Employees Health

I am loved, loving and joyful. 

Is the set of statements that tells himself everyday, a reminder of who he is and his purpose. 

To listen to the full podcast, follow the link in our bio.

In crisis situations, a manager’s response is vital.

If you respond chaotically -> that is how your team will respond.

If you respond calmly -> your team will respond calmly. 

In sport, when teams are going through chaos they are looking to their manager or leader for calm. They are responding with logic, rather than emotion and maintaining a poker face to maintain direction and focus.

Top tips - 

1. Absorb shock privately before approaching the team. Have someone you can speak to separately from the workplace.
2. Narrow the horizon, break down high pressure situations into the next hour, 24 hours etc. to break down and tackle the problem. 
3. Decouple the mistake from the momentum - acknowledge the failure and setback then work on a tactical approach to move forwards. 

If you want help becoming a great leader, drop me a message.

In a recent podcast, I got talking to Hannah Louise - a qualified strengths and career coach, with a female focus. 

She explained that her approach to coaching is based around helping to give people the language needed to articulate what they’re truly good at. She then helps people build a narrative around their strengths, so they can go into the working world and tell people who they are and what they want to be known for. 

To hear the full podcast, follow the link in my bio.

The World Cup begins tonight. 

We’re going to get to see some of the best teams on earth perform under extreme pressure, navigate chaos and setbacks and see some great examples of leadership - from both managers and players. 

So, I challenge you to think about what lessons you can take from these games and this environment into the business world.

Could you imagine trying to play 18 holes with your putter? 

You might be the best putter in the world, but you know you’re going to lose. 

For me, leadership is the same. Too many leaders rely on command and control for every situation - it’s their default go to. But command is just one club in the bag of skills they need.

If you use it when you should be coaching or delegating, you’re just going to tear up the green and destroy your game. 

Look at Alex Ferguson, well remembered for the Hair Dryer Treatment. But he only used it in specific moments when he needed to pull that club out of bag to motivate his people. He was actually a master of situational leadership. He knew and understood when he needed to be the dictator, when he needed to be the coach and when he needed to step back and allow some of his stars and his leaders to take responsibility. He understood what clubs to use at the right moments. 

And so if you’re only using one club, I want to give you four others to add to your bag to start with. 

▪️Command director style club
- used for crisis and new hires for direction
▪️Coaching club
- when we get opportunity to develop high-performing talent and potential and allow them to take ownership of projects for growth
▪️Supporting club 
- when the team has the skills, but needs to confidence to go use those clubs. 
▪️Delegating club 
- when do you delegate certain projects, certain tasks to the right people to help high-performers to excel. 

The best leaders don’t have a style, they have many.

Know your people, know how to lead. 

If you want help learning these styles, drop me a message.

As a leader, have you set standards for your team to abide by?

Some non-negotioable behaviours that create a culture of accountability and ownership, togetherness that can aid performance.

In sport, we do this all the time. Teams have non-negotiable behaviours about 
➡️ RESPECT, 
➡️ COMMUNICATION, 
➡️ TOGETHERNESS,
➡️ OWNERSHIP, 
➡️ EFFORT etc. 

Which creates camaraderie and I think it’s something integral to bring into the workplace. 

What values and standards do you have as both a leader and as a team?

If you want help becoming a great leader and putting these standards and values in place, drop me a message. 
Have you as a leader set some standards for your team to

In a conversation with Jane Roques-Shaw, she explains how important it is for business owners to know how to support their employees through some of the toughest moments in their lives, for example the loss of a baby. 

To listen to the full discussion - follow the link in our bio.

“That’s just the way it is”

But it doesn’t have to be! Fake urgency vs clarity of workload is so important. The impact of people being in survival mode makes work harder. We’re all human beings so the themes are visible across most big organisations. 

To listen to the full conversation with Claire Kenny - follow the link in our bio.