Total Executive – People | Performance | Profile http://totalexecutive.com.au People | Performance | Profile Fri, 02 Jun 2017 02:23:07 +0000 en-US hourly 1 Business Guides for Executives and Business owners http://totalexecutive.com.au/business-guides-for-executives-and-business-owners/ Fri, 01 Jul 2016 07:39:21 +0000 http://totalexecutive.com.au/business-guides-for-executives-and-business-owners/ Regularly we are questioned about the benefits of ‘NEW’ sales and marketing campaigns. 99% of the time it comes back to getting back to basics that not only saves money – it creates new revenue and profit. Here are 3 links to articles that discuss how you can guide through all the knowledge out there … Continue reading Business Guides for Executives and Business owners

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Regularly we are questioned about the benefits of ‘NEW’ sales and marketing campaigns.

99% of the time it comes back to getting back to basics that not only saves money – it creates new revenue and profit.

Here are 3 links to articles that discuss how you can guide through all the knowledge out there for smaller businesses…

THE FREELANCER’S ESSENTIAL GUIDE TO BUSINESS AND TAXES

CREATING A BUSINESS PLAN

AN ESSENTIAL GUIDE TO SWOT ANALYSIS

Source: Total Exec feeds

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Why Working From Home Could Be Right For You – Matt Banner http://totalexecutive.com.au/why-working-from-home-could-be-right-for-you-matt-banner/ Sun, 05 Jun 2016 07:09:45 +0000 http://totalexecutive.com.au/why-working-from-home-could-be-right-for-you-matt-banner/ Beyond the immediate benefits like less travel time and more time with the family, working from home provides you with an incredible amount of flexibility in both your schedule and your salary. When you work in a cubicle, the best you can hope for is a raise at the end of the year, and maybe … Continue reading Why Working From Home Could Be Right For You – Matt Banner

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Beyond the immediate benefits like less travel time and more time with the family, working from home provides you with an incredible amount of flexibility in both your schedule and your salary. When you work in a cubicle, the best you can hope for is a raise at the end of the year, and maybe a Christmas bonus.

When you work from home, you can find new clients, implement new strategies, work longer hours, anything you want to increase your income to a place where you’re comfortable. What kind of job offers that flexibility?

Work in an office, on the couch, beside your family, or in the park. You can work wherever you want and whenever you feel comfortable. Take a look at the infographic below and let me know how and when you plan to start working from home!

This is the new way of business…

Total Executive have a new program available for business owners.

Just like an AirBNB – now business have a an office where they need one rom a couple of hours to a couple of days.

Contact Total Executive to discuss the new way of work and how we can help you here or contact our founder Grant Crossley directly at grant@totalexec.com.au or +61408844009.

Source: Total Exec feeds

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Stop Interrogating and Start Conversing for Relationship Based Selling Success – Peter Fullbrook http://totalexecutive.com.au/stop-interrogating-and-start-conversing-for-relationship-based-selling-success-peter-fullbrook/ Thu, 28 Apr 2016 02:00:38 +0000 http://totalexecutive.com.au/stop-interrogating-and-start-conversing-for-relationship-based-selling-success-peter-fullbrook/ Part of the reason the Pressure Free Sales System is so successful is the collaborative way in which a sales person and the customer interact. A relationship built on trust and respect is formed with the view to repeat the interaction in the future. This flies in the face of the ‘hard sell’ which is … Continue reading Stop Interrogating and Start Conversing for Relationship Based Selling Success – Peter Fullbrook

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Part of the reason the Pressure Free Sales System is so successful is the collaborative way in which a sales person and the customer interact.

A relationship built on trust and respect is formed with the view to repeat the interaction in the future. This flies in the face of the ‘hard sell’ which is all about the seller, the product and the financial benefit a sales transaction creates for the seller.

Relationship based selling sounds easy enough but it actually takes some practice to create a sales conversation that gleans information about the customer, their needs and their behaviours without it sounding all sales-y or worse, like an interrogation.

