In this weeks episode Rachael & John are joined by Andy Copsey Ex-Chief Operating Officer for Handelsbanken UK. Andy shares his early experiences of Leadership and how he contrasts the changes when moving to Handelsbanken in 2001.
He explains how they adopted a Devolved Leadership model from Jan Wallander and how its appeal intoxicated Andy, as he grew the start-up bank in the UK.
Andy speaks very eloquently about the differences with established competitor banks, as he led a decentralised operation where his P&L, and his team decision making capabilities made them very accountable to their actions. A bank that employed people on their values and trustworthiness without a traditional bonus structure was an unusual business; yet it became very successful, and whilst quite unforeseen, managed to withstand the 2008 Banking crisis in a way that astounded people and organisations with a more purist approach and outlook.
Andy shares his thoughts on a number of leadership principles; the importance of a true equality, diversity & inclusive approach. He remarks on how broad and deep people’s range of skills and abilities are in the sector, making them fantastic all-rounders.
We ask Andy what’s next now that he moves onto the next chapter of his career, he says he will always work, so what exactly does someone do after a 38-year career, once they’ve been given 60 hours a week back; Andy shares his 6 things to do in 60 hours.
Andy’s Leadership Essentials: (1:15:00)
1. The start of any meaningful relationship: One of mutual trust and respect
2. Understanding peoples core values & principles: Recruit and develop people with these in mind. So that they may give the best of themselves
3. Leading from behind: Give your people space & time to create their own futures and ways of working. Your role as a leader is to help create an environment that helps them achieve their long-term career potential.
Links: www.andycopsey.co.ukhttps://mapcharity.org/ https://www.justgiving.com/fundraising/pat-s-party1-landsend-john-o-groats https://www.thetimes.co.uk/article/home-workers-are-less-inclined-to-retire- early-tt77wz5sh https://www.amazon.co.uk/Decentralisation-why-how-make-work-Wallander/dp/ 9171509100
In this weeks podcast John & Rachael are joined by CEO of Potential Squared, Colin Hunter. Colin is also the author of the new book: 'Be More Wrong.'
In this episode we discuss with Colin how experiencing failure or not living up to his family ambitions allowed him to dance to his own tune, in his own life and rhythm. Colin discusses how he makes it his life work to help people use these 'screw ups' to turn things around in life and in business. It’s a wonderful conversation to take a new look at leadership, how you lead a team by embracing micro failures.
We talk about strengths, building resilience, how to have difficult conversations, asking yourself if it’s worth having a difficult conversations or if you just want to get something off your chest? Colin gives his tips on role playing difficult conversations and the real value this drives for leaders.
We talk about Andrew Websters design thinking, and how we can leave ego and expertise at the door, coming up with insights and ideas and test them using small experiments. Tips include how do you warm your team up daily? And how playground games like rock paper scissors can work really well in the workplace?
1. Squirrel - to keep your radar open for new ideas or approaches
2. Mentoring - if you are not mentoring two or other people as a leader you’re not doing the right thing
3. Use an advisory board - have a few people you recruit for difference that can spot when you are screwing up, but can also help you be more wrong, more frequently. Noses in fingers out or noses in fingers in. It’s best to have mix of both!
https://www.amazon.co.uk/Be-More-Wrong-Failure-Outstanding/dp/177458039Xhttps://ozanvarol.com/books/Think like a rocket scientist https://www.amazon.co.uk/Coaching-Habit-Less-Change-Forever-ebook/dp/B01BUIBBZI
In this weeks podcast John & Rachael reflect on the leadership theory and traits discussed with their past three guests; psychologist Graham Keen, Pets at Home CEO Peter Pritchard, and former Catholic Priest turned Coach Brian Bachand.
They then turn the topic for this episodes discussion to the key differences between leadership and management. Exploring how and why many exceptional managers get promoted into senior leadership roles and find the skills that got them there, no longer work.
