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.

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.

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.

As leaders, help our teams craft proactive strategies based on their strengths and needs. leadership #coaching #leaders #mindset #empathy #culture #leadershipdevelopment #connectionmatters #teambuilding

I recently delivered a workshop as part of an eight month leadership program on "empowering our teams When a team member or team feels dis-empowered, it results in self-doubt and a loss of confidence, turning a generally creative team member into a cautious, double checking overthinker. It can be faintly seen in the poor results of a team or organisation and a lack of innovation, ideation Trust and Psychological safety are understood and worked on by leaders and team members collectively,

Leaders are so focused on delivering and steering their divisions and teams that we may underestimate Then, there is the power of aligning the team to collaborate.  Next time you sense a less harmonious team culture or a little tension or exclusive groups forming, take the team back to what's important and facilitate a discussion that creates shared understanding around Don’t underestimate the value of slowing your division and teams to deliver productivity gains.  

For us, this means acknowledging the role of your Talent Team and Hiring Managers as first responders You heard it here at PeopleQ first, talent teams as First Responders of Workplace Culture!   So ask potential new employees what team harmony means to them and how they demonstrate appreciation for individual contribution whilst supporting the team to achieve greater outcomes as a collective.  What stories and experiences can they share, and if their team experiences have not been great because

senior your role, the more influence plays a part because you are no longer working with just your teams When it came to leading my team, I preferred to muscle up on my ability to motivate and inspire, because So when your team feels they’ve contributed positively to performance, it sparks a greater sense of satisfaction Relationships are key, so get to building them outside of your own team right now, don't wait.

tool incorporates psychological safety, as does our approach to leadership programs, executive and team We support leaders and teams get comfortable being uncomfortable, in a way that delivers great outcomes

Great leaders have the ability to inspire, empower, and influence their teams to achieve remarkable results understanding of the organisation's purpose and direction, and effectively communicate this to their teams Exceptional leaders lead by example and embody the values they expect from their team members. Coaching Mindset Great leaders are committed to the growth of their people, and empowering their teams By promoting collaboration and empowerment, leaders tap into the collective intelligence of the team,

quality of the management team is the single most important nonfinancial factor. A demand for harmonising teams and being more purposeful in their endeavours.  They’ve got to be a beacon, a guiding light for their team and peers and the organisation. As well as manage teams that are digitally and geographically and expertly spread. Having a tool is not a replacement for leaders driving team and 1-2-1 conversations.