Posted on

Happy International Coaching week! Coach to lead, empower & create future leaders

coach to lead, empower and create future leaders

This week its International Coaching Week 2020! (ICW2020)

Coaching is a topic I am extremely passionate about and I believe it is simply a process of delegating thinking to others. Many leaders put off coaching or think they are coaching when in fact there is a lot of “telling” going on. My question to them is: “If not now, when?”

When leading remotely, connection can be stifled.  There tends to be a focus on team catch ups which is great, but don’t do this at the expense of 1:1 and group coaching. Either virtually or physically face to face coaching can be done 1:1, formally or informally to a group. Also try self-coaching as a great way to deepen awareness and leadership of self. Continue reading Happy International Coaching week! Coach to lead, empower & create future leaders

Posted on

The Top Shelf Leader-Which shelf do you sit on?

bottle on shelves

It was a late Friday afternoon in July on a gloomy mid-winters day in Melbourne. Following a full week of delivering workshops a delirious Renée and Shelley happened to catch each other over the phone. It is rare for these two to actually speak in real time without the standard back-and-forth missed calls and voicemails.

Continue reading The Top Shelf Leader-Which shelf do you sit on?

Posted on

Limitless Leadership™: Insight #3 How do you drive feedback to grow? 

eyes wide open - chicked

How do you drive feedback to grow?

Thank you for all your responses to our Limitless Leader™ Indicator Tool. This tool allows you to see where you sit as a LIMITLESS LEADER™ and how to take your leadership to the next level and be LIMITLESS!

Your responses continue to provide valuable insight into our work and how we can be in service to you, our amazing clients, and collaborate with you on your success.

If you haven't had a chance to do this simply click here.

We were shocked! 35% do not actively seek feedback on their performance

Around 35% of respondents don’t ask for regular feedback on their performance.

Seeking feedback is an integral part of development and growth to be a LIMITLESS LEADER™ and can provide insight into areas for development and also a picture of the achievements you’re making.

You can’t improve if you aren’t aware of what needs improvement – and you can’t celebrate on your own.

Do you:

  • Seek feedback?  If not – why not?
  •  Challenge yourself to ask for feedback outside of your manager?
  •  Make this a regular part of your focus and growth?
  •  Invest in the time in asking and learning in order to be a better leader?

There is no such thing as failure, only feedback

Cross Leadership™  is a concept I have been writing about and it simply means that you need to lead across to your peers, to your direct reports and to your manager and their peers.

cross leadership model leading up down across

The value of feedback…

When asking for feedback how valuable would it be to reach out and seek feedback from your peers, your team and not only your manager but their peers? This will increase your strategic agility and provide you with multi-faceted feedback from different perspectives. You will build your networks, gain different insights into you and take your growth to a new level.

Own your growth

If you are not receiving feedback don’t wait for it. Own your growth and it can be as simple as asking two questions:

  • What am I doing well?
  • What could I change or do differently?

It never ceases to amaze me when leaders I work with reach outside their normal lines of feedback and simply ask those two questions. We can’t always see what is in front of us or our blind spots. We often need others to share what they see and then we can take this on board and take our growth to the next level.

As always, we would love to hear what works for you?

For more of my tips on how change can equate to growth, get in touch. I look forward to

working with you in the future!

Find out where you sit on the Leadership Ladder, your responses are anonymous and the results summarised to help us better understand where our market sits, so that we can continue to provide, insights, tools and solutions to assist you move up to be LIMITLESS, co-creative and stand out.

Renée is a mentor, coach, expert facilitator and keynote speaker, She is the author of ‘Limitless Leadership’ and co-author of ‘Leaders of Influence’.

Follow Renee on FacebookInstagramIGTV or Twitter, or subscribe to her blog here or new podcast here.

Posted on

LIMITLESS LEADERSHIP™ Performance previews trump performance reviews

let your team interview you

The longer we keep looking back in the rear view mirror, it takes away from everything that's moving forward.

Previews focus on the future and I suggest a 90% focus on what can be changed and a 10% focus on what has been and the lessons learnt.With mid-year reviews fast approaching for many organisations I wanted to share with you a few tips to ensure these conversations cut through the clutter and maximise this valuable time.

