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The Value of Your Circle of Influence.

A boy and his father were walking through the woods together. They came across a large log, blocking their path. The boy turned to his father and said, ‘Do you think I can lift this log?’ The father replied, ‘If you use all your strength, absolutely you can.’ The boy rolled up his sleeves, bent his knees, and got his hands under the log. He heaved with every ounce of strength he had. But the log wouldn’t budge. He tried over and over until at last, exhausted and breathless, he gave up. He looked at his dad in frustration. ‘You said I could lift it!’ His dad smiled. ‘I told you, you could lift it if you used all your strength. You didn’t ask me for help.’ So the boy asked for help and together they lifted the log out of their path. It is hard to be a leader...

Culture – The Heart and Soul of Your Business.

The culture is the lifeblood of any organisation regardless of size – it’s the heart and soul. It’s at the centre of talent retention and acquisition, business performance and overall team engagement. Culture is defined in many ways but a simple dictionary definition is the ideas, customs, and social behaviour of a particular people or society. In the latest ‘Great Place to Work Report’ – 3 Predictions for the Workplace Culture of the Future it highlights the following:
  • A recent survey of CEO’s by PriceWaterhouseCoopers says 41% cited workplace culture as the aspect of their talent strategy that would make the biggest difference in attracting and retaining the people it needed to remain competitive
  • Nearly seven in ten executives in a recent Delloittes...

Why We Now Need to be Inclusive Leaders and Why it Can’t Just be Another Buzz Word.

Leaders today need to find a way to create a winning edge in business and the only way they will do this is by creating an inclusive culture. You need to learn to embrace diversity across generations, genders and cultures. But what does this really mean and what is driving the need for this new leadership capability? Clearly the world has changed significantly over the past 10 years. Technology has disrupted traditional business models, influenced how our younger generations have developed and how we communicate. It’s changed everything; increased the pace of business, increased knowledge, we now have access to global trends, innovation and information and can see into people’s lives right across the globe. The dynamic of our world is different, it’s...

Five Tips for Having Meaningful Performance Conversations.

As the end of the year draws closer, so do the often-dreaded performance conversations. The long trek down to the Boss’s office to talk about you; what you have done, how you have performed, how you have added value, can be confronting and downright scary for some. There’s debate as to whether performance reviews should be abolished for something more ‘new age’. It’s common for people to be hired on strengths but reviewed on weakness, which contributes to the dread about these conversations. However, in a recent Harvard Business Review article, Facebook analyzed their performance management system a few years ago. They conducted focus groups and a follow-up survey with more than 300 people. The feedback was clear: 87% of people wanted to keep performance...

When Expectations Cross the Line and Border on Harassment.

I was chatting to an attendee at an event I spoke at in Brisbane last week. David was telling me of the challenge he had with managing his manager John’s expectations. John was an insomniac and workaholic. He worked long into the night and started very early in the morning. Which is John’s choice. If that works for him that’s great, the problem was his chosen hours of work were being imposed onto David and this isn’t the first time I’ve heard a story like this. Every morning a flood of emails from John greets David. Many of them instructions, some thought bubbles, some retracting the previous instruction, some ideas to implement and others just random nonsensical emails. David’s challenge is to sort through these, try and prioritise what has to be actioned...

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