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<span style="font-family: inherit; font-size: calc(16px * var(--body-fontSize, 1)); font-style: var(--body-fontStyle, normal); -webkit-text-size-adjust: 100%;" data-mce-style="font-family: inherit; font-size: calc(16px * var(--body-fontSize, 1)); font-style: var(--body-fontStyle, normal); -webkit-text-size-adjust: 100%;">Pedagogy, Andragogy &amp; Heutagogy<span style="font-family: inherit; font-size: calc(16px * var(--body-fontSize, 1)); font-style: var(--body-fontStyle, normal);" data-mce-style="font-family: inherit; font-size: calc(16px * var(--body-fontSize, 1)); font-style: var(--body-fontStyle, normal);"> , no matter how you pronounce them, this blog looks to <span style="font-family: inherit; font-size: calc(16px * var(--body-fontSize, 1)); font-style: var(--body-fontStyle, normal); -webkit-text-size-adjust: 100%;" data-mce-style="font-family: inherit; font-size: calc(16px * var(--body-fontSize, 1)); font-style: var(--body-fontStyle, normal); -webkit-text-size-adjust: 100%;">connect their principles with behaviour through the DISA Model at BMBYOU.At BMBYOU, we’re all about making learning personal. Whether I’m working 1:1 with a client, supporting a team’s development, or building a behavioural programme for an organisation, one thing stays true... how we learn is just as important as what we learn.That’s why it’s time we unpack three terms that often get thrown around but rarely land with clarity.Each describes a different stage in learning maturity. When you overlay them with the DISA Behavioural Model, you get a roadmap for designing learning that is both human and effective.Let’s make this easy to digest and easy to remember.<figure id="figure-t2x18hxo1amamocx1j"><img id="t2x18hxo1amamocx1j" src="https://media.gettyimages.com/id/2096525904/photo/female-primary-or-elementary-school-teacher-reads-story-to-multi-cultural-class-seated-in.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=X3sV3nD7LrOoceQTUE4HI04Bz32pErPDCb_pYWVVoMo=" alt="Female Primary Or Elementary School Teacher Reads Story To Multi-Cultural Class Seated In Classroom" title="Female Primary Or Elementary School Teacher Reads Story To Multi-Cultural Class Seated In Classroom" 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/2096525904/photo/female-primary-or-elementary-school-teacher-reads-story-to-multi-cultural-class-seated-in.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=X3sV3nD7LrOoceQTUE4HI04Bz32pErPDCb_pYWVVoMo=" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure>1. PedagogyPronounced: /ˈpeh·duh·go·jee/“Teaching children” – structured, directive learning<ul><li>Pedagogy comes from the Greek words paid (child) and agogos (leader). It is where most of us start: a teacher or trainer leads, the learner follows. Think timetables, rules, textbooks and tests.</li></ul>Key traits:- Teacher-centred - Fixed curriculum - External motivation (grades, gold stars, approval) - Best for foundational knowledgeDISA match:Perfect for Green (Steadfast) behavioural types who thrive with clarity, predictability and step-by-step guidance<figure id="figure-vw3ca7f2hemamodfpc"><img id="vw3ca7f2hemamodfpc" src="https://media.gettyimages.com/id/1783743772/photo/female-speaker-giving-a-presentation-during-business-seminar-at-convention-center.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=sbQxnDcfWsO_yGLYCiOLH5UDGbgbUEsPLSVUn2tWT7Q=" alt="Female speaker giving a presentation during business seminar at convention center." title="Female speaker giving a presentation during business seminar at convention center." 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/1783743772/photo/female-speaker-giving-a-presentation-during-business-seminar-at-convention-center.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=sbQxnDcfWsO_yGLYCiOLH5UDGbgbUEsPLSVUn2tWT7Q=" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure>2. AndragogyPronounced: /ˈan·druh·go·jee/“Teaching adults” – self-directed and practical learningCoined by Malcolm Knowles, andragogy recognises that adults are not empty vessels. They bring experience, expectations, and an urge to understand why they are learning. It is more coaching, less lecturing.Key traits:Learner-centred Experience-driven Problem-solving focus Relevance and real-life application matterDISA match:Ideal for both Yellow (Influential) and Blue (Analytical) styles.