Previews versus Reviews

Those that know me, know I am a huge advocate for ongoing feedback and performance previews opposed to reviews.  Previews focus on the future. I suggest a 90% focus on what can be changed and a 10% focus on what has been and the lessons learnt. You can’t change the past, however by looking at the future you can spend this valuable time focusing on the systems, processes and habits required to get the desired outcome.

Why focus on what you have done and who you have been when you could use the time focusing on the things that will contribute to who you will become and what you can achieve?

Open, clear, honest and consistent communication

I reckon if dialogue and communication is open, clear, honest and consistent between all parties there should be no surprises. Feedback given and received regularly is imperative and needs to be provided by you as the leader and also from your team to you and each other.

Working with a client recently, we discussed the ways the organisation she works in gives and receives feedback.

man and woman in feedback conversationMariana, my client shared with me that as an organisation they have what they have called “Stay Interviews”. These are regular, jealously protected pieces of time dedicated to giving and getting feedback. I say ‘jealously” protected as I cannot tell you how many times I see feedback and coaching sessions cancelled due to so called conflicting priorities. As a leader, people need to be an OR not an AND in our day to day function, people before progress I say.

I love the concept of “stay” interviews and as we all are well aware, happy people usually don’t leave a company. If we can know when happiness, commitment and energy drops at least we can proactively do and drive what needs to be done.

“Stay” interviews create a space for awareness and growth with time dedicated to a few structured questions and the head space for both parties to be present, engaged and ready to contribute.

“Stay Interviews” can be carried out at any time, why wait to your bi annual or annual performance review to know and grow your team.

Previews focus on the future and I suggest a 90% focus on what can be changed and a 10% focus on what has been and the lessons learnt. Click To Tweet

Success to “Stay” Interviews

Make them Regular

Don't make these a one-off event, name them and lock them in as you would with any meeting.  Consistent catch ups will breed momentum, rapport and openness. Be committed and don’t cancel or back out, people are your priority, look at what it will cost you and the organisation if you’re not all in.

Aside from regular coaching, mentoring and team catch ups I would suggest doing these every 6-8 weeks, 20-30 minutes per person.

A bit like exercise, once in the habit, these will become the way you do things.

Plan the Purpose

Make sure each person knows “why” the interviews are occurring.

Giving each other open and honest feedback to feedforward is imperative. Click To Tweet

People only buy into something if there is something in it for them.  We are the same so ensure you spend time setting the scene and expectations around this. Run a facilitated team session on the whole concept of “Stay Interviews”.  You need buy in to make this worthwhile.

 Success in the Structure

Don't dilute what could be an insightful conversation by having idle chit chat. Respect their time and expect the same back to you.

Plan out a few great questions to get the responses that will benefit all, a few examples below but remember to make these your own!

  • What is lighting you up in your role right now?
    • Are you satisfying these motivators?
  • Where are you getting the most traction?
  • What and who is frustrating you?
  • How are you being stretching and how are you growing?
  • What could you change or do differently?
  • As a team, what could bring us closer to being a “Limitless team?”
  • What’s your greatest learning to date?
    • How could you share this with the greater team?
  • Courage, capability and capacity…rate each one, 1-5?
    • What needs to change and be actioned?
  • As your manager what could I do differently or change?

“In a growth mindset, challenges are exciting rather than threatening. So rather than thinking, oh, I’m going to reveal my weaknesses, you say, wow, here’s a chance to grow.” – Carol Dweck

Flip it around

Now it’s your turn! Let the team interview you! We all know how valuable disclosure is and your team will thank you for it! From experience, you can do this 1:1 or as a team, ensuring everyone contributes.

Follow Up

The interviews leave you all with golden nuggets of opportunity and progress.  Don’t forget this and let it slip! Not only will this be a waste of time and resources, but it will also dim the commitment of future conversations.

Everyone needs to be accountable and take ownership for the actions –  what needs to be done – as part of an overall ongoing development plan.

I’d love to hear how you implement “Stay” interviews into your organisation and how you go with a more future focused conversation that cuts through and creates small changes?

To being limitless

 

 

Renee Giarrussso Director RG Dynamics Pty Limited Limited LeadershipFor more of my tips on how change can equate to growth, get in touch. I look forward to working with you in the future!

Find out where you sit on the Leadership Ladder, your responses are anonymous and the results summarised to help us better understand where our market sits, so that we can continue to provide, insights, tools and solutions to assist you move up to be LIMITLESS, co-creative and stand out.

