How to develop genuine ownership and accountability in the workplace

In 2017, we noticed an increasing frustration among leaders and managers because of a significant lack of ownership and accountability from their employees. Without ownership and accountability, operational excellence (i.e. execution, performance and results) suffers. Taking ownership, as a minimum, means that if we recognise certain things are material to achieving desired results, we take … Continue reading

Employees don’t leave Companies, they leave Managers

A recent Gallup poll of more than one million workers concluded that the No. 1 reason people quit their jobs is a bad boss, or immediate supervisor. We’ve learned that 75% of workers who voluntarily leave their jobs do so because of their bosses and not the position or the role itself. Never mind how … Continue reading

The 10 most common forms of dysfunction of a team

How many of these can you and your team relate to? If you think you need our help, you might want to get in touch! Ongoing turf wars In the ideal professional world, all co-workers get along. But in reality, it’s not uncommon for colleagues to dislike each other. Arguments, rifts and mean-spirited rivalries may … Continue reading

The top 3 ways of exceeding business objectives in 2018

There are 3 guaranteed ways of making sure you achieve, or exceed, all your business objectives in 2018. They are: Fix the culture – get everyone 100% “on board” Fix the culture – create leaders who can achieve! Fix the culture – develop an “unstoppability” factor The focus is so wrong in many business plans … Continue reading

Why do organisations make significant business improvement so difficult?

Question: How do you spot a business leader, at a party, who is struggling to make the much needed changes to significantly improve performance? Answer: They’re the one asleep in the corner… exhausted! It’s those long hours, seven-day weeks and daily hassles that seem to make little or no difference to results, team working, or … Continue reading

Leading with absolute belief

Our experience shows that many leaders seem to spend a lot of time wishing. They wish they were taller, richer, and smarter. They wish their businesses were more successful, their teams more productive, their customers more loyal. But what would it be like if they could change their wishes to belief, total and absolute belief … Continue reading

Why most leadership development programmes don’t improve business performance and results

Side-stepping four common mistakes can not only help companies develop stronger and more capable leaders, save time and money, and boost morale … but also create sustainable improvements in performance in all areas … and, of course, the results.   For years, organisations have lavished time and money on improving the capabilities of managers and … Continue reading

What organisations are doing wrong!

Miscalculating the “starting point  a.Too many leadership development initiatives we come across rest on the assumption that “one size fits all” and that the same group of skills, or style of leadership, is appropriate regardless of where the “starting point” is for the leadership population. b.No “diagnostics” are completed to determine the issues, challenges and … Continue reading

What drives a positive culture in an organisation?

Let me first tell you what doesn’t … pay and rations, “bean bag” relaxation rooms, dress down days, “homemade cake eating” Fridays, etc. … Culture is not to be trifled with (no pun intended!) … it’s the key to hard driving and much needed, if not critical, sustainable business improvement. Culture is the single biggest … Continue reading

The signs your business culture is toxic … and needs fixing now!

The culture in your business, it turns out, is the most accurate predictor of it producing sustainable and optimal performance and results. There are tell-tale signs that the culture is probably toxic and urgently needs changing to avoid the business running into trouble not too far down the track. Apart from the obvious ones like:- … Continue reading