- Yellows love social, collaborative learning environments. - Blues need structure, logic, and deep understanding.<figure id="figure-j4l3cqho5nmamoe3v5"><img id="j4l3cqho5nmamoe3v5" src="https://media.gettyimages.com/id/1652838658/photo/self-directed-learning-or-education-concept-skills-improvement-and-personal-development.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=ctXS7F1FWfNyNgE_HPzEYUv1TXJVdt0uTcl3Ie0dkVU=" alt="Self-directed learning or education concept. Skills improvement and personal development concept. Study, e-learning, training, skill, online education,continuing education and knowledge. 3d render" title="Self-directed learning or education concept. Skills improvement and personal development concept. Study, e-learning, training, skill, online education,continuing education and knowledge. 3d render" 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/1652838658/photo/self-directed-learning-or-education-concept-skills-improvement-and-personal-development.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=ctXS7F1FWfNyNgE_HPzEYUv1TXJVdt0uTcl3Ie0dkVU=" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure>3. HeutagogyPronounced: /ˈhyoo·tuh·go·jee/ or /ˈyoo·tuh·go·jee/“Self-determined learning” – learning how to learnHeutagogy is the most learner empowered of the three. It is non linear, exploratory and built on capability, not just competence. Learners define the journey, choose the tools and reflect on their own progress.Sound familiar? It is the mindset behind MOOCs (Massive Open Online Courses). YouTube learning, AI tutors and the self-taught coder in your team.Key traits:Learner-led and autonomous Emphasis on reflection, curiosity, critical thinking Non-linear and exploratory Perfect for lifelong learning and rapidly changing environmentsDISA match:Tailored for Red (Dominant) behavioural styles who want to set their own pace, choose their challenge's and chase results on their terms.Remember It Like This: The P.A.H. LadderHere is your simple mental hook:Pedagogy – Push meAndragogy – Partner with meHeutagogy – Let me leadEach step builds on the last. As learners mature, and as behaviour shifts, we move from instruction to collaboration to independence.Why It Matters (Especially Now)If you’re in Learning and Development, training, coaching, or leadership, this is not just theory. It is strategy.When you understand how people learn and how they behave, you design learning that lands, lasts and leads to change.At BMBYOU, this is how we work:We use the DISA Model to understand behavioural styles: Red = DominantYellow = InfluentialGreen = SteadfastBlue = Analytical We then align the learning approach: pedagogical, andragogical, or heutagogical and we tailor the pace, tone and tools based on behavioural insightWhether you are rolling out a leadership programme, training future coaches or building culture, this model brings your L&amp;D to life.Personal Note: We All Start SomewhereWhen I first began my formal teaching journey through the First Steps to Teaching and the PGCertHEP at Ulster University, I will be honest. If it were not for Ruth Mercer, my supervisor, I would have been completely tongue-tied and confused at every essay, every hurdle and every reflective prompt. Ruth had this brilliant way of knowing when to offer structure (a bit of pedagogy), when to let me explore and own the process (a healthy dose of andragogy), and when to challenge me to think for myself (definitely heutagogy in action). Looking back, it wasn’t just academic learning. It was behaviourally aligned learning, and that made all the difference.Your Next Step: Let’s Build Smarter Learning TogetherIf you’re ready to:Move beyond one-size-fits-all training Design learning that adapts to both mindset and behaviour Create a culture where people actually want to learnThen let’s talk.Visit <a data-mce-href="http://www.bmbyou.com" href="http://www.bmbyou.com">www.bmbyou.com</a>Or message me directly. Whether you’re curious, coaching, or ready to co-create something transformational.Because better learning starts with understanding. And understanding starts with behaviour.

