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People often inquire into your back story, and I do prefer keeping that conversation for more intimate in person settings, as most who work with me know. But perhaps it’s time to share a tiny bit more about WHY I am.  I am a change maker, an initiator, a start-her-upper, a risk-taker, a higher performer, a leader in my field. And I love working with Leaders.  I fell into leading at 21, fell being the operative word. I courageously put my hat in the ring for a leadership role I had no experience or qualifications for. NONE. ZILCH.  Someone believed in me ❤️ and as a result, he offered me my first leadership role in the Wealth sector, and then had to talk me into accepting it, as I spun out of control doubting myself. I still have visions standing in his office as he poured energy into building my confidence. I will never forget what Ian did for me. He gave me HOPE and a FUTURE when outside of work I was falling apart and subjected to partner abuse.  At that point in life, Ian became my 2nd hero after Dad. That moment changed everything for 3️⃣ reasons 👇 👇 👇  1️⃣ He believed in me when I should have believed in myself, Lesson 1  2️⃣ It was the start of what would be my calling, Lesson 2 3️⃣ It built my confidence which helped me say NO to partner abuse. Lessons 3 plus.  I’ve never really had interviews after that, I naturally evolved from role to role. Whilst I have spent most of my career in corporate, my leadership journey has invited me to 👉 initiate reform, 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. I've managed businesses with budgets over $10M and under $1M. SIZE is irrelevant. The issues we face leading are comparable; 👉 Grow and continue growing regardless of market conditions 👉 Build your network, staying connected with customers regardless of position 👉 Accept rejection as a path to growth 👉 Balance being strategic and operational in the early phases 👉 Lean into to discomfort and have those difficult conversations 👉 Build the team's culture , get everyone collaborating and loving on each other!  👉 Inspire, motivate and build others’ confidence. Most importantly BELIEVE and back your people.  👉 Be comfortable that your people will outgrow your capabilities 👉 Deal with under performance productively 👉 Change to continuously improve and innovate to stay relevant 👉 Jump back from setbacks quickly, no time to wallow 👉 Everyone needs something from you, then you've got family who also need you. I’ve also learnt you can't go it alone. There is no leading without followers, your second follower is the most important of all. For they are the ones that back you whilst keeping everyone on the dance floor with you ❤️ - a shout out to Suria Ward ! For more information on our executive coaching services, email melina@peopleq.com.au

Coaching is a reflective space, where you collaborate with someone experienced in holding space for you in a way that is trusting, safe and equally challenging so that you feel stretched.  The idea is that leaders quickly muscle up on new ways of being to keep bringing their best self to the workplace.   Most leaders consider their executive coach their hidden advantage  A reflective tap they can turn on when they need to turn up their decision-making capabilities. The range of topics brought into the coaching arena are wide, and link directly to the challenges leaders face daily. Core themes circle around a desire to work on themselves and muscle up their leadership skills and meta cognition to improve both capacity and capability, how to lift capability of other leaders and teams and organisational productivity, navigating challenging peer relationships whilst also collaborating and influencing peers, managing up - a Director, a CEO, a Chair to transforming workplace culture and planning for the future, to grow, to scale, to stay relevant! We dive into an array of area’s, dependent on what the leader is needing at the moment, and ready for.  A simple topic on time management can deep dive into procrastination and navigating a perfectionist mindset. Elevating confidence can rollercoaster into unpacking self-doubt, imposter syndrome and limiting beliefs to help leaders rewrite their narrative.   Coaching is a powerful partnership designed to help you unlock your potential and achieve your goals. It’s a supportive process where as skilled coaches we work with you to explore your aspirations, overcome obstacles and develop strategies tailored to your unique circumstances.  But why is coaching so important? Life and work can be challenging, and sometimes we need an extra hand to navigate through uncertainties. I should know, I’ve been in those shoes when access to a coach was limited and rare and an objective external perspective was critical to navigating the challenges ahead.  Luckily, I had a coach in my network I could tap into.  Having experienced it on the other side, and being told my strength is coaching other leaders, it made sense this became the path that keeps my cup overflowing.  I love what I get to do as a coach, it's an honour and a privilege to hold space for other leaders. Coaching provides a safe space for reflection, growth, and learning. It encourages you to tap into your strengths, gain clarity, and cultivate the skills you need to thrive as a leader.  Whether you’re wanting to enhance your leadership capabilities, foster personal development or navigate significant change, coaching can be a transformative experience, which is the feedback we receive from all our clients. Ultimately, coaching is about you—your journey, your growth, and your future. We’re just here to support you to realise your full potential! We offer executive coaching, leadership coaching, business coaching and integrated coaching as part of your leadership development programs. Let's get you coach matched! Reach out and tap into your hidden advantage today. melina@peopleq.com.au 0498 800 008 I suria@peopleq.com.au 0407776888

