Do you have people in your organisation who don’t or won’t make decisions? Is there a lack of ideas? It’s almost as if they’re afraid. What you may need is more trust. ‘Trust trumps fear’ all day!
A recent YPO Global Pulse Survey of thousands of CEOs showed that, nearly all (96%) of leaders rate building and maintaining trust with stakeholders a high priority, with nearly half (42%) saying the importance they place on building trust with stakeholders has increased in the past five years.
Business leadership is facing a new frontier. Leaders are under pressure to demonstrate transparency and trustworthiness to a wide range of stakeholders.
Forward-thinking business leaders are moving away from the traditional, command-and-control style of leadership toward a new, people-centered approach. Gaining stakeholders’ trust has become a clear priority.
Although leaders today recognize the importance of stakeholder trust for business success,...
The marketplace is moving at a staggering rate, digital disruption is everywhere. Your business model is under duress regardless of your industry. Business models used to fail every ten to twenty years now it’s every three to four years; sometimes less. Recently Spotify disrupted iTunes, the iconic disruptor of the music industry. “No innovation no business!”
To move fast enough organisations and their leadership have to be inherently agile, encouraging innovation to be in their DNA. Only in agility and innovation is there the likelihood of sustainability. If you don’t innovate, you die. Look at Nokia, absolute global dominance gone in less than a decade. They ignored the smartphone revolution and became irrelevant very quickly. Their response was to defend the status quo. This is a very natural reaction. Defend what you know, but now we have to embrace what will kill us.
The scale and speed of the digital revolution means we are all being disrupted,...
Is it hard to implement strategies and get alignment in your organisation? Are your team not engaged in your strategic direction and lack passion? Perhaps they lack ownership; and there may be a reason for that. “People own what they help to create.”
How inclusive are you when you plan, create ideas and establish direction? I have found that almost universally in our Stragile planning sessions, we have high involvement and engagement, and subsequently implementation is a breeze in comparison to traditional strategic planning. Check out Stragile.co if you want to know more.
Suffice it to say that if you put a large group in the planning room, you unlock the latent potential of your people and leverage their collective experience and diversity.
The turnarounds at Gloria Jean’s Coffees and at the Charles Parsons Group were done by people already in the organisation, when it wasn’t going well. The ideas were already in the building as were the resources. Good...
Cutting costs is a simple way to improve profitability, in theory at least. However in the real world of a dynamic marketplace, imperfect people, unforeseen circumstances, collateral damage and unintended consequences, the spreadsheet seems to lie.
No one has ever cut their way to sustainable profitability. Then when the result isn’t met, a new round of cost cutting and the inevitable and perennial restructuring continues. The axe is not your friend.
How do we overcome this somewhat inevitable cycle?
Get more than the accountants on the job. The pure financial perspective is still only one view, albeit important. Whilst keeping costs flexible and under control is an important factor; investing in people, future capabilities, and bolstering your value proposition through innovation and service, are what will ultimately grow your business.
So it’s not “either or” it’s “both and”; now and the future, costs and investments, people and...
Do you find that small things slow you or your team down? Do you get dragged into issues that are really inconsequential in the scheme of things? What you need is momentum and lots of it! Momentum crushes problems.
John Maxwell has a great metaphor that I’m going to borrow, because it’s a great one. John talks about a train being in a station waiting for passengers. When it’s ready to go, a log of wood is placed in front of it. This seemingly small obstacle will make the train unable to depart; spinning its wheels, unable to move. Yet, if the same log were placed on a track when the train was moving at full speed, it would provide no resistance at all. Probably not even noticed, as the momentum of the train overcomes the resistance, of a now insignificant obstacle. The same is true with our workplaces and teams.
An organisation with no momentum stumbles over small issues, politics and infighting. Arguing with vigor and lots of consternation over insignificant...
I want to challenge a cultural phenomenon; when asked how we are, especially in a work or business context, our positive response is that we’re busy. Now whilst the complete opposite of that is a problem, being busy may not be our most effective state. Being busy is not necessarily good.
Recently the World Health Organisation added burnout to its official list of diseases. The term was first applied as a psychological diagnosis in 1974 by Herbert Freudenberger. Which is a splendid name.
According to the W.H.O, “Burnout is a syndrome conceptualised as resulting from chronic workplace stress that has not been successfully managed.” It is characterized by three dimensions: feelings of energy depletion or exhaustion; feelings of distance, negativity or cynicism related to one's job; and reduced professional efficacy. If you’re too busy for too long, this is you!
So how can we get out of our busy cycle and create an environment around us that is more effective...
Do you feel like you are always working working working, with little or underwhelming fruit?
Does your workday leave you feeling tired, ineffective and unfulfilled? This is actually very common in leaders and their teams.
Sometimes we have to slow down to speed up; and build some white space into our hectic schedules.
We are not wired for a sprint; we’re built for a marathon. Like all good runners we have to pace ourselves if we want to win. As the great piece of racing advice says, “to finish first, first you have to finish”.
There is a very good physical reason for this. Our physiology is built so that under stress we operate closer to the ‘fight or flight’ part of our brain, further done the brain stem. We stop operating effectively in the frontal cortex, where our ideas, creativity and higher thoughts are active. This is why we have great ideas and an almost constant stream of schemes and dreams, once we’ve relaxed on holiday. Or that good...
I mentor and train a lot of leaders, a number note that their teams don’t take responsibility, won’t make decisions and don’t think for themselves. Often this frustration is driven from a desire to control them?
“I love to be micro-managed,” said no one ever. Whether we like it or not, control is an illusion. Even if we think all is under control, it seldom is. In a hyper-controlled environment fear is the prevailing emotion.
Fear dominates and paralyses. In fear you loose all innovation, free thought and entrepreneurial passion. If we want to have a committed team we have to relinquish an overt desire to control.
Daniel Pink, talks about three areas that drive engagement, and in my view therefore productivity. Mastery, Autonomy and Purpose. If we create the environment where these develop in our teams then we will be amazed at the outcome.
We all want to be good at what we do; grow our talents and exercise our abilities, it’s part of what...
If you’re part of any organisation, well, any organization that I know, then politics is, you know what?
It’s kind of part of the game and the larger the organisation, the more politics that can occur. But even in small teams, it can be a little nitpicking, politics, little things going on all the time that can be really disruptive to having a great culture and people being open and transparent and politics can really cut across what it is that you’re trying to achieve as a leader, as you build a great team.
There’s a number of ways you can deal with it and, for me, the first thing is don’t engage in it yourself.
Demonstrate a way of doing things that’s not aligned with a political mindset.
If people see you stabbing them in the back or stabbing other people in the back or gossiping or running down the company or talking about your superiors in a way that’s undermining them, then they’re gonna take that as acceptable...
It's something that doesn’t get talked about in leadership circles very often. Vulnerability. We have this image, an artificial image in my view, of what a great leader looks like. Very stoic. “Nothing hurts me. I’m just… I’m the man.”
We have a very male-dominated thinking around what a great leader looks like. We go to Braveheart, Donald Trump, and Patton, General Patton. Very larger-than-life characters that have a very sort of singular view of the world, not what you’d call vulnerable.
And yet, I believe vulnerability is, or a willingness to be vulnerable, is a great way of engaging with team.
You don’t have to have all the answers.
You can ask.
In fact, if you do ask, you build collaboration. You’re willing to go, “You know what? I have really no idea what we should do about this issue. What do you think?” And bring the team in.
That’s okay. Be vulnerable. It’s okay to not...