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<h2>Unlocking the Power of Leadership Coaching</h2>Leadership coaching is becoming an increasingly popular tool for businesses in Northern Ireland, as organisations strive to cultivate strong, effective leaders who can elevate their teams to new heights. Whether you're a small business or a multinational corporation, the right leadership coaching can make a significant difference in achieving your business goals.By investing in leadership development, companies can foster a culture of continuous improvement and innovation. Leadership coaching focuses on enhancing the skills and capabilities of individuals, allowing them to manage teams more effectively and drive organisational success.<figure id="figure-sjx4ak9uxpm77r04zt"><img id="sjx4ak9uxpm77r04zt" src="https://media.gettyimages.com/id/1324176572/photo/shot-of-a-young-businesswoman-writing-on-a-board-at-the-office.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=XapyLQNcLrAhdXxQ3H-90BVYZa80FCd1IUI5_aBlvac=" alt="leadership coaching" class="object-cover bg-gray-100" style="aspect-ratio: 16/9;" data-mce-src="https://media.gettyimages.com/id/1324176572/photo/shot-of-a-young-businesswoman-writing-on-a-board-at-the-office.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=XapyLQNcLrAhdXxQ3H-90BVYZa80FCd1IUI5_aBlvac=" data-mce-style="aspect-ratio: 16/9;"></figure><h3>The Benefits of Leadership Coaching</h3>Engaging in leadership coaching offers numerous benefits for both individuals and organisations. Here are some of the key advantages:<ul><li>Improved Communication: Coaching enhances leaders' communication skills, enabling them to convey their vision clearly and inspire their teams.</li><li>Increased Self Awareness: Leaders gain insights into their strengths and areas for development, leading to more informed decision making.</li><li>Enhanced Problem Solving: Coaching encourages leaders to think critically and approach challenges with a strategic mindset.</li></ul><h3>Finding the Right Coach in Northern Ireland</h3>Choosing the right leadership coach is crucial to maximising the potential of your team. In Northern Ireland, there are numerous qualified coaches with diverse backgrounds and expertise. It's important to select a coach who aligns with your organisation's values and objectives.When considering potential coaches, look for those with proven experience in your industry and a track record of successful client engagements. A good coach will tailor their approach to meet the unique needs of your business, ensuring that you receive the most relevant guidance and support.<figure id="figure-extsul5mam77r04zu"><img id="extsul5mam77r04zu" src="https://media.gettyimages.com/id/1322304048/photo/shot-of-a-businessman-giving-a-presentation-during-a-business-meeting.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=jTW4kRRTqzsENRJXAhDWiOaFdKF1KKh5mpeGXQg6YNg=" alt="business coaching" class="object-cover bg-gray-100" style="aspect-ratio: 16/9;" data-mce-src="https://media.gettyimages.com/id/1322304048/photo/shot-of-a-businessman-giving-a-presentation-during-a-business-meeting.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=jTW4kRRTqzsENRJXAhDWiOaFdKF1KKh5mpeGXQg6YNg=" data-mce-style="aspect-ratio: 16/9;"></figure><h3>Implementing Leadership Coaching in Your Organisation</h3>Once you've selected a coach, it's time to implement a structured coaching program. This process typically involves setting clear goals, identifying key performance indicators and scheduling regular sessions for ongoing development.Leadership coaching is not a one time event but rather an ongoing process that requires commitment from both the coach and the participants. Consistency is key to achieving lasting results as regular sessions allow for continuous feedback and adjustment.<h3>Measuring Success</h3>To evaluate the effectiveness of leadership coaching, it's essential to establish metrics for success. Consider using tools such as employee satisfaction surveys, productivity reports and performance reviews to gauge improvements over time.By measuring the impact of leadership coaching, businesses can identify areas for further growth and ensure that their investment yields tangible results. This data driven approach not only validates the coaching process but also helps refine future strategies.<figure id="figure-sc0nw93cm77r04zu"><img id="sc0nw93cm77r04zu" src="https://media.gettyimages.com/id/1840366759/photo/leadership-concept-with-paper-boats.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=QQmsouMwI4JojdXmmOdSrP229he_1vCfrvwDuUmHkKM=" alt="team success" class="object-cover bg-gray-100" style="aspect-ratio: 16/9;" data-mce-src="https://media.gettyimages.com/id/1840366759/photo/leadership-concept-with-paper-boats.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=QQmsouMwI4JojdXmmOdSrP229he_1vCfrvwDuUmHkKM=" data-mce-style="aspect-ratio: 16/9;"></figure><h3>The Future of Leadership Development</h3>As the business landscape continues to evolve, so too will the demands placed on leaders. By embracing leadership coaching, Northern Irish businesses can stay ahead of the curve and adapt to changing market conditions with agility and confidence.Investing in leadership development is an investment in your company's future. By empowering leaders with the skills they need to succeed, you can create a thriving organisation that is well equipped to tackle any challenge that comes its way.

