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LEAD INSPIRE TRANSFORM ™INSIGHT INTO EXECUTIVE COACHING FOR LEADERS & HIGH PERFORMERS

People buy into the leader before they buy into the vision. – John Maxwell

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LEAD

Have a Game Plan

Align your goals to business objectives.

Understand how the team work/your service

benefits the business. Be very clear about this.

Tell people what you’re doing. Tell them how

well things are going.

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Show ’em Evidence

Paint a picture of the future.

Not through planning and budgeting but

by showing people what needs to change.

Why? Seeing things elicits an emotional

response.

A response needed for success.

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Be Brilliant

The last leadership lesson concerns credibility.

If you promise to deliver you must deliver. The

team’s performance is paramount.

Pay attention to your goals, don’t be distracted

and be open and transparent about results.

What’s more, be enthusiastic, optimistic,

energetic and have a can-do mentality. This

makes for a productive and happy team. And it

get’s you noticed for the right reasons!

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INSPIRE

Model Excellence

When we’re stuck in a cycle — mistrust, not

taking responsibility, positive attitude and so on

— it is up to the team leader to break the cycle

and change attitudes.

Inevitably this has a positive impact on those

around us. When we take charge and change

our behaviour our team is more likely to follow

our lead.

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A hallmark of the high performance team is a

high level of open, honest, robust and

transparent communication.

High performance teams increase trust by

building a culture of partnership and shared

values.

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Inspiring others is about expression. To inspire

others leaders must be

• Trusted – a vision that emphasises altruism,

social responsibility and the inclusion of

followers is likely to inspire followers.

• Believable – people are motivated if they have

purpose. The leader’s vision helps employees to

see their purpose in the workplace.

• Passionate – Inspiring others isn’t easy.

Inspiring others when you are passionate about

the subject is easier.

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TRANSFORM

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A Supportive EnvironmentHigh Performance teams meet regularly and

discuss progress, concerns, and ideas for

improvement.

Understand the ExpertiseKnow your team’s strengths and talents.

Motivation and positive attitude is more valuable to

high performance teams than experience

and negative character.

The high performance team motivates and coaches

the individual.

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Celebrate Success

Share good news. Make noise about

successes.

Let everyone know when the team or a team

member does something exceptional.

And finally … encourage extracurricular

activities for team members to forge close-knit

relationships and build high levels of mutual

trust and friendship

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Transform by Liberation

• Help each worker take initiative to find and fix causes of problems he/she faces daily

– This means each of us has two jobs:

• Do the work

• Improve the work

• Leaders’ role:

– Support improvement work (time, mentoring)

– Align improvements so value flows to the customer

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What are the critical invisible factors that

contribute to performance?

• Contribution

• commitment,

• Conviction

• Confidence and culture.

Ensuring that these factors are all present and

active to a healthy degree in every individual

and every team is the key to a successful

business.

COACHING SOLUTION FACTORS

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Compare your worst versus your best customer

experience.

It’s likely that the evidence of your own

experience speaks for itself. The invisible factors

that lie beyond hard skills can make all the

difference to the success of a business.

These are the focus of people coaching

solutions.

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INDESPENSIBLE EAP LEADERS

Wellness and work are interdependent.

In a vicious cycle, we may bring our underlying

poor health and personal issues to the

workplace, where we become unmotivated,

disengaged, and unproductive.

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Wellness is paramount in the future of work

With the rise of technology and artificial intelligence,

work is becoming more fluid, adaptable, and

collaborative, and it requires constant learning.

As work tasks – blue, white, and grey collar – are

increasingly borne by computers and machines,

human beings add value by complementing and

harnessing technologies and by being creative,

innovative, perceptive, intuitive, empathetic, and

adaptable.

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What does the future of Wellness at work look like?

Wellness at work is a sustainable movement that will gain momentum

• Workplace wellness programs – as we know them today –will change

• Individuals will take more responsibility for their own wellness in the context of work.

• Companies must adopt a culture of wellness as the default, not the exception, if they want to attract and retain good people.

• Companies will recognize that doing right by employees and the community is good business.

• Governments will become more aggressive about mandating wellness, including in the workplace.

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Coaching and mentoring in an

organisation is about developing

listening skills and building reflective

practices that give people the

opportunity to think differently about

their work and what it means to them.