Leadership

Can You Offer Leadership Training Like The Adecco Group?

Young Aspiring leaders

When I finished, many moons ago, what was then called matriculation, I went on to train as a primary school teacher. We were trained back then using an apprenticeship model. We had lectures and tutorials for half the day and we spent the other half day in a school. In our second and final year we had a long term placement in a school for some weeks at a time. It was very practical and experientially based and many professionals were trained that way at that time.
Many lamented the loss of that model when professional training was moved into a strongly academic model in universities with much more limited access to practical work.
There is, however, a strong belief by many that learning on the job is the best way to learn and there are indications that some organisations are making commitments to do just that.
This week I read of an interesting initiative by leading global recruitment group, Adecco, who had just selected 22 year old Roy Hanna to be their 2017 Australian Apprentice CEO for One Month.

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Don’t Wait For The Right Time. Action Changes Things!

Action Changes Things

How often have you waited for the time to be right and in retrospect missed out on a great opportunity?

How many years have you actually been waiting for the time to be right to do what you really want to do, knowing it will change your life, that action changes things?

As Napoleon Hill has said: Don’t wait! The time will never be right.

You want to go back to do your MBA but you wonder if you should wait until the children are older.
You’re a professional woman who wants to start a family and you wonder if you should do it now you are 29 years old or wait another 6 or 7 years until your career is more established.
You want to leave corporate life and start your own business but you wonder whether the economy will support you at this time.
You’ve been heading your department now for 12 months and believe you need to restructure if you are going to achieve the goals you have set, but you are concerned whether this is the right time
You want to talk with your CEO about your future in the organisation and what she can offer you for your career development. You’ve been delaying doing it for 6 months now, waiting for the right time.
You’ve been thinking and pondering for some time now, but you keep your foot on the brake.
How do you decide the right time?

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Self-Leadership Is About What You Need To BE As A Leader?

Leader discussing his professional development

Your first responsibility as a leader is to lead yourself. If you cannot do that, you have no right to expect to lead others. This is the commitment every leader needs to make. This is the foundation of self-leadership. Your second responsibility is to lead your people, to help them become highly successful professionals. It all begins with leaders themselves modelling the behaviour, attitudes and mindsets they want their people to embody so it all begins with a commitment by leaders to developing and enhancing self-leadership skills.

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Micro-Manage Yourself to Empowered Leadership and Management

empowered leadership and management

Micro-managing yourself can be the road to empowered leadership and management. That dirty word – micro-management – can actually be something good. So many of you are so focused on doing leadership and management that you spend little time working on, even trying to understand, what the BEING part of leadership and management is. This is the self-leadership part, the part that says, you have to be able to lead yourself before you can lead others. To develop the self-mastery that is inherent in self-leadership, all of us, me included, have to micro-manage ourselves from how and when we get up in the morning and start our day, to the way we work and relate throughout the day and to the way we finish our day.

So in this case, micro-management is a good thing. As all of us bring together into congruence the DOING and BEING of leadership and management, the need to micro-manage our professional and leadership development will fade away. We will be efficient, productive and high performing automatically and naturally at being the empowered leader.

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Emotional Bank Accounts Enhance Employee Engagement.

Engaged employees

We would all like to have our employees highly engaged in our organisations. wouldn’t we? It happens in few, however. The level of disengagement globally is very high. According to highly regarded Gallup, only 13% of employees are engaged worldwide. That means that a staggering 87% are not engaged. In Australia alone the lack of productivity in businesses costs $42 billion per year, in large part due to these poor employee engagement levels.
The research revealed that most employees do not feel valued and appreciated at work by their managers or their organisations. Red Balloon found that 78% employees would work harder if their efforts were recognised and appreciated. 82% reported being recognised actually motivated them in their jobs.

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Make A Difference : Put a Dent in The Universe.

Put a dent in the universe

It was Steve Jobs who famously said: “We are here to put a dent in the Universe”. To make sure, that when we have, our dent will be there with our unique name on it is some what of a challenge. It’s an even bigger challenge to do what we need to do to put the dent there in the first place. This is what being a Difference Maker is about.
I came up with 6 attributes that characterise a Difference Maker in this 21st Century.

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IWD 2017 – How To Find Your Voice And Become The Assertive Woman Leader.

Assertive Woman Leader

One of the on-going issues I find in my mentoring work with women is their wish to be the assertive woman leader, yet at the same time their fear to be so. There is always that sense that they feel trapped – damned if they do, doomed if they don’t. If they be assertive, they are seen to be untrue to their femininity; they are seen to be uncaring. They are regarded as being very forthright, in a negative sense. When men are forthright they are seen as ambitious in a positive sense. Woman are also caricatured by comments like: “She wears the pants” or worse “She’s got balls.” She’s like the men, in other words. It is a damning account.

On the other hand, if they don’t be assertive, their careers are doomed for they become invisible in their organisations and professional and industry sectors. Their potential and talent goes unrecognised. They can feel used. As one woman said to me: “Maree, I’m not walked over like a doormat, I’m wall-to-wall carpet.”

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How Emotional Intelligence Can Help You Be The Best YOU.

People displaying emotional intelligence

Becoming self-managing and developing self-mastery is the second step in becoming the highly sought after emotionally intelligent professional. We all want to preserve our professional credibility and we know that we will do damage to it if we mouth off at someone who presses our buttons. So we learn to control what we feel while we are in front of them. What happens next though is what brings us down. We head back to the tea room and let fly about that person and what they said and did to all who are there. We then go back to our desk and stop at our colleague’s office on the way and go through it all again. When we get home at night – some 6 hours later – we are still churned up inside and fuming and our partner gets it all for the next hour. We take the other person’s critique of us on board as if it is true. We let it wound us and we don’t seem to be able to stop the bleeding. This person is only controlling her emotions, not managing them. There is a difference.

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How Emotional Intelligence can be a Career Enhancing Attribute?

Emotionally Intelligent Business People

Emotional intelligence is a career enhancing attribute, a career maker. Equally so, being emotionally unintelligent can be a career breaker. It is for this reason that every leading business school in the world has a course on emotional intelligence. If you can learn to recognise what you are feeling at any given time, can name that feeling for what it is, you can then manage it in a way that will enhance rather than destroy your professional credibility. Once you have learned how to manage your own emotions, you then become very adept at identifying what others are feeling. This means you respond in much more appropriate ways to achieve the response you want from those others. In time you become the highly sought after professional for the way you can manage the people issues in your organisation. You become the CEO of Relationship Management.

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