Michelle Pratt
@divedeepdevp
The personal development woman🌱Trainer & coach💡 Going deeper into what makes you tick🤔. Campervan Owner🚐 Walker🏞 Beer lover🍺 LGBT🌈
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A manager asked a tough one: “How much should I tell my team?” There’s tension above them, and the team can feel it. Say too much, and you pass the stress down. Say too little, and trust takes a hit. How do you decide where to draw the line?
A manager said something great today: “You need to create moaning space for your team.” We often shut down negativity, but unspoken frustrations don’t vanish — they go underground. A little space to vent, managed well, keeps teams healthy and honest.
We often hear “turn your weaknesses into strengths.” But a weakness is the opposite of a strength – it’s something that drains you. You can manage it, but you won’t energise from it. Better to understand it, limit its impact, and lean into your strengths.
50 miles along Portugal’s Fisherman’s Trail 🌊 Sand, cliffs, sunshine… and a few beers at the end of each day. Amazing how walking clears the head.
Used these cards (by Sally Brys) to check in and out of our meeting today. Not my usual thing, but it really worked. We all bring our own moods into the room, taking five minutes to notice it made a real difference. Felt good to hear how much lighter the group was by the end.
“Sorry if this is a bit boring…” I heard this in presentations skills training this week. Your job isn’t to entertain; it’s to engage. Be clear. Make it relevant. Speak with conviction. You don’t need to be Steve Jobs—just respect your audience’s time.
Friday was a chance to step away from the desk and join @Freshwalks again 🌿 Reconnecting with friends, meeting new faces & soaking up the first of the autumn views. Lovely people, lovely views.
IR35 isn’t a reason to go cold on contractors. It’s about how you contract, not withholding context. Give the “why”, define outcomes, name a contact, include key updates, and recognise impact. If you wouldn’t leave a perm hire guessing, don’t do it here. #Leadership
September reset: 20-min energy audit. Identify 3 energisers/3 drainers. Protect one energiser. Redesign one drainer (timebox/batch/move). Shift a dependency (delegate/automate/ask). Small changes add up. Your one change today? #WellbeingAtWork #Leadership
Inheriting a new team? Baroness Sue Campbell MBE once shared 3 great questions: What do you do? What could you do? What stops us? She shared how this turned disengaged staff into innovators and creators. How do you connect with an inherited team? #Leadership #Coaching
Ever compare your career to someone else’s and feel behind? You're probably seeing the highlight reel—not the compromises, doubts, or trade-offs. Next time, ask: Do I really want their life—or just their LinkedIn post?
I used to think “do a great job and they’ll notice.” Then I saw less competent self-promoters thrive—frustrating! I realised there’s a second job: sharing your wins. People are busy; attention is scarce. Now I tell my story instead of waiting.
A team member asked for growth. Got a mentoring role. Then said: “That’s not my job.” No PDP. No clarity. No follow-through. Write it down. A good PDP: ✅ Sets expectations ✅ Shows real investment ✅ Tracks growth ✅ Supports accountability #CareerDevelopment #GoodManagement
Is everyone really laughing? Here are 3 questions I use to check if a joke is actually just a joke: 1. Is everyone laughing? 2. Are they laughing inside too? 3. Are you sure? How do you know? I came up with these after witnessing 'banter'. Turned out it wasn't.
Asked ChatGPT if it noticed when I say please & thank you. It replied: “I don’t need it but I notice your tone.” Made me think: AI learns from me, so I want it to learn that I value politeness. Better keep saying please & thank you. Just in case the robot overlords keep score.
I didn’t need rescuing—but I let him rescue me anyway. I could’ve jump started my van myself. But my older neighbour rushed over with leads, eager to help. He needed to feel useful. I needed a good neighbour. Pride wins the moment. Empathy wins the long game.
It’s all too easy to drift along the well‑worn career highway, simply following the path laid out for us. In Ep 3 of Leadership Actually we unpack why that happens & how to steer your own non‑linear career. Listen via Spotify: rfr.bz/tdd2204
Shout-out to those who take the harder path: engaging with difficult colleagues instead of avoiding them. One manager I know hit a wall with a senior stakeholder. Instead of reacting, she invited him for coffee. She’s junior—but she’s living the company values.
Do we need a new word instead of ‘stagnate’ for job roles? I’ve heard that staying put without chasing promotion equals stagnation. I believe you can grow in role—though some do let their skills slip. What else could we call this?
How do you delegate without formal authority? It's less about delegation, more about persuasion. Find shared goals, tap into personal motivations, build genuine buy-in. Teams perform better when they want to, not just because they're told. Your top tips?
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