Renee Giarrusso's Blog, page 9

How To Transition To Leading The Team You Were Once In

The best way to find yourself is to lose yourself in the service of others.

Recently I was working with a team of senior leaders exploring their leadership brand and ways to create and foster Limitless Teams within their organisation. When delving into their brand, we looked back to where their journey had begun, and this led to the discussion of the times when they were promoted to a leadership position from within the team in which they were already working.

Seven out of the thirteen leaders, including myself, had, at some time, been through this experience, one easily labelled as challenging.

Transitioning from being part of a team to then being empowered and entrusted to lead that very team can be a daunting and unsettling experience. It can also be one of the most empowering opportunities if handled and approached in the right way.

We discussed how we could create an identity shift from being “in” the team to now “leading” the team. What surprised me was that four of the seven leaders had had an email announcement of their new role sent out, and on Monday, their titles were changed, and they “slipped” into the role. When I asked how that turned out, the response was it had been a lot of hard work and back peddling and had created unnecessary noise in what should have been an exciting time of transition and opportunity.

If you really have your own identity, you’ll keep on doing what you think is really right for you, and you’ll also understand the next step you want to take.
– Helmut Lang

Leadership is not a position or a title, it is a choice, and I believe we need to communicate this, especially in times of transition. If we don’t take the time to do this, we face the dilemma of our new team still associating us with our old identity of being in the team. Your identity changes as you change, and so many people expect it to shift all by itself, which of course, it does not. We need to be proactive here and look at ways to shift the perception of you to be the one that adds even more value to the team, not just the way it used to be with the things you used to do when in the team.

Update your reference points

It's a bit like last week. I stopped off to get fish and Chips, rare for me as I love cooking, but it was a Friday night and after a big week of travelling, my husband and I ran in and grabbed a seafood pack each. I heard a man, a few years older than me; say, “I can’t believe it costs $75 to bloody feed my family fish and chips. It was only $15 for the whole family when I was growing up.” This is a great example of someone who is still referring to an experience with the same identity and perception of it, probably from 30 years ago. Times have changed, food prices have gone through the roof, and I can almost guarantee this guy will say the same thing every time he gets his Friday night fish and chip fix. As times change and other variables move, we need to update our reference points and beliefs around what and why we think the way we do.

When taking on the responsibility of leadership, the actual process of going into this new uncharted territory is a brilliant opportunity to clean what is dirty, refresh what is working and bring in new fresh ideas and ways of thinking.

A few ways to shift your identity from being “in” the team to “on” the team:As soon as your role is official, map out a date for a team catch-up. Do this as soon as possible!Design an interactive session and communicate you are there to add value and more of what you all wanted when you were “in” the team.Workshop what is working and how you can continue to collaborate on the success so far.Map out what isn’t working and get each team member to take ownership and accountability of key actions from this.Ask for feedback on you! Yes, you. Ask what they like that you do and what you could change or do differently in this new role.Lock in a one-hour, 1:1 session with each member of your team per month. Even if remote, you can do this by phone or Skype! No excuses!Have a key focus each session and coach rather than tell during these sessions. The time is on your team members' chosen focus, not about you. This a great opportunity to catch people out doing things well, provide feedback and ensure no surprises along the way!Reinforce you will keep the lines of communication open and will keep the team updated on top-line organisational objectives and things relevant to them. This will also increase strategic agility within the team.Foster inclusivity and ensure you focus on everyone consistently, not just those you were closer to when in the team.Find out the top three strengths of each individual and ensure you leverage these and allow them to leverage each other to build a strengths-based team.Create a balanced leadership…

Above all, ensure you are creating balanced leadership by leading your new team, managing activity and taking time to develop your leadership by working on yourself. By doing this, you will be giving yourself the best chance to lead and not drown in the overwhelm of managing a team. I always say to my clients, “If you left your role tomorrow, what would you have done that was different than before?”

Work with your team and on your team and in turn, they will identify more deeply with you and what you do. They will see you as adding value not only to them but also to the organisation as a whole.

Be limitless.

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

To help them do that, Shelly Flett and I co-authored this new whitepaper, Communication Breakdown – The 5 barriers holding organisations back from collaborative communication.

To grab your copy, just click here.