The Learning Ladder Every L&D Leader Should Climb

Delegation is one of the most important skills a leader can develop. However, many leaders struggle with it believe it or not! They either holding onto tasks too tightly or feeling like it’s just too much effort to delegate properly. The reality is, delegation shouldn’t be a daunting task, it should be a natural part of your leadership style.When done right, delegation can make you a more effective leader by giving your team the space to grow, reducing your own workload and allowing you to focus on what truly matters. In this blog, we’ll explore how to delegate without trying, using smart strategies that make the process seamless and even effortless. <figure id="figure-q93oajypc5ma9uxjqs"><img id="q93oajypc5ma9uxjqs" src="https://cdn.durable.co/blocks/34fbG9262iLfKGyu7JVLopp0jcj7bENXjKAawKxTqnCCnR3qtvrObRpXgOSgYiUG.png" alt="" title="" class="object-cover bg-gray-100 rounded-lg md:rounded-xl lg:rounded-2xl" style="aspect-ratio: 16/9; object-position: undefined undefined;" 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/34fbG9262iLfKGyu7JVLopp0jcj7bENXjKAawKxTqnCCnR3qtvrObRpXgOSgYiUG.png" data-mce-style="aspect-ratio: 16/9; object-position: undefined undefined;"></figure>As a leader, you are responsible for driving your team towards success. However, effective leadership isn’t about doing everything yourself—it’s about empowering your team and letting them shine. This post is for leaders who want to delegate effectively, without micromanaging, and without the stress of trying to control every task.&nbsp; <figure id="figure-1d6ow5uvy4ma9uzzi8"><img id="1d6ow5uvy4ma9uzzi8" src="https://cdn.durable.co/blocks/35PitEKzJkYbNX2aGFMoyJRIxqjtIwdcplE8Z6yiSnKfEUqw3Sjssv67qHOK1qHv.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/35PitEKzJkYbNX2aGFMoyJRIxqjtIwdcplE8Z6yiSnKfEUqw3Sjssv67qHOK1qHv.png" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure> Delegation is the process of entrusting tasks or responsibilities to others on your team. It’s not just about passing off work, it’s about empowering your team to take ownership, grow and contribute to the larger goals of the organisation. When you delegate without trying too hard, you make it effortless, which allows you to focus on leading with vision, not fear.&nbsp; <figure id="figure-zzh1ksyva9ma9v0dtg"><img id="zzh1ksyva9ma9v0dtg" src="https://cdn.durable.co/blocks/3aREQsUndCpLvhnwH6Fn97S922Jn5jsPq9tEPZJHnRxSVwu9ebvVVKWnWp1guJ0v.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/3aREQsUndCpLvhnwH6Fn97S922Jn5jsPq9tEPZJHnRxSVwu9ebvVVKWnWp1guJ0v.png" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure> Start delegating today. If you’ve been holding onto tasks that can be managed by others, now is the time to pass them on. Delegation is a continuous process that, when implemented regularly, will make a significant impact on your productivity, the growth of your team and your leadership effectiveness. Don’t wait for the perfect moment. Delegate now and make it a habit.&nbsp; <figure id="figure-k47swvak1ma9v0o7g"><img id="k47swvak1ma9v0o7g" src="https://cdn.durable.co/blocks/37l2nu4cYOhXXJO6lv5zHGr3BI7p5S7ld6BagEDuU13he5t7Ae6mu9dfBFQ0O5Nh.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/37l2nu4cYOhXXJO6lv5zHGr3BI7p5S7ld6BagEDuU13he5t7Ae6mu9dfBFQ0O5Nh.png" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure> Delegation can happen anywhere within your team or organisation. Whether you're working remotely or in a physical office, delegation can be implemented in meetings, via email, or through project management tools. The key is that it’s not confined to one location, it’s a mindset and process that works across any environment.&nbsp; <figure id="figure-fap00jik6qma9v0yzj"><img id="fap00jik6qma9v0yzj" src="https://cdn.durable.co/blocks/389I8kyqx6w6sA4xjDmImbdeTfvMW0BzK78XRVkbpCe02egRZqjInccdqBMEXsEb.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/389I8kyqx6w6sA4xjDmImbdeTfvMW0BzK78XRVkbpCe02egRZqjInccdqBMEXsEb.png" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure> Why should you delegate? The benefits are numerous:🚀 Improved efficiency: Frees up your time to focus on strategic decisions.&nbsp; 🎯 Team development: Empowers your team members, helping them grow and build new skills. 💡 Increased creativity: Delegation sparks fresh ideas and solutions.&nbsp; ⚖️ Workload balance: Prevents burnout by distributing tasks evenly.&nbsp; &nbsp;⭐ Clear leadership: Lets you focus on leading with vision, not micromanaging. By delegating effectively, you give your team the chance to thrive while you focus on the bigger picture.