Renee Giarrusso's Blog, page 8

47. The Art and Science of Maximising the Potential of Teams That Swear

Adrian Baillargeon, the author of “Teams that Swear,” is a leadership team performance expert with expertise in team dynamics and workplace culture. His work explores the impact of language on team cohesion and performance, offering valuable insights into how swearing and communication patterns influence teams.

Baillargeon is a respected thought leader through his research, publications, and consulting, inspiring organizations to optimize their teams' effectiveness and foster a more productive and harmonious workplace.

Key Take Aways:

Leading teams effectively requires understanding what drives each team member and aligning their goals with the team's vision. A successful leader fosters strong relationships and provides clarity, creating cohesion among team members and ultimately leading to a shining team.

Before a leader and a team can be at their best, each person in that team needs to know what they need to be at their best and make sure that that's part of their regular routine.A great model for high performance in teams contains two important things – the need for relationships and clarity. In a team where you have a great level of maturity and alignment in terms of the relationships amongst the group, there's lots of clarity, creating cohesion amongst teams.Embracing diversity of thought and conflict positively contributes to the team's growth, allowing them to overcome challenges effectively and harness their collective power.

Contact Adrian:

Adrian Baillargeon WebsiteAdrian Baillargeon InstagramAdrian Baillargeon LinkedIn

Enjoy This Podcast?

Leadership in changing times can be difficult, but you can adopt certain traits to get your team through it. You can also join mentorship programs to gain the skill you need.

Post a review and share it! If you learned something by tuning into this podcast, do not hesitate to write a review and share it with your friends! The world needs more people with the drive and leadership qualities to make the world a better place. We need strong leadership skills and a learner’s attitude today more than ever.

For more updates and episodes, visit and subscribe to the Limitless Leaders podcast page!

Have any questions? You can contact me through these platforms:

Company website   Instagram   Facebook   LinkedIn   

To leading the future,

Renée

47. The Art and Science of Maximising Team Potential

Adrian Baillargeon, the author of “Teams that Swear,” is an organizational psychologist and leadership consultant with expertise in team dynamics and workplace culture. His work explores the impact of language on team cohesion and performance, offering valuable insights into how swearing and communication patterns influence teams.

Through his research, publications, and consulting, Baillargeon is a respected thought leader, inspiring organizations to optimize their teams’ effectiveness and foster a more productive and harmonious workplace.

 

Key Take Aways:

Leading teams effectively requires understanding what drives each team member and aligning their goals with the team’s vision. A successful leader fosters strong relationships and provides clarity, creating cohesion among team members, and ultimately leading to a shining team.

Before a leader and a team can be at their best, each person in that team needs to know what they need to be at their best and make sure that that’s part of their regular routine.A great model for high performance in teams contains two important things – the need for relationships and clarity. In a team where you have a really high level of maturity and alignment in terms of the relationships amongst the group, there’s lots of clarity; and clarity creates cohesion amongst teams.Embracing diversity of thought and conflict positively contributes to the team’s growth, allowing them to overcome challenges effectively and harness their collective power.

 

Contact Adrian:

Adrian Baillargeon WebsiteAdrian Baillargeon InstagramAdrian Baillargeon LinkedIn

 

 

Enjoy This Podcast?

Leadership in changing times can be difficult, but you can adopt certain traits to get your team through it. You can also join mentorship programs to gain the skill you need.

Post a review and share it! If you learned something by tuning into this podcast, do not hesitate to write a review and share it with your friends! The world needs more people with the drive and leadership qualities to make the world a better place. We need strong leadership skills and a learner’s attitude today more than ever.

For more updates and episodes, visit and subscribe to the Limitless Leaders podcast page!

Have any questions? You can contact me through these platforms:

Company website   Instagram   Facebook   LinkedIn   

To leading the future,

Renée

46. Leveraging ChatGPT in Your Life and Leadership

Donna McGeorge is a renowned productivity expert, best-selling author, and international speaker. Donna is known for her expertise in helping individuals and organizations improve their productivity and work-life balance.