The discussion around Leadership & Management focuses on our three leadership essentials to distinguish between the two different skills.
1. Leaders focus on inputs. Managers focus on outputs. Where is your focus?
2. Where is non-directive, and directive leadership appropriate?
3. How aware are you of your leadership style in different situations, and in particular when the stakes are high?
In the Coaching Approach we re-visit our fictional organisation where with the best of intentions we discover how it becomes too easy to jump into micro-managing behaviours. Where the leadership team are not aligned in their approach we start to see a dysfunctional team causing mistrust throughout the organisation, as two leaders revert to type and start to manage rather than lead their teams.
In this weeks episode John & Rachael are joined by fellow coach Brian Bachand, founder of evolution, evolution.
We discover what stands behind his mantra: “When you stand in your truth, embrace what is in your heart, then you are free to evolve.” A former Roman Catholic Priest, Brian talks openly about what he learnt from working in the Vatican, how he uses that knowledge in his coaching to help new CEO’s develop their leadership style.
We ask him about the types of challenges professional leaders and new CEO’s face, and how he helps them navigate the boardroom, and the similarities that can be drawn from the playground.
Some of the sound bites and useful insights for first time CEO’s and those wanting to progress into senior leadership roles include:
- What to do when you have that inner feeling that “there’s something else."- How to recognise that you are “Going Netflix.” Where you keep replaying scenarios over and over and unhelpful thoughts auto play into other parts of life - The art of asking the question “What do you desire?” Again and again.
Brian’s Leadership Essentials:
1. Practice ‘inner work’ everyday. Whatever form that is will help you create the clarity you need to develop the world you desire to have
2. Relationships, that help people feel joyfulness and challenge will help people succeed at a different level.
3. Follow the joy. When the joy is missing its more a reflection on yourself than what’s happening around you.
Brian kindly shares how he maintains his own leadership essentials on a daily basis - we get in the scope on his daily rituals and practices.
In this weeks episode John & Rachael are joined by Group CEO of Pets at Home, Peter Pritchard. It has been an extraordinary last 18 months for so many of us, typified by more people than ever becoming pet owners, so we had so many questions for Peter.
As a first time CEO listen to how Peter approached the challenge of wanting to be an exceptional good leader, helped by experienced CEO’s who were so generous with their time.
We talk to Peter about leading pets at home through the global pandemic and how he and his senior leadership approached this challenge in a unique way that results in them thriving through a crisis.
Drawing on Peter’s considerable experience in retail, which he prefers to call “satisfying the customer” find out about what his leadership team considered to be their priorities, and how they devolved responsibility through the organisation.
He has some interesting things to say about how they supported their people through the Covid crisis, which provides a wonderful insight into pets at home's organisational and cultural ethos.
He shares his very personal story of “coming out,” and how everyone can have that moment “to be themselves,” and the huge respect people get for their courage, and how he finds that people can associate with others, by being genuine and normal.
Peter’s Leadership Essentials: (01:08:40)
1. Bring the real you to work. It helps you form great relationships with people because they can see your imperfections, because they trust you.
2. Be supportive and realistic. It’s important as a leader that you can use your judgement: when to back people, when to allow people to fail safely, helping them learn important lessons.
3. Be really kind. Allow people to have their crisis, support them by investing in their emotional back account.
In this weeks podcast John & Rachael are joined by the wonderfully engaging and effervescent business psychologist, a former CFO and corporate finance adviser Graham Keen.
Author of Positive Leaders, Positive Change, Graham has studied with the father of positive psychology Dr. Martin Seligman, and through The Positive Profitability Company Graham offers game changing psychological insights into maximising profitability and wellbeing.
If you’ve ever found yourself trapped by a combination of a lack of resources, impossible deadlines and an unreasonable shareholder / or Boss then this podcast will set you on your way to approaching business life and leadership differently.
