Michael Peiniger | Developing Leaders

12Jul

Leaders Treat Others How They Would Like To Be Treated

Michael PeinigerDeveloping Culture, Emerging Leaders Program, Executive Leadership Coaching, High-Performance Teams, Leadership, Performance Management

Leaders Treat Others How They Would Like To Be Treated. Some old adages don’t serve leaders and teams very well – and ‘treat others how you would like to be treated’ is definitely one of them.

While I am sure the intentions were good – is there a lazier, more biased, self-serving way of existing?

Treating others how you want to be treated assumes that your way of behaving and existing is the only way – the right way – and that other ways aren’t really worth listening to.

In a multicultural nation like Australian where more than 50% have a family member who was born overseas, assuming one way to be treated is a bit naive.

Teaching leaders to think beyond themselves, their perspectives and their opinions is a simple yet crucial aspect to Executive Leadership Coaching, Emerging Leaders Programs as well as Executive Leadership Programs. We can all get caught up in focussing on our way of doing things and assuming that it is the ‘right’ way to do things.

Leaders Listen and Seek To Understand Other Views

How about seeking to listen, seeking to understand, seeking to adapt – and treating people / teams / staff the way that they want to be treated?

You want to have a meeting at 8am on a Monday morning because it sets you up for the day and you want to know what is going on in your business. What does your team want? 8am? Every week?

Needs, wants and expectations.

Weekly or fortnightly one-on-one meeting with your team member gets bumped because ‘something more important came up’? This is one where either adage applies.

When leaders take a moment to see how they can meet everyone’s expectations and not just their own, a whole bunch of things start to change. Trust. Empathy. Compassion. Truth. Responsibility.

‘How would your team like to be treated?’

Business Values and Personal Values

They will most likely have done some work on business values – often writing value nouns (Integrity, Honesty, Courage, Innovation etc) without really considering whether they are their own personal values.
(We can talk on the fault of nouns rather than verbs as values, absolutes as values and writing aspirational rather than actual values at another time!).
Our personal values drive our behaviour. For those that haven’t considered putting those values into words or actions, it is often described as a ‘gut feel’.
When you consider what is really important to you, and take the time to evaluate, weigh up and consider hundreds of value propositions to sift through to your Top 3 – leaders end up with a huge sense of clarity.

Are There ‘Good’ Or ‘Bad’ Leadership Values?

Often we need to discuss whether they feel like their values are ‘good’ or ‘bad’ values for a leader. Quick tip – there are no good and bad values for a leader, just what you feel and believe.
When you know your personal values, a whole bunch of things fall into place from a personal and professional level.
When it comes to what you see as ‘good team behaviours’, they will most likely align with at least 1 of your top 3 values. Similar for what you see as ‘poor team behaviours’ – they will ‘cut across’ at least 1 of your top 3 values.
As a leader, when you understand the key values that drive you, you develop a sense of clarity regarding your behaviours and the behaviours you accept (or don’t accept) with others.

Good Leaders Share Their Values

As a good leader, you have the opportunity to share those values with your team members, to develop a better understanding of you as a leader, and what your expectations are. That clarity serves the team in numerous ways, not least in being able to anticipate what you may want or need in your absence, based on those values.
When your values are expressed as verbs rather than nouns, you get even greater clarity, as both you and your team understand more clearly the actions and behaviours that are required.
So yes, personal values are important for leaders!
If you haven’t thought to work out your top 3 values and don’t know where to start, reach out via email or DM. We have worked with dozens of leaders just like you to develop the value and behaviour clarity that you need to bring yourself and your team to the next level of performance.

Would You Like To Understand More About Your Leadership and Values?

The Velocity Leadership CheckPoint Is The Start

If you are unsure of your impact on your leader / team, perhaps you should complete the Velocity Leadership CheckPoint? 25 behavioural leadership traits, focussed in 5 distinct leadership capabilities – a ‘must know’ for any leader or team looking to drive high performance. If you haven’t completed the CheckPoint, get in touch with us today to arrange an appointment. Read through the comments and feedback from those that have – many say that it has had a profound effect on how they lead and perform within a team.

