Measuring Unseen Moments in Performance Improvement

The conversation shifted. Cicero Replay reveals the reasons why. You know that feeling when a call seems to be going well and then the energy suddenly changes, but you can’t quite put your finger on why? With Cicero Replay, a single Cicero Roleplay session turns that hunch into insights your learners can see and use. Explore how Replay works: https://lnkd.in/eYNK45nu You and your learners get the full transcript with key moments automatically highlighted, a visual map of how trust and satisfaction rose or dipped across the conversation, and scenario‑specific mentoring tied to your goals, rubrics, and metrics. Instead of guessing which parts of a call helped or hurt, your teams can spot the exact turns in the dialogue and learn precisely what to try differently on the next try. Explore how Replay turns every roleplay into a mentoring opportunity your managers don’t have to run manually. https://lnkd.in/eYNK45nu  #ImmersiveLearning #LearningAndDevelopment #WorkforceReadiness #AIinLearning

Most teams know when a conversation goes off track. They rarely know why. Cicero – Lifelike roleplay for any workplace interaction Replay brings visibility to those moments so teams can adjust, improve, and build confidence with every interaction. #ImmersiveLearning #LearningAndDevelopment #WorkforceReadiness #AIinLearning

"What's one thing you learned today that you'll start using tomorrow?" I ask it at the end of each workshop I do. I can't take full credit for coming up with it. It stemmed from long-ago feedback. I was doing a program for a university. Pre- and post-assessments of knowledge were standard. Facilitators had to show a measurable improvement. The feedback was simple: End with asking what people learned. They'll carry that into the assessment. So I started doing asking the question with a twist. Instead of asking for one thing they'd learned, I asked for one thing they'd start using. A quick go-around the room. Or a random sampling when time and size didn't permit. I gained something unexpected. It showed me what participants considered most valuable. What was actually landing. Where the real gaps were. The feedback made me better. Which is what the best feedback does. What's one piece of feedback that changed you?

What happens when you stop "doing" coaching and start "being" a coach? We often get stuck in the trap of competency frameworks, tools, and "doing it right." This Tuesday, March 24th, join us for an exclusive live seminar series with a true industry pioneer Prof. David Clutterbuck: https://lnkd.in/eG4wQ_Sz As one of the original founders of the modern coaching and mentoring movement, David will challenge you to move beyond the basics and explore: > The Four Mind-Frames: Why so many coaches get stuck below their potential. > The Art of Doing Less: How to enable your clients to achieve more by letting go of "goal obsession." > Complex Systems Thinking: Learning to see and influence the invisible forces in your client’s team.

Only following people who agree with you is a recipe for confirmation bias and groupthink. Critical thinking depends on listening to people who question your assumptions and challenge your conclusions. Learning is the product of engaging with a range of thoughtful views. - Chris Butcher

"This is what a confidence session actually looks like." When I work with people, we don't talk about confidence. We practise it. Here's what that looks like in the room: → Role-playing using coaching tools → Reflecting together on what they'd do differently. No passive listening. Just real scenarios, real practice, and real growth. Participants leave with something they can use the same day. Last year, we delivered sessions at the University of Bristol, SOAS University of London, and London South Bank University and the energy in every room has been the same: young people surprising themselves. That's the part I'll never get tired of. If your institution or programme is working with people who need more than a one-off talk, I'd love to have a conversation about what embedded, practical training could look like for you.

Most facilitators spend too much time trying to control the room. Tight agendas. Pre-planned outcomes. Slides lined up perfectly. And when things start to drift… They pull it back. Back to the plan. Back to the content. Back to what they intended to say. But the problem is –  that’s often where the real learning was about to happen. The best sessions I’ve ever been part of haven’t been the most polished. They’ve been the most unpredictable. Where: – the conversation goes off track – someone challenges the direction – the group takes it somewhere unexpected That’s not something to shut down. That’s something to work with. Because facilitation isn’t about control. It’s about judgement. Knowing when to: – step in – step back – and let things play out That’s exactly what I explore in the “Embracing the Chaos” masterclass. A session focused on how to stay present, adapt in the moment and work with what’s happening – not against it. If that resonates, you can find more details here: https://lnkd.in/eEZ6cFV3 #facilitation #learninganddevelopment #leadershipdevelopment

We’ve given our Spiral Dynamics Fundamentals training a new name: Navigating Complexity, Values and Change reflects much more clearly what this program is about: understanding your own value systems, learning to recognize them in others, and working with the dynamics of change in today’s complex world. This Level 1 Masterclass goes beyond theory. You explore your own development through your life story, practice analyzing real-world situations, and build a grounded understanding of how values shape people, teams and organizations. The next training starts next week. If you’ve been considering taking your first serious step into Spiral Dynamics, this is a good moment to join. 👉 https://lnkd.in/eK_uNDJd #spiraldynamics #leadershipdevelopment #complexity

Mastery isn’t about hours logged it’s about how you practice. The 10,000-hour myth crumbles when you replace time with deliberate practice, clear goals, fast feedback, and a belief you can improve. Deliberate practice isn’t repetition; it’s a four-part design: - specific, near-beyond-ability goals - immediate, informative feedback - focused error analysis and repetition - reflection and adjustment Self-efficacy matters as much as drills. Believing you can influence outcomes turns effort into persistence and smarter choices. A learning community multiplies this: early wins, public milestones, and supportive peers create momentum that sticks. Practical takeaway: - swap hours for micro-skills - seek rapid feedback - track meaningful progress and share it What micro-skill will you own this week, and who will help you stay honest? ⏳🧭 #deliberatepractice #processbasedlearning

Something I always come back to is the power of helping clients understand the process before the process begins. In discovery calls, I share a simple three-part arc: identify, explore, implement. Not as a rigid formula, but as a map that helps clients feel grounded in what coaching can look like for them. Because when clients understand the journey, they show up differently. More openly. More honestly. More ready. This kind of intentional, reflective practice is at the heart of the group coaching supervision cohorts I run, and the next one starts this April. If you know a coach who would value this kind of space, feel free to tag them or pass this along. 💛 📩 Learn more: https://lnkd.in/eMM9cz2V #CoachingSupervision #ProfessionalDevelopment #CoachingExcellence #ICF #LeadershipCoaching #GroupCoaching #ReflectivePractice #CoachingFramework #CoachingCommunity #CPD