We’re All in This Together

We’re All in This Together

Yesterday I was the Keynote Speaker for one of my favorite keynotes and workshops around Leadership Attitude. Even though the theme was Balance for Better, I focused for Balance is Better for all of us; together regardless on race, gender, age and so forth and to appreciate the uniqueness and talents of us all. Leadership is about being brave and kind – and ultimately if you can inspire someone to do more, learn more and be more; you are a leader. What I loved about the keynote was the number of men and women in the room and the number of men and women in the room who approached me afterward to share how much they got out of my keynote and some had tears (me too by the way…).

However, I was reading that SurveyMonkey and LeanIn released some startling findings recently: men are much more reluctant to participate in workplace activities that have them closely interacting with women since #MeToo and the anti-sexual harassment movement have gained traction. While #MeToo is fantastic for women, the ferocity of support has left many men worried about their actions being misconstrued – and this is causing women to miss out on valuable career opportunities, such as having male mentors and sponsors that can help them advance. In this era of #MeToo, we need to understand that it doesn’t mean we have to be against each other; it’s not men versus women, it’s all of us against inappropriate actions and behaviours that are damaging in the workplace (and all other areas of life).

If men continue to avoid solo interactions with women at work, we’ll only see the gender gap keep widening and the imbalance of power will be even more difficult to address. Men, especially managers, are doing a further disservice to women (even if they aren’t intending to) by hindering their career growth and progression. Great sponsors and mentors can make all the difference to a woman’s success in the workplace, so we must become allies, not enemies. 

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So, just how can we demonstrate that we’re all in this together, especially if we’re men who are concerned about being unfairly labelled? The answer is simple: act respectfully to your female colleagues and be sure to support them wherever possible, to help them grow and advance. Sponsorship is one of the best ways to do this.

A workplace sponsor is someone in the workplace who has power, who can influence decisions made about your career progression, advocate for your advancement and success and allows you to make mistakes (sometimes) and take risks, without harming your career. Sponsors go to bat for you, at the expense of risking their credibility and is a truly important part of your growth in the workplace. They are more hands-on than mentors, but that isn’t to say that mentors don’t have their place in helping a woman’s career.

Fast Company released data that shows that sponsorship is one of the most crucial parts of career advancement. Women with sponsors:

●     Are 27% more likely to ask for a raise than female peers who aren’t sponsored

●     Are 22% more likely to request ‘stretch assignments’ that contribute to their leadership reputation

●     Report that 68% are satisfied with how their career is advancing

Men are much more likely to have a sponsor than women – 56% more likely, in fact (according to Harvard Business Review). This culture needs to be changed, so that more men start stepping up and sponsoring their female colleagues, and that those women are prepared to accept the offer.

Contact the team at LeadershipHQ about how our cutting edge and transformational leadership programs and coaching can change and transform your team and business.

As I said before, we’re all in this together. This means women should accept the help men are offering, and men should be offering more often. When men in the workplace make a real commitment to boosting their female coworkers, by advocating for them and promoting them (when deserved), we’ll start to see unity in the workplace and equality in opportunities and power for women. Respect goes both ways, and if you aren’t behaving inappropriately towards the women in your workplace, then you have nothing to fear.
Top Tips for Managing Resilience

Top Tips for Managing Resilience

As technology and the world advance, workplaces find themselves up against an almost constant stream of challenges, whether in the form of workplace bullying, the restructuring of organisations, micro-managing, ridiculously large workloads and having no support from leaders or the rest of the team. Workplaces also liaise and work more with companies in other countries, which means different time zones have put an end to the ‘traditional’ working hours of 9-5 (or similar), leaving less downtime. Technological advancements can also be overwhelming, trying to keep up with the expertise and skills needed to take advantage of it. So what is the answer to dealing with these issues, and just how do they affect your company’s bottom line right, with managing resilience.

When your team is feeling overwhelmed, stressed or upset when facing the challenges of the modern workplace, you’ll see a decline in productivity and employee morale, and a sharp increase in staff turnover. You might think some people just handle stress better than others, but there are things you can do to help your staff improve their handling of these challenges – to help build their resilience.

