Women's Safety Services SA’s Post

“Not one player can say he hasn’t made them a much better player than when they arrived” Trent Alexander-Arnold on Jurgen Klopp ⚽️ As a coach to over 100 ambitious professionals and the founder of the LFX network I’m passionate about helping people excel through learning and development. Here’s why it’s crucial and how you can foster a positive culture within your team: 1. Support Ambitious Staff Don’t be afraid of those staff who are eager to develop themselves. Supporting ambitious employees can help your business thrive. Those keen to learn and grow will drive success. 2. Encourage a Learning Culture Prioritise appraisals and follow through with development plans. In today’s competitive market, promoting a learning culture and offering training opportunities is vital. Achievements like gaining a Level 3 PT qualification or a Pool Plant Operator certification may seem small to you but that doesn’t mean they’re small to your team, so let your staff know you’re proud of their growth. 3. Start Development Plans from Day One Discuss each team member’s ambitions and map out their development plan from the first day of their employment. This proactive approach not only motivates your team but also simplifies promotions and filling vacancies. 4. Seek Out the Next Generation of Leaders.  Some of the most influential people I have worked with have held roles that don’t define them as leaders but their behaviours tell a very different story. Coach them, delegate tasks to them and watch them flourish. 5. Don’t Be That Manager One of the most significant things ever said to me in my career was when I held my first job. I was always curious and wanted to understand decisions and potential outcomes. One day I asked my duty manager a question and he replied “If I told you everything Graeme, you would have my job”. Don’t be that manager. Encourage every single person to be better and be a positive part of their journey. How do you develop people in your organisation? If I can help, feel free to drop me a direct message 📥 #leadership #development #coaching #careers #healthandfitness #leisure

I consider myself a lucky person to have worked closely in my career with great managers and leaders, and those who are the example of how not to lead. That provided me with a collection of experiences and expectations for myself. Who I want to be, how I want to make people feel and what for them to experience. Why do I even want to step on this path. And very importantly, what this actually means. What am I up for. As it turns out, it is far from obvious and known. It just occurred to me, that most of those, who switch in their career from a single contributor, expert in some field to a line manager, are not fully aware of all pains and gains. Facing a lot of new challenges and doubts are on their path on their own. Having no one around, who is in a similar situation. Having myself opportunities to exchange with other managers who were fresh in their role, share our doubts and successes, new challenges and perspectives on approaching them was a great experience, also for them. Experience that I have realized is quite unique. Usually you are either promoted in the company and then all eyes are on you, everyone expects you to shine including yourself. Other option is that you are making the transition by joining different company, where also expectations are high but usually no one there who is in this same situation. Potential opportunity for great experiences, growth and learnings turns for many into a misery and disappointment. All to the lack of guidance and support on the way. This is why I am starting this group https://lnkd.in/dfWs7axs. A community of practice for those, who have transitioned from a specialist or expert and taken personnel responsibilities. This is a private group to ensure safe environment, where you can discuss openly, grow together and support each other on your new path. Expect some content from my side 😉 triggering questions and examples from my own experiences. Be part of this community from it's very beginning and share with those who may be interested.

One of the most important skills of a leader is the ability to set priorities and stick to them. However, the ability to say “No” to everything that is non - priority often goes unnoticed. It is the ability to refuse “good” or “not bad” decisions that becomes a key element in staying on the chosen course. There is always the temptation to seize opportunities - a temptation that once helped you become who you are but now works against you. The time when you needed to grab every opportunity has passed. Now, your tools are not sheer determination, but perseverance, flexibility, and systematization.

Well it finally happened. This week I was able to promote someone who definitely deserved it and has shown for some time that the new role was something they can handle. This has always been one of my favorite parts of being a leader. Helping someone learn and grow and take that next step in their career. There are a few things I’ve learned over the years at other companies that I’ve been able to take with me regardless of where I work. -Your title may say manager, but be a leader. There is a difference. -Without your people, you are nothing. A leader is only as strong as the team they are leading. -My team works with me, not for me. -You have to trust your team and let them make mistakes. No one learns if there are no mistakes. -You don’t have to be a conventional manager to succeed. -Always give credit to your team before you take credit. You win as a team, you fall as a team. -Never pretend to have all the answers. It’s ok to say “I don’t know” and ask your team to give their input. -Only bad idea is the one someone didn’t want to share.

Being a manager requires to acknowledge the responsibility first before claiming the authority.