We discuss a variety of subjects whilst keeping our eye on the psychology elements that drive them:
Shocking levels of disengaged employeesBenefits of positivity -PIPOGo for “being kind,” being a hardass is easy Positivity requires courage and toughness How Graham works with organisations The power of the unconscious mind Creativity through relaxation techniques
He introduces us to CREAMS where we discuss, creativity, resilience, emotional and analytical intelligence, motivations, and self-esteem.
1. Don’t fall into the trap of following your favourite leaders habits, because you are not them! By creating Positive Emotional Affect you create the right conditions that allow people to follow you! You cannot demand it! If you can get your people to give you discretionary effort, you are onto a winner!
2. Positivity trumps everything else. The maximum impact of effectiveness on one individual or a company cannot be better achieved with anything else other than positivity
3. Think about your Organisational Ethos - a combination of leadership values and behaviours, organisational culture, and the engagement climate; work on these things and keep them at the forefront of your mind, ensuring the fairness of distribution of rewards
Graham has kindly offered to send anyone who emails him a copy of his book. You can contact Graham through LinkedIn, or email@example.com
In this episode John & Rachael pull together the leadership thoughts of their guests from the previous three shows, and start by taking a light-hearted look at comparing the England football team, and the team in #10.
Highlighting the sober curious movement when they were joined by Clare Pooley; they discuss what we can learn from a youthful leadership and why it might be a good idea, to be more aware about how much we drink.
Reflecting on their conversation with Crisis Management expert Jonathan Hemus; they consider where your organisations biggest crisis ‘blind spot’ might be.
When it comes to the benefits of ‘intricate goal setting’ they remember their conversation with Huddersfield Giants Rugby League Captain - the inspirational Michael Lawrence.
Be aware of your drinking levels and the culture it sets in your organisationWhat are your most likely crisis blind spots - could it be your leadership team and their behaviours?Setting intricate goals can be a great way to increase motivation, and maintain high performance
In the Coaching Approach our fictional organisation has been enjoying new employee well-being benefits, but a decision made to change a key supplier has come back to bite our leaders, how will they react? Can they use any of our leadership essentials to help them respond? What does it say about this organisations culture when it comes dealing with a crisis?
In this weeks episode we chat with Michael Lawrence - Club Captain and Loose Forward 14 years at Huddersfield Giants Rugby League and a Jamaican International looking forward to the upcoming RL World Cup.
Recently invited to the Rugby League Inclusion Board we begin by discussing inclusion and making rugby league more diversely appealing. We chat about Michael’s experiences growing up into a sport where role models were thin on the ground, and how he’s driven to changing it for youngster coming into the game.
In this fascinating interview we draw parallels with leadership in sport and business, how it differs on and off the field; what the importance of “Next Job,” means to Michael in his playing strategy.
Winning and consistent performances in professional sport are the difference between keeping your place in the side, resigning your contract and putting food on the table; Michael shares his work ethic and motivations, the crucial importance of multiple goal setting, how it differs from player to player and how do you cope with ‘pressure?’
We discuss what lies ahead for Micheal, and look deeper into how his leadership experiences can help others in the future.
We discuss Black Lives Matter; Michael shares his thoughts on some of the interviews he conducted back in 2020, his reflections about the confusion and lack of understanding leading to people acting defensively.
Michael’s Leadership Essentials:
Integrity: Doing what I say, follow through otherwise you loose respect and your teamHonesty: Good or bad news, being brave enough to confront the situation Empathy: Getting to know people and their situation, understanding what are people’s Why’s always helps relationshipsLinks:
Rugby League I & D Board: https://www.rugby-league.com/governance/inclusion-&-diversity/inclusion-and-diversity-board
In this episode of the podcast John and Rachael talk to Jonathan Hemus - founder and managing director of crisis management consultancy Insignia. He is also the award winning author of ‘Crisis Proof’ - ‘How to prepare for the worst day of your business life’ written for executives who have responsibility for crisis management thrust upon them.
