Welcome to Lessons for Leaders. Can you believe it's episode 100?

The goal has always been to share lessons, learnings, tips and advice and even when things got tough with it, I've enjoyed it more and I'm proud to be able to say I got to 100.

Many of my regular listeners will know that my girls are the reason I do what I do and my eldest girl is about to make me a Granny next month so it seems like a good time to pause the episodes for a while.

This last one is a very special episode, with my other amazing girl joining me at the mic to ask some of the questions you, my listeners sent in. I really hope you enjoy it.

I'll be back in the autumn. In the meantime, there's plenty of topics in the back episodes for you to dive into.

Keep sending me feedback, loves, takeaways and requests for topics in the meantime.

As always, thank you for listening

I hope this is helpful for you. Please do share any feedback or any questions on this, drop me an email at emma@emmalangton.com

For further information on 1:1, group coaching or training get in touch.

Join my corporate leadership and wellbeing newsletter HERE

If you want to be increasing your performance so that you're more resilient, less stressed in these current times, so that you can focus easily, use tools and techniques to deal with all the current and unknown challenges then make sure that you send me an email or use the online diary and arrange a time for a chat.

This week I'm sharing top tips and conversations that I have frequently with people in organisations to help them know how to persuade leaders to invest in wellbeing.

We're covering:

What to do to persuade your leaders

The 3 R's that I like to go with organisations I work with.

Why we need to look at revenue in different ways and I dive into specifics here to give you a head start.

How to highlight the risks to an organisation

Why it's important to include reputation in this persuasive detail too.

It's easy to say wellbeing can help to reverse employee burnout and reduce stress, turnover, and absenteeism.

Often dismissed or seen as nice to do. Is it really essential. Is it something worthy of budget or resources.

Promoting an environment where it's ok to talk about mental health and encouraging good wellbeing is simply the right thing to do. Unfortunately, some of your senior colleagues won't agree or will be more focused on investing in business projects that they deem to have a clearer ROI. The good news is that whilst not everyone will see wellbeing plans and training as a business critical issue right now… there are strong reasons that it MUST form part of your core business strategy.

You just need to find what IS the focus of your senior people so that we can determine how do we convince, persuade, or justify the time and expense on wellbeing.

Company executives want to know that any new program, including wellbeing, is going to support the bottom line of the business and its long-term growth.

I share in more detail how you can do that. So have a listen.

If you're looking for support for your wellbeing plan, coaching for your leaders or training programmes that not only helps your leaders, managers and employees enhance their wellbeing and performance but also gives you the tools and strategies to ensure senior buy in from the outset – get in touch.

Any questions on this, drop me an email at emma@emmalangton.com

For further information on 1:1, group coaching or training get in touch.

Join my corporate leadership and wellbeing newsletter HERE

If you want to be increasing your performance so that you're more resilient, less stressed in these current times, so that you can focus easily, use tools and techniques to deal with all the current and unknown challenges then make sure that you send me an email or use the online diary and arrange a time for a chat.

This week I'm joined by Gemma Woodward who is People & Culture Manager for Netsells in York. We are talking about leadership and autonomy. Listen in for:

• What are the benefits of allowing autonomy.
• How leaders can encourage autonomy in their teams.
• Where leaders get it wrong with a top down leadership and how it can affect their people and the organisation
• what's one key thing that people should remember about autonomy

Key comments and take-aways

A top down leadership can create a fear of coming forward and fear of making mistake, their ideas and decisions might be more beneficial than they think.

People have a valuable input to give a different perspective and do add value.

Businesses will tell you they trust you but don't really demonstrate that.

If we want to retain staff, enhance talent and develop people it's really worthwhile for organisations to create a team culture that also makes them an employer of choice.

Culture is not defined with free tea and coffee and ping pong tables anymore.

We need to move away from the thought process of 'it's quicker if I do it" because we create a bottleneck in the process and means you're not passing on knowledge to the team.

Use mistakes as a focus to learn from rather than beat someone up about it.

How can leaders enable more automony in the workplace?

We need to recognise that everyone has a different way of working and different levels of creativity.

There is a saying that there is strength in numbers so I believe we should embrace that by working collaboratively and learning from each other.

Any questions on this, drop me an email at emma@emmalangton.com

For further information on 1:1, group coaching or training get in touch.

Join my corporate leadership and wellbeing newsletter HERE

If you want to be increasing your performance so that you're more resilient, less stressed in these current times, so that you can focus easily, use tools and techniques to deal with all the current and unknown challenges then make sure that you send me an email or use the online diary and arrange a time for a chat.

Connect with Gemma on LinkedIN