How are Performance, Culture and Leadership Linked?

How are Performance, Culture and Leadership Linked?

Each workplace has a culture unique to it. A culture is, essentially, the shared perceptions, values, group norms and objectives/goals within a social unit, and includes how the unit solves problems, justifies themselves and interacts with each other. It can also include physical aspects such as the way an office is laid out or the type of furniture that’s used.

Basically, culture is “the way things work here”.

It’s not enough to say that your culture is a certain way; imposing rules that people may or may not follow doesn’t make a culture, it’s in the way a team behaves.

Many managers do understand how important of a factor culture is in the performance of a company, but a lot believe that they can just ‘say’ they have a good culture, and it will be so. Culture is not something that can be implemented; it is the product of experience and learning over the years. Culture must also be adaptable, as it can become a liability and hinder a company’s success as changes arise in the market and in technology.

Leadership and culture are intertwined fundamentally in many important ways. A company that is not run by founders or entrepreneurs but rather by general managers that have been promoted, leadership is limited due to the reflection of the history of the leaders and founders on the culture.

Introducing a new leader to a company with a strong culture and long history will cause some conflict with what the culture allows as the new leader imposes their ideas, and the new leader can only win by letting go a large amount of the old culture’s carriers – something that turnaround managers often do.

However, though the new leader is then starting fresh, and implementing the behaviour patterns and values they wish to see, it cannot be called a new culture until the employees internalise it and it has been successful for many years.

A new leader who imposes new values and behaviours has to do more than just hope that these new ideas result in improved performance. New leaders need to be clear about their expectations and goals, and how they will be implemented. They can also begin the work to dismantle the harmful attributes of the current culture while reinforcing the positive aspects, leading (hopefully) to increased performance.

Teams that are working under great leaders and within a culture that resonates with them are much more likely to be satisfied with their workplace, leading to a high retention rate and improved performance thanks to feeling motivated, respected and valued.

As mentioned above, you cannot just decide that you will have a new culture – culture is something that grows over many years and is successful, as well as being internalised by the employees. Leaders have a huge influence on the culture of a company, and so have a direct correlation with the performance of themselves and those they manage. Invest in great leaders who embody your culture (or the culture you wish to have) and you should see your organisation’s performance improving in no time.

Find out more about LeadershipHQ’s strategies and programs today for Corporates and SME’s today at www.leadershiphq.com.au

Trust to Improve Performance

Trust to Improve Performance

What’s the secret to improving your teams’ motivation and performance? You’ve probably asked yourself this plenty of times when measures that you’ve put in place haven’t been as effective as you’d hoped. You have great incentives in place for your team, you’ve streamlined your processes and procedures to make things as efficient as possible, but you’re still not getting their best.

Gallup conducted a 142 country study on the State of the Global Workplace, and found the following shocking statistics:

  • 60% of Australian employees are “not engaged” – meaning they lack motivation and are less likely to invest discretionary effort in organisational goals or outcomes.
  • 16% are “actively disengaged”, indicating they are unhappy and unproductive at work and liable to spread negativity to co-workers.
  • Only 24% are “engaged”.

(Reference)

So how do you get your employees engaged, motivated and working hard? Something that you have to earn – trust.

Without trust, your team won’t be working to the best of their ability. If they can’t trust in their leaders, why should they put in more than the minimum amount of effort?

Author and professor of economic sciences, psychology, and management at Claremont Graduate University, Paul J. Zak, measured oxytocin levels and brain activity as people worked, over eight years. Oxytocin is the hormone that affects parts of our interaction and behaviours including trust. His research showed that trust within an organisation is absolutely vital to performance, and also that there are eight ways to quantify and boost trust within a workplace. Luckily for us, Zak made these into an acronym – OXYTOCIN – so it’s easy to remember.

Let’s take a look at what OXYTOCIN stands for 

Ovation

Positive reinforcement (like rewards and recognition) has been shown to trigger the release of dopamine in the brain. Dopamine is linked to motivation and effort, so it’s important to recognise and reward your team for great performance because then they’ll want to continue working to that high standard. Nobody likes working hard without that effort being acknowledged.

Expectation

Expectations need to be set and made clear, so employees know what they’re working towards. Make sure that your team knows they’re part of the big picture, and explain just how they are. When you get your team involved in the mission, knowing that they are directly influencing the success of that mission and your organisation boosts their motivation and commitment to meeting and excelling at their goals and your expectations.

Yield

Micromanaging gets you nowhere; as a leader you must be able to effectively make decisions and delegate tasks. Foster a safe environment of learning – mistakes aren’t the end of the world, just make sure to learn from them – and your team members will thrive when given more responsibility, and work more autonomously knowing they won’t be punished for mistakes. They will feel motivated and empowered from being trusted to do important tasks.