Resilience is, essentially, the handling of stressors and problems without folding under the pressure. You’ll find some people do their best work when faced with being stressed, but you can still teach others in the workplace how to build up their resilience, to produce better results and better handle all that their work throws at them.

Here are some tips to help your team manage (and/or build) their resilience:

Improve social interactions at work

When employees have a reliable social network in a workplace that promotes open communication, you’ll see them thrive in no time. When they love coming to work, they’ll be more productive too. Being sympathetic as a leader, providing opportunities for teamwork and holding social events for the workplace will help boost your team’s relationships.

Promote a happy and healthy environment

Along with helping your team build beneficial relationships at work, there are many other ways you can improve your workplace’s psychological environment:

  • Be an approachable and open leader
  • Don’t regularly restructure or change the roles, procedures and expectations of the environment, in turn providing a feeling of job security
  • Watch that workloads don’t get excessive, and provide variety in tasks to keep your team interested
  • Have other leaders or managers trained to be more aware of the team’s wellbeing
  • Show that you trust your team by letting them have a degree of autonomy
  • Be flexible with how your team can work; offer differing hours or to work from home if needed
  • Be sure to recognise and reward great work
  • Invest in training your staff in new skills
  • Be fair

People who feel valued, trusted and supported by their leaders will be empowered to handle the challenges that come their way without crumbling, improving their resilience.

Take challenges as an opportunity for teaching

When you treat problems or failures as learning opportunities, you’ll be demonstrating resilience to your team, and showing them ways to look at challenges in a different light, helping them build their own resilience as well. Be sure to explain how not everything will work, but that’s okay as it’s still an important part of ultimately succeeding. Workplaces face challenges often, and modelling resilience for your team will be a great influence when a problem arises. Grab my books Leadership Attitude or Just Rock It! to get some more tips and tools in this area too.

Be grateful

At the end of each working day (or week), tell your team what you believe was a success that day (or week), and ask them what they believe went well too. Focusing on the positives is a great exercise to help your team realise that there’s always something to be grateful for, which is essential when building resilience.

These tips will help you empower your team and manage their resilience in the workplace, leading to less staff turnover, and an increase in morale and productivity. Take the time to work on your own resilience as well, so that you can effectively model it for your team. Don’t forget that your team looks to you as an example; how you handle workplace challenges directly influences your staff and provides them with ideas on how to react.

About LeadershipHQ

LeadershipHQ have helped 1000’s of small to medium sized organisations (sometimes corporates), teams and leaders. LeadershipHQ partner with businesses and leaders in building & delivering high impact.

Leadership, People, Cultural and Business Strategies and Programs that ultimately improve the bottom line. We work with leaders and organisations across the globe transforming their leadership, culture and organisations with our cutting edge and results-driven strategies, assessments and diagnostics, leadership events, coaching and programs. 

We know Great Leadership means Great Results. We have a team of brilliant people across the Globe who work with organisations and clients to deliver great results and leadership. We are the innovators and thought leaders in Leadership and Strategy through our consulting, events, internal and external programs and online resources. 

Our specialities include Cultural Transformation | Business Strategy | Leadership Development | Facilitation | HR Consulting | Executive Coaching | Keynote Speaking | Online Programs | Licensing Programs | Online Resources | Emerging Leaders | Women in Leadership | Leadership Coaching Program | Masterclasses – Half and Full Day Leadership Workshops | Events | Mentoring Programs

LeadershipHQ is the headquarters of Great Leadership. We have our online resource centre and programs, leadership magazine and we have been named in the TOP 50 & 100 Leadership Blogs across the Globe for CEO’s, Entrepreneurs and Executives. 

Our clients include Thiess, Super Retail Group, Coles, Kane Constructions, McConaghy Properties, ARTC, Aurizon, Qantas, Virgin, Origin, Downer, Genie, CQU, Griffith University, Lend Lease, Vic Racing and SEQ Water.

