To really understand another person’s point of view, you need to climb inside their skin and walk around for a bit.
Building A Kickass Culture – Webinar Recording
The cornerstone for growing and keeping good people Leaders are at the source of a great culture and also at the source of a poor culture. In many businesses there is an appearance of harmony and alignment. If you just scratch the surface, you will often find a simmering dysfunctionality. Leaders want a ‘NICE’ culture and are very genuine about it, believing they are doing good things that will motivate people and create inclusion. Their niceness has the total opposite effect, resulting in a lack of honest communication and accountability. Owning the current state of your culture is the pathway to creating an extraordinary future state. The hard part is owning how we caused the current state. Great cultures are built in the small moments of time that a leader gives to being the mentor coach in the organisation. There is an inherent wisdom that sits in hearts and minds of everyone in an organisation. If we as leaders, listened and became curious to that wisdom, it would make the biggest difference and transform our cultures.
Driving Outcomes by Leading with a Sense of Urgency
Driving Outcomes by Leading with a Sense of Urgency The only guarantee at any time, or anywhere in business, is change. Leading with a sense of urgency means you keep your finger on the pulse, in a time where the only predictable variable is change, can your business afford being complacent? Effective leaders know the pivotal role that a sense of urgency plays in their business success. Yet many leaders have trouble getting their people to work with a sense of urgency. Leaders often set up urgent type cultures and are oblivious to the power of working with a sense of urgency that moves things forward purposefully. Today, let’s examine what it takes to instil a sense of urgency in the workplace and who do you need to be as a leader of that kind of workplace. Urgent behaviour causes chaos Can you remember a time when you left something to the last minute because you forgot or were avoiding it altogether? Did you feel dread, panic and stress when you realised that you had to pull yourself together and get it done now? This is a result of work that was due yesterday, sending us into panic mode. When […]
Leading with a Sense of Urgency – Webinar Recording
The Art of getting stuff done When we lead with a sense of urgency, regardless of how people feel, they step up! Urgency incites focused and targeted action, without it, you erode engagement. For some people, urgency is an integral part of who they are, and you can absolutely rely on them. For others, we need to create the environment to move tasks forward purposefully. When we create a sense of urgency we do not walk past things. As Leaders we say something immediately, especially when you notice they are not on track. A sense of urgency is all about your tolerance levels for projects, tasks or work not produced on time, on budget and with excellent delivery. Leading with a sense of urgency is the “Art” of getting stuff done. This is the key to your success.
Robust Conversations
Unlock Your Teams’ Potential with Robust Conversations The most powerful conversations that leaders will have are those that are robust. These timely, results-orientated conversations allow all parties to ask difficult questions and test news ideas. For leaders, this open dialogue lets them lean into what their people have always wanted to say to them while also collaboratively uncovering new ways of propelling their organisation forward. Most importantly, it allows both leaders and their people to feel seen, heard and valued. In the face of organisational and global pressures, it has never been more important for leaders to communicate effectively with their people. When the pressure mounts, teams look to them to understand and process high-pressure situations. This does involve leaders having difficult conversations. Difficult Conversations are Unavoidable “Early in my career, I remember an incident when I challenged one of my team. Severely embarrassing them, scaring everyone else and alienating myself. It was a big wake-up call getting the full impact of who I was and the effect I had on others.” – Jennifer Elliott. Difficult conversations are characterised as poorly structured confrontations initiated in frustration and with minimal positive returns. They are frequently top-down, closed discussions with little room for the other party to express their perspective. The reality is that no one […]
Robust Conversations – Webinar Recording
The art of saying what needs to be said ‘Robust’ means strong, vigorous, resilient, healthy, a structure that holds up – then a robust conversation is a strong and healthy conversation that holds up over time. Robust conversations are about ‘nipping things in the bud’, before small problems become big issues. Some leaders view tough conversations with dread or avoid them altogether. If you’ve walked in these shoes, you’ll know the price you’ve paid for the conversations you didn’t have. In fact, high-performing teams require robust conversations, they create an environment of trust and keep your people on course. Done well, they provide clarity and inspire people to move forward. Badly executed, they drive mistrust and a lack of engagement. Avoidance is the worst – your people know you’re not doing what’s best for them, and they are watching you! Building and maintaining trust starts – and ends – with you, as does having robust conversations that keep your team on track, focused and engaged. “The most intense conflicts, if overcome leave behind a sense of security and calm that is not easily disturbed. It is just these intense conflicts and their conflagration which are needed to produce valuable and […]
TRUST – The cultural barometer
Creating that competitive edge Society’s glue – Trust – its presence cements relationships by allowing people to live and work together. Creating a place for us to belong, feel valued and do great work. Trust is essential to an effective team because it provides a sense of safety. When this happens, they feel safe with each other, feel comfortable to open up, take appropriate risks, and expose vulnerabilities. Growing a high-trust culture is more than just flinging the word “trust” into your corporate values and hoping it will suffice. It is the leader’s responsibility to drive a culture where people can flourish – they do this in the conversations they have and actions they take. To gain and keep that competitive edge, building trust is an imperative and you are the key. Key Takeaways: Understanding why Trust is given and not earned The consequences of an absence of Trust Trust – the precursor to accountability conversations