Role clarity in two steps

How do you know that you are performing your role to the best of your ability?

The first step is to have a 100% role clarity. That is, you are certain that what you are focusing your time and energy on, is what you should be focused on.

To ensure that you have role clarity, follow the two steps below.

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Cash is King. Clarity is Queen.

In the mid-1990s, I was introduced to the term, “Cash is King”. It means that, in business, you can never forget that accountants and finance rule the day. All of us, no matter where we live and work, exist within an economic reality that is ruled by the mighty dollar.

Everything that we do as leaders, ultimately, will be judged by its economic impact. Yet, I preach Servant Leadership which is about recognising the full potential of people and enabling them to shine.

How does Servant Leadership marry with “Cash is King”?

Read on if you’d like to discover how the two are related.

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Excellence – if not now, when?

Excellence is an exciting topic. Is it about being perfect, never making a mistake? Or is it more about a mindset and set of behaviours?

In this article, I will share five tips that individually, and collectively, will have you achieving excellence more often, than not.

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The Leader-Learner-Trap

Successful people regularly report they are lifelong learners. I want to think that I am a lifelong learner too.

Shayne Elliott, CEO of the ANZ Bank recently shared in a LinkedIn video post that he is “#always learning“. In it, he speaks about a book that has provided great value over many years, Execution – The discipline of getting things done by Larry Bossidy and Ram Charan. It is a terrific book and worth the read.

The ability to learn is essential for success. I argue that today, oxygen and learning are equally important for humans. Without them you are physically dead, or your career is dead. However, are followers tolerant of leaders who are learning? I’m not sure they are, which creates a significant problem for leaders.

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High-Quality Workplace Conversations Matter

Here’s a formula.

High-quality conversations lead to high-quality decisions, which lead to high quality actions and ultimately, high-quality results and performance. The reverse is also true. Low-quality conversations eventually lead to low-quality results.

Achieving high quality results and performance are worth the effort to learn how to conduct high-quality conversations.

The point of leverage in this model is high quality conversations. But what is a high quality conversation?

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Five actions for living your organisation’s values

One of the most significant challenges that staff struggle with is how to “live” their organisation’s values and behaviours. People often say to me, “I’m sick of ‘hearing’ about the values. No one does anything about them.” I then ask, “Do you believe in the values and behaviours yourself?

A typical response begins with, “Yeah, but…”.

This pattern indicates that the real challenge that staff face is that they don’t know ‘how’ to have conversations about the values with their peers and managers. This article will share five actions of which you can use one or more to increase your contribution to your organisation’s values in a positive, constructive manner.

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What are you not saying to your boss?

One of my executive coaching clients is extremely successful. He regularly receives six-figure bonuses and is constantly approached by head-hunters.Gary Ryan

Earlier this year he was flat. He was frustrated with his boss. Despite his success, he wasn’t sure if his boss had his back or understood what frustrated him.

“Have you told him?” I asked.

“No, not really.” he replied.

“Why not?” I implored.

He had a lot of reasons. The biggest one was that he didn’t want his boss to see him as being paranoid. As we explored this issue, he shared that his frustrations were affecting him at home, and he had been less motivated than usual about his exercise and health program. This issue was affecting his entire life.

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How to lead a growing team

You know how it works. You are good at what you do, so more people keep being ‘given’ to you to lead. Not only that, but you are relocated to corporate headquarters and most of the people you lead aren’t co-located with you anymore. You have more meetings than ever to attend, yet you genuinely care for the people you lead but don’t have anywhere near the time you used to to lead them.

What do you do?

This dynamic is very common for the people I coach. Flatter organisations means higher spans of control, which means more direct reports to lead. Below are three tips for leading a growing team that isn’t co-located.

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