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

 

 

The HR Problems 8 out of 10 Businesses are up against

The HR Problems 8 out of 10 Businesses are up against

A survey held by the Association for Talent Development that looked to discover what executives thought were their biggest HR concerns in terms of the skills their future talent will need to help them survive in the business world. 83% (or 8 out of 10) are facing a skills gap at present, and 78% foresee it occurring in the future. So, what are the skills that are in high demand now, and in the coming years as well?

Leadership

50% of the survey respondents expressed that they knew their organisations didn’t have adequate leadership strength to call off the bench, while 47% mentioned they were expecting, in the future, a gap in executive and leadership skills.

The fact is that companies still aren’t giving their employees adequate preparation for advancement into executive and other senior positions of leadership. It’s time to start investing in training and empowering staff so that they flourish in senior leadership roles, and that the company is in safe hands as each leader is succeeded.

Critical thinking

Critical thinking is the process of analysing an issue without emotion, looking at all the different perspectives and angles to get to a conclusion that is logical and sound. Critical thinking doesn’t happen automatically – after all, humans are emotional by nature – which is why it’s an extremely desirable and valuable skill that employers are looking for in their staff, whether current or prospective hires.

When team members have well-honed critical thinking skills, there’ll be a noticeable improvement in productivity, teamwork and employee relationships. It’s difficult to consciously disregard your irrational feelings, biases and self-interest, but you’ll be making yourself irresistible to employers.

Communication

Effective verbal and nonverbal communication is critical in any employee and organisation’s success. Positive communication helps with forging beneficial relationships with peers, leaders, clients and customers; encourages and improves teamwork, and ensures clarity with any ideas, suggestions and feedback.

Not a day goes by where we don’t communicate in some form or another, so building and improving on communication skills is essential in the business world.

It’s important to identify and close skill gaps as they are found, but things won’t really improve unless all key personnel, especially those in HR and senior management, are committed to the process. Don’t become part of the statistics; solving this HR problem is easier than you may think.
If your company needs help identifying and filling skill gaps in your organization, contact us at LeadershipHQ today for a consultation and see how we can help.
About LeadershipHQ

LeadershipHQ have helped 1000’s of small to medium sized organisations (sometimes corporates), teams and leaders. LeadershipHQ partner with businesses and leaders in building & delivering high impact

Leadership, People, Cultural and Business Strategies and Programs that ultimately improve the bottom line. We work with leaders and organisations across the globe transforming their leadership, culture and organisations with our cutting edge and results-driven strategies, assessments and diagnostics, leadership events, coaching and programs. 

We know Great Leadership means Great Results. We have a team of brilliant people across the Globe who work with organisations and clients to deliver great results and leadership. We are the innovators and thought leaders in Leadership and Strategy through our consulting, events, internal and external programs and online resources. 

Our specialities include Cultural Transformation | Business Strategy | Leadership Development | Facilitation | HR Consulting | Executive Coaching | Keynote Speaking | Online Programs | Licensing Programs | Online Resources | Emerging Leaders | Women in Leadership | Leadership Coaching Program | Masterclasses – Half and Full Day Leadership Workshops | Events | Mentoring Programs

LeadershipHQ is the headquarters of Great Leadership. We have our online resource centre and programs, leadership magazine and we have been named in the TOP 50 & 100 Leadership Blogs across the Globe for CEO’s, Entrepreneurs and Executives. 

Our clients include Thiess, Super Retail Group, Coles, Kane Constructions, McConaghy Properties, ARTC, Aurizon, Qantas, Virgin, Origin, Downer, Genie, CQU, Griffith University, Lend Lease, Vic Racing and SEQ Water.

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

Can You Afford the High Cost of Poor Leadership?

Can You Afford the High Cost of Poor Leadership?

Many of us have seen poor leadership in action – those bosses that drive away your colleagues and new hires in droves, possibly even forcing you to quit as well. You’re left wondering why the management hasn’t changed, even in the face of such poor employee retention. When leadership in a company is poor, millions of dollars are lost each year due to the way it affects customer satisfaction, staff retention and productivity. When only 30% of your employees are actively trying to do a good job, there’s a problem. We’ve gathered some statistics to show you just how much poor leadership really costs.