Here are five ways you can conduct a relationship based sales conversation:

  1. Effective listening

You have two ears and one mouth for a reason. Most salespeople ignore this fact and have one-sided conversations with customers all about their product or service. Many salespeople talk themselves out of converting a sale, but not many listen themselves out of one! Be patient and listen for verbal and non-verbal clues that alert you to whether what you have asked or said has struck a chord and resonated with the client.

  1. Ask the right questions

Open ended questions asked in a conversational and friendly style is how a customer will feel, relaxed and comfortable with you. Asking great questions about the challenges they face or their desires will determine whether this person has a genuine need for your product and service, build credibility, expertise and save you both time.

  1. Clarifying the customer’s pain point

Asking great questions and listening effectively opens the relationship door but using clarification to confirm what the customer has said to you can allow you to build the relationship further. Repeating what the person has shared with you back to them in your own words makes them feel truly heard and that you have a genuine interest in what they have to say.

  1. Welcome objections

Responding defensively – such as using ‘yes but’- when a potential customer raises an objection is the fastest way to lose a sale. Respond positively and welcome the objections. They actually indicate interest. Knowing your product or service and how it provides a solution for the customer’s pain point will help you talk through objections in a way that keeps the conversation flowing and positive.

  1. Understand closing a sale is opening up new opportunities

Closing can be purely transactional for some sales people – hand over the money, here’s your product, good bye – or the start of something beautiful! Relationship based selling sees closing a sale as the beginning of something new. Keep it personal and show your customers you genuinely wish them to have the best experience and best outcome.  Check in with them regularly, follow-up on the experience they have had with the product or service they purchased, thank them for their business and keep loyal customers happy. It costs a business four to six times more to find a new customer than to keep a happy one.

Customers want to buy from companies and people they trust. They want painless transactions with personality. They don’t purchase a product, they purchase a solution. And they won’t purchase that solution from someone they don’t like or trust.

Positive, supportive sales conversations that build deeper trust, will drive customer satisfaction.

And you’ll end up with loyal, happy customers who are mobile mouthpieces for you and your business.

Source: Peter Fullbrook via the Total Executive LinkedIn Group

Total Executive have one of the largest professional vetted networks of executive coaches in Australasia – including those who specialose in improving sales and negotiation skills.

To discuss which executive coach will best satisfy your requirements and overcome your challenges simply Contact Us

Or, Contact our founder Grant Crossley directly via grant@totalexec.com.au or +61408844009

Source: Total Exec feeds

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These Social Media Mistakes Are Ruining Your Brand – Elad Guberman http://totalexecutive.com.au/these-social-media-mistakes-are-ruining-your-brand-elad-guberman/ Tue, 26 Apr 2016 02:00:18 +0000 http://totalexecutive.com.au/these-social-media-mistakes-are-ruining-your-brand-elad-guberman/ Social media holds a lot of potential for businesses of all sizes. It has the power to grow your brand and connect you with a deeper pool of potential customers. You can use it to find sales leads, bring more traffic to your website, and market your business to a large audience. But if you … Continue reading These Social Media Mistakes Are Ruining Your Brand – Elad Guberman

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Social media holds a lot of potential for businesses of all sizes. It has the power to grow your brand and connect you with a deeper pool of potential customers. You can use it to find sales leads, bring more traffic to your website, and market your business to a large audience. But if you are not careful, it also has the power to do a lot of damage to your brand.

Here are some of the biggest mistakes that businesses are making on social media:

Not checking out the person managing your social media

There are plenty of professional social media managers out there to hire. And then there are the ones that only claim to be professional.

Remember, this person is going to be the online face of your company. Treat them as you would any other new hire for your business. Do not trust a simple bio that touts the person as a “world-class social media manager.”

Get the facts. Find out who else they have worked for in this role. Get as many testimonials (from the business owner him/herself) as you can about the person. It may be tempting to give a first-timer their chance with your brand in an effort to save money, but don’t take a chance without doing some real research.

Ignoring negative feedback

Bad comments are going to happen. There will always be the people out there who want to rain on your parade, whether for valid reasons or just to be plain ugly.