44. Un-Networking for Deeper Connections and Relationships

We build relationships by learning about one another, exchanging thoughts, and trusting one another.  

This week, Renee speaks to Matt Murray about forging deeper connections and relationships, as well as meaningful interaction. Matt Murray, is the co-founder of CommonSense Event with Ronan Leonard and Renee runs a womans and mens event with them both called WAM. The goal of CommonSense Event is to get to know each other better and create deeper connections with people through Un-networking. 

“Unnetworking” is all about connecting through who you are and not what you do. 

If you want to know how to deepen your friendships, family relationships, relationships with your partner and colleagues, this episode is for you!  

Here are three reasons why you should listen to the full episode:  

Discover how you can connect and collaborate more effectively Learn how to improve your ability to form deeper connections and interactions with others Understand why trust is so important in order to have a great connection 

Episode Highlights:   

[1:57] Matt's Story and What Led Him to Do What He Does 

Matt Murray co-founded Common Sense Events with Ronan Leonard. These events are profound, and are all about un-networking. In these events, you get to meet new people, get to know who you are, and let people know what you can offer. He believes in the power of connection. He enjoys learning from and talking to people. He loves learning people's stories and understanding who they are. Matt ran an IT and telecommunications business for 25 years. Matt’s wife had a miscarriage and he had to leave the business and sell it to his business partner.   Matt decided to create a job that would allow him to do the things that he wants 

[7:56] How CommonSense Events was Founded 

Matt formed a group of small people to help him become a better father, partner, friend, and individual. The group grew in numbers and that’s when he met Ronan. Ronan and Matt are to very different people who came together 

[11:36] Common Sense Events rules 

You can't talk work No sport talks Don't talk assets Don’t talk about the weather 

[20:57] Matt’s Biggest Life’s Lesson   

Be present.  Children have a great way of seeing life, and Matt enjoys seeing the world through their eyes. It’s the little things that matter. History, you learn from. Future, you can aim for.  The most interesting people and situations happen when we put ourselves out there and say Yes!  

[26:41] The Leader that Matt Admires 

The leader that Matt most learned from was his grandmother.  Matt’s grandmother was stern to everybody else, but all Matt saw was her care and love for him. Matt's grandmother has influenced many decisions he has made, including his desire to be a better person, kinder, and to have a greater heart. 

[33:02] Building Connection and Collaboration 

Connection and collaboration come from trust. Focus on your strengths, but be aware of your weaknesses as well You can empower people to look at it as part of their idea, embedding the thought and them to actually make it their idea and encouraging them to carry that idea forward is always going to be more powerful than simply telling them to do it. If you want collaboration, simply be curious. Ask questions.  Having a title isn't gonna help you if you're not doing the work or showing up. Ask for help. Connect deeper, connect heart-to-heart, and have great interactions 

[44:58] Matt's trivia 

Matt’s favorite word – Dodecahedron Matt’s Favorite sound – Partner’s snore Matt’s last meal on the last day on Earth – Sausage and bread Other profession, rather than what you're doing now – If what Matt’s doing now fails, he’ll just try again. 

Quotes: 

[8:42] Renee: “I always say leverage strengths in a team and you'll have a dream team. Don't give people the things that don't light them up, because they'll do it. They'll comply, but they won't commit. Whereas, you know, if you're complimenting each other and leveraging the things you love doing, it doesn't feel like work. “  

[33:37] Matt: “You have a lot of people that micromanage people. It's the fastest way you're gonna lose people. Yeah. Um, and that's cause they're doing it from their head.” 

[33:45] Matt: “If you want that collaboration to really work, you've gotta have trust, but you've also gotta believe that those people are gonna do what they say they're gonna do.” 

[36:13] Renee: “Curiosity leads to creativity and the byproduct of creativity together is collaboration. “ 

[48:48] Matt: “Have a real look not at what you do, but who you are and the people that you surround yourself.” 

 

Contact Matt:  

LinkedIn:  @MattMurray 

Website: www.commonsenseevents.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   

Fostering Equity Today and Everyday in Your Organisation – Give Your Team What They Need!

Wednesday, March 8 is International Women’s Day!

As with every day, I look forward to celebrating the amazing woman in my life and those that support, encourage, and empower them.