Transfer

Transfer refers to enabling your team to ‘job-craft’ – make their job their own, and make their own decisions about how they define success.

Research undertaken by the University of Michigan showed that allowing employees to job-craft resulted in higher levels of job fulfilment and engagement. This means less staff turnover as well.

Openness

Being transparent and open with information relating to your organisation builds trust with your team because it shows that you’re being honest with them. You’d be surprised how much time and effort is taken up when your team is wondering what’s going on, so be sure to practice openness when communicating with your team.

Team members appreciate being told what’s going on, even if it’s not always good news since it gives them a chance to voice their opinions and give their input. When employees feel heard, they also feel valued and so want to return the favour and work harder.

We have launched our NEW Performance Team Coaching Program – find out more HERE! 

Caring

During his research, Zak saw a variety of studies that showed how important relationships (including friendships) are on retention, productivity, health and overall job satisfaction. Encourage relationship building amongst your team by providing plenty of team-building opportunities such as collaboration between departments, and making sure to reward great teamwork.

If your organisation isn’t getting across how important workplace relationships can be, then your team won’t be trying too hard to build their networks.

Invest

Invest in your team; provide them with training and opportunities for reward and advancement, and you’ll see a big improvement in their engagement. Your team will also trust you more, as they see how much you value them by choosing to invest in them. Feeling valued like this is a great motivator for employees to do their best.

Natural

The best leaders aren’t afraid to be vulnerable; being authentic and natural shows your employees that you’re human too and that they don’t have to be perfect because you aren’t either. When your team can relate to you, they’re inspired to be more open and honest as well. This allows them to ask for help sooner, instead of fearing being reprimanded, which means time isn’t wasted and work can be carried out more competently and efficiently.

Trust isn’t exactly something you can measure, but it’s a huge part of getting your team to consistently perform at their best. What Zak found from his research is that when you have people working for organisations that have an emphasis on trust, they are 76% more engaged, 50% more productive, and 50% more likely to stay in that organisation. You can’t argue with those results!

If you’re a leader who wants to step up your game and start encouraging a culture of trust in your workplace using resources backed by extensive research and with proven results, check out our Leadership Attitude Academy here, or book a coaching session here. 

 

3 Tips for Being an Authentic Leader

3 Tips for Being an Authentic Leader

Anyone can ‘lead if their idea of being a leader is old-fashioned and involves them saying one thing and doing another, and bossing everyone around!

Authentic leaders are those who are trusted and keep an open and honest atmosphere while ROCKING IT. They inspire and motivate their team every day! Leaders don’t have titles or roles, they just take charge and get it done.

But just how do you become an awesome, authentic leader?

Here are 3 tips to start improving your leadership skills:

1. Be true to yourself

This is something we should all practice in every area of our lives, but it’s especially true for leaders.

You can often tell when someone is ‘faking it’ and doesn’t really know what they’re talking about. Is that someone you would look to for leadership? Of course not!

Be yourself and show people what you believe in – don’t just tell them! Genuine people make genuine connections.

Watch More Here by Bill George on Authentic Leadership

https://www.youtube.com/watch?time_continue=1&v=r6FdIVZJfzg

2. Serve others

You need to genuinely care about others on your leadership journey, and not just focus on yourself! Being all about others should be your primary focus as you write your leadership story. You will fall down and make mistakes, but failure is a part of any journey to great leadership – so don’t let it STOP you!

3. Empower  others

We know nobody is perfect, so don’t pretend to be! People connect with those who admit their mistakes and are open about when they stuff up. Be honest, and you’ll empower your team to push through and learn from their own shortcomings and weaknesses.

If you want to kickstart your leadership journey, you need to join our Leadership Academy! We know this online program – starting from just $10 a week – will change your career or business in no time, and bring out your inner authentic leader!
Importance of Values, Beliefs and Vision in Leadership

Importance of Values, Beliefs and Vision in Leadership

Being true to yourself and having strong values and beliefs that you stick by is essential if you want to be a great, authentic leader! You also need to have a vision; what sort of leader do you want to be, what do you want to work towards with your leadership, how are you going to ROCK IT?

Let’s take a look at why these three things are VITAL to becoming a leader that kicks butt!

VALUES

Being a leader means people are watching you all the time to see whether you act consistently and practice what you preach. It’s important to sit down and figure out what you value; not just in work, but in life as well.

You also need to remember that everyone has values, and a lot of us value integrity – especially in our leaders! You can’t be an effective leader without trust, so be authentic and stick to your values. Don’t pretend to be someone you’re not!

Want to know more about Personal Leadership – Grab your FREE Personal Plan HERE (Valued at $199)

BELIEFS 

Be honest with yourself about what you believe in, especially in terms of leadership. Think of great leaders you’ve come into contact with throughout your life, and the bad ones too! They’ve helped mould your idea of what a leader should do, how they should behave, and what they should believe in.

