Talent Management

Follow us on LinkedIn

Follow McCarthy Mentoring on LinkedIn to stay up to date on leadership insights, recommended articles, useful case studies and news.

Connect and follow here.



Browse Posts

Performing at your best

Engagement impacts performance and productivity. Yet at the recent World Business Forum (WBF) in Sydney, a number of the speakers referred to the alarming statistic that only 16% of employees are engaged at work – the rest are transacting. There are many reasons: response to significant change, uncertainty, lack of control, lack of trust or poor leadership. Organisations effectively use leadership programs to engage and retain their people. Yet what actions can you take to stay engaged and perform at your best.

Drawing on our experience and insights from the WBF expert speakers, here are five suggestions and links to the research:

  1. Understand your strengths and weaknesses: you grow and learn most when delivering work that play to your strengths. What are they? How can you do more of that? Statically if 20% of your work is doing what you love (not just do) then burnout goes down. Any less than that, burnout goes up. (Marcus Buckingham). Use our personal SWOT to help remind you where you can make the greatest  contribution.
  2. Take charge. Be accountable for the choices you make. Have you talked to your manager about an opportunity that you have seen or inhouse project you’d like to contribute to? What actions are you taking to build networks, keep learning, take on interesting challenges? Research has found people in teams are statistically more engaged – is there a team you’d like to be part of?
  3. Identify the barriers. Who or what is interfering and holding us back? Is it mindset, beliefs, skill gap, structure, people and importantly, what needs to happen to shift them? “Do you see change as an opportunity or a threat?” (Charlene Li) Who within the business can help you?
  4. Be emotionally agile. Deliberate tweaks to our mindset, motivation and habits can make a powerful difference. Be less self-critical and acknowledge your and others emotions in response to change, stress, challenges. It’s okay not to be positive all the time but it’s important to adapt. This emotional agility impacts performance and engagement. The key is to know how to gain critical insight about how you react to situations and interactions and use them to make changes and bring your best forward (Dr Susan David). 
  5. Get a fresh perspective. Not all of these suggestions are easy. Leverage your relationship with your formal mentor, coach or identify someone who you trust and respect to test ideas and discuss strategies on how to achieve this. If you’ve done psychometric assessments such as Hogan or LSI, reflect and share the findings on what motivates and drives you.

Browse Posts

How to make mentoring work and why your workplace will benefit

In the Black magazine interviews Sophie McCarthy on the benefits of mentoring for developing leaders, retaining good people and accelerating learning. The article also offers some useful ideas for mentees and mentors to make the most of the relationship.

“Only about a third of mentoring relationships will work without preparation. Two in three will work if the mentor is trained, and training both the mentor and mentee should yield a 90% success rate,” David Clutterbuck, international pioneer of workplace mentoring and coaching.

‘How to make mentoring work and why your workplace will benefit’ In the Black magazine, May 2018


Browse Posts

Register now for our Executive Leadership Forums

Our Executive Leadership Forums connect and support high performing executives across all sectors. The Forums offer people the opportunity to share challenges and workshop ideas in a confidential small-group environment.

The bi-monthly facilitated sessions combine practical experience, case studies and theory to deliver a powerful development program that stretches and challenges each participant. The Forum strengthens capability, confidence and capacity to effectively lead in this changing climate.

The Sydney Forum commences 2 August 2017. Expressions of Interest close June 30. Full details can be found here McCarthy Mentoring Sydney Executive Leadership Forum or please contact us at enquiries@mccarthymentoring.com.

Browse Posts

Immediate career support

Our Next Level Coaching program is designed for professionals wanting short-term support and advice on immediate career decisions, workplace challenges and goal setting. Participants are carefully matched with a coach selected from our network of experienced professionals. Find out more here.

Browse Posts

Subscribe to our Blog