwsmvg" src="https://media.gettyimages.com/id/2155463108/photo/artificial-intelligence-machine-learning-natural-language-processing-data-technology.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=fXKyeBSxiUq0YPwYg_tkpsQlMNaX2rijYh-PYSy7dQo=" alt="Artificial Intelligence Machine Learning Natural Language Processing Data Technology" title="Artificial Intelligence Machine Learning Natural Language Processing Data Technology" class="object-cover bg-gray-100 rounded-lg md:rounded-xl lg:rounded-2xl" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="undefined" data-positiony="undefined" data-fullwidth="false" data-mce-src="https://media.gettyimages.com/id/2155463108/photo/artificial-intelligence-machine-learning-natural-language-processing-data-technology.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=fXKyeBSxiUq0YPwYg_tkpsQlMNaX2rijYh-PYSy7dQo=" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure><h3>Key Strategies for Neurodiverse-Friendly Coaching </h3>Effective neurodiverse friendly coaching involves several key strategies, including:<ul><li>Individualised Learning Plans: Tailoring strategies to accommodate the specific strengths and challenges of each student.</li><li>Flexible Teaching Methods: Using a variety of techniques to cater to different learning styles.</li><li>Emphasis on Strengths: Focusing on and leveraging the unique abilities of neurodiverse students.</li></ul>Incorporating the DISA Behavioural Model into coaching can further enhance support:Red (Dominant): Students with a dominant style thrive with clear goals and direct feedback."What is your top priority today, and how can we achieve it?" Yellow (Influential): Those with influential traits may benefit from creative and social approaches."How can we use your creativity to solve this challenge?" Green (Steadfast): Steadfast students often prefer a consistent, patient approach."What support do you need to feel comfortable moving forward?" Blue (Analytical): Analytical learners might engage best with structured, evidence-based methods."Would you like to break this task down into manageable steps?" <figure id="figure-ng5mbalw4km7rwt8jh"><img id="ng5mbalw4km7rwt8jh" src="https://media.gettyimages.com/id/875614148/photo/shes-a-great-teacher.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=oujOZiVBQnDtgwgNE0kJSxyc1r2mve2trwCR8-7aPs8=" alt="She's a great teacher" title="She's a great teacher" class="object-cover bg-gray-100 rounded-lg md:rounded-xl lg:rounded-2xl" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="undefined" data-positiony="undefined" data-fullwidth="false" data-mce-src="https://media.gettyimages.com/id/875614148/photo/shes-a-great-teacher.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=oujOZiVBQnDtgwgNE0kJSxyc1r2mve2trwCR8-7aPs8=" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure><h3>Benefits of Implementing Neurodiverse Friendly Practices</h3>The benefits of implementing neurodiverse friendly practices in educational institutions are significant:Reduced Stress and Anxiety: Tailored support helps neurodiverse students focus on their studies. Promotes Inclusivity: Creates a culture where all students feel valued and respected. Improved Academic Performance: When students receive the support they need, engagement and achievement increase. Higher Productivity: Organisations that adopt neurodiversity-friendly approaches can see productivity rise by up to 30% (CIPD, 2021). A real-world example of success is the University of Cambridge's Disability Resource Centre, which provides tailored support to enhance the academic journey of neurodiverse students.<h3>Training Educators for Neurodiverse-Friendly Coaching </h3>To effectively implement neurodiverse friendly coaching, educators need proper training. Programmes should focus on:Increasing Awareness: Understanding the diverse needs of neurodiverse students. Providing Tools and Resources: Equipping educators with practical strategies for effective coaching. Fostering Empathy and Patience: Ensuring educators can support students through challenges. When I worked with a young learner diagnosed with dyslexia (similar to myself), traditional teaching methods only heightened their frustration. Through neurodiverse friendly coaching, I focused on their strengths, using visual aids and storytelling techniques. Over time, not only did their grades improve, but their confidence soared. This is the power of personalised coaching.Educators who are well equipped to support neurodiverse students can make a significant difference in their academic journeys. Providing ongoing professional development ensures teachers and educators remain informed about the latest research and techniques in neurodiverse education.<h3>A Call to Action for Educational Institutions </h3>As educational institutions strive to create inclusive environments, embracing neurodiverse friendly coaching is a crucial step. By doing so, they not only support neurodiverse students but also enrich the entire educational community.It is essential for schools, colleges and universities to commit to understanding and implementing strategies that cater to the diverse needs of all learners. Through collaboration, continuous learning and dedication, educational institutions can lead the way in fostering an inclusive future for every student.How can your school or organisation become more inclusive of neurodiverse learners? Share your thoughts and strategies with us using #bmbyou!<h3>References</h3>British Journal of Special Education. (2023). Supporting Neurodiverse Learners in Education. [Online] Available at: www.britishjournalofspecialeducation.co.uk [Accessed 1 Mar. 2025]. CIPD. (2021). Neurodiversity in the Workplace: Improving Productivity and Inclusion. [Online] Available at: www.cipd.co.uk [Accessed 2 Mar. 2025]. Deloitte. (2020). Neurodiversity at Work: Embracing Different Thinkers. [Online] Available at: www.deloitte.com [Accessed 4 Feb. 2025].

