[vc_row full_width=”stretch_row_content”][vc_column width=”1/2″][vc_single_image image=”1223″ img_size=”full” alignment=”center”][/vc_column][vc_column width=”1/2″][vc_custom_heading text=”” font_container=”tag:h2|text_align:left|color:%23000000″ use_theme_fonts=”yes”][vc_column_text]Our family has a number of rituals that we follow based on the seasons. We just returned from our yearly Easter camping trip at The Basin – a wonderful outdoor spot on the water North of Sydney that enables us to reconnect as a family. We spent plenty of time unplugged as we kayaked, paddle boarded and played heaps of card and board games, not to mention having time for deep conversations about life and the world with our kids.

It made me remember how important rituals are for us to reconnect with one another. With all the busyness and disconnection around the world, I can’t help but notice how many of the rituals that gave us connection and meaning have been lost. My mother used to make homemade blueberry bread when a new neighbour moved into the street, now many people don’t even know who their neighbours are.

This is the same at work. I remember when I first started working when a new person started everyone made an effort to be available and eat lunch with them. It was a ritual and a way to make them feel included and get to know them. I believe that this created a more unified sense of commitment to the new hires—as well as a faster integration into the supportive culture that was being created through this ritual. Nowadays managers are even too busy to eat lunch with their new hires and many other rituals have been left behind. 

Rituals provide a sense of connection and strong meaning. For my family spending time together camping and playing card games will provide them with wonderful memories of being together. For new staff sharing a meal with their CEO or manager when they first start will also be remembered for many years to come and can create a deeper level of loyalty in less time.

Take Time for Your Rituals:

1. At Work. Identify what rituals you can start having to help everyone reconnect. At TLD we have an annual 2-day conference for our staff and their partners that involves some planning and some play. I also work to have lunch with my admin manager as a treat to celebrate when we have been working particularly hard (Kat we are due for another one!) You can create your own specific events or rituals that are significant to your business and the culture that you desire.
2. At Home.  Make sure that you create rituals for your family. It may not be practical to have dinner together every evening (we have too much kids sport on) however you can take time to have a weekly dinner together (we have a ritual of a chicken and chips from our local chicken shop on a Saturday afternoon). The specific ritual can be anything that creates a sense of connection and common experience that can be shared together.

Don’t wait for a ritual to come around, take action now to ensure that your rituals occur. If you are looking for another work one I invite you to attend the Future of Leadership Conference that I will be speaking at in August & September this year occurring across Australia and New Zealand. Early bird tickets are still available. 

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[vc_row full_width=”stretch_row_content”][vc_column width=”1/2″][vc_single_image image=”1207″ img_size=”full” alignment=”center”][/vc_column][vc_column width=”1/2″][vc_custom_heading text=”” font_container=”tag:h2|text_align:left|color:%23000000″ use_theme_fonts=”yes”][vc_column_text 0=””]I was having a chat with a Senior Executive about how staff in today’s business world are very different from the past.  She was complaining a bit how the younger generation has a sense of ‘entitlement’ wanting to quickly move from new employee to running the company making lots of money.

When I asked her to describe some of the great things that their current leadership team was doing to connect and inspire the younger generation of staff she just stopped and looked at me.  “When I started in the workforce I was just grateful to have a job, kids today are so spoiled that they don’t think that they need to listen to anyone.” I could hear the frustration in her voice.  

I believe that this is a very big issue for many organisations.  They do not know how to engage their younger people and many are finding it difficult to motivate and focus them.  Also, they do not look for ways for their leaders to hack their approach to find a new way of connecting and mobilising their people.

If I look back to how many Native American and indigenous tribes around the world would lead it was very different than today.  The leaders did not always just tell their people what to do, often they would spend time with them and ask them a question to get them to think and give them a task that would enable them to grow and stretch into this skill.  This changed the dynamic of the relationship to make the leaders someone that was looked up to and followed not because of their title, but because of their wisdom and ability to connect with others. When was the last time you provided the wisdom of an Elder?  When did you make it easy to notice someone struggling and give them a sage piece of advice that helped them focus on the way forward?”  Often the wisdom is not in what an elder would say that they have achieved, but often in how they have failed and the learning that they so willingly share with others.

