Image: B2b Interactive Marketing

Image: B2b Interactive Marketing

I have an affinity with leadership words beginning with R.

My mouth and fingers flow with R words, and the most frequently used are:


Relationships, and


An equation I use in my leadership workshops include two of these three words:

Respect + Trust = Relationship

Respect in leadership is an agreement established about how people engage. This is based on spoken and unspoken rules. The more we adhere to these agreed rules the greater the opportunity a relationship will be established. Trust occurs with consistency of adherence to the rules

For example, you may be asked “I’d appreciate you respect my privacy” or when someone is using headphones at their desk, we know that they are working and don’t want to be interrupted.

Respect shows up in leading inclusive workplaces and it’s an ingredient of creating relationships. It’s not possible to have a relationship with someone, if you don’t respect each other.

Relationships are natural, we’re social beings which means, people need people. Yet, people are different and complex. So, it takes some effort to establish and maintain a relationship.

Response is always about a choice We always have a choice in how we respond to what is thrown in our direction. We can be a glass half empty or a glass half full type of person and of course you know the difference in these responses.

We can have a thought, an emotional reaction, a neural reaction and then we have a minuscule amount of time to choose how we respond. Your leadership can have a magnificent impact if you use this time wisely.

Leaders who respect others and respond thoughtfully will build effective relationships.

So, you can see that I am passionate about my R words. I’d love to hear yours.



OK, so I set myself this challenge in October write about my exploration of the language of leadership and today I am stuck.

It’s the day of N in the alphabet. I am struggling at identifying more than one word which I use in leadership. I need your help!

My one word is an activity which I am passionate about. I know many people who don’t do it or don’t enjoy it or I believe, don’t do it very well!

I’m an advocate for networking. I even started up my own local networking group to encourage women to get together to discuss their opportunities and challenges. I recall when we first met and discovered we all suffered from procrastination!

We forget to tap into the people and groups we know or lack confidence to meet new groups of people. And it’s more than likely we’re all experiencing the same dilemmas in their own businesses and organisations!

Genuine networking is paying it forward and connecting people. It’s listening to people and hearing for opportunities to help them or introduce them to people who have the solution to their problem.

I’ve learnt the importance of keeping in contact with people and letting them know what I’m working on. In this busy world, it’s easy to forget who we know and how they can add value to our life and business.

It’s not what you know, or who you know, it’s who knows you.
— Bill Potter - Business Maverick NZ

There’s this great saying by a cool dude in NZ: It’s not what you know, or who you know … it’s who knows you. That’s networking!

I will throw in one more important N. When I mentor leaders who are progressing into a new role, I advise that the first task is to learn everyone’s name. Yep, it’s critical. There are some great tricks I use to do this quickly which I’m happy to help you out with!!!

When people hear their name used, they are more likely to listen and they’ll quickly respect you for remembering their name. It’s what you want to achieve quickly in your practice of leadership.

Today, in particular, I need your help with your leadership language - what’s your N word?

The image above is a network map from a fabulous book, Do More Great Work by Michael Bungay Stanier. We use this map on our Driving Your Life programs.

If you make a presentation this week you must ...

No doubt if you're leading others you'll be making some sort of presentation this week; whether it be with your team members, your colleagues, the board or your customers.

So, if I guess right, I recommend you do three things.

This is the final part of a series of blogs which focus on developing your presentation skills.

1. Asking questions prior to, during and post your presentation is essential to determine or at least understand if what you set to do has been achieved and that you meet the end users needs.  

2. Ask someone prior to the presentation to provide feedback with you post your presentation.  Asking a colleague or team member engenders trust and respect.

3. Follow up your 'audience' and thank them for attending/participating. Given some presentation go on and on (way too long for anyone's concentration) you showing common courtesy by respecting their time.

Make sure your presentations are successful this week. You'll know how successful if you ask for feedback!

If you'd like to receive more detail about my Presentation Skills Program - whether for your business or even for yourself alone, get in contact with me today.






How do you say thank-you and really mean it?

"Merci beaucoup" and "Domo arigato gozaimasu" are so expressive that without understanding French or Japanese you gauge the politeness and the intended respect and genuine thanks they imply.

Saying "thank-you" is understated, possibly undervalued and a dying art. I was raised to always write a thank-you note to anyone who presented me/sent me a gift and my parents would expect this done immediately! However, as a parent, I am struggling to impart this tradition - something I need to work on.

So, here I am writing cards and selecting appropriate gifts to send and deliver to clients and connections and I'm pondering the right words & actions! I have found myself reflecting on how much gratitude I have for these wonderful relationships - they are my business. Does a hand selected card and bottle of gorgeous bubbles cut it?

How do you say thank-you and really mean it? Do you go into automatic pilot or do you give it some deep thought?

Here's my Top Five approaches to saying "Thanks":

1. Do it in person - with a card & a gift and tell them that you really thought about what to give them (don't say "here's a small token of my appreciation".) to represent your gratitude.

2. Call them or better still use common technology to see eye-balls and have a conversation (and then follow up with a card & gift.)

3. Send them a hand-written card and gift - be mindful if it's a team and if it's to be shared. Take time to think of the words and make sure you can read your writing.

4. Send a voice message - prepare it (and rehearse it) using technology at our disposal and attach to an email with a note.

5. OK, it you have to, send an email - but personalize it. Highlight something specific that has occurred during the year.

Thanks for reading and sharing. I hope that we all take more care this year when we say "I wanted to especially thank you - I appreciate the connection we have and I selected this bottle of bubbles for you to share with .... !"


How do you create followers?

If you're new to leadership, a new role or just the ‘new kid on the block’ then on your ‘to do’ list is – I must create followers. As there is no leadership if no-one bothers to follow you, work for you, love you, let alone, talk about you!

For the naturally witty, attractive and known identifies, this is a relatively easy task, however, for most of us, it’s ‘work’.

Creating followers requires you to:

1.       Focus on what you do not who you are; being good at it and ensure it helps others

2.       Make others feel important, rewarded and acknowledged

3.       Engage people by listening to them and asking “how you can help them achieve their goal & role.”

4.       Build trust and respect by being consistently consistent in your behaviour

5.       Welcome others into your life and allow them to take the gratitude for your work.

As you can see, it’s ‘hard work’ being in leadership. There’s no easy solution - I've been observing leaders for many years and these five approaches seems to work for most - most of the time.