<figure id="figure-j6tq0gzn0bma9v1dc5"><img id="j6tq0gzn0bma9v1dc5" src="https://cdn.durable.co/blocks/3b4ko2D5Po4hTVpyonJODouPamnqDqMROyKIqPThnVs7Ve26oHaj5qLe3oYGqfsE.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/3b4ko2D5Po4hTVpyonJODouPamnqDqMROyKIqPThnVs7Ve26oHaj5qLe3oYGqfsE.png" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure>How to Delegate Without Trying: Follow the D-E-L-E-G-A-T-E Method to make delegation effortless:D - Define: Be clear about what the task is and what is expected. E - Establish: Set clear expectations and deadlines. L - List: Provide necessary resources or tools to help complete the task. E - Empower: Give your team the authority to make decisions on the task. G - Guide: Offer support and feedback when necessary, but avoid hovering. A - Assess: Check progress periodically without micromanaging. T - Thank: Show appreciation for your team’s efforts. E - Evaluate: Reflect on the task completion and any improvements that can be made. &nbsp; <h2>Delegation Tips for Different DISA Behavioural Types </h2><figure id="figure-6dckq8mrxbma9v2su5"><img id="6dckq8mrxbma9v2su5" 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: 40% 40%;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="40%" data-positiony="40%" data-fullwidth="false" data-mce-src="https://cdn.durable.co/blocks/33JvkSZpVtkxpwLh0WjixSlfGumHM0KcK3w83asW4rHCe2tKVuxMensu99Stfrz7.png" data-mce-style="aspect-ratio: 16/9; object-position: 40% 40%;"></figure>Red-Dominant (Leaders, Results-Oriented)Delegation Tip: Give them high-level goals with clear deadlines. They thrive on results and autonomy. Allow them to take ownership of tasks but avoid micromanaging. Red-Dominants appreciate challenges, so delegate responsibilities that are aligned with their drive to succeed. <figure id="figure-zg2q8uotvhma9v3yhs"><img id="zg2q8uotvhma9v3yhs" 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>Yellow-Influential (People-Oriented, Enthusiastic)Delegation Tip: When delegating to a Yellow, ensure that the task aligns with their passions or interests. They enjoy working with people and thrive on relationships. Be enthusiastic when you delegate and make sure they feel like they’re part of something exciting. They might need some guidance but will perform well with encouragement. <figure id="figure-2f5wtme1bsma9v50nt"><img id="2f5wtme1bsma9v50nt" 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>Green-Steadfast (Supportive, Team-Oriented)Delegation Tip: Green types prefer harmony and consistency, so delegate tasks that involve collaboration. They’re likely to appreciate clear expectations and consistent feedback. Provide them with a supportive environment where they can work comfortably with others. Acknowledge their efforts frequently and ensure they feel valued in the team. <figure id="figure-xodw5hxmxpma9v5nk9"><img id="xodw5hxmxpma9v5nk9" 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>Blue-Analytical (Data-Oriented, Detail-Focused)Delegation Tip: Blue types appreciate well-defined instructions and clear processes. When delegating, give them detailed guidelines and allow them to plan out their approach. They thrive on accuracy, so make sure they have all the information they need. Give them time to analyse and assess the task before jumping in. &nbsp; <h2>Take Action: </h2><h3>Where do you start? Look at your to-do list today. What’s one thing you can delegate to someone else? Start small, but do it consistently. When you make delegation a habit, it becomes effortless.</h3>The best leaders don’t micromanage. They:<ul><li>Guide</li><li>Coach</li><li>Empower &nbsp; Stop trying to do it all yourself. Delegate without trying and watch your team flourish.</li></ul>&nbsp; #Leadership #Delegation #EffortlessLeadership #Empowerment #Micromanagement

How to Delegate Without Trying

