This is a photo of our dog, Ollie, after standing on the sprinkler and rolling on our scorched lawns, when we returned from our family holiday in Queensland. Cute, isn’t it? Nothing unusual about this photo. Except…Ollie looks like a different dog from the one we left in December. He grew SO much in the
When I stepped into my first leadership role, as the leader of an adventure travel company, I thought I was doing pretty well for a little while. Of course, it didn’t take long for me to realise I didn’t know what I was doing. I lasted six months in that role. Later, when I did
I think you would agree that there is more to life than work. A lot more. Then why can so many of us be found… …sending emails at 10pm …checking our inbox on a Sunday afternoon …opening our laptops at 7am and closing them late into the night? That doesn’t seem very sustainable. Nor very
I was listening to an interview with Kate Jenkins when she was talking about the independent review into parliamentary workplaces. Of course, the findings of the review, which she chaired, are shocking and illuminating. But one thing she said during the interview stuck with me. Jenkins explained that often parliamentarians get elected and are suddenly
I think it’s fair to say that the last year or so has turned our idea of how we work on its head. Things many of us thought were impossible are now the norm. But structured and flexible work approaches will continue to exist because they’re both necessary; what we know is that each type suits
Stay connectedIt may seem like overkill to say that to manage performance well you need to stay well connected, accessible and check in with your staff often about how they’re tracking. But it’s quite the opposite. It’s essential to supporting an engaged team that feels valued and performs well. Schedule regular check-insAs well as being
Be honest, are you a tiny bit uncomfortable with your staff working from home, out of sight, where you can’t see them? You wouldn’t be the only one. Let’s face it, many of us come from an environment where our time behind the desk equals our value as an employee, how productive we are, etc.
I wanted to talk to you about something that is within your power as a leader (unlike lockdowns). Something you can use to effect change in your team. And that’s self-assessment tools. What’s your take on them? Have you used them with your team? There are many out there, like Myers Brigss, DiSC, or the Team
I’m going to take a guess here that managing your team’s performance is not one of your favourite things about being a leader. Add to that directing your team orchestra from behind a computer screen, and it can pretty quickly feel like a mammoth task. And you’re not just dealing with teams moving from the
No matter where you are in Australia, some level of lockdown or restriction is probably impacting your team. It’s all starting to feel like 2020 all over again, isn’t it? And the truth is, it can be hard to motivate our teams in these circumstances. But motivation is not something you can do to people.