Tom Watkins Coaching

Leadership Coaching | Self-Management | Capacity Development

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Gossip, Trust & Mistrust

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Do you gossip? No, never. But I’ll tell you who does … One of the principal characteristics of healthy interpersonal relationships is trust: our confidence in others’ good will, consistency, respectfulness, honesty, reliability, credibility, transparency, loyalty and other forms of behaving ethically and benevolently. Do you trust them?  is a question that reveals much about the quality of any relationship. [1] Collaboration is easier where trust exists and more challenging where … [Read more...]

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How do you rate your capacity for real collaboration?

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Cooperation is often considered collaboration . . . But efforts applied to the former can seriously inhibit the latter . . . All approaches to real collaboration benefit from the parties' competence at navigating conversational complexity and differences . . . Typically, people over-estimate their ability for this, trusting that the necessary skills will somehow become available if and when required, even though they have insufficiently practised and mastered them . . . Most seem unaware of … [Read more...]

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Choose how you respond to pressure, disruption and uncertainty | Tom Watkins

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Struggling to accept what we are sometimes faced with is a normal part of being alive, like a tax on being human works-in-progress. Our battles with reality are usually won, in the end, by reality. But have you noticed that for very many people, reality increasingly involves relentless pressure and frenzy? Three inescapable societal trends are behind this. Being overwhelmed by them is optional. I was with a friend for one of our regular discussions we have, over coffee or during a 30-minute … [Read more...]

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IN and ON the business, misunderstood

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Organisational progress, success and resilience are more likely when work in the business (doing the work) is sufficiently balanced with work on the business (improving how we work). But in reality, that balance is rare. This discussion describes common signs of that imbalance, its common causes, and what might be addressed to resolve them. Work in the business focuses on the Primary Task - the matters necessary for the organisation to stay in business. Work on the … [Read more...]

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First, step off the treadmill

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If we paused regularly and often enough to reflect on how we approach what we do, we'd soon improve our efforts and their results. That's a self-management no-brainer. But how and when can we get off the workplace treadmill for this?  For many people, that's a serious dilemma. Without reflection, we go blindly on our way, creating more unintended consequences, and failing to achieve anything useful. [Margaret J. Wheatley] When I first ask coaching clients to add periodic self-reflection … [Read more...]

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It’s Terrible! Let’s Co-ruminate.

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Three sharply-dressed passengers sitting nearby on an early morning flight were sufficiently loud, articulate and interesting for me to overhear their conversation. Mid-level managers in a high-tech industry, I figured. Over the next 50 minutes they repeatedly agreed they'd be more effective and happier if their staff, colleagues, senior executives and clients would behave better, just get out of their way, or be different people. Definitely a co-ruminating group:  regurgitating and re-heating … [Read more...]

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Stop talking about values!

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Values are measured by what we do, not by what is said. Whatever we may want an organisation’s culture to resemble, its nature and character are determined by the approach its members consistently apply to their roles and duties. That's the difference between proclaimed or espoused organisational culture (professed or declared as existing or intended) and applied (functional, actually experienced) organisational culture. An organisation's or team's leadership should identify and clarify the … [Read more...]