Archive for the Category ◊ Uncategorized ◊

Author:
• Thursday, February 02nd, 2017

 

vive la france

The French have got it right! Their new laws mean that any organisation with more than 50 employees needs to determine hours when their employees should not send or reply to emails.

Emails are a constant drain on our attention in the workplace and need to be managed better. But now they have become a constant drain on our attention outside of the workplace as well. Like it or not, many managers expect their people to answer emails immediately. Wherever they are. And it also seems that we, as workers just can’t help ourselves from picking up that smart phone when the email ping is calling.

I spoke about it on radio here: Click Here to Listen

And this must be impacting relationships, work-life balance and stress in general. I wrote an article earlier about how 80% of kids notice that their parents bring work stress home with them.

What do you think? Good or bad? Should we have to implement a law for this or should we just be more understanding or people’s personal time?

 

Author:
• Thursday, November 24th, 2016

disappointed-1024x683

How are those 2016 goals working out for you? I’ve got some news for you, but most people don’t want to hear it.

There are only three reasons that you fail to make progress towards your goals. Yes – it’s that simple. But people are going to deny it.

The first two reasons are the most important – and the ones that people don’t want to face. The third reason is really just a caveat. So let’s scrap the third reason.

There are only two reasons you fail to progress towards your goals.
In. Anything.

Either:
a) You’re not doing the work, or
b) You’re doing the wrong work

That’s it. Nothing else is stopping you. Whether you want to get a promotion, make more sales, qualify for your bonus or lose ten kilos. If it’s not happening for you, it’s because of one of those things.

So here’s what you need to do. And I KNOW this sounds really simple, but I am really frustrated with a bunch of people I’ve been working with, so I’m going to spell it out.

First – find out what the ‘right work’ is. Because if you want to make more sales, but you’re only making three sales calls a week, then getting buried in admin – it’s probably not going to happen. Or if you want a brilliant team, but you aren’t doing one-on-ones with your staff at least once a month – it’s probably not going to happen.

So, find out what the BEST people in your world are doing. Whether that’s sales, or losing weight, or leadership, or whatever. And then do it even better than them.

Secondly. Commit and work relentlessly on making it happen. You can’t make those 10 sales calls every other week – it has to be every week. Don’t make excuses why you can’t get out the door and exercise, because you’re too busy – just make it happen. Don’t cancel those one-on-ones with your staff because you have too many emails to answer. Prioritise it and Get. It. Done.

And don’t lie to yourself and other people that you’re doing it, when you’re actually NOT.

What’s the third reason? The third reason is that your goals are out of your control. But this rant assumes that you set controllable, smart goals anyway. So forget it.

Author:
• Thursday, September 03rd, 2015

 

Portrait of a young businesswoman

When we think of teams, motivating people to do their best work, setting goals, targets and KPI’s. We generally ask the question: What do we need to achieve? But creating a team that really works hinges on also answering a really simple, possibly more important question:

Who do we want to be?

Answering this will set the context for standards and behaviours that we want our team to engage in.

Of all the things that leaders do, the hardest thing they will face is holding people accountable for behaviours. Leaders are generally ok at managing results. These are black and white – you either achieved them or you didn’t, and it’s plain and simple for all the world to see.

But behaviours are different. They are subjective, open to interpretation and Leaders often feel like they are making a personal attack – or possibly a HR nightmare – if they reprimand their staff on the basis of what they are seen to do (or not do).

But the reality is that your team wants you to manage unproductive behaviours. They see them clear as day and they want you to do something about it. And if you don’t…. well, they draw their own conclusions.

So why do we find it so hard? There is one major culprit:

 

The Behaviours aren’t Clear

This is the number one reason, even if you don’t realise it. In the same way that we couldn’t hold people accountable for their results if we don’t set KPI’s, budgets and targets, we also can’t hold people accountable for behaviours if we don’t set clear expectations.This is where that simple question comes in:

Ask your team to honestly tell you who they want to be.

Do we want to be the best customer service division in the company?

Do we want to be known as the team that gets things done?

Do we want to be the business unit that everyone wants to work for?

