Kevin Sheridan

How can Design thinking help environmental NGOs? It provides a human-centered, collaborative and iterative framework for develop creative, practical and emotional acceptable solutions to complex environmental challenges. It enables to shift the focus from top-down mandates to a community-driven approach that addresses root causes and inspires lasting behavioral change. Thank you Fadly Bakhtiar and Nurul Nabila Shohimi for inviting me last week to EcoKnights and deliver a workshop to discover Design Thinking. With 9.11 (out of 10) Favorable Opinion, participants really appreciated the importance of empathy and prototyping.

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#StrategicThursday WHAT IS THE BIG FIVE OF STRATEGY - AND WHY DOES IT MATTER? After eight weeks of exploration, reflection, and practice, our Big Five of Strategy journey is moving toward certification. Many have asked: What exactly is this model – and why is it so powerful for leaders and coaches? Developed by Dr. Timothy Tiryaki and Dr. Jeroen Kraaijenbrink, the Big Five of Strategy redefines how individuals and organizations think, act, and grow strategically. Instead of a top-down planning model, it focuses on strategic competencies that can be learned and developed by anyone — not just executives. 🌟 The Five Strategic Competencies 1️⃣ Grasp the Present – Understand complexity and make sense of your current environment. 2️⃣ Shape the Future – Design vision and direction with purpose and foresight. 3️⃣ Deliver the Results – Execute, adapt, and follow through under real-world constraints. 4️⃣ Move the System – Translate ideas into coordinated action and momentum across teams and systems. 5️⃣ Adapt to Change – Learn, evolve, and respond effectively to change and uncertainty. These competencies are backed by research and applied through a science-based self-assessment that helps identify strengths and areas for growth in both strategic thinking and execution. For me as a coach, this framework offers a practical and human way to help leaders and teams 👉 see their strategic reality more clearly, 👉 focus on what truly matters, and 👉 create movement that lasts. As we now prepare for certification, I look forward to integrating the Big Five of Strategy into my own coaching practice — and exploring how it can help organizations navigate complexity with clarity and purpose. Are you interested in talking more about this? Just give me a call at +358 50 514 1954 or send me an email at kaj@positivegroup.fi — I’d love to continue the conversation. #StrategicThursday #BigFiveofStrategy #StrategicCoaching #LeadershipDevelopment #OrganizationalCoaching #PositiveGroup Jeroen Kraaijenbrink Timothy Timur Tiryaki, PhD Markus Ikonen Göran Hernberg Hedy Kapri Marianne Borg Hyökki ScD Tuula Nurmiluoto Kim Hellbom

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Boards won't put up with inappropriate relationships from the CEO, says Andy Challenger. While office romance is common, when the power dynamic shifts, it becomes a liability. Story via Bloomberg in the comments. #leadership #CEO #officeromance #ethics #humanresources

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Want to improve your executive function skills? In this podcast, "Building Better Executive Function Skills," Joyce Cooper-Kahn, PhD, shares her insight, practical strategies, and interventions you can use in your daily life. https://lnkd.in/gfChWK98 #ExecutiveFunction #PodcastRecommendation #SkillBuilding #JoyceCooperKahn #MentalSkills #PersonalDevelopment #LearningStrategies #ADHDSupport #LifeSkills #ADHD #ADHDAwareness

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Many organizations think their outplacement program is working until they start asking deeper questions. We hear this more often than you might expect. Are employees actually engaging? Are outcomes improving? Is coaching resonating? Many providers can’t answer these questions. Employers need visibility, flexibility, and real insight into what’s happening after the transition. Does your provider deliver those insights? If not, maybe it’s time to find a partner who will.   👉 Outplacement should do more than check a box. It should create meaningful impact. Find out how INTOO does it better: https://lnkd.in/gRczZCAY