Like with values, you need to demonstrate that you can stick to your beliefs so that your team will trust you! Without earning trust, you’ll be a pretty ineffective leader!

VISION

To be an authentic and great leader, you need to have a vision and share that dream with the people around you. Have a vision for yourself and your leadership future, as well as making goals to strive for. When you have a powerful vision and aren’t all talk, and you back up your words with meaningful actions, people will be drawn to you and your vision.

Think about John F. Kennedy and his vision of getting a man on the moon – it had been thought impossible, but his vision was so compelling that others wanted to follow his lead and make it happen!

Leadership and learning are indispensable to each other. John F. Kennedy

Take time to figure out your vision, and to clarify your beliefs and values. Make sure you truly believe in these, so that you’re able to be an authentic leader!

Why not join our Online Leadership Academy and Toolkit for only $497 plus GST!

About LeadershipHQ   

We will take you from Good to Exceptional. EXCEPTIONAL PERFORMANCE = LEADERSHIP + CULTURE + STRATEGY. We partner with leaders, teams, HR departments, SME’s & CEO’s in developing and delivering leadership, people and culture strategies for PERFORMANCE.

LeadershipHQ is a Leading Leadership, Culture and People Development Consulting Company. It’s about building great leaders and organisations through strategy, culture, leadership, performance and change. We are that Advisor, Facilitator and Coach. So, is your leadership the best it can be? Are your people truly engaged, motivated and productive? Do you have a culture that people are banging down your door to work for? Do you know where you are going and have a great business strategy? Are you getting performance through your people? Have you got the right people, systems and processes in place?

We have helped 1000’s of organisations, teams and leaders achieve greatness. We partner with SME’s and Organisations to bring out the best in them. Our team deliver outcomes focused on Leadership, People, Cultural and Programs.

⭐️ Leadership Programs

⭐️ Diagnostics & Assessments

⭐️ Leadership & Business Coaching

⭐️ Culture Transformation

⭐️ Leadership Consulting

⭐️ Workshops & Events

⭐️ Online Programs

⭐️ Business Strategy

⭐️ Keynote Speaking

⭐️ Facilitation

We help increase engagement, motivation, retention, productivity and ultimately improve the bottom line within your business. We are focused on delivering only the best training, results and outcomes for you. It’s about how we can help you through our expertise to be that catalyst.

Phone 1300 719 665 or www.leadershiphq.com.au

5 Keys to Building Great Connections

5 Keys to Building Great Connections

The lifeblood of any successful career and business is in building great connections. Whether building new connections with potential clients or strengthening relationships with your existing network, making sure they are meaningful is essential to growing your business.

For extroverts, this is often second nature. But for many people, it can be quite challenging.

By using professional networks such as LinkedIn or Twitter, it can be easy to make an initial connection, but then to have virtually no direct contact for an extended period very quickly.

Think about your professional network, how many people have you not engaged with for well over a year?

Here are 5 keys to Building Great Connections:

1. Find a Way To Add Value

Instead of just sending random connection requests on LinkedIn, first, find a way to help that person. Take some time to work out what the potential contact’s concerns and wishes are. Then find a way you can offer a solution to their problem. It’s the perfect way to start a relationship which is a two-way street.

2. Ask Your Contact’s Opinions

Your contacts are part of your network for a reason, so be sure to reach out and take advantage of their wealth of knowledge and experience. Reach out to a contact when they may be able to assist, ask them about their life, and then be sure to thank them for their assistance.

3. Offer Professional Leads

If you hear of an opportunity which may be appropriate, let people in your network know. Rather than just jobs or referrals, focus on things like speaking opportunities, committees, special projects, and board positions. Also, offer to provide an introduction.

4. Keep Your Network Current

With LinkedIn, it is easier than ever to build a network of connections, fast, and develop a professional and modern business Rolodex. Instead of just connecting with people and disappearing, keep in touch through updates, sharing content, congratulating connections on their achievements, and furthering your connection network.

5. Make A Real And Genuine Connection

Watch my 2-minute YouTube video on Connection – https://www.youtube.com/watch?v=uU8AZ4vStew

If you want your network to be made up of people who know you, like you, and trust you, then just sending a friend request, liking updates and posts, isn’t enough.

Introductions work best to make a real connection. Depending on what suits you – either online or offline is fine, but be sure to be genuine. Start with letting the contact know a little about you, and also provide them with some value in their life.

To further develop your business connections skills and connect with greatness, check out our Business & Leadership Coaching and Programs at LeadershipHQ.

Experience LeadershipHQ and you will leverage the best of the best in Leadership, Culture, and Business.

Stay tuned for our new program and group – The Business Collective in Brisbane. Register your interest HERE.