We call this ‘Team Brand.’ Do this collaboratively. It is far more powerful coming from them than it is coming from you.

From here it gets simple (kind of). If this is who we want to be, then what behaviours should we be engaging in that represents this? Identify the behaviours that would make your team achieve their ideal brand.

You might also want to talk about behaviours that the team is currently exhibiting that undermines this ‘Team Brand’. What behaviours do you need to stop doing? These are just as important – and sometimes more important – than the new ones we want to see.

Creating this level of clarity and engagement allows you to manage these behaviours far more effectively. Not only are they becoming clear; they don’t just represent the things you want the team to do, they represent the things the team wants everybody to do.

(for LinkedIn and Teamcorp Blog)

 

** Our leading for high performance program shows leaders exactly how to make this happen. If you want to know more about the program, click here http://www.teamcorp.com.au/WHAT-WE-DO/Our-Programs/Programs-for-Leaders-and-Teams/Leading-for-High-Performance.html

Author:
• Monday, April 20th, 2015

hi perform

High performers have a few things in common that most of us neglect on a daily basis. The good news? These things are really simple. Here are three things that will help you perform better at work every single day:

Move Your Body

Exercise does some amazing things for our performance. Most importantly, it helps train our little ‘energy generators’ within our cells – our mitochondria – to use and produce energy more efficiently. This makes sure that we have enough energy to stay focussed, control our moods, and choose productive behaviours. When we are fatigued, all of these capabilities suffer.

How you can apply it:

You don’t have to be an elite marathon runner, but you just have to make sure that you are moving every day. This can be in the form of structured workouts like running, walking, cycling or any other typical forms of exercise, or it can simply mean walking to work, taking the stairs more often, or finding a way to get your 10,000 steps down every day.

 

Have a Plan:

If you have an hour to complete a task, you’ll probably take an hour. If you schedule two tasks for that hour period, then you can probably get those done too. When we are not sure what we need to accomplish every day, when we make it up on the fly, we tend to take more time to get things done. However, when we really plan out our day and have specific, realistic task lists that are well prioritised and achievable, then we get more of the important things done. This plan also removes the decision making process. When we deliberate about what we are going to do, we don’t only waste time, but we habitually choose the easiest thing.

How You Can Apply It:

Take 10 minutes at the start of your day to map out the tasks you need to complete. Allocate a time to do each of these tasks, and if you can’t fit them into the day, then re-prioritise them for another day. If you regularly do NOT complete your day’s tasks, then you seriously need to look at what you are scheduling.

Switch On. Switch Off.

High performers realise that we can’t actually work at full capacity all day. Our physiological limit of full intensity is about 90 minutes. After this most measures of performance begin to suffer: problem solving ability, attention, reaction time…. you name it, it starts to falter. High performers work at full intensity for short periods, then take moments to recharge in order to be able to work at full intensity again.

How You Can Apply It:

Divide your day into blocks, no longer than 90 minutes each. Some blocks might be shorter due to meetings etc. When you plan your day (above) slot the tasks into these blocks of time, and work with intensity, blocking out distractions and resisting the urge to multitask. Between these blocks on intensity, take 10-15 minutes to recharge: go for a walk, fill your water bottle or get a coffee.

 

These are just some of the key things that greatly influence our performance and productivity. Incorporate these into your schedule on a daily basis, and you’ll find that your ability to get more done in less time will greatly improve.

 

 

 

 

Author:
• Wednesday, March 20th, 2013

Time Zones – Wake Up Call 

curtain_morning_s

To adjust to a new time zone, your morning routine is absolutely paramount. Sunlight is our body’s key indicator that it’s time to wakeup. Leave your hotel room curtains open so that the sun comes in in the morning – this will help your body clock adjust.

The other key indicator is breakfast. Food and coffee wake us up by kick-starting our metabolism, and if you eat breakfast at 7am at home, try to eat at 7am at your destination.

So, ideally, find a place in the sun and enjoy your usual breakfast, at your usual time.

Author:
• Monday, November 15th, 2010

Being outdoors doesn