NICK WRIGHT
  • Home
  • About
  • Services
  • Testimonials
  • Articles
    • Organisations and leadership
    • Learning and development
    • Coaching and counselling
  • Blog
  • e-Resources
  • News
  • Contact
  • Home
  • About
  • Services
  • Testimonials
  • Articles
    • Organisations and leadership
    • Learning and development
    • Coaching and counselling
  • Blog
  • e-Resources
  • News
  • Contact

Critical

2/6/2017

56 Comments

 
What marks out professionals from practitioners, the best from the good? It’s a great question. One thing I would suggest is critical reflective practice (CRP). It’s a semi-structured way of learning in and through experience, often with support and challenge from peers, a coach or a non-managerial supervisor. It takes willingness and commitment, an on-going desire to learn, develop and improve. I want to suggest a four-stage CRP process (based on Kolb): experience; reflect; make sense; decide.

It will call us to pause, reflect and act; to be curious and test our assumptions, to expose our sometimes uncomfortable feelings and – for me – to pray for discernment and wisdom. Here are some sample questions. Firstly, experience: What happened? What was/am I aware of? Where was/is my attention? What was/am I feeling? What was/is the impact? Secondly, reflect: What was my intention? What beliefs or values were at play? What didn’t I notice? What assumptions was/am I making? What other options were/are available?

Thirdly, make sense: What are the bigger-picture issues (e.g. politics/principles)? What wider team or organisational issues does it reveal? What is the generic issue (e.g. conflict)? What theory or research could I draw on to inform my thinking and practice? What hypotheses am I making? Finally, decide: What have I learned through this? What do I need to do the same or differently in future? How I will I prepare next time? Do any wider issues need to be addressed? What will my next step be?
​
The third stage, ‘make sense’ distinguishes critical reflective practice from simple reflection on practice. It draws the experience and learning of others including academics and peers into the frame. It’s also the area that many professionals neglect because of time constraints – or because they are not sure how to do it.  Simple ideas: journals, books, networks, conferences and LinkedIn groups. How good are you at critical reflective practice? What do you do to develop and sustain it?
56 Comments
Andre Radmall
3/6/2017 06:29:50 pm

Great article and great insights!

Reply
Nick Wright
3/6/2017 06:30:24 pm

Thanks Andre! :)

Reply
Ian Henderson
3/6/2017 06:31:20 pm

Thanks for your thoughts Nick - always valuable.

Reply
Nick Wright
3/6/2017 06:31:49 pm

Thanks for your encouragement, Ian.

Reply
Nick Ralph
3/6/2017 06:32:53 pm

Excellent and practical things to reflect on the good and the not so good events in our life. I think it's much better to stop, think and reflect on things that happen to us, than to react to situations, but this can be quite hard to do in the'heat of the moment'!

Reply
Nick Wright
3/6/2017 06:34:36 pm

Thanks Nick. Yes, reflection-during is often much harder than reflection-before or reflection-after, especially if we are in emotionally-charged situations!

Reply
Christa-Madhu Einsiedler
4/6/2017 03:44:56 pm

Thank you Nick for this brief encompassing overview over CRP! The process "experience; reflect; make sense; decide" seems quite mentally driven. I could imagine that despite the excellent questions one could stay "in the mind", intellectually analyzing and comprehending, yet not letting themselves being touched and transformed by a moment and experience? I would like to suggest an extension to the process: experience - feel - reflect - feel - make sense - decide. Your thoughts?

Reply
Nick Wright
4/6/2017 03:51:19 pm

Thanks Christa-Madhu. That's an important point. I tend to explore emotional and physical experience at the 'experience' phase and, in coaching, at other phases too; e.g. 'What are you feeling as we talk about this, here and now?', 'Where are you feeling it?' and, at times, to physically enact experiences, hypotheses and potential decisions.

Reply
Gwen Griffith
4/6/2017 03:52:23 pm

Hi Nick-

Once again, I have not considered my evaluative process as a process!! Thank you for pointing out that I do have one, but it's not concrete nor had it related to wider theory (like Kolb). Thank you for bringing this attention to an important aspect of our vocation--

Gwen

Reply
Nick Wright
4/6/2017 03:55:29 pm

Thanks Gwen. Yes, we learn intuitively as well as by rational process. I think a value of relating to wider theories and ideas means that we open our own observations, evaluations, ideas, conclusions etc. to wider perspectives, possibilities and critique.