After a few keynote presentations today, I look forward to taking time out to celebrate the day with the most amazing two women in my life, my Mum, Denise and my sister Lyndelle.

This year I wanted to spend the afternoon with them to appreciate them. They have taught me the importance of appreciating diversity in others and have always encouraged me to stay true to who I am no matter what path I take.

I am me, no one can be me, and I have always sought to understand others and tap into their uniqueness and magic.

We all have our Gifts to share, and the more we unwrap the #GiftMindset and share the lessons that have made us who we are, the more connected and collaborative we can be.

The theme this year is #EmbraceEquity.

Equity is all about allocating an array of resources based on what each individual needs to level the playing field adequately.

I see this as a non-negotiable, and we need to embrace equity in and out of the workplace.

We need to understand others, take the time to connect and remember that no one is the same.

We all have different experiences, skills, passions, traits, and motivators, and the diversity of these factors creates our unique blueprint.

“The route to achieving equity will not be accomplished through treating everyone equally. It will be achieved by treating everyone justly according to their circumstances.”
—Paula Dressel, Race Matters Institute

Equity can give us a sense of belonging. It feels right, and when we embrace equity, we embrace diversity, and we embrace inclusion to help drive success for all.

I believe equality is the goal, and equity is the means to get there.

Through the process of equity, we can reach equality.

Leaders can play a critical role in ensuring equity in the workplace.

6 Ways leaders can promote equity in the workplace:

1. Lead by example
Leaders should model inclusive behaviours and be committed to creating a culture of equity and inclusion. They should set clear expectations for their team and hold themselves and others accountable for equitable behaviours. This needs to be reviewed ongoing as team dynamics change.

A great team conversation to have:
What does the team expect of you?
What do you expect of the team?
What does each individual expect of themselves and each other?

2. Create a Gift Mindset Culture
When we create regular forums for individuals to identify and share their gifts (lessons) learnt from challenges, mistakes and successes, we gain a deeper, more connected understanding of each other. Our lessons could be a survival guide for someone else. Sharing our experiences and the strategies that got us through opens the portal to real collaboration, appreciation of diversity and inclusion in the workplace.

3. Foster open communication
Leaders should encourage open communication and create a safe environment where employees feel comfortable sharing their thoughts and ideas. This includes actively seeking out diverse perspectives and feedback from employees. Coaching 1:1 is also a great way to truly connect and understand others.

4. Address implicit bias
Leaders should educate themselves and their teams on implicit bias and work to address it. This can include providing training on unconscious bias, reviewing hiring and promotion practices, and creating awareness of how biases can affect decision-making.

5. Give access to professional development opportunities
I believe we should be providing professional development opportunities to all employees, including those from underrepresented groups. This can include mentorship, coaching, leadership training, and skills development programs.

6. Monitor and measure progress
Every organisation should regularly review data on workforce demographics, pay equity, and employee satisfaction to identify any areas where there may be gaps in opportunities and resources. This information can assist in making informed decisions and taking appropriate action to address any issues.

By implementing these strategies, leaders can promote equity and create a more inclusive workplace culture.

What practices, behaviours and conversations have you implemented to forge equity in your organisation?

Lead to be Limitless

We are taking in-house program bookings

Through The Gift Mindset Culture Program, a culture where we adopt the Gift Mindset is created within the workplace and will take leadership, connection, and collaboration to the next level.

We have also launched 2023 PUBLIC programs for like and unlike-minded leaders and executives to learn, grow and connect outside their organisations.

43: Coaching and feedback to connect and empower

43: Coaching and feedback to connect and empower

Studies have shown that regular feedback and coaching reduce turnover in companies, and their staff are more engaged when they receive regular feedback.  It is estimated that coaching can increase overall business performance by 70%, team effectiveness by 51%, and 72% of people coached regularly have improved their communication skills. 

Coaching helps us think for ourselves. And if you are a leader, it gives more time back to you. You'll often find that the more you ask questions of your team, the more they'll find answers on their own.  

It is important to ask questions, not to give answers. This enables you as a leader, to empower others and get the time back to do the things that matter. 

