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

It results from how we lead and how we team. To change culture, consider changing how we lead and team. action can we take; - Get clear on expectations, together, united - Share your future dreams and set team a great gratitude practice - Let your team know how important they are to the cause and how they contribute play center stage in the business And Trust, for me, is a hygiene factor, an essential first step in teaming

And the 5th, the neuroscience, is conscious awareness of how our words create worlds, and how we can

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

What not to do Part 1 Employee engagement and culture survey tools are a great way to invite and collate up on feedback as a way to build trust and team rituals. tunnel vision Setting goals and utilising your culture tool as a mechanism to measure your progress is a great way to help you and your team stay on track and drive continuous improvement. Culture tools should encourage leaders, teams and organisations to think deeply about what the team

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 Creating space for team members to have continuous deeper conversations, checking in, sharing new ideas and let us support your journey from good to great.

guide you and at the heart of these conversations, ensure you have good intentions for the person, the team Link your feedback to intention – to connect, cultivate cohesion, energise, motivate, share vision, create alignment or have a bit of fun, create reassurance, clarity or accountability. So anchor to hope and be a role model for your team.

traditional goal achievement, it considers the well-being and engagement of employees and the dynamics of teams Prioritise Employee Well-being Investing in employee well-being is crucial for creating a thriving workplace Be relentless about Open Communication Open and transparent communication is vital to team trust, harmony

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. Set team aspirations and goals – create shared meaning Take the time to recognise good work, regularly - it's also a great gratitude practice Let your team know how important they are to the cause and how An essential first step in influencing organisational culture through teaming and leading.

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

I’ve been contemplating this. Back when I was in corporate, executive coaching was reserved for, well, executives, or coaching adopted to help navigate difficult situations/behaviours. So what could have been different for me? I would have spent more time self-reflecting which is the most critical muscle a leader can have. And perhaps I would have sharpened my awareness of my behaviour and actions, as well as that of others, to add more insight to my thinking? I would have been challenged to expand my perspective, to see it from another’s. Perhaps I would have been more empathetic and sharpened my people skills resulting in better relationships at work? I would have actioned monthly changes to my leadership style, and perhaps those small steps would have amounted to significant and positive change over the long haul? I would have bounced my thoughts and ideas around with someone else, and perhaps that could have led to more effective workplace decisions? I would have had someone help me navigate and manage my stress, and perhaps that could have improved my health and wellbeing? I would have found someone I could trust my deepest inner thoughts to, who would have seen what I couldn’t, and maybe their reflections could have resulted in bringing light to the beliefs that were holding me back? I would have had regular opportunity to release myself from the everyday doing, and perhaps this would have reignited my creativity and resulted in ideas with better execution? I would have checked that feeling in my gut, rather than sit with the circulating thoughts of doubt, questioning myself to the point of spiralling and feeling like all hope was lost, and maybe I would have found the courage to use my voice? I would have improved my memory of events, made more effective choices, become intimate with my values and beliefs and perhaps this would have built confidence and trust in me? I would have grown, taken more risks, used my voice more, and felt better about my achievements, and therefore happier and maybe this happiness would have spilled into my family and personal life. Melina Lipkiewicz is a certified IECL Executive coach and ICF member. To find out more about our coaching programs, visit our page here, or contact us for a confidential discussion. 0498 800 008.

As leaders, help our teams craft proactive strategies based on their strengths and needs. Because it does feel great when you have someone who will listen, that you trust, who'll stretch your leadership #coaching #leaders #mindset #empathy #culture #leadershipdevelopment #connectionmatters #teambuilding