How You Can Provide the Wisdom of an Elder?

1. Be Visible.  Take the time to be visible and available to others.  Too often leaders spend too much time in their office and not enough time being around to make it easier for their people to ask them for insights.

2. Ask—Don’t Tell.  One of the biggest mistakes many leaders take is to just constantly tell people what to do.  This creates a negative pattern where their people do not grow, stretch or gather any value. Take the time to ask your people their thoughts and how they could do something and provide them with opportunities to stretch their capabilities.

If we had more wisdom from leaders in the workplace, staff regardless of their age would be more inspired and want to lift their performance.  With a few simple Leadership Hacks from the past, we could help achieve more in the future.
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[vc_row full_width=”stretch_row_content”][vc_column width=”1/2″][vc_single_image image=”1197″ img_size=”full” alignment=”center”][/vc_column][vc_column width=”1/2″][vc_custom_heading text=”” font_container=”tag:h2|text_align:left|color:%23000000″ use_theme_fonts=”yes”][vc_column_text 0=””]I have been at a Strategy Retreat in Queenstown New Zealand with a group of Thought Leader Black Belts (an amazing group of experts who work with organisations and individuals to help them achieve more).  Of course we enjoyed the Queenstown vibe with a bit of helicopter riding, jet boating and wonderful food, however, it was more about the recharge.

It is often said that when you hang out with people that are smarter than you amazing things happen.  The conversations and connections are very powerful and I’m noticing that it is helping to reset and recharge my thinking and my activity.  

So when was the last time you scheduled your Strategy Retreat?  By taking the time to step away from the everyday treadmill of life you can gain some powerful perspectives and renew your energy to focus on what truly matters.

The 4R Strategy Retreat Strategy:  I know that this is a mouthful, however, I find that when you have a process to guide you, amazing things can happen.  

So here are four easy things you can do to ensure an amazing Strategy Retreat:

1. Reconnect.  Try to schedule your retreat with some activity that allows you to reconnect with your soul.  You need to get out of your normal routine, so you may need to schedule a night away (or a couple!)  Start by doing some activity that you truly enjoy which may involve going on a hike, riding a bike, having a massage or reading a book.  Different people have different ways to reconnect. You need to find what’s yours. Have the extra sleep in or take some time doing things that you knowhelps top up your energy or being in a place that allows you to reconnect with yourself.
2. Remember.  Write down the things that are important to you.  List the dreams and goals that you had for yourself when you were 18, when you were 28 and when you were 38.  Which of these dreams or goals have you accomplished? Ask yourself why you had these goals in the first place and see if they are still relevant. As I flew into Queenstown, I looked over the mountain range I was reminded of one of my goals which was to spend some time hiking and backpacking with the family. I now have been prompted and now need to help manifest into reality.
3. Review.  If we were to examine your footprints over the past month (or longer) what would they tell us?  Would they show that you have been the person that you are supposed to at work and at home? Inspiring others with the way that you have approached situations and challenges?  If you have staff that report to you if we were to ask them to pick 1-2 words to describe your impact on them, what would they say? Write a list of the things that have taken you off path.  
4. Re-Prioritise.  Identify the things that you should do differently and make a commitment.  Re-prioritise your time, your activity and what you want to achieve. Create a list and put it up somewhere as a visual reminder of these goals.  I also find that I have a couple for myself personally, a couple for my family and a couple for my work. I will use these for 6-12 months as a reminder of the things that are my Sacred Order moving forward.

Taking time to identify your way forward is an important ritual to do on a regular basis.  The Native People around the world used Vision Quests and other ceremonies to help them remember how crucial it is to reconnect with your purpose and your dreams.  Even better yet, share these with someone else that you admire and give them permission to remind you of them to help you stay on path.[/vc_column_text][/vc_column][/vc_row]

[vc_row full_width=”stretch_row_content”][vc_column width=”1/2″][vc_single_image image=”1161″ img_size=”full” alignment=”center”][/vc_column][vc_column width=”1/2″][vc_custom_heading text=”” font_container=”tag:h2|text_align:left|color:%23000000″ use_theme_fonts=”yes”][vc_column_text 0=””]A Harvard Business Review study titled ‘Why aren’t you delegating?’ found that almost 50% of the companies surveyed were concerned about their employees’ delegation skills—and most of them didn’t offer training on how to delegate.  

