Behind The Scenes

After nearly 2 years of development with Online Marketing Guru’s, RdL has finally got to the stage of launching their new website. A fresh new look plus the addition of some new services. RdL has now added the following service offerings through their website; Masterclass forums monthly. Online learning modules. Coaching for One – CfO. Fingertip Consulting. As we are in the early stages, we have restricted Masterclasses to 1 per month and you can book online directly from the

Inclusive leadership is a style of leadership that fosters an environment where every individual feels valued, respected, and included. Inclusive leaders actively seek out and welcome diverse perspectives, backgrounds, experiences, and recognise the unique strengths and contributions that each of their people have to offer. 3 areas that can make a real difference have been highlighted below. Be champions for being the last to speak We all hear that we need to learn to listen,

Done well, networking can be more than just a chance to meet new people – it can open you and your organisation to a world of opportunity. Networking must be a key skill in your leadership toolkit and usually requires you to step outside of your comfort zone. We all know that feeling of being in an unconventional space – we don’t necessarily feel confident, and we start over-analysing everything we do and say, rather than actively listening to what others have to say. We shou

The amount of change businesses need to manage each year is increasing and does not look like it will let up in the near future. In 2016, the average business experienced approximately two major planned changes per year. Now businesses are experiencing an average of ten major planned changes per year ranging from structure changes to new technology, systems, innovation, and employment changes. If organisations are trying to innovate, grow, and work in new ways, a workforce th

Recent global issues have transformed the modern workplace into a complex, hybrid environment. Consequently, burnout is a bigger risk than ever. Work requirements mean employees need to be at the top of their game. They must be well-equipped to manage high workloads, undertake complex problem solving and meet competing deadlines all whilst remaining focused on delivering a quality outcome. With the ever changing environment and demands placed on our people, their mental wellb

Collaborative decision-making can be a powerful tool, but leaders should take care to ensure teams are engaging in critical thinking and not succumbing to groupthink. When an important decision needs to be made at work, it’s often our first instinct to call together a group of minds to tackle the problem. After all, two – or five, or 10 – heads are better than one, right? When a group dynamic leaves teams reluctant to challenge the ideas on the table, the desire for consensus

Globally we continue to be faced with severe talent shortages and it is the organisations that nurture an internal talent pipeline that continue to grow above their competitors. These successful organisations have created a workplace culture of continuous learning and development. If we have the right people on board, that means the right attitude, commitment, loyalty, respect, and mindset, then we are 75% of the way to creating success. We can always teach skills, but it is

“It was not my fault”, “I thought that was good enough”, “Does it really matter”, are all phrases from people and it was their choice to make the comments. We have been delivering customer service training to an international airline and through the program we continue to share with the participants a little model that is so simple yet so important. As individuals, we are all responsible for our attitudes. Your people need to know that you are predictable in your attitude and

For far too long leaders have been reaching out to the same few go-to people in our team that we can rely on to deliver a quality outcome for us. This in itself is not the issue as we always turn to people we can rely on. The problem is that we are not broadening our go-to people and risk burning out the ones that help us deliver. We have leadership pipeline deficiency and put ourselves and our key go-to people at risk of burnout if we do not change this old habit. A progress

By applying some of these simple tips, you may find your daily productivity naturally increases making work a more pleasurable place to be whilst increasing the time you have to spend with family and friends. Email Set certain times when you will check email. Load an auto reply stating you only check emails at these times and if the matter is urgent to call your office or mobile. Turn off email when outside of these times. Meetings Ensure every meeting has a clearly defined a

Australia ranked number 2 in the world with employees losing 600 hours per year to a lack of focus, just behind France at 608 hours. Workplace distractions are costing employers thousands of hours in lost productivity. In today’s hyperconnected world, maintaining focus on work-related tasks has become increasingly challenging. With colleagues, meetings and messages competing for our attention, resulting in huge amounts of time lost not focused on the key measures of success.

Too often, leaders fall into a well-being “perks and policies” trap, wondering why their people are burned out and stressed despite access to the latest benefits like company provided standing desks or virtual exercise programs. Many organisations lose sight of the biggest issues surrounding employee well-being, namely the day-to-day employee experience. Organisations can transform employee well-being by building a culture of care, promoting work life integration, and ensurin

As leaders, we often overlook the simplistic approach to getting the best out of our people. We over complicate what is easy, develop and enforce out-dated systems and processes and expect our people to be motivated and inspired to deliver. Here are some simple reminders for those leaders who want to stand out from the crowd as the leaders of the future. Time is what each employee has to dedicate to productive work daily and to making a real difference to the delivery of goal

ARB, the world’s largest 4×4 accessory company not only invests big in product development, design, and technology, they are also committed to the ongoing development of their leaders. RdL has partnered with ARB for over 5 years assisting in leadership development spanning 3 counties and many people. ARB understands and recognises the importance of developing their existing and future leaders in order for them to continue their comprehensive growth as a company. RdL has used

Air Niugini continues to invest in the sustainable future of the company through the development of their people. Through their ACEO Gary Seddon, Air Niugini has committed to a 12 month RdL Emerging Leader Program for 82 of their future leaders alongside a tailored 18 month Customer Service Program. In just 2 months over 1,000 Air Niugini employees has decided to attend the customer service program and the transformation is starting to impact the way they think and do things.

In order to grow your career, you need to take control and lead from the front and not wait for others to define where your career will go. Practice Proactivity The art of proactivity is key to career development and it’s one of the single biggest things that separates those who get promoted verses those who don’t. Upskill, Always Strive to be the best you can be in your field and in fields you work closely alongside. Upskilling can not only help you with career development i

I hear it time and time again that it is HR’s or the Training Departments role to define my training calendar. The reality is, it is your career, and you know what best suites your need to be able to deliver on your career dream. People have turned into human robots where they sit and wait for others to do all the thinking for them and hope to have a successful career. It would be nice to be able to just sit back and everything you dream of just falls into place, but the real

So what is quiet quitting? Have you ever had an employee who use to deliver outstanding quality to later find that one day they do the minimum, do their job, but no longer show the energy, passion and drive they once use to. They do not quit the job but they dial back their efforts and do the bare minimum. They do the basic minimum job to a point where you can not fire them for poor performance because they are not doing anything badly, or wrong, but they no longer go above a

You may ask yourself why a management development coach is writing about electricity. I often use electricity, well at least the terminology of electricity, when coaching and guiding others. I liken electricity to the emotions of a person. Just as you can not see electricity, you can not see the emotions of a person. We can tell if there is electricity as the lights will come on or the kettle will boil, just as we can see if a person is affected by an emotional issue by chang

I was fortunate enough to share an office with a senior leader for a client I was partnering with and as is always the case when I am available to others, this leader decided to engage in many micro coaching sessions. He was not only seeking personal development, but also wanted to share ideas and concepts with me as a form of re affirming his ideas would work. During one of our micro coaching sessions, we were interrupted by another senior leader within the company. They wer