You can ignore those negative comments or you can actually do something about them. Ignoring them will do a lot more harm than good.

You do not want to delete every negative comment that pops up on your account. People will see this as suspicious and think you are trying to hide something from your fans.

Instead of deleting or turning a blind eye, use those comments as an opportunity. Perhaps a negative comment is from an unsatisfied customer who has not tried to reach out to you in other ways. Get to the bottom of the complaint and find a resolution that makes all parties happy. Do this in plain sight of your other followers so they see how you handle customer service issues.

Paying for fans

A lot of brands still think that paying to grow your audience is harmless. This can actually decrease the amount of reach you have on social media. You are not going to be engaging with those “fans.” They do not like your posts or comment on your photos.

That tells people who would really become your fans that nothing valuable comes from following you online. Plus, some networks will delete your page and ban you completely for buying followers.

Focus on growing your audience the organic way instead.

Not changing your tune

People do not want to see the same content from you over and over again on social media. If you are constantly posting your products, or posting links to your website, your audience is going to get real bored real quick.

Find more exciting things to post about. Instead of posting yet another picture of your latest product, put up a contest for someone to actually win that product. Don’t link back to your website in every post. Find some interesting articles to link to and give your audience something new to discover.

Being robotic in responses

Social media is about engaging. Do not use cookie cutter responses every time someone posts to your page.

Have an actual conversation with the people who take the time to post their comments to you. Thank them for their feedback. Send them a coupon for a discount or a freebie.

The more you act like a real person, the more interactive your audience will be and the more your following is going to grow.

What social media mistakes have you made? Let us know via comment below…

Source: Elad Guberman via the Total Executive LinkedIn Group

Total Executive specialise in communication and marketing services including social media management.

To discuss which services including social media management or coaching in this field will best satisfy your requirements and overcome your challenges simply Contact Us

Or, Contact our founder Grant Crossley directly via grant@totalexec.com.au or +61408844009

Source: Total Exec feeds

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Why 'Presencing' is the key to executive success in our rapidly changing world and how to give yourself the time to engage… http://totalexecutive.com.au/why-presencing-is-the-key-to-executive-success-in-our-rapidly-changing-world-and-how-to-give-yourself-the-time-to-engage/ Mon, 25 Apr 2016 02:00:42 +0000 http://totalexecutive.com.au/why-presencing-is-the-key-to-executive-success-in-our-rapidly-changing-world-and-how-to-give-yourself-the-time-to-engage/ Speaking with thousands of executives about what they are doing to ensure success in their careers and businesses it never ceases to amaze me how few give themselves the time to engage in ‘Presencing’ in order to overcome challenges and develop new and innovative solutions to improve their business and lifestyle.  Otto Scharmer’s U Theory … Continue reading Why 'Presencing' is the key to executive success in our rapidly changing world and how to give yourself the time to engage…

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Speaking with thousands of executives about what they are doing to ensure success in their careers and businesses it never ceases to amaze me how few give themselves the time to engage in ‘Presencing’ in order to overcome challenges and develop new and innovative solutions to improve their business and lifestyle. 

Otto Scharmer’s U Theory which focuses on the importance of presencing is not a new process. However, what Otto has to say is ringing more and more true every day as our world continues down a path of dramatic change where we leave our familiar worlds of the past behind. 

I strongly urge you to read this Total Executive managers choice article and view the short video here: 
http://www.linkedin.com/grp/post/2895058-6052952829734178819?trk=groups-post-b-title 

In the article we have also provided you with some gifts for people who will be in Australia and New Zealand over coming months – worth thousands of dollars to help put you on track of saving time so you can reap the rewards of ‘presencing’. 

We look forward to seeing you there as our guest. 

For those of you that have not connected with me, I look forward to being connected and keeping you informed with many more valuable sources of knowledge and gifts from Total Executive. 

Please contact me with any questions. 