Leadership Coaching in Northern Ireland: Elevate Your Team's Potential

For years, project management (PM) in Learning and Development (L&amp;D) followed rigid structures. Have you heard of or do you remember, 'linear plans', 'detailed documentation' and 'controlled execution cycles'. PRINCE2 (Projects IN Controlled Environments), a widely recognised methodology, provided a structured framework ensuring risk management, governance and accountability (AXELOS, 2017). However, as organisations shift towards Agile mindsets, the L&amp;D landscape demands a more flexible, iterative (another term for frequentative) approach that fits modern business needs.I’ve been aware of Agile thinking for years and have worked within organisations that would totally benefit from such a mindset, but many have resisted change. Now, looking at how lost some businesses are in the face of rapid digital transformation and evolving learner needs, it’s clear that those failing to adapt will be left behind.A stark example is Thomas Cook, a once dominant travel brand that collapsed in 2019 after failing to modernise its business model. The company clung to rigid, traditional planning instead of adapting to digital trends and customer expectations (BBC, 2019). In the same way, L&amp;D teams that stick to outdated methodologies like PRINCE2 risk becoming obsolete, unable to keep pace with business needs and learner expectations.Understanding Agile The Shift from PRINCE2 Agile, originally rooted in software development, is now transforming L&amp;D strategy and implementation (Gartner, 2023). Unlike PRINCE2’s waterfall approach, which follows a structured sequence, initiation, planning, execution, monitoring and closure, Agile embraces iteration, responsiveness and stakeholder collaboration.Key Agile frameworks include: ✅ Scrum – Work is broken into small, manageable tasks completed in time boxed sprints (Schwaber &amp; Sutherland, 2020). ✅ Kanban – Tasks are visualised in a continuous flow, supporting adaptive planning. ✅ SAFe (Scaled Agile Framework) – A strategic enterprise level Agile approach.PRINCE2, though still effective for compliance heavy, fixed scope projects, can be overly rigid for L&amp;D programmes, where learner needs, technology and stakeholder expectations shift rapidly (PMI, 2021).🔍 Comparison:<table style="border-collapse: collapse; width: 100%;" border="1" data-mce-style="border-collapse: collapse; width: 100%;"><tbody><tr><td style="width: 33.3325%;" data-mce-style="width: 33.3325%;">FEATURE</td><td style="width: 33.3325%;" data-mce-style="width: 33.3325%;">PRINCE2</td><td style="width: 33.335%;" data-mce-style="width: 33.335%;">AGILE</td></tr><tr><td style="width: 33.3325%;" data-mce-style="width: 33.3325%;">Structure</td><td style="width: 33.3325%;" data-mce-style="width: 33.3325%;">Predicatble, Phased</td><td style="width: 33.335%;" data-mce-style="width: 33.335%;">Iterative, flexible</td></tr><tr><td style="width: 33.3325%;" data-mce-style="width: 33.3325%;">Documentation</td><td style="width: 33.3325%;" data-mce-style="width: 33.3325%;">Heavy, upfront</td><td style="width: 33.335%;" data-mce-style="width: 33.335%;">Minimal, adaptive</td></tr><tr><td style="width: 33.3325%;" data-mce-style="width: 33.3325%;">Stakeholder Involvement</td><td style="width: 33.3325%;" data-mce-style="width: 33.3325%;">Limited</td><td style="width: 33.335%;" data-mce-style="width: 33.335%;">High, continuous</td></tr><tr><td style="width: 33.3325%;" data-mce-style="width: 33.3325%;">Change Management</td><td style="width: 33.3325%;" data-mce-style="width: 33.3325%;">Strict, controlled</td><td style="width: 33.335%;" data-mce-style="width: 33.335%;">Adaptive, evolving</td></tr></tbody></table> The shift towards Agile L&amp;D reflects a broader industry movement. According to LinkedIn’s Workplace Learning Report (2023), 94% of L&amp;D professionals say they are prioritising Agile learning strategies over traditional content development cycles.The key lesson from Thomas Cook’s downfall is that failing to embrace change leads to irrelevance. Many organisations I’ve worked with still cling to rigid learning structures that are no longer fit for purpose. Those who don't adapt risk the same fate; becoming relics of the past in a world that demands continuous improvement, flexibility and learner driven solutions.Agile and ADHD&nbsp;A Perfect Match? ADHD minds thrive in dynamic environments (Brown, 2019). The traditional PRINCE2 approach often felt restrictive to me, demanding prolonged focus on documentation heavy planning. Agile, by contrast, leverages rapid iterations, visual task management and high energy collaboration, all of which complement ADHD cognitive styles.🔹 Time Boxed Workflows: Agile’s short sprints (typically 2 weeks) align with the ADHD preference for quick wins and fast feedback loops.🔹 Visual Project Management: Kanban boards and Agile sprint charts externalise working memory (Barkley, 2020), preventing information overload.🔹 Collaboration Over Isolation: Agile teams operate on continuous communication, minimising the risk of procrastination and hyperfocus derailment.For me, Agile, now that I am part of the NDCS internal training, feels like a system designed to work with my natural instincts rather than against them. Instead of being penalised for changing direction quickly (previous employment default), Agile expects and embraces change.<blockquote>“Traditional project management felt like fitting a round peg into a square hole. Agile let me thrive, pivot, and drive results without feeling trapped.” - Stephen M. Keery</blockquote>Agile &amp; DISA The Behavioural Fit The DISA model, often known as DISC, categorises behaviour into four primary colours and associated traits:🟥 Red (Dominant) – Direct, results-driven, decisive. 🟡 Yellow (Influencial) – Energetic, sociable, spontaneous. 🟢 Green (Steadfast) – Supportive, methodical, team oriented. 🔵 Blue (Analytical) – Analytical, structured, detail focused.As a Yellow, I thrive in high energy, creative, people focused environments. Agile’s dynamic collaboration and innovation naturally align with my spontaneity and people centred leadership.However, this isn’t just about me. Different Agile roles align with different DISA profiles:✅ Scrum Master – Ideal for Greens (steady support) and Yellows (energetic motivators).