  • Between 9-32% of staff, turnover could be avoided with better leadership
  • Poor leadership can cost the typical company up to 7% of their total annual revenue
  • Improved leadership can eliminate the 5-10% drag in productivity that many organisations are operating with
  • 25% of staff quit because they don’t feel empowered by their leader
  • In a company of 250 that has 25% of its staff leave each year, with an average turnover cost of $5500 per staff member, this equals an annual turnover cost of $343,750!
  • These figures are the dollars lost in staff turnover due to poor leadership: Entry level – 30-50% of salary. Mid-level – 150% of salary. High level – 400% of salary

When poor leadership is ignored, every aspect of a company suffers. You’re not getting the best from your employees, many of whom are actively trying to ‘get back’ at their leaders through reduced performance. Customers sense (or can plainly see) staff unhappiness, leading to poor customer retention; it’s not just employee retention that suffers.

The culture of an organisation and business is so important, and ineffective leadership causes damage that cannot be repaired until the root problem is addressed. So how do we start improving the leadership within an organisation, and decreasing its high costs?

Contact the team at LeadershipHQ for a FREE Leadership Analysis at info@leadershiphq.com.au

Start investing in your leaders, and in turn, your employees, by providing opportunities for improvement in their leadership skills. Whether you decide to do this internally with your HR department or outsource to an external company, you’ll soon see the benefits – and so will your bottom line.

Culture changes don’t happen overnight, but it’s worth reassessing your goals, vision and mission to make sure they align with the new culture you’re wanting to introduce and grow – one where employees are led by the best, where they feel valued and appreciated, and want to put in their best efforts for the company. Investing in your leaders means your staff will start becoming more invested in their work, and in the company as a whole.

Companies can’t afford to pay the high prices of bad leadership, so it’s time to be proactive and start facing the problem head-on – can you and your staff continue to pay the price, both monetary and emotionally? Don’t drive away your best employees (and customers) with bad leadership.

About LeadershipHQ

LeadershipHQ have helped 1000’s of small to medium sized organisations (sometimes corporates), teams and leaders. LeadershipHQ partner with businesses and leaders in building & delivering high impact

Leadership, People, Cultural and Business Strategies and Programs that ultimately improve the bottom line. We work with leaders and organisations across the globe transforming their leadership, culture and organisations with our cutting edge and results-driven strategies, assessments and diagnostics, leadership events, coaching and programs. 

We know Great Leadership means Great Results. We have a team of brilliant people across the Globe who work with organisations and clients to deliver great results and leadership. We are the innovators and thought leaders in Leadership and Strategy through our consulting, events, internal and external programs and online resources. 

Our specialities include Cultural Transformation | Business Strategy | Leadership Development | Facilitation | HR Consulting | Executive Coaching | Keynote Speaking | Online Programs | Licensing Programs | Online Resources | Emerging Leaders | Women in Leadership | Leadership Coaching Program | Masterclasses – Half and Full Day Leadership Workshops | Events | Mentoring Programs

LeadershipHQ is the headquarters of Great Leadership. We have our online resource centre and programs, leadership magazine and we have been named in the TOP 50 & 100 Leadership Blogs across the Globe for CEO’s, Entrepreneurs and Executives. 

Our clients include Thiess, Super Retail Group, Coles, Kane Constructions, McConaghy Properties, ARTC, Aurizon, Qantas, Virgin, Origin, Downer, Genie, CQU, Griffith University, Lend Lease, Vic Racing and SEQ Water.

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

Top HR Trends for 2019

Top HR Trends for 2019

Eric Swenson, leadership and workforce strategist and author of The Five A’s of Great Employees and Managing People in the 21st Century hosted a webinar for Ascentis.com that provided insights into what he believes will be Human Resources’s top trends in 2019, and how to face the changing world of Human Resources.

Technology continuing to increase

As businesses try to keep up with the almost constant increases in workplace technology and utilise them to improve their training, recruiting, engagement and other facets of HR-related activities, the HR professional must realise (if they haven’t already) that technology will be their new best friend when it comes to workplace relations. Innovation and productivity will be driven by technology, aided by those in HR who embrace the advantages that said technology gives them.