#values #leadershipvalues #leadershiptraining #leadership #leadershiptrainingmelbourne #valuesmelbourne #executivecoachingmelbourne #executiveleadershipcoaching #IMLD #developingleaders

04Jul

How To Define Leadership For Emerging Leaders

Michael PeinigerDeveloping Culture, Emerging Leaders Program, Leadership, Leadership Assessment Tool

How do you define leadership for an Emerging Leaders Program? There are literally thousands of definitions of leadership – what is most appropriate for explaining the concept to groups of supervisors, Managers and small business owners looking to understand more about how they should lead?

01Jul

Thank you to IMLD Executive Coaching and Leadership Program Clients

Thank you to our Executive Coaching and Leadership Program Clients!

Michael PeinigerEmerging Leaders Program, Executive Leadership Coaching, High-Performance Teams, Leadership, Leadership Assessment Tool

A huge thank you to our Executive Coaching, Executive Leadership Coaching and Leadership Program Clients! As Financial Year 2021/2022 comes to an end, we wanted to go ‘beyond the numbers’ (borrowing your tagline Fiscal Artisans pty ltd!) and say thank you to the wonderful CEO’s, small business owners, leaders, managers and supervisors that have trusted us in the last 12 months to develop your leaders and help deepen leadership and management skills.

Leadership Programs
Executive Coaching
Executive Leadership Coaching — IMLD Leadership Programs & Workshops

It is a great privilege to work with talented people who want to stretch themselves and develop themselves (and their teams and businesses) further, and we certainly don’t take it for granted!

IMLD Executive Coaching, Executive Leadership Coaching & Leadership Programs

Thank you for taking part in our:
? Executive Coaching & Executive Leadership Coaching (and the transition and blend of face to face and online coaching)
? Emerging Leaders Program (and the wonderful conversations and connections that developed)
? Executive Leadership Program (and the challenging conversations and new ideas that developed)

? Diploma of Leadership and Management program (both face to face and online)
? Experiential Leadership Program (and the challenging activities and debriefs included),

? Leadership & High Performance Team Workshops, and
? Velocity Leadership CheckPoint leadership assessment tool.

There is an old African proverb that says that ‘it takes a village to raise a child’ – I think that it also takes a team to raise a leader.
Thank you to the teams at 4Legs Pet Food Company, Peerless JAL, Sunbather Pty Ltd, All Saints Estate, Summer Foundation Ltd, LyondellBasell, Global Buildings Performance Network (GBPN), Fiscal Artisans pty ltd, Vow and many others for the opportunity to play a small part in raising the skills of your amazing teams.

Thank you also to all of the individual leaders that started their development with a Velocity Leadership CheckPoint and continued their leadership process through coaching, workshops or programs – It has been our pleasure to work with you all.

Velocity Leadership CheckPoint - Leadership Assessment Tool for Leaders — IMLD’s Leadership Assessment Tool – The Velocity Leadership CheckPoint

We are all looking forward to continuing and maintaining these amazing relationships for FY2022/23 and beyond!
Yours in Developing Leaders.

M
#leadership #coaching #executivecoaching #executivecoach #leadershipcoaching #leadershipcoach #executivecoachingmelbourne #leadershipcoachingmelbourne
#leadershiptrainingmelbourne #emergingleaders #emergingleadersmelbourne #developingleaders #IMLD

27Jun

Should Emerging Leader Programs Complete A Leadership Assessment?

Michael PeinigerEmerging Leaders Program, Executive Leadership Coaching, Leadership Assessment Tool

Should you complete a leadership assessment for Emerging Leader programs? ?‍♂️
Absolutely!
We were recently asked to quote for an Emerging Leaders Program for a small / medium business and the need for complete the Velocity CheckPoint (our leadership profile / assessment) was questioned?
‘Do we need to complete an assessment for new leaders? Won’t they all be doing the same thing in the program?’

A valid question! The Emerging Leaders Program takes new leaders, supervisors and managers through the basics of managing themselves, their teams and the crucial conversations that come with it.
But what is the starting point? Not all experiences to get to a leadership position are equal. Some new leaders are incredibly skilled at difficult conversations, but struggle to manage their prioritisation. Others are very responsible, but struggle to hold others to account.

