How to collaborate successfully

Barbra Carlisle • March 16, 2023

If you are curious about...

  • How to collaborate while getting what you want
  • What motivates Mid-Lifers
  • How you harness the power of People Developers
  • Discovering what your key communication voice is and how it affects your leadership ... read on 😊


Subscribe here for future editions and news about Glee Coaching.


How to collaborate while getting what you want.


Last month I learned that getting what you want can be achieved when you collaborate with the right people. No, it doesn't mean just working with the 'yes' people who will not stand up to your crazy suggestions, and who want to please you (for whatever reason).

How do you get what you want with other strong minded individuals in the room?


Top Tips


  • Have mutual respect for your collaborators - and I mean real mutual respect not just a tokenistic 'Yeah I respect you' type approach, a genuine deep respect for the whole person you are collaborating with
  • Be clear on the purpose of the collaboration - sit down with your collaborators and iron out in SMART terms what your goals for the collaboration is, ie - what you want to get out of the venture.
  • Listen. Yes listen. When we are coming up with ideas for a collaboration it is very tempting to jump in with your idea on top of what someone else is saying - in the pretence that you are 'building' on what they have just said. In effect you are not building on what they have said but overriding their idea with your perspective. Let them finish what they are saying!
  • Recognise each other's strengths, tell each other what your strengths are from the outset and work to your strengths.


Big shout out to Dave Verburg and Sophie Vyse for being amazing collaborators with me recently to deliver #ThePeopleStation and #MidLifer events.


Mid-Lifers


As part of celebrating IWD Sophie Vyse and I picked up on topic close to many of our clients' hearts - midlife.

I always recommend coming along to one of our midlife events, but just in case you missed it here are a couple of key takeaways


  • Midlife myths are there to be busted with aplomb!
  • Midlife brings different points of joy and anguish and the ability to share your past, present and future reality and dreams with others in a safe confidential space can bring great joy in the moment and a 'can do' attitude
  • Thinking about what you want to get out of the rest of your career can cause some level of anxiety when you realise that you are plateauing, or even worse, in a job that doesn't bring you joy ( nowhere near your 70:30)
  • If we want to move towards our future aspirations and dreams we have to be intentional


Interesting session! Feeling inspired to make some time to look at my longer term goals and not just to get through the weeks! Thank you

DM me if you would like to be the first to hear about our next midlife online session.


The power of the people (developers)


Everyone thrives on personal development, yet at times there can be challenges around dedicating the time for personal development. This can be the case for the hard working People Developers in organisations who are focused on developing the people in the business to meet business goals and develop leadership skills and competencies. Their own personal development can slip from the radar.


We all know that healthy happy workforces lead to higher productivity, greater creativity and improved performance so our the mission of The People Station is to empower people developers through skill development, strategic advice and insight and networking.

Great session and perfect timing! We are going through a transformation and aligning our values is crucial. I am going to take this back to the workplace to continue the conversation!


DM me to find out when the next one is. Bring your team to grow together. And a big shout out to Dave Verburg for developing the concept with me.


Your leadership voice


Everyone Speaks. Not Everyone is heard.

Everyone has a leadership voice, whether they know it or not. From the most quiet to the most gregarious, we all have the ability to lead others.


The problem is most people don't know their leadership voice or how to use it. Some don't know what it is, others are insecure in their voice and have been told it is unimportant, and others immaturely overuse their voice and dominate the airwaves.

The 5 Voices is designed to help every individual discover their leadership voice and be empowered to use it effectively.


Can you imagine a team of people who were self-aware, knew how to communicate, and were able to bring their best to the table everyday? What would that do for culture? For productivity? For Profitability? In short, a lot.Teams and whole organisations can be transformed when everyone operates securely in their own voice and learns to value the voices of others.


Take the free assessment here to see what your Leadership voice is.


Get in touch if you would like to dive further into 5 Voices, and find out what your nemesis leadership voice, and how to manage your triggers!


About Glee


Glee is a here to promote workplaces that work for everyone, consumers, clients, leaders, business owners, employees and the community around them.


Our leadership development courses are not quick in quick out tick that box programmes. They are immersive, they require you to be willing to play it forward - not in theory but in practice, and to share your learning journey with others so that everyone benefits from your highs and lows. Using a blend of NLP based learning tools, self-directed study and group work we guarantee that our programme with resonate with you as an individual and as a leader and change habits and behaviours long term.


