Kevin Osborne

I’m a certified ICF leadership coach so I take to heart the stats ICF puts out and want to share these with you. How ready are you to level up your leadership and your personal growth?

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We're almost at the half way mark of 2024 and I thought it the perfect time to 'Harness Your Strengths.' ✨ Join me for a dynamic two-hour webinar, focused on strengths-based coaching. This session is designed to help leaders at all levels understand their innate strengths to enhance leadership effectiveness and self-management. 👥 Date: 4th July, Thursday Time: 7:00 pm IST For indepth details head to the registration link: https://lu.ma/4li6vvt3 #webinar #leadershipcoaching #executivecoaching #strengthsbasedcoaching #leadershipworkahop #onlinecoaching

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"Why Offsites Work — and How to Get the Most Out of Them" Human Capital Leadership Review Abstract: This practitioner-oriented brief explores why offsite meetings and retreats are an effective tool for driving organizational progress and shares best practices for maximizing their impact. Through an examination of relevant academic literature, the brief establishes that offsites create an environment sheltered from everyday workplace distractions that allows for deeper focus and stimulates novel perspectives. Research also shows offsites foster increased psychological safety and collaboration through extended engagement away from normal hierarchies. Drawing from over 15 years of management consulting experience, practical recommendations are then provided regarding objective-setting, venue selection, agenda crafting, facilitation, and follow-up. Real-world case examples from a global technology firm and aerospace supplier demonstrate successful application. The conclusion maintains that well-planned offsites, as informed by the research and best practices covered, have unmatched potential to accelerate strategic planning, problem-solving, team alignment, and organizational change versus standard meetings.

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Join us in conversation with four ICF coaches as they share their experiences in creating inclusivity in their coaching engagements. They will share the role that cultural self-awareness, curiosity, and humility play in helping us recognize, appreciate, and support clients just as they are rather than by who we assume they are or how they should be. Learning objectives: Attendees will gain insights into how coaches can enhance their cultural self-awareness to improve their coaching effectiveness. They will explore strategies to recognize their own cultural biases and assumptions and understand their impact on coaching relationships. Attendees will learn about the significance of maintaining curiosity and humility in coaching engagements. They will discover techniques to approach coaching conversations with an open mind, valuing each client’s unique cultural context without preconceived notions. Participants will have the opportunity to reflect on real-life examples and case studies shared by panelists, including challenges and successes in coaching across cultural differences. They will consider how these experiences can inform and improve their own coaching practices.  Kai Stowers, MA, PCC Nancy Tylim, Psy.D., MCC Danielle Marshall, CDP, ACC (She/Her) Wendy Moomaw, MBA, MS, PCC https://lnkd.in/gr9Pnwaj #ICFLA #DEI #Coaching DEI

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Hello coaching colleagues -- we're inviting you to join us in taking a stand for our profession, and here's why -- we've seen an influx of abuse in the name of coaching, and none of us who are ethical, trained, credentialed coaches want that! (None of us who are decent humans want that). Here's our response to this troubling trend and how you can help. This short video is well worth your time. https://lnkd.in/gU6gNVRh You can join our efforts by reposting this direct to consumer message (link below), creating your own short video, making a short post, or anything else you can think of! https://lnkd.in/gPBxRezn #credentialsmatter #professionalcoach #icfcoach #executivecoach #coachingworks

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🎧 New Podcast Episode: "Dear White Leader" with Joel Pérez, Ph.D., PCC🌍 🔹 Listen Now: https://buff.ly/3VWCyGY In this powerful episode, Dr. Joel Pérez explores the concept of cultural humility and its critical role in leadership today. "Dear White Leader" is a candid conversation aimed at fostering understanding and actionable insights on navigating diversity in leadership. Check out this highlight clip of our conversation! 📚 Key Takeaways: Understanding what cultural humility really means for leaders. Practical steps leaders can take to authentically engage with diverse teams. Dr. Pérez,'s insights on the challenges and rewards of inclusive leadership. This episode is essential for anyone looking to lead with empathy and inclusivity in a diverse world. Whether you're an executive, manager, or aspiring leader, join us to learn how cultural humility can transform your approach to leadership. 🎧 Tune in, reflect, and engage with us on this vital topic! 🔗 Connect with Dr. Pérez: 🔗 LinkedIn: https://buff.ly/3RHa69T 💬 We invite you to share your thoughts and questions in the comments or via DM. How are you integrating cultural humility into your leadership practice? #CulturalHumility #LeadershipDevelopment #DiversityAndInclusion #DearWhiteLeader #DrJoelPerez