Emerging Leader Programs and Leadership Assessment

The reason we complete a Velocity Leadership CheckPoint for an Emerging Leaders Program is the same for completing one with our Executive Programs and our Performance Management / Difficult Conversations courses.
A leadership assessment is often the first time that an emerging leader has had an opportunity to really consider their own strengths and areas of development, and have a clear plan mapped out for their next stages of leadership growth. Without it, most are flying blind to their current level of skill. If you don’t know the problem…………..
Like all leadership development initiatives, measuring your current position / state is important not only for the individual, but also for the training / coaching provider to tailor activities / lessons / learning to suit your current development needs.
Emerging leader programs benefit greatly from the trust, communication and tailoring that a leadership assessment provides.

Experiential Leadership Training Makes The Difference For Emerging Leaders

Emerging Leaders Program Enhances and Builds Leadership Skills

Emerging Leaders Program – Rebecca Evans Testimonial

Emerging Leaders Program – Carla Granozio Testimonial

IS THE EMERGING LEADERS PROGRAM RIGHT FOR YOUR TEAM?

Practical, focussed and confidence building – all words that have been used in testimonials to describe the Institute of Management & Leadership Development’s Emerging Leaders program. If this sounds like something that could be useful for you or for members of your team, get in touch with us today for a confidential chat about your needs.

THE FIRST STEP IN YOUR LEADERSHIP COACHING JOURNEY – A LEADERSHIP ASSESSMENT

Do you know the impact you have on your leader and / or team? Completing a leadership assessment tool to assess your leadership strengths and weaknesses is the first step that Carla took as part of her Emerging Leaders Program journey.

#emergingleaders #emergingleaderstraining #emergingleadersprogram #emergingleadersprogrammelbourne #leadershipdevelopment #leadershiptraining #IMLD #developingleaders #leadershiptrainingmelbourne

25Jun

Leadership Growth Through The Emerging Leaders Program

Michael PeinigerEmerging Leaders Program, High-Performance Teams, Leadership, Leadership Assessment Tool

21Jun

How to Choose An Executive Leadership Coach – Question 1

Michael PeinigerExecutive Leadership Coaching, Leadership, Leadership Assessment Tool

How to choose an effective leadership coach. Question 1. Do you have a coach yourself? If not, why not? Would you buy a product from someone who doesn’t use the product themselves? When choosing an effective executive leadership coach – and by effective, I mean someone who is worth the cost and can make a difference in your leadership behaviours – there are 9 questions you must ask to ensure you have someone of value.
If you are looking for an Executive Coach, a Leadership Coach or any professional development coach, ‘Do you have a coach?’ is a really quick and easy question to sort the wheat from the chaff, the good from the average.

High Effective Coaches Have a Coach Themselves

Do you have a coach yourself?
If the answer is no – walk away. That person:
– believes they have learnt everything there is to know in coaching (they don’t),
– doesn’t believe in their product,
– is more interested in selling the services than living the services,
– has forgotten what it is like to be coached,
– has stopped striving and learning in their profession.
Is that who you want to work with?

When an Executive Leadership Coach Has a Coach Themselves

Work with the coach who has a coach themselves. They:
– believe in the product they are selling,
– are still seeking to learn and grow, irrespective of experience,
– know what it is like to be coached,
– clearly knows the feeling of being held to account and vulnerable with another person from both sides.

In an industry full of slick marketers, bold promises and low barriers to entry, look for the person who has a coach themselves and believes in the process.

The 9 Questions To Ask When Choosing An Executive Leadership Coach

These 9 simple questions will help you identify the good from the bad, the amateur from the professional, the executive leadership coach worth paying for compared to the one that is an expensive waste of time.

Question 1 – Do you have a coach yourself?
Question 2 – Are you an accredited coach?
Question 3 – What is your experience as a leader?
Question 4 – What is your own coaching style?
Question 5 – Who else would you recommend?
Question 6 – What recommendations and success stories do you have?
Question 7 – What resources and tools do you have at your disposal?
Question 8 – What leadership assessment tool do you use?
Question 9 – How will you challenge me (and yourself)?

