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Coaching High Performing Teams Leadership Legacy Personal development Resilience

Just completed a 6 week resilience team coaching during the pandemic

Building TeamResilienceJust completed a 6 week resilience training with Phil Crenigan a leading executive coach and my team. I have personally worked with Phil for many years as a business coach, so the opportunity for team coaching during covid19 on resilience was a unique opportunity.  There were many learning’s from our journey.  

Three weeks into working from home the team were overwhelmed by workload due to covid19 and the many challenges Covid19 posed. The resilience team coaching was timely as they faced new challenges working from home, concerned for family overseas, financial challenges and motivational issues.  The team shared vulnerabilities, what they were implementing from their leanings on the resilience g training, they supported each other and trust was built.  Patrick Lecioni would have been proud of us. 5 Dysfunctions of a team

Personally there were many reflections, honest conversations with myself and recognition of what was needed to move forward. 

  1. Developing resilience means I can move on quicker from situations that challenge me, spend less emotional energy on catastrophizing, and move to action swiftly.
  2. Building trust in the team is critical for people feeling comfortable talking about something that is so personal. The team have been amazing at sharing and supporting each other
  3. Doing the self-assessment on resilience, I started by putting top marks in all the boxes. That is not being honest with myself. When I revisited I realized I need to ask for Support more.
  4. Tools that I learned or re learnt:
    1. When catastrophizing, what is the worst that can happen?
    2. Asking for help more, working with peers and people outside the team
    3. Greeting people in the lift, supermarket, waiting for a coffee: Lighting up their day
    4. Revisit the team feedback about what I do well, keep doing it

Team coaching is critical to bringing the team together and during Covid having a forum to learn together really makes the difference.  Resilience is critical during these uncertain times. Even if you think you can handle uncertainty well, there is always room for improvement. 

I can recommend Phil’s Resilience team coaching as a way to build trust, accountability and most of all Resilience in the team.  https://www.execturningpoint.com/

Categories
Book Quotes Judgement Leadership Legacy

Eckhart Tolle New Earth

Just finished reading this life changing book. Understanding ego, how it works and why we get ourselves into situations where we are unhappy. https://www.amazon.com/New-Earth-Awakening-Purpose-Selection/dp/0452289963

Our ego is our identity, without it we believe we are nothing. The reality without it we are happy people who can be present. So how does ego show up?

Eckhart Tolle uses examples and stories, that help you recognise where ego gets in the way of happiness.a new earth

Our image of ourselves is derived through where we live, the car we drive, the gym we join, telling others who we know, our celebrity encounters, what we know, our experience, qualifications and the list goes on. We believe we need these to be successful, but what is success if you get there are you are having no more fun!

“Nonresistance, nonjudgement, and non attachment are the three aspects of true freedom and enlightened living.” Summarised beautifully by Eckhart.

These are articles previously written on the topics:

How quickly can you forgive?

What am I working on? Judgement

The five levels of attachment

This is a book on spirituality and is not a religious book. There are references to religion only.

Further reading on Ego is the enemy of good leadership by Rasmus HougaardJacqueline Carter. https://hbr.org/2018/11/ego-is-the-enemy-of-good-leadership?utm_medium=email&utm_source=tgr_newnlsignup&utm_campaign=nlconfirm_mtod_notactsub_v20191101&deliveryName=DM60315

 

Categories
Influence Leadership Legacy Strategy

All the focus on rebuilding trust, when the focus should be on how not to lose it in the first place.

Corporate’sTrust need execs to be coin operated to achieve the results, however, this behaviour can completely destroy trust with the customers, so how do you reconcile the situation?

The Royal commission uncovered some awful truths about sales cultures in the big banks. How is this different from any large corporate?  As a non executive director how do you really know the culture of the sales organisation?  As a CEO how do you address keeping shareholders happy by delivering results ensuring the Sales culture is not damaging your reputation and losing business in the long term.

Here are 4 key areas to focus on:

  1. Is there diversity in the Sales Leadership? Without diversity norms can be created that are totally unacceptable.
  2. What are customers saying about the experience?  What are they really saying?
  3. What are the Sales people saying about the environment? What is the staff turnover?  Another key indicator to how individuals feel, are they under pressure to behave in a way that does not sit with their values.
  4. Does it attract graduates?  Graduates are vocal on all fronts about Sales teams and are an invaluable gauge to how a sales team is functioning.

Trust is destroyed quicker than you can build it, ensuring that the sales team behaviour is aligned to a culture that builds trust is critical.

in an article by By Aaron SkonnardCEO, Pluralsight https://www.inc.com/aaron-skonnard/why-sales-commissions-don-t-work-in-the-long-run.html, Aron states: If you’re not doing what’s in your customers’ best interests, your business will ultimately fail. That’s why it’s important to look at the conflicts of interest that arise from driving short term sales v’s delivering life time value of a customer.

One of the many graduates I have hired reminded me the other day of a conversation I had with her about selling. The story was a boutique drinks company in Melbourne who wanted us to modify the code of our mobile application to replication SAP pricing. I explained to the CEO that the cost would be high due to the complexity and the maintenance with every release would also be costly. I can do it, but you will never be happy. My recommendation is that you use a XML call to the pricing in SAP so you are using the standard pricing algorithm in the SAP application, this would be cheaper to develop and lower cost to maintain. The CEO said XXX a competitor said they could do it. I responded, I would love to take the money from you to do the work, but I know you will never be happy with the ongoing costs and overhead, therefore I respectfully decline to bid. The call ended. My Sales person Ryan was in the room when I had the conversation, he was mortified, we have lost the deal. I responded, he would never be a happy customer and he would continually lose money on the deal, believe me we are better off without the sale.

Thirty minutes later the CEO of the drinks company rang, we want to work with you. You are a trusted partner, I want to work with someone who will do the best for the company.

Its time to rethink how we motivate sales teams if you want to build the life time value of customers.

All the focus on rebuilding trust, when the focus should be on how not to lose it in the first place.