Take a look at the Glee website, www.gleecoaching.co.uk or email barbra@gleecoaching.com or follow on twitter @growwithglee or instagram @gleecoaching


By Barbra Carlisle June 25, 2025
Introduction In today’s fast-paced, always-on work culture, leaders often find themselves consumed by operational demands, exciting things like emails, meetings, staff check ins, and the mountain of prepping and paperwork. But to lead well we need to redefine what we mean by our day to day priorities, and we need to manage our time. As a leader you need to be a step ahead, thinking of the future, whether that comes naturally to you are not. Strategic thinking is not a luxury; it’s a necessity. Why Strategic Thinking Matters Strategic thinking enables you to: Anticipate change and position you organisation for long-term success. Align teams around a shared vision. Innovate rather than merely optimise. Feel personally motivated and in control Recognise the value of delegation, which in turn supports the development of others The National Audit Office (NAO) highlights that while operational delivery is essential, senior leaders must adopt a “whole-system” approach that aligns policy, funding, and governance with long-term outcomes. I agree wholeheartedly with them! Beyond Time Management: Creating Strategic Space This isn’t just about blocking out time in your calendar., calling it focus time and then using that time to allow another meeting before the week is out. It’s about creating mental and organisational space for strategic reflection. Here’s how: 1. Delegate with Purpose Empower your team to own operational responsibilities. This builds capability and frees you to focus on the bigger picture. 2. Design Strategic Rituals Step back and ask: “What can I do as a leader that no one else can?” . Ask yourself "!what should I start doing, stop doing and continue to do". Weekly reflection sessions, quarterly off-sites, or even walking meetings can foster strategic clarity. 3. Build a Thinking Culture Encourage your team to think strategically too. When everyone is aligned on long-term goals, operational decisions naturally support strategic intent. It then becomes the norm to have time blocked out for thinking - time where you are not disturbed. 4. Use Strategic Frameworks Tools like SWOT, PESTLE, or scenario planning aren’t just for consultants. Use them regularly to challenge assumptions and explore new directions. Do it alone and with your team. This will create a culture of strategic thinking. 5. Get a Leadership Coach I would say this as a Leadership Coach but honestly getting a coach could be the single most important thing you do to unlock your thinking. With a Coach you talk things through, business and personal, freeing up time outside coaching sessions and not being consumed with things on your mind that you have not been able to share with anyone. Lots of my clients say to me " You are the only person I can speak to about this, I haven't told anyone, not even my partner about how I feeling about my role and life" And finally Strategic thinking isn’t a task it’s a mindset. Leaders who prioritise it not only future-proof their organisations but also inspire those around them to think bigger and bolder. Get in touch if you want to know more about developing a strategic thinking mindset
By Barbra Carlisle June 25, 2025
Taking the reins after a founder steps down is one of the most complex leadership transitions. Founders often embody the culture, vision, and identity of an organisation. So how do you lead effectively without being in their shadow? How do you make an impression? And how easy is it to make an impression when the person before you was the person who started the organisation? It is incredibly difficult, depending on the nature of the person before you , and the culture they created when they were the leader. New leaders often look to honour the past while creating new momentum - their way. It is a tension between respect and reinvention. Without trust and transition rituals, teams can stall in founder nostalgia. Here are a few tips for you to consider: Understand the Founder’s Legacy Before you start or at least in the first three months in role, take time to understand: What the founder stood for. What were their values, vision, and leadership style. What worked well and what may need to evolve. How the team in place feel about work and about the transition. Are they grieving, anxious, or hopeful? Strategies for a Successful Transition 1. Respect the Past, But Don’t Replicate It Acknowledge the founder’s contributions, but don’t try to be a carbon copy. Your leadership must be authentic to you. 2. Communicate Transparently Be open about your vision and how it builds on the founder’s legacy. Regular, honest communication builds trust and reduces uncertainty. 3. Engage Key Stakeholders From board members to frontline staff, involve people in shaping the next chapter. This fosters ownership and reduces resistance. It will involve a lot of active listening. 4. Establish Your Leadership Identity You have the opportunity to reflect on your unique strengths, what got you the job and what your purpose is as a leader. Use this insight to define your leadership narrative. 5. Balance Continuity and Change Identify what must stay (core values, mission) and what can evolve (processes, strategy). This balance reassures stakeholders while signalling progress. And finally Following a founder is not about copying, filling shows or throwing the baby out with the bath water. It’s about walking your own path while honouring the journey that came before. It is time for strategic thinking to help you set up for your own successes and to weather the storms of new transitions. With empathy, clarity, and strategic intent, you can lead your organisation into its next era. In the UK, leadership transitions are increasingly supported by structured development programmes that focus on emotional intelligence, strategic alignment, and stakeholder engagement. These resources can be invaluable during founder succession. I am always hear to help you navigate new transitions. Do reach out if you want to think about how to be the best leader, your own way.
More Posts