If you are talking or engaging a coach that can’t answer these 9 questions effectively – walk away! There are plenty of highly effective coaches who can – and you deserve to work with someone that can back up what they say with action.

EXECUTIVE LEADERSHIP COACHING

Focussed, personal, confidential, honest and practical – all words that have been used in testimonials to describe Developing Leaders Executive Leadership Coaching. If this sounds like something that could be useful for you or a member of your team, get in touch with us today for a confidential chat about your needs. If you would like to read what other clients experienced and gained through the Executive Leadership Coaching process, check out our LinkedIn recommendations, reviews and testimonials.

RECENT EXECUTIVE COACHING ARTICLES

What Is Executive Coaching?

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What Do Executive Coaching Clients Say About Coaching?

7 Reasons To Engage An Executive Coach

20Jun

Diploma of Leadership & Management - Workshop 8

Is Your Diploma of Leadership and Management Practical Enough To Impact Performance?

Michael PeinigerDeveloping Culture, Leadership

Is your Diploma of Leadership and Management practical enough to impact performance beyond the training room / workshop? What an absolute pleasure to work with the leaders and managers of LyondellBasell for the 8th workshop of the Diploma of Leadership and Management – Lead & Manage Organisational Change.

The Diploma of Leadership and Management Is More Than Theory

Rather than just discuss models and theories of change, at Institute of Management & Leadership Development we design experiential activities that immerse participants in a live team activity, and create an unplanned change that the team has to problem solve and communicate to work through.
When you ‘feel’ a change and experience an unplanned change, the learning on the topic of change is amazing.

The Diploma of Leadership and Management can, and should, be so much more than a set of new model and theories. It should never be about wrote learning lists and undertaking meaningless activities for the sake of assessment. A cleverly designed Diploma includes practical activities that challenge both the participants and the facilitators, and result in some in depth analysis of leadership behaviours that have been experienced in the activity, and can translate back into the workplace. Activities such as this have the ability to ‘anchor’ learning – participants might not remember a model / concept weeks after a Diploma model, but they will most likely remember the activity, remember the behaviours and the emotions – and through that remember the key learning points of the activity and the Diploma module.

Diploma of Leadership & Management Practical Activities — Practical Activities Put Theory In Practice and Provide Valuable Learning and Debrief Opportunities

For leaders that were already dealing with an extraordinary amount of change – the level of discussion, thought and consideration of what constitutes good and bad change management was extraordinary.
A huge thank you to a wonderful group of Diploma participants – only one more workshop to go!
#Diploma #leadershiptraining #IMLD #leadershhipskillsmelbourne #leadershiptrainingmelbourne

Related Articles On Diploma Of Leadership & Management

Diploma Workshop 1 – Lead & Manage Team Effectiveness

Diploma Workshop 2 – Develop & Use Emotional Intelligence

Diploma of Leadership & Management Testimonials 2021

15Jun

How to Choose An Executive Leadership Coach – The 9 Questions To Ask

Michael PeinigerDeveloping Culture, Emerging Leaders Program, Executive Leadership Coaching, Leadership, Leadership Assessment Tool

How do you choose an executive Leadership Coach? Where do you start? When choosing an effective Executive Leadership Coach, you want to ensure that you are going to get results. In an unregulated industry, it is very easy to get caught up in the hype of a savvy sales pitch or a professional looking website. But there are some simple questions to ask that can differentiate the good from the average, the true partner in developing your skills as a leader as opposed to an expensive waste of time and effort.

09Jun

What Is Executive Leadership Coaching?

