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Elizabeth Tom
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If you are a current client, or would like to speak directly with Natalie Elizabeth, please call +61 401 752 311.

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Skip the tough conversations, and you’re skippin Skip the tough conversations, and you’re skipping the best chances to help your  team grow.

Need help with tough conversations? Let’s talk. 💬

Navigating challenging conversations is a crucial skill for leaders. Whether it’s giving constructive feedback, addressing team dynamics, or managing conflict, the right approach makes all the difference.

Good news is, they don’t have to be all hard. Learn how to turn tough conversations into opportunities for growth and success.

✅One-on-one delivery
✅Personalised development
✅Concise 75-minute sessions with
🚀 Actionable strategies you can apply immediately. 💪

Make your conversations the difference in their performance, and your success. 🚀

Let's talk - link in bio 🔗

#growthmindset #skills #learning #helping #developement #improvement #coaching
One of the hardest questions a leader can face is One of the hardest questions a leader can face is “Why didn’t you tell me?”

It usually comes too late, when performance has slipped, trust is strained, or someone’s potential has quietly gone to waste.

Performance feedback doesn’t have to be a formal event or a moment of tension. In fact, the most powerful conversations are often the small, early ones—delivered with care, curiosity, and clarity.

This post is for leaders who want to stop avoiding the hard stuff, and start seeing performance feedback as an everyday leadership act.
Not a confrontation, an investment.

If you’ve ever hesitated to speak up, or wondered how to give honest feedback without damaging trust, this one’s worth a few minutes.

👉 Go the The Latest from the link in the bio.

Because if something was holding you back, you’d want to know—wouldn’t you?

#leadership #performancefeedback #leadingwithclarity #peopledevelopment #difficultconversations #thoughtfulleadership #feedback
Need help with leading difficult conversations? Le Need help with leading difficult conversations? Let’s talk. 💬

Navigating challenging discussions is a crucial skill for leaders. Whether it’s giving constructive feedback, addressing team dynamics, or managing conflict - the right approach makes all the difference.

Good news is, they don’t have to be all hard. Learn how to overcome the challenges of tough conversations and turn them into opportunities for growth with our unique 1:1 development approach.

✅One-on-one delivery
✅Personalised development
✅Concise 75-minute sessions with
🚀 Actionable strategies you can apply immediately. 💪

Make your conversations the difference in their performance, and your success. 🚀

Let's talk - link in bio 🔗

#leadershipdevelopment #leadershipcoaching #communication #skills #growth #difficultconversations #learning
If you can't prioritise performance and developmen If you can't prioritise performance and development - why should your team?

Why should they bother about their performance or improving when you don't?

If you expect effective performance and continuous improvement from your team, you need to make it a priority.

When you prioritise performance, you will influence your team to do the same.

Prioritising conversations about performance with your team over other aspects of your job shows to your team you value them, and their development.

It increases engagement and motivation, which in turn drives and improves productivity, profitability and growth.

It is a win-win.

If you expect effective performance and improvement from your team, you need to make it a priority.

If you prioritise performance, your team will more likely do the same.

Have you got your priorities right?

#priorities #performance #development #growth #improvement #employeeengagement #matters
💪 Everyday is a Development Day #developing #le 💪 Everyday is a Development Day #developing #learning #growing
I love this. Stephen Covey’s principle, “Seek I love this. Stephen Covey’s principle, “Seek first to understand, then to be understood,” isn’t just a communication skill - it’s a core leadership discipline. Especially in accountability conversations, it challenges leaders to pause the urge to correct and choose to listen with intent.

When accountability is led with curiosity and care, it signals trust. It creates space for honesty where challenges are explored, not judged, and where insight replaces assumption.

This shift transforms performance conversations into opportunities for reflection, learning, and shared ownership. Because when people feel understood, they don’t resist accountability, rather they rise to meet it.

#accountabilityinaction #intentionalleadership #psychologicalsafety #leadership #growth #kindness
Accountability isn’t about assigning blame, it’s about enabling growth.

Stephen Covey’s principle, “Seek first to understand, then to be understood,” is more than a communication habit, it’s a leadership discipline. Especially in accountability conversations, it invites leaders to pause the impulse to correct, and instead listen with intent to uncover context, challenges, and insight.

When leaders approach accountability with curiosity and care, they signal trust. They create the psychological conditions for honesty, where underperformance isn’t met with judgment, but explored with perspective and purpose.

This shift transforms difficult conversations into developmental ones. It opens the door to reflection, shared responsibility, and forward movement. Ownership is no longer imposed, rather it’s earned through mutual understanding.

Try starting with:
🔍 “Can you walk me through what’s been happening?”
🧠 “What’s been the biggest challenge in staying on track?”
🤝 “What support or clarity might make the difference next time?”

This isn’t about easing expectations—it’s about elevating the quality of connection. When people feel genuinely heard, they’re more inclined to engage with accountability, not retreat from it.

Accountability conversations do more than address performance - they shape a culture of trust, ownership, and growth.

#accountability #leadershipskills #psychologicalsafety #trust #leadershipmatters
Accountability doesn’t have to be a tough conver Accountability doesn’t have to be a tough conversation. When done right, it’s about clarity, trust, and shared commitment. 🌱

The Latest explores how to lead accountability conversations that drive performance and build stronger relationships - without the tension or conflict. Here are 3 practical ways to approach accountability that will transform how you lead:

1. Clarify Expectations and Gain Commitment ✍️
Accountability begins with clear, shared understanding. Define what success looks like and ensure both parties are aligned on the outcome. It’s not just about what needs to be done - it’s about gaining mutual commitment and confirming that both sides are on the same page.

2. Lead with Curiosity and Empathy 🤝
Accountability conversations should start with a mindset of curiosity. Rather than jumping to conclusions or solutions, ask open-ended questions to understand the underlying challenges. By listening with empathy and without judgment, you foster trust and create an environment where employees feel safe to engage and reflect.

3. Follow Through and Maintain Momentum 🔄
Effective accountability isn’t a one-off event; it’s an ongoing process. Regularly revisit expectations, review progress, and provide consistent support. Following up isn’t about micromanaging - it’s about ensuring that commitments are honoured and reinforcing a culture of trust and reliability.

Ready to change the way you approach accountability? Continue reading The Latest from the bio link.

#leadership #accountability #leadershipdevelopment #growthmindset #clarity #curiosity #care
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