So we just finished FY2015 (at least in Australia). Many of us in organisations may have just had, are about to have or are preparing for performance conversations. Whatever performance management system our organisation has, as leaders, the conversation we have is the piece we can control. While old performance management systems can be an issue, there have been and always will be leaders who are able to lift performance of team members regardless of the system in which they operate.Read more...

There are many leadership theories, many leadership programs and executive programs and yet there is still a leadership gap, according to research from all over the world.Read more...

Some people in the workplace still use fear and threat to make people to do things. In the short term this may be fine and things do get done. Unfortunately, the fear based approach is unsustainable and unproductive. It kills performance over time. Fear in the workplace:Read more...

So often we hear leaders and ourselves complain in frustration, when they have someone who is not performing or behaving to expectations. "He just doesn't have what it takes" "She doesn't take accountability" "He is not focused on outcomes" "She doesn't have the capability" "He has a negative attitude" “I’ve tried everything and she’s not improving”… It is usually about blaming them and their problems. I've done it, too.Read more...

I had the privilege of hearing a presentation by sports psychologist, Dr Sean Richardson recently. One of the biggest insights I got was that confidence is great if we have it, but we don’t need confidence to make progress or get results. In fact, we have been mis-guided around the whole confidence thing, at least for people without major traumas and mental illnesses.Read more...

Lots of leaders I work with say they want their team to step up. Have you ever been frustrated by people who won’t step up and feel like you end up with all the work? Perhaps they say they don’t know how, hold themselves back, wait for instructions, make excuses, blame others, saying yes but not do anything, say no to everything…Read more...

I have met lots of smart people in organisations. Individually, they are good people, have great ideas and genuinely want to contribute. Put them in the same room together and somehow they aren’t as smart as a collective. Is it just me or have you seen that as well?Read more...

“War for talent” suggests that there is only a limited number of people with talent and they need to be found, fought for and held onto. It also assumes that talent or ability to contribute is primarily a function of the individuals’ capability.Read more...

There are many important concepts in the field of leadership and lots of great leadership programs around. I value so many of them and yet sometimes I feel we miss the very simple things that will make a big difference to our leadership. These qualities and behaviours are just part of everyday activities, not something extra we need to do.Read more...

Many of us don’t even realise that we make judgements and decisions based on fiction (assumptions), not facts. We can form strong beliefs based on assumptions and get really stuck as well. It’s amazing how quickly we do this.Read more...

I am a big advocate for empowering people but can we empower people too much?Read more...

Have you ever been frustrated by people who just don't take accountability? Unfortunately, telling people that they need to take accountability doesn’t build their sense of accountability. Having seen many examples of this and at times been one of those people, here are a few reasons I believe contribute to people not taking accountability.Read more...

My Blog

  • Is your organisation appointing the wrong leaders?
  • Reluctant leaders may be your best leaders
  • 7 reasons why we need more quietly powerful leaders – now, more than ever