Michael PeinigerExecutive Leadership Coaching, Leadership, Leadership Assessment Tool

07Jun

What Is Executive Coaching? Developing Leaders

Michael PeinigerExecutive Leadership Coaching, Leadership, Leadership Assessment Tool

01Jun

Executive Leadership Coaching Review – Angela Brown, All Saints Estate

Michael PeinigerExecutive Leadership Coaching, Leadership, Leadership Assessment Tool

31May

Leading others is more than empowerment or wielding authority

Leadership Is More Than Just Empowerment

Michael PeinigerEmerging Leaders Program, Executive Leadership Coaching, High-Performance Teams, Leadership, Leadership Assessment Tool

Leadership is more than just empowerment. A recent post on LinkedIn from Leadership First posted this image about leadership, empowering people and wielding authority – and I had to disagree. The line between ‘wielding authority’ to ’empowering people’ isn’t a binary choice – it is a continuum, and all points on that continuum are useful to a leader.

You Need Skills and Experience to Empower Others

As a leader, empowering people is obviously important – but people need to have the right skills and experienced to be fully empowered. Fully empowering someone who has neither the experience or skills to complete the task? That is just downright lazy and setting someone up to fail.
In addition, there are times when wielding authority is needed! Forget the negative connotations you have associated to authority by the use of the word ‘wielding’; there are times when a leader must exercise authority, control and firm decision making. While many decisions benefit from consensus, collaboration and wide discussion, others benefit from firm and swift use of power and authority. That is part of the nuance – and difficulty – of being a leader. Knowing the difference is the difference between being a good or bad leader – which often takes experience (and quite often, some bad choices between authority and empowerment).

The Continuum Between Leadership, Authority and Empowerment

The line between ‘wielding authority’ to ’empowering people’ isn’t a binary choice – it is a continuum. In between there is directing, coaching, mentoring and delegating – all of which are useful depending on where you, the business and the individual is on their development path. Empowering a novice in a task they aren’t familiar with can be just as dangerous to the business as directing and micromanaging an expert to do a task they have completed countless times.
Focussing purely on empowerment shies away from discussions of dependability, responsibility and accountability – critical to business -and all of which need a little discussion around authority structures. Fully empowering everyone assumes two critical things – that everyone is skilled and experienced to complete a task, and that everyone is completely responsible and always delivers on their promises. While wanting both, leaders know it is foolhardy to assume either.
For leaders – the use of power and authority can be just as useful for developing others as empowerment – depending on how it is used, when it is used and with who. The key is to know when.

Where Does Your Leadership Sit On The Authority / Empowerment Continuum?

Do you actually know where your leadership sits on the authority / empowerment continuum? Are you more focussed on delegating, coaching or empowering? If you don’t know, perhaps the place to start is by completing the Velocity Leadership CheckPoint.

25 behavioural leadership traits, focussed in 5 distinct leadership capabilities – a ‘must know’ for any leader or team looking to drive high performance. If you haven’t completed the CheckPoint, get in touch with us today to arrange an appointment. Read through the comments and feedback from those that have – many say that it has had a profound effect on how they lead and perform within a team.

The Velocity Leadership CheckPoint and Debrief is the starting point for any of the IMLD Executive Coaching, Executive Leadership Coaching or Emerging Leaders Programs.

#leadershipdevelopment #leadershipskills #leadershiptraining
#executivecoachmelbourne #leadershipcoachmelbourne #IMLD #developingleaders

27May

Experiential Leadership Workshop - Summer Foundation - 25 May 2022

Experiential Leadership Training Makes The Difference For Emerging Leaders

Michael PeinigerEmerging Leaders Program

Experiential Leadership Training makes all the difference for emerging leaders. It is so exciting to work with teams in person again! Thank you to Alecia Rathbone, Joanne E Mear and Melody Carbarns for the opportunity to work with your amazing team from Summer Foundation Ltd Housing Hub, taking part in the Experiential Leadership Workshop last week!

Knowing Leadership Makes No Difference

It is said that ‘knowledge makes no difference’ – difference is made through the application of knowledge. The Experiential Leadership Workshop is all about application – focussing on team, task and leadership roles in a challenging yet safe environment. For emerging leaders (as well as established leaders) and teams to have the opportunity to see and ‘feel’ what works (and what doesn’t) in a simulated leadership environment, gaining practical knowledge and skills whilst learning with your team and peers, is worth its weight in gold.

