How to lead effective change

How to lead effective change

The potential that comes from change

Fear, a strong and powerful emotion, comes consciously and unconsciously when change is foot. Its natural and a protective mechanism to our being.

 

As a business owner, leader, when you hear the word change, what comes to mind?  What do you feel in your body, what story do you tell yourself?

 

Whether change is initiated by yourself or external to you, it brings a level of uncertainty and challenge. Understanding your natural response to change will support you greatly to then develop practices to support you through the change.

 

Are you a person that ravels in change for the learning opportunities?

Are you a person who steps back and takes it all in before making any commitments or moves?

Are you a person who sees change as something that you would rather avoid?

 

Naturally you will seek to avoid or adopt change, in varying degrees. In avoiding change, you create a greater challenge for yourself as it takes more energy and brain-width to avoid and combat change rather than to work through and adopt the change.

 

Now I get it, change can be intensely scary, and when initiated by forces outside your control, you feel at a loss, and it generates emotions and feelings that are in a way ‘anti-change’. By sustaining those emotions and that attitude you continue a spiral of stress, anxiety, fear, anger……all the emotions that are energy zapping and not conducive to positive change.

 

Change has potential, just like your team, your employees, so how do you give it an opportunity and lead effective change?

 

I appreciate this is not as simple as switching from fear to acceptance, there are stages to go through – and that is perfectly ok. That is what change is all about, working through the stages to understand, to visualise, to see it, to communicate it, to empower others, to celebrate the small wins, to consolidate and to make it stick. There will be days you achieve 3 steps forward, and days where you take a step or 2 backwards, if every step is enabling you to move with the change and lead it, you are progressing through the change.

 

Here are 10 tips to help you lead effective change.

 

    1. Lead from your zone of control – we all seek a sense of control, its what supports us to know we have certainty. When leading change, seek to lead from your zone of control. Accept that not everything will be in your control and then understand how you can adapt with the change occurring.
    2. Reframe your emotions – you will experience emotions that are unresourceful to you leading change, it does not mean that you have to bathe in them all day. Consider the alternative, reframe to what could be and how that would support you to facilitate change, adapt with the change and enable you to brings others on the journey.
    3. Face your fears – what better way to work through the fear head on. Usually fear of uncertainty, the way you are going to understand it more and achieve certainty is to approach the situation with curiosity, seek to understand, learn and be open to the possibility.
    4. Raise your hand when things get away from you – the more you seek support, whether that is, your boss a colleague or a coach to support you through the change, having someone to help you see the options, uncover a different perspective is a great strategy to have.
    5. Be the picture of change – when leading a team through change they are looking to you for cues. Step into an attitude that cultivates the change and the environment for change. Be the resourceful cues for your team.
    6. Manage your stress and anxiety – leading change you need to make clear and confident decisions. Focus on how you are fuelling your mind and body, through nutrition, exercise, fresh air and breathing for greater clarity and confidence. In managing your own emotions, stresses and anxiety about the change you help your team do the same.
    7. Communicate – if in doubt talk it out. The more those part of the change talk through the change, continue to connect with the vision and the reason the more they can ‘see’ the change and ‘feel’ the change to be the change. Communication works through resistance, roadblocks, role clarity, reasoning, and of course next steps to move forward.
    8. Keep reflecting on the vision, the big picture – continue to reflect on the compelling vision for change, what that means for you, your business, your team and how you are can continue to lead the change.
    9. Celebrate the small wins – through every change there are achievements, small wins, and they need to be acknowledged, celebrated. Establish a way that you and your team can celebrate these wins, generating greater motivation to reach the next one.
    10. Be open to learn – having a flexible and open mind can see you adapt to the change quicker and learn something more powerful that you can ever expect. Every situation gives you something for the next. Leading change you are learning about the change, the people, the intended outcome and yourself throughout the process. What a rich learning experience.

 

Change is constant, increasing in speed, with no signs of slowing down. Your attitude and mindset to change will have a significant impact on how the change plays out for you, your team, your business.

 

How do you want to approach and lead change?

 

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A relationship in credit

A relationship in credit

 

keep your balance in credit

Relationships are built on many things;

  • Trust
  • Rapport
  • Understanding
  • Connection

I could go on.

 

Relationships are maintained through integrity, trust…………by keeping your balance in credit.

 

Being a leader of team in an organisation you are employed to do a job, you have a role to play, you have KPIs to meet which ultimately link to the organisation’s success, bottom line. So when thinking of your relationships as a leader they too have a level of business nous about them, they too need to turn a profit. They too need to remain in credit for the relationship to continue, to be nourished, to succeed.

 

Without credit you are trying to build a relationship on false foundations, you are already in debt and this places a different lens on the relationship to one that is in credit.

 

So how do you establish and maintain a relationship that is in credit?

 

Work with others in a way that will see your balance remain in credit.

