6 things managers and executives can do
How you can gain instant insight from colourful MBTI type resources.
How to use research to create MBTI solutions: this post looks at leadership accountability gaps
John Hackston explores recent OPP research.
Which MBTI book will you add to your collection this World Book Day?
Get the most from the MBTI assessment when coaching individuals.
Research based tips for more effective email communication between different MBTI personality Types.
How do different MBTI Types use and feel about email? We explore some recent research to see what we can learn
Looking for an easy to implement icebreaker? Bingo!
Cycling-inspired tips for team and leadership development
The power of persuasion in the context of MBTI Types - how do they differ?
What should we look out for in 2016? Here are our predictions...
View the most popular OPP blog posts from 2015 and tell us your suggestions for 2016
Aidan Millar explores how coaches can help clients flex between operating with their natural MBTI preferences and outside them when necessary.
Why do managers leave their jobs? We've looked at the research to bring you a summary
Quick fixes are great, but what about a long-term solution to managing stress?
No-one likes open plan offices, so what can we do about it? Check out this research-based advice.
The employment market seems to be improving, which is good news for jobseekers but not necessarily for employers; having more jobs available means that there are more opportunities for workers to leave. All the more important, then, that managers don’t give their people that extra incentive to start looking elsewhere. Here are five of the most common ways in which managers can (and unfortunately do) alienate their staff.
In my previous blog post, I set out five top tips for increasing the impact of team coaching based on my experience as an OPP Consultant. I’m aware of the increasing pressure on clients’ budgets and the need to ensure that investment in team coaching inspires permanent change and makes a lasting difference to performance. With this in mind, I offer five more tips.
As an OPP Consultant, I work with many teams across a wide variety of sectors and industries. I was recently talking to a client, herself an L&D practitioner, who asked me about my approach to team coaching – in particular what my ‘top tips’ were for ensuring that the work had impact and made a real difference to how the team functions. This got me thinking about the key elements involved.