Experiential Leadership Training Is About Practical Applications to Leadership

The Experiential Leadership Workshop

From towers, to mazes to creative storyboards, the Experiential Leadership Workshop activities can be adapted and modified for difficulty and experience, as well as focus on particular leadership skills or behaviours in need of growth and development. Experiential leadership activities are a cornerstone of IMLD leadership training and set us apart from many other leadership training and executive leadership coaching businesses in both Melbourne and Australia.

An important aspect of the experiential leadership training at IMLD is the opportunity to debrief and reflect on activities, and consider what aspects of leadership and team behaviour are useful to translate and take back to the workplace.

The workshop is equivalent to a pilot simulator – it gives leaders the opportunity to try different styles and techniques of leadership in a safe environment and trail / test / review how it works – without the heavy consequences of making mistakes ‘live’ in the real world.
It is quite a bit of fun as well!

Thank you Jessica Simms for the logistical arrangements and CreativeCubes.Co for the amazing venue in Hawthorn.
Thanks again Housing Hub team – you did amazing – a pleasure to work with such am engaging, empathetic and creative team!

Is The Emerging Leaders Program Right For Your Team?

#emergingleaders #leadershipdevelopment #leadershiptraining #IMLD #developingleaders #leadershiptrainingmelbourne #executivecoachingmelbourne #experientialleadership #experientialleadershiptraining

19May

Raising the Standard of Executive Leadership Coaching

Michael PeinigerExecutive Leadership Coaching, Leadership

It is said that ‘before you can lead others, you must lead yourself’. Raising the bar for executive leadership coaching takes not only skill and effort, but also a focus on personal development and training. I also believe that to be an effective leadership coach, you need to be willing to be coached yourself – after all, if you don’t believe in the process, why should potential clients?

A humble brag (and sense of relief) this morning – and the timing couldn’t be more perfect for Day 4 of International Coaching Week. Yesterday I received my Professional Certified Coach (PCC) designation from the International Coaching Federation, and honestly I couldn’t be happier as well as a little relieved.
At the start of the pandemic I set myself the goal of restarting the accreditation process after a heartbreaking early setback.
Early in my coaching practise I trusted too quickly and partnered with an organisation that said they were ICF aligned / accredited, and after more than 900 hours of client coaching, I discovered they weren’t. I had to the opportunity to work with some amazing businesses and clients, gained some valuable experience as an executive coach, but from an ICF perspective – 0 hours. The PCC recognises more than 250 hours of coach training (through ACC and PCC coach training and mentoring), as well as more than 500 hours of additional client coaching.

At the Institute of Management & Leadership Development, we strongly believe in the importance of accreditation in the coaching and facilitation space, seeking only to work / collaborate with coaches that are focussed on their personal and professional development, recognised through ICF benchmarks and standards. While this is no guarantee of excellence in coaching, it goes a long way to ensuring a standard benchmark and common language in the coaching process – providing more trust and surety for our amazing clients.
Thank you to the amazing group of coaches that guided me through this process, including Jo Lanigan (MCC), Evan Spargo (MCC) and Jayantha Fernando PCC and other amazing coaches through Coach Masters Academy Global.
Thank you also to the clients and pro-bono coachees that partnered with me to try new coaching techniques and provided valuable coaching feedback and insights.
It has been a pleasure to coach and learn with some amazingly skilled coaches and facilitators. I am looking forward to continue to grow and develop my executive coaching skills and applying that learning within IMLD’s executive leadership coaching programs. Thank you!
#coaching #executivecoaching #executivecoach #coachtraining #IMLD #developingleaders

EXECUTIVE LEADERSHIP COACHING

Focussed, personal, confidential, honest and practical – all words that have been used in testimonials to describe the Institute of Management & Leadership Development’s Executive Leadership Coaching. If this sounds like something that could be useful for you or a member of your team, get in touch with us today for a confidential chat about your needs.

17May

Leaders Developing Leaders - Zoe Daniel Interview

Leaders Developing Leaders – Interview with Zoe Daniel

Michael PeinigerDeveloping Culture, Executive Leadership Coaching, High-Performance Teams, Leadership, News

In this episode of Leaders Developing Leaders, we have the pleasure of talking with Zoe Daniel, independent candidate for the Federal seat of Goldstein, prior to the upcoming Federal election on 21 May 2022, to talk all things leadership and team.