She has extensive experience in coaching and training professionals, offering practical strategies and tools to maximize efficiency and effectiveness.

Donna believes that productivity is not just about working harder but also about working smarter. Her strategies often involve leveraging technology, streamlining processes, and cultivating effective habits to help individuals and teams accomplish more in less time.

You can watch the podcast here or click the image below, or you can listen on your favourite platforms.

Key Take Aways:

When we tap into the power of AI tools, we gain the ability to gather data from numerous sources with ease. By combining our human expertise with AI technology, we open up possibilities for increased productivity in both our personal and professional lives.

Crafting great prompts in ChatGPT sets the stage for obtaining better and good-quality responses.When humans and ChatGPT work together, it results in a 37% increase in productivity that allows you to effortlessly reclaim more than a day’s worth of work.Leaders who aren’t already exploring AI, understanding its potential, and thinking about enterprise-wide solutions for their organizations – if they are not doing that or getting someone in their team to do it – they will be left behind.Embrace AI or ChatGPT as a tool that can help you work smarter and make your life easier.

Contact Donna:

Website: www.donnamcgeorge.com

If you would like a copy of Donna's worksheet, click here or on the image below to download a copy of Donna's free worksheet – Getting it to work for you!

Enjoy This Podcast?

Leadership in changing times can be difficult, but you can adopt certain traits to get your team through it. You can also join mentorship programs to gain the skill you need.

Post a review and share it! If you learned something by tuning into this podcast, do not hesitate to write a review and share it with your friends! The world needs more people with the drive and leadership qualities to make the world a better place. We need strong leadership skills and a learner’s attitude today more than ever.

For more updates and episodes, visit and subscribe to the Limitless Leaders podcast page!

Have any questions? You can contact me through these platforms:

Company website   Instagram   Facebook   LinkedIn   

To leading the future,

Renée

Are We Punishing Our High Performers?

Many high-performing clients I am working with tell me they feel punished.

Punished for what you may be thinking?

In their words, they were punished for high performance, over achieving and exceeding expectations.

Here are a few examples of how many high performers feel they are being punished.

Increases in the number and bottom line they need to achieve.Unrealistic expectations are set around KRAs.High pressure and stress, given more to do with less resources.Lack of professional development (Why invest when they are performing?)Limited growth opportunities as there is nowhere to move, and they are kept in a role they are exceeding in.Lack of individual support as they may seem not to need it.

In the workplace, high performers are typically not punished. Instead, they are rewarded, recognised, and even given opportunities for promotion or further learning and development to maximise growth and succession.

However, the world has changed, and so have the many ways of working, including this common challenge of being punished instead of rewarded when performance is high.

We all know the importance of being recognised and appreciated in the workplace.

When people feel appreciated, there are many benefits, and research shows that people with strong relationships at work are 61% less likely to want to switch jobs.

Here are a few reasons why high performers may be encountering difficulties:

Work-Life balance: Many high performers have a full focus on their careers and tend to prioritise work over family, social life, and wellbeing. This can lead to burnout, mental health issues and a constant strain on their wellbeing and relationships.

Cultural Dynamics: Certain workplace cultures do not fully understand, appreciate, or recognise contributions from high performers. This can result from a lack of performance evaluation systems, a lack of feedback and coaching to understand performance and sometimes even bias.

Growth opportunities: The opportunity to grow can be stunted for individuals that exceed expectations. Often there may be no succession plan, or they are kept in a holding pattern as their manager may see them as irreplaceable and keep them in the same role.

Resentment from others: Sometimes, peers or colleagues can become envious or even threatened by the success a high performer may have. This can stifle deep and meaningful interactions and relationships at work.

Many high performers will not experience these challenges, which is my hope; unfortunately, there are many people experiencing these as I write this article.

So how can leaders and organisations reward high performers?

We can approach this from many angles, depending on the organisational structure, culture, resources, and overall objectives.