The following tips and strategies will help you coach effectively: 

 

1. Let go of the need to add value Empower others to think for themselves Check on how they came up with the solution before jumping in and providing the answer

 

2. Identify your team's strengths and maximize them Find out what your members are good at and enjoy doing and take advantage of that when you are delegating This will enhance the diversity of the group and raise efficiency as a whole 

 

3. Establish rapport Rapport equals influence and connection – build it.  Understand people at a deep level. By having a more meaningful relationship with your team, you are building a platform to accelerate it. 

 

4. Your coaching session shouldn't be about you; it should be about them You may ask what they would like to discuss or focus on when you catch up Ask questions such as, “Why is that important?” What makes it challenging? What are the opportunities with that? Is that something you've done before? Is there anything else you can do? Conduct Stay Interviews. You can ask questions like “Why are you staying?” What motivates you to stay? Can you tell me what your purpose is here? Is there anything you need more of? Are there any things you need less of? 

By coaching and giving your team feedback, you are helping them improve their skills and help them achieve professional and personal goals.  

Don't wait until the end of a quarter or a month to celebrate wins, do so every day. Celebrate the individual and collective successes of your team members, and share best practices as a team. Create that healthy environment where your team can give and receive feedback regularly.  

 

Now is the Time to Accelerate Soft Skills & EQ in the Workplace

Soft skills, or human skills, define how we engage with others and include leadership, communication, critical thinking, and problem-solving, to name a few. Many other cognitive and socio-emotional skills come into play, and these skills often provide the foundation pivotal for high emotional Intelligence or EQ.

EQ is defined as someone’s ability to recognise, understand, and manage their own emotions, while also recognising, understanding, and influencing the emotions of others.

“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”

While most businesses are good at optimising technical and 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.

Technical know-how is no longer enough!

Pre-pandemic, 87% of employees lacked cognitive, interpersonal, and leadership soft skills required for the future.

The post-pandemic workplace and the new world of hybrid work require us to accelerate our EQ and soft skills as we engage both digitally and face-to-face.

Last week I was coaching an executive client; let’s call him Steve.

Steve was struggling with the disconnection between individuals in his team. His nine direct reports are working from home three days a week which seemed to be working well until it wasn’t.

He noticed that many of his team weren’t interacting with each other, and when he bought the team together, all conversations and input were topical. Everyone seemed demotivated and a bit flat.

He told me that the right systems were in place, they had good procedures to follow, regular meetings locked in, and everyone had clear KPIs and accountability. What I noticed was that Steve’s insights were solely focused on technical elements and not so much on people skills, connection, and relationships.

Steve is technically brilliant at what he does but often lacks awareness of what makes others tick and how to access that for good. This results in him failing to manage and address what’s happening with those around him. We worked through some key aspects of EQ, including how he could engage 1:1 with each person, understand where they are at and why, and then look at ways to manage this as a team.

Like anyone leading in the hybrid workplace, we need to review and renew ways of working in the new world of work. He agreed he needed to understand the motivations of others and what their strengths were and build rapport by learning more about them as people. He also felt he could bring in more empathy, optimism, and relationship-building.

EQ is made of many competencies that we all need to deepen and develop ongoing.

The below includes an overview:

Inner Focus: Self-knowing, ​Self-control, Self-confidence, and Self-relianceOuter Focus: Adaptability, Optimism, Self-actualisationOther focus: Empathy, Relationship skills, and Straightforwardness

When I see emotionally fit organisations, I witness them nurturing strong, inspiring leaders and building rock-solid teams that are connected. They understand the strengths and weaknesses of themselves and others and leverage this to impact group dynamics. Highly emotionally fit teams help every team member reach their full potential and empower others to recognise their strengths and become more self-aware, instilling a passion for learning that drives continual improvement.

When organisations are emotionally fit, it is easier to define company beliefs and embed them. A vibrant company culture will nurture strong employee relationships and increase staff retention rates whilst recruiting and retaining top talent.

Emotional Intelligence is the thread that needs to be woven through the tapestry of every organisationSome of the key benefits include:

[image error] Leadership Development

Decades of scientific research point to the fact that the most effective leaders are those with high levels of Emotional Intelligence (EQ). They build much more effective professional relationships. They understand their colleague’s motivations. They can have difficult conversations that lead to positive outcomes.

