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 😊


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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

Finding your way as a leader

By Barbra Carlisle • June 13, 2025
When I first stepped into a leadership role, I did what many of us do, I mirrored the leadership styles I had seen in action as a young professional. I had seen Cathy Garner at the Housing Corporation back in the mid 90s invite me to a senior level meeting and me to reply "Why Cathy I don't have anything useful to say" and her saying "Barbra it is about being in the room. Come, it will not be a waste of your time". Brilliant advice. I also sub consciously took in the directive leaders, the nice to face not quite so nice behind your back leaders and began to learn that leadership means different things to different people. I also experienced leaders who manipulated and coerced me into positions that were simply not comfortable for a young female professional. What I came to learn that I had to be naturally me as a leader. Yes I over share, yes I make light of things, yes I am a glass half full person. I worked on recognising when that style didn't bring the best out of the people around me and I flexed my style. Uncomfortable but definitely rewarding. We all have it in our gift to ask "what kind of leader do I actually want to be?" In today’s leadership landscape, especially in the charity and non-profit sector, authenticity isn’t just a nice-to-have — it’s essential. According to recent research from CIPD, only 26% of L&D leaders feel their organisations are truly receptive to their ideas. That disconnect often stems from leaders not feeling confident in their own voice, or unsure how to bring their full selves to the table. Or bringing their full selves without filters and being told they are too loud, too this or too that. Why your leadership style matters Your leadership style shapes how people experience you — and how they experience their work. When you lead in a way that aligns with your values and personality, you create psychological safety, trust, and clarity. When you lead in a way that feels performative or borrowed, it can create confusion or even mistrust. When you lead without any consideration of what it is like to be on the other side of you I am sorry to say you will fail. Because not everyone will work well with the natural you. At Glee Coaching, I often work with new CEOs and senior leaders who are still figuring out what kind of leader they want to be. Some are navigating imposter syndrome. Others are trying to balance being approachable with being strategic. The truth is, there’s no one-size-fits-all model. But there is a way to lead that feels like you — and that’s where the real impact happens. How to start finding your style Observe, but don’t copy. Learn from others, but filter it through your own values and strengths. Ask for feedback. Not just on performance, but on how people experience your leadership. Try tools that build self-awareness. Programmes like Discover Your Leadership Voice (which I run monthly) help leaders understand their natural communication style and how to adapt it to others. Reflect regularly. What’s working? What feels forced? What energises you? Leadership isn’t about being the loudest voice in the room. It’s about being the clearest, most consistent version of yourself — and helping others do the same. Get in touch if you want to chat about how you can find your own style of leadership that works for you and those around you.

Humility in Leadership

By Barbra Carlisle • June 13, 2025
“I learnt a lot by going in and making the cups of tea, and hoovering up for them.” That quote came from Alan Adams, General Manager of Southport Flower Show and a guest on my podcast *The Unlikely Executive*. It stuck with me, not because it was about tea or hoovers ( though I do like the former, the latter less so), but because it captured something about a certain type of leadership: the insight that comes from experiencing all aspects of the organisation. I believe this links to leader empathy. In the charity sector, I have met three broad types of leaders 1. those who have 'worked' their way up 2. those who have pivoted from private to third sector and entered at a senior level (more about them in a later newsletter article) 3. those who have almost been pushed into leadership through personal circumstance (for example those who set up charities on the back of a personal trauma - again I will post about this at a later date) Today I want to focus on those who have worked their way up. They’ve been on the frontlines, run community events, answered helpline calls. That experience gives them a deep understanding of the people they serve and the teams they lead. But what if you didn’t start there? What if you came into leadership from another sector, or stepped into a senior role early in your career? Does that mean you’re missing something? Not necessarily. But it does mean you need to be intentional about how you connect with the frontline. Why it matters Leaders who understand the day-to-day realities of their teams make better decisions. They build more trust. They’re more likely to spot issues early and respond with empathy. In a recent People Management report, 41% of UK businesses now see learning and development as central to their strategy. That includes developing leaders who can connect across levels — not just manage from the top. How to build that connection (even if you didn’t start at the bottom) Spend time with your team. Not just in meetings, but in their world. Sit in on calls. Visit service sites. Ask questions. Listen without fixing. Sometimes the most powerful thing you can do is listen without jumping in with a solution. Be curious, not performative. People can tell when you’re ticking a box. Show genuine interest in their work and challenges. Share your own learning curve. Vulnerability builds trust. If you’re learning, say so. - my own personal favourite - have a work experience week - where you do a role that you have never tried before and take advice and guidance from the current postholder. At Glee, I work with leaders who want to lead with more empathy and impact — whether they started on the frontlines or not. What matters most is your willingness to understand, adapt, and grow. Because leadership isn’t about where you started. It’s about how you show up now.
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