Here are a few ideas:

Recognition and Gratitude: Show you appreciate high performers and let them know.
• Compliment high performers on the fly; don’t always wait until the time is right.
• Spend 1:1 time providing feedback and coaching to understand where your high performer is at.
• Individually or as a team, kick off team catch-ups with the question, “Who and what are you grateful for?”
• Introduce “Win Wednesdays”, where each team member shares a win, big or small and who and what helped them achieve this.

Projects that challenge: Get high performers to lead high impact projects that challenge them and keep them motivated. This shows that you trust their abilities and keeps them challenged.

Succession Plan: Every person should have a succession plan. Make sure you take the time to understand where high performers want to go. Look at a pathway and increased responsibilities that serve the high performer, not just new KRA’s that are bigger than before.

Self-Development: Many high performers love to grow and be stretched. Make sure they are provided with professional development. This could be training on specific skills, leadership courses, a personal coach or mentor or attending industry association events. Investing in this shows you are committed to their continuous learning, growth, and success. Utilise high performers to teach others and replicate success.

Balancing work and life: It’s important to recognise that work isn’t life, and life isn’t work.
Many high performers put pressure on themselves to keep performing and achieving. Ensure they take their annual leave; reward them with a well-being day or fun team activity. Make sure you are offering flexible work arrangements, including remote work options. I always say to watch the work and not the clock.

The way to reward high performers, whether they are your direct report, a peer, or a colleague, will vary from person to person. We need to understand each person at a human level and know what they like and what motivates and energises them.

Regular conversations, open communication and feedback are the best way to start.

High Performers, which could be you, are needed to make workplaces exceptional places to work and thrive.

Are you rewarding or punishing high performers in your workplace?

It’s Time to Flip Performance Reviews to Performance Previews

Can you believe we are mid-way through 2023!

What an opportune time to take stock, celebrate what we have achieved and planned and reset for what lies ahead.

It’s a great time of year to assess where you are, and if you’re leading a team, connect with them individually via one-on-one sessions.

There is talk of performance reviews being obsolete, but 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; I liken these to servicing your car. 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 I call them) should be effortless, and there shouldn’t be any surprises. Coaching ensures ongoing and consistent feedback, resulting 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, curiosity and ongoing growth to maximise performance.

Feedback is a great vehicle to promote self-awareness in and out of the workplace. Be open to giving and receiving it so you can expand your self-awareness and 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 usually already decide 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 deciding.

Externally motivated people tend to like and need feedback.

Many senior leaders I come across are internally focused, especially if they have been in a role for a long time. They rely on their intuition and experience rather than seeking feedback from others. The danger with 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 instead of privately.

The How and When of Feedback

When conducting performance reviews, there should be a focus on “previewing” what’s next instead of doing a total review of 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 of 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:

Where are you now?What’s available to you?Where do you want to be?How will you get there?How will you know you are getting there?

I’m a huge advocate of learning from the past, and the last few years have 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.

New Year Cleanse

1:1 90-minute Coaching Session
Being midway through 2023 and with the EOFY coming up for many of us, what better time than now to reflect, reset and refocus?

This one-off Coaching session is for Coaches, Thought Leaders, Business owners and Executives.

This 90-minute 1:1 session with lead coach Renée Giarrusso will coach you through strategies to reflect and reset and uncover possibilities and insight to maximise who you are and where you are going.

This session includes an emotional healing immersion which will help you explore who you need to be and what you need to do to achieve what is important to you.

Places are limited; please contact admin@reneegiarrusso.com to register your interest.

Executive Coaching Places are open for July

You know where you want to go, and you may already be successful in your role or business.

Sometimes you question WHAT it is that you need to do and HOW you are going to get there. It’s difficult to recognise your blind spots or get out of your head.

We have Executive Coaching programs for either 12 or 18-month programs.

Find out more about our Executive Coaching Programs here.

Renée’s enthusiasm for coaching, leading and mentoring is all about taking you and your team on a journey of discovering self and leading your team to higher results. The delivery from Renée is always on point and comes from a place of wanting people to succeed at work and life in general. I can’t recommend Renée highly enough if you want to improve self and take your business and teams to the next level. I look forward to working with you again soon.
– Tony Gall, Regional Sales Manager, North, Metricon Homes

Ready to ramp up Emotional Fitness in your team and organisation?