[image error] Cultural Transformation

Leaders create culture, but the problem many companies have is how to operationalise these values into practical behaviours and embed them in company culture to define the ‘way we do business.’

[image error] Diversity & Inclusion

Before a team can work well, the people in it must feel psychologically safe with one another to co-operate. This is achieved by establishing an environment where they are committed to understanding each other and know each person is valued.

[image error] Wellness & Wellbeing

Well-being is now a key capability in leadership, and I believe in every role.

Emotional Intelligence focuses on emotional regulation and provides one of the best frameworks for building cultures that positively protect people in the workplace.

[image error] Recruitment & Selection

A growing number of studies show that recruiting and selecting people based on Emotional Intelligence produces superior results compared to traditional approaches that rely on technical knowledge and cognitive ability alone.

[image error] Empowering Sales Teams

Product knowledge and an impressive sales pitch are no longer enough. Today the emotional experience of buying from a vendor is more important than products and price alone.

Creating an emotionally fit organisation is non-negotiable. With hybrid work in play, markets changing, new products and services, AI, and so much more, we need to deepen human connection.

How are you developing Emotional Intelligence in your leaders, teams, and overall business culture?

Lead to be limitless

We are taking in-house program bookings for 2023Emotional Intelligence Masterclass

Are you ready to develop Emotional Intelligence in yourself, your leaders or your team?

We have recently aligned with RocheMartin for a dynamic face-to-face workshop that will help you identify and boost the ten competencies of EQ and also boost human awareness to lead yourself and others.

Click here for more details and registration.

We also have these programs for like and unlike-minded leaders and executives to learn, grow and connect outside their organisations:

Cook, Connect & Re-energise – 1-Day RetreatLimitless Leadership Face-to-Face Masterclass

 

How are you developing leadership, connection, and collaboration in your organisation in 2023?

It feels like time has flown since the Christmas break, and many of our clients are in the process of mapping out development strategies for their leaders and teams.

For over 16 years, RG Dynamics we have trained and coached thousands of leaders and executives in over 24 industries through our tailored transformational programs.

Our programs target cohorts of leaders (emerging to senior) and teams within organisations that are seeking growth and an immersive, transformational experience where learnings stick and are brought to life back on the job.

Working across so many industries, we see common challenges and opportunities and can bring this depth of diverse experience to what we teach and share in your organisation. We are known for our passion for learning, our thought-provoking content and the energy and commitment we bring to every program we deliver.

My sole purpose in starting RG Dynamics in 2006 was to make workplaces exceptional places to work where people can thrive, be on purpose and contribute by doing the things that light them up.

Development needs to be an ongoing journey. Not a one-off “sugar hit” where everyone feels motivated and ready to take on the world, and then nothing happens on the other side.

Learning is an active process.

We learn by doing. Only knowledge that is used sticks in your mind. – Dale Carnegie

We have run over 4,000 programs, and it all starts by mapping out your needs and organisational objectives in line with your capability. We then provide ideas and program options validated by a pre-program diagnostic to solidify focus areas, content and delivery mode.

Being a connector, I love being a room where possible, so we do everything to make that happen! On agreement, we design the program and usually run it as a series of workshops, group coaching and Mastermind sessions. These can be face-to-face (our preference) or a mixture of face-to-face and virtual, which many of our clients prefer.

 

As you head into 2023, please see a few of our signature programs below.

For leaders:

These programs take cohorts of leaders on a journey with topics and themes tailored to your objectives

Limitless Leaders Acceleration ProgramEmotional Intelligence ProgramPresenting with Impact ProgramFor Teams

These programs include 1-2 workshops and group coaching follow-up to embed learnings.

Limitless TeamsMapping Motivation for Team Success2 Sides in 2 MinutesOrganisation & Culture

These programs can be run to teams or town hall style and include the 12 soft Skills of a Gift Mindset and other topics relevant to organisational success.

The Gift Mindset Culture ProgramSkill Pills

1:1 Executive Coaching & Mentoring

Coaching services.

We have also launched 2023 PUBLIC programs for like and unlike-minded leaders and executives to learn, grow and connect outside their organisations.

Please keep in mind that all our programs are tailored to your organisational needs, and we ensure our programs complement and align with existing internal frameworks.

If you’re curious about exploring these, please reach out for a chat directly with me.

