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Limitless Leaders™ Connection: Creating a Gift Mindset Culture

Limitless Leaders™ Connection: Creating a Gift Mindset culture photo

Many organisational cultures do not encourage or condone the sharing of challenges or failures and even sometimes the sharing of successes. Culture is about the shared beliefs, values, customs and social behaviour of a community. Therefore, if the culture you work within is against sharing lessons it may be something that never enters your mind, especially if that organisation is all you have ever known.

In our home life, this is the same. If you are bought up not to share failures and to just suck it up and get on with it then chances are this same behaviour will play in your life. If you are encouraged to share successes and challenges at home, at school and amongst your social network, you will be more likely to be open to The Gift Mindset®.

Not everyone works in an organisation that is open to the idea of being reflective – something which can be particularly difficult to do in the workplace. When there is a lack of support from management who don’t see the reflective practice is important, then being open and sharing your lessons can go by the wayside and be challenging to navigate. I come across companies like this, not too many which is a great thing, but enough to know the challenges people face within them who want an open, self-reflective and sharing culture.

As Gandhi said, “You must be the change you want to see in the world.”

Sharing is caring

Think about the return on investment and start small. Maybe initiate small activities at team catch ups to share wins and/or challenges. Maximise online platforms such as Zoom, Yammer and Teams to create space for sharing. Cultural change takes time as it starts with the people.

Comfort and fear are the enemies of progress. Click To Tweet

Shadowing and sharing the best practice of success and lessons learnt from challenges is one way to promote gradual cultural change to adopt The Gift Mindset®. This can also be done by not just talking and/or observing someone but instead really encouraging interactive conversation and questioning. What this does is allow the learner to understand the underlying reasons behind someone else’s actions, making it easier to adapt what’s learned to a new situation or task.

Involve and discuss

There was a study done in May 2012 that found that pharmaceutical development teams were better able to translate and learn from another team’s past experience when they invited members of the other team — the “sharers” of knowledge — to actively participate in their discussion and problem-solving (vs. a “learner” team simply identifying the “sharer” team’s knowledge and then trying to replicate it on their own).

Expectations create reality

Remember that our expectations can create our reality and the stereotypes we hold can directly impact our behaviour and therefore impacts culture. Psychologist call this process “stereotype threat”.

Imagine you are running a session at an SLT (Senior Leadership Team) meeting for the first time. Your manager has stressed the importance to get it right and the impact on your leadership brand, team and so on if you don’t. You are aware of the stereotype “new kid on the block” so anxiety arises about potentially making a mistake. Your manager even introduces you by reinforcing this is the first time you have presented at this level. You get distracted from your focus to present an effective presentation and instead focus on the technology not working, not coming across clearly or having your message diluted by nerves.

This is a basic demonstration of how stereotypes have the power to impact our behaviour. This means that if we place concern on a situation such as a culture that doesn’t encourage sharing of success and/or challenges we are confirming a negative stereotype. This will disrupt the ability to focus on a particular task that will lead to adopting a Gift Mindset and sharing best practice across the business.

How can you instil The Gift Mindset® in your organisational culture today?

Lead to limitless

Signed Reneé



PS: Want to skyrocket your success from working anywhere? We've launched our new online program and you can read more about that here.

 

If this article has resonated with you in any way – I’d love to hear your thoughts – get in touch.

Being in service to my clients is why I do what I do and your feedback, insight and any suggestions are always embraced.

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

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Limitless Leaders™ Connection: Culture is not limited to the workplace but also our homeplace

Culture exists in both the workplace and the homeplace!

Culture is a bit of a buzz word, and it simply means the shared values, ideas and social behaviours of a community. Often applied to the workplace I reckon we need to consider what I call our “homeplace culture” too.

In the workplace, culture stems from the people, as it does at home, and with so much change happening in our lives and selves at present, now is the optimal time to review and reset culture.

Culture stems from the people, whether at work or at home and with so much change happening at present, now is the time to review and reset culture. Click To Tweet

Both a high performance and happy work culture can be replicated at home. Obviously different people are involved but the principals are the same.

Culture is the name for what people are interested in, their thoughts, their models, the books they read and the speeches they hear. – Walter Lippmann.

Whether in the workplace as a team or at home with your loved ones, house buddies or friends, take a step back to reset and realign the culture.

The 3 L’s to reflect on :

  1. LET IN new ways of working and thinking
  2. LET GO of what no longer serves you and those around you
  3. LET BE what is working and can continue

Take some time to review and realign:

Purpose

  • Why are we here?
  • What gets us out of bed in the morning?

Values

  • What is important to us individually and as a team?
  • How are we living these values?

Beliefs

  • What beliefs are serving us and limiting us?
  • What do we need to believe in?

Behaviours

  • What behaviours and ways of being are working?
  • What needs to change or be done differently?

Attitudes

  • What is the thinking of each other?
  • What motivates us and lights us up?

We are taking bookings for our virtual Culture Reset Team workshops for August and September.

Contact Natalie for more details.

Lead to be limitless…
Signed Reneé



PS: Want to skyrocket your success from working anywhere? We've launched our new online program and you can read more about that here.

Ever wondered what Reneé gets up to when she isn't with working with her clients? She's doing this.

 

If this article has resonated with you in any way – I’d love to hear your thoughts – get in touch.

Being in service to my clients is why I do what I do and your feedback, insight and any suggestions are always embraced.

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

 

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Limitless Leaders™ Connection: Supercharge Working Remotely

Limitless Leaders™ Connection: Supercharge Working Remotely Photo

In today's workforce, managers can often be seen as the unsung heroes. Pivotal to an employees performance, motivation and happiness at work, they have the power to influence how engaged employees are. In essence, they drive how people may think, feel and act, therefore impacting the culture of the organisation they work within.

