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Tickets sold out very fast for our July 2016 workshop on ‘Neuroscience, Gender and Performance’, and as feedback was so positive (‘Geoff was fantastic’…. ‘Getting better every time’…..’Wonderful!’), we are repeating it on Thurs 24 Nov 2016 14.00 to 17.00.

The workshop will address the following questions:

What is the difference in structure between female and male brains?
How might male and female brains function differently?
What evidence is there for different skills and abilities in females and males?
What might and might not work when you want to increase diversity?

It will blend presentations by neuroscientist Dr Geoff Bird (of the Institute of Psychiatry, Kings College, London, and the Institute of Cognitive Science, UCL) with the opportunity to reflect in groups and individually on how we want to integrate our learning from those presentations into our practice.

Dr Geoff Bird is unique as a practising academic neuroscientist – supervising experiments and publishing research – as he is also trained as an executive coach and is able to translate his findings to the business and organisational world. For more information on Dr Geoff Bird please click here

If you would like to attend, you can sign up here. We expect tickets to sell fast again and we advise you to register as soon as possible.

Photo by ZEISS Microscopy via Compfight

REPEAT Workshop on Neuroscience, Gender and Performance: 24 Nov 2016

Following a sell-out we are repeating our workshop on ‘Neuroscience, Gender and Performance’ in London on Thursday 24 November 2016 14.00 to 17.00. If you would like further details or to attend, please watch this space for information on how to sign up, or e-mail to lw@lindsaywittenberg.co.uk to be added to the mailing list.

Leadership and the EU referendum

Leaders need not only to fully understand the issue they’re dealing with, especially if it challenges groupthink, but they also need to be able to communicate it in a way that is accessible and compelling to their audiences. The leader who connects with their followers will hold them in the palm of their hands. This is truly where the power is.

Culture and culture change

Organisational culture shows up in literally hundreds of different ways in which people behave and live out attitudes and beliefs. Changing a culture needs to be addressed both at the level of the leader and at the level of the whole system - and by exploring how these two interact. A culture in which the past is honoured is a culture in which change towards a new future can be embedded most effectively and sustainably.

Mental health and wellbeing at work

My article 'Ruptures in rapport' has been published in Coaching at Work. It explores where the responsibility lies for wellbeing at work, particularly since in some organisations the mention of wellbeing, stress and mental health can be associated with shame, and even limits on career progression

Cross-cultural coaching: complexities and pitfalls

In cross-cultural environments the coach needs be cautious about challenging the assumptions that they might otherwise challenge: if the client's attitude or belief comes from their culture of origin, it may be close to their sense of self. Equally, issues such as self-promotion in the context of career development and the client's relationship to their family need to be handled sensitively.

Identity, transition and transformation

What a caterpillar calls death a wise man calls a butterfly. The coaching client travels from their current identity, via transition, to their new identity, and the coach travels with them from their current meaning, via meaninglessness, to their new meaning, equipping them to move through uncertainty to a new identity. This is a journey of transformation. The client makes the change. The coach does not remove any part of them, but works with them so that they release more of their capabilities. As they add to their current identity, they enrich who they are.

The Neuroscience of Gender

The next workshop in our series is entitled ‘The Neuroscience of Gender’. It will cover: the difference in structure between female and male brains; male and female brains might function differently; vidence for different skills and abilities in females and males; what works when you want to increase diversity. Book on the link at the end of this blog.

Constellations: 'Lean back and learn' - article in Coaching at Work

My article 'Lean back and learn', just published in Coaching at Work, looks at the use of constellations in coaching. This approach demands both high-quality presence by the coach and the ability to step back and detach from intention. I've discovered that my detachment in constellation work can enable valuable illumination for the client

Talent management: the human side

Doctoral research reveals that the experiences and aspirations of 'the talent' are often different from their organisations’ expectations of them and aspirations for them. What's the impact on authenticity, integrity and effectiveness when talent management is commoditised and individual interests go unacknowledged?

'The vulnerable coach': article in Coaching at Work

My new article on 'The vulnerable coach' appears in the January/February 2016 edition of Coaching at Work. if I’m vulnerable I have a greater capacity to be non-judgmental and to compassionately hear the client. My being known to the client nourishes engagement, trust, connection and their feeling of safety - and so enriches the outcomes they create from their coaching.

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