Book a FREE discovery call here.

Here’s to 2023, a year of learning, growth and transformation!

Lead to be limitless

 

Find out more about our public events for 2023.

Generate a thought-provoking learning experience for your team with 2 Sides in 2 Minutes.

42: The Importance of Connection & Spirituality to becoming a Healthy CEO of your Life

42: The Importance of Connection & Spirituality to becoming a Healthy CEO of your Life

Joining Renée on today’s episode is Shaun Tucker who believes that our body is the physical expression of WHO WE ARE. Learning to express our body through movement is just as important as knowing who we are. 

Shaun Tucker’s life purpose is to Create and Enrich All-beings to be the custodians of their Health and Wellness, so they live as the CEO of their life.

At Healthy CEOs, they believe that there are four pillars to Health. Mindset, Nutrition, Lifestyle and Movement. Wellness is the integration of those four aspects that also connects the Physical, Mental, Emotional and Spiritual beings that we are. Before you can change any of the four pillar – you need to shift your energy. Your energy is the ground zero and foundation of who you are, and is the compass to long lasting change. 

Here are three reasons you should listen to the full episode: 

Understand that your power to ‘be’ who you are is now. All that exists is this moment. Learn to let go of things that no longer serve you. Discover that timing is crucial when executing specific tasks that you have been putting off.    

 

Episode Highlights:  

 [2:38] What a CEO Means for Shaun 

Someone who take responsibility in all aspects of their life A CEO takes not only takes accountability for his/her self but also for everyone else around him/her We all have the choice to be the CEO of our life. We can always take responsibility to make a positive contribution to the next moment. 

[6:14] Shaun Tucker’s Backstory 

Shaun was following in the footsteps of his brothers, doing what he was told do, and did not really have a purpose in life then He decided to make some changes about his lifestyle and started pursuing his passion He worked as a trainer at a gym and loved it He stopped working because of the lockdown and decided to work on himself internally – like yoga and meditation. Right people at the right time. The right people started to show up in Shaun’s life and he learned from them. 

[12:59] Who Does Shaun Love Working With 

Loves to work someone who’s ready to be responsive and take responsibility for their life Someone who is open to change 

[17:10] A Few Practical Tips  

Practice stillness. Set a timer for five or ten minutes, then sit still on the ground. Build tiny habits around it Practice yoga. Not the stretching kind of yoga but practice yoga by being aware of how many words you have uttered in the last few minutes. Make a mental note of it. You can also count steps or the number of times you chew before swallowing. 

[24:03] All We Have Is Now 

Tomorrow doesn’t exist. Neither does yesterday. Today doesn’t really exist. We only have the NOW. Presentness and awareness makes life profound. 

[24:18] Let go of things that don’t serve you anymore 

Awareness is key. Make a list of the relationships that aren’t serving you right now. Set strong boundaries Practice awareness, acceptance, and acknowledgement, and then taking action 

[30:16] Giving Without Expecting To Receive 

We usually receive, but we don’t notice or acknowledge it. Begin to see things in greater picture. Become the observer but also the observer that takes action. 

[32:11] You Attract What You Really Want  

We attract what we desire. Nothing happens by accident. Anything that happens, good or bad, is meant to happen. Things happen this way because you make them happen, and it’s meant to happen this way. Your vision becomes your boss. 

[39:38] Leading by Example 

We need to be the change Leadership starts within us Quotes: [23:34] “The past to me is a graveyard. You can learn a lot. The future doesn’t exist. We might not be here tomorrow. All we have is now.” [30:16] “Give without expecting to receive.” [36:14] “Your vision is your boss.” [41:10] “You’re the director of your decisions and choices and your thoughts”  [45:20] “Connect and know yourself before you can connect with others deeply.
 About Shaun: 

Healthy CEOs is the manifestation and extension of Shaun Tucker.

Shaun Tucker’s life purpose is to Create and Enrich All-beings to be the custodians of their Health and Wellness, so they live as the CEO of their life.

At Healthy CEOs, we believe that there are four pillars to Health. Mindset, Nutrition, Lifestyle and Movement. Wellness is the integration of those four aspects that also connects the Physical, Mental, Emotional and Spiritual beings that we are. Before you can change any of the four pillar – you need to shift your energy. Your energy is the ground zero and foundation of who you are, and is the compass to long lasting change.