Why Neurodiverse Friendly Coaching Matters (Education)

<h2>Understanding Emotional Intelligence</h2>Emotional intelligence (EI) is a critical skill for professional success, enabling individuals to recognise, understand and manage their own emotions while effectively engaging with the emotions of others (Goleman, 1995). Unlike Emotional Quotient (EQ), which is a measurable score of EI, emotional intelligence itself is a dynamic skill that can be developed and enhanced over time (Bradberry &amp; Greaves, 2009).In today's workplace, EI is a key differentiator between average and exceptional performance. Research by TalentSmart found that 90% of top performers possess high emotional intelligence, demonstrating its value in leadership, communication and collaboration (Bradberry &amp; Greaves, 2009). Harvard Business Review supports this, stating that EI accounts for nearly 90% of what sets high performers apart from peers with similar technical skills (Goleman, 1998).<figure id="figure-42fefozn4qm7gbo8a0" class=""><img id="42fefozn4qm7gbo8a0" src="https://media.gettyimages.com/id/2170090185/photo/emotional-intelligence.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=3vauOoxhdn4FbtVHkmGfobsdrrB1_2fE3wH0VaHO5kg=" alt="emotional intelligence" class="object-cover bg-gray-100" style="aspect-ratio: 16/9;" data-mce-src="https://media.gettyimages.com/id/2170090185/photo/emotional-intelligence.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=3vauOoxhdn4FbtVHkmGfobsdrrB1_2fE3wH0VaHO5kg=" data-mce-style="aspect-ratio: 16/9;"></figure><h3>The Four Components of Emotional Intelligence</h3>Emotional intelligence is composed of four primary components:&nbsp;<ol><li>Self Awareness</li><li>Self Regulation</li><li>Social Awareness</li><li>Relationship Management</li></ol>Self Awareness involves recognising your emotions and understanding their impact. Self Regulation is about managing your emotions in healthy ways. Social Awareness refers to the ability to understand the emotions of others.Relationship Management involves developing and maintaining good relationships (Goleman, 1995). Each of these elements plays a vital role in professional development and workplace success. Read on for more information.<h3>Self Awareness</h3>Self Awareness involves recognising your emotions and understanding their impact on your behaviour. According to Eurich (2018), only 10-15% of people are truly self aware, highlighting the need for regular self reflection and feedback from colleagues and mentors. Keeping a journal to track emotional patterns can also be a powerful tool in developing self awareness.<figure id="figure-fa1jxkvw5bm7gbo8a0"><img id="fa1jxkvw5bm7gbo8a0" src="https://media.gettyimages.com/id/79319861/photo/cowboy-and-horse.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=KhdL50b4XRh5Y2r74sKH1TcuiZr1nvIx0e8Am2b586o=" alt="self-awareness" class="object-cover bg-gray-100" style="aspect-ratio: 16/9;" data-mce-src="https://media.gettyimages.com/id/79319861/photo/cowboy-and-horse.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=KhdL50b4XRh5Y2r74sKH1TcuiZr1nvIx0e8Am2b586o=" data-mce-style="aspect-ratio: 16/9;"></figure>Once self awareness is established, self regulation becomes the next focus. <h3>Self Regulation</h3>Self regulation involves managing stress, staying calm under pressure, and responding thoughtfully rather than reactively. Goleman (2000) suggests that leaders with strong self regulation skills are 31% more effective in their roles. Techniques such as deep breathing, mindfulness and taking breaks during challenging situations (in Agile mindsets we avoid this, we use 'A chance to explore new solution') can significantly enhance self regulation.<h3>Social Awareness</h3>Social awareness is another critical aspect of emotional intelligence. It involves understanding the emotions of others and recognising social cues within the workplace. Empathy, active listening and being present in interactions can help improve social awareness. Research indicates that teams with high collective EI outperform low EI teams by 20%, demonstrating the organisational benefits of cultivating social awareness (Goleman, 2000).