Adapting to the changing workforce

It’s already occurring in many companies around the world, and as more Millennials enter the workforce, they bring with them the desire for working remotely, including overseas, to maintain a better balance between life and work. Businesses need to be prepared to offer opportunities to work remotely and adapt their HR functions to suit this new workforce. Training, team-building, recruiting and more will require innovation to keep productivity at acceptable levels.

Reconnecting with your employees

With more and more people working remotely, it can be hard for them to fully engage and feel part of the company’s culture without being physically surrounded by it. HR needs to get creative this year, to help ensure that the culture of your company is integrated into everything your employees go through, whether it’s in the recruiting process or retention.

Leaders encouraging innovation

The ‘do as I say, not as I do’ manager’s days are numbered in 2019, as leaders who are vulnerable, authentic, brave and open continue to get the best from their employees. Improve productivity and employee satisfaction by providing chances for them to use their skills and strengths, to work autonomously and have a bigger say in company goings-on

Continuing to stand for equality

In this era of #metoo, it’s more important than ever for HR representatives to be aware of workplace harassment; how to address it in the workplace and helping women in new leadership roles feel comfortable.

Be willing to take on those less skilled

When struggling to fill positions, you’ll need to look at those applicants who aren’t as educated or skilled and be ready to up-skill and train them for the roles that need filling. Many applicants aren’t as formally qualified as previous generations (for a number of reasons) so this means taking a chance if you want more employees.

Providing a purpose

Millennials, especially, are more productive and likely to remain with the company if they’re able to find meaning and purpose in what they do. To keep up with this and retain your best employees, as an HR professional you’ll need to be evaluating your corporate responsibility and the social purpose your business serves regularly, to make sure they align with the organisation’s goals and values.

Leadership is changing (our research)

Organisations and HR must radically rethink all of their stakeholder interactions, especially those involving their human capital. This includes how to acquire, deploy, develop and retain their people. Bold leadership characteristics will be required to ensure your business adapts and thrives. From our research, we’ve distilled the following competencies that we think will be critical for the 2019 Leader: 

  • Collaborative Orientation
  • Developer of People
  • Emotional Intelligence
  • People Management
  • Courageous Leadership
  • Learning Agility
  • Global Mindset
  • Cultural Agility
  • Future Focus
  • Leading Change
  • Innovative/Creative Champion
  • 360 Communicator

What are your organisation and L& D teams doing to prepare your current and future leaders and how many of these competencies are being developed? This is where LeadershipHQ can help!

We need to be adaptable as the workplace continuously changes, to ensure they can keep the organisation on the right track so that the company isn’t left behind. Reflection and evaluation need to be practised regularly to stay on top of the game and determine the effectiveness of your strategies.

For more information please read these great white-papers from HR World and PwC too.

Let me know your thoughts or any other trends you are seeing.

Author – Sonia McDonald

Sonia McDonald is one of Globe’s leading leadership executive coaches and keynote speakers, as well as an advisor, thought leader, and author. She’s also CEO and founder of LeadershipHQ and has been named as one of the Top 100 Australian Entrepreneurs and Top 250 Influential Women in the world. LeadershipHQ are leading the way in leadership and work with Organisations and Businesses such as Qantas, Thiess, Super Retail Group, Brickworks, Kane Constructions, Bartons, EY, Maurice Blackburn, Grant Thorton, and Minter Ellison. LeadershipHQ partner with businesses in building great leadership and people development through their cutting edge and high impact leadership programs, coaching, workshops, resources and events.

Sonia has worked, coached and spoken in front of people around the world, encouraging them to succeed by reaching their full potential and inspiring leadership greatness. Sonia has written several books on leadership: Leadership Attitude, Just Rock It! and Neuroscience of Leadership, and she writes regularly for publications such as The Australian, HRD Magazine, Smart Healthy Women and Women’s Business Media. She has been published in BBC Capital, The Australian, HRD Magazine, Business Insider and Richtopia. She has spoken at numerous leading conferences, companies and events across the world with her vision to create authentic, kind and courageous leaders and organisations.

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