Contact Shaun: Facebook: Healthy CEOs Instagram ID: @ShaunTucker LinkedIn Profile: Shaun Tucker Website: Healthy CEOs YouTube: Healthy CEOs 

 

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  

Reflect and Reset for 2023 – 6 Thought Provokers for You and Your Team

With 2022 in the review mirror and 2023 in front of us, it’s a great time to reflect and refocus on how you want this year to be for you.

Last year for many, was one of growth, opportunities, and new learnings that we can take to progress forward.

As with the start of any new year, many people are now ready to make the changes in their lives that they may have been putting off.

This makes sense when we have a fresh new year in front of us, BUT I say, why wait until the start of each year to change and do things differently?

I believe in Everyday Evolutions as opposed to New Year’s Resolutions!

Re-evaluating where we are, setting new goals and bringing in changes are accessible to all of us at any time and should be reviewed and renewed often.

January is a great time to stop and reflect on a few thought-provoking questions that will help you kick start the new year with intention and set you and your team up, ready and re-energised for 2023.

There are a million questions we could ask ourselves; however, I’ve found these 6 questions are simple, impactful and help you get out of your head. I’ve used these during mentoring and coaching programs to check in and help leaders and their teams recalibrate regularly.

It’s as easy as asking a few simple questions:

 What am I doing that I enjoy; want to continue doing and bringing in more of?

 What could I change or do differently to achieve my goals and be where I want to be?

 What and who do I need to say “no” to? (Create a “no” list to ensure your boundaries and values are aligned.)

 What do I stand for? What don’t I stand for?

What lesson (gift) from 2022 can I bring into my work and life?

  What is my BIG word for 2023? (A word that you can align with your decisions, values and how you want 2023 to be for you.)

Examples could include: Balance, Focus, Well-being, Consolidation, Simplicity and so on.

Action springs not from thought but from a readiness for responsibility.
― Dietrich Bonhoeffer

Minor tweaks to your responses, on an ongoing basis, will help you create daily habits and rituals that all add up to sustainable change.

Remember, obtainable is easy; it’s the sustainable changes that last and make a difference.

When you have answered these questions, it’s a great idea to share them with a peer or run this as a team exercise. Like anything, knowing is one thing, but the action is where the magic is. Make sure you commit and take ownership of whatever you decide to do.

We look forward to collaborating with you on your continued success this year!

Lead to be limitless

How are you developing leadership, connection and collaboration in your organisation?

RG Dynamics offer a dynamic range of bespoke transformational programs that include; tailored Workshops, Group Coaching and Masterminds.

Our signature programs:

For Leaders (Emerging to Senior) Limitless Leaders Accelerator Program

For Teams: Emotional Intelligence Program

For organisations: The Gift Mindset Culture Program

We are taking in-house program bookings for 2023

Book a discovery call with Renée

Cook, Connect & Re-energise – 1 Day Retreat

Enjoy an Italian cooking class, share a meal with like minded people and immerse yourself in an afternoon workshop to reflect on the year that was and set up 2023.

We will be deep diving into strategies to re-energise your mind, body, and spirit with an energy session with the amazing Shaun Tucker.

Limited to 12 places. Details and registration here

Limitless Leadership Face-to-Face Masterclass

Emotional Intelligence Masterclass

12 Questions to Reflect on 2022

Well, here we are at the end of another year!

An opportunity to reflect on and consider the year that was.

My question to you is, did you set an expectation early in the year, or did you face the year as it came?

This is a question I’ve asked many of my clients with varying responses.

How has your year been?

“Years end is neither an end nor a beginning but a going on, with all the wisdom that experience can instil in us” – Hal Borland

So why do we look back at the year that was?

Click the image to download a copy of the 12 Questions to Ask infographic.

A calendar year is an approximation of the number of days of the earth’s orbital period; following the Gregorian calendar, this is 365 days. This is what we follow, and as much as I believe in regular checkpoints to reflect, recharge and reset in life as we near the year’s end, it’s a good opportunity to reflect and be future-ready to delve into the new year with 20/20 vision!