✅ Product Owner – Suits Reds (decisive leaders) and Blues (structured planners).✅ Agile Team Member – Works across all styles, fostering cross collaboration.Agile accommodates all behavioural types, allowing L&amp;D teams to play to their strengths rather than forcing them into one size fits all methodologies.Benchmarking Agile L&amp;D Success Organisations adopting Agile report significant efficiency gains.📊 70% of L&amp;D teams using Agile report improved responsiveness to business needs (CIPD, 2023). 📊 Agile project success rates (42%) surpass traditional waterfall methods (26%) (Standish Group, 2022). 📊 IBM cut learning content development time by 50% by shifting to Agile L&amp;D (IBM, 2021).At NDCS, where Agile is increasingly shaping our approach, the shift from rigid training rollouts to responsive, learner driven strategies has been tangible. As we navigate a more Agile driven culture, the focus has shifted towards continuous improvement, real time learner feedback and collaborative iteration rather than one off training events.The Future is Agile Transitioning from PRINCE2 to Agile was more than just learning a new methodology, it was adapting to a mindset shift that fits both modern L&amp;D and my own working style. Agile’s flexibility, collaboration and adaptability aren’t just business buzzwords; they represent a practical, psychology backed approach to getting the best out of people and projects.Businesses that fail to adapt, like Thomas Cook (can you tell I'm an aviation anorak?), risk falling behind. L&amp;D is no different, those who don’t evolve will become irrelevant in a world demanding rapid innovation and learner centric solutions.For L&amp;D professionals, the question isn’t "Should we adopt Agile?", it’s "How quickly can we?"What’s your experience? Have you transitioned from PRINCE2 to Agile? Let’s chat in the comments! 🚀 References AXELOS (2017) Managing Successful Projects with PRINCE2. 6th edn. London: The Stationery Office.Barkley, R. A. (2020) Taking Charge of ADHD: The Complete, Authoritative Guide for Parents. New York: Guilford Publications.BBC (2019) The Collapse of Thomas Cook: What Went Wrong? Available at: www.bbc.co.ukBrown, T. E. (2019) Smart but Stuck: Emotions in Teens and Adults with ADHD. New Jersey: John Wiley &amp; Sons.CIPD (2023) Learning and Skills at Work Survey 2023. Available at: www.cipd.co.ukIBM (2021) How Agile Learning Transformed IBM’s Workforce. Available at: www.ibm.com

Adapting to Agile - An L&D Partner’s Journey from PRINCE2 to Agile Mindset

With over two decades in Learning &amp; Development (L&amp;D) consultancy, I’ve witnessed the evolution of workplace learning first hand. Since 1999, I’ve worked across organisations that have praised Continuing Professinal Development (CPD) hours as a gold standard for professional growth but I’ve also seen first hand how rigid CPD structures can frustrate employees.More recently, during my current feasibility study on implementing a one source of truth LMS/LXP, CPD hours have been a recurring point of debate. Colleagues have asked, “Do we even need CPD hours anymore?” while vendors present arguments both for and against their value. It’s clear to me that the workplace learning landscape is changing, but the question remains, 'is CPD still fit for purpose?', or 'do our people want something different?'.The Traditional CPD ModelIs It Still Relevant? CPD hours were originally designed to ensure ongoing professional competence, particularly in regulated industries (CIPD, 2023). However, modern learning habits challenge the idea that hours spent learning automatically equate to knowledge gained. A 2022 LinkedIn Workplace Learning Report found that 68% of employees prefer learning that is self directed, flexible and embedded in their daily work (LinkedIn Learning, 2022).When I challenge vendors on this point, I hear mixed responses. Some argue that structured CPD provides credibility and consistency, while others highlight that employees increasingly demand learning experiences that feel meaningful and practical rather than simply time-based.<p style="border-color: rgba(229,231,235,var(--tw-border-opacity)); --tw-scale-x: 1; --tw-scale-y: 1; --tw-scroll-snap-strictness: proximity; --tw-ring-offset-width: 0px; --tw-ring-offset-color: #fff; --tw-ring-color: rgba(62,172,255,.5); --tw-ring-offset-shadow: 0 0 #0000; --tw-ring-shadow: 0 0 #0000; --tw-shadow: 0 0 #0000; --tw-shadow-colored: 0 0 #0000; --tw-transform: translateX(var(--tw-translate-x)) translateY(var(--tw-translate-y)) rotate(var(--tw-rotate)) skewX(var(--tw-skew-x)) skewY(var(--tw-skew-y)) scaleX(var(--tw-scale-x)) scaleY(var(--tw-scale-y)); --tw-border-opacity: 1; --tw-filter: var(--tw-blur) var(--tw-brightness) var(--tw-contrast) var(--tw-grayscale) var(--tw-hue-rotate) var(--tw-invert) var(--tw-saturate) var(--tw-sepia) var(--tw-drop-shadow); --tw-backdrop-filter: var(--tw-backdrop-blur) var(--tw-backdrop-brightness) var(--tw-backdrop-contrast) var(--tw-backdrop-grayscale) var(--tw-backdrop-hue-rotate) var(--tw-backdrop-invert) var(--tw-backdrop-opacity) var(--tw-backdrop-saturate) var(--tw-backdrop-sepia); 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font-size: 18px; font-weight: 400; font-family: Poppins, sans-serif;"><img id="4kwk6rx0sfm77oqjbf" src="https://media.gettyimages.com/id/1411185481/photo/online-class-online-education-e-learning-concept.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=93NehAE11RZcg-P5AzmkajARpG8pBM-tVxt_27AKUUo=" alt="Online class, Online education, E-learning concept" title="Online class, Online education, E-learning concept" class="object-cover bg-gray-100 rounded-lg md:rounded-xl lg:rounded-2xl" 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/1411185481/photo/online-class-online-education-e-learning-concept.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=93NehAE11RZcg-P5AzmkajARpG8pBM-tVxt_27AKUUo=" data-mce-style="aspect-ratio: 16/9; object-position: center center;" style="border-color: rgba(229,231,235,var(--tw-border-opacity)); --tw-scale-x: 1; --tw-scale-y: 1; --tw-pan-x: ; --tw-pan-y: ; --tw-pinch-zoom: ; --tw-scroll-snap-strictness: proximity; --tw-gradient-from-position: ; --tw-gradient-via-position: ; --tw-gradient-to-position: ; --tw-ordinal: ; --tw-slashed-zero: ; --tw-numeric-figure: ; --tw-numeric-spacing: ; --tw-numeric-fraction: ; --tw-ring-inset: var(--tw-empty,/*!