Let’s be honest, we are in a whirlwind business world, if you’re not adapting, you’re lagging. Gone are the days when slapping on a few new KPIs and chucking people into “resilience” training cut the mustard. The smart money? It’s on behaviour, the real, gritty kind that shows up under pressure, in meetings and in how teams actually work together.<figure id="figure-qpvtbj1ldkm9302x57"><img id="qpvtbj1ldkm9302x57" src="https://media.gettyimages.com/id/186687196/photo/antique-compass-with-clipping-path.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=mTb1CgtUJdX9doglaj49qWGbPXSxYxkgZJcvVvk7c2s=" alt="Antique Compass With Clipping Path" title="Antique Compass With Clipping Path" 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/186687196/photo/antique-compass-with-clipping-path.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=mTb1CgtUJdX9doglaj49qWGbPXSxYxkgZJcvVvk7c2s=" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure><h3>Behavioural Coaching: What It Is (and What It’s Not)</h3>Behavioural coaching isn’t about fixing broken people or handing out motivational quotes like Easter treats. It’s a focused, practical process aimed at helping individuals recognise and shift unhelpful behaviours that get in the way of great performance.Unlike traditional coaching; which can sometimes feel like a softly-softly chat about goals and dreams, behavioural coaching gets specific. We’re talking about pinpointing how someone shows up in a team, what triggers them and how those micro moments ripple out across the business.<figure id="figure-09nogr7entm93064vp"><img id="09nogr7entm93064vp" src="https://media.gettyimages.com/id/613336164/photo/mind-map.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=Uy5aGZTRj7PWNLjM9J1qIq_9nwueZVds1Atm-zO8PqM=" alt="Mind Map" title="Mind Map" 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/613336164/photo/mind-map.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=Uy5aGZTRj7PWNLjM9J1qIq_9nwueZVds1Atm-zO8PqM=" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure><h3>The Psychological Nitty-Gritty</h3>This isn’t fluff. It’s grounded in behavioural science and psychology. Coaches work with individuals to unpack those sneaky habits, cognitive biases and unspoken assumptions that hold people back. Using feedback, behavioural tasks and insight driven nudges, the aim is to rewire old habits and build new ones that actually serve the business (and the human).Research shows that coaching grounded in behavioural science has tangible outcomes, including increased productivity, better emotional regulation and improved decision making (Grant, 2017).<img id="szb0z1jvym930ai2l" src="https://media.gettyimages.com/id/497115577/photo/reaching-out-to-myself.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=we8W5HeGb1TQIvvwTmq1jI0XMb2wssVXdvmbQaHHBi0=" alt="Reaching out to myself..." title="Reaching out to myself..." 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/497115577/photo/reaching-out-to-myself.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=we8W5HeGb1TQIvvwTmq1jI0XMb2wssVXdvmbQaHHBi0=" data-mce-style="aspect-ratio: 16/9; object-position: center center;"><h2>Why It Works</h2>Let’s face it, awareness is the currency of change. Behavioural coaching drives self-awareness like nothing else. Once people see their own behavioural blind spots, whether it’s a ‘Red - Dominant’ bulldozing style or a ‘Blue - Analytical’ paralysis-by-analysis,they’re far more likely to take ownership and do something about it.For teams, this is gold dust. Understanding that one person’s ‘Yellow - Influential’ enthusiasm might overwhelm another’s ‘Green - Steadfast’ need for stability? That’s when communication actually starts working. Collaboration becomes smoother. Conflict drops. And the WhatsApp group stops being passive-aggressive.<figure id="figure-iuek6tfdc6m930c8ah"><img id="iuek6tfdc6m930c8ah" src="https://media.gettyimages.com/id/1358701122/photo/portrait-of-a-young-businesswoman-standing-in-an-office-while-her-colleagues-have-a-meeting.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=-LY1Y2qBVVu2J0W05v7RDb8RHuon6DLoOZC14cUjpdI=" alt="Portrait of a young businesswoman standing in an office while her colleagues have a meeting in the background" title="Portrait of a young businesswoman standing in an office while her colleagues have a meeting in the background" 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/1358701122/photo/portrait-of-a-young-businesswoman-standing-in-an-office-while-her-colleagues-have-a-meeting.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=-LY1Y2qBVVu2J0W05v7RDb8RHuon6DLoOZC14cUjpdI=" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure><h3>Leaders, Listen Up</h3>Leadership isn’t about having the loudest voice in the room — it’s about behavioural agility. Coaching helps leaders tune into their own behavioural patterns and recognise what their teams need. A leader who knows when to dial up the ‘Red - Dominant’ urgency and when to lean into ‘Green - Steadfast’ calm? That’s someone people want to follow.Emotional intelligence skyrockets. Empathy gets sharper. And suddenly, you’ve got a leadership style that’s not just effective — it’s human.