Reply
Nick Heap
5/6/2017 04:42:17 pm

One thing I do regularly is to co-consult. Every month I have two sessions with two different professionals. For of each session, I am one person's consultant and for the other half, they are mine. This works very well. We can talk about anything at all in complete confidence and it only costs time and a bit of travelling. I always learn something new and useful and I have been doing it for forty years! It helps enormously to be a client so you understand what you are putting people through when you listen and ask difficult questions! Thanks, it's a great post.

Reply
Nick Wright
5/6/2017 04:44:52 pm

Thanks Nick. What a great example. It reminds me of action learning and peer coaching. Can you say a bit more about, 'two different professionals'..?

Reply
Nick Heap
6/6/2017 09:00:37 am

One of my partners is an ex-Relate (Marriage Guidance) counsellor who has also done a great deal of Action Learning particularly in Universities and the public sector. My other partner is a teacher of Cocounselling (CCI version) and has worked at a senior level in IT. I have worked with other people too. They don't need to be "professionals". Anyone who can listen well and be present can be extraordinarily helpful. There is more about the approach here http://nickheap.co.uk/articles.asp?ART_ID=246.

Nick Wright
6/6/2017 09:01:45 am

Hi Nick. It sounds like you have developed a very skilled and experienced support and development network.

Nick Heap
7/6/2017 09:14:18 am

Thanks, Nick, here http://nickheap.co.uk/articles_by_cat.asp?ART_CAT_ID=47 are some more articles of mine about coconsulting you may find interesting. I have also found Re-evaluation Counselling theory and practice absolutely invaluable. Have you come across this? If not, here is their website http://rc.org. If you would like to have a chat, or meet, please get in touch.

Nick Wright
7/6/2017 09:17:22 am

Thanks for the useful links, Nick. On the action learning front, you may find this short reflective piece interesting? http://www.nick-wright.com/action-learning-in-action.html

Ron Bayless
6/6/2017 08:55:35 am

Might that now be a valuable process regardless of whether it's work or not? Writing this now, I'm reminded of the following two items: 1) the saying "Physician, heal thyself," and 2) Pogo's observation that "We have met the enemy and he (she) is us."

Reply
Nick Wright
6/6/2017 08:59:42 am

Hi Ron. Yes, I think the process can be valuable in all aspects of life. Reflective processes are common in spiritual disciplines and, say, mindfulness. I think it is particularly important in professional roles to enhance e.g. quality, capability, development and accountability.

Reply
Audrey Morrison-Greet
7/6/2017 09:05:46 am

Thanks your post - a very helpful.

Reply
Nick Wright
7/6/2017 09:06:14 am

Thanks Audrey. You're welcome.

Reply
Avinash Phillips
7/6/2017 09:07:17 am

Glad you brought this up. It's essential if we want growth and excellence.

Reply
Nick Wright
7/6/2017 09:08:11 am

Thanks Avinash. Do you have any insights or practical tips from your own experience that you could share?

Reply
Ann Guindi
7/6/2017 09:11:43 am

Hi Nick I love your comments. I keep a reflective journal on my coaching and supervision. I feel that this helps me to look at my practice to reflect and learn. As a nurse I am used to reflecting on my practice all the time.

Reply
Nick Wright
7/6/2017 09:13:26 am

Thanks Ann! :) I'm curious - how do you bring wider 'external' perspectives (e.g. theory, research, peer insights) into your reflective process?

Reply
Martin Hipwell
7/6/2017 09:32:52 pm

Yes I'm very in to this also listening is a powerful tool.

Reply
Nick Wright
7/6/2017 09:33:37 pm

Hi Martin. Do you have any examples from experience you could share?

Reply
Jennelle Keith
7/6/2017 09:34:12 pm

I love the idea of a journal. Stop at the end of a training session and journal ideas in that moment. It will assit in future trainings, what to avoid and what to include.

Reply
Nick Wright
7/6/2017 09:40:15 pm

Hi Jennelle. One of the advantages of journalling is that it can enable us to see recurring themes emerging over time and through different experiences. At the end of training sessions, I like to use the simple formula for capturing learnings for development: 'What went well?' and 'Even better if?' These can be great questions to pose to participants too. It's an appreciative approach, enables us to build on the good and helps us focus on the most important points for the future.

Reply
Betsy Aylin, PhD
7/6/2017 09:41:57 pm

I have been using Kolb in education and training for over 30 years. I really like this application of his model and will use it as a reflection tool. Marries nicely to Argyris and action learning. Thanks.

Reply
Nick Wright
7/6/2017 09:44:10 pm

Thanks Betsy. I would love to hear more about how you have used and applied Kolb's and Argyris' models in your education and training work!

Reply
Sean Wolak
13/6/2017 08:52:12 am

This is a great question for sure but you do have to also gauge ur audience. It also depending for sure on what the content is and the learning styles for sure. I am a trainer for AAA and ever class is different. Training new hires is completely different from teaching seasoned agents in my opinion. New hires u have to be more fun because u are the first face of the company that they might see. But the real key is as I said above understanding their learning styles.

Reply
Nick Wright
13/6/2017 08:54:12 am

Hi Sean. Yes, understanding your audience by drawing on relevant research and theory, e.g. vis a vis learning styles, can significantly enhance the quality and impact of training. I'm curious: what is AAA?

Reply
Sean Wolak
14/6/2017 10:28:05 am

Nick, AAA stands for American Automobile Association.

Nick Wright
14/6/2017 10:28:40 am

Aaah, thanks Sean. I'm in the UK.

Matt Lohmeyer
13/6/2017 08:55:14 am

Knowing und understanding deeply what you are teaching.

Reply
Nick Wright
13/6/2017 08:57:42 am

Hi Matt. I agree. Knowing and understanding what you are teaching is important. There is also something about engaging well with the students so that they are willing and able to engage with you and with what you are teaching.

Reply
Bill Gamble
13/6/2017 10:13:01 pm

Somewhat, plain and simple - Know your subject and relate to those you are training as to knowing what their concerns are and what they hope to gain from the training.

Reply
Nick Wright
13/6/2017 10:15:27 pm

Hi Bill. I heard someone recently say, 'Know your participants, know your subject, know your training techniques.' Have you found any training techniques useful that enable participants to develop critical reflective practice?

Reply
HERMAN RANU WIHARJO
14/6/2017 10:29:35 am

Do not forget that the ultimate goal of training is an increase in employee performance, meaning that we must remain oriented and focus on performance changes that are presented.

Reply
Nick Wright
14/6/2017 10:32:10 am

Hi Herman. That's certainly one possible goal of training, depending on the context. In principle, critical reflective practice will improve performance, quality, outcomes and potential.

Reply
Panchanadhan Rajagopalan
14/6/2017 10:33:08 am

You prove to be professional in your approach to training when the organisation / group that invites you realise the good ROI.

Reply
Nick Wright
14/6/2017 10:34:19 am

Hi Panchanadhan. Are you saying that a good ROI is a demonstration of the professionalism of training provided?

Reply
Lesley Hornsby
14/6/2017 10:44:45 am

For me, knowing your stuff; understanding training techniques and the dynamics of adult learning are all a given; the very least you should aspire to. The real trick is to remove your own ego from the equation. Be able to concentrate solely on what people need and help them find and achieve their own goals, rather than impose your own. To absorb and retain information effectively, as well as apply it, the 'learner' needs to feel relaxed and happy. The 'trainer/facilitator' needs to be expert in creating rapport and trust.

Reply
Nick Wright
14/6/2017 11:00:30 am

Hi Lesley - and well said. It sounds like you are a good example of a reflective practitioner! A colleague adds 'credibility' to rapport and trust. If confidence (and, at its extreme, ego) is based on what we believe about ourselves, credibility is based on what others believe about us. You may find this short related piece interesting? http://www.nick-wright.com/blog/learner

Reply
Hilde Jaspaert
23/6/2017 10:18:40 am

I agree with Lesley: a great trainer is a learning enabler. It's not about his knowledge or ego. It's about how he facilitates transitions participants make. So it is imperative his focus is on his learners, why they need/want to learn something new and how he/she (the trainer) will find the best way of making learning happen. Increased performance should be the outcome although that will always remain a hard one to check/prove. What the trainer should check is how 'able' people are at the skills being taught.

Reply
Nick Wright
23/6/2017 10:24:56 am

Hi Hilde. I like the idea of 'facilitating transitions' in training. I think a limitation in reflection-on-practice alone is that, without referencing external research, theories etc (e.g. vis a vis learning, training, transitions), there is a risk that the trainer-practitioner only draws on his or her own insights or observations. By contrast, critical reflective practice enables the trainer to expose his or her insights, observations, beliefs, behaviours, practices etc. to a wider source of support, challenge etc...and thereby potential for growth. Does that make sense?

Reply
Munib Amin Shadid
23/6/2017 10:25:44 am

Interesting discussion. I may add the hands on training demonstrated first by a practitioner or on job trainer/ coach (learning enabler) that leads to behavioral change in the workplace and learning transfer. Such change and transfer need line management support otherwise it will not work. Training needs to be based on real individual learning needs that are matching with workplace core business needs. I may highly recommend the establishment of a competency system where a properly prepared job profiles become available to define real learning needs and design a strategy linked learning, that improves employee performance and ultimately the overall company performance.

Reply
Nick Wright
23/6/2017 10:32:52 am

Hi Munib. I agree that work-based training that lacks line-management support is less likely to be successful in terms of achieving change in the workplace than that which has support.

I am sometimes sceptical about competency systems and frameworks. Here are some examples of some of my own musings vis a vis leadership competencies:

*http://www.nick-wright.com/blog/qualities-of-leadership
*http://www.nick-wright.com/blog/leadership-as-transformational-dynamic

Let me know what you think!

Reply
Steven Walker
23/6/2017 03:59:58 pm

Dear Nick Wright thanks for taking the time to post this. Pedagogy-vs-Andragogy? There is a lot of overlapping. I find that if I tap back into linking my presentation skills to one of my attendees favorite high school teachers is a huge advantage to my success of conveyance of materials. A great trainer/instructor is also a great presenter. Is it teaching or is it acting? It's both! Getting the students / attendees to, "pull in your direction", is as important as SME content. Get them engaged as soon as possible. I don't think I have ever had 100% participation, however, taking the time to mentally turn around and sit in your students seat, (during every single training event) is not just important, it's paramount. Most adult attendees can't tell the difference, between a good instructor and a bad one. They have nothing which to compare the experience. They are there simply for the information. Professional vs Practitioner all depends on your student evaluations.

Reply
Nick Wright
23/6/2017 04:04:36 pm

Thanks Steven. I like your emphasis on 'sit in your students' seat'. It can make such a difference to how we engage with people and groups. There are resonances with these two short pieces (below). Let me know what you think?

*Learner: http://www.nick-wright.com/blog/learner
*Teacher: http://www.nick-wright.com/blog/teacher

Reply
Dr. Edgar Mueller-Gensert
26/6/2017 08:57:21 am

If you hire the best golf trainer in the world and get two days of intense training and coaching under the best possible conditions, will your performance on the golf course be SIGNIFICANTLY higher than before? Why do golf pros spend so much time on the driving range exercising their skills (which are already superior)?

What I am trying to say is, that if there is no system in place to help the trainees to DO WHAT THEY HAVE LEARNED, everyday business and old habits will take over again.

Transfer means transfer of freshly acquired skillsets into everyday behavior. And this is, where most trainings fail, be the trainer/coach/learning enabler the best in the world.

We need to turn common sense into common behavior - by ecouraging the trainees to do and do and do.

Here, the trainees' organisation comes in - if they do not support the transfer, they will lose a great part of what they invested into sales training.

Excellent sales trainers must also help the organisation.

Reply
Nick Wright
26/6/2017 09:05:23 am

Hi Edgar. I agree that ensuring people have opportunity to practise what they have learned can make a big difference. Enabling people to reflect on their practice can make a big difference too, especially if they do it with access to wider ideas, research etc. about what can make the biggest difference.

Reply
Martin Whiting
26/6/2017 11:58:08 am

Many thanks for some stimulating ideas and comments. Whatever we do and however we deliver training we must connect with our audience, we cannot expect the audience to automatically connect with us. It is also helpful to have an observer to provide independent feedback to us. Do you record your training sessions for self review?

Reply
Nick Wright
26/6/2017 12:04:27 pm

Thanks Martin. Yes, having an observer to provide feedback can be very useful. We can also grow in our own ability at observing ourselves in relation to, say, the material and the participants, e.g. 'What is the quality of contact and engagement between us?', 'What is influencing our connection?' etc. We can invite observations from participants which can involve contracting with the group around, e.g. 'What is going/went well..?', 'Even better if..?' In critical reflective practice, we can also hold up our observations to scrutiny in relation to wider research vis a vis e.g. learning styles, complex group dynamics etc.

Reply
Katie Bratisax
26/6/2017 10:06:23 pm

I think knowing your audience is really key as well. A training for one group might not work as well for another group based on environment and audience.

Reply
Nick Wright
26/6/2017 10:09:10 pm

Hi Katie. I agree. I think this is an area where looking into research vis a vis, say, Gestalt field theory, can be very valuable, e.g. this excellent piece by Malcolm Parlett: http://www.institutovenezolanodegestalt.com.ve/Gestalteca_Articulos/Reflections%20on%20Field%20Theory%20-%20Parlett,%20Malcolm.pdf

Reply



Leave a Reply.

    ​Nick Wright

    ​I'm a psychological coach, trainer and OD consultant. Curious to discover how can I help you? ​Get in touch!

    Picture
    Like what you read? Simply enter your email address below to receive regular blog updates!
    Subscribe to Blog
    Picture
    Picture


    ​Archives

    July 2025
    June 2025
    May 2025
    April 2025
    March 2025
    February 2025
    January 2025
    December 2024
    November 2024
    October 2024
    September 2024
    August 2024
    July 2024
    June 2024
    May 2024
    April 2024
    March 2024
    February 2024
    January 2024
    December 2023
    November 2023
    October 2023
    September 2023
    August 2023
    July 2023
    June 2023
    May 2023
    April 2023
    March 2023
    February 2023
    January 2023
    December 2022
    November 2022
    October 2022
    September 2022
    August 2022
    July 2022
    May 2022
    April 2022
    March 2022
    February 2022
    January 2022
    December 2021
    October 2021
    September 2021
    August 2021
    July 2021
    June 2021
    May 2021
    April 2021
    March 2021
    February 2021
    January 2021
    December 2020
    November 2020
    October 2020
    September 2020
    August 2020
    July 2020
    June 2020
    May 2020
    April 2020
    March 2020
    February 2020
    January 2020
    December 2019
    November 2019
    October 2019
    August 2019
    July 2019
    June 2019
    May 2019
    April 2019
    March 2019
    February 2019
    January 2019
    December 2018
    November 2018
    October 2018
    September 2018
    August 2018
    July 2018
    June 2018
    May 2018
    March 2018
    February 2018
    January 2018
    December 2017
    November 2017
    October 2017
    September 2017
    August 2017
    July 2017
    June 2017
    May 2017
    April 2017
    March 2017
    January 2017
    December 2016
    November 2016
    October 2016
    September 2016
    August 2016
    July 2016
    June 2016
    May 2016
    April 2016
    March 2016
    February 2016
    January 2016
    December 2015
    October 2015
    September 2015
    July 2015
    June 2015
    May 2015
    April 2015
    February 2015
    January 2015
    December 2014
    November 2014
    August 2014
    July 2014
    May 2014
    April 2014
    March 2014
    February 2014
    December 2013
    November 2013
    August 2013
    July 2013
    June 2013
    May 2013
    April 2013
    March 2013
    February 2013
    January 2013
    December 2012
    November 2012
    October 2012
    July 2012
    June 2012
    May 2012
    April 2012
    March 2012
    February 2012
    January 2012
    December 2011
    November 2011
    October 2011
    September 2011
    August 2011
    July 2011
    June 2011
    May 2011
    April 2011
    March 2011
    February 2011

    Categories

    All
    Abc
    Ability
    Accountability
    Achievement
    Act
    Action
    Action Learning
    Active Listening
    Activism
    Adaptability
    Adaptive
    Advent
    Adventure
    Advice
    Advocacy
    Africa
    Age
    Agency
    Aggression
    Agile
    Aid
    Alientation
    Ambiguity
    Anchor
    Angle
    Anthropomorphism
    Anticipation
    Anxiety
    Appraisal
    Appreciation
    Appreciative
    Appreciative Inquiry
    Approach
    Argyris
    Armaments
    Art
    Artificial Intelligence
    Asia
    Aslan
    Assertiveness
    Assumption
    Assumptions
    Asylum
    Asylum Seekers
    Attachment
    Attention
    Attitude
    Attribution
    Audience
    Authenticity
    Authority
    Autonomy
    Avoidance
    Awareness
    BANI
    Baptist
    Behaviour
    Being
    Belief
    Beliefs
    Belonging
    Bereavement
    Berlin Wall
    Bias
    Bible
    Blame
    Body Language
    Borders
    Boundaries
    Brainstorming
    Brand
    Bridges
    Burnout
    Business
    Cages
    Calling
    Capability
    Cards
    Care
    Career
    Categories
    Censorship
    Challenge
    Chance
    Change
    Chaos
    Character
    Charity
    Child
    Children
    Choice
    Choose
    Christ
    Christian
    Christmas
    Church
    Clarity
    Client
    Climate
    Coach
    Coaching
    Co-active
    Coactive
    Cognition
    Cognitive
    Cognitive Behavioural
    Coincidence
    Collaboration
    Collaborative
    Commitment
    Communication
    Communism
    Community
    Compassion
    Competence
    Competencies
    Competency
    Complexity
    Concepts
    Confidence
    Confidentiality
    Conflict
    Confluence
    Confusion
    Congruence
    Conscience
    Consciousness
    Consequences
    Construct
    Constructivism
    Constructs
    Construe
    Consultancy
    Consulting
    Contact
    Content
    Context
    Contracting
    Contribution
    Control
    Conversation
    Corruption
    Counselling
    Counterintiution
    Counterintuition
    Countertransference
    Courage
    Craziness
    Creativity
    Credibility
    Crisis
    Critical Consciousness
    Critical Reflection
    Critical Reflective Practice
    Critical Reflexivity
    Critical Thinking
    Critique
    Cross
    Cross Cultural
    Cross-cultural
    Cross Culture
    Cross-culture
    Culture
    Curiosity
    Customer Care
    Customers
    Customer Service
    Dad
    Danger
    Darkness
    Death
    Deception
    Decision
    Deconstruction
    Defence
    Defences
    Deferred Gratification
    Definition
    Delight
    Delusion
    Dementia
    Democracy
    Demographics
    Depression
    Despair
    Determination
    Development
    Deviance
    Deviant
    Diagnosis
    Dictatorship
    Diet
    Dignity
    Dilemma
    Disability
    Disaster
    Discernment
    Discipline
    Disclosure
    Discovery
    Discrimination
    Disruptive
    Dissent
    Dissident
    Dissonance
    Distinctiveness
    Distortion
    Diversity
    Doomscrolling
    Dream
    Dynamic
    Dynamic Complexity
    Dynamics
    Dysfunction
    Dysthymia
    Dystopia
    Easter
    Ecology
    Economics
    Ecosystems
    Edge
    Edi
    Education
    Effectiveness
    Efficiency
    Ego State
    Election
    Eliciting
    Emergence
    Emotion
    Emotional
    Emotional Intelligence
    Empathy
    Empowerment
    Encounter
    Encouragement
    Energy
    Engagement
    Entrepreneur
    Environment
    Equality
    Eternity
    Ethics
    Ethiopia
    Europe
    Evaluation
    Evidence
    Evocative
    Evolution
    Existential
    Existentialism
    Expectation
    Expectations
    Experience
    Experiences
    Experiment
    Experimentation
    Expertise
    Exploration
    Explore
    Exposure
    Expression
    Extremism
    Facilitation
    Facilitator
    Faciltitation
    Factors
    Failure
    Faith
    Family
    Fantasy
    Far Right
    Father
    Fear
    Feedback
    Feeling
    Feminism
    Field Theory
    Fight Fight Freeze
    Fight-fight-freeze
    Fight Flight Freeze
    Figure
    Filter
    Fit
    Flashback
    Focus
    Focus Groups
    Food Bank
    Forgiveness
    Framework
    Freedom
    Freedom Of Expression
    Free Speech
    Freud
    Friends
    Fun
    Future
    Gaza
    Gaze
    Gender
    Geopolitical
    Geopolitics
    German
    Germany
    Gestalt
    Gift
    Global
    Goal
    Goals
    God
    Good Friday
    Gospel
    Grace
    Grief
    Grit
    Ground
    Group
    Groups
    Groupwork
    Guidance
    Guilt
    Habit
    Healing
    Health
    Hear
    Heidegger
    Hermeneutics
    Hero
    Hierarchy
    History
    Holistic
    Holy Spirit
    Home
    Homeless
    Homelessness
    Honesty
    Hope
    Hopelessness
    Hubris
    Human
    Human Givens
    Humanitarian
    Humanity
    Human Resources
    Human Rights
    Humility
    Humour
    Hybrid
    Hypotheses
    Hypothesis
    Icon
    Idealising
    Ideas
    Ideation
    Identity
    Ideology
    Image
    Imagination
    Immersion
    Immigration
    Impact
    Impostor
    Improvisation
    Incarnation
    Inclusion
    Independence
    Influence
    Influences
    Influencing
    INGO
    Initiative
    Injustice
    Innovation
    Inquiry
    Insecurity
    Insight
    Inspiration
    Instinct
    Integrity
    Intention
    Intercultural
    Interdependence
    Interference
    International
    Interpretation
    Intersectionality
    Intimacy
    Introjection
    Introversion
    Intuition
    Invisible
    Invitation
    Iran
    Irrationality
    Israel
    Jargon
    Jesus
    Jolt
    Journey
    Joy
    Judgements
    Jungle
    Justice
    Keys
    Kindness
    Knowing
    Knowledge
    Labels
    Language
    Lateral Thinking
    Leader
    Leadership
    Leadership Teams
    Learner
    Learning
    Legacy
    Lent
    Lesson
    Liberal
    Life
    Light
    Linguistic
    Listening
    Logic
    Loss
    Love
    Management
    Manager
    Manipulation
    Maps
    Marathon
    Marginalisation
    Marketing
    Martin Luther King
    Matrix
    Mbti
    Meaning
    Media
    Mediation
    Meditation
    Meetings
    Memory
    Mental Health
    Mentoring
    Merit
    Metaphor
    Metaphysic
    Metaphysics
    Mindfulness
    Miracle
    Mirror
    Mirroring
    Misfit
    Mission
    Mode
    Montessori
    Morality
    Motivation
    Music
    Mystery
    Narrative
    Nationalism
    Nativity
    Nazis
    Need
    Negotiation
    Neo-Nazi
    Networking
    News
    New Year
    Norm
    Norms
    Noticing
    Online
    Operations
    Opportunity
    Oppression
    Options
    Organisation
    Organisation Develoment
    Organisation Development
    Orientation
    Origin
    Outcome
    Pace
    Pain
    Palestinian
    Panic
    Paradigm
    Paradox
    Parent
    Partnership
    Passion
    Passivity
    Pastoral
    Pastoral Care
    Pattern Matching
    Patterns
    Peace
    People
    Perception
    Perfectionism
    Performance
    Perseverance
    Personal Constructs
    Personal Leadership
    Person Centred
    Perspective
    Persuasion
    Phenomenology
    Phenomenon
    Philippines
    Philosophy
    Physical
    Physicality
    Place
    Plan
    Plane
    Plans
    Platitude
    Plato
    Play
    Plot
    Polarity
    Policy
    Politics
    Poor
    Positive
    Positive Psychology
    Posture
    Potential
    Potential#
    Poverty
    Power
    Powerlessness
    Practice
    Pragmatism
    Praxis
    Prayer
    Preference
    Preferences
    Prepare
    Presence
    Presentation
    Principles
    Priorities
    Priority
    Privilege
    Proactive
    Proactivity
