Head4Leadership

INSPIRING PARTNERSHIPS - go from strength to strength We are excited and proud to announce that our latest partnership with Head4Leadership has resulted in a new and exciting workshop for our level 2 inspired leaders. If you are an existing leader of a team, or business, and want to be challenged to improve your inspirational qualities then contact us now. This new workshop is just for you.

What's your comfort level for risk? As a leader, when you make decisions are you careful, needing volumes of information, proof or validation? Do you put off certain matters or people? Or, could others think the choices you make are poorly thought out, that you steamed in recklessly? At any leadership level (new to or, as a seasoned leader) there can be decisions that can be personally tough for you to make. For some leaders, there are so many decisions it's exhausting. Decision making can go wrong due to how well you assess the 'risk' if any, associated to it's outcome. Risk associations can include risks to: 🏆 Your status, credibility or your competence. 📉 The team's or business's reputation with, for example, stakeholders or competitors. 🧑🧒🧒 One or more relationship within your organisation or externally (e.g. client, team member, board member or supplier) 🤑 The financials, such as poor budget management. 🎰 Doing things differently. Innovations and being adaptive and open to testing norms. Comfort with risk involves managing feelings of doubt and fear. It also requires putting a check in place if high confidence and excitement levels are present. Mental toughness is often linked to a leaders decision making ability. One of the assessment areas for mental toughness (MT), is that of dealing with Challenges. The others area I can measure with you are: Control, Commitment and Confidence. In the MT assessment I offer to leaders, 'Challenge' explores two dimensions; your propensity for Risk and that for Learning. Learning looks at your focus on what's happened and what you can take forward from that. It's a space of vulnerability, where your honest analysis can reveal if you have been too cautious or too optimistic and why that might be. The coaching for courageous decisions works on the areas where you are more vulnerable as a decision maker. The coaching work builds on your emotional intelligence to be and remain clear thinking with future decision choices. My leadership coaching purpose is to create courageous and compassionate leaders and teams. MESSAGE ME to learn more. #leadership #coaching #decisionmaking #courage #HR #managers #compassion #emotionalintelligence

You thought you were on the same page, only to find you were not! That sinking feeling when leaders checkin with their team or an individual and find the work is below your expectations. These can include: being completely off track, behind schedule, missing key people's input, incorrect details, off message or poor quality, for example. The frustration for leaders and managers this causes, is understandable, yet I believe the responsibility for how communications are received sits with the leader. Communicating has many levels and methods; and mastery of this multifaceted skills is in my mind on going. Requiring reflection to enable improvement. Here are some easy traps to failed communication (spoken or written): 🗣 Thinking that 'telling', and receiving nods and yes's in response, equals message understood. To clients who say they thought someone else knew what they meant... I say - you thought they did, how about knowing they did? 🚫 Not being clear yourself. Asking others to do work without a strong why, and what good looks like. This in my opinion, is especially important in regard to a first time task or new responsibilities. When I ask clients, how does this link to objectives, the strategy or business values? It's not infrequent that the answer is vague or needs thinking that hasn't taken place in advance. 😡 A blame mindset. Putting the blame on others for a work issue, can be understandable. Who wants to stand out for errors or mistakes occurring? Owning up to your part comes with levels of discomfort such as shame, embarrassment or guilt. Yet, ego in leadership is something to be managed well, so as not to push those feelings unfairly onto others. When clients say to me, why didn't they just ask? I say, 'You tell me? How do make doing that possible and okay? Communication is a massive subject. Subjective, situational, emotional and requires, from my perspective, high levels of compassion and courage. The difference communication work has made to me and clients is incredible. It builds clarity, trust and psychological safety for all parties. MESSAGE ME and we can work on this skill together! #communication #leadership #coaching #perspective #management #emotionalintelligence

