Mike shares his experience from a recent workshop and how he helped a team switch perspective so they could drive their entire business toward its business goal.
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These days the toughest competition isn’t for new clients, it’s for good staff. It has never been more important to have a strong employment brand because your ability to attract and keep good people is the new competitive advantage.
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Mike reflects on a survey we ran among senior operational leaders, finding that the biggest opportunities to improve business lie in the management skills of people, not their technical skills or personal characteristics.
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In this blog, Mike shares how to reframe the way a team member works in order to use their strengths in a way that affirms their capability and gives them a runway to grow or “Act Up”.
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Mike shares his personal experience with a manager that was able to get under his skin and share feedback that is easy to take on rather than reject, including specific tips that anyone can use for more productive feedback conversations.
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Planning tools are not the big solution to honouring commitments. The issue is not forgetting, it’s when it becomes difficult or inconvenient. When you have to make some personal sacrifice or discomfort in order to keep your promise.There are two choices involved in honouring commitment: do it or don’t. That’s all.
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In that moment where you have an instinct or half thought or impression that you could easily ignore, or in that moment when you are reacting to a situation simply out of habit, stop (we call this moving your mind into Active Mode, or Active Mindset). Ask yourself the question “what’s really going on here?”
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Mike discusses how to recognise the best time to “Let it go” in order to seize the opportunities presented to us. As people say “Don’t waste a good crisis”.
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It takes 2 people to replace an owner because they have built up a vast domain expertise across the business that can’t be replicated in a single person. In this blog, Dr Mike shares insight on how you can create a successful succession to prevent this.
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In the modern high-tech world we live in today, Mike challenges us to think how we can create some time in our work week to show our employees we care in a personal and personalised way.
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Mike reflects on the failure of our standard approach for enabling change and the need for organisations to make a more mindful effort in helping people learn to adapt.
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No one knows what’s happening next. Right now we cannot underestimate the impact this uncertainty is having on us and our teams.
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Mike shares insights on what we learned about working in lockdown and how we can make the most of what we’ve got.
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We’re interested in transition after lockdown from working from home to returning to the office. Please help us by completing our short survey at the end of this blog.
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Whether we make the most of opportunities and manage risks comes down to our ability to learn fast, and more importantly what we learn from failure
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Mike explores the new ecology of work - the changes and choices that are emerging for how we will work and enable a bigger better contribution in our roles and organisations
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