Elevate Your Career with Leadership and Management Qualifications! Are you ready to take your career to the next level? At Skills Verification Group, we specialize in helping individuals showcase their skills and experience through Recognition of Prior Learning (RPL) in Leadership and Management. This qualification is designed for those who have experience in leadership roles and are looking to formalize their skills in managing teams, projects, and organizational objectives. Whether you're leading a team in a corporate environment, managing community projects, or overseeing operations in various industries, this qualification can help you demonstrate your expertise and advance your career. Unlock new opportunities and enhance your professional profile with our RPL pathway. Remember, this is not just a course; it’s a way to validate your real-world experience and achieve recognition in the competitive job market. Ready to get started? Visit us at Skills Verification Group (verifyskills.com.au) to learn more about how you can apply for RPL and turn your experience into a recognized qualification! #Leadership #Management #RPL #SkillsVerificationGroup #CareerDevelopment #ProfessionalGrowth

As a Leader Be interested Not Interesting

"You can only grow if you become a manager." This is how people usually imagine their careers ⬇️ You join a company as an entry-level employee. You lead one project, and then a couple. You start leading a couple of juniors, and then a bigger team. You might even start leading multiple teams or even departments. This is because "being a manager" is the only way to move up the "pyramid". But is "moving up" the only way of growth? Not really. Individual Contributors play a big role even without managing a team formally. They grow horizontally as managers grow vertically. They contribute in a different direction than managers but are often set for equivalent success. We have seen these transitions happen at AtliQ Technologies a lot, not just ICs becoming Managers but Managers becoming ICs too, and growing further. Some of our biggest contributors are individual contributors. At the end of the day, your contribution matters more. And you can contribute plenty. Do you believe that becoming a manager is the only way to grow? ⬇️ #growth #career #individualcontributor #manager

📈 Developing Talent – not just leaders but at all levels of an organisation. Per my previous post this is huge challenge, but what practical steps can we take as leaders to address? ❓ I was asked recently ‘when in your career did someone take a chance on you?’ This great question reminded me developing talent requires brave leaders. For me that leader was Simon Cox. My first career goal (well, the only one at that stage - no CEO aspirations for me 🤣) was to be a Site Director. A few years in, I realised my experience was very operations heavy & needed to broaden out if I was to get there. This led to a sideways move from Operations Manager at Keelings Bananas responsible for 120 people to Quality, Health, Safety & Environment Manager at Carlsberg Group with a team of less than 20. Simon bought into this move being part of my broader career plan, trusted my ability to learn new skills & made me feel anything was possible. I remember a post offer enquiry to check I had science A levels (I don’t 😊 unless you count Theatre Studies) was met with ‘never mind, you’ll pick it up’. My reflections? 💡 Be brave & share where you want to get to. It helps others help you. 💡 Don’t listen to others who warn against perceived sideways or indeed backwards moves – back yourself & so will others. 💡 Always be open to learning a new function, it set me off on a journey of being a ‘proud generalist’ ▶️ Over to you. When in your career did someone take a chance on you, recognising an unrealised talent? Why not name check them. How did they make you feel? What did you learn? You can probably guess what the bonus question is, but watch out for that next week.... PS I'll be using AI to generate an image to accompany each post, which will highlight both the possibilities & the limitations of this tool (check out the eyes 👁️!)

#leadershiptales A tale of trust and patience… Around 7-8 years ago, I was managing a project where I had two equally capable,top performers in the team.Both of them were eligible for promotion that year,however I was given only a single slot for that project.I had no other option,but to pick the one who was relatively more experienced. As expected, the other associate was unhappy and asked me to release him from the project.He wanted to move to a different location and look for another project. I decided to be transparent ,explained to him about the limited quota and reason for choosing the other associate.While he had no concerns about the other person’s eligibility,he was frustrated about not getting the promotion which he also deserved. I had a tough time pacifying him. I offered him a transfer if he wished to move ,but urged him to continue in the same project so that I can take care of his promotion and onsite aspirations. After a long discussion,he was convinced,and he agreed to stay. I took all possible efforts and ensured his promotion in the next cycle,however there were no onsite opportunities in the project . So, had to look for openings in other projects even though there was a risk of losing his role in my project. Finally ,around the same time next year, he was promoted and he traveled for a long time onsite opportunity for a different project. Transparency and open communication have always helped me to connect better with my team .So ,even when there were delays in addressing their aspirations due to reasons beyond my control,they have shown trust and patience. #leadership #workculture #transparency #communication #buildingtrust