Create future-fit, encouraging, adaptable, and resilient leadership teams – even under pressure. While most businesses are good at optimising practical skills, Emotional Intelligence (EQ) is often overlooked. EQ is a key “soft skill” that needs to be deepened and developed and is the new psychology of leadership.

Emotional-social intelligence is a cross-section of interrelated emotional and social competencies, skills and facilitators that determine how effectively we understand and express ourselves, understand others and relate with them, and cope with daily demands” Bar-On 2005

Are you ready to develop Emotional Fitness in your leaders and organisation?

Find out more about our Emotional Intelligence in-house Program here.

Lead to be limitless…

Limitless Leaders Executive Coaching – Limited Places Now Open

If there is one key topic that lights me up, it is coaching. Coaching is the vehicle to achieve what I am extremely passionate about, and that is, helping people realise and achieve what is possible.

Coaching is often looked at as a complex and challenging practice when it is simply a process of delegating thinking to others to empower them and create a space of ownership.

Many leaders put off coaching or think they are coaching when, in fact, there is a lot of “telling” going on. My question to them is: “If not now, when?”

When leading in a hybrid environment, connection can be stifled. There tends to be a focus on team catch-ups which is great, but often at the expense of 1:1 and group coaching. Either virtually or physically, face-to-face coaching can be done 1:1, formally or informally to a group.

International Coaching Federation studies have found that organisations that have a solid coaching program in place can enjoy:

70% improvement on overall work performance

51% increase in team effectiveness

80% increase in self-confidence

73% had improved relationships at work

72% had improvement in their communication skills

67% had improved work-life balance

For over 17 years, my team and I have professionally coached hundreds of leaders and managers at all levels with key objectives and outcomes diagnosed prior to the first session.

Our Limitless Leaders Executive Coaching program is run at all levels, from Emerging Leaders to C Suite.

Some common topics we coach on include:

Effective communicationWellbeing & MindsetGaining influence and buy-inLeadership tools and enablersEmotional & Social IntelligenceSelf-confidenceLeading with strengthsUnderstanding self-motivation and that of othersStrategic thinkingWorking & leading remotelyProductivity and self-ManagementDelegation & CoachingConflict resolution/leading boldlyTransition and succession planning

I have been working with Renée for several years, and the value added to my business is immense. Renée has a unique energy and genuine talent rarely seen. With her leadership experience, you will get your teams and yourself to make the step from good performance to amazing performance. Renée’s understanding of leadership, demonstrated from her personal experience both working in and working on a broad spectrum of businesses, has made her one of the best trainers, coaches, and speakers you can get. I would recommend you discover just how effective Renée is.

– Darryl O’Neill-General Manager-Sales at Kagome Australia

All of our 1:1 Limitless Leaders Executive Coaching Programs include:

RocheMartin Emotional Intelligence Profile iWAM (Inventory of Work, Attitudes & Motivation) Assessment

These powerful tools create deep insight, actionable learnings and fast-track results within the coaching program.

We empower our clients to think for themselves and come up with their own solutions that result in high accountability, buy in and a focus on embedding actions back on the job.

Having an external coach can help you to challenge the status quo and have a collaborative partner outside of the organisation. This is powerful when aligned with internal development initiatives and support from the manager.

We have just opened up 5 NEW places for our 1:1 Limitless Leaders Executive Coaching Program.

This powerful and proven 1:1 Coaching program will kick off June/July.

What development plans do you have in place for you or leaders in your team?

Click here for more details on the Limitless Leaders Coaching program.

Lead to be limitless…

Book a discovery call with Renée to find out more. Click here to have it scheduled.

Or call Renée on +61 3 9015 9444.

Coaching is simply delegating thinking, which empowers others and gives you the time back to do what matters!

If there is one key topic that lights me up, it is coaching. Coaching is the vehicle to achieve what I am extremely passionate about, and that is, helping people realise and achieve what is possible.