Renée is a mentor, coach, expert facilitator and keynote speaker, She is the author of ‘Limitless Leadership’ and co-author of ‘Leaders of Influence’. Follow Renee on FacebookInstagramIGTV or Twitter, or subscribe to her blog here.

Posted on

Limitless Leadership™ – It’s the small things…

Great things are achieved when a series of small things are brought together…

Recently I spent three glorious weeks in the most sense-awakening, colourful and vibrant country that is Vietnam. One week into my trip I was hit with a nasty flu. Me being me, kept going until it was all too much and I had to surrender to Doctor's orders to rest and dose up on antibiotics.

VIetnam angelsVenturing out for a hotel dinner we sat down to order when a delightful cup of fresh ginger and lemon tea was placed in front of me. I was taken aback as I hadn’t ordered as yet.  Through my fluey, blood-shot eyes stood a waitress, almost angel-like, saying she had heard me say I was really ill, and that this tea would fix me.

Small things are important

What a blessing I thought, and in that moment I couldn't have been happier. A small gesture yes, but it was such a thoughtful one feeling as ill and vulnerable as I was. She had noticed I was sick and went out of her way to let me know, to make me feel important and cared for.  The biggest thing deal was, it was unexpected. I started drinking fresh ginger tea as of the night and totally recovered within 4 days.

This small thing lead me to making a bigger change that impacted my holiday and health in a great way.

It got me to thinking how sometimes the smallest things can have the largest impact. It’s all about taking action and making a start.

I thought about this later and was reminded just how much impact small words or actions can have.

As a leader serving your team and organisation, you can make an impact with not a lot effort:

  • Praise and recognise others and be specific on what you are praising so that particular behaviour continues
  • Take the time to say thank you
  • Encourage others no matter how small the step they have taken, one small step is a start
  • Empower the space for others to dream big…one small idea can equate to a big change, if one step is actioned in 24 hours the rest will follow
  • Have regular one on one catch ups, some with no agenda or purpose but a personal check in

Human being…or doing?

I still remember a one on one or WIP (work in progress) as we called them with my manager many years ago back in my corporate life. I kept talking about work, where the team was sitting against budget and everything else work related. My manager looked and me and said “Renée, how are you?” again I kept talking about the team's results – he asked me the same question again, “Renée, I’m asking how you are?”

I was taken aback, he had the time to actually ask of how I was going personally, when my next break was and how my partner was.  We chatted for 15 minutes and it really recalibrated my mindset back into a “being” mode opposed to a “doing” mode. It showed he cared about me, not just the results my team and I were achieving. It made me realise, as leader I needed to do the same with my team.

So simple. So small. Outside of the normal day to day work related conversation.

That one conversation made me look at my work life balance and the ripple effect meant I was even more productive and successful in my role in the time to follow.

...sometimes the smallest things can have the largest impact. It’s all about taking action and making a start. Click To Tweet

Small signs of progress are important

In the busyness of our work life it can be easier to put off making that big change or implementing that idea. It's the little things that can create action and momentum and as a leader of self and others we can contribute to “the little things”.

There is a great book Small Moves, Big Change (Arnold, 2014). The argument in this book is, our good intentions often fail because they involve large scale change and big steps and therefore we can often miss doing the small things. Small micro steps, what Arnold terms ‘micro-resolutions' are much more doable, confidence building and therefore more likely to be implemented. And when momentum begins, further change and movement is much more possible creating a reinforcing cycle of progress.

Small signs of progress are more important than we might think in building motivation and commitment“making progress in meaningful work is the most powerful stimulant to great inner work life.”

Facilitating progress is one of the most effective ways for leaders to build motivation and commitment in those people with whom they work.

What “little thing” can you share today?

To being limitless

 

 

Renee Giarrussso Director RG Dynamics Pty Limited Limited Leadership

For more of my tips on how change can equate to growth, get in touch. I look forward to working with you in the future!

Find out where you sit on the Leadership Ladder, your responses are anonymous and the results summarised to help us better understand where our market sits, so that we can continue to provide, insights, tools and solutions to assist you move up to be LIMITLESS, co-creative and stand out.

Renée is a mentor, coach, expert facilitator and keynote speaker, She is the author of ‘Limitless Leadership’ and co-author of ‘Leaders of Influence’. Follow Renee on FacebookInstagramIGTV or Twitter, or subscribe to her blog here.