The culture of a company, organisation or team is the make or break between growth and decline, retention and turnover, and success and failure. Too often we hear comments such as “toxic culture”, “team unrest”, “trouble in the boardroom” and “disorder in the trenches” that disrupt team cohesion, productivity and performance. If you are facing a storm in a teacup, what steps can you take to re-right the ship and ensure that your culture breeds success?
Nature (our DNA) and nurture (environmental influences) both need to be taken into consideration when trying to understand how a leader is formed. The way I like to look at whether leaders are Born or Made, is by looking at leadership capability through the concept of a bell-curve.
It’s your story! The people who stand out from the crowd and change the world we know, are remembered most for breaking the rules. There are those who break rules for evil and there are those who break the rules for good. Obviously, you want to be on the side who breaks the rules that change the way we think, act, live and move for the better.
Imagine a workplace that is filled with employees and teams who are full of energy, enthusiasm, curiosity and an inner drive for gaining a competitive edge. Is that yours? All businesses and organisations want innovation, creativity, productivity and forward progress. But, many leaders stifle their team member’s abilities through the processes, daily habits and environment they create. So how do you create a culture of curiosity, wonder, learning, creativity and inspiration?
It isn’t easy to change attitudes or relationships; they’re deeply ingrained in organizations and people. The heart and soul of change processes is communication, as people thrive in their comfort zones and are reluctant to move into a place of uncertainty. A communication plan is just as important as the project plan in a change process, and needs to be developed concurrently.
Any leader can instigate a change, but managing effective change requires something special. A meticulous attention to detail, outstanding people skills and the stamina to succeed are just some of the important factors that great leaders possess in delivering effective changes over a long period of time.
Do you have Change Tantrums in your organisation team or maybe even inside your own mind? Dealing with an organisational environment where complexity, competition and technology are increasing at a rapid rate, requires a leader to bring their ‘A Game’ to ensure the organisation remains relevant. Change is eminent and commonly a normal part of organisational life. Being able to prioritise change, be proactive in planning for potential challenges and reducing resistance to change are important qualities that leaders require to ensure that change processes are successful.
We live in a world of rapid change that has been catalysed through enhanced globalisation, constant technology innovation, generational diversity and recently events like COVID-19. This results in a constantly evolving organisational environment that requires savvy business leaders who can simultaneously coordinate both people and project management.
No company organisation can be everything to everyone, no matter how big or small. Being able to narrow the focus of your target market, known as creating a ‘niche’, is key to success. By understanding what your consumers can’t do without and servicing that requirement, you will be a step ahead of the competition.
Are you asking the right questions and how are you interpreting the answers?
Asking the right questions provides a powerful tool for a leader, manager or coach. The following piece provides an insight into how questioning impacts both the person asking and those answering the question, through a coach/athlete relationship. It is applicable to all industries and aspects of life.
You may notice that the worlds geniuses, gifted people and creative artists are different. They have unique characteristics that seem quirky, a bit weird and don’t quite fit into the normal way of life. So why are they somewhat social misfits, renegades and a real challenge to deeply connect with?
EFFECT CHANGE AND MAKE A DIFFERENCE! By Craig Johns I believe great leaders aren’t there to maintain the status quo, as the company will over-time lose its relevancy, the staff will become de-motivated, and it is likely there will be a downward trend in profitability. A great leader will cultivate a culture of continual change … Continue reading LEADERS ARE HIRED TO…