Info graphic success embrace 3Inspired by this Marie Forleo TV episode

Do you ever considered how your beliefs around success may be influencing how you approach the world and work?

Years ago I worked for several years in an amazing team that achieved trailblazing results and completely reinvigorated a section of the business we worked in.  During that time the team grew from 10 to 30 as the successes warranted.  We weren’t all buddies, though the team leaders and each team all got along really well, which I believe was part of the success of the organisation.  We were each very different AND we appreciated and leveraged our differences towards the greater success of what we are all working for.

Our leader then received a promotion and our very trusting and benevolent leader was replaced by a manager with the totally opposite view of work wasn’t a place of fun and social interaction.  He even stated that our section knew ‘way too much’ about each other’s lives.  Not unsurprisingly, in a very short period of time, our happy and successful little unit started to deteriorate.  Yes we still delivered our services, however the enjoyment of being at work was gone.  As the negative energy grew, the members of the team started looking, and finding, new positions.  In a period of less than a year, almost the entire team had changed over.  The high quality service dropped as the level of expertise dropped.  Yes the services were still being delivered though it was now at a mediocre level.

Being a leader doesn’t mean you have to be everybody’s ‘MATE/PAL’, what it does take is keeping your humanity at work.  Spending a little time knowing and understanding your people, goes a long way towards maintaining and growing their productivity.  This is even more important NOW than it has ever been in previous generations as the latest generation moving into the workforce have a core need to be recognised and appreciated.  This doesn’t mean they are ‘precious’ they just have different fundamental values, and these fundamental values are not that unreasonable to be considered.  Just like our houses have become more open plan, so have our work environments and the way we work with each other.

Knowing your people provides the opportunity to leverage the principles of ‘Situational Leadership’, as described in ‘The One Minute Manager’.  It also builds mutual trust, which means that when s$%* happens, at is inevitably does, they are more likely to discuss it sooner than later, providing you, their leader, the chance to make the necessary decisions to take corrective action.

Every one of us has the capacity to BE the leader that encourages and cares for our people.  Regardless of whether we are quiet and task focused or effervescent and inspirational.  It takes very little time to take notice of your people.  Praise them quickly and correct gently.  The more you do this, the better the overall results and therefore the better YOU look.  Squashing people may get you ahead, but will it sustain you in the long run?  Sooner or later, people who abuse the privilege of relationship fall, and often there is no one there to pick them up and cheer them on.

What kind of leader do you want to BE?  Are you there yet or would love to BE better and learn how to DO the things to HAVE the successful career?

If you’d love to explore how to expand to become that revered leader as you progress in your career please feel free to contact me at .  I work with people face to face, skype and phone.