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Coaching OnDemand refers to a flexible form of coaching available based on changing client needs. Focused on enhancing professional/leadership skills or general career development, this coaching approach typically involves scheduled sessions as needed or requested by the client receiving the coaching.  https://lnkd.in/g73QfB_U

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A key #generativelistening practice is to understand that questions are doorways. Typical questions lead us into familiar rooms where we have the same conversation over and over again. However a carefully shaped question can move us into rooms where conversations have not been had before, giving rise to new insights and possibilities. And as Matt Abrahams illustrates in this CNBC article, a thoughtful question can also elevate your status and position in the conversation. Check it out! Thank you Noah Ullman for sending this my way! Be Generative

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Pivot Point: In the tumult of modern discourse, where the voices of exclusion and division echo relentlessly, there exists a sanctuary of profound wisdom, nestled within the sacred pages of John 15. As the tendrils of Christian nationalism entwine with rhetoric that opposes Diversity, Equity, and Inclusion (DEI) efforts, it is imperative to turn to the timeless teachings of Christ for guidance and illumination. Amidst the din of intolerance, John 15 emerges as a beacon of hope, offering not only solace but a compelling narrative that intricately weaves together the spiritual essence of Christianity with the principles of DEIB. As we embark on a journey through this sacred text, we are called not only to reflect on its profound truths but to confront the stark realities of our time, challenging us to transcend the barriers of prejudice and embrace a vision of unity and justice. Thus, it is within the depths of John 15 that we discover a transformative power, igniting within us a fervent resolve to champion the cause of inclusion and equality, and to stand steadfast against the forces of division and hatred.

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To both Carolyn Hamilton-Kuby, CEC, PCC and I, words carry a special magic. Scott Rust, ACC - thank you for sharing your experience with CMG - and your words of wisdom with those who are curious about the program. For those for a new ICF credential or renewing their ACC Credential, our Fall Cohort begins August 29. Register by June 20 to take advantage of our discounted Early Bird Pricing! #CoachMentorshipGroup #ICFCredential #ACC #PCC #CoachDevelopment #MentorCoaching

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Psychological Safety in Cultures of High-Risk Innovation - Explore how cultivating psychological safety can drive innovation and enhance team dynamics in high-risk environments. https://hubs.ly/Q02-xYBL0

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By incorporating flexibility, leveraging autonomy, emphasizing deep work, and recognizing the importance of recovery, organizations can foster environments where people can feel and perform their best: https://lnkd.in/gHPikVEJ

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Like many of you, I have always advocated for EMPLOYEE ENGAGEMENT and what drives it so with that in mind, I wanted to share the results of a 2020 Gallup study on: “The Relationship Between Engagement at Work and Organizational Outcomes”. Excerpts: "The purpose of this study was to examine the: 1) true relationship between employee engagement and performance within organizations 2) consistency or generalizability of the relationship between employee engagement and performance across organizations 3) practical meaning of the findings for executives and managers This study involved 456 research studies across 276 organizations in 54 industries, with employees in 96 countries. In total, this included 112,312 business and work units that, in turn, included 2,708,538 employees. Eleven outcomes were studied and the results are as follows: Across companies, business/work units scoring in the top half on employee engagement more than double their odds of success compared with those in the bottom half of the items studied. The following were the median percent differences between top-quartile and bottom-quartile units. 10% in customer loyalty/engagement 23% in profitability 18% in productivity (sales) 14% in productivity (production records and evaluations) 43% in turnover for low-turnover organizations (those with 40% or lower annualized turnover) 81% in absenteeism 58% in patient safety incidents (mortality and falls) 41% in quality (defects) 66% in wellbeing (net thriving employees) 13% in organizational citizenship (participation) Some of the overall satisfaction items (criteria that employs here asked about) were (The following is not the full listing): -Overall Satisfaction. -I know what is expected of me at work. -In the last seven days, I have received recognition or praise for doing good work. -My supervisor, or someone at work, seems to care about me as a person. -At work, my opinions seem to count. -In the last six months, someone at work has talked to me about my progress. -last year, I have had opportunities at work to learn and grow. The point of this analysis, consistent with the literature that has taken a serious look at this utility, is that the relationship between employee engagement and organizational outcomes, even conservatively expressed, is meaningful from a practical perspective." So what does this actually mean for the leaders? Some of the important questions that we may need to ask (based on this study) are: ➡ What actually drives employee engagement at our organization? ➡ What is your organizational culture like? ➡ Do employees have clarity on what is expected? ➡ Are our core values being represented in the way we operate? ➡ Have we defined core competencies? ➡ Are leaders having the immediate and ongoing conversations that matter? ➡ How are developmental goals being addressed? #employeeengagement #culture #conversations #leadership #performancemanagement