The real concern is that many leaders won’t delegate. Why? Many believe that they can do the task more quickly themselves, rather than taking the time to explain it to others.

According to Carson Tate in Fast Company many people resist because of a lack of knowing how to delegate. After they have tried to get someone to do something without success, they remember the age-old mantra of “if you want something done right, you need to do it yourself.” At first glance this may be true, however if a task needs to be completed regularly, then this time quickly adds up. 

A Delegation Hack will help you get your staff to do what you want. By working with your direct report and creating a one-page plan together you can quickly turn this situation around. Start by asking the staff member what steps they believe need to be taken to accomplish the task. As they start sharing ideas, capture them on paper or a tablet. You should also contribute and guide them toward the best solution—resist the temptation to just tell them the tasks! 

After identifying the specific steps to be taken, ask them what order they think the steps should be taken and coach them on the best sequence and the reasons why. Work together to identify timeframes for each step to ensure that deadlines are clear. When you start using this approach the relationship shifts from you directing them to a collaboration with you showing support and them buying into the task that needs to be completed.

For more complex tasks ask them to identify timeframes for check-in meetings. Jayson DeMers in Inc Magazine calls this the trust but verify approach. This allows you to ensure they are still on track as well as show interest in them completing the task—without taking over. After mapping the plan, take a photo on your phone and give them the image (or sheet of paper) as reference whilst implementing.  

Over time you can fast-track this delegation hack by getting staff to map their one page plan on their own and check it with you before they start executing it. Once you start effectively delegating the relationship will be stronger. You will have more time for your tasks and staff will be doing what you want because they want to.[/vc_column_text][/vc_column][/vc_row]

[vc_row full_width=”stretch_row_content”][vc_column width=”1/2″][vc_single_image image=”1177″ img_size=”full” alignment=”center”][/vc_column][vc_column width=”1/2″][vc_custom_heading text=”” font_container=”tag:h2|text_align:left|color:%23000000″ use_theme_fonts=”yes”][vc_column_text 0=””]I was recently working with a group of Sales Account Managers and discussing with them how the world of selling has changed. In the past, it was all about a salesperson’s ability to convince a customer to buy (even if it stretched the truth!) 

However with online selling and more competition today, people selling need to establish themselves as a trusted advisor. Someone that is not just interested in a sales transaction, but someone that will continually add value to their clients after the sale. People want to do business and pay for services from those that are trusted advisors. 

So what are you doing to become a trusted advisor? How many other people not only know of you but would recommend you to others as someone that they can trust? Here are 5 common characteristics that these Trusted Advisors have in common:

1. Others Trust Them. This is one of the most important components. When other people that you know and trust them, you naturally will trust them. (Think of a time when one of your friends recommended someone or someplace to you—we almost always instantly trust them due to this referral).
2. They Have their Order Right. They focus on the individuals that they are trying to help and are very aware of finding a solution that does not just serve themselves. This also means that they are transparent with what they are recommending—even if it is not in their own interest.
3. They Build Trust. When they communicate with people (including prospective clients) they have an ability to build rapport and trust. It is more than the words that they speak, it’s the energy behind their words that are in alignment and they have an ability to truly connect with others.
4. They Personalise their Touchpoints.  These trusted advisors do not just have sporadic communication with people. They find a way to personalise their interactions regardless if it is face to face, over the phone or via e-mail. They add value to these touchpoints in a way that people look forward to interacting with them.
5. Advocates Promote them. Regardless if they are providing a service or a product they will have advocates that trust them so much that they go out of their way to promote them to others. They do not just mention a trust advisors name in passing. They take action to call and set up an introduction because they trust the relationship so much.

By taking action and adding value you can become a Trusted Advisor—and be appreciated for the difference that you make (not to mention the referrals you will receive!)

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