Coaching is often looked at as a complex and challenging practice when it is simply a process of delegating thinking to others to empower them and create a space of ownership.

Many leaders put off coaching or think they are coaching when, in fact, there is a lot of “telling” going on. My question to them is: “If not now, when?”

When leading in a hybrid environment, connection can be stifled. There tends to be a focus on team catch-ups which is great, but often at the expense of 1:1 and group coaching. Either virtually or physically, face-to-face coaching can be done 1:1, formally or informally to a group.

International Coaching Federation studies have found that organisations that have a solid coaching program in place can enjoy:

70% improvement on overall work performance

51% increase in team effectiveness

80% increase in self-confidence

73% had improved relationships at work

72% had improvement in their communication skills

67% had improved work-life balance

For over 17 years, my team and I have professionally coached hundreds of leaders and managers at all levels with key objectives and outcomes diagnosed prior to the first session.

Our Limitless Leaders Executive Coaching program is run at all levels, from Emerging Leaders to C Suite.

Some common topics we coach on include:

Effective communicationWellbeing & MindsetGaining influence and buy-inLeadership tools and enablersEmotional & Social IntelligenceSelf-confidenceLeading with strengthsUnderstanding self-motivation and that of othersStrategic thinkingWorking & leading remotelyProductivity and self-ManagementDelegation & CoachingConflict resolution/leading boldlyTransition and succession planning

I have been working with Renée for several years, and the value added to my business is immense. Renée has a unique energy and genuine talent rarely seen. With her leadership experience, you will get your teams and yourself to make the step from good performance to amazing performance. Renée’s understanding of leadership, demonstrated from her personal experience both working in and working on a broad spectrum of businesses, has made her one of the best trainers, coaches, and speakers you can get. I would recommend you discover just how effective Renée is.

– Darryl O’Neill-General Manager-Sales at Kagome Australia

All of our 1:1 Limitless Leaders Executive Coaching Programs include:

RocheMartin Emotional Intelligence Profile iWAM (Inventory of Work, Attitudes & Motivation) Assessment

These powerful tools create deep insight, actionable learnings and fast-track results within the coaching program.

We empower our clients to think for themselves and come up with their own solutions that result in high accountability, buy in and a focus on embedding actions back on the job.

Having an external coach can help you to challenge the status quo and have a collaborative partner outside of the organisation. This is powerful when aligned with internal development initiatives and support from the manager.

We have just opened up 5 NEW places for our 1:1 Limitless Leaders Executive Coaching Program.

This powerful and proven 1:1 Coaching program will kick off June/July.

What development plans do you have in place for you or leaders in your team?

Click here for more details on the Limitless Leaders Coaching program.

Lead to be limitless…

Book a discovery call with Renée to find out more. Click here to have it scheduled.

Or call Renée on +61 3 9015 9444.

45. The Power of Thinking About The Way we Think

Michael Bartura is the founder and chief happiness officer of Healthy Habits Coaching. His business focuses on providing mindfulness-based coaching and training to executives and teams.

The core of his work revolves around the concept of positive neuroplasticity, which involves rewiring the brain to be more open and engaged rather than fear-driven.

Michael has successfully facilitated programs for individuals and groups seeking fulfilment and happiness, addressing their needs for grounding, purpose, and meaning. Renée is excited to have Michael as a guest on the Limitless Leaders Podcast, highlighting the alignment between his work and the RG Dynamics focus on unlearning, relearning, and evolving.

You can watch the podcast here or listen on your favourite platforms.

Key Take Aways:

Our brains are wired to focus on potential threats and dangers rather than the positive aspects of our surroundings. When going through change, it is helpful to shift our focus towards what we already have rather than what is missing.

Adopting a range of strategies can help us lean away from negative tendencies and embrace positive ones.Practising self-inquiry and questioning the reality of our fears can bring awareness to the fact that most of our worries are based on projections and thoughts rather than actual dangers.Developing the ability to distinguish between real and imagined threats is crucial. Additionally, considering whether our current struggles will matter in the long run can help put things into perspective.Embracing positive neuroplasticity involves training our minds to notice and appreciate the good experiences that happen throughout the day. By consciously focusing on the positive, we can shift our perspective and enhance our overall well-being.

