Reflection 1: Purpose and intention or think about what you want to think about


Reflection 1: Purpose and intention or think about what you want to think about


In our last blog we set out the landscape for engaging with reflection as a way of becoming more productive in the workplace and arguably more effective learners.


This blog post discusses our proposed first aspect of reflection that is ‘Purpose and Intention’.  As individuals, we have choices about what we want to reflect on, so it is not our intention to provide you with a list of suitable topics for reflection.  We do, however, suggest you may care to think about the words ‘Purpose’ and ‘Intention’ as a way to help you to distill your daily experiences in a way that enables you to give time to an issue that would benefit most from some reflective practice.


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‘Redefining Productivity – Doing Work That Matters!’ Our Forthcoming Event…..


In today’s technological, data driven world, it’s important to take time out from the ‘busy-ness’ to pause and reflect on what really matters. Join us and explore ways to:

  • create a better working environment and sense of purpose that ultimately delivers on your business promises
  • identify the issues that get in the way of collaborative and sustainable working within teams, across teams and across organisations;
  • produce useful, creative ideas from a wide range of experience and thinking
  • create engagement and commitment to follow with bringing ideas to fruition

When?  5 July 2018 at Madingley Hall, Cambridge

Click here for full details: Level Seven Cambridge Event 5 July 18

7 Steps to Developing Leadership Talent


7 Steps to Building Leadership Talent


The Level Seven ‘7 Steps to Leadership’ is designed to help your organisation create a working strategy that will help you develop and retain your talented leaders whilst driving your business forward in the process. Each week we provide insight and practical tips for effective development of your leadership talent based on our many years of working with organisations.

Step 1:  Business Goals & Your Talent Pool

The first step to developing leaders is to clarify your business goals.

The Business Plan

What is the business plan? What are your goals and objectives?

Think about how the business plan is communicated through the organisation and how it is embedded in practice.

Your Talent

How do you define talent and identify your Talent Pool?

People need to understand what you mean by ‘talent’ as an organisation. They need to know if they are in the talent pool. Mutual expectations must be set and delivered upon.


What challenges does your organisation face in developing leaders?

Resources, availability of development expertise, existing behaviours and culture can constrain development strategies. It is important to approach leadership development with an open mind and draw upon a portfolio of strategies.

Defining your goals as an organisation, identifying the purpose of your talent pool and being aware of possible barriers to success are the first steps to building a robust, clear leadership development strategy that supports achievement of business goals.

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7 Steps to Conflict Resolution


Level Seven’s 7 Steps to Building a Conflict Resolution Strategy


Step 1 – Acknowledge the potential for conflict. Although it can often feel negative, conflict can be viewed as a natural part of human relationships. We each have different beliefs, values and personal characteristics and inevitably these can lead to conflict. If we accept that conflict is part of working life, this gives us a common basis on which to eliminate blame and build resolution strategies in a constructive way.

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