Suria and I recently discussed the importance of emotional literacy in emotional intelligence, exploring the connection to leadership and the benefits of having a precise vocabulary for emotions. We discussed how emotional intelligence (EQ) helps us understand and manage emotions in ourselves, and others, leading to better decision-making and relationships and through our personal experiences, highlighted how emotional awareness can prevent misunderstandings and conflicts. 💖Developing a robust emotional vocabulary ensures we are more precise in understanding and expressing our own emotions as well as those of others. This results in more effective open communication and understanding and enables a leader to exercise empathy and gain true insight into the viewpoints of others, to facilitate better decision-making. In challenging situations, unaddressed emotions can actually lead to dysfunction and discord. I should know, I've been here! Leaders with high emotional intelligence comprehend the importance of recognizing and managing emotions to effectively navigate complex situations. ✔️Emotional literacy is linked to leadership and decision-making. Being able to name and tame emotions helps leaders navigate complex, emotionally-charged scenarios more effectively. Leaders can sometimes mask their genuine emotions by using softer language like frustration, apprehensive of showing vulnerability which does nothing to aid trust. Identifying and naming emotions precisely can foster alignment and cultivate a more transparent and authentic group dynamic. In a situation I shared, this didn't occur and resulted in dysfunction and dire strait results, had we been more open we could have discovered similarities in our sentiment, and this could have resulted in being more empathetic towards each other and aligning our efforts. Rather, we got stuck and the problem intensified! 💖Vulnerability and transparency around emotions within a team or group setting can create alignment, empathy, and better problem-solving. The study of emotions explains that recalling a situation can evoke the same feeling over and over, as experienced in my situation - despite attempting to stay rational, we all neglected our emotions (major mistake), leading to a highly charged atmosphere that lingered for the next day or so - imagine how our meetings went for the remainder of the day! Using naming to tame not only enables us to think more productively it aids us in moving forward as well. 👉Replaying or ruminating on intense negative emotions can prolong their impact , so it's important to find a balance between acknowledging them and moving forward. The significance of naming emotions, reflecting on them, and using them as data to make informed decisions, ultimately enhancing leadership effectiveness. The intensity of emotions can impair our ability to think clearly and make logical decisions, and leveraging emotional intelligence can help mitigate this impact. It's also important to pause and reflect during emotionally charged conversations. ✔️ Pausing to reflect  on emotions, rather than avoiding or diminishing them, is crucial. This allows you to manage the intensity of emotions to make wiser decisions. When engaging in difficult conversations, pause and take breaks in order to regain composure. This is especially important when considering the influence of the Negativity Bias. Our brains have a tendency to focus on negativity, causing us to narrow our perspective and thought process when triggered. Reflecting on a past conversation with Suria, we remembered how intense emotions limited our awareness of potential business risks. Emotions can provide valuable insights in the context of risk management, whereas ignoring emotions in complex situations may result in a breakdown. Emotional intelligence involves using emotions as data - understanding their meaning and purpose, rather than getting caught up in or avoiding them. Here are our tips for leaders. If you are in the habit of using basic emotions, practice with a more extensive emotions vocabulary See emotions as data to make more effective choices Name them to tame them Expressing emotions in the moment shows vulnerability which builds transparency When we understand how someone feels, we are more likely to empathise with them, so create a safe space for people to open up about their emotions In an emotionally charged scenario expressing emotions can create alignment and a way through it Pause to reflect on what data emotions are offering up. In intense scenarios, swap to reflect on benefits to mitigate the negativity bias Avoiding or diminishing how you or others' feel results in a more explosive conversation down the track. Don't avoid, acknowledge. To discover how our coaching or leadership programs can help you muscle up on emotional intelligence, contact Melina or Suria.

