Are you prepared to shift?

Are you prepared to shift? 

A small shift in our behaviour will increase our performance significantly.

My husband and I are getting our 'affairs' in order. We've had it on our list for ages and finally we've taken action to get smart with our money. It's been a shock and I'm sure unconsciously I've resisted, knowing of the shock and changes we'd need to make to be more accountable for our money actions!

We've done the financial planner visit, completed the budget, the mortgage broker is working for us and we're about to hit our bank, insurance providers and utilities. Just writing down the notes, actions and thoughts clears the haze which has hung around for some time - not really being in control of what I should be in control of - 100%

I liken this to the control of our leadership behaviors. We generally go about our trade, doing what we know best and generally avoid the opportunity to deep dive into the 'too hard' or 'too time consuming' activity or reviewing or in particular shifting our behaviour for a better outcome.

Knowing that I will save 2% interest by changing banks is the impetus to make a decision to employ someone to make my mortgage shift. Making a correction or increasing the volume of my leadership behaviours by 2% will definitely see significant outputs and outcomes however it's the ability to visualise the potential performance of my personal shift which can be the show-stopper.

The question is - are you prepared to shift? There might not be enough hard data to prove the outcomes let alone having proof that you'll maintain the shift. The toughest action is to consider the decision.

Saying "yes" is a great start.


How do you foster your workplace culture & climate?

As we approach the Australia Day 'Long Weekend', people are gearing up to celebrate. There are flags on cars, the supermarkets are full of Aussie paraphernalia and merchandise and the talk is all about what you're doing on the weekend.

It's this weekend which the behaviours of Australians are truly typified. We can easily describe to others the pride, comradre and the heartfelt caring of each other to those who've never experienced an Aussie Day Holiday.

So, do we encourage this 'culture' amongst our colleagues in the workplace? Do we see people:

  • wearing the company's logo on their chest and singing company songs?

  • eating breakfast & socialising together, and

  • giving empathy hugs and helping each complete their work tasks?

Whilst this is 'tongue ‘n cheek' it highlights the thinking around the possibilities of the culture & climate in workplaces if we foster an environment and lead people to discover how their work can fulfil their 'Drive'. 

Given that we're a compost of nations and generations, our role as leaders is complex - so relax over these three days and enjoy the celebration of our history! 


Working with different groups of people over recent weeks, it has been interesting to note the increasing participation in any discussion around ‘conversations’.

Whether those discussions were around peoples’ performance, difficult customer scenarios or asking a tough question, everyone was eager to understand models and methods to help them discover a dialogue which they could control and implement.

In a society which is gripped with digital advancement and powerful social media, our skill development is diminishing in relationship building and defusing conflict.  The way we communicate face-to-face, over the telephone and via our fingers (twitter, email etc.) requires thought, skill and a selection of behaviours.

Your role as leader can be simplified if you are positive & consistent when you communicate – YES, you are the role model and are the ‘lead’ role in this activity. So, here are some tips to prepare for your conversations:

Choose the mode of communication to match the message – human or digital or a blend - it's easy to type with emotion and be misunderstood whereas human interface is far more effective to keep on track with the purpose

Consider who you are communicating with – do they have a communication style preference - try and match it or use the opportunity to help them learn e.g. passive to assertive

Determine if the message should leave a legacy – use a hash-tag if you wish to keep it alive - keep it face-to-face if you want to keep it private 

Seek feedback from others to understand if your message works – test it, practise it, draft it - once it's out in the public, it's difficult to retrieve

Do Communicate beyond your normal style – your influence must be a blend to converse with the people you lead - multiple simultaneous conversations are now an expectation - each is as important as the other

This week I have introduced people to Twitter, Snapchat, Google Hangouts, Google Drive in the digital sphere of communication, coached face-to-face for several hours and spent a day on the telephone talking to people. I have my conversation preferences, however I challenge myself to learn what works for others.

How will you broaden your communication skills today to lead more effective conversations next week?