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"Creating Connection: Building a Culture of Belonging in the Workplace" Human Capital Leadership Review Abstract: This article explores how organizational leaders can cultivate a culture of connection where employees feel a strong sense of belonging by discussing the importance of social bonds for both individual well-being and organizational success based on research evidence showing that loneliness and lack of social connection are linked to poorer physical and mental health as well as lower performance, productivity and creativity at work, while socially-connected workplaces outperform those characterized by disconnect. The article provides strategies for leaders to promote meaningful social bonds by emphasizing the need to intentionally create an inclusive culture through implementing diversity, equity and inclusion initiatives to foster a sense of belonging for all employees, cultivating compassion by establishing formal and informal support systems that demonstrate care for employees' wellness, and facilitating shared experiences through community-building activities and social events that help employees connect on a personal level beyond just work tasks. Exemplar companies that comprehensively implement these types of initiatives through programs promoting unusually strong employee collaboration, retention, morale and organizational success are shown to benefit from nurturing social bonds so that when these bonds are cultivated, both individuals and their workplaces can thrive.

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It’s no surprise that many DEI committees struggle to make an impact when key factors are missing. Without a change management approach, adequate resources, and strong alignment with organizational leadership, even the best intentions can fall flat. DEI isn't just about starting the conversation—it's about driving real, systemic change. If your DEI initiatives aren't gaining traction, it's time to reassess and ensure you're setting up your team for success. Let’s dive deeper into these challenges and find ways to turn them into opportunities for real progress. What challenges have you faced with DEI efforts in your organization? How did you overcome them? #DEI #Leadership #OrganizationalChange #InclusiveCulture

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This is a great article from the Admired Leadership blog. It stresses the importance of leaders mediating and asking for all perspectives on an issue instead of taking sides and assuming one side as truth. Those who do not seek to mediate are practicing management more than leadership.

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This book isn't what you'd expect but on #Juneteenth it's very appropriate. Here's a little about the book: A bit of humor goes a long way in helping people buy into tough concepts and this book proves that! Would the world be better if we were all alike? Revealing the downsides of the diversity that most people try to ignore (yes, you read that title correctly... we're talking about the downsides of diversity) provides the reader with an honest, no holds barred discussion about diversity that most people try to avoid. If we’re honest, we all know that #diversity, #equity, #inclusion, #access, and social justice have become buzz words these days and like many industry buzz words, not everyone agrees on their meaning or value. Here's what some people had to say about it. “I must admit, as a DEI Executive, the title and premise of this book left me more than a little concerned but having read it cover to cover I must admit…I get it and I agree. Christy managed to take a very sensitive and complex issue and break it down where everyone can understand. I highly recommend sharing this with your entire team so you can have a full and complete diversity discussion.” Brandi Riggins, PHR, CCDP “I’ve known and worked with Christy for years and I must admit, I didn’t see this book coming. I knew her to be a passionate diversity professional but after reading this book from cover to cover I can honestly say, she helped me understand the pros and cons of diversity in a new way. I will absolutely use this information to help transform my organization!” Shavonne L. Dargan https://lnkd.in/gS-BAraZ

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