Anticipating and planning for a world which not even the experts know will look like yet, will bring fresh challenges – probably daily – for leaders, teams and the coaches who support them.
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I’ve just been speaking to some friends who’re doing some changes in the way they operate their business. Well they’re not ‘just’ changes, they’re actually transforming the structure and the way they communicate with each other and their customers.
There are five stages to pass through and seven fears to overcome when making bold moves to make your world and everybody else’s, a better place to live and work. You’d think everybody would be up for the challenge, but that’s not usually the case. That’s why Tom Collins advises leaders in his book; ‘Good to Great’, that before you decide where your business bus is going, you need to:
‘get the right people on the bus, and sat in the right places’
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Our normal day to day working life or even just life itself can leave us feeling mentally confused. When we find ourselves so caught up in the whirlwind we often cannot see the wood for the trees.
In this fast-moving mental state, our brains are very capable at using past experiences to make a decision. In these situations, we make decisions intuitively and mostly this works okay. The more successful experiences we have built up over time in a particular field, the better our decision making will be when we face similar challenges in the future. That’s why experience counts in business. READ MORE
“Humans never communicate as effectively as they think they do” Christine Comaford
So, I am working with this group of team leaders and I notice that they are greatly biased towards a certain style of behaviour and communication. They’re very collaborative and inclusive when they are briefing their teams for a task to be carried out. The problem is that they continue to collaborate and communicate until they leave themselves little time for achieving their task.
This is because the group of leaders have grown up in a certain type of culture. Their culture drives their way of thinking and behaving. Just as an individual has a personality, an organisation or country can have its own culture. There is much to be said for being aware of such biases and overcoming them because neuroscience is finding that to have a diverse and inclusive culture creates better performance. But it’s one thing to be aware of them, that alone will not stop biased thinking and behaving. What we need is a process to overcome this when briefing teams. READ MORE
“Coming together is a beginning. Keeping together is progress. Working together is success.” Henry Ford
No matter how talented, passionate, and determined to succeed you are in your chosen business, your level of success will be determined by your ability to inspire and lead a team. The game of business or any endeavour is both simple and complex. The simple bit is to have a great idea which you turn into a set of business goals. You then have to attract support for your idea be that in the way of clients, a talented crew and if you’re lucky, a crowd. If you find yourself being one of the lucky ones, albeit combined with hard work and perseverance, whose idea takes off, it is then just a case of measuring and adjusting your way to success.
Of course, that’s not what usually happens. At some point, you’ll want to scale your business and this means adding more people to the equation which adds complexity. As the team become bigger, tasks become harder to complete for several reasons. One being that the channels of communication grow dramatically. Another phenomenon that arises the by-stander effect. The more people you add to a group, the more people will assume others will pick up the slack. Levels of management are brought into police everybody. This all comes down to the myth that people can’t manage themselves but they can if given the right conditions. READ MORE:
I was giving a talk the other day to a group of entrepreneurs and business leaders and I jokingly mentioned I was writing a book entitled:
‘Stop being a Crap Boss and Be an Inspirational Leader!’
It raised quite a chuckle around the audience, but then it stimulated some lively debate around ‘crap bosses’. I was asked all sorts of questions such as
“Can you change a crap boss and make them better?”
“How do you tell a crap boss they’re crap and still hold onto your job?”
What it brought home to me is the fact that there are many of us who’ve suffered at the hands of crap bosses. Perhaps it should be a problem that is recognised more.
So as a little exercise I thought I’d list ten things that crap bosses do from my own experience and those behaviours coaching clients have related to me.
Please feel free to add your own in the comments below! READ More
There are certain people in every industry that seem to attract more opportunities and wealth. It’s such a major phenomenon that branding expert Daniel Priestley wrote a book about becoming such a person, who he refers to as being a ‘key person of influence’. Daniel’s business now operates globally, using the same principles, so it obviously worked for him and his partners.
It’s a great book and I often point clients towards it as a reference for strategies, because being regarded as a key player or an influential person is beneficial for the success and growth of your business.
So which strategies are the best? READ MORE
“The privilege of a lifetime is to become who you truly are.” Carl Jung
We’re living in a world that’s starved of authenticity. We want our leaders, colleagues, family and friends to be authentic but we’re often sadly disappointed by them and ourselves for following suit. At times we long for a compass to guide us in life, instead we drift with the flow, which doesn’t always work out the way we had hoped. READ More
A challenge a lot of business leaders and entrepreneurs I work with face, is the ability to attract the calibre of people required for both peak performance and the successful growth of their business. In order to attract top talent, leaders must develop a culture which utilises what I define as: ELITE Magnetism. Read More:
When I ask business owners the above question, they’ll often ask me what I mean. So I qualify the question with another one. I ask them:
“Could you go on holiday for four weeks, have no contact with your team whilst you’re away and know that the organisation can still thrive?”
Mostly the answer is a resounding “NO!” READ More