Hayley Tennant FCIPD, Behavioral Coach, Interim Specialist, Team Building Guru

I have worked extensively with some very big brands over the years, you may have heard of them? DIAGEO, MITIE plc, NHS, BT to name a few. I’ve worked for not so big brands and charitable organisations too, and many in-between. One thing is for sure, where there are people, there’s learning and development, through coaching, mentoring and targeted connected management and leadership programmes.

From my experience, there are common themes that always come to the surface when working with managers and leaders. And for me, it’s about pinpointing and developing values led conversations that enable individuals to perform at their very best. This comes with great communicaiton, leadership and followership – one thing I know for sure, is that there is always room for more learning, feedback and personal connected development.

There are two key areas that I really like to draw out during my development work either as assigned senior HR interim or as appointed programme leader – intranpreuership and connected communication.

Intrapreneurship is the act of behaving like an entrepreneur while working within a large organisation or team. Intrapreneurs are self-motivated, proactive, and action-oriented people who take the initiative to pursue an innovative product or service. They are typically given the freedom to experiment and take risks, and they should be rewarded for their successes in a different innovatve way.

Intrapreneurship can be a valuable way for organisations to stay ahead of the competition and innovate. It can also help to attract and retain top talent, as employees are more likely to be motivated and engaged in an organisation that encourages innovation. DIAGEO is a great example of this with their focus on packaging, bottling and marketing initiatives.

Here are some of the many benefits of intrapreneurship:

• Increased innovation and creativity
• Improved employee engagement and productivity
• Enhanced decision-making
• Stronger customer focus
• Reduced turnover and absenteeism
• Improved reputation and brand image

Here are some of the challenges of intrapreneurship:

• Lack of support from senior leaders
• Lack of resources
• Bureaucracy
• Fear of failure

Here are some tips for fostering intrapreneurship in your organisation:

• Create a culture of innovation and risk-taking.
• Provide employees with the freedom to experiment and take risks.
• Reward employees for their successes.
• Provide employees with the resources they need to succeed.
• Break down the bureaucracy.
• Encourage employees to share their ideas.
• Celebrate failures as learning opportunities.

Intrapreneurship is an extremely powerful tool that can help you stay ahead of the competition and innovate. By fostering a vibrant contributive culture, just watch and see, feel and experience your people grow like never before. This is a specialist area of coaching for me and my associates – just get in touch to have a conversation.

Here are some fabulous examples of intrapreneurship in action:

• Google’s “20% time” program allows employees to spend 20% of their time working on projects that they are passionate about. This program has led to the development of many innovative products and services, such as Gmail and Google Maps.
• 3M’s “15% rule” is similar to Google’s “20% time” program. It allows employees to spend 15% of their time working on projects that are not directly related to their job duties. This program has led to the development of many innovative products and services, such as Post-it Notes and Scotch Tape.
• The Walt Disney Company’s “Imagineering” program is a cross-functional team of creative individuals who are responsible for developing new ideas for Disney theme parks, movies, and other products. This program has led to the development of many iconic Disney attractions, such as Space Mountain and Pirates of the Caribbean.

These are just a few examples of how intrapreneurship can be implemented in organisations of all sizes. By encouraging employees to think like entrepreneurs and take risks, your company can create a more innovative and successful workplace.

Connected leadership is a style of leadership that emphasises building relationships and creating a sense of community within an organisation. It is based on the belief that when people feel connected to each other, they are more likely to be motivated, engaged, and productive.

Connected leaders are typically characterised by their ability to:

• Be authentic and transparent
• Build trust and rapport
• Listen actively and empathically
• Promote collaboration and teamwork
• Celebrate successes and learn from failures

Connected leadership is becoming increasingly important in today’s world, where businesses are becoming more global and interconnected. In order to succeed in this environment, organisations need leaders who can build strong relationships and create a sense of shared purpose. This is where your specialist behavioural leadership coach comes in! It may only take a few sessions to get the ball rolling with something that you’ve been wanting to develop

Here are some of the benefits of connected leadership:

• Increased employee engagement and productivity
• Improved communication and collaboration
• Enhanced decision-making
• Greater innovation and creativity
• Stronger customer focus
• Reduced turnover and absenteeism
• Improved reputation and brand image

If you want to be a more connected leader, here are some things you can do:

• Be authentic and transparent. Let your team members know who you are and what you believe in. Be open and honest with them, even when it’s difficult.
• Build trust and rapport. Take the time to get to know your team members on a personal level. Show them that you care about them and their work.
• Listen actively and empathically. When your team members talk to you, really listen to what they have to say. Try to see things from their perspective.
• Promote collaboration and teamwork. Encourage your team members to work together and share ideas. Create a culture where everyone feels valued and respected.
• Celebrate successes and learn from failures. When your team achieves a goal, take the time to celebrate their success. When things don’t go as planned, learn from the experience and move on.

Connected leadership is not always easy, but it is essential for success in today’s world. By following the tips above, you can become a more connected leader and create a more successful organization.

Here are some examples of connected leadership in action:

• A CEO who regularly holds town hall meetings with employees to get their feedback and ideas.
• A manager who creates a mentorship program to help new employees learn the ropes.
• A team leader who encourages team members to share their ideas and work together to solve problems.
• A company that creates a culture of feedback and learning, where everyone feels comfortable speaking up.

These are just a few examples of how connected leadership can be implemented in organizations of all sizes. By focusing on building relationships and creating a sense of community, connected leaders can create organizations that are more successful, productive, and innovative.