<figure id="figure-zyefyintxm8iwketm"><img id="zyefyintxm8iwketm" src="https://media.gettyimages.com/id/1269649481/photo/change-unhappy-happy-marketing-customer.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=rp30ZO_-rq1y_PNqQbmeOLm2uZ-wNVaozNlzB8AD1so=" alt="Change unhappy happy marketing customer" title="Change unhappy happy marketing customer" 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="null" data-positiony="null" data-fullwidth="false" data-mce-src="https://media.gettyimages.com/id/1269649481/photo/change-unhappy-happy-marketing-customer.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=rp30ZO_-rq1y_PNqQbmeOLm2uZ-wNVaozNlzB8AD1so=" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure><h2>Proving It Works</h2>If it doesn’t deliver results, it’s just a nice chat. So how do we measure behavioural coaching? Look to the metrics: increases in performance KPIs, improved team engagement scores, reduced turnover; they’re all indicators that something’s shifting (Jones et al., 2016).Don’t forget <a data-mce-href="https://getthematic.com/insights/qualitative-feedback-examples/#:~:text=Qualitative%20feedback%20refers%20to%20insights,which%20is%20statistical%20in%20nature." href="https://getthematic.com/insights/qualitative-feedback-examples/#:~:text=Qualitative%20feedback%20refers%20to%20insights,which%20is%20statistical%20in%20nature.">qualitative feedback</a>. Employees will often tell you straight if something’s helped or if it was just another tick-box exercise. Use their voices to shape coaching programmes that keep evolving.<h3>Looking Ahead</h3>In a world where hybrid working is the norm and digital fatigue is real, behavioural coaching offers a refreshingly human edge. It’s future proof because it focuses on the one thing that never stops mattering: how people behave ; under pressure, in teams and across change.The businesses investing in this now? They’ll be the ones with resilient cultures, adaptable teams and leaders who aren’t just technically brilliant, they’re behaviourally wise.<h3>Final Thoughts </h3>The truth is, culture and performance aren’t created in boardrooms. They’re built behaviour by behaviour, day by day.Behavioural coaching doesn’t just change people. It changes what’s possible for your business.Ready to get real about behaviour? Visit 👉 www.bmbyou.com and let’s talk about how behavioural coaching can unlock your team’s potential.&nbsp;#Hashtags #BehaviouralCoaching #DISAModel #LeadershipDevelopment #TeamPerformance #WorkplaceCulture #BusinessPsychology #bmbyou

Understanding the Impact of Behavioural Coaching on Business Success

Let’s not mince words, the modern workplace still has a <a data-mce-href="https://www.medicalnewstoday.com/articles/what-does-neurotypical-mean" href="https://www.medicalnewstoday.com/articles/what-does-neurotypical-mean">neurotypical</a> default setting. From performance reviews to brainstorming sessions, we reward certain behaviours and overlook others. If your team feels like a meeting of clones, you’re probably missing the untapped goldmine of neurodiverse thinking.But here’s the kicker! Neurodiverse teams don’t just deserve inclusion, they deliver results. We’re talking sharper innovation, deeper problem solving and more creative conflict resolution (CIPD, 2021). The catch? It only works when leaders actually lead inclusively.So, how do we get there? Spoiler! It’s not about token policies or slapping a rainbow on the Jira channel. It’s about behavioural intelligence, practical flexibility and the courage to do things differently.<h2><img id="8evyrrbxfgm8n6vxt4" class="object-cover bg-gray-100" style="font-family: var(--body-fontFamily); font-size: calc(16px * var(--body-fontSize, 1)); font-style: var(--body-fontStyle, normal); font-weight: var(--body-fontWeight, 400); aspect-ratio: 16 / 9;" src="https://media.gettyimages.com/id/1098421344/photo/teenager-office-intern.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=n9AOFmRFBOhQfRzlrfLj1jTBtpukPHBkH-P_CPn_nNk=" alt="neurodiversity workplace" data-mce-src="https://media.gettyimages.com/id/1098421344/photo/teenager-office-intern.