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Actively develop relationships with people across the business, not just within your direct teams or

I am a change maker, an initiator, a start-her-upper, a risk-taker, a higher performer, a leader in my , lead change, centralise and do myself out of a role 👉 start-up teams, divisions, new products - Intrapreneur if you may and now entrepreneur 👉 turn around underperforming teams to award winning. in the early phases 👉 Lean into to discomfort and have those difficult conversations 👉 Build the team's   👉 Be comfortable that your people will outgrow your capabilities 👉 Deal with under performance productively

It's entrusting our team with the autonomy needed to act and grow. Empowered teams are confident, capable, and accountable, creating a ripple effect on the teams capacity Overcoming this requires a mindset shift to see delegation as a pathway to building the team's capacity Coach and provide mentors  to your team member. Empowerment is a continuous journey and dynamic due to the changing nature of our teams.

And implicit understanding that team success is prioritised over the individual, whilst valuing the Individual needs are considered within the broader context of the team's goals. dialogues, also consider creating the right relationship climate by; 🔢Getting on the same page with your team

And whilst there are strong signs of a poor culture, high turnover, reduced revenue, high absenteeism , high error rate, poor customer satisfaction, inefficiencies, customer losses etc, sometimes the journey Regular workplace culture check-ins and performance reviews are wonderful ways of collecting parts of Turning this into useful data for leaders and teams can be quite cumbersome as well as some of the data

Are you wanting to do more to engage your teams? Are you struggling with communication or conflict?

The insights generated from this collection of data is useful not only to quickly gauge team and employee It’s predicted that bringing teams together regularly to brainstorm enhances the sense of connection, up on feedback as a way to build trust and team rituals. Culture tools should encourage leaders, teams and organisations to think deeply about what the team Practice: Nurture what’s in your control by prioritising productive team conversations.

I was part of both dysfunctional and thriving teams and often team members were unchanged. So as many leaders do, I asked my teams the big sweeping question about how they’re feeling at work and In more recent times, as the world increasingly digitizes, we’ve asked teams to convert their responses The tool alone is not the answer, it's how leaders are supported to work with their teams and the tool Creating space for team members to have continuous deeper conversations, checking in, sharing new ideas

Nine weeks before the marathon I had a level 2 tear to my calf muscle and was told it would be near impossible

their authenticity compromised in certain conversations, particularly when they relate to conflict or performance guide you and at the heart of these conversations, ensure you have good intentions for the person, the team So anchor to hope and be a role model for your team.

It is a result of how we lead and how we team. To change culture, we need to change how we lead and how we team. An essential first step in influencing organisational culture through teaming and leading. performance exist in your culture. performance culture.

Episode 1 - An introduction to this new Leadership series with Suria and Mel