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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 Without good intentions, Leaders go half the journey. Relationships are half built. #leadership #culture #peopleq #pqfactor #conversationalintelligence #emotionalintelligence #highperformanceteams

Imagine if Leader's had a toolkit they could carry around? WHY I do what I do o A Vision that is my Lighthouse o My top 5 Strengths & Values that are my sails o Loads focus on celebrating along the way o A Growth Mindset to foster a continuous learning environment o Loads To find out more contact us on 0498 800 008 I melina@peopleq.com.au #leadershipnow #leadership #highperformanceteams #eq #leadershipjourney #leadershipcoach

(writer anonymous) As a leader in a remote location, sometimes what we think we dont need, becomes a emotionalintelligence #coahing #performanceuplift #trust #conversationalintelligence #growthmindset #leadwithpurpose

collection of data is useful not only to quickly gauge team and employee sentiment but also to empower leaders Even the very best leaders can easily become caught up in one or more of these challenging scenarios. This also applies to inconsistent engagement with your culture tool by leaders. The end result? While culture and engagement tools are designed for leaders to pay close attention to survey scores, Culture tools should encourage leaders, teams and organisations to think deeply about what the team

And it’s tempting as a leader to want to address all the challenges at once; this approach has the potential Obsessing over who, what, when Leaders, we’ve all been here, we receive feedback we don’t agree with Seeing workplace culture as a 12 month project This is one of the most common pitfalls we see, leaders Missed Opportunity: A focus on workplace culture is a continuous effort by leaders to create forward : Incorporating workplace culture into your day to day accountabilities, engage everyone and ensure leaders

So as many leaders do, I asked my teams the big sweeping question about how they’re feeling at work and Leaders and organisations now have the opportunity to use technology to collect feedback which allows Contemporary leaders will love that those previously elusive elements of culture are finally brought The tool alone is not the answer, it's how leaders are supported to work with their teams and the tool best practice to have a people measure in place; the real gift is feedback and guidance as to where leaders

I would have spent more time self-reflecting which is the most critical muscle a leader can have. I would have actioned monthly changes to my leadership style, and perhaps those small steps would have I would have bounced my thoughts and ideas around with someone else, and perhaps that could have led

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

And, in an ever-increasing talent scarce world, the need to develop leadership internally is vital, and Executed well, executive coaching enables leaders to transform their leadership resulting in improved It is an opportunity for the Leader to be present and curious. Leaders who have the means and ability to focus on what’s important have greater clarity. As a result, they make more conscious decisions that are likely to lead to greater wins, for the organisation

their priorities and workloads, forgetting there's more than a head receiving the feedback.  we speak to give feedback, we are speaking to the heart who then connects with and responds with the head Leaders will never step into their true potential if this pernicious cycle continues.   particularly we rely on the viewpoints and feedback of a limited few - CEO, a peer, and if you're lucky the Head ✅Deliver feedback that acknowledges how the heart and head might react by being emotionally intelligent

Engage Engage Engage your Employees Don't leave this to chance, employee engagement is a significant have all the right elements in place - satisfaction in their work, motivated to pursue excellence, leaders

We know the fight for talent is continuing, so don’t be afraid to express your sadness at their leaving Think of it this way, when a customer leaves you, what would you do to get them back? So perhaps it’s a two part approach, some questions asked by their leader at the time of resignation and when leaving day arrives, have HR or an external party ask the more difficult questions about their leader and team.