We discuss a proactive approach to Crisis Management and the many benefits it can bring to an organisation - even if it never ends up facing a crisis. Jonathan shares examples of historical exceptional and poor handling or crisis, making this conversation super insightful for leaders and executives who are considering the need for crisis management interventions.
Jonathan talks through a summary of his twenty-five years’ of crisis management experience so business leaders can successfully prepare for and handle their worst business nightmares. We discuss the relevant skills required when communicating during a crisis to journalists, stakeholders, and team members; skills which are also transferable into having difficult conversations in daily leadership life.
Tips for leaders leading through a crisis:
The importance of responding quicklyStaying open to information from all levels of the organisation for crisis preventionCommunication in a crisis is everything - it needs to come from a place of values Getting all of the relevant information - seeing others perspectives Rehearsing in advance, so people know what to doLooking after your team in a crisis, but also yourself as well.
Jonathan’s Leadership Essentials:
1. Be true to your values - both yours and the organisations. Those that suffer most in a crisis act contrary to their values
2. Be courageous in making decisions - if you don’t make good early decisions the crisis will manage you, rather than you managing the crisis
3. Look after yourself and look after your people
Links from the show:
Website & Book: https://jonathanhemus.com/
Crisis Management Training: https://insigniacrisis.com/
Six years ago Clare Pooley was drinking about 90 units of alcohol a week. Fast forward to today and she’s a successful author, fulfilling her life’s dream.
We talk to Clare about how alcohol works as a drug, and how our tolerance to it builds over time, bringing with it- issues of poor sleep, reduced creativity and anxiety. We talk about Clare’s previous career as a senior leader in the booze advertising industry, and how her recklessness while drinking nearly cost her her job. We Discuss the idea of ‘sober curiosity,’ and how people interested in having time without alcohol might reassess their relationship with it.
This conversation provides thought provoking insight into a relationship many Brits have with alcohol that they’re not aware of, and how taking a more mindful approach to consuming alcohol can make you a better leader, and provide many with the opportunity to uncover their full potential.
Tips for leaders about being more inclusive in the workplace about team bonding without the booze:
Ask your team what they’d like to do - don’t assume Rethink networking and bonding opportunities that are richer in experience - running, walks, health club, theatre trips, afternoon teas, bakeoffs Be mindful of what you role model. Boozy leaders tend to attract and hire boozy teams which can be an issue in itself for productivity and diversity of thought.
Clare’s Leadership Essentials:
1. Take a break - Ideally take a 100 days break from all alcohol to give you and your body time to decide mindfully what relationship you want to have with alcohol, rather than the relationship you have fallen into
2. Set yourself rules - once you’ve decided the relationship you’d like to have with alcohol, set strict rules and stick to them
3. Keep an eye on it - Be mindful about why and when you are drinking. If you can’t stick to step one you might want to reconsider the benefits of quitting.
You Tube: https://www.ted.com/talks/clare_pooley_making_sober_less_shameful Website & Book: https://clarepooley.com/
In this week’s podcast we reflect on what we learnt from our last 3 guests; Adrian Hawley, Melanie Weller, and Simon Town who are very in touch with the mind, body, and environment connection. We reflect on the often elusive yet alluring life purpose, and chat about how to combat the detrimental effects of modern life and our ways of working. In particular we think about what leaders can do for their employees that can have dramatic results for the organisation and its people, and doesn’t cost the earth. Our Leadership Essentials:
1. It can take years to find your life purpose – keep going, it’s really never too late
2. The power of storytelling and meaning making on mind and body. We’re all connected mind, body and environment and our bodies reflected the archetypal stories we tell ourselves
3. Don’t get comfortable being uncomfortable. If we make some minor adjustments to our daily lives, we can massively improve our personal future health and wellbeing. In The Coaching Approach we catch up with our fictional organisation Safina has introduced George to fellow CEO Andrew Thomas at Better You and he’s keen to learn more about the benefits of offering his employees a free Vitamin D level test. John is pleased to be back in the office showing off with his new Postural exercise regime, and we find everyone in good spirits where employee wellbeing has never felt so good.
