In the wake of the pandemic, hybrid working has become a permanent fixture across the public sector. But as organisations scrambled to adapt, one crucial question was left behind: How does hybrid working really affect performance? A Grounded Study of […]
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We are pleased to announce that Perform and Grow has achieved Finalist status in the prestigious Association for Business Psychology Awards 2023. These awards encompass a wide range of categories and are dedicated to honouring notable accomplishments within the field […]
In recent years, there has been a growing recognition of the importance of treating communities as asset-based, rather than focusing solely on their deficits or challenges. This approach emphasises the strengths and resources within a community and encourages community members […]
In 2019, the ONS reported that fewer than 7% of the UK workforce worked flexibly, meaning employees sometimes worked from home and sometimes from the office. So, not that many! Despite this figure, over the last decade, several UK studies […]
If you have a brain, you have bias! We tend to think of having a bias as a bad thing, but it isn’t always. Bias is a natural consequence of the way our brains work. Biases help us categorise things […]
Irrespective of whether you are a busy parent, a team manager, a carer, an executive, there is little doubt that you will have an increasing number of conflicting priorities to deal with. It may feel that there is never enough time […]
During 2020, we saw a seismic shift in working arrangements. The rapid response to the pandemic found many organisations quickly organising for employees to work from home and I suspect for most people we thought this arrangement would last maybe […]
It was in 1995 that William Bridges first shared his model of personal ‘transition’. Like a number of models considering responses to change, it had been built on Bridges own experiences of grief and loss. He suggested that there were […]
In last weeks blog, we explored what phases of change may be experienced when operating in crisis mode. The five phases we shared in our framework highlighted the leadership and communication approaches we thought would be helpful. These were ‘what’ […]
Over recent weeks, we have supported leaders through the current crisis and the constant questions have been: How can we best support our people through times of crisis? What do we say and what should we do to navigate something […]
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