Stress seems to have become a badge of honour in modern working life. Conversations in the coaching room suggest that many people accept it as the price of ambition, of building a career or of having increased responsibility.

But if the “slippery slope” resonates silently, you may well already recognise the meaning of burnout.

We don’t believe that mental health in the workplace will improve through campaigns and slogans alone, or through nice sounding values written on lovely walls.  

It only improves when actions match intentions. When mental health isn’t an afterthought but woven into ‘who we are, and how the work in our place gets done’.  Rachel explores her beliefs in our latest blog.

For HR and talent leaders, choosing the most suitable approach to develop your people and teams can be challenging.

Two effective options - group coaching and team building - are often confused, yet they serve very different purposes. Find out more.

We are currently living in a world where remote and hybrid working models are the norm.

In our latest blog, Rachel Morris explores the way each type of work setting has brought new challenges for leadership teams, and how group coaching can help.

Stepping into a leadership role for the first time can feel both exciting and daunting.

But when a person accepts their first management role it brings with it a new set of challenges. With group coaching organisations can provide a supportive environment for its new managers and leaders.

In today's competitive business landscape, everyone's hunting for that magic bullet – an intervention that delivers genuine returns, not just on the bottom line, but in culture, innovation and sustained employee performance.

Our clients are no different., which Howard Rich discusses in his latest blog.

Group coaching offers a unique opportunity for individuals to grow together, learn from one another, and create meaningful change.

Rachel Morris shares her insights on listening to both the ‘said and unsaid’, whilst facilitating with care, to build trust and connection between individuals within a safe group setting.

Group coaching is becoming a powerful tool for leadership development and culture change.

In this blog, Rachel Morris shares her take on where it’s heading, the latest trends shaping its future, and simple ways professionals can get more from it. It’s a must-read for today’s people leaders.

We've been listening to tons of podcasts for inspiration as we’ll be launching our own in the autumn.

While you wait, below are a few of our summer listening recommendations from the team at Motion Learning. We hope you enjoy them!

If you’re looking to strengthen your organisation’s leadership capability and increase business performance, group coaching could be the missing piece.

In this blog, we explore how this approach delivers real results, how you can get started, and why your people – and stakeholders - will thank you for it. 

In our recent webinar Rachel Morris and Ian Temple explored the journey of learning in the workplace, and uncovered how to facilitate growth in ourselves and others, even when the going gets tough. 

Here are some insights and reflections from that fascinating conversation.

Last week we spent the day at the CIPD Festival of Work in London, and came away with… well, a lot to think about.

It was interesting, undoubtedly, and buzzing with energy. But as people deeply embedded in the world of coaching, we couldn’t help but feel a little…underwhelmed.

Is the 70:20:10 principle still relevant in today's fast-paced, technology-driven world?

Or has it become an outdated concept that no longer reflects the complexities of modern learning?

We reflect upon some of the criticisms, as part of our exploration of Learning at Work

Have you ever felt like there’s still so much to learn before you achieve mastery and success? And has that learning seemed almost too challenging?

If so, you been at the foot of the ladder. A vital part of our work is supporting people as they build and climb their learning ladder. Here’s more about how we do that, and how you can do it for yourself…

Would you ever work with a therapist who wasn't fully qualified, regulated, and monitored? I imagine not. So why should it be any different with a coach? The answer is simple: it shouldn't be. As a client, you deserve to work with someone who you know is capable, adhering to best practice, and therefore fit to work with you. Which is why regulation is so important.

As the year draws to a close, it presents us with a lovely moment to pause and reflect. And in doing so, we’ve decided to turn our reflections into something meaningful.  

So, in our ‘Days of Christmas’ series we’ll share insights, recommendations and reflections that have inspired us this year.

In our recent webinar, coaches Rachel Morris and Helen Brooks discussed Imposter Syndrome and how to handle it. We had some great questions from the audience, which Rachel and Helen have taken the time to answer here…

Have you ever doubted your achievements or felt like a fraud, despite your successes? You’re not alone…

In the coaching room we see Imposter Syndrome affects leaders and high achievers across all industries, regardless of gender or experience. But the good news is that there are coaching strategies and tools to manage it and we want to share some with you… 

How can a coach help a senior leader manage and overcome imposter thoughts?

Read our case study of a recent situation in which Helen Brooks, Motion Coach, worked over a period of months with a leader as they overcame their doubts and handled the transition into a more senior role.

People often ask us “what is the one most significant thing that they could do to shift towards a coaching approach?”

We simply reply… “Tell less and ask more. Then listen to the response”