All the best 
Grant Crossley 
Co-Founder – Board Connector 
Founder – Total Executive 
+61408844009 
Grant@totalexec.com.au 
https://au.linkedin.com/in/grantcrossley

The largest vetted network of professional leadership coaches and mentors who specialise in cretive and innovative leadership in Australasia work with Total Executive and through our network we provide added value via our membership of over 50,000 executives unavailable anywhere.

To learn more about how we can help you please contact us or contact our founder Grant Crossley directly via grant@totalexec.com.au or +61408844009

Source: Total Exec feeds

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Do I really need a Business Mentor/Coach ? How do I know they are right for me ? – Peter Strohkorb http://totalexecutive.com.au/do-i-really-need-a-business-mentorcoach-how-do-i-know-they-are-right-for-me-peter-strohkorb/ Fri, 22 Apr 2016 02:00:20 +0000 http://totalexecutive.com.au/do-i-really-need-a-business-mentorcoach-how-do-i-know-they-are-right-for-me-peter-strohkorb/ We have all heard that even superstars have coaches. Business executives have Mentors who sometimes act as a coach, too. We know that they exist, but how many of us really understand what significant difference a good Mentor/Coach can make for us? What is a Mentor ? According to the dictionary, a Mentor is “an … Continue reading Do I really need a Business Mentor/Coach ? How do I know they are right for me ? – Peter Strohkorb

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We have all heard that even superstars have coaches. Business executives have Mentors who sometimes act as a coach, too. We know that they exist, but how many of us really understand what significant difference a good Mentor/Coach can make for us?

What is a Mentor ?

According to the dictionary, a Mentor is “an experienced and trusted adviser”. Generally speaking, perhaps the greatest value of having a Mentor is as a safe, discrete and unbiased sounding-board for new ideas and concepts.

Mentors offer advice and guidance but leave their mentees the freedom to make their own decisions. If required, Mentors can also motivate their mentees to accomplish important agreed tasks by holding them informally accountable.

Mentors are not meant to make decisions for us, to solve our problems or to address challenges on our behalf. Instead, they support their mentees through personal advice, careful guidance and sometimes bring in new information, insight and knowledge. Mentors are also at times expected to challenge their mentees’ current thinking, to help them to explore contrary view points and to provide intellectual stimulation.

Who has Mentors ?

Everyone. Everyone from politicians to business executives, to sports stars, to small business owners, even parents and teenagers. There are Mentors for all aspects of work and life.

What does a Mentor do for me ?

The answer to this question depends largely on what mentees hope a mentor will help them to achieve. Generally speaking, Mentors help to develop better-considered decision making in business and with personal matters, and with the broadening of horizons through exposure to different perspectives and learnings.

Additionally, Mentors can help to provide clarity on challenges and opportunities in business, career and personal life. This may include guidance on how best to promote our personal brand, independent advice on navigating career options and professional choices, open up access to new networks of peers and influencers, offering options on how to better balance work and personal life.

Mentors can also help their mentees to better understand their own business by identifying hidden issues and helping mentees to realise how they are perceived by their staff, clients, peers, colleagues and superiors. 

Mentors are also useful to help mentees think deeper through issues and to explore alternative perspectives, to explore hidden options, to overcome challenges, and to uncover new opportunities.  

Could having a Mentor be seen as a sign of weakness ?

No. Many famous people have and have had mentors. Having a mentor means that we have realized that there is a limit to our capability and that our own perspective is not always the only one, nor the best one. In fact, not seeking independent advice may be perceived as over-confidence, even arrogance, or a sign of poor aptitude for good judgment.  Inversely, asking for help is perceived as a sign of maturity,  self-awareness, judgement and strength.

Thus, having a mentor is really a sign of strength, not of weakness.

Who else says that having a Mentor is a good thing ?

There are real personal and business benefits to having a Mentor. This is further evidenced in research carried out by Sun Microsystems over a 5 year period with approximately 1,000 employees. 
The research showed that mentees are promoted faster and more often than other co-workers, and that they are more likely to receive a salary increase than those without Mentors.