Have you found yourself feeling a bit... 🤔 flat, stressed, challenged, or possibly even burnt out? 🔥 If so, you’re not alone. We all experience stress from time to time, and temporary stress typically subsides once a perceived threat is gone. But what many of us are dealing with today is different—the threat isn’t passing. It’s constant, and it’s draining us. I’ve been there. In my corporate life, I felt like I was walking an emotional tightrope, teetering between what felt like resilience and collapse. Like many people, I convinced myself that my high-functioning anxiety was actually a strength. I believed it was helping me get through each year, meet every deadline, and handle all the rising demands in my role. As my portfolio grew, so did the budgets, the expectations, and the pressure. But the worst part wasn’t the mounting stress—it was the fact that I saw it as a good thing. I wore my high-functioning anxiety like a badge of honour. I told myself that the more I pushed through, the stronger I was becoming. I thought I was increasing my capacity for stress, but in reality, I was pushing myself past the breaking point. I was always in overdrive, never fully recharging, and running on fumes. If this sounds familiar to you, you’re not alone. The Circuit Breaker It wasn’t until I took a short stint of maternity leave that I realised how deeply I was entrenched in this cycle of stress and burnout. Maternity leave gave me a brief escape, a pause that allowed me to reflect and recalibrate. When I returned to work, I was determined to be more mindful, to approach my role with more clarity, energy, and purpose. I was optimistic that this break had reset my mindset, and I felt stronger than ever. But old habits die hard. It didn’t take long before I slipped back into my usual patterns. Like slipping into a comfy pair of worn-out sneakers, I found myself falling into the same trap—pushing myself without ever stopping to fully recharge. The familiar sense of depletion crept back in, and I was once again running on empty, caught in a loop that felt impossible to break. Searching for a Better Way I knew deep down that there had to be a better way to function at a high level without burning myself out completely. The idea that you have to sacrifice your well-being to succeed is pervasive, but it’s a myth. I was determined to find a way to be successful at work without feeling completely drained at the end of each day. That’s when I discovered HeartMath through my work at PeopleQ. HeartMath is a science-based approach that focuses on heart rhythm coherence techniques, helping people manage stress, regulate emotions, and create a state of balance in their lives. This method is grounded in research, and it offers practical, evidence-based tools that align the heart, brain, and nervous system. The Game Changer:  HeartMath has been a game changer for me personally. Instead of relying on anxiety as a driving force, I’ve learned how to create coherence between my emotions and physiology. It’s not about ignoring stress or pretending it doesn’t exist—it’s about learning how to regulate your response to stress in a healthy, sustainable way. The techniques I’ve learned have empowered me to manage stress in the moment, allowing me to stay calm and focused even in high-pressure situations. I’ve discovered how to recharge my energy instead of constantly depleting it, and I no longer feel like I’m simply surviving each day. It’s been an eye-opening journey to realise that stress doesn’t have to control me. In fact, I can perform at my best without it. Through HeartMath, I’ve learned how to listen to my body and mind, recognize when I’m approaching burnout, and take action before reaching that point.  Thriving, Not Just Surviving If you’re feeling overwhelmed, always on the edge of burnout, I want you to know that there is a better way. High-functioning anxiety might feel like it’s helping you stay on top of things, but it’s actually holding you back. The more you push without rest, the more you’re chipping away at your well-being. HeartMath has given me the tools to break free from that cycle, and it’s possible for you too. It’s about learning to thrive—not just survive. You can still perform at the top level, but with the added benefit of feeling more balanced, more energised, and more in control of your life. Stress doesn’t have to be your default setting. It’s time to take off that badge of honour and start a new chapter, one where you embrace balance, resilience, and true well-being. Interested in learning more? If this resonates with you, I encourage you to explore our HeartMath Resilience Advantage Program. Whether you're in the corporate world or managing the demands of daily life, these tools can help you align your heart, brain, and nervous system in a way that promotes long-lasting resilience. There's a better way forward, and it starts with letting go of the old narrative that stress equals success.