 

That could be:

  • Get curious to understand others, their needs and expectations;
  • Establish your own expectations of self and others and communicate them;
  • Strategies to wrangle your emotions and have strong and meaningful state management;
  • Deliver on your commitments;
  • Listen and be truly present – nothing worse than having someone check their phone every 5 seconds;
  • Acknowledge your errors and own your actions.

 

Leadership is about relationships, it is about owning your own actions, attitudes and outcomes. Own your share of your relationships and manage them like a business, keep them in credit.

 

A classic line from a classic movie – ‘…your ego is writing cheque’s your body can’t cash…’ (Top Gun). Maverick is trying to be the best of the best yet is losing credit from his interactions rather than working for the win/win and achieving credit, which ultimately elevates you to a level of success.

 

Don’t get me wrong, I love that movie for so many reasons (and no it’s not because of Tom cruise) one being, through challenges you find your best self – Lead self to lead others.

 

So in building your leadership career, leading your team with confidence, start with strong relationships that are in credit, after all leadership is all about relationships, with the most important one being with yourself.

 

www.sherrenedkins.com.au/work-with-me/

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Bring balance back to your state

Bring balance back to your state

Every experience gives you something for the next

You walk into the room and you feel like your leadership foundation is unstable, a little shaky. Your hands are a little clammy and the knees are knocking. Why?

It’s time for you to stand up in front of the team and present.

You can be so prepared for situations, information ready, practiced time and time again……..and then – it all feels like its about to fall apart. Your mind starts to wonder, and not to what you need to present, but more to ‘what will they think’, ‘what if I miss something’……………………………

What if you nail it? What if?

You are in charge of your mind and therefore your results.

Emotional intelligence talks about ones’ ability to be aware of their emotions and those of others in the moment and ones’ ability to understand that and manage themselves in that moment, subsequently managing their relationships.

In being aware of not only your emotions in a given situation but your triggers to those emotions you give yourself a greater advantage to develop strategies that will be applicable and resourceful to you. 

What are your go to strategies to support you in this situation, to bring some stability back to your leadership approach and you?

Its time to bring in your reinforcements. Here are 5 tips for bringing some balance back to your state:

  • One deep breath – taking back conscious control of your breathing, and deep breaths, those breathes that fill the diaphragm and bring much needed oxygen to the brain.
  • Situational anchor – many public speakers create a ritual or anchor to bring them into a conscious state of focus, confidence, whatever they need for that activity. Imagine as you walk out to present you step into a sphere of confidence, that takes away your nerves and replaces them with excitement. Something that you carry in your pocket for when the need arises.
  • Ice breaker – engage in a fun activity to lighten the mood and enable everyone to feel settled and ready for your presentation. Ice breakers are fantastic for group and facilitation work, a circuit breaker for the current mood, environment, and mental shift for the next item. You could have a quick quiz (trivial or topical) that adds a little humour, or a picture on screen and ask the team a question related to the picture. Whatever you do, its an opportunity for you to settle into your presentation and for the team to settle into their role as listeners and observers.
  • Focus point – having a point (or person) in the room that you can focus on throughout your presentation to keep you calm and relaxed.
  • Visualisation – just before walking out as you take a deep breath close your eyes and visualise the environment; you standing in front of everyone looking relaxed, comfortable and confident, seeing the audience nodding and smiling, engaging with what you are saying. Bring the colour and sounds to the visualisation – what are you saying to yourself…..’This is my time and I’ve got this’

 

Whatever your strategy is, it needs to break the current state to give you an opportunity to shift your focus and state to one of stability.

 

After applying your strategy and successfully presenting to the team, with them engaged and inspired to move forward – take a moment to be IN that moment. Take note of how you are feeling, and what you seeing and hearing. What is the environment like? Take time to reflect and acknowledge your effort, the outcome, and now you have the ingredients for a strategy for your next presentation.

 

Every experience gives you something for the next. 

 

www.sherrenedkins.com.au/work-with-me 

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Leading with Self Respect

Leading with Self Respect

 

Lead self to lead others

To create transformational change, strong social connection within teams, high performance and delivery of outcomes there is a crucial ingredient to the mix.

R.E.S.P.E.C.T

The more respect you have from those you are leading the greater the impact of your leadership intention. When we look at many great leaders, they generated a following through a powerful cause, something that people had respect for and therefore followed. 

We hear the stories of leaders who are doing grand things, uniting their tribe, transforming an organisation from horror to halo, developing many powerful leaders along the way. How?

R.E.S.P.E.C.T – Aretha Franklin you had it right girl.

Great leaders create an unwavering swell of respect from those they are leading, how? Where does this come from?

To generate such respect from their team and followers the leader has manifested a healthy level of respect for themselves.

I have a saying, ‘What we generate for ourselves internally, is what we manifest for ourselves externally’ – leading from the inside out’.

Respect for self is so powerful, attracting respect from others. Law of attraction in action. Respect yourself, your whole self. Know what respect means to you, what is looks like, sounds like and feels like.

