Behind The Scenes

Being a life and business coach is about helping others overcome their limiting beliefs and guiding them to deliver to their full potential. Having coached for the past 18 years, I have experienced some extreme cases of limiting beliefs where the person is so full of doubt that it has restricted and limited, not only their professional career, but their personal relationships. Being a great leader and being successful in life is about you being you. We all have natural tenden

I often coach potential great leaders only to hear of their controlling bosses who perhaps fear their jobs because of the great qualities of their people. Old school leaders often fear their jobs when they are surrounded by intelligent people who have a willingness, and passion to help their boss, and the company succeed. The trouble is the boss sees this as a threat and not an opportunity. The boss chooses to micro manage their people as a controlling measure to secure their

Air Niugini is taking their growth and development to new heights with heavy investment in a number of critical areas. Not only are they investing in a fleet of new aircraft (Boeing 787 Dreamliner, Airbus 320’s and Bombardier Q400’s), they are also heavily investing in their people and the future leaders of the airline. ( https://www.facebook.com/search/posts/?q=boeing ) Under their CEO, Gary Seddon, the airline committed to developing 70 of the top leaders in the RdL Emergin

Harmony is the largest gold producer by volume in South Africa and owns and operates the Hidden Valley mine in Papua New Guinea. Over a 14 month period, Harmony invested in several of their key leaders to drive personal growth, leadership development, cultural change and of course financial returns. In May, the program concluded with the graduation ceremony taking place on site, attended by other leadership members and Gary Davies, Executive General Manager – Mining and Techn

As an executive and life coach I am often exposed to people who suffer from a low sense of personal worth. Self-esteem is your subjective sense of overall personal worth or value and it describes your level of confidence in your abilities and attributes. There are 5 Key components of self-esteem: Feelings of  security : I know I am safe; Identity : I know who I am; Sense of  belonging : I know others accept me; Self confidence –  Purpose : I know what I want to achieve; Feeli

Air Niugini is Papