Luis Salas’ Post

Last year a client ask us for an Executive one on one. She told us that we need to inspire in the '7 habits of highly effective people' Stephen Covey. The truth is that we were not that fans of Covey. So we mix this traditional perspective of Covey with an innovative, fresh approach and systemic view for this one on one. We mixed these seven habits with seven sessions one on one. But linked with 7 of the 8 skills of a conscious leader need to have, base on our consultancy Polymath - Org. Design & Transformation expertise. So we enforce the Futures and StrategicThinking, Systems Thinking, Psychological Safety builder, People & Community Thinker, Storytelling and Anthropology Awareness. The client and the Executive mentee were so satisfied and we too. We notice that our Executives want and need this safety space. They feel burnout, they carry a lot on their shoulders, and need to tell someone. And does not have time for an upgrade. An a good upgrade substantive, practical, systemic, innovative and fun to learn. So, of course we love one on one! And if you are interested we will be glad to hear from you. I leave you the brochure here. Cheers! See you reinventing the work! #Change #AmbidextrousOrganizations #Leadership

Last year a client ask us for an Executive one on one. She told us that we need to inspire in the '7 habits of highly effective people' Stephen Covey. The truth is that we were not that fans of Covey. So we mix this traditional perspective of Covey with an innovative, fresh approach and systemic view for this one on one. We mixed these seven habits with seven sessions one on one. But linked with 7 of the 8 skills of a conscious leader need to have, base on our consultancy Polymath - Org. Design & Transformation expertise. So we enforce the Futures and StrategicThinking, Systems Thinking, Psychological Safety builder, People & Community Thinker, Storytelling and Anthropology Awareness. The client and the Executive mentee were so satisfied and we too. We notice that our Executives want and need this safety space. They feel burnout, they carry a lot on their shoulders, and need to tell someone. And does not have time for an upgrade. An a good upgrade substantive, practical, systemic, innovative and fun to learn. So, of course we love one on one! And if you are interested we will be glad to here. I leave you the brochure here. Cheers! See you reinventing the work! #Change #AmbidextrousOrganizations #Leadership #Polymath

𝐄𝐯𝐞𝐫𝐲𝐭𝐡𝐢𝐧𝐠 𝐇𝐢𝐧𝐠𝐞𝐬 𝐨𝐧 𝐀𝐬𝐤𝐢𝐧𝐠 𝐭𝐡𝐞 𝐑𝐢𝐠𝐡𝐭 𝐐𝐮𝐞𝐬𝐭𝐢𝐨𝐧. Asking the right question doesn’t just lead us to answers—it defines how we lead. Questions shape the lens through which we view our work and relationships. The 𝘳𝘪𝘨𝘩𝘵 question isn’t merely a tool for problem-solving, it’s a catalyst for clarity, insight, and deeper understanding. Great questions push us to confront ideas we might otherwise overlook. When it comes to leading ourselves—and others—one fundamental question stands above the rest: 𝘞𝘩𝘰 𝘥𝘰 𝘺𝘰𝘶 𝘸𝘢𝘯𝘵 𝘵𝘰 𝘣𝘦? The difference between who and what is more than semantics: “𝐖𝐡𝐚𝐭” centers on roles, titles, and accomplishments—a destination. “𝐖𝐡𝐨” speaks to identity, values, and purpose—a direction. This shift is far from philosophical, it shapes how we show up 𝘧𝘰𝘳 and 𝘸𝘪𝘵𝘩 others. By focusing on 𝘸𝘩𝘰 we want to be, we evolve task-driven leadership and shift our attention from transactional to relational, from a checklist to the spaces we create where others can thrive. In this perspective, leadership becomes about true connection, fostering growth and belonging, and creating an impact that extends beyond results. So next time you’re interacting with someone, pause and ask yourself: 𝘞𝘩𝘰 𝘥𝘰 𝘐 𝘸𝘢𝘯𝘵 𝘵𝘰 𝘣𝘦 𝘪𝘯 𝘵𝘩𝘪𝘴 𝘮𝘰𝘮𝘦𝘯𝘵? It’s a powerful way to shape your reputation. #ExecutiveCoaching #ReputationManagement #LeadershipDevelopment

𝐂𝐨𝐧𝐬𝐜𝐢𝐨𝐮𝐬𝐥𝐲 𝐌𝐚𝐤𝐢𝐧𝐠 𝐭𝐡𝐞 𝐂𝐡𝐚𝐧𝐠𝐞 Leaders often seek to drive change, and yet change can be fleeting … or even elusive. Change is hard, even when we want it. Our brains are wired for efficiency, often relying on quick, intuitive thinking (System 1) rather than slower, deliberate reasoning (System 2). This means we often choose familiar habits over new, even better ways of doing things, simply because System 1 is easier and faster. Think of it like a well-worn path in the woods: it's comfortable and requires less effort to follow, even if a new path might lead to a more scenic destination. This preference for the familiar makes breaking old patterns and embracing change a challenge. But understanding this natural tendency, as highlighted in Daniel Kahneman's book "𝐓𝐡𝐢𝐧𝐤𝐢𝐧𝐠, 𝐅𝐚𝐬𝐭 𝐚𝐧𝐝 𝐒𝐥𝐨𝐰" is the first step towards overcoming it. By consciously engaging our System 2 thinking, we can make 𝐢𝐧𝐭𝐞𝐧𝐭𝐢𝐨𝐧𝐚𝐥 𝐜𝐡𝐨𝐢𝐜𝐞𝐬 and create lasting change. It takes effort, but the rewards are worth it. Being 𝐢𝐧𝐭𝐞𝐧𝐭𝐢𝐨𝐧𝐚𝐥 involves recognising when we are falling back into familiar patterns and consciously choosing a different path. With practice, we can reprogram our brains to adopt new, more desirable behaviours. By repeatedly choosing the "harder" path, we strengthen the neural pathways associated with intentional action, making it easier over time to respond in ways that align with our values and goals. Essentially, 𝐛𝐞𝐢𝐧𝐠 𝐢𝐧𝐭𝐞𝐧𝐭𝐢𝐨𝐧𝐚𝐥 𝐢𝐬 𝐚𝐛𝐨𝐮𝐭 𝐜𝐚𝐭𝐜𝐡𝐢𝐧𝐠 𝐨𝐮𝐫𝐬𝐞𝐥𝐯𝐞𝐬 in the act of defaulting to old habits and consciously redirecting our thoughts and actions towards a more intentional and mindful approach. By embracing this practice, we can break free from ingrained patterns, cultivate new habits, and ultimately achieve greater personal and professional growth. Find out more about being intentional in this article 𝐁𝐞𝐢𝐧𝐠 𝐈𝐧𝐭𝐞𝐧𝐭𝐢𝐨𝐧𝐚𝐥: https://lnkd.in/g_iJENS5 #coaching #leadershipcoaching #growth #continuousimprovement  #personalgrowth #leadership #mindset #personaldevelopment

𝐂𝐨𝐧𝐬𝐜𝐢𝐨𝐮𝐬𝐥𝐲 𝐌𝐚𝐤𝐢𝐧𝐠 𝐭𝐡𝐞 𝐂𝐡𝐚𝐧𝐠𝐞 Leaders often seek to drive change, and yet change can be fleeting … or even elusive. Change is hard, even when we want it. Our brains are wired for efficiency, often relying on quick, intuitive thinking (System 1) rather than slower, deliberate reasoning (System 2). This means we often choose familiar habits over new, even better ways of doing things, simply because System 1 is easier and faster. Think of it like a well-worn path in the woods: it's comfortable and requires less effort to follow, even if a new path might lead to a more scenic destination. This preference for the familiar makes breaking old patterns and embracing change a challenge. But understanding this natural tendency, as highlighted in Daniel Kahneman's book "𝐓𝐡𝐢𝐧𝐤𝐢𝐧𝐠, 𝐅𝐚𝐬𝐭 𝐚𝐧𝐝 𝐒𝐥𝐨𝐰" is the first step towards overcoming it. By consciously engaging our System 2 thinking, we can make 𝐢𝐧𝐭𝐞𝐧𝐭𝐢𝐨𝐧𝐚𝐥 𝐜𝐡𝐨𝐢𝐜𝐞𝐬 and create lasting change. It takes effort, but the rewards are worth it. Being 𝐢𝐧𝐭𝐞𝐧𝐭𝐢𝐨𝐧𝐚𝐥 involves recognising when we are falling back into familiar patterns and consciously choosing a different path. With practice, we can reprogram our brains to adopt new, more desirable behaviours. By repeatedly choosing the "harder" path, we strengthen the neural pathways associated with intentional action, making it easier over time to respond in ways that align with our values and goals. Essentially, 𝐛𝐞𝐢𝐧𝐠 𝐢𝐧𝐭𝐞𝐧𝐭𝐢𝐨𝐧𝐚𝐥 𝐢𝐬 𝐚𝐛𝐨𝐮𝐭 𝐜𝐚𝐭𝐜𝐡𝐢𝐧𝐠 𝐨𝐮𝐫𝐬𝐞𝐥𝐯𝐞𝐬 in the act of defaulting to old habits and consciously redirecting our thoughts and actions towards a more intentional and mindful approach. By embracing this practice, we can break free from ingrained patterns, cultivate new habits, and ultimately achieve greater personal and professional growth. Find out more about being intentional in this article 𝐁𝐞𝐢𝐧𝐠 𝐈𝐧𝐭𝐞𝐧𝐭𝐢𝐨𝐧𝐚𝐥: https://lnkd.in/gb7Xi4Z6 #coaching #leadershipcoaching #growth #continuousimprovement  #personalgrowth #leadership #mindset #personaldevelopment

A few questions for #HR, #People and #Learning leaders as you consider how you invest in your people and performance in 2024 ... 🤔 How does your climate support high performance? 🤔 How effective are your leaders in developing a climate for high performance? 🤔 How are you developing your new and emerging leaders to build high performing teams and climates? #Psychologicalsafety isnt a magic wand, but it does provide the foundation for a more #human workplace and better #performance, #wellbeing, #innovation, #collaboration and #learning. Curious to find out more? Then join me for a 4-week taster experience where we will take you on a journey of #inclusion, one of the foundational pillars of psychological safety. Experience the power and impact of... ✅ mindnudging ✅ experiential pop up workshops ✅ Shared thinking pods ✅ Resource library Oh and theres some very clever analytics and gamification. Just click this link and book your place today .https://lnkd.in/eNUEvNZM Any Qs, just drop me a DM.

Difficult moments can be a test of leadership. Do we retreat behind titles and authority, or do we lean in with authenticity, emotional intelligence, and empathy? The greatest leaders I know face challenges head-on—not by having all the answers, but by showing up as their true selves. When you lead authentically, you create space for others to trust you, even when times are tough. Emotional intelligence helps you read the room, understand the emotions driving difficult behavior, and respond in a way that builds bridges instead of walls. Empathy and transparency aren’t just soft skills—they’re leadership superpowers that can turn obstacles into opportunities. In my own experience, showing up with empathy in hard conversations has built stronger relationships, even in the most challenging times. It’s not about controlling the outcome; it’s about guiding with emotional intelligence and bringing out the best in your team, even when the path is unclear. Ask Yourself: When faced with a tough situation, how do you balance transparency with authority? How do you handle difficult people in a way that builds trust rather than erodes it? 💬 Share your approach to leading through difficult times in the comments below—I’d love to hear your thoughts. If you’re ready to lead with authenticity and emotional intelligence, let’s connect. Together, we can explore how to strengthen your leadership skills and navigate challenges with empathy and transparency. 📲 #Leadership #EmotionalIntelligence #AuthenticLeadership #EmpathyInLeadership #LeadWithConfidence #LeadershipDevelopment #LeadershipJourney #Author #Speaker A big thanks to Mindstir Media for the support in self-publishing my book. All rights reserved!"

What an inspirational and thought-provoking conversation I had yesterday with Amy Edmondson at our global partner meeting. It got me reflecting on a (for me) important question: Q: What is the connection between psychological safety in a team and doing the inner work? How do we create sustainable change? Where do we begin? We are always interacting with a context. The question is, what is the base level you bring into your team context? Your inner beliefs and assumptions, fears, needs, and values shape your decisions and actions—and these have a direct impact on the level of psychological safety within your team. This impact is even greater when you’re the leader. Leaders who hold limiting assumptions about their team’s potential may unknowingly hinder innovation, suppress open communication, and discourage risk-taking. This can limit both individual and organizational growth. For me.. to make a sustainable impact, it’s essential to address both dimensions: 1️ Doing the inner work – reflecting on and evolving your own beliefs, assumptions, and values. 2️ Fostering team dynamics – creating an environment where psychological safety can flourish. For organizations, investing in these dual learning experiences—for individuals and teams alike—this should be a priority. It’s the key to unlocking authentic growth, innovation, and long-lasting success. What do you think? Just curious. How do you approach these challenges? #Caeruscoaching #CaerusChange #AmyEdmondson #Innovation #HighPerformingTeams #Highstakes #psychologicalsafety #leadership #rightkindofwrong #wisdom PeopleTalking Aristotle Performance Anouk Holsboer Scott Chambers Meike Harten ❤️🔥

Timely post thanks Christopher D. Connors as I was only today talking about this with some of our clients in People Design HR's monthly virtual 'Respect in the Workplace' session. Many of us weren't taught emotional literacy as kids and we are having to therefore do our best to 'learn' it as adults, potentially involving undoing years of conditioning! We all have a responsibility to grow our emotional regulation skills and become more self-aware. Tantrums as an adult are rarely acceptable! Once you able to accept and understand your own emotions and the emotions of others, many aspects of life become easier. The alternative is lashing out, numbing, escaping and being generally destructive/toxic/disrespectful. No way to live and no way to be getting around your workplace - especially if you are a leader! Important to note that we never reach a state of total self-awareness, it requires lifelong commitment and ongoing reflection. And we are still going to have 'bad' moments, but the difference is when we do we will catch ourselves and we will reflect and repair. Self awareness is no longer a 'nice to have' for leaders, it is what I would call a deal-breaking human skill. #humanskills #respectintheworkplace #emotionalintelligence #outsourcedhr #leaderhshipdevelopment #teamdevelopment

As we’ve had some lovely new followers recently we thought it might be a good time to re-introduce ourselves at Mindset Practice. We exist to enable everybody to be their best, most authentic self, every day. We help individuals and teams tackle defensive behaviour habits. We support people to address the elephants in the room, and give people the tools to show up more consistently from a mindset of Growth rather than Survival. People become more adaptable, collaborative, compassionate and resilient, leading to sustained change in their overall performance and wellbeing. The impact is felt by individuals both in their professional and their personal lives and our evidence-based psychology-driven tools provide transformational change in organisations. Take a closer look at some of our programmes and case studies. www.mindsetpractice.com #mindsetmatters #emotionalintelligence #leadershipdevelopment #teamdevelopment #culturechange #occupationalpsychology #growthmindset #leadership #psychometrics