Our entire modern way of life adversely influences our postural position - where our bodies are out of balance and our muscles become both over active and under active.
In this weeks episode Rachael & John are joined by Simon Town. After a life threatening accident at 16 Simon has endured PTSD, depression, drug and alcohol addiction, yet his remarkable story has served to become many other peoples survival guide.
His community interest company Roots of Yggdrasil helps people with their individual physical challenges and postural imbalances.
Beginning with a postural assessment, based on how you sit, where your head position is, even how you talk, you learn what your potential list of injuries might be, and how to avoid them through a tailored exercise programme.
Our whole kinetic chain is at risk of modern life, yet 10 minutes of proper corrective exercise personally tailored to the individual can prevent future injury. We make the comparison as to how coaching is very similar in helping people avoid unhelpful current and future behaviours. We discuss how leaders can help their teams by looking out for early warning signs and taking some positive action.
Rach and John run through a few simple exercises with Simon starting with hands & fingers that help with rheumatoid arthritis and carpel tunnel. We really enjoyed one of Simon’s favourite exercises which corrects forward head posture reducing risk of tension headaches and tightness in the upper chest.
Simon’s Leadership Essentials:
1. Lead by example - let your barriers down show some vulnerability
2. If someone has back issues send them for an assessment now
3. Take sometime out for yourself; get out a do something that means you are moving - even have a phone meeting in the park
In this weeks episode we are in conversation with physical therapist and Vagus Nerve expert - Melanie Weller.
If your super curious this will really resonate with you - perhaps providing more questions for you to reflect upon. Rachael & John take part in a couple of Melanie’s exercises as she explains the importance of the vagus nerve, how increasing our awareness of how it works can have a beneficial and dramatic impact on our physical and mental health.
We talk about how many of us ‘over-breath into our upper neck,’ what that perpetuates, and where we should concentrate our breathing thus preventing tightness.
We learn what’s happening with our gut instinct and reactions and even consider that our business/job and our body has a closer relationship than we think.
Melanie Leadership Essentials: (1:05:00)
1. Create Physical space for your vagus nerve / yourself. Keep your internal flow going
2. Leadership Influence - The vagus nerve is the biggest influencer of your body, and when you’re looking to amplify your influence, the better your vagus nerve functions, the more you are the thermostat, and not the thermometer. Your future has your back
3. Seeing people as their Archetypes - Which archetype are you? It can help you as a leader to get people in their sweet spot. Helping build trust and trust in your teams, and knowing your archetype helps in trusting yourself.
A fully functioning vagus nerve is so important to good leadership. Melanie ends on the vagus nerve compression exercise.
You can contact Melanie here: https://melanieweller.com/Follow Melanie on Twitter @EmbodyYourStar
Ikigai is a Japanese concept the means “reason for being.” Similar to French term “raison d’etre.”
This episode will be of interest to people who often feel as if they’re in the wrong job, but suffer from the frustration of not knowing exactly what it is, they want to do.
Free Scaffold Coaching Ikigai Planner
In this weeks podcast Rachael and John are joined by the inspirational Adrian Hawley: Head of Court of Protection at Partners In Costs, Chairman of Headway Huddersfield and Open Water Swimmer.
Adrian shares his wonderful story of how with Rachael’s coaching he has used Ikigai to organise his hectic work life balance. After working in vastly different jobs and roles, he talks about how he feels that he is living his true life purpose.
There are some wonderful leadership lessons in here; despite all of Adrian’s commitments you are left thinking that he is someone who manages to create time for everyone, that there’s value in being curious and he exudes generosity.