In addition to being an independent political candidate, Zoe is a mum, wife, journalist, and foreign correspondent. As a journalist in nearly 30 years of reporting, Zoe covered natural disasters, conflict, economics and politics, and all manner of news around the world. She has seen first-hand the impact of climate change in the Arctic, and has covered floods, typhoons, and bushfires across four continents, including Australia.

Zoe has been a rural and regional journalist, a business and finance reporter, and a foreign affairs specialist, interviewing and interacting with prime ministers, treasurers and some of Australia’s top CEOs and small businesspeople. (For more info on Zoe, visit zoedaniel.com.au)

In this episode we discuss leadership influences, values and ethics, and what leadership abilities and behaviours are missing from Federal Parliament that Zoe would like to influence if elected. A great chat with a leader seeking to make a difference to the Federal political landscape – enjoy!

#leadership #team #ethics #independentwomen #IMLD #goldsteinvotes #auspol2022 #developingleaders #leadersdevelopingleaders

Interview Summary

If you are looking for the quick notes from the Zoe Daniel interview, here are the key questions and time stamps.

1. (0min 50sec) What leadership behaviour would you most like to influence in Federal parliament?

2. (4min 00sec) What 3 personal values define who you are (or want to become) as a leader / member of Federal Parliament?

3. (10min 30sec) Who are your leadership icons or role models?

4. (13min 45sec) What would you say are your leadership strengths?

5. (15min 45sec) What do you do to manage stress?

6. (17min 15sec) What are your areas or development – or growth points – as a leader?

7. (18min 50sec) What are your communications preferences with your team? (What do you love them to do and what frustrates you)

8. (21min 0sec) What time management ‘hack’ would you pass on to busy leaders seeking to juggle work volume or work / family?

9. (22min 25sec) Current reading, watching or listening – who are you paying attention to right now to develop your leadership knowledge further?

Leaders Developing Leaders

Do you know a small business leader, business owner or executive that has a great insight into leadership? Tell us who they are – we would love to interview them! Leaders Developing Leaders is all about gaining insights into leading and managing others, from those that are doing it right now. From tips, trick and hacks to personal learning and reflection, Leaders Developing Leaders includes insights about leadership for current leaders and managers.

If you know a great leader that others could learn from, reach out and contact Michael at michael@developingleaders.com.au with the details.

Looking to Develop Your Leadership Further?

Do you know your leadership strengths and areas to develop? If not, perhaps the place to start is by completing the Velocity Leadership CheckPoint.

25 behavioural leadership traits, focussed in 5 distinct leadership capabilities – a ‘must know’ for any leader or team looking to drive high performance. The Velocity Leadership CheckPoint and Debrief is the starting point for any of the IMLD Executive Coaching, Executive Leadership Coaching or Emerging Leaders Programs.

20Apr

When A Leadership Strength Can Become A Weakness

Michael PeinigerDeveloping Culture, Emerging Leaders Program, Executive Leadership Coaching, Leadership Assessment Tool

Has your leadership strength become a weakness? Do you know that phrase ‘you can have too much of a good thing’? It doesn’t only apply to food (although I can attest to that as well after Easter in relation to chocolate eggs) – it can also apply to leadership strengths and traits as well. A leadership strength can easily become a weakness when it is overused.

I was reminded of this fact after reading ‘When your oxygen supply becomes your water leak’, one of Stuart Smith’s blog posts at Fiscal Artisans. In short, a simple flick of an oxygen pipe had changed a life-giving tool for his fishtank into a mini-disaster, as water spilled out everywhere.

It got me thinking – where else can a small change take a leadership strength and turn it into a weakness?

At IMLD, we use the Velocity Leadership CheckPoint to measure a leader / managers leadership behaviours and identify strengths and weaknesses. The scores range from 0-100%, however most scores sit between the 50-85% range.

