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better-leader

Three Ways to be a Better Leader

We create and conduct leadership development programs in the Perth area. We help all levels of management, from entry level management through executives, develop more effective leadership skills. We hope to see you at one of our classes soon. In the meantime, here are three ways that you can be a better leader right now.

Full Engagement and Commitment

If you aren’t already, become fully engaged and committed to creating the best possible outcomes for your organisation. While we are staunch advocates of work-life balance, we also advocate full engagement during the time you are at work. If leaders aren’t fully engaged, why would their employees feel any urgency to engage themselves fully?

Become a Problem Solver

As a leader, it is your job to solve problems. Anyone can coast through their professional life on “autopilot,” blame “conditions beyond my control,” avoid addressing problems and call themselves “a leader.” That can create a mediocre career in a mediocre organisation with mediocre results.

However, if you want to be a true leader, you must be the person your organisation trusts to solve their biggest problems. Nothing inspires like success. Success comes from solving problems. Become a problem solver.

Use “Failure” as Feedback

Anyone can take credit for success, but few people can “own” decisions that don’t work out and use them to improve. Steering a boat involves numerous corrections; a steady hand at the helm makes those corrections easily and without difficulty. Use your “failures” to create successful outcomes.

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demotivated-employees

Five Leadership Mistakes that Demotivate Employees

A large part of leadership development is helping to identify mistakes and providing positive ways to correct them. We have helped plenty of Perth businesses correct mistakes that were costing them time, money and energy to tolerate. Here are five common leadership mistakes that can destroy an organisation from within.

Toxic People

Toxic people create a toxic environment. They fill the workplace with negativity and make it difficult for any positive outcomes. If you can’t fire them, find a way to make them ineffective and minimise their damage.

Lack of Development

If you aren’t developing everyone in your organisation, they will never reach their true potential. Leadership training courses such as the Integral Leadership Program can make a world of difference in your organisation.

Lack of Acknowledgement and Appreciation

If you don’t acknowledge, appreciate and recognise employees for doing a good job, they have no motivation to do anything but the bare minimum required to keep their jobs. The worst will stay and the best will find a place where they are appreciated.

Lack of Communication

When there is no communication, people are constantly having to guess what they are supposed to do. They can’t provide you with what you need if it hasn’t been communicated to them. Their guesses will usually be wrong and they will fill the void you have created with rumours and untruths.

Wasted Time

If employees know they are wasting time on meetings that go nowhere or redundant tasks, they become frustrated. When so much … Continue reading

transition-from-friend-to-boss

From Friend to Boss: Crucial Elements of the Transition

When we provide leadership development training to Perth area businesses, first-time managers often tell us that they find it difficult to make the transition from friend and co-worker to boss. By the time a leader has reached the executive level, this is not an issue, but first-time managers find it difficult because the situation is new to them.

There are three crucial elements that can make the transition easier.

Clarity

It is possible to be a friend and a leader. Anyone who has mentored or had a mentor can attest to that. The first thing to do is to make it clear to friends and co-workers that your relationship with them has changed or evolved.

It can be helpful to describe your new responsibilities to your friends. Let them know that you are now responsible for their development and their performance. If you are going to be an effective leader, it is going to change the dynamics of your interactions with friends and co-workers. You will need to acknowledge and address this fact.

Meritocracy

Promotions, raises and bonuses must be earned, not granted. The same degree of support and resources must be available to all, depending on need and effort. If your friends earn raises, promotions or bonuses, they should be rewarded with them. If they are granted and not earned, you will sabotage your leadership position.

Awareness

As a leader, you are being held to a higher standard of scrutiny. Pay attention to the signals you are … Continue reading

understanding-millennials

Understanding Millennials in the Workplace

When we provide leadership development programs or management consulting to Perth businesses, the subject often turns to millennials. As do baby boomers and Generation X, millennials generally have a set of values that is different from those of previous generations.

Here are some important values that can help you gain insight into millennials.

They Want to be Leaders

Globally, 40% of millennials want to be leaders. In the Asia-Pacific region, the most prevalent reason is high future earnings, but there are four other reasons that rank almost as high for millennials: influencing their organisation, working with strategic challenges, challenging work and the power to make decisions.

What They Value in Leaders

In our region, the most important traits millennials want to see in leaders are being a functional expert in the field they manage, transparent performance criteria and objective evaluation. These traits are followed closely by empowering employees, providing goal-oriented assignments and being a role model.

Work-Life Balance

Millennials want a balance between work and life. The most important factor is having enough leisure time to “have a life.” This is followed closely by recognition and respect in the workplace, flexible working hours, flexible working conditions such as a home office and a convenient work location.

Integral Development

At Integral Development, all of our leadership development programs and other courses are based on Integral Theory as created by Ken Wilber. Briefly, Integral Theory is a “theory of everything” that incorporates the best of over 4,000 years of human … Continue reading

security-princess-at-google

How Google’s “Security Princess” Hacks Leadership

One of the leadership development programs of which we are the most proud is our Integral Women in Leadership program. Since it began last year on our Perth campus, it has gained a reputation as an elite resource for women who want to be perceived in the same light as their male counterparts.

One woman who has done a great job of climbing the ladder in a male-dominated profession is Parisa Tabriz, whose business card says she is the “Security Princess” at Google. Ms Tabriz is a hacker, but she is what is known as a “white hat” hacker, working on the “good” side of the firewall to make Google’s systems more difficult to hack.

Ms Tabriz’ team created Google Chrome and they are now entrusted with protecting it from “black hat” hackers. Chrome is currently the browser of choice for over 750 million users. Unfortunately, individuals, groups and even nations such as North Korea are always trying to find and exploit any flaws in the system that can help them mine data.

The Demographics of Leadership in Google

Google has 50,000 employees; 70% of them are male. In the US, 91% of their employees are either white or Asian. 72% of those in leadership positions at Google are male and 79% are white. Ms Tabriz believes that it is a “good time to be a woman in tech because there is so much discussion about it.”

Ms Tabriz on Leadership

Ms Tabriz has a modern approach towards … Continue reading

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