Adrian’s Leadership Essentials:
1. Braindump - Get things out of your head and down on paper. It will help you think more clearly.
2. Do something daring, do something different, something you’ve not done before.
3. Share your niche learnings with other colleagues. Investment in sharing your knowledge pays dividends later.
In this weeks podcast John & Rachael discuss the contributions from their last three guests Ira Wolfe at Success Performance Solutions, Tom Manning at The Pathway Academy, and Andrew Thomas at BetterYou, in the context of how organisations evaluate performance in 2021 and beyond.
How do transformational leaders approach performance management? Aimed at HR and Leaderships Teams keen to reflect on how they adapted their people function through COVID-19, and what might be next.
Be well to work well. People’s performance depends in part on their physical and mental health. How can you as leaders support and manage the well being of your most important asset?Building a strong pathway with clear signposting for your employees. This helps everyone evaluate their performance so much better, they can see what they need to do to achieve personal and organisational success.Adaption and transformation are not the same thing. Adaption is required in the short term. But it is largely reaction. True transformation is required in the long term taking a more holistic approach. We’ve had an age of digital transformation Are we moving into an era of people transformation?
In The Coaching approach we meet the new HR Director Safina, who has some interesting ideas that will transform performance management, reward and the day-to-day approach and roles of the Senior Leadership Team.
This week we celebrate World Health Day with the wonderfully knowledgeable Andy Thomas CEO and Founder of BetterYou. We talk about needing to be well, to lead well. Our dramatically changing modern western diet and lifestyles have led to us losing a growing number of key nutrients which are essential to maintaining a balanced, healthier and fitter body. Andy talks about how a chance meeting led to him finding his true purpose; the challenges he encountered, the people and organisations that helped him, and that he is forever learning, how to help people lead healthier lives.
We chat about his passion, learning and commitment to developing new products, and the innovation required to meet the growing needs of customers’ nutritional requirements. This was a real education for us, learning how important crucial certain minerals and vitamins are, and how they are ingested can have a real impact on their effectiveness.
Andy’s Leadership Essentials are:
1. Try and make decisions you’re proud of, that you can substantiate; start by looking at yourself2. Be humble - Be the leader, yet have the confidence to move forward, back your own judgement3. Treat your people as fellow travellers; listen to what they think, its more fun, and they throw things in - you’d probably never thought of
You can learn more about BetterYou products by visiting betteryou.com
In this weeks episode Rachael & John chat to Tom Manning founder of The Pathway Academy about how to create high performing, emotionally intelligent teams. They talk about how laying a clear career pathway for employees to follow, is the most effective approach to attracting like minded employees.
What does it look like to be at a certain level in your organisation? Do you know what behaviours are required of you, what is the expected skill level; and how does this differ from what is required at the next level, and the level above that?
If you have the answers to all these questions, it makes it easier for you to be accountable; you know what is expected of you, producing a performance win/win.
The most important relationship you have is the one you have with yourself - and it heavily influences all your other relationships.Be clear with people. We are often very unclear!Without consequences there is no accountability (and anger isn't an effective consequence).Tom's 7 step model for creating the pathway:
Being aware - Developing emotional awareness and understanding.Being Clear - Being Clear about what is expected and what good looks like.Being Accountable - Creating consistently accountable teams without anger.Being Human - Giving people room to make mistakes while they learn - and to then develop a more authentic relationship with themselves.Being Active - Being active in the development of our people - developing human character as well as competence / experience.Being in the right place - Helping people to live their own purpose and be in the right role for them.High Standards - The setting and upholding of high standards.You can contact Tom here: https://thepathwayacademy.co.uk/the-pathway/
In this weeks episode Rachael & John are joined by author of ‘Recruiting in the Age of Googlization’ - Ira Wolfe. His company Success Performance Solutions, helps organisations hire smarter and faster, where people are valued for their attitude and not just their skills.
