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“Only A Life Lived For Others Is A Life Worthwhile." - Albert Einstein I believe when Leader's throw their talent selflessly into leading others, the benefits will repay them a thousand times more than the title ever will. And recently I was reminded of how leading purposefully can leave a stain on the heart of those around us. When we connect our Noble Goal, our Why with everyday doing, a leader finds meaning, builds resilience and creates the foundations for resonate leadership. Leading purposefully results in being more intentional with our actions and aids us in building our EQ muscle. And yes like love, it takes a while to land, and that is when coaching can help. If you’d like to take an EQ assessment and become a more purposeful leader, get in touch at melina@peopleq.com.au And here is a link to an article on pursuing noble goals from sixseconds. https://www.6seconds.org/2009/12/16/pursuing-noble-goals/

Empathy is at the center of relationships, connection, building trust and team engagement. It’s not necessarily pleasing everyone, it is considering everyone’s feelings and caring about how they think and feel. It is a key leadership trait, helping us to build trust and make more effective people decisions. It's is building on a leaders EQ muscle. Here are my tips on building empathy 1. Recognise your starting point - unconscious bias - always already listening. 2. Notice - facial expressions, body language. Eye contact lets the other person know "I see you". 3. Listen - to connect by double clicking. 4. Consider - care about what others think and feel 5. Respond appropriately. Want to double clip on my tips? Speak to us today about our coaching. melina@peopleq.com.au I 0498 800 008

Have you ever wondered what is Resonate Leadership? Google offers 9.6M hits, so its fair to say defining it may not come easy. Here is a (summarised) dictionary definition for resonant; - (of sound), deep and strong, resounding, reverberating, - prolong sounds, especially by synchronous vibration, - has special meaning or particularly important to people, - the ability to evoke enduring images, memories or emotions, - (of colour) enhancing or enriching. If I combine this and some of my reading from Daniel Goleman's Primal Leadership, HBR's "The Resonate Team Leader" and a few other blogs, perhaps the below is a good head start? If you're wondering what skills are needed to achieve this, it starts with emotional intelligence, trust and social awareness. As a coach, PeopleQ are trained in techniques and tools that build trust and emotional intelligence via CIQ, sixseconds and Genos. I would love to know your definition of Resonate Leadership?

Organisations struggle with performance uplift, let alone achieving a high-performance culture. They look for answers in demotion, promotion, new profit streams, innovation, acquisitions, mergers, headcount growth, restructures and headcount reduction. Their most important assets, their people are the key to a high-performance culture which will benefit business performance. As Google once said, Culture eats Strategy for breakfast! So if culture is critical to business performance, then those with a direct ability to have an immediate impact your Leaders. And, in an ever-increasing talent scarce world, the need to develop leadership internally is vital, and will put you at risk if not prioritised. Masters, learning workshops and immersion programs are simply not enough, executive coaching is now helping to fill the void. Executed well, executive coaching enables leaders to transform their leadership resulting in improved team engagement and performance uplift. The coaching relationship is one of trust, where the coach guides the Leader on a path of topic exploration, to challenge their thinking, apply tension and dance them through options that might seem impossible and wishful in thinking, holding them to account. And, to ensure the Leader has considered every aspect before auto-piloting to a solution which would have been habitual in their fast-paced world. The learning methodology of coaching is one of deep reflection and contemplation. It is an opportunity for the Leader to be present and curious. It limits their habitual thinking and facilitates improved decision making for performance uplift. The pace of change and transformation today is rapid, so for leaders to keep pace, they need the space to reflect, to process their thoughts and contemplate the disruption around them. They need to be challenged in a circle of trust that allows transparency and provides guidance so they may move forward in a considered fashion. Traditional methods of learning don’t provide Leaders the opportunity to do this, as they generally focus on skill development. And when you consider the principles of Adult Learning, executive coaching utilising these principles to achieve growth. Coaching also focuses on heightened self-awareness as often we are disconnected from the impact we have on those around us because of our untrained reflective practices. In a learning model proposed by Lila Davachi, Associate Professor of Psychology at New York University (Dr Lila Dvachi, 2010), she refers to four critical elements starting with attention, self-directed learning, emotions and spacing (repeating over longer intervals provides our brain with the right signalling - supported through neuroscience research). Considering this, the most impactful learning methodology is captured in the coaching relationship. The DDI GLF2014 supported a coaching pathway, with the report showing mid-level leaders gained greater value from coaching, and coaching as the third most effective method in leadership development overall. And in another report citing 23 coaching studies, there is a distinct correlation between executive coaching and greater change in the Leader's skills and performance outcomes, with coaching being far reaching, impacting not just the individual but also team performance, productivity, job satisfaction and business deliverables. (Korn/Ferry Institute, 2009). Yet only a small number of organisations adopt coaching. Coaching has become so fundamental to leadership development, that some organisations are now turning inside themselves to create a coaching culture. And with an increased coaching culture, organisations will start to develop more reflective practices that ultimately aid wellbeing, improved decision making and leadership excellence. 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, the employee and the community. And in a world where VUCA is ever present, the need to be present and gain greater clarity is powerfully relevant. The complexity of our digitally disruptive 24x7 environment demands more attention for improved decision making. And so, creating space through coaching not only benefits an organisation's culture, performance and financial performance, it promotes the development and growth of the Mindful Leader. For or more information, email melina@people-ops.com or 0498 800 008. Melina Lipkiewicz is an IECL accredited coach, SEI certified and experienced leader with more than two decades building high performing teams

As a society we are obsessed with what a great leader is and we spend copious amounts of time and money researching and practicing behaviours from our heroes. We participate in prestigious global programs, intimately studying successful people, mimicking them and listening for inspiration in their words. All in search of Great Leadership! And then we head back to the office and continue to experience pockets of high and low engagement, weak culture, areas of high turnover and mediocre performance. We convince ourselves to keep marching forward, because you've got the smarts to manoeuvre through those tunnels. And performance continues to be mediocre. And when we leave the office, we shut off and we stop leading ..... until morning comes. Since Daniel Goleman helped make Emotional Intelligence famous we have spent two decades trying to figure out what to do with it and how it applies to work, how it impacts humanity. What if we could make it simple, what if we focused on developing the Emotional Quotient (EQ) of our Leader's? Life competencies that don't stop or start at the office door. Leadership skills for work, home and life in general. I'm not suggesting this is all you need to be Great, to be Successful. IQ is equally as important to leadership success as research from DDI tells us, but IQ doesn't change. EQ on the other hand CAN be developed. Imagine your leadership team practicing high levels of EQ daily. What would that do to culture? and engagement? And we all know high engagement correlates with performance uplift. What if you could develop your workforce to lift their EQ? What would it do to sales and service results? and how would that impact on the customer's experience? Imagine the positive benefits this could have on your wellbeing programs? It may seem I'm positioning Emotional Intelligence as the answer to all organisational problems, for me it's simply a strong foundation for frameworks to be built on. Strong correlations exist between EQ and performance, engagement and culture. As well competencies like Optimism and Intrinsic Motivation being key driver's for sales performance. I've been honoured to witness first-hand the impact lifting EQ can have on leader and team performance. Join us on this emotional revolution. For more information, email melina@people-ops.com. Melina Lipkiewicz is an IECL accredited coach, SEI certified and experienced leader with more than two decades building high performing teams sources: 6seconds.org State of the Heart report 2011 - 2014; 6seconds.org research emotional-intelligence-success; high resolution leadership, ddi