Here is a quote from the research:
“Mentoring increases effectiveness and efficiency to achieve business results by doing real work, real time. Developing a corporate culture of mentoring is a good way to establish a network of communication across organizational silos, promote a wide variety of talents, and broaden the diversity of ideas and innovation available to the company. The ROI on Sun mentoring has been calculated to be 1,000 percent, or greater.”

  • Both Mentors and mentees were approximately 20% more likely to receive a salary increase than those people who did not participate in the mentoring program
  • 25% of mentees and 28% of mentors received a salary raise, versus only 5% of the others
  • Mentees were promoted FIVE times more often than people who did not have mentors
  • Mentors were SIX times more likely to be promoted

 
Are there downsides to having a Mentor ?

Being mentored requires an investment in time and money. However,  more often than not, the personal, financial and business benefits of a Mentor far outweigh this investment.
Also, it is important to find a Mentor who is a good fit from both a personal and professional perspective. 

Any more advice ?

A mentoring program is not a quick fix. It works best if there is a personal commitment to ongoing improvement.  

Further, choosing a Mentor is an intensely personal matter and should be undertaken with great care. 
Reputable Mentors often offer a try before you buy’ session so that mentees can form their own opinion on the suitability of their chosen Mentor before committing to their mentoring program.

Lastly, the best thing to do is to grab the bull by the horns and to experience being mentored hands on. Who knows, you may discover options and opportunities that you don’t even know you have.

Source: Total Exec feeds

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What Is Social Media Optimisation? – Michael Ruiz http://totalexecutive.com.au/what-is-social-media-optimisation-michael-ruiz/ Fri, 15 Apr 2016 02:00:47 +0000 http://totalexecutive.com.au/what-is-social-media-optimisation-michael-ruiz/ When you have an online business, or even an online presence for your business, the ultimate goal is always to drive as much traffic to your website as possible – to get your name out there and connect with your ideal client. More often than not, companies turn to paid advertising for this purpose, but … Continue reading What Is Social Media Optimisation? – Michael Ruiz

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When you have an online business, or even an online presence for your business, the ultimate goal is always to drive as much traffic to your website as possible – to get your name out there and connect with your ideal client.

More often than not, companies turn to paid advertising for this purpose, but not everyone has the budget to do this.

Luckily, you don’t necessarily need it!

As social networks grow (and new ones develop regularly), they can play a crucial role in the success (or demise) of a business. Social Media Optimisation can spread the word about your business/products; provide credibility to your brand through social sharing and all without spending a cent!

What is Social Media Optimisation

Social Media Optimisation is the use of many different social outlets and communities in order to gain publicity for your business, product, event, etc.

It becomes increasingly important to ensure you have a strong social presence online as search engines continue to increase the weight social sharing actually carries when delivering search results. Think of it as though each time someone “likes” or “shares” something of yours on social media, they are casting their vote with search engines to rank you higher in results.

Optimised social presence now takes Search Engine Optimisation (SEO) to a whole new level!

 This is why it is important to keep in mind that successful social media optimisation is not necessarily about quantity on your end, but quality.

Think about the example of “likes” and “shares” casting votes for your content. It only goes to show that the opposite can be assumed about your content if you are not getting any engagement on social media.

This is why it is wisest to select 2-3 social networks where you know for a fact that your ideal client is spending their time (and casting their vote!) before you begin investing yours in networks that could not only not serve you positively, but could actually hinder your progress.

Focus your efforts on networks where you know you can connect with the people you want to, in a way that will benefit you both, and your online presence (and credibility) can grow exponentially!

Source: Michael Ruiz via the Total Executive LinkedIn Group

Total Executive specialise in communication and marketing services including Social Media Optimisation.

