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Limitless Leaders™ Connection – Boundaries-What do and don’t you stand for?

So here we are, we've headed into another new year. We've left 2020 behind us. It's time to take what we have learnt and create some space to set boundaries and ensure we get the most out of 2021!

What are you choosing?

How exciting that we have the choice to make this year whatever we want it to be. Many things are not in our control, but the good news is we all have the choice to choose and influence how this year looks both personally and professionally. Like writing a new chapter in a book, you choose the settings, the themes and the characters. The choices are all yours.

Hopefully, you have had some time to recharge and reset for the year ahead, or maybe that's what you are doing as you read this. It’s amazing what even a quick break can do, to reflect on what was, and contemplating what will be.

Boundaries

We need to set boundaries and know what we stand for and what we don’t. Brené Brown says “Boundaries are simply what’s ok and what’s not ok”. Nothing complicated but we often make it so.

Boundaries are like the speed humps in the road; without them, we can lose control and end up anywhere.

To have 20/20 vision, a term most commonly used to express normal visual acuity measured at a distance of 20 feet, means you can see clearly at 20 feet, what should normally be seen at that distance.

Not setting boundaries and adhering to them can set us off course, cause unnecessary pain, distort our path, and influence others, especially if you are leading, to follow suit. Having boundaries both personally and professionally helps you bring your whole self to whatever you do, clearly paves the way for success, helps you measure where things are and keeps things real and relevant.

Take the time to:

  • Set boundaries and know your limits and what you do and don’t stand for.
  • Build self-awareness of these boundaries.
  • Consider what has worked and what hasn't in both past and present.
  • Measure them ongoing.
  • Get support to live by these.
    • Friends, work colleagues, and family.
  • Clearly communicate what these are.
    • Let people know.

Are your boundaries blurred?

For me, one boundary that has become blurred, especially in 2020 was that of work-life balance or what I call work-life blend (more integrated and achievable). Working remotely 24/7 on my business and writing a book left very little time for play, which is something important to me. This is an area many of our clients find challenging, and this is usually due to not setting clear guidelines of what you will and won’t accept. I have set a boundary that I won’t (unless absolutely necessary) do work travel on a Sunday night and 6 am morning flights anymore. This will ensure I get my weekends. By anticipating work travel from midday on a Sunday and by flying at night instead of early morning, my energy is up, and I’m more prepared to be in service to my clients the next day.

According to Gallup's State of the American Workplace 2017, 53 percent of employees said that a role that allows them to have greater work-life balance is “very important” to them. Workplace boundaries help you achieve and safeguard balance in their area. This is a great example of a need to set boundaries both in and out of work as one supports the other.

Boundaries come in many forms, and I’ve outlined 3 of the more obvious ones:

Physical

  • This is all about your personal space and touch considerations.
  • The rules you apply to physical boundaries will define this for you and could include things such as handshakes vs hugs at work, where your desk is located and how and what you set up as your surroundings.

Mental

  • Your thoughts, opinions and values are what will determine your mental boundaries.
  • Setting boundaries around your routine and how certain things may operate at work is an example of this. Be clear and adhere to the rules you set and avoid (when applicable) others ideas on influencing or changing this.

Emotional

  • This is all about getting in touch with your feelings and emotions, and setting boundaries around these can help you see the differences between those you have that are different from those around you at work.
  • Knowing who and when to say yes or no to when it comes to tasks, can help ensure you don’t allow others’ feelings and attitudes towards things influence your own attitudes and motivations.

Take the time as we head into the new year to reset your boundaries, let go of the ones that no longer serve you and create new rules of what you do and don’t accept.

What do you need to:

  • Ignite?
  • Extinguish?
  • Maintain?

As always, I would love to hear your thoughts.

Lead to be limitless this year!

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.

Be one of the first to receive a copy of Renée's latest book, Gift Mindset®. It is available for pre-order on Amazon,  and Booktopia.

 

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 in moving 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 – 5 Questions to Turn a Performance Review Into a Proactive Preview

As 2020 is almost at a close, what better time than now to take stock of the year that has been, and look forward to what is ahead.

With so much talk of performance reviews being obsolete, I think there is still a place for them but with a different focus. Many clients we work with have annual or six-monthly check-ins, and I liken these to getting your car serviced. It’s what happens in between the services that determine how much work is done on the car.

If you regularly coach your team, the process of the actual performance review or preview (as we call them), should be effortless and there shouldn’t be any surprises. Coaching ensures there is ongoing and consistent feedback, and this results in real-time dialogue on what is working and what needs to change before it’s too late.

Ongoing feedback helps individuals and teams understand their strengths and weaknesses and how to manage them. Within the workplace, one of the best ways to promote self-awareness among employees is to foster a culture of peer feedback in conjunction with input from management. I am passionate about encouraging and educating others to share feedback, have open conversations, and bring in coaching to foster empowerment, awareness and ongoing growth to maximise performance.

Feedback is a great vehicle to promote self-awareness in and out of work. Be open to giving and receiving it so you can expand your self-awareness, as well as the self-awareness of those around you.

People are either internally or externally motivated.

Internally Motivated – When making a decision, internally motivated people will listen to feedback, but have usually already decided for themselves and will go with their original decision.

Externally Motivated – Those who are externally motivated will view feedback almost like an instruction, taking it entirely on board when making their decision.

Externally motivated people tend to like and need feedback.

Many senior leaders I come across tend to be internally focused, especially if they have been in a role for a long time. They rely on their intuition rather than seeking feedback from others. The danger of this is that they can become blinded to opportunity and miss out on feedback that could be helpful.

Ensure you give people feedback the way they like it. Some people like a lot of feedback, and some want less; some even prefer to receive feedback publicly.