If you are looking to work with me Exclusively in my Coaching Program; please the Overview, Outcomes, and Bonuses HERE plus a FREE Career or Strategy Plan.

Leaders of Leaders Interview with CEO of carsales.com Ltd

Leaders of Leaders Interview with CEO of carsales.com Ltd

Our Leaders of Leaders interview this week is with the amazing Cameron McIntyre, CEO carsales.com Limited and he is featured in our latest Leaders Hub Magazine.

carsales.com Ltd (ASX: CAR) is the largest online automotive, motorcycle and marine classifieds business in Australia. Attracting more Australians interested in buying or selling cars, motorcycles, trucks, caravans and boats than any other classified group of websites. Together with its subsidiaries employing over 600 people in Australia, carsales develops world leading technology and advertising solutions that drive its business around the world. carsales.com Ltd has operations across the Asia Pacific region and has interests in leading online automotive classified businesses in Brazil, South Korea, Malaysia, Indonesia, Thailand and Mexico.

1.   What do you love best about what you do?

“As CEO of carsales, I get to work with some of the smartest and most capable people in the in the world, which motivates me to always be my best self, in order to support and effectively lead the whole global carsales team.

“Additionally, I love that every day at carsales presents new opportunities and challenges that tests our abilities and help us thrive as an organisation and as individuals.

2.   What’s your purpose – your WHY?

“Great question, I’ve never been asked what is my ‘why’.

“I could be commercially correct and say my why / purpose is to ensure I’m maximising return and shareholder value for those who have invested in carsales, which is correct but I feel that is only one part.

“I like to look at things holistically. I feel my purpose is to also lead carsales so that the business positively impacts the lives of people in our eco-system.

“I would like to see our employees grow and evolve into the people they want to be, and for our customers to always have an exceptional experience when interacting with carsales.

“At a local and global level, I want to see the technology sector continue to grow sustainably and thrive to ensure success for our generation and those to come.

“These are the things that I am the most passionate about.”

3.   How would you describe your Leadership Style?

My style tends to be very open, engaging and transparent. I’m quite comfortable to lead from either in front or from behind depending on the need and circumstance.

“At carsales I actively empower and encourage our people to stretch, learn and evolve.”

4.   What does Leadership mean to you? 

“First and foremost, leadership to me means being authentic – be who you are and not someone people want you to be.

“I believe leadership is also about creating a business culture that people want to be a part of, one that is collaborative to promote diversity of thought, as well as aspirational.

“Additionally, it’s important to develop strategies that the team all buy in to, that they work together to achieve and execute in a timely manner, whilst having a bit of fun along the way.”

5.   Why does Leadership matter?

“From my experience, people want to work for an organisation that motivates and inspires them, creates value for themselves, their customers and/or the broader community and society as a whole.

“Therefore, quality leadership is vital to create workplace culture and an organisation that embodies these values, attracts quality employees and has a positive impact on people’s lives in its eco-system.”

6.   Key achievements and successes – any come to mind?

“What immediately comes to mind is when I secured the job as CEO of carsales. I replaced one of the most successful technology founders Australia has produced, so I had big shoes to fill, and often these transitions can be can be very difficult, and to date I’ve had positive results.

“Another key achievement that I’m very proud of was our successful Initial Public Offering of carsales. This took place in 2009 during the Global Financial Crisis, and at the time I was the Chief Financial Officer and Company Secretary of carsales.”

7.   Who has made a difference in your career?

“Greg Roebuck the former CEO and founder of carsales – he continues to be a close friend and mentor.

“My wife – she has been a significant enabler and without her support my career would not have reached its full potential.”

8.   What are your strengths and unique talents?

I’m not good at answering what strengths and unique talents pertain to me because I feel mine are not unique.

“However, I think the strengths that most people in my position as CEO would have would include an ability to effectively communicate, agility, diligence and a strong sense of resilience”.

9.   What does the future hold for you?

“I love what I do at carsales, the people I work with, and the customers and industry I serve. In the future I hope to have more of these positive experiences and relationships.”

10. Key Learning in your Career

“IQ is a ticket to the ballgame and gets you a job. EQ means you can work with people and you understand how you impact others in the environment around you. But it’s GQ, the ability to grow and push forward in spite of everything, and your ability to leverage the combined talents and capability of others in a productive and constructive manner, that builds real success in careers and business.”        

11.What would you say to your younger self?

“Life is short do something cool!”

Stay tuned for Interviews with Simon Sinek, Maxine Horne and more…

You can subscribe to our Leaders Hub Magazine HERE for only $19.95 for 4 Editions per year (plus 11 more editions for free). If you would love to be interviewed, advertise or contact us for an editorial please contact us at [email protected]

And sign up to our amazing new Online Leadership Academy HERE only $395 plus GST until 1st July

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