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The SIOP Foundation and the HR Policy Association (HRPA) have just released a report on strategic engagement, From Satisfaction to Strategy: Transforming Employee Engagement, authored by Ben Schneider, Bill Macey, and Mark Ehrhart. The report integrates decades of engagement research into a practical guide for Human Resources leaders that explains what strategic engagement is and how to achieve it and provides examples of successful strategic engagement. The partnership between the SIOP Foundation and the HR Policy Association (HRPA) aims to put the science of industrial and organizational psychology in the hands of HR leaders. This report integrates decades of engagement research into a practical guide for Human Resources leaders that explains what strategic engagement is and how to achieve it and provides examples of successful strategic engagement. Read more on the report: https://lnkd.in/gvMxX7tH #SIOPSmarterWorkplace #IOPsych #SIOPFoundation

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Strategic HR leaders need diagnostic tools. Yet most organizations focus on the obvious: headcount figures, attrition rates, perhaps an engagement survey. Here's a sharper framework leaders can use: Apply 3 perspectives to understand what's truly happening in your organization. 1. Individual Indicators: Who's advancing, who's plateauing? 2. Systems Analysis: What does your infrastructure support or block? 3. Environment Assessment: How are psychological safety, belonging, and principles experienced in practice? Combined, they create a complete narrative. One you can leverage, not merely observe. 📌 Example: Turnover spike? Don’t just look at compensation. Look at feedback trends, role clarity, manager effectiveness, and cultural mismatch. 🧠 Pro tip: Overlay these lenses in quarterly talent reviews. You’ll see the patterns before they become problems. If you want to turn HR from reactive to strategic…start here. If you're going to shift from responsive to strategic leadership…begin here. And reach out if you'd like to talk about your specific situation 👇 — 👉 Get my free guidebook detailing the 7 essential steps for leadership growth. Link in bio.

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To design effective and adaptable leadership development programs, Learning & Development teams need to use assessment throughout the process. This article shows you how to use different types of assessment in learning initiatives, from feedback during the program to evaluation at the end: https://s.hbr.org/4aKENlo

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Most leaders ask functional questions. Strategy requires systemic ones. AI is making answers faster. It is not making organizations smarter. Margin. Growth. Efficiency. Each function optimizes its own logic. But enterprise performance is never functional. It is systemic. In the second article of this series, I explore why this gap is widening in an AI-accelerated world and why framing cross-functional questions is becoming a core leadership capability. Read the full piece here: https://bit.ly/47m0Yiv Where does functional logic most often undermine strategy in your organization?

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We often think the best idea always wins. In reality, the idea backed by innovation capital wins, not necessarily the most brilliant one. Innovation capital is the credibility, trust, relationships, and track record that allow an idea to move forward. It is built over time through delivery, judgment, and the ability to bring others along. When innovation capital is strong, people listen, resources follow, and uncertainty becomes manageable. When it is weak, even good ideas struggle to get airtime. This is why innovation is not just about creativity or intelligence. It is about influence, timing, and confidence earned through consistent action. Leaders who understand this do not push ideas in isolation. They invest in people, networks, and small wins long before they ask for support on something bold. If this resonates, the episode How the Best Leaders Develop and Spend Innovation Capital from the HBR Leadership series is worth a listen. It offers a practical and grounded take on how innovation actually happens inside organisations. https://lnkd.in/g5N6MVS8 #InnovationCapital #Leadership #OrganisationalChange #InnovationLeadership #HBRLeadership

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Leadership development shapes the future. It goes beyond guiding people toward a goal—it’s rooted in trust, adaptability, and inclusion. As I shared in this article, inclusive leadership is a competitive advantage in today’s market—especially when considering how we approach development programs in a rapidly changing world. It should also be a shared organizational practice, woven into daily operations, decision-making, and team dynamics at every level. A human-centered approach means applying these practices to see employees not just as contributors, but as people—each with unique experiences, needs, and perspectives. In an environment shaped by constant change and external pressures, equipping individuals with the tools to adopt an inclusive leadership style is essential for organizations navigating today’s complexity. It’s how we future-proof our organizations. #inclusiveleadership #futureofwork #peoplefirst https://lnkd.in/eMCZjK6Y

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