To discuss social media marketing and which of our services will best satisfy your requirements and overcome your challenges simply Contact Us

Or, Contact our founder Grant Crossley directly via grant@totalexec.com.au or +61408844009

Source: Total Exec feeds

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Leadership Exhaustion – Sonia McDonald http://totalexecutive.com.au/leadership-exhaustion-sonia-mcdonald/ Thu, 14 Apr 2016 02:00:02 +0000 http://totalexecutive.com.au/leadership-exhaustion-sonia-mcdonald/ Determination and perseverance are two critical leadership skills that every great leader must possess. But sometimes, no matter how much willpower and drive you may have, there are times when even the most dedicated leader will be tempted to just give in and give up. Unless you learn how to cope with the stress that … Continue reading Leadership Exhaustion – Sonia McDonald

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Determination and perseverance are two critical leadership skills that every great leader must possess. But sometimes, no matter how much willpower and drive you may have, there are times when even the most dedicated leader will be tempted to just give in and give up. Unless you learn how to cope with the stress that comes along with the constant change and unending demands that all leaders must deal with on a daily basis, leadership fatigue, and eventual failure, is a genuine threat.

There are, of course, a number of signs that can alert you that you are coming close to your personal limit. You may be close to your personal breaking point if you’ve experienced any of these dangerous signals: avoiding responsibilities and those who hold you accountable, losing your vision, losing focus of the big picture and getting bogged down by minor details or losing control and becoming annoyed and angry over insignificant things. Left unchecked, leadership fatigue might even lead to self-destructive behavior such as subconsciously sabotaging important relationships or neglecting your own personal self-care.

The key to maintaining our energy and our ability to make sound decisions, and act upon them, is to learn how to manage those things in our daily lives that literally drain us of our energy and enthusiasm. In order to avoid leadership fatigue, we must learn how to eliminate or minimise these “power drainers” before they reach a “critical mass.”

Observing how highly visible, and extremely effective, leaders from around the world avoid fatigue can be helpful in learning how to better manage those things that sap our energy and resolve.

One way that great leaders manage their stress and energy levels, while increasing the productivity and creativity of their team, is through delegation. While it’s tempting to try to do “it all” as leader, you must accept that your energy is not limitless. Learning to “let go,” and delegate will not only help you to reduce your leadership fatigue so that you have more time and energy to spend on other, more important tasks, it will also allow your team to put their talents and energy to the best use.

Jack Welch, Chairman and CEO of the Fortune 100 Company General Electric, was known for his endorsement of the power of delegation as a tactic to reduce leadership fatigue and boost employee morale. In a 2005 speech at Northwestern Kellogg School of Management, Welch continued to encourage leaders to avoid the urge to micromanage and instead, “err on the side of delegation. It makes your employees love being at the company and helps them flourish.” In addition to reducing your stress and leadership fatigue, delegation increases engagement and satisfaction while producing original solutions and increasing performance.

The 44th President of the United States, Barack Obama, is another world leader that practices delegation to get more done and reduce his stress by reducing his workload. According to an article at 99u, President Obama has over 100 assistants that help to keep him on task, briefed and informed so that his time is free to devote to more critical tasks throughout each day. This is a sharp increase in delegation from just 50 to 75 years ago when former U.S. President Harry S. Truman needed only 12 assistants to get the job done.

President Obama doesn’t stop at delegation to help him manage stress and keep leadership exhaustion at bay. In addition to delegation, the President also manages his stress and wards off fatigue by setting aside time at the end of each evening to get a head start on the next day’s work. He practices good self-care by making time to exercise each day. He also takes time to renew his spirit and energy by spending quality alone time with his daughters in the evening during their dinner. 

The President has also used a tactic to reduce his stress similar to that of Mark Zuckerberg, CEO and founder of Facebook and Steve Jobs, former CEO and founder of Apple. All three reduced their leadership fatigue by reducing the number of decisions they must make every day. Obama has adopted to only wear blue or gray suits, just as Jobs always wore a black turtleneck, and Zuckerberg a gray T-Shirt, every day to work so that they don’t have to waste time, or energy, deciding what to wear each day.

Other successful leaders in the public eye use techniques that are similar to what President Obama does to manage stress and energy levels. In an online article, the billionaire media personality, Oprah Winfrey, wrote about how important it is to manage her stress and conserve her energy by making healthy food choices, surrounding herself with people who build, rather than sap, her energy, and taking regular time off to recharge and rejuvenate by doing something that she enjoys and finds relaxing.