Richard Branson said, ‘Respect is how you treat everyone, not just those you want to impress’ – EVERYONE, that includes you!

The more you respect yourself you generate a vibration, an aura, that others are attracted to, pick up on and want to be around.

Our unconscious mind works in magical ways and it’s are always looking for signs, behaviours, attitudes that will support us, guide us. Staff look to their manager, their leader, for these signs and what you present from the inside out is key.

I believe ‘Respect’ is a core characteristic for a great leader, and that is why it is one of my 12 leadership principles. I embrace respect both ways, like I do with all my principles of leadership. When I am respecting myself I have a greater ability and vibration to create respectful relationships with others.

The true definition of respect is ‘…a deep admiration of one’s abilities; regarding one’s feelings, rights and wishes….’

How do you show deep admiration for yourself?

How do you show regard for your feelings, rights and wishes?

Here are my tips on how to respect self.

  1. Respectful self-talk– the words we speak and hear have a great impact on our mind and therefore our identity and beliefs. Show respect to yourself through your self-talk that supports you.
  2. Seek to understand – when you are feeling certain emotions, experiencing certain thoughts and going against your self grain – ask why. Seek to understand what is behind that so you can work through the triple AAA process – Awareness, Acceptance, Action.
  3. Feedback and Celebrate – like with your staff members, give yourself feedback and celebrate what you achieve. Every step closer to the outcome deserves recognition. Respect your efforts through feedback and celebration.
  4. Gratitude – Also is one of my 12 leadership principles. When we are grateful for what we have, what we achieve and what you have the ability to do we are showing respect for our life choices and decisions. Respect your journey through gratitude.
  5. Be authentic – to ‘BE YOU’ shows the utmost respect to yourself. Hiding your true self and ‘BEING’ someone else in your leadership role attracts the same from others.
  6. Set your standard. – This is where personal/professional boundaries come into play. If you want others to respect your boundaries, respect them yourself. Set the standard through your own self respect. Commitments to self are powerful, respecting them is where the magic happens.

 

Respect your map of the world, your experiences, your choices, your values and beliefs. This empowers you to step into your true identity as a leader and rise strong to lead others with self respect.

What is one thing that you are going to do now to respect yourself and rise as the leader you want to ‘BE’?

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Courage in knowing and owning your weaknesses

Courage in knowing and owning your weaknesses

 

Emotional Intelligence in Leadership

The classic SWOT analysis, Strengths, Weaknesses, Opportunities and Threats.

We all have skills, capabilities, qualities and characteristics that fall into each of those categories. Over the years I have found and embraced courage in knowing, acknowledging and acting on my weaknesses.

When in a job interview to rattle of your strengths or the elements as to why you can do a job, come more easily than knowing and commenting on your weaknesses….right.

I remember an interview years ago where I was asked what my strengths were and why they would enable me to perform in the role. My response was from a place of courage, a place of standing out from the crowd, a place of going against the grain – well that is how I felt it was at the time.

My response was ‘…in knowing, understanding and acting on my weaknesses is a strength and so I feel it is more important for me to share with you my weaknesses and what I am doing about them, that demonstrates emotional intelligence, self awareness, honesty and the willingness to learn and grow which are all strengths of mine…’ I proceeded to share with the panel what I saw to be my weaknesses and what I was doing to change them, develop them into something or accept and recognise that I was ok with that.

In that exact same moment I believe I demonstrated courage.

I was courageous in not only knowing but highlighting my weaknesses to a recruitment panel, and opening myself to even more critical assessment. I put myself out there, raw and real. I was stepping up and being seen and ready to have a conversation.

Forbes Magazine has written about courage as being ‘the’ defining characteristic of a great leader. Something that sets great leaders apart from good leaders. I see courage as a characteristic that holds depth to ‘walking the trenches’. To reach courage you battle so many other emotions and challenges.

Leadership is not just about sharing the vision, collaborative conversations, enabling and empowering, it is also about being the pointy end of the tree; the top of mountain guiding people to what is on the other side, working with them through the tough ruts, sticky situations, managing resistance and influencing them to break through the resistance.

Leadership is having the courage to be pointy peak, to be the one that is being seen, standing up and holding strong, advocating for the team. Leadership is having the tough conversations.

Courage is key to leadership.

Do you have a fear, something that is blocking you from achieving, a weakness that is holding you back.
To know your weaknesses, acknowledge them and act on them is courage. To put your hand up and say ‘ I don’t know, but I am willing to learn’ is courage. To face a fear, a limitation or block in your life is courage.

It can be one of the most daunting experiences, yet the moment you step over that threshold into the sphere of courage you are in a world of growth and evolving.

Oh by the way – I got the job. The panel were very impressed with what I did, and acknowledged my ‘courage’ in doing so and were looking for someone to be courageous and step up.

www.sherrenedkins.com.au/work-with-me

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