As leaders, what is your relationship with conflict? Embrace, avoid, fun dreaded? Conflict is a BIG word. It smacks of serious disagreement, being on opposing sides and needing a winner! From my experience of working with and being a leader, workplace conflicts arise where people feel or think they are mis-informed, mis-understood or not being listened to. Where they feel threatened for example, by another's challenge, idea, request or requirements. At Head 4 Leadership we are driven to create healthy workplace cultures, through our coaching and team development events. That means building the skills for leaders of resilience, courage and compassion. With that in mind, when clients are facing 'conflict' situations, I put forward a few angles for exploration: ❓️Lets get clear what matters here and why? - How are you perceiving this situation to impact the goals of the team and the organisation? - How are company mission and values at stake? - What are you personally feeling and thinking about this? - What would be easy to do here, and what would be right to do? ❗️Where can you apply curiosity to better understand the position of others? - What are you assuming here and what do you know for certain about your own and the other perspectives? - What would get you to review or change your mind (e.g.a perspective or behaviour)? - As a leader, if you do or don't get the result you seek, how will you perceive that? How do you want other's to perceive that? Clients have expressed how the above ideas suit well as planning tools to check their motives and when it is right to focus on individuals and when the bigger purpose should be the focus. The practice of curiosity as a habit to (even if briefly) interrupt judgments and assumptions can go along way to resolving workplace differences in a healthy way. Keep being curious and the more naturally you can see differences as opportunity's to explore rather than conflicts. Need to be more confident with conflict, let's talk! #leadership #coaching #conflictmanagement #culture #curious

Is your leadership behaviour heading you towards a crisis? It can be if you haven't yet mastered the art of delegation. Richard Branson highley recommends this skill! I recall being nervous of delegating. At the time, as a new shop manager, I thought it was quicker to do 'it' myself and that my role meant that I should be handling all the tasks! Crisis outcomes were around the corner as, to put it simply, I started to mess up. Things were getting missed, as were deadlines. And, I was shattered. It felt horrible knowing I couldn't do it all. An experienced leader saw I was worn out. After a comforting chat they diagnosed a lack of delegating and gave me some wise words and pointers: 🟠 If you don't try delegating, things will not get better for you. 🟠 Know the parts of your role that are solely your responsibility... NEVER delegate these. 🟠 Know your teams strengths (so you know who could be best for each task) 🟠 Know your teams aspirations (so you can create new opportunities for them through delegating) 🟠 Delgate with clarity of purpose, timelines and outcomes. 🟠 Give scope for 'how' a person tackles their delegated task. 🟠 Checkin and follow progess so you can spot potential issues before they go too far off track. There are all sorts of reasons why delegating can seem challenging, I've helped many leaders, managers and business owners overcome them with coaching, neuroscience insights and practicle tools. Get in touch here or via my website and let's get you comfortable delegating. #delegation #leadership #coaching #empower #trust

'70% of employees avoid difficult conversations...' so said an article from Harvard Business School back in 2022, quoting data (Bravey). Chances are some of those employees are now leaders and managers who will likely incur times of conflict, disagreement and criticism. Yet how many are trained and skilled to do this? Group and individual coaching can explore several areas to increase confidence and competence with difficult messaging. These can include : 🤝 Trust building 🔧 Conversation and feedback techniques, (preparation and practice) 👂 Listening skills 🪞 Personal barriers As a coach who encourageous the development of courage and compassion in leaders, this might be an area that you know you could develop. The payoff for this skill links to your personal reputation as a leader, stronger team trust, increased team performances and therefore business results! Drop me line to enquire into my leadership services. #conflict #difficultconversations #leadership #management #coaching #courage #compassion

As a twice student of Sarah McKay, I am thrilled to have an advanced copy of her new book (due for release 24 Dec)....there are many others too! Studying neuroscience changed how I coach and serve leaders. 😊 Looking after your brain, aids the quality of your thinking, rather important for those leadership decisions! 🧠 A leaders healthy brain eases their stress AND that of those they work with! #neuroscience #coaching #leadershipdevelopment #brainhealth #wellbeing #hrds #businessowners #execs