Our curiosity led us to analyze data from the past 4 years and use a heatmap approach to validate the trends we sensed emerging in coaching.   It became clear that coaching focus begins with self, then extends to team and organizational performance, navigating peers, and managing up. Periodically returning to delve deeper into mindset, triggers, and internal narratives. In technically led sectors where leaders are promoted for their technical IQ, conversations were consumed with the leader’s desire and (lack of) ability to empathise and build more collaborative teams and cross working relationships.   Stepping up was on the agenda for every leader Entrepreneurs had a wide range of priorities and concerns, transitioning from self-focus to scaling up and establishing efficient systems for ongoing expansion. They demonstrated remarkable agility and originality in their approach. Executives and CEOs want leaders to take charge and bridge the divide between the effectiveness of the senior leadership team and the frontline leaders, with an inconsistent CEO consuming the majority of challenges senior leaders faced. Enhancing Self-Awareness was a consistent priority for all leaders.  This challenges and coaching in this areas was extensive and profound, encompassing reflective practices, recognising strengths, blind spots and triggers, exploring procrastination, motivation, self-doubt, internal narratives and releasing control (to step up and empower leaders), promoting wellbeing, changing mindsets, establishing boundaries, exercising meta-cognition, setting personal goals and developing confidence and self-awareness. Coaches were referred to as either accountability partners or thinking partners Transformation only occurred when leaders were willing to do the work on self first and felt safe enough to open up and unpack their thinking. At PeopleQ, we adopt an integrated approach to coaching because no single coaching style proved to be more effective than others. The best coaching outcomes supported leaders to observe the system within which they operate and 360s are an integral part of executive coaching, but we don't start with them! Leaders all shared a desire to be impactful, influence, inspire and deliver successful outcomes. Senior Leaders recognise the benefit in managing peers and up bring a more holistic focus, whereas middle level leaders tended to focus on their team’s performance. CEOs and Senior leaders were keen to delve more deeply into enhancing leadership capability and capacity and elevate a leader’s ability to step up in the organisation. Everyone took accountability for workplace culture, whether it be in their teams or across the organisation and the workplace culture landscape included strategy, change, great culture and interventions of issues. Leadership legacy, values and purpose intertwined and was the next most discussed topic after self-awareness. Values and purpose play a crucial role in helping leaders become more intentional and deliberate in their decision-making, as well as in aligning their teams and organizations .  With senior leaders and business owners this flowed on to Vision, Business Planning and Decision-Making frameworks. Business Owners were the sole individuals who delved into KPIs and end game strategy. I understand the reasoning behind this, but shouldn't we all have a plan for the next stage? They were also the only ones who prioritized Customers and Customer engagement was seldom discussed, which, in my opinion, poses a significant issue! Navigating change was the least talked about topic, yet it was the most prevalent issue across all topics. Courageous conversations, leading authentically and giving and receiving feedback stemmed off of the productivity focus, where intertwined and received a lot of attention.  It tells you what we are spending most of our time doing as leaders.     So, what’s off the table?  Coaching should never be confused with therapy in any way. Even when working with a talented therapist/coach, it is important to keep coaching separate from therapy. Coaching is oriented towards the future and helping leaders effectively address current challenges. Topics such as trauma, psychology, coping mechanisms, addiction, personality disorders, and diagnoses are not within the scope of coaching. Instead, the focus is on providing genuine care for the individual's well-being and, if necessary, referring them to a qualified therapist.   And what about a leader’s personal life and personal challenges?  We coach the whole person, leaders have the autonomy to decide when and if they bring personal challenges into coaching.  PeopleQ are experts with extensive experience in executive coaching, leadership coaching and business coaching.  Let's get you coach matched! Reach out if you’d like us to hold space for you for any of the above concerns. melina@peopleq.com.au 0498 800 008 I suria@peopleq.com.au 0407776888