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=n9AOFmRFBOhQfRzlrfLj1jTBtpukPHBkH-P_CPn_nNk=" data-mce-style="aspect-ratio: 16/9;"></h2><h3>Understanding Neurodiversity: Not a Buzzword, a Brain Truth </h3>Neurodiversity includes conditions like autism (ASD), ADHD, dyslexia, dyspraxia, Tourette Syndrom (TS), not as disorders to be ‘fixed’, but as natural variations in how brains work. It’s the behavioural equivalent of different operating systems. Some folks are Windows 11, some are macOS Ventura and a few are still crushing it on Linux.The big behavioural insight? Neurodiverse individuals may flex across all four colours, but often bring exceptional value in non typical expressions of 'Red - Dominant' focus, 'Yellow - Influential' creativity, 'Green - Steadfast' dependability, or 'Blue - Analytical' precision. Problem is, the workplace often misreads or undervalues those signals.Inclusive leadership starts with not mistaking difference for deficiency.<figure id="figure-vlp7vatrlgm9318k7o"><img id="vlp7vatrlgm9318k7o" src="https://media.gettyimages.com/id/1317321261/photo/group-mental-health-counselling.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=MZzK9AdjX7_cDrUrJ9RcxBhgJ0G1Ym5uggSABoG6ml0=" alt="Group mental health counselling" title="Group mental health counselling" 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/1317321261/photo/group-mental-health-counselling.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=MZzK9AdjX7_cDrUrJ9RcxBhgJ0G1Ym5uggSABoG6ml0=" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure><h3>Make It Work: Crafting Environments That Support Everyone</h3>Think flexibility. No, not the yoga kind, the behavioural kind. Inclusive leaders reconfigure the playing field so everyone can play well.Flexible work hours: ADHDers might thrive with deep-focus sprints outside the 9–5 grind. Remote options: Autistic employees may do their best work without the social drain of open-plan chatter. Quiet zones &amp; sensory breaks: A simple room with dim lighting and silence can be the difference between burnout and brilliance. And let’s bin the “one-size-fits-all” onboarding. Tailor the first 90 days with input from the person, not a template. Let them tell you what helps them succeed — then listen and adapt.<figure id="figure-15q59jy9lm8n6vxt4"><img id="15q59jy9lm8n6vxt4" src="https://media.gettyimages.com/id/2079538722/photo/abstract-tangled-wires.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=xnZfXajk5DBxS5txjdFI2rKIAFAwaFULW51AFU__wIY=" alt="Abstract tangled wires" title="Abstract tangled wires" 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="null" data-positiony="null" data-fullwidth="false" data-mce-src="https://media.gettyimages.com/id/2079538722/photo/abstract-tangled-wires.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=xnZfXajk5DBxS5txjdFI2rKIAFAwaFULW51AFU__wIY=" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure><h2>Speak My Language: Communication That Actually Lands</h2>Here’s the thing, we all think we’re good communicators. But neurodiverse teams will quickly expose any fuzzy, vague or passive-aggressive nonsense.Get specific! Get visual! Get structured!<ul><li>Use written follow-ups to verbal instructions.</li><li>Break info into chunks, not essays.</li><li>Avoid “just a quick chat” meetings by providing an agenda and stick to it.</li><li>Multiple channels, please: verbal, written, visual. Let them pick what works. </li></ul>And most crucially? Create psychological safety where people can say, “I didn’t get that, can you explain it differently?” without fear of looking slow.<figure id="figure-75twaaih2sm931eub9"><img id="75twaaih2sm931eub9" src="https://media.gettyimages.com/id/1750270711/photo/modern-smart-agricultural-greenhouse.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=5qWw8RXqFyWccWdJmglWTT4iAwt_zJGu452_sWxzkDo=" alt="Modern Smart Agricultural Greenhouse" title="Modern Smart Agricultural Greenhouse" 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/1750270711/photo/modern-smart-agricultural-greenhouse.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=5qWw8RXqFyWccWdJmglWTT4iAwt_zJGu452_sWxzkDo=" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure><h3>Personalised Development: Strengths Over Stereotypes</h3>oo many L&amp;D programmes focus on ‘fixing’ behaviour — smoothing out what makes people different. But neurodiverse brilliance often lies in those very jagged edges.Ditch the cookie-cutter. Instead:Map behavioural strengths to real-world challenges. Create development plans based on individual energy zones (e.g. Blue - Analytical thinkers might prefer deep-dive problem-solving over team facilitation). Offer mentorship, not micromanagement. Neurodiverse talent often thrives with guidance that’s consistent but non-patronising. And don’t forget regular check-ins — not performance interrogations, but behaviour-based coaching. Ask: What’s working? What’s draining? Where do you shine?