How are You Boosting Your Leadership, Development and Wellbeing Plan for 2024?

I know December is still a very busy time of year, with the pressure on end of year and creating leadership, development and wellbeing 2024 plans.?

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In the hustle and bustle, it's easy to get caught up in the whirlwind of tasks and deadlines.? ?That’s why last month, I took two days out in London to spend time looking at my 2024 plans.

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Yes I know … two whole days .. and maybe you’re already rolling your eyes at the luxury of that. I know I've frequently told myself ‘I don’t have time’ for time out but often it’s essential if we want to clear the mental clutter, stop interruptions and allowing creative juices to flow.

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It’s easy to lose sight of the bigger picture, or think “if I just clear this task, I’ll have space to do the big stuff. Yet, I know (because it comes up in my coaching and training all the time) that taking time out helps us to reflect, reassess and make goals and plans that align with our overarching vision.

It’s not just about time out, taking the time to reflect and plan, sets the tone for the entire organisation.

Planning is infectious … when your team see you do this, they’re inspired to look beyond day to day too. That differing perspective also improves confidence, clarity and resilience which is incredibly helpful in any tricky times.

If you need space for reflection, planning and perspective then drop Emma Langton a message and get a call booked.? It might not be two whole days, but we can do a lot in just 30 minutes!

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How One Call Changed Perspective

Earlier this week, I spoke to Maureen, a HR Manager. She was pulling together her leadership, development and wellbeing people plan, with significantly different budget allocation to previous years.?? It was becoming a challenge to decide where to focus the attention and get the best return on investment.

When I shared some industry insights with her, and some common themes that I see in organisations that I work with, it provided some

• thought-provoking conversations about how she can meet her targets,
• different perspectives to increase performance,
• simple changes to enable her to deliver well on the plans in place,?

all without the added pressure that the short working month of December can bring.

I’d love to have a call with you too, so that we can discuss the best way to plan effective support for you and your people as you go into 2024. click here to get this booked into my diary.

Current Conversations

I have far too many conversations with leaders in my coaching where they know they have a great team of people, but wellbeing and morale can get low at this time of year, with dark days, a short working month and the pressure to ‘have a fun time’ at Christmas, all affecting the leadership focus and development plan.

It’s not always as jolly as Santa wants it to be!

It’s been exacerbated with teams working from home and leaders not having as much opportunity to really see their teams and be as supportive as they would like to be. This has a big impact on leaders and managers as they struggle with their own issues as well as those in the team.

If you want to talk about the current struggles your leaders might be having, then lets talk!

We can use this to give you space to talk through current struggles and your plans for 2024 in relation to leadership support, so that you can ensure you have the best and most effective ways of supporting your leaders and teams from the new year.

Top Tips

It’s important to empower your leaders and managers so that they can support your people through December and have an amazing start to 2024.

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Here’s what is regularly covered in my leadership training and coaching and you can extract this to share with your teams:

• Check in with staff on what is going well, what is not and what they are struggling with. That gives you a clear starting point for helping them in be the right place to improve leadership performance and development motivation.
• Remind staff of any support and resources which are available to them to boost their wellbeing, for example, your mental health first aider, an employee assistance programme.
• Encouraging people to take proper time off is important so that you lead the way and send positive messages that give people permission to look after themselves and take care of their wellbeing.

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Finally?

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If I don’t speak to you, I wish you a calm and safe December and hope that you get a break over the festive season.

Emma Langton has over 12 years experience in supporting leaders to enhance engagement, performance and wellbeing.? Her coaching,? training and speaking is valued by organisations across the UK for getting results quickly with her straight talking Yorkshire style.

Often referred to by her clients as the boundary queen and the resilience goddess she shares her passion for progress with practical tips and advice so that her clients improve leadership skills, reduce stress and pressure and elevate wellbeing.

She regularly provides insights for BBC, Forbes, Metro and also has a podcast called Lessons for Leaders with 100 episodes.