Ira talks to us about his fascination with the speed of change, the challenge of living in perpetual uncertainty and how technology disrupts how we work. Describing himself as a millennial in a baby boomer body, his passion for the future of work is at the very core of this insightful, thought leading conversation. He shares his positive switch on VUCA from Volatile, Uncertain, Complex and Ambitious to Vision, Understanding, Courage/Confidence and Adaptability.
We talk about transformation and what is required for business leaders develop a transformational mindset. Ira shares his thoughts on how a transformational mindset is essential to adapting and leaders can achieve this by becoming more courageous and confident in their actions. While also developing their abilities with a sharp focus on his top five focuses for any leader, these being:
GritResilienceMental Flexibility - Dealing with Flexibility, and paradoxGrowth MindsetUnlearningIn his area of expertise we lift the lid on recruitment today and what’s required in future.
1. Growing our ability to adapt: this should be perpetual, and used every day2. Greater level of authenticity and transparency: be more comfortable with yourself by asking the relevant questions3. Learn how to be more hopeful: have the courage to be more hopeful to truly feel optimistic, and share that hope with those you lead.
Eduard Spranger - Types of Men https://amzn.to/3s1QNZI
Website & Book https://www.successperformancesolutions.com
In this weeks podcast Rachael & John pull together their recent guests leadership essentials by taking a look at the Drama unfolding both sides of the water between Harry & Meghan and The Firm.
1. Never underestimate the power of a group and how much it can influence, however small in number
2. Test your assumptions and be constantly aware of the potential for employee burnout; particularly as people often feel the need to “rescue the organisation.”
3. Care in Leadership is about managing the difference between your intentions and their impact. We can often have the right intentions because we know what we intended, but that doesn’t stop them from having bad impact.
In the Coaching Approach they visit their fictional organisation and catch up with them during their latest team coaching session. The numbers aren’t looking good, Jackson is feeling frustrated and pointing the finger at Kim. She is looking tired and exhausted, - Janet is concerned about her and is worried that she might be in danger of burnout? John jumps to her defence.
Their Facilitator suggests they re-frame the situation by each giving their views on Harry & Meghan and The Firm as to where everyone is sitting on the Drama Triangle. On reflection everyone can start to see which seat they’ve been sitting on, and are surprised to find that they keep moving from Persecutor to Rescuer, and all feeling like they’re the Victim.
In celebration of International Women’s Day (8th March) Rachael & John are joined by Katherine Whitton the outgoing CMO of Specsavers to talk about inspirational women in leadership.
This conversation is a little trip down memory lane for Rachael as she worked for Katherine back in 2008, when Katherine was Head of Global and UK Marketing Communications at British Airways. Rachael reflects on how Katherine was an inspirational leader who helped shape the course of Rachael’s own leadership journey years down the line.
Some of the topics we discuss are:The importance of care in leadership.The traits that make a leader worthy of followingThe importance of followship in leadershipHow to inspire confidence in women - Katherine shares her 3 C’s to inspire women in the workplace. How inspirational men like Jack Ma founder of Alibaba are changing how women are viewed in the workplaceWhat is it that made the line ‘Should’ve gone to Specsavers so iconic’ and how it has made its way into popular culture.?The idea of stewardship in leadership and leaving a role better than you found it. Inspirational leaders Katherine has worked for including the Doug and Mary the founders of Specsavers, leaders at Barclaycard and other leading brands.
Katherine’s Leadership Essentials (01:10:50)
Any leader should ask themselves: “Why should someone follow me?” If you are lucky enough to lead: What is it, I have that makes them want to follow me?Wonderment - How do you build a compelling narrative around - possibilities and vision. You have the responsibility, if you lead others, to inspire them to come on the journey with you.Empowering people to bring their best selves to work; let individuals be their best selves and let them do it their way. It’s true that this creates friction; it’s the leaders responsibility to make sure that friction creates something sensational.Related Content:
#22 In our podcast series: Inspirational Female Leader Jan Iceton Chair of Smart Works talks to us about her incredible career in SAAS and Tech https://bit.ly/2JFkEpW