*/ /*!*/); --tw-ring-offset-width: 0px; --tw-ring-offset-color: #fff; --tw-ring-color: rgba(62,172,255,.5); --tw-ring-offset-shadow: 0 0 #0000; --tw-ring-shadow: 0 0 #0000; --tw-shadow: 0 0 #0000; --tw-shadow-colored: 0 0 #0000; --tw-blur: var(--tw-empty,/*!*/ /*!*/); --tw-brightness: var(--tw-empty,/*!*/ /*!*/); --tw-contrast: var(--tw-empty,/*!*/ /*!*/); --tw-grayscale: var(--tw-empty,/*!*/ /*!*/); --tw-hue-rotate: var(--tw-empty,/*!*/ /*!*/); --tw-invert: var(--tw-empty,/*!*/ /*!*/); --tw-saturate: var(--tw-empty,/*!*/ /*!*/); --tw-sepia: var(--tw-empty,/*!*/ /*!*/); --tw-drop-shadow: var(--tw-empty,/*!*/ /*!*/); --tw-backdrop-blur: var(--tw-empty,/*!*/ /*!*/); --tw-backdrop-brightness: var(--tw-empty,/*!*/ /*!*/); --tw-backdrop-contrast: var(--tw-empty,/*!*/ /*!*/); --tw-backdrop-grayscale: var(--tw-empty,/*!*/ /*!*/); --tw-backdrop-hue-rotate: var(--tw-empty,/*!*/ /*!*/); --tw-backdrop-invert: var(--tw-empty,/*!*/ /*!*/); --tw-backdrop-opacity: var(--tw-empty,/*!*/ /*!*/); --tw-backdrop-saturate: var(--tw-empty,/*!*/ /*!*/); --tw-backdrop-sepia: var(--tw-empty,/*!*/ /*!*/); --tw-transform: translateX(var(--tw-translate-x)) translateY(var(--tw-translate-y)) rotate(var(--tw-rotate)) skewX(var(--tw-skew-x)) skewY(var(--tw-skew-y)) scaleX(var(--tw-scale-x)) scaleY(var(--tw-scale-y)); --tw-border-opacity: 1; --tw-filter: var(--tw-blur) var(--tw-brightness) var(--tw-contrast) var(--tw-grayscale) var(--tw-hue-rotate) var(--tw-invert) var(--tw-saturate) var(--tw-sepia) var(--tw-drop-shadow); --tw-backdrop-filter: var(--tw-backdrop-blur) var(--tw-backdrop-brightness) var(--tw-backdrop-contrast) var(--tw-backdrop-grayscale) var(--tw-backdrop-hue-rotate) var(--tw-backdrop-invert) var(--tw-backdrop-opacity) var(--tw-backdrop-saturate) var(--tw-backdrop-sepia); --tw-bg-opacity: 1; width: 640px; margin: 0px; padding-top: 0px; padding-bottom: 0px; caret-color: rgba(0, 0, 0, 0); aspect-ratio: 16 / 9; object-position: center center;">Do Employees Want CPD Hours?It depends. DISA/DiSC behavioural profiling (Persson, 2001) sheds light on different behavioural &amp; personality preferences:D (Dominant): Results driven individuals may value CPD if it leads to a promotion or measurable career advancement. I (Influencial): Social learners thrive when CPD includes interactive elements like peer discussions or networking. S (Steadfast): People who prefer stability often appreciate CPD hours as a structured, predictable way to track progress. A (Analytical): Detail oriented employees may engage more when CPD is clearly linked to performance data or industry benchmarks. The takeaway? Employees don’t necessarily reject CPD itself, but they want it to feel relevant, engaging, and valuable to their careers.What Do Employees Expect Instead?Through my feasibility study, I’ve seen an increasing demand for new CPD formats that go beyond traditional time based models. Current learning trends point to four major shifts:1. Gamification &amp; Microlearning76% of employees say gamification makes learning more engaging (TalentLMS, 2023).Short, interactive learning experiences boost knowledge retention and prevent CPD from feeling like a chore. 2. Certification &amp; Digital BadgingA 2023 IBM study found that employees with digital badges were 72% more engaged in learning (IBM, 2023).Employees still value formal recognition but prefer digital credentials over static CPD records. 3. Embedded Learning in the Flow of Work90% of employees prefer learning on the job rather than attending formal training sessions (Josh Bersin, 2022). CPD must integrate seamlessly with daily tasks, making learning a natural, continuous process. 4. Personalised Learning PathwaysAI driven platforms now tailor CPD recommendations based on employee roles, skills and career aspirations. <figure id="figure-ga99rdnqom77p8o51"><img id="ga99rdnqom77p8o51" src="https://media.gettyimages.com/id/82277513/photo/boy-and-grandfather-holding-steering-wheels.jpg?b=1&s=2048x2048&w=0&k=20&c=_qQHpEf-bu_vCs4QE42OQSsp6bMAKhbEwKmphQvcfRQ=" alt="Boy and grandfather holding steering wheels" title="Boy and grandfather holding steering wheels" 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"/></figure>The Generational ImpactDoes Age Matter?In my discussions with vendors and colleagues, generational preferences frequently come up as a challenge in CPD design.Millennials &amp; Gen Z favour digital first learning, on demand access and real world application. Gen X &amp; Baby Boomers tend to appreciate structured CPD hours, particularly when tied to professional accreditation. A rigid CPD structure risks alienating younger employees, while a purely informal approach may feel disorganised to experienced professionals. The best solution? Blended CPD that combines structure with flexibility.CPD Must Evolve As an L&amp;D Partner, I see both sides of the argument. CPD hours provide a measurable, trackable way to ensure ongoing learning, but in many cases, they have become a tick box exercise rather than a meaningful development tool. <blockquote>Employees still want CPD, but they expect it to be engaging, flexible and rewarding.</blockquote>The real question is not whether CPD is still relevant, but rather how we reshape it to better serve today’s workforce. The future of CPD lies in gamification, certification, personalised learning and embedding knowledge into everyday work.If we get this right, CPD won’t just be a requirement, it will be something employees genuinely value.References CIPD (2023) The Value of Continuous Professional Development, Chartered Institute of Personnel and Development. Deloitte (2023) Generational Learning Trends: The Future of Workplace Development. IBM (2023) Digital Credentials: The Future of Employee Learning. Josh Bersin (2022) The New World of Work: Learning in the Flow of Work. LinkedIn Learning (2022) Workplace Learning Report: The Shift Towards Self-Directed Learning. Persson, M. (2001) Understanding Behavioural Profiles: DISA in Practice. TalentLMS (2023) The Power of Gamification in Learning.