We all understand leaders play a role in culture and are central to cultivating a thriving workplace, but how much of a role do they play? Well, they are the most consistent element across all research, new and old, with the research suggesting leaders are the primary influences of what people see, hear, feel and experience, and make up 70% of what shapes & drives workplace culture. Leaders are sighted as key drivers of workplace culture across multiple research pieces (Berson 2008 Ogbonna & Harris, 2000 and Tsui et al., 2006).  And McKinsey found in their high-performance team’s research in 2017 that 90% of investors think the quality of the management team is the single most important nonfinancial factor. And, poor culture is to blame for the deterioration of employee engagement and satisfaction. Culture is a critical factor in workplaces success because it not only influences employee satisfaction and retention, but also profits and productivity (Berson, Oreg & Dvir, 2008). The happier and more fulfilled your people are can be linked directly to your leaders. It’s fair to say the quality of your leadership determines the experience of your people, which ultimately determines the experience of your customers. And the experience of your customers determines your brand reputation. Right? Is this shaping organisational behaviour? Most businesses today measure and report on culture, at a team, leader, executive and board level, so CULTURE is at the core of strategy and these practices are fast becoming best practice. How is this shaping what is expected of leaders today? The role of leaders in today’s VUCA world is rapidly changing, with many external factors contributing to this change. When we ask teams to define what great leadership is, essentially their NorthStar, we see a pull towards accountability for culture and staff engagement.  A demand for harmonising teams and being more purposeful in their endeavours.  To bring the organisation's values to life, being a role model for others.  They’ve got to be a beacon, a guiding light for their team and peers and the organisation. Leaders must cultivate trust requiring authenticity and vulnerability and drive change for the organisation to innovate and stay relevant, at a faster pace than ever before, requiring them to build psychological safety. They must be able to nurture connection and belonging, requiring empathy and social awareness. And understand when their behaviour diminishes any of these elements. They must be aware of their own biases to promote diversity, equity and fairness. And, they need to cultivate a positive workplace environment, therefore managing tension and conflict quickly and effectively.  As well as manage teams that are digitally and geographically and expertly spread. And so, the shift from high performance to thriving is shaking up how we lead! Let me finish off by sharing some of our experiences when it comes to starting your workplace culture journey. Don’t see culture as a project, it requires continuous effort and accountability at a leadership level first. Know where you are heading and have targets and ensure everyone plays a role, because people will assume giving you feedback is enough. Ensure everyone plays a role in discussing what action is needed to drive change. If you are following best practice and using culture tools, do not make the score the focus, talking to the data instead of to the stories. Having a tool is not a replacement for leaders driving team and 1-2-1 conversations. We can guarantee you a tool is not enough, leaders need scaffolding to support them to change culture. Most importantly, when you reach that thriving zone, don’t assume it will be sustained, it takes energy to sustain it. PQfactor is a tool created by leaders for leaders and organisations to go beyond engagement.  Using contemporary research and language, relatable to today's leaders, to describe areas that inspire your workplaces to thrive. PQfactor takes a top-down view, focusing on outcomes. With six overarching factors representing 27 outcomes, our intention is to drive innovation, meaningful impact and continuous improvement. It’s more than an engagement survey, PQfactor provides insight into psychological safety, team mood and thriving based on emerging research. If you'd like to know more, schedule a time for a demo. suria@peopleq.com.au An interesting read; https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/high-performing-teams-a-timeless-leadership-topic

Late 2023, I presented on this topic at the SA Women's Summit. Having spent all my life in leadership roles in corporate, 8 years ago I left, to be more purposeful in my craft.  Today is the culmination of those 20 years of lived experience and the last 8 years in search of what it takes to create a workplace culture that thrives. Culture is often referred to as things that are more often felt rather than seen, it sits underneath the surface.  As people join and leave, dynamics change, shifting culture.  It’s unconscious, invisible, intangible, multifactorial. Culture is not a project; we all have a role to play.  I often see culture treated as a tick item on an organisation’s governance list.  And maybe that’s the case if you’re starting the culture journey.  