As a leader, what are you doing to manage your stress levels and avoid leadership exhaustion? Are you setting yourself up for success by getting an early start to your day and practicing good self-care habits? Have you examined your daily schedule and looked for ways to delegate tasks and eliminate or minimise unnecessary decisions that drain you of your time and energy?

While you might have done a good job so far juggling all of your tasks and responsibilities, and have somehow managed to “do it all,” without having a physical or mental breakdown, pushing yourself will only get you so far. You might be a good manager, but you will never be a great leader unless you take the time to create the support structure that you need to help you manage your stress and ward off fatigue.

If you truly want to succeed and excel at leadership, at some point, you will need to take a moment to stop and take a critical look at your daily life and make some decisions about how it is organised, and who and what you allow into your life and what you devote your time to, in order to have and maintain the power that you will need to achieve your goals and dreams.

Get in touch today to learn more about how to defeat leadership exhaustion and set yourself up for success!

Source: Sonia McDonald via the TE LinkedIn Group

The largest vetted network of professional leadership coaches and mentors in Australasia work with Total Executive.

To learn more about how we can help you please contact us or contact our founder Grant Crossley directly via grant@totalexec.com.au or +61408844009

Source: Total Exec feeds

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Are you following the US Presidential race – Antoinette Braks http://totalexecutive.com.au/are-you-following-the-us-presidential-race-antoinette-braks/ Tue, 12 Apr 2016 02:00:05 +0000 http://totalexecutive.com.au/are-you-following-the-us-presidential-race-antoinette-braks/ Antoinette Braks recently published this article from Sydney Finkelstein on the Total Executive LinkedIn Group I, like many people, have been thinking a lot about the U.S. presidential campaign. Will we pick the right person? Do we ever pick the “best” person? And how can we know ahead of time whether we’ve got the right … Continue reading Are you following the US Presidential race – Antoinette Braks

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Antoinette Braks recently published this article from Sydney Finkelstein on the Total Executive LinkedIn Group

I, like many people, have been thinking a lot about the U.S. presidential campaign. Will we pick the right person? Do we ever pick the “best” person? And how can we know ahead of time whether we’ve got the right person to be our leader?

The puzzle is one that is faced not just in presidential politics, but by all companies — profit and non-profit alike — as well as volunteer organizations, NGO’s, hospitals, schools and governments. The person at the top can make all the difference in the world, for better or for worse.

Politicians and other leaders from virtually every corner of the globe inevitably disappoint. But the much bigger concern is the mindset of voters, board members, and nominating committees when selecting our leaders — and the uncomfortable realization that we’re not very good at it.

I’m not even talking about the myriad of mistakes we make in selecting talent when we hire, from preferring people who look and act like us to believing that we can size someone up from an interview (the data on this last point, by the way, shows we are astoundingly bad at that). The single biggest problem — the fatal flaw in choosing presidents, school board leaders, or football coaches — is that we believe we can predict the future rather than looking for a leader who can quickly adapt to whatever the unpredictable future holds.

Think about what stands as best practice for choosing leaders. You assess the challenges and opportunities your organization or team faces, and then look for the one person who has the best array of skills to address those challenges and opportunities. And that’s considered state of the art.

But what if we’re not that good at figuring out the most critical challenges and opportunities we want our leader to solve? And even more, what if the issues of the day are eclipsed by new events? With the pace of change as intense as it is across industries and countries, how can we even believe we are able to identify the precise bundle of experiences, capabilities and personality needed to take on what tomorrow brings?

Yet we act as if that is exactly what we are able to do. 

In long election cycles like in the United States, by the time a new president is sworn in, the entire mandate may have changed. Was President Obama elected because of his massive experience in addressing global financial breakdown? Of course not, but that dominated the first year of his administration, which coincided with the global financial crisis. 

How about President George W Bush? He had been in office for less than eight months when September 11 happened. Did voters anticipate that type of challenge to the country when voting for him? 