<figure id="figure-lobtr8zmlgm8n6vxt4"><img id="lobtr8zmlgm8n6vxt4" src="https://media.gettyimages.com/id/1171763778/photo/senior-adult-playing-wodden-brick-game.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=5Ug32F0c74p-5ISXF1btfp_KWnW5_SyBZ05zwYnJFb4=" alt="Senior adult playing wodden brick game" title="Senior adult playing wodden brick game" 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="null" data-positiony="null" data-fullwidth="false" data-mce-src="https://media.gettyimages.com/id/1171763778/photo/senior-adult-playing-wodden-brick-game.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=5Ug32F0c74p-5ISXF1btfp_KWnW5_SyBZ05zwYnJFb4=" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure><h2>Collaboration Without Conformity</h2>Neurodiverse teams often shine brightest when collaborating across behavioural differences, but only if they’re not forced to mimic each other.Here’s the move: engineer purposeful collaboration.<ul><li>Build project teams based on complementary behavioural traits e.g. a 'Red - Dominant' decision-maker, a 'Blue - Analytical' planner, a 'Green - Steadfast' organiser, and a 'Yellow - Influential' ideator.</li><li>Rotate roles to stretch comfort zones without snapping them.</li><li>Explicitly discuss team norms, not just assume them. What does ‘collaboration’ look like for each person? </li></ul>Done right, you’ll unlock the kind of creative tension that sparks breakthroughs.<figure id="figure-kbaxipsvbm931k8bj"><img id="kbaxipsvbm931k8bj" src="https://media.gettyimages.com/id/2201793984/photo/geometric-balance-concept-with-spheres-and-pyramid.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=MhhlVUpxOfj_YdbSlRgOqXcWKYYRHT6J1JnldYdROGM=" alt="Geometric Balance Concept with Spheres and Pyramid" title="Geometric Balance Concept with Spheres and Pyramid" 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/2201793984/photo/geometric-balance-concept-with-spheres-and-pyramid.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=MhhlVUpxOfj_YdbSlRgOqXcWKYYRHT6J1JnldYdROGM=" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure><h3>Policies That Actually Mean Something</h3>Don’t just stick “neurodiversity” in your EDI policy or training course and call it a day. Policies should protect and enable.<ul><li>Offer assistive tech allowance, noise-cancelling headphones, screen readers, focus tools.</li><li>Create clear pathways to reasonable adjustments, without needing to jump through HR hoops like a circus poodle.</li><li>Train managers not in legal compliance, but in behavioural empathy. </li></ul>Policies are culture, written down. If your policies don’t reflect how you actually treat people — they’re just wallpaper.<figure id="figure-bin2imfwecm931o1vs"><img id="bin2imfwecm931o1vs" src="https://media.gettyimages.com/id/1906916439/photo/3d-compass-with-arrows-blocks.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=t-rruWCLjIwl0YQa37_B6sMjR2igeFMgAr7qmeE6580=" alt="3D Compass with Arrows Blocks" title="3D Compass with Arrows Blocks" 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/1906916439/photo/3d-compass-with-arrows-blocks.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=t-rruWCLjIwl0YQa37_B6sMjR2igeFMgAr7qmeE6580=" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure><h3>Leadership that Doesn’t Just Talk Inclusion, It Lives It</h3>The best inclusive leaders don’t claim to be experts, they get curious, stay coachable, and role-model the behaviour they want to see.&nbsp; (SHout out to Claire &amp; Angela)That means:<ul><li>Owning your blind spots.</li><li>Adapting without ego.</li><li>Calling in difference, not calling it out. </li></ul>If you lead with authenticity, humility and practical behavioural intelligence, your neurodiverse team won’t just survive, they’ll thrive, innovate, and probably outpace the rest of your organisation.<h3>Final Word </h3>Empowering neurodiverse teams isn’t charity, it’s smart leadership. And it’s not about changing people to fit your systems, it’s about changing systems to fit your people.Start small. Start now. And start by visiting: <a data-mce-href="http://www.bmbyou.com" href="http://www.bmbyou.com">www.bmbyou.com, </a>where behaviour meets bold leadership.#Hashtags #NeurodiversityAtWork #BehaviouralLeadership #InclusiveLeadership #DISAmodel #WorkplaceInclusion #LeadershipDevelopment #bmbyou

Empowering Neurodiverse Teams: Strategies for Inclusive Leadership

<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

bmbyou Ltd.

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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