    Problem Solving
    Procedure
    Process
    Prodigal
    Professional
    Profit
    Progressive
    Projection
    Projects
    Prompt
    Propaganda
    Protection
    Protest
    Providence
    Provocative
    Psychoanalysis
    Psychodynamic
    Psychodynamics
    Psychology
    Psychometrics
    Psychotherapy
    Purpose
    Pushback
    Quality
    Quest
    Question
    Questions
    Race
    Radical
    Rainbow
    Rational
    Rationale
    Rationalisation
    Rationality
    Ratlonality
    Realisation
    Reality
    Reason
    Reasoning
    Reconciiliation
    Reconciliation
    Recruitment
    Reflect
    Reflection
    Reflective Practice
    Reflexivity
    Reframing
    Refugee
    Refugees
    Relationship
    Relationships
    Release
    Relief
    Religion
    Representation
    Rescue
    Research
    Resilience
    Resistance
    Resonance
    Resourcefulness
    Respect
    Responsibility
    Responsive
    Responsiveness
    Retreat
    Revelation
    Reward
    Rhetoric
    Rich
    Rights
    Riot
    Risk
    Role
    Role Model
    Roman Catholic
    Rosabeth Moss-kanter
    Rules
    Russia
    Sabbath
    Sacred
    Safeguarding
    Safety
    Salvation
    Satire
    Satnav
    Saviour
    Scepticism
    Schemata
    School
    Science
    Secure Base
    Security
    See
    Selection
    Selective Attention
    Self
    Self-deception
    Self-sacrifice
    Sense-checking
    Sense Making
    Sense-making
    Senses
    Sensitivity
    Serendipity
    Servant
    Shadow
    Shock
    Significance
    Silence
    Simplicity
    Sin
    Skills
    Skin Colour
    Snake
    Social Change
    Social Construct
    Social Construction
    Social Constructionism
    Social Constructs
    Social Enterprise
    Social Entrepreneurship
    Social Media
    Social Psychology
    Social Work
    Sociology
    Socrates
    Solution Focused
    Solutions
    Solutions Focus
    Solutions-focus
    Somalia
    Song
    South Sudan
    Space
    Speak
    Speech
    Speed
    Spirit
    Spiritual
    Spirituality
    Stance
    Status
    Stealth
    Stereotype
    Stereotypes
    Stereotyping
    St Francis
    Stimulus
    Storm
    Story
    Strategic
    Strategy
    Strengths
    Stress
    Stretch
    Structure
    Struggle
    Stuck
    Student
    Style
    Subconscious
    Subjectivity
    Success
    Sudan
    Suffering
    Supervision
    Support
    Survival
    Sustainability
    Symbol
    Symbolism
    Symbols
    Synergy
    Systems
    Systems Thinking
    TA
    Tactical
    Tactics
    Talent
    Teacher
    Teaching
    Team
    Team Meeting
    Teams
    Teamwork
    Teamworking
    Technology
    Teenage
    Tension
    Theology
    Theory
    Theory Of Change
    Therapy
    Thinking
    Thought
    Time
    Touch
    Toys
    Traction
    Trade
    Trade Union
    Tradition
    Training
    Transactional Analysis
    Transference
    Transformation
    Transition
    Transitional Object
    Trauma
    Trends
    Trust
    Truth
    Turbulence
    Type
    Ubuntu
    Ukraine
    Uncertainty
    Unexpected
    United Nations
    University
    Use Of Self
    Valentine
    Vallues
    Value
    Valued
    Values
    Vicious Cycle
    Violence
    Virtuous Cycle
    Visibility
    Visible
    Vision
    Vocation
    Voice
    Voting
    VUCA
    Vulnerability
    Vulnerable
    Waiting
    Walls
    War
    Warning
    Wealth
    Weird
    Wellbeing
    Will
    Willingness
    Window
    Wisdom
    Witness
    Women
    Wonder
    Words
    World
    Worth
    Youth
    Zero-sum
    Zoom

    RSS Feed

Proudly powered by Weebly
  • Home
  • About
  • Services
  • Testimonials
  • Articles
    • Organisations and leadership
    • Learning and development
    • Coaching and counselling
  • Blog
  • e-Resources
  • News
  • Contact