Contact Michael:

LinkedIn:  Michael

E-mail: michael@positiveneuroplasticity.com.au 

 

Enjoy This Podcast?

Leadership in changing times can be difficult, but you can adopt certain traits to get your team through it. You can also join mentorship programs to gain the skill you need.

Post a review and share it! If you learned something by tuning into this podcast, do not hesitate to write a review and share it with your friends! The world needs more people with the drive and leadership qualities to make the world a better place. We need strong leadership skills and a learner’s attitude today more than ever.

For more updates and episodes, visit and subscribe to the Limitless Leaders podcast page!

Have any questions? You can contact me through these platforms:

Company website   Instagram   Facebook   LinkedIn   

To leading the future,

Renée

45.The Power of Thinking About The Way we Think

On this Episode:

Michael Bartura is the founder and chief happiness officer of Healthy Habits Coaching. His business focuses on providing mindfulness-based coaching and training to executives and teams. The core of his work revolves around the concept of positive neuroplasticity, which involves rewiring the brain to be more open and engaged rather than fear-driven. Michael has successfully facilitated programs for individuals and groups seeking fulfillment and happiness, addressing their needs for grounding, purpose, and meaning. The interviewer expresses excitement about having Michael on this podcast episode, highlighting the alignment between his work and their focus on unlearning, relearning, and evolving.

Key Take Away:

Our brains are wired to focus on potential threats and dangers rather than the positive aspects of our surroundings. When going through change, it is helpful to shift our focus towards what we already have rather than what is missing. Adopting a range of strategies can help us lean away from negative tendencies and embrace positive ones. Practicing self-inquiry and questioning the reality of our fears can bring awareness to the fact that most of our worries are based on projections and thoughts rather than actual dangers. Developing the ability to distinguish between real and imagined threats is crucial. Additionally, considering whether our current struggles will matter in the long run can help put things into perspective. Embracing positive neuroplasticity involves training our minds to notice and appreciate the good experiences that happen throughout the day. By consciously focusing on the positive, we can shift our perspective and enhance our overall well-being.

 

Contact Michael :

LinkedIn:  Michael

E-mail: michael@positiveneuroplasticity.com.au 

 

Enjoy This Podcast?

Leadership in changing times can be difficult, but you can adopt certain traits to get your team through it. You can also join mentorship programs to gain the skill you need.

Post a review and share it! If you learned something by tuning into this podcast, do not hesitate to write a review and share it with your friends! The world needs more people with the drive and leadership qualities to make the world a better place. We need strong leadership skills and a learner’s attitude today more than ever.

For more updates and episodes, visit and subscribe to the Limitless Leaders podcast page!

Have any questions? You can contact me through these platforms:

Company website   Instagram   Facebook   LinkedIn   

To leading the future,

Renée

The 5 Barriers Holding Organisations Back from Collaborative Communication

One of the biggest challenges in achieving collaborative communication is managing different communication styles and perspectives.

Overcoming these challenges requires active effort from team members to listen, be open to new ideas, and adopt flexible communication styles that work for everyone.

In today’s world, with the rise of flexible work environments and the widespread use of digital communication tools, there are several barriers to effective communication that need to be addressed.
​

1. Diminished connection in a hybrid environment
2. Being mentally absent in conversations
3. Ignorance to diversity of thought
4. Fear of speaking up
5. Underappreciation of skills & experience

What’s needed is a shift in thinking around how we approach communication and work more broadly.

We believe that organisations need to put people and relationships before process and progress.

To help organisations do just that, Shelly Flett, and I co-authored our Whitepaper resource Communication Breakdown – The 5 barriers holding organisations back from collaborative communication.

 

We know one of the biggest challenges in achieving collaboration is managing different communication styles and perspectives.

Shelly and I believe that organisations need to put people and relationships before process and progress.

Download your copy now!

Good teams become great ones when the members trust each other enough to surrender the Me for the We” ~ Phil Jackson