When conducting performance reviews or appraisals, I believe, there should be a focus on “previewing” what’s next as opposed to spending time doing a total review on what has already occurred. You need to learn from the past; I believe 20% of the time should have a focus on the review. And 80% as a preview on what can be proactively planned and implemented.

The past is about learning, and the future is about progress.

5 simple questions to look at what’s next:

  1. Where are you now?
  2. What’s available to you?
  3. Where do you want to be?
  4. How will you get there?
  5. How will you know you are getting there?

I’m a huge advocate of learning from the past. 2020 has provided a forum for us to learn so much about ourselves and those around us. Take the lessons and meld them into what you want to happen next and who you want to become.

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 – Your Energy Is A Mirror Of Your Mindset

‘We all have the choice of thought.
Think about what you think about.’

The mindset you adopt, foster and nourish will either assist you to flourish or expire as a leader. You choose your thoughts. Your creed, gender, age, intellect or experience doesn’t matter; we all have one thing in common—the choice of thought.

Your mind is your own. Yes, it can be tainted or lifted by others but you have to own it and accept you have total freedom of what you think is true, false, hindering or empowering, especially when leading others with your purpose, direction and energy.

Energy is shown through your actions. Ultimately, it comes from your mindset. If you run a meeting and have little or no belief or commitment in the message you are communicating: how do you think you will be perceived? You can't fake energy. You can try but it will become exhausting and people will see through it. When you do things incongruent to whom you are and what you believe in, you play the game of conflict. It’s an ugly game to play.

Your actions reflect your mindset

Every action has a thought and feeling attached to it. By simply reading that last sentence, you will have produced an action or thought. Maybe you frowned, maybe you had an answer and maybe you went blank. These thoughts and feelings trigger the actions or behaviours you demonstrate to your team and yourself.

Agility is a mindset, not a process. To adapt and upgrade to agile thinking you need to be able to ‘renew your mind‘. To get to a point where you doubt things and where you openly say, ‘I don't know’, can assist you in developing yourself and the team you are leading.

Having a clear mindset, one that is open to change and new ways of thinking and doing, will serve the greater good.

A few things you can focus on:

Responsibility: This is the ability to respond and be fully accountable for all outcomes. This means you need to be ‘at cause’ and decide—no matter the circumstances— that you will be accountable and take responsibility for the outcomes. Making the choice to self-lead and take responsibility can be a real game changer.

Focus: The old adage, what you choose to focus on, you will find, rings true here. Think about an unusual baby’s name; until you heard it, it wasn't in your focus or sphere of thought on a subconscious level—now it pops up everywhere. What do you want from your team and for your team? If you look for issues, you will find them; if you look for competency and have a strengths-focus, you will also find this.

Perspective: Use perspective when faced with limited options that may be preventing you from moving forward. A limitless leader likes exploring unknown territory, like standing at a cliff face, they aren't led towards certainty. They prefer clarity over certainty and have a clear sense of what is next to achieve their overall mission and purpose.

Mindset: This is about being able to discipline your imagination. When you get to a place of, I don't know, you are perfectly placed to install upgraded software in your mindset— a new way of thinking. This takes you to a place of curiosity. Ask yourself, What if I did know? This simple reframe can open up your thinking to a world of possibility and new ways.

In a nutshell, the actions and behaviours we currently display come from what we are thinking. Take a moment to reflect on the current results you and your team are experiencing. What you are experiencing right now comes from actions resulting from your mindset and the mindset of your team.

I’d love to hear your thoughts

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: 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: Ramp up your remote work with visuals

Limitless Leaders Ramp up your remote work with visuals

When working remotely, the first thing that we miss is the physicality of working with other people.

As much as remote work can increase productivity, connection and collaboration can be hindered if we don’t regularly review and renew what is working as far as communication is concerned.

Technology will never fully replace human interaction, but it is a resource we need to understand and leverage, or we will be left behind. Never have we been so connected and if we use the right systems in the right way, the sky is the limit as to where we can work and what we can achieve.

Technology will never fully replace human interaction, but it is a resource we need to understand and leverage, or we will be left behind. Click To Tweet

The evidence

One of the most collaborative and visually connecting technologies is video conferencing. Think Zoom, Skype and Webex, to name a few. More engaging and true-to-life video solutions are replacing audio-only conference calls. There are many articles published attributing video communication to an increase in productivity, better connected teams, it is more straightforward, and a more engaging way to meet.

To continue to develop your team, tap into online courses, internal learning platforms and virtually run programs and webinars.

Utilising technology, when working remotely, helps alleviate the challenges of working alone. Although you aren’t ‘pressing the flesh’ so to speak, it's the second best thing to bridge the gap many face working in remote teams.

A 2019 Impact of video conferencing report found:

  • 94% of businesses say video conferencing increases productivity
  • 90% of respondents say video makes it easier to get their point across
  • 89% of respondents agree that video conferencing reduces time to complete projects or tasks
  • 89% of users say video conferencing helps them feel connected
  • 99% of respondents think that improving communication and collaboration can impact productivity positively
  • 87% of employees not physically present for a meeting report feeling better engaged with colleagues through video

 

Tap into what your team needs

Mix up your interactions and tap into the preferences of what your team needs.

  • Supercharge video conferencing tips
  • Dress for work not for Netflix
  • Our physiology creates our psychology
  • Ensure the frame behind you represents you professionally
  • Create rules around cameras on/off, muting and question time
  • Dial up your energy by 20%
  • Actively listen
  • Match pace, pitch and words
  • Give the speaker undivided attention and acknowledge them
  • Defer judgement until all have spoken
  • Provide feedback
  • Match sitting or standing posture
  • Stand up to increase your energy on longer calls
  • Make sure your hands are in screen view

As always, I’d love to hear what is working for you.

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.