<h3>Relationship Management</h3>The final component of emotional intelligence is relationship management. Building and maintaining positive relationships in the workplace not only fosters collaboration but also enhances job satisfaction and productivity. Bradberry and Greaves (2009) emphasise that strong relationship management skills are closely linked to effective leadership and conflict resolution. By engaging in open and honest communication, showing appreciation for colleagues' efforts and addressing conflicts constructively, you can develop a strong network of professional support.<h3>The DISA Behavioural Model&nbsp;</h3>The DISA Behavioural Model aligns well with the principles of emotional intelligence. This model categorises behaviours into four primary behavioural traits: Dominant, Influencial, Steadfast and Analytical (Compliant) (Marston, 1928). Understanding your DISA style can provide valuable insights into managing your emotional responses and adapting your approach when interacting with others. For example, individuals with a primary trait of 'Influenial' can benefit from practising self regulation to avoid emotional burnout, while those with a primary trait of being 'Analytical' might focus on enhancing social awareness to connect more effectively with colleagues.Improving emotional intelligence is a continuous process. Regular self reflection, active listening and seeking feedback are essential steps in this journey. Participating in workshops or training focused on EI development and setting personal goals for emotional growth can also be highly effective. The journey to higher emotional intelligence involves consistent practice, patience and a willingness to learn from experiences.Are you ready to enhance your emotional intelligence and unlock new professional opportunities? Start today by reflecting on your EI skills, exploring your DISA behavioural style and setting concrete goals for growth. Share your experiences in the comments below. What strategies have helped you build emotional intelligence in your workplace?References Bradberry, T., &amp; Greaves, J. (2009). Emotional Intelligence 2.0. TalentSmart. Eurich, T. (2018). Insight: The Surprising Truth About How Others See Us, How We See Ourselves, and Why the Answers Matter More Than We Think. Currency. Goleman, D. (1995). Emotional Intelligence: Why It Can Matter More Than IQ. Bantam Books. Goleman, D. (1998). What Makes a Leader? Harvard Business Review. Goleman, D. (2000). Leadership That Gets Results. Harvard Business Review. Marston, W. M. (1928). Emotions of Normal People. Kegan Paul, Trench, Trubner &amp; Co.#EmotionalIntelligence #ProfessionalGrowth #LeadershipSkills #SelfAwareness #RelationshipManagement #SocialAwareness #SelfRegulation #DISABehaviouralModel #bmbyou

How to Cultivate Emotional Intelligence for Professional Growth

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bmbyou Ltd. is a behavioural coaching and learning facilitation business based in Craigavon, Northern Ireland. We specialise in delivering tailored workshops, coaching sessions, and assessments for educational institutions, businesses, and NGOs. Using evidence-based models like DISA (DISC), we empower individuals and teams to enhance communication, leadership, and collaboration.

Our services are inclusive and neurodiverse-friendly, designed to unlock potential and drive measurable growth. With a focus on personal and professional development, bmbyou Ltd. is committed to fostering transformation and success through innovative, customised solutions.

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Why Neurodiverse Friendly Coaching Matters (Education)

How to Cultivate Emotional Intelligence for Professional ...