But culture requires continuous effort to uplift, and a company’s guiding values, purpose, structure and power distribution can all have an impact on workplace culture. Why is it important to focus on culture? A UNSW study in 2011 that looked at low performing workplaces (LPWs) versus high performing workplaces (HPWs), discovered that HPWS are more likely to have higher productivity, are better at achieving their financial targets, have higher profit margins and are more efficient at converting their inputs and for every $1 invested in the company, generate more revenue. And, for senior leaders or business owners, a thriving workplace means having a positive impact on other humans, that is a great reason why we should all aim to cultivate a thriving workplace culture. I use the words high performance and thriving interchangeably. High performance has received much attention over the decades and there is significant research describing what it is and isn’t, thriving workplaces is relatively new with research spanning a decade or so. We view thriving as a level above high performance, the key differences being purpose, meaning, belonging and personal growth. The positive psychology movement inspired by Dr Martin Seligman in 1998 promotes the benefits of flourishing and meaningful work, inspiring frameworks, ideas and theories that are infiltrating our workplaces, AND placing pressure on HOW leaders lead. The Future of Work Institute at Curtin University, defines thriving as Promoting Purpose and Growth; Connection; and Personal flourishing  In 2005, Spreitzer defined thriving at work as the state in which individuals experience both Vitality and Learning.  Spreitzer also went on to say that a thriving workplace fosters heightened job satisfaction, increased engagement, and enhanced overall well-being. At PeopleQ, we see thriving workplaces as simple as this.  Whilst high performing teams are good for business, thriving workplaces are good for business, good for customers, good for the community and good for people. We also took to the streets to ask leaders what they think.  We’ve been asking since October 2021 and with over 300 responses to date, whilst the percentages might vary, the outcome is always the same.  Leaders felt a positive workplace, trust, meaning, and belonging are the top 4 indicators of a thriving workplace, followed by teamwork and communication.  And so the researcher and leaders are aligned! There’s decades of research on high performing teams, thriving includes all this + the idea of feeling alive, energized, growing and confident. We all understand leaders play a role in culture and are central to cultivating a thriving workplace, but how much of a role do they play? Read part 2 to find out more.

Great leaders have the ability to inspire, empower, and influence their teams to achieve remarkable results. But what does it take to be an exceptional leader? In this blog post, we will explore what can unleash the power of leadership and drive positive change. Strategic Thinking Exceptional leaders have a clear vision that inspires and motivates others, they have a deep understanding of the organisation's purpose and direction, and effectively communicate this to their teams. By painting a compelling picture of the future, leaders engage employees' hearts and minds, fostering a sense of shared purpose and driving enthusiasm and commitment. Emotional Intelligence: Emotional intelligence is crucial to being an exceptional leader. And in 2024 its playing a bigger role than ever before. The impact of trust, technology, psychological safety and AI is demanding organisations become more heart centered, and this has to be driven by leaders. Exceptional leaders have a high level of self-awareness, understanding their own emotions and their impact on others. They demonstrate empathy and actively listen to their people, creating an environment where people feel heard, valued, and understood. By fostering emotional intelligence, leaders cultivate strong relationships, enhance collaboration, and nurture a culture of trust and respect. Authenticity and Integrity: Leadership authenticity is about being genuine, transparent, and true to oneself. Exceptional leaders lead by example and embody the values they expect from their team members. They operate with integrity, consistently acting in alignment with their values and ethical principles. By modelling authenticity and integrity, leaders inspire trust and credibility, fostering a culture of honesty, accountability, and ethical behaviour. Coaching Mindset Great leaders are committed to the growth of their people, and empowering their teams. They understand the importance of coaching and mentoring, providing guidance and support to help others reach their full potential. They invest in ongoing learning opportunities, both for themselves and their teams, to foster continuous growth and improvement. They understand the importance of leaving people better than they found them. Collaboration and Empowerment: Exceptional leaders foster a collaborative and inclusive work environment where diverse perspectives are valued. They empower their teams, providing the right level of autonomy and encourage participation in problem-solving and decision-making. By promoting collaboration and empowerment, leaders tap into the collective intelligence of the team, unleashing innovation, creativity, and ownership. Resilience and Adaptability: Leadership is not without its challenges and setbacks. Exceptional leaders demonstrate resilience and adaptability in the face of adversity. They remain composed under pressure, navigate through change effectively, and inspire their teams to move through obstacles to overcome them. When leaders do this, they also cultivate a culture that embraces change, learns from mistakes and continually strives to improve. This kind of leadership power drives organisations to new heights. By embodying strategic thinking, emotional intelligence, authenticity, coaching, collaboration, and resilience, leaders can influence their teams to achieve extraordinary outcomes, and this makes everyone feel good about their achievements. And as we often say, leadership is not a title, it's a mindset and a commitment to growth.