CPD Hours in the Workplace - Have They Passed Their Sell By Date?

Human Crowd Surrounding A Magnifier Object On Blue Background

A conversation this week left me very pignant. It was about 'micro management', a word that I belive carries a weight of frustration for many of us. You may agree that most professionals see it as a flaw, a sign of insecurity, or even a leadership failure. And yet, I found myself reflecting on my own experience during this conversation. I reflected on how, in certain situations, I actually welcome some micro management.That might sound odd coming from someone who values autonomy, coaching and agile methodology, but bear with me. There’s more to this than meets the eye.<figure id="figure-dc1myqmjnm76jpl8p"><img id="dc1myqmjnm76jpl8p" src="https://media.gettyimages.com/id/1306017915/photo/question-mark-on-colorful-paper.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=z-AlV6dRvhaG7r73n9x0apv3GHCC_N61TEI6PWSc294=" alt="Question Mark On Colorful Paper" title="Question Mark On Colorful Paper" 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/1306017915/photo/question-mark-on-colorful-paper.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=z-AlV6dRvhaG7r73n9x0apv3GHCC_N61TEI6PWSc294=" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure>The Micromanagement StigmaLet’s be honest... when you or I hear the word 'micro management', it rarely comes with positive conotation. It’s the 'boss who hovers', the 'leader who doesn’t trust their team', the 'manager who insists on reviewing every tiny detail'. Research backs this up:59% of employees say they have been micromanaged at some point in their careers (Gallup, 2023).68% say it negatively impacted their morale and job satisfaction (Gallup, 2023). Employees who feel micromanaged take up to 30% longer to complete tasks due to over analysis and unnecessary revisions (Cummings &amp; Worley, 2019). As I read psychology, micromanagement for me is often a symptom of deeper issues. Insecurity plays a big role. Leaders who lack confidence in their own abilities or their team’s competence tend to micro manage more. Another common culprit is the incidental manager. This is someone who has been promoted due to technical / skill expertise rather than leadership ability (Goleman, Boyatzis &amp; McKee, 2013).But here’s the twist... not everyone finds micro management smothering.<figure id="figure-a84pwxk7zm76jw0s5"><img id="a84pwxk7zm76jw0s5" src="https://media.gettyimages.com/id/1337772208/photo/man-people-wating-and-choice-a-way.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=KG7bOshF5k_dAkxA7tf7sqFSPIaS53MP5WtpB_r9now=" alt="Man people wating and choice a way" title="Man people wating and choice a way" 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/1337772208/photo/man-people-wating-and-choice-a-way.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=KG7bOshF5k_dAkxA7tf7sqFSPIaS53MP5WtpB_r9now=" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure>Why Some of Us Actually Welcome Micromanagement For most neurotypical professionals, micro management is frustrating. It signals a lack of trust, creates a dependency culture, and ultimately makes people feel less capable. Research by Deci &amp; Ryan (1985) on' Self Determination Theory' highlights that autonomy is one of the core psychological needs in the workplace.(Autonomy is the capacity to make independent decisions, or to be self governing.)However, for some neurodiverse professionals, including those with ADHD, ASD or executive function challenges, micro management can actually be a source of structure and clarity.For me personally, my ADHD mindset thrives when I have no more than two clear projects running simultaneously. I work best when my workload is visually manageable, like a Kanban board where tasks are moved through a clear process. Anything more than two projects, and my quality drops significantly.<figure id="figure-4p060gvopm76k0o87"><img id="4p060gvopm76k0o87" src="https://media.gettyimages.com/id/1352915139/photo/it-worker-tracking-his-tasks-on-kanban-board-using-task-control-of-agile-development.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=7W8EJrxOp7fEzTuAuurK2gEOYRT5XXnyPP3XaBalxBU=" alt="IT worker tracking his tasks on kanban board. Using task control of agile development methodology. Man attaching sticky note to scrum task board in the office stock" title="IT worker tracking his tasks on kanban board. Using task control of agile development methodology. Man attaching sticky note to scrum task board in the office stock" 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/1352915139/photo/it-worker-tracking-his-tasks-on-kanban-board-using-task-control-of-agile-development.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=7W8EJrxOp7fEzTuAuurK2gEOYRT5XXnyPP3XaBalxBU=" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure>Interestingly, I haven’t always noticed micro management when it happens to me. Other colleagues have pointed it out with concern in previous employments, but if it's done with the right intentions, I actually find it helpful. When it provides clarity and structure rather than control, I see it as support rather than restriction.This made me question: Is micromanagement always bad? Or does it depend on how and why it’s done?<figure id="figure-7xv99ge6phm76oe38a"><img id="7xv99ge6phm76oe38a" 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>Micromanagement Through the Lens of the DISA Model As someone deeply interested in behavioural models, I looked at this through the DISA Behavioural Model. Each behavioural colour reacts differently to micro management:Typically....Red (Dominant) – Resists micro management. Prefers autonomy and control. Yellow (Influencial) – Finds it restrictive. Prefers flexibility and freedom. Green (Steadfast) – Tolerates it if supportive. Prefers structure without excessive oversight. Blue (Analytical) – Finds it helpful when logical. Prefers structured feedback over arbitrary control. Given my Yellow-Red tendencies, I naturally dislike micro management, but I also appreciate clear structure. It’s a delicate balance;too much oversight kills creativity, but the right level of structure keeps me focused.