Whether managing teams on site or remotely, leadership can be learnt and built upon. Limitless Leadership™ is based on the premise of learning, unlearning, forever evolving and having an infinite mindset of what could be.

As I write this the global pandemic of COVID-19 continues to force many workplaces into lockdown yet again with employees continuing to work remotely from home in shifts or on a full time basis.

Many of my clients are working remotely, my brother has lost his job, my sister is in isolation as having cancer treatment and my Mum has just had her business shut their doors. Many of those around us are in a state of flux, fear and anxiety. The familiar smiles from the coffee shops are fading, the roads are quiet and there is a strange energy in the air as we remain uncertain of our future, our health, our work and all that we had planned.

In these times of uncertainty, change and disruption, as leaders I believe this is an opportunity to shine and level up in our leadership through new ways of working, thinking and collaborating. With a major pivot, we can all get through this. Personally, we have had the majority of our work postponed and we have been working feverishly around the clock to change HOW we deliver what we do.

Going from chaos to calm is important as we navigate a landscape we have never seen before in our lifetime. Click To Tweet

Supercharging your leadership is needed now more than ever.

Leading remote teams has fast become the new normal while working during COVID-19 and the accessibility of technology, better working practices has seen a downturn in the need to invest in expensive offices. Some businesses access all they need from a backpack. Whoever would have thought this was even possible?

A report from the UN International Labour organisation found that while many employees are more productive when they work outside of the conventional office, they're also more vulnerable to working longer hours, a more intense work pace, work-home interference, and, in some cases, greater stress.

The challenges are real

Recent research from Soapbox indicated that remote managers experience retention challenges six times higher than on-site managers. They also discovered that remote managers struggle two times more than on-site managers when getting their teams to collaborate. This is due to distance, time zones and other factors.

Another finding was that managers leading remotely found hitting team goals almost twice as hard as when leading onsite. It was also discovered that managers with more than 50% of their team working remotely struggle with providing value to employees in one-on-one catch ups. Another key finding was that 56% of employees surveyed believe that managers need to adapt their skills to lead a remote workforce.

As leaders, we need to step up!

Having worked and led teams remotely for over 20 years I’m highly aware of the challenges above. In conjunction with these challenges, many other barriers block our way to successfully lead teams and businesses remotely.

Here are a few key tips on leading teams and businesses remotely:

Lead with empathy

Empathy requires us to lean in and really feel what other people are going through.

Don’t assume everyone is seeing the world the same way as you. Take the time to be present and have deep and meaningful interactions with your team and peers.

Examples of simple questions you could ask are; How can I support you right now? Would you like me to talk or just listen? Is there anything else I can help you with?

Mindset

A change of mindset can be a barrier. An adaptive mindset around creating new norms is crucial when we go from an office environment to working in isolation. When we shift from what know there is uncertainty and as humans we aren’t good at dealing with the unknown so reframing expectations is vital here.

Remember thoughts and what we tell ourselves lead to how we feel and therefore what we action. Be conscious of what you are thinking and the story you are creating. Talk to yourself as a friend would.

Sole or group environment

In the workplace, there are those that lean towards working in a sole environment and most probably will usually adapt more easily to working remotely than someone who is motivated by people around them. Many people struggle to stay motivated working alone, even with access to online collaborative tools and new ways of working.

Ensure you tap into each person and amplify technology as a conduit to collaboration and don’t assume that everyone has adjusted to working remotely in the same way.

Set new expectations

A change in working conditions can lead to unclear expectations, boundaries and ways of working. For an employee having no direction or leadership is like driving somewhere using Google Maps without inputting a destination. There is nowhere to aim for or reach which can stifle action, motivation and overall morale.

Unclear purpose, objectives and expectations of the business, team and roles are widespread especially when new norms aren’t in place and accepted.

Ensure expectations are discussed as a team and everyone set boundaries for what they will and won’t stand for (such as working hours and breaks).

Set up your environment

The environment we work from can be a barrier. Lack of room, light, interaction, systems and processes can stifle our productivity, motivation and overall performance. Communication can become fragmented when a team is split up. Many people experience a lack of training in new systems and tools needed to do their job from home and this can impact confidence and productivity.

Ensure workspaces are set up for success and the technology and systems are assessed, understood and utilised.

Self management

Managing time and prioritising is another common challenge and distractions from visitors, loved ones and even the family pet can get in the way.

Many people find loneliness creeps in, we are wired to connect so this can be a natural and common occurrence. Speaking to a client recently who has relocated to a home office from a fast paced open plan office said she feels like she has FOMO, fear of missing out and being out of the loop as not in her normal environment.

Manage self to manage time and ensure everyone has a work plan and boundaries around this.

Use physical disconnection to drive connection

Human beings are wired for connection, it’s an innate need to belong and be part of a community. Ensure as a leader you are jealously protecting time for 1:1s (often first to be forgotten), team catch ups and quick check in calls to keep the lines of communication open. Be innovative and have virtual lunches, themes of the day and different times you catch up.

Use a variety of tools to connect and leverage the technology available.

Coach and grow team members to facilitate team catch ups so you aren’t always in the driver's chair.

I really believe there is a gift in every situation and now is your time to shine as a leader, collaborate more deeply with your team and look at new ways of working to lift performance.

The world needs you, now is the time to step up and supercharge your leadership.

Lead top be limitless

Signed Reneé



PS: Want to skyrocket your success from working anywhere? We've launched our new online program and you can read more about that here.

Ever wondered what Reneé gets up to when she isn't with working with her clients? She's doing this.

 

If this article has resonated with you in any way – I’d love to hear your thoughts – get in touch.

Being in service to my clients is why I do what I do and your feedback, insight and any suggestions are always embraced.

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

 

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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.