Resilience is not a one definition word, in fact you'll find many definitions have surfaced over the last decade. Regardless of the definition, we are all different. For some resilience is self awareness and tolerance, for others self-love and life experiences, or a sense of purpose. As leaders, help our teams craft proactive strategies based on their strengths and needs. And recognise the opportunities we have to do the same for ourselves. And here's what I love about resilience, CONNECTION. The more connected we feel the more resilient we feel. Because it does feel great when you have someone who will listen, that you trust, who'll stretch your thinking. And even if you don't need to do this with others, it's good to know they are there if you do. Connection, and the skill that goes with it, empathy, are core to human thriving. #opportunities #leadership #coaching #leaders #mindset #empathy #culture #leadershipdevelopment #connectionmatters #teambuilding #resilienceatwork #stressmanagementtips

How do you bring two people together that have lost Trust at work? Everyone will have a different perspective, please comment with your thoughts. Here's are a few thoughts from me; Help them discover alignment through shared values, beliefs, strengths and perhaps even purpose. Initiate a conversation to discover how one situation can be interpreted in many ways and the benefit of this in problem solving. There are some great activities for this which could include your entire team. Explore with them how beliefs, values and experiences may shape our thinking, stories and behaviour. Once you feel they are opening up, ask them to adopt a position of inclusiveness, appreciation and discovery for this question, set one rule, listen to hear AND ask, How could the relationship thrive at work? Manage the tension quickly, rather than let it simmer. The above will not necessarily occur all at once, so consider how time between could help heal the relationship. Email us today for more on Trust and the fundamentals of Conversational Intelligence. #leadership #leadershipdevelopment #selfawarenessjourney #empathy #collaboration #trust #leadershipcoach #peopleq

The more aware we are of ourselves and the more aware we are of others, the more opportunity we have to adapt. Someone recently asked how do I deal with stressful situations, so I thought I would share a snippet of my response; Acknowledge the stress & manage my energy levels Find physical spiritual and emotional outlets Give myself the space to think through the situation, process it Add others' perspectives to what I know to expand my thinking Check my perspective with someone I Trust Zoom out to get an umbrella view of the situation Speak to someone with context to expand my thinking Verbalise it Find support Executive Coaching is a great way to expand your thinking and perspectives and better manage day to day pressures to ensure effective decision making. Talk to us for more information. melina@peopleq.com.au #leadershipdevelopment #leadership #selfawarenessjourney #empathy #trust #leadershipjourney #peopleq #leadershipcoach #eq #courageousconversations #connection #emotionalintelligence

The last few weeks have had me thinking about what sits at the heart of Trust, Purpose, Connection and Collaboration, what's the difference from Leader to Leader? Trust was a big component of our discussion in our second #curatedconversations#leadershipnow webinar. There is the definition of TRUST and the numerous models of TRUST, we got talking though about WHY two people trust each other in the first. The neuroscience of TRUST. We shared tips and tools from #conversationalintelligence and discovered as a community why good intentions was critical and how this links back to purpose. Without good intentions, Leaders go half the journey. Relationships are half built. Culture is sometimes good. Purpose fades. Good intentions super charge our ability to build relationships, resilience, collaboration and partnerships that extend our cause and make the environment around as a great one to be in. #leadership #culture #peopleq #pqfactor #conversationalintelligence #emotionalintelligence #highperformanceteams