<img id="6otlhewcmcm76oi0vt" src="https://cdn.durable.co/blocks/24L93f1uWqx7Kf6HjkPonvnkVudsihYaPgdVkabt8m1OPhpTA2BvZx1kGfTHUo2k.png" alt="" title="" class="object-cover bg-gray-100 rounded-lg md:rounded-xl lg:rounded-2xl" 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/24L93f1uWqx7Kf6HjkPonvnkVudsihYaPgdVkabt8m1OPhpTA2BvZx1kGfTHUo2k.png" data-mce-style="aspect-ratio: 16/9; object-position: center center;" style="border-color: rgba(229,231,235,var(--tw-border-opacity)); --tw-scale-x: 1; --tw-scale-y: 1; --tw-pan-x: ; --tw-pan-y: ; --tw-pinch-zoom: ; --tw-scroll-snap-strictness: proximity; --tw-gradient-from-position: ; --tw-gradient-via-position: ; --tw-gradient-to-position: ; --tw-ordinal: ; --tw-slashed-zero: ; --tw-numeric-figure: ; --tw-numeric-spacing: ; --tw-numeric-fraction: ; --tw-ring-inset: var(--tw-empty,/*!*/ /*!*/); --tw-ring-offset-width: 0px; --tw-ring-offset-color: #fff; --tw-ring-color: rgba(62,172,255,.5); --tw-ring-offset-shadow: 0 0 #0000; --tw-ring-shadow: 0 0 #0000; --tw-shadow: 0 0 #0000; --tw-shadow-colored: 0 0 #0000; --tw-blur: var(--tw-empty,/*!*/ /*!*/); --tw-brightness: var(--tw-empty,/*!*/ /*!*/); --tw-contrast: var(--tw-empty,/*!*/ /*!*/); --tw-grayscale: var(--tw-empty,/*!*/ /*!*/); --tw-hue-rotate: var(--tw-empty,/*!*/ /*!*/); --tw-invert: var(--tw-empty,/*!*/ /*!*/); --tw-saturate: var(--tw-empty,/*!*/ /*!*/); --tw-sepia: var(--tw-empty,/*!*/ /*!*/); --tw-drop-shadow: var(--tw-empty,/*!*/ /*!*/); --tw-backdrop-blur: var(--tw-empty,/*!*/ /*!*/); --tw-backdrop-brightness: var(--tw-empty,/*!*/ /*!*/); --tw-backdrop-contrast: var(--tw-empty,/*!*/ /*!*/); --tw-backdrop-grayscale: var(--tw-empty,/*!*/ /*!*/); --tw-backdrop-hue-rotate: var(--tw-empty,/*!*/ /*!*/); --tw-backdrop-invert: var(--tw-empty,/*!*/ /*!*/); --tw-backdrop-opacity: var(--tw-empty,/*!*/ /*!*/); --tw-backdrop-saturate: var(--tw-empty,/*!*/ /*!*/); --tw-backdrop-sepia: var(--tw-empty,/*!*/ /*!*/); --tw-transform: translateX(var(--tw-translate-x)) translateY(var(--tw-translate-y)) rotate(var(--tw-rotate)) skewX(var(--tw-skew-x)) skewY(var(--tw-skew-y)) scaleX(var(--tw-scale-x)) scaleY(var(--tw-scale-y)); --tw-border-opacity: 1; --tw-filter: var(--tw-blur) var(--tw-brightness) var(--tw-contrast) var(--tw-grayscale) var(--tw-hue-rotate) var(--tw-invert) var(--tw-saturate) var(--tw-sepia) var(--tw-drop-shadow); --tw-backdrop-filter: var(--tw-backdrop-blur) var(--tw-backdrop-brightness) var(--tw-backdrop-contrast) var(--tw-backdrop-grayscale) var(--tw-backdrop-hue-rotate) var(--tw-backdrop-invert) var(--tw-backdrop-opacity) var(--tw-backdrop-saturate) var(--tw-backdrop-sepia); --tw-bg-opacity: 1; width: 640px; margin: 0px; padding-top: 0px; padding-bottom: 0px; caret-color: rgba(0, 0, 0, 0); aspect-ratio: 16 / 9; object-position: center center;">A Leadership Balancing Act: The NDCS Chapter Experience NOTE- we use the term Chapter when talking about our collective. i.e. Chapter rather than departmet etc.Here’s where my perspective shifted. At the National Deaf Children’s Society (NDCS), where I now work as an L&amp;D Partner, I have never experienced as much autonomy as I have within our 'Chapter' structure. The L&amp;D members are individually amazing. The NDCS is an agile organisation, and in just two years, they have embedded agile methodology effectively and continue to improve at all levels..For me, this means:✅ High Trust leadership – Members (staff) are empowered rather than controlled. ✅ Self organising teams – Workflows are collaborative rather than dictated. ✅ Outcome driven, not process driven – The focus is on outcomes, not micro managing steps.It has been a refreshing shift from my previous professional service environment where micro management often became the default. NDCS has shown me that structured autonomy, where people have clear goals but the freedom to achieve them in their own way is a far more effective leadership model.So, Is Micromanagement Always a Bad Thing? After all this reflection, I’d say: it depends!<blockquote>Bad micro management is about control, insecurity, and lack of trust. Good micromanagement is about clarity, accountability and support.</blockquote>The best leaders understand that different people need different levels of guidance. Some thrive on autonomy; others (like myself in certain contexts) benefit from clear structure.What This Means for Leaders <figure id="figure-92x0ktvhslm76osns6"><img id="92x0ktvhslm76osns6" src="https://media.gettyimages.com/id/1503445810/photo/in-our-office-we-work-very-hard.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=0fx8SRHt-3jCL6pCiHGmlBss_h-OoYKjab97Wfi8e-Y=" alt="In our office, we work very hard." title="In our office, we work very hard." 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/1503445810/photo/in-our-office-we-work-very-hard.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=0fx8SRHt-3jCL6pCiHGmlBss_h-OoYKjab97Wfi8e-Y=" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure>If you’re a leader, ask yourself:✅ Are you micromanaging because you don’t trust your team? If so, the issue might be your leadership, not their ability.✅ Are you providing enough structure for those who need it? Some employees actually do better with more direction, not less. ✅ Are you empowering your team while offering support? True leadership is about enabling success, not controlling every step.Final Thought: Micromanagement as a Spectrum Micro management isn’t inherently bad or good, it’s about how and why it’s applied.For me, the takeaway is clear:<ol><li>I dislike micro management when it’s about control.</li><li>I welcome some micro management when it’s about clarity and structure.</li><li>If leaders can recognise when to step in and when to step back, they’ll build teams that thrive on both trust and accountability.