Certainly not. In fact, how could we? Even the most seasoned executive is vulnerable to this same fatal flaw. Reginald Jones was ready to retire as CEO of General Electric in 1981, when he decided to turn the reins over to Jack Welch. One of the things he said at the time was that after a period of technological change the economy, and hence, GE, was about to enter an era of stability and maturity. He didn’t have a sense of the coming onslaught from the Microsofts, Intels and Ciscos of the world, yet he was the CEO of one of the most powerful and resource-rich companies on the globe. He had access to the best advisors and experts that money could buy. And he got it wrong — utterly wrong.

If we can’t predict the future, then how can we figure out who’s got the right stuff to lead us into that future?

First, there is a body of knowledge and experience that is relevant for any top job. It’s like an entry ticket to the game; you can’t be considered if you haven’t at least paid some dues. Second, you need a demonstrated track record of accomplishment. Playing is not enough; you have to have some wins under your belt too.

Many organizations stop there, but you really have to go the third, final, step to increase the odds of identifying a great leader. You need to ensure that your would-be leader has the agility to adapt to new and unexpected circumstances. In the face of change, executives who stick to the same playbook that got them to the top is almost always a failing formula. The inability of senior executives to adapt and adjust is the real reason companies such as Blockbuster and Kodak went out of business — and the reason companies like Google and Amazon keep beating competitors to the punch, time and time again.

The need for agile leadership is a problem for executives in all organizations. And the more senior the position the more complex, the more ambiguous, the more important the challenges and the decisions a leader is faced with. It’s precisely for these types of challenges that there is a huge premium on adaptability.

When faced with a failed strategy, we want our leaders to come up with something very different. We want them to adapt, demonstrate flexibility and show they have the agility to be a great leader. And we want them to do it in real-time, all the time.

Which brings us back to this year’s presidential race. The big question is: To what extent do we believe each of the candidates will be that agile leader most needed in times of crises? A leader who will be able to assess in real time what the situation is, and move forward in a reasonable and reasonably quick way? A leader who will likely be faced with new challenges that we don’t know are coming, and much sooner than anyone expects?

This is the real question that voters need to ask as we evaluate the widely different skillsets and personalities that have emerged in the race.

Great leaders must be adaptable. Consider the military’s special forces, those highly trained personnel assigned to the most dangerous and unconventional missions. These elite units, which date back to Roman times, select and train warriors for strength, maturity, motivation, and intelligence. Candidates who make it through to the end are incredibly capable, yet there is one characteristic that is make-or-break in the final analysis: the ability to adapt and adjust and think fresh, in real-time.

And that is the one capability all leaders must have.

The largest vetted network of professional leadership coaches and mentors in Australasia work with Total Executive.

To learn more about how we can help you please contact us or contact our founder Grant Crossley directly via grant@totalexec.com.au or +61408844009

Source: Total Exec feeds

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Complimentary Handbook on 'Governance for Boards' – Gary Patterson http://totalexecutive.com.au/complimentary-handbook-on-governance-for-boards-gary-patterson/ Mon, 11 Apr 2016 02:00:24 +0000 http://totalexecutive.com.au/complimentary-handbook-on-governance-for-boards-gary-patterson/ In this comprehensive guide, expert authors explore top issues plaguing Boards today and offer wise counsel and actionable solutions. You’ll find no platitudes here, nor do we avoid the uncomfortable topics, according to CCI publisher Maurice Gilbert. The book will help readers: Reduce Risk Enhance Governance Practices Position the Board to Excel  Download the free book right … Continue reading Complimentary Handbook on 'Governance for Boards' – Gary Patterson

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In this comprehensive guide, expert authors explore top issues plaguing Boards today and offer wise counsel and actionable solutions. You’ll find no platitudes here, nor do we avoid the uncomfortable topics, according to CCI publisher Maurice Gilbert.

The book will help readers:

  • Reduce Risk
  • Enhance Governance Practices
  • Position the Board to Excel 

Download the free book right away — and refer to it throughout the coming year

Source: Total Exec feeds

The post Complimentary Handbook on 'Governance for Boards' – Gary Patterson appeared first on Total Executive - People | Performance | Profile.

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