I’ve always loved the number twelve since I was a child. I’m not sure why I have always referred to 12 tips and ideas in workshops and in writing, such as in my white paper, The 12 Superpowers.

The number twelve carries religious and magical symbolism and generally represents perfection and entirety, interesting, I think.

Reflecting on 2022…

On that note, I’ve devised 12 prompters to review the year that was. You can do this reflection individually or as a team; a great way to open up dialogue and share and promote human-centred leadership at work.

Take some time to reflect in order to refuel and reset for the new year – ask yourself the 12 questions. Note your responses and review them regularly.

What have been the Gifts you have unwrapped in 2022???

As always, we’d love to hear your thoughts and feedback.

Lead to be limitless…

Bookings are open for 2023 Inhouse Programs

Limitless Leaders Accelerator Program

The Gift Mindset Culture Program

2023 Upcoming Public workshops

Limitless Leadership Face-to-Face Masterclass

Emotional Intelligence Masterclass

Cook, Connect & Re-energise

 

 

Pick Up the Phone to Amplify Connection

Psychotherapist Esther Perel shares the challenges we encounter when connecting in this digital age. She argues that we have never been more accessible to each other and spend most days communicating virtually via text messages, emails and video conferencing. The issue is we don't speak to each other as often, either in person or via the phone.

I agree with Esther, communication has become diluted, and the impact is topical conversations and relationships that could be much deeper and meaningful. Technology is only the conduit to connection, and picking up the phone and having a one-on-one conversation is key.

Since the pandemic, I have noticed a real shift in how people communicate. There seems to be a lack of communication via phone and a heavy reliance on text messages, emails and Zoom calls.

Our communication habits have changed, and unfortunately, avoiding face-to-face and phone conversations has become ingrained behaviour for many.

As human beings, we all have a preferred style of communication. Whilst I'm the first to embrace the new virtual world of work, there is nothing like having a phone conversation and speaking real words in real time. This helps us to deeply connect and be present and often avoids the downward spiral of miscommunication.

Research shows that the younger generation has developed what is called “phone anxiety” due to simply never speaking on the phone. I will say I am encountering many adults, especially in the corporate world, exhibiting the same behaviour. Only last week, a client wanted to connect and said we should do a Zoom call or email, to which I replied, let's pick up the phone and do a walk and talk.

While meeting up to talk to someone is necessary, it was also seen as time-consuming. Today, a simple email or text message might suffice over a coffee break or phone call to catch up, but don't make this your default communication style. We need to talk, in real time, to our peers, teams, suppliers, and customers.

We can't deny that the rise of electronic communication has led to a change in how workplace interactions happen. Electronic communication is convenient, but as with most things that are easy, it has significant drawbacks when we compare it to real-world liaisons.

In many cases, electronic communication simply doesn't work. If you are dealing with a pressing issue or needing to discuss a sensitive topic, we need to engage in a face-to-face interaction or a phone call. In cases like this, emotions can be amplified and misread when communicating via email, text messages and even video conferencing. We all have different perspectives on things and talking, whether face to face or via phone, gives everyone the best chance to express their interpretation and seek clarity.

So why should we pick up the phone more often?It has been scientifically proven that vocal communication helps to build stronger connections between peopleIt brings the human element of connection to the conversation, especially if discussing a pressing issue or dealing with complexity or conflictIt creates an open forum to ask questions and seek clarity, then and thereThe tonality, pitch, and pace of voice can be heard; this is often missed in emails and text messagesHaving 1:1 conversations can create a safe space for people to open up and share things they may not share in emails and recorded messagesA phone call can save time. It occurs in real time with little follow up if communication is clear and both parties understand the messageWhen should we pick up the phone:If you are looking to strengthen connections and build trustPromote dialogue and input from othersWhen dealing with emotional topics or issues to clarifyWhen forging and building on deeper and more meaningful interactions and relationships

Take the time to reflect on how you communicate with your peers, your team, external suppliers, and customers.

How can picking up the phone strengthen the quality of conversations and connection for you?

I'd love to hear your feedback and ideas on this article.

Lead to be limitless…

Join me for a live interview with Maja Pasariček, L&D for Workskil Australia, while we explore insights, tools and methodologies for leading in the new world. Follow here to register for your FREE spot and find out more details.