</li></ol>So, what’s your experience? Do you find micromanagement suffocating, or do you thrive under structured oversight? Let’s start the conversation.References Anderson, D. (2010) Kanban: Successful Evolutionary Change for Your Technology Business. Blue Hole Press. Chamorro-Premuzic, T. (2017) ‘The dark side of management: The dangers of micromanaging’, Harvard Business Review. Cummings, T.G. and Worley, C.G. (2019) Organization Development and Change. 11th edn. Cengage Learning. Deci, E.L. and Ryan, R.M. (1985) Intrinsic Motivation and Self-Determination in Human Behavior. Springer Science &amp; Business Media. Gallo, A. (2019) ‘How to Stop Micromanaging Your Team’, Harvard Business Review. Gallup (2023) State of the Global Workplace Report. Goleman, D., Boyatzis, R. and McKee, A. (2013) Primal Leadership: Unleashing the Power of Emotional Intelligence. Harvard Business Press. Hogan, R. and Kaiser, R.B. (2005) ‘What we know about leadership’, Review of General Psychology, 9(2), pp. 169-180. &nbsp;

Micro management, Is it a Leadership Flaw or a Hidden Strength?

<figure id="figure-hth34b2dghm5rcjghb"><img id="hth34b2dghm5rcjghb" src="https://media.gettyimages.com/id/1693908726/photo/five-star-customer-rating.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=hw28LtMli6ccsiopGpp-ny9JlSg8qyoPP2UN2PC5O40=" alt="Five Star Customer Rating" title="Five Star Customer Rating" 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/1693908726/photo/five-star-customer-rating.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=hw28LtMli6ccsiopGpp-ny9JlSg8qyoPP2UN2PC5O40=" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure><h3>A Winning Formula for L&amp;D ROI</h3>It’s no secret that businesses pour millions into Learning and Development (L&amp;D) each year, hoping for practical tools and proven strategies to turn their workforce into high-performing teams. But here’s the challenge... how do you prove the value of your L&amp;D efforts? Enter the all-familiar Kirkpatrick Model. For some, it's the structured framework of L&amp;D feedback. Couple it with the behavioural insights of the DISA Behavioural Model, and you’ve got yourself a dynamic duo worthy of any ROI (Return on Investment) challenge.<h2>Let’s explore why these two models are a match made in behavioural heaven.</h2><h3>The Kirkpatrick Model: A Brief Overview</h3> The Kirkpatrick Model is a four-level framework that evaluates the effectiveness of training programmes:😊 Reaction: Did participants like the training? (Think smiley faces on feedback forms.) 🎓 Learning: Did they actually learn something new? (Cue the “Aha!” moments.) 📊 Behaviour: Are they applying what they’ve learned back at work? (This is where the DISA Model comes in.) 💼 Results: Is the training contributing to business outcomes? (Show me the money!) <h3>Where DISA Steps In</h3> Unlike personality models, the DISA Model focuses on behaviour, dividing it into four distinct styles:🔴 Red - Dominant: Bold, direct, and results-driven. 🌟 Yellow - Influential: Energetic, social, and persuasive. 💚 Green - Steadfast: Patient, loyal, and supportive. 🔵 Blue - Analytical: Logical, precise, and detail-oriented. These behavioural insights are invaluable when applying the Kirkpatrick Model, particularly at Levels 3 and 4.&nbsp; <h3>Bridging Kirkpatrick and DISA: Practical Tips</h3> 🔍 Tailored Feedback at Level 1 When collecting initial reactions, consider the behavioural tendencies of your learners. A Red-Dominant participant might prefer concise, goal-oriented questions, while a Yellow-Influential learner thrives on open-ended feedback opportunities. By aligning your feedback tools with behavioural styles, you’re more likely to capture honest and useful insights. 📚 Customised Learning at Level 2 Behavioural styles influence how people learn. Blues might crave detailed data and structured content, whereas Greens might prefer collaborative group discussions. Tailoring your training to these preferences not only boosts learning outcomes but also demonstrates respect for individual behaviours. 📈 Monitoring Behavioural Shifts at Level 3 Here’s where it gets exciting. Use the DISA Model to assess behavioural changes post-training. For example, has your typically Blue - Analytical finance manager embraced a touch of Yellow - Influential collaboration? Documenting these shifts provides compelling evidence of training effectiveness. 🏆 Proving ROI at Level 4 At this stage, behavioural insights can clarify how training impacts business outcomes. For instance, has the Red - Dominant sales team smashed their targets thanks to new negotiation skills? Or has the Green - Steadfast operations team streamlined processes to boost efficiency? Aligning behavioural data with results creates a narrative that’s hard for stakeholders to ignore. <h3>The ROI Payoff</h3>According to the Chartered Institute of Personnel and Development (CIPD), organisations with robust L&amp;D strategies report 24% higher profit margins (CIPD, 2023). Combine that with insights from the DISA Model, and you’re looking at not just higher ROI but also a more engaged, cohesive workforce.<h3>References</h3>CIPD (2023). Learning and Development Annual Report. Available at: https://www.cipd.co.uk (Accessed: 10 January 2025). Kirkpatrick, D. and Kirkpatrick, J. (2006). Evaluating Training Programs: The Four Levels. 3rd ed. San Francisco: Berrett-Koehler Publishers. &nbsp; <h3>Final Thoughts (And a Bit of Banter)</h3> Using the Kirkpatrick Model without the DISA Model is like making an Ulster fry or a full English without the sausage... it’ll do the job, but you’re missing the magic. By marrying structured feedback with behavioural insights, you’re not just ticking boxes; you’re creating meaningful, measurable change.If you’re ready to transform your L&amp;D strategy and boost your ROI, let’s chat! Visit <a data-mce-href="http://www.bmbyou.com" href="http://www.bmbyou.com">www.bmbyou.com</a> and discover how we can bring behavioural brilliance to your business. After all, even Sherlock needed a Watson.