In the debriefs of results with leaders, I often refer to scores between 80-85% as ‘healthy strong’ or ‘optimised’ – the behaviour is being used to a very healthy and effective level for themselves or the team around them. For scores that rate above 85%, I will often refer to them as ‘unhealthy strong’ – the behaviour is being overused or over-relied upon, and it can make for unhealthy behaviour for the leader or for the team round them.

An example of a behaviour that is measure in the CheckPoint is Commitment. The Commitment score relates to how committed a leader is to the workplace – under 50% and the leader is committed – just not to work They are more committed to themselves (with scores this low the leader is often looking for alternative employment). Scores of 70-85% are healthy strong – the leader is committed to work and the business and is putting in the hours / effort to achieve their tasks.

With a Commitment score above 85%, a good behaviour can start to create issues for the leader. If everything is about work, and all of a leaders time is spent at work (working consistent excessive hours), it can start to have a long term detrimental effect on the leader. They can not only become tired and worn out, they can become resentful of the work and workplace, which can impact the team around them. If the leader does nothing to rectify the situation (learn to take regular breaks rather than eating at their desk, get away from the office, take annual leave) they can take the drastic of leaving the workplace.

Another scores that can become unhealthy strong is empathy. Empathy in a leader is a fantastic trait to have, particularly in uncertain times like we are experiencing now. Empathy in a leader creates understanding, curiosity and trust with team members, who them feel like the leader is seeking to understand them and truly consider their welfare as part of the work equation. Again, 70-85% on the Empathy score is a ‘healthy strong’ score. When the score exceeds 90%, it can start to dominate a leaders thinking and have a detrimental effect on leader and team. Why?

When a leader is overly focussed on the feelings / impact of behaviours on the team, they can start to diminish the impact of a behaviour on themselves. If a new piece of work comes in that requires the effort of a team member who is already busy, a leader with an excessive empathy score may decide to do the work themselves – even when they are already busy (or busier) than the team member. Excessive empathy can prevent a leader for just asking and checking if the new piece of work is possible for the team leader to complete – they just assume. Over consideration of the team sounds like a nice trait, but not when it is isn’t based in reality. The leader can end up taking on more takes themselves than they should, which has a net negative effect for themselves and their team.

Similar comparisons can be made with leaders who rely too heavily on late notice problem-solving rather than early planning, or are so confident in their actions it appears to others as arrogance.

Do you have a behaviour that you use to excess?

Is there a trait that you overuse, to the point that is actually does you more harm than good? If you do, what will you now do to rectify the situation?

Velocity Leadership CheckPoint – Your Leadership Assessment Tool

Do you actually know what behaviours you overuse, underuse or have optimised? If not, perhaps the place to start is by completing the Velocity Leadership CheckPoint.

The Velocity Leadership CheckPoint and Debrief is the starting point for any of the IMLD Executive Coaching, Executive Leadership Coaching or Emerging Leaders Programs.

12Apr

Executive Coaching Review – Jennifer Dunbar

Michael PeinigerExecutive Leadership Coaching, Leadership, Leadership Assessment Tool

11Apr

Trust Is The Glue That Builds A Leaders Respect

Michael PeinigerEmerging Leaders Program, Executive Leadership Coaching, Leadership

TRUST – building it, maintaining it, harnessing it – is the glue to being the leader that everyone respects and wants to work for.

This image and thought has been a key part of the marketing for IMLD for the last 9 months – seeking to develop leaders and leadership in businesses so that all members of the business can have a leader that everyone respects and wants to work for. This takes significant effort on behalf of the leader – learning, growing, implementing, and sometimes exploring the parts of their behaviour they would prefer to be overlooked.

For the next 6 weeks we will have wall to wall coverage of 2 major political parties and a host of minor ones vying to lead the Australian people.

I think the same thought applies equally to politics and the Australian election as it does to business. Which party, and which leader, will be most respected (in Australia and on the international stage) and who would you want to be led by? Who will (or has) gained your trust and earned your respect?

What actions or behaviours does it take to gain and build your trust?
What actions or behaviour does it take to break your trust?
#leadership #leaders #leader #developingleaders #IMLD

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