When Victor Perton asked to interview me on Australian Leadership for the Australian Leadership project, I thought I would easily be able to speak about leadership in 2018. Instead I went on a reflective journey, thinking about the leaders who have impacted me most. What surprised me was how many of these were part of my life in my 30s and 40s but left a lasting legacy that has shaped my professional development and career ever since.
Victor asked me 3 questions:
What are the unique qualities of Australian Leadership and Leaders?
What do Australian leaders want from their leaders?
Who have been the leaders in your life journey ? What or who has inspired you?
To read my reflections and answers, continue reading.
If Your People are Your Greatest Asset as I wrote in a recent blog post, what do you as a leader need to be doing to look after that greatest asset. You need to convince them of that by your actions, not merely mouth the words. You need to inspire their intrinsic motivation. You need to Engage, Empower and Elevate your people. When you look after your people, they will look after your organisation. Here are 15 ways you can do that.Read More
It was one of Australia’s leading female CEOs, Gillian Frank, who once said that women can have it all, but not all at once. Many of us have learned that the hard way. We have tried to keep all the balls in the air and as a result we failed to be who we truly wanted to be. There are three ways we can achieve that and still remain true to who we are and what we stand for. We discover our Why. We set goals around it. We build a network of support that helps us achieve it because there is no way we can go it alone.Read More
How often have you heard that? It rolls off people’s tongues like jelly and it often has no more substance. Cliches tend to become like that. Yet these are powerfully true words. Your people are your greatest asset, but unless they are treated that way, they will react and become your greatest liability.
People join an organisation because they admire and respect what it says it stands for. They leave because the leaders who manage them don’t walk the talk. They also they don’t feel valued, appreciated or acknowledged for the contribution they are making. They disengage long before they leave.
Peter Wilson, the President of the Australian Human Resource Institute, has said that only 24% of employees in Australia are engaged, 60% are neutral – just there but not engaged – 16% are turned off. This results in a $42 billion cost in lost productivity in Australian organisations. Why is this happening?Read More
People move in and out of teams all the time. When new people come into a team how they are helped to become part of it is important to the on-going successful functioning of the team. It is not only the team manager’s role to ensure their positive engagement, but every team member’s as well. Here is checklist for you to use to check off what kind of a team member you are and how you can contribute to making your team great.Read More
The great debate at this time of the year is about whether goal setting has a value or not. If you’ve been there before only to find that, in spite of your best efforts, life and “important” work gets in the way after a month or so, then you are probably not going to set any goals this year.
Let’s stop and think about this a bit.
Whatever success means to you, it is worth pursuing the actions that will see you achieve it. You feel empowered, in charge of your life when you do. You see yourself as a “Can Do” person. Having achieved one goal, you gain in confidence about achieving another. And the next one is much easier again. Your head is in the right place. You have more energy. You have fewer limiting beliefs about yourself. You are much more confident.
The most successful people, in whatever field they work, all set goals. They then bring focus to achieving them.
Goal setting is about focusing on your WHY. If you have a big enough WHY, the HOW is easy.
So the first step in goal setting is knowing why you want to achieve that goal. Sometimes you have to dig deep to get clear about that.
So let’s turn this goal setting problem upside down.
One of the most rewarding thing about the world in which we live today is that we can so easily tap into the experience and expertise of people all over the world. I came across the work of Eddie Kilkelly, the Founder and Managing Director of Insynergi.
Eddie has produced 3 videos that are worth watching and a quick way to enhance your soft skills. The videos are short, all 6-7 minutes long.
Building a High Performing Team.
Soft Skills Matter.
You can access the videos here.Read More
Today is the last day of 2017 – another year is drawing to a close. While you will have no time to think today, I’m going to suggest that you find some time to reflect on some important questions before you go back to work and launch into the new year. They are all questions that cause you to reflect on what changes you have made in your life this year. Or did you set goals and then not follow through and end up a photocopy of your 2016 self?
If you had a successful year know what made it so and make sure you repeat that this new year. If you had a disappointing year, discover why and make sure you don’t repeat those mistakes in 2018.
If ever we needed well-developed soft skills it is at this time of the year – the Christmas New Year period. What is it about this time of the year?
Why do we all run around in circles trying to finish things when we don’t do the same at the end of most other months?
Why can’t we fit anything else into our schedules? I am going to suggest that we actually create this stress, overwhelm and sense of urgency for ourselves, that we turn it into a self-fulfilling prophecy that we’ve perpetuated over the years.
I’m going to suggest that you just STOP FOR ONE HOUR, find a quiet space for yourself where you are not going to be interrupted and just review what you want and need to do over the next weeks until Christmas. Here are some ways to stay sane, less stressed and even enjoy this lead into Christmas and the New Year.Read More
Some recent research by Accountemps, a Robert Half Global Company, specialising in providing business with skilled finance and accounting professionals, found that sending thank you notes to a HR manager or recruitment professional who did the interview can tip the scale in a job candidates favour.
At a time when hundreds of people are applying for the same job, writing a thank you note is a way to stand out from the crowd. It demonstrates self-awareness, that you are aware of and acknowledge the time that the recruiter or HR manager has given to interviewing you and spending time with you, that you consider others not just yourself. It also shows your attention to detail, your ability to follow through to the end of a process.
Only 24% of applicants send one, however. This is down from 51% in 2007.