Performance and Leadership Development

Sadly, Covid-19 has seen a sharp rise in redundancy and unemployment in the UK. Having recently supported many clients facing redundancy, I know that it is a challenging and tough time for many, with fears over long-term stability and career prospects. Some experience similar emotions to those in the Kübler-Ross Cycle of Grief, seen below.

However, for some, redundancy provides the chance for a new start: a new career direction, the opportunity to turn an idea into a business; or the potential to find an employer more closely aligned to their own values and future direction.

I know that for employers redundancies are the last resort; and that behind every redundancy is a person that will have to make a fresh start. Which is why it’s essential to partner with a business that can offer the right support, has a range of consultants that offer empathy and understanding, and have the experience and skillset to offer each employee the optimum chance of a positive future.

Redundancy outplacement includes a range of initiatives such as: CV support; cover letters; job search; accessing the hidden jobs market; effective networking; interview prep; starting a business; retraining; midlife career change; retirement planning; positive mental health and wellbeing. 

At The Leader Hub we partner with a range of outplacement associate consultants that have the skills and experience – and importantly, empathy and passion – to deliver exceptional redundancy outplacement support to reassure you that the wellbeing and future career aspirations of each of your employees are in safe hands.

Throughout my recruitment career, I’ve seen the benefits of developing a long-term recruitment strategy and how vital it is to organisational success. A great business will value the importance of engaging with a pipeline great talent, identifying and engaging with new hires many months in advance of their employment.

Almost every candidate of mine measured their personal job satisfaction in three ways: how they felt about their work; their responsibility and development; and how valued was their contribution. Rarely did candidates approach me to attain a pay rise.

Put simply, what potential employees want to know is: can your business walk the walk? Ok, so you have a great website, a plush breakout area and you buy donuts every Friday; but how do you demonstrate significance, growth and contribution to potential hires? Why should they join you over your competitor?

Recruiting to Retain will always identify the long-term hiring needs of your business that compliments and supports your existing team structure. It will help your business to develop a network of potential hires that align with your company values, communicate effectively to attract key hires and help to identify the leaders of tomorrow. Recruiting to Retain is an essential strategy in your future planning.

Leaders are at the forefront of your business and changes caused by Covid-19 has increased the demands on strategy and performance.  In order to meet this challenge, leaders are having to develop new techniques and strategies that best support their workforce, or team, whilst maintaining individual and business output, in addition to their own performance levels.

Leadership Coaching will help to identify strategies for effective team engagement and development, responding to the wellbeing needs of individuals and maintaining business focus. It also provides a safe space for leaders to discuss and evaluate self-performance against business targets.

During periods of uncertainty, it’s natural for employees to look beyond their current organisation in the hope to find greater stability. Covid-19 has prompted some to to reconsider their relationship with work and spend more time with their families and the desire to improve their work-life balance. provided an opportunity for many to reconsider their career identity, desire increased job-satisfaction, facilitate their personal development and achieve a better work-life balance.

Employee expectations have shifted towards training and development and are demanding changes in the style of leadership they are experiencing. They’re seeking purpose and value from their work and seeking out organisations that support this. Therefore it’s essential to understand your employees, listen to their needs and develop a strategy that meets this.

Research shows that employees are happiest when they are challenged, engaged and invested in their work. As you age and mature, so your personal goals and objectives change. Add to this constant changes in the workplace, or your own view of your workplace, and it’s easy to feel as though you’re treading water in your career.

Individual Coaching will help you to view your career development objectively, identify areas of development or help you make the changes in your career and your development that gives you greater satisfaction in your work. It helps you regain confidence, unlock your potential and how best to network the hidden job market into a better opportunity.

New business start-ups are increasing year on year as more entrepreneurs are seeking to turn their skills or ideas into a business. So far in 2020, more than 660k new business start-ups have been recorded. A survey by SME Loans shows that over 64% of the British workforce went to start their own business, with 83% of 18-24 year olds keen on self-employment; and London, Yorkshire and West Midlands as leading regions for self-employment.

Of course turning an idea into your own business can be a difficult and stressful journey. This is where my Entrepreneurial Coaching can support you on your journey into self-employment. It will help guide you in key aspects of starting your own business, such as writing a business plan, where to obtain finance and how to market your business, overcoming the fear of failure and much more.