Wednesday, 26 October 2016

Self-governing organisations outperform those who aren't

I like this article from Dov Seidman. I recommended downloading The HOW Report referenced and from where I've taken the images above and below.

Who will you become? What will you do next?

Be remarkable.

Monday, 24 October 2016

You only need to matter in the hearts and minds of a few people

Invest half an hour of your time today and watch this conversation between Marie Forleo and Seth Godin. You matter. This will remind you.

To succeed in life and business you only need to matter in the hearts and minds of a few people.

Who are they? How are you making a difference to them?

Be remarkable.

Friday, 21 October 2016

3 simple yet profound ways for dealing with silos

Image courtesy of Shutterstock

There are silos in every business. This Switch and Shift article by Kyle Ferguson provides 3 good fundamental ways to deal with them.

When you have these 3 in place, ongoing candid and convivial conversations are paramount. There are 8 critical conversations which I explore in detail in The Appreciative Leader handbook. Find out more here.

A key to your success in all these conversations is having focusing tools like role clarity statements, agreed performance plans, anything that captures agreements about performance.

If you'd like help with such tools get your copy of The Appreciative Leader handbook or contact me on +61 418 807 898.

Who will you become? What will you do next?

Be remarkable.

Wednesday, 19 October 2016

Not something different, something that creates a difference

How can I best help my clients to standout from the rest? is the perpetual question I'm asking.

A key part of the answer is helping my clients to be valued as differencemakers by their employees, customers, and other stakeholders.

In the wonderful book Difference, which you can get here, Bernadette Jiwa explains this in a very powerful way:

They don't want something different, they want something that creates a difference.

Who will you become? What will you do next?

Be remarkable.

Monday, 17 October 2016

No-one needs a change program; Everyone wants a change process

Change management like strategic planning and performance management are in my view the 3 great oxymorons of business. Please read more of my thoughts on these here.

Change leadership, strategy and execution plans, and performance leadership on the other hand, are crucial to achieving your best results.

A framework these 3 can operate successfully within I call a change process. No-one needs a change program; Everyone wants a change process!

The change process below is the one I use initially in work with my clients. My objective is always to help my clients to co-create their own process with employees, thereby guaranteeing innovation and ownership.

I am deeply indebted to the work of many people who use the concept of Appreciative Inquiry, the work of Duarte, and to my Grandfather Sherriff for teaching me the law of the farm.

The fertile ground is Appreciating what is (the remarkable, the great, the good, and the bad and the ugly).

The better you Appreciate what is, the more fully you can Imagine what can be (the ploughing).

Clarity around what can be enables precise planning around the tiny shifts (Quantum leaps - the seeding) that you will take to move from what is to what can be.

Leaping (the nurturing) leads to the harvest of positive momentum, which is the key to achieving better business results, at less personal cost.

Inside The Appreciative Leader handbook are considerations and possible actions you can take to co-create and implement a change process for your business. You'll never need to think about a change program ever again.

The handbook, associated companion resources web page, and private community, are only available to 150 people who participate in special online or in person events in November 2016, or work with me personally.

All the details are here.

Be remarkable.

Friday, 14 October 2016

Your one and only leadership style that really matters

When I begin to design leadership development programs with clients, one question is always part of the conversation - "what leadership style inventory/profile do you use/advocate?"

My answer, "none", takes many people by surprise.

I go on to say "leadership style inventories, profiles etc can have value, yet they are merely possible tactics for winning the main game, that being that the one and only leadership style that really matters is for people to be the best version of themselves, that one-of-a-kind human being that each of us is."

Shakespeare put it best in my view in his Hamlet play, "This above all: to thine own self be true."

Shakespeare's timeless message lies at the heart of The Appreciative Leader handbook that is now at the printers.

Most people whom I've showed the cover (pictured), say it's an unusual cover. I'm glad of this because the handbook is an unusual work!

What's also unusual is that what I say in the handbook is important, yet nowhere near as important as what you hear yourself say to yourself, and then do your own unique work.

To help you in your unique work there's a companion resources web page to the handbook, and a private community to involve yourself in.

All the details are here for you to arrange to get your signed, numbered, limited edition copy of the handbook, of which only 150 will ever be printed.

Be remarkable.

Wednesday, 12 October 2016

The Employee Experience Index

There's a lot of very valuable insights in this research study by IBM’s Smarter Workforce Institute and Globoforce’s Work Human Research Institute.

Their research validates what I'm experiencing and observing in the best workplaces, that what it means to be human is front and centre, and that treating people as they want to be treated, is a key to superior performance.

Get the research study yourself via the link above.

The actions recommended (see below) are common-sense to me

Recognize the unique role that leaders and managers play
in defining employees’ work experience, and enable
managers to design experiences consistent with core

Ensure the organization’s actions are conveying the values
intended and nurture an environment that reinforces
mutually supportive coworker relationships.

Help employees understand the deeper meaning of their
work and how it contributes to the wider organizational
purpose and goals.

Treat performance as a continuous conversation, fueled by
social recognition, feedback and growth opportunities.

Offer employees opportunities to participate in decisionmaking
and trust them with the autonomy they need to
find the best paths to achieving success.

Who will you become? What will you do next to ensure common sense is being reflected in your daily actions?

As always should you like some help with this please contact me on +61 418 807 898.

Be remarkable.