Using the Kirkpatrick Model and the DISA Behavioural Model

<figure id="figure-idxe92ok59m5rbnpm0"><img id="idxe92ok59m5rbnpm0" src="https://media.gettyimages.com/id/1175884965/photo/the-classroom-is-where-i-should-be.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=xgR29jX-Nez16t51sd2OyG0rVWzxlkIX9nC6eM6vbIA=" alt="The classroom is where I should be" title="The classroom is where I should be" 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/1175884965/photo/the-classroom-is-where-i-should-be.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=xgR29jX-Nez16t51sd2OyG0rVWzxlkIX9nC6eM6vbIA=" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure>As educators, we juggle establishing authority, communicating effectively, managing time, balancing workloads, and delegating tasks. If this resonates with you, don't worry. The DISA Behavioural Model can serve as your compass to navigate these challenges. Below we explore how understanding behavioural styles can help you excel in your classroom.<h3>The Basics of DISA</h3>The DISA Behavioural Model identifies four key behavioural styles, each represented by a colour and associated traits:🔴 Red – Dominant: Direct, decisive, and driven.🟡 Yellow – Influential: Social, outgoing, and enthusiastic.🟢 Green – Steadfast: Supportive, dependable, and patient.🔵 Blue – Analytical: Analytical, detail-oriented, and precise.As educators we often face challenges when we overlook how our behaviour and that of our students affects classroom dynamics. DISA isn't about labelling individuals, it's about understanding behaviours to foster better communication, collaboration, and decision-making.<h3>Establishing Authority</h3>Authority in the classroom doesn't mean acting like the strict disciplinarian. It's about earning respect. Here's how knowing your primary DISA colour can help:🔴 Red – Dominant educators set clear expectations and demonstrate confidence but should balance this with empathy to avoid seeming overbearing.🟡 Yellow – Influential educators bring energy and inspiration but should stay focused and follow through.🟢 Green – Steadfast educators build authority through trust and reliability but need to assert themselves when necessary.🔵 Blue – Analytical educators gain respect with their expertise and precision, though they must engage with their students on a personal level.<h3>Communicating Effectively</h3>Communication is the cornerstone of successful teaching. The DISA model helps tailor your approach:🔴 With Red – Dominant behaviours, keep instructions concise and results-focused.🟡 For Yellow – Influential behaviours, inject enthusiasm and positivity into your lessons.🟢 With Green – Steadfast behaviours, emphasise collaboration and harmony in group activities.🔵 For Blue – Analytical behaviours, provide data, logic, and structure in your explanations.By adapting your communication style, you'll ensure your message resonates, whether delivering feedback, explaining concepts, or motivating your students.<h3>Managing Time and Delegating Tasks</h3><blockquote>Time management is often a sticking point for educators.Delegation, done right, is key:</blockquote>🔴 Red – Dominant behaviours prefer autonomy. Assign them challenging tasks and let them take the lead.🟡 Yellow – Influential behaviours thrive on creative assignments and recognition, so delegate accordingly.🟢 Green – Steadfast behaviours are dependable but may need encouragement to take on new challenges.🔵 Blue – Analytical behaviours excel with detailed, structured tasks but might require reassurance to avoid perfectionism slowing progress.<h3>Maintaining Positive Relationships</h3>A harmonious classroom doesn't happen by accident. Use DISA to foster strong relationships:🔴 Red – Dominant: Respect their need for efficiency and show appreciation for achievements.🟡 Yellow – Influential: Engage socially and celebrate successes.🟢 Green – Steadfast: Show gratitude for their support and create a safe environment for feedback.🔵 Blue – Analytical: Value their precision and provide clear, logical communication.<h3>Setting Yourself Up for Success</h3>Remember, no one is purely one colour. We all have a mix of behaviours influenced by our environment, experiences, and even our mood on a Monday morning! As an educator, self-awareness is crucial. Reflect on your own behavioural tendencies and consider how they might impact your teaching style. Additionally, observe your students' behaviours to create a classroom where everyone feels understood and valued.The journey to effective teaching can feel daunting, but with the DISA Behavioural Model as your guide, you can tackle challenges with confidence and composure. By understanding and adapting to different behavioural styles, you'll build stronger relationships, communicate effectively, and lead your students to success. So, grab a cuppa, reflect on your behavioural colour, and let DISA be your teaching superpower.<h3>Further Reading</h3>📚 Alistair, J. (2023). The Behavioural Blueprint: Unlocking Potential with DISA. London: Behavioural Press.📚 Chapman, S. (2021). Educational Dynamics and Behavioural Insights. Manchester: Insightful Publishers.📚 Johnson, T. &amp; Clarke, M. (2022). "Teaching through Behavioural Adaptation," Journal of Educational Studies, 35(4), pp. 56-72. Here's to a successful and behaviourally savvy teaching journey! Ready to enhance your educational skills? Visit <a data-mce-href="http://www.bmbyou.com" href="http://www.bmbyou.com">BMBYou.com</a> for more insights and tools to empower your teaching style.

Teaching with Confidence: Mastering Behavioural Styles in the Classroom

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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Using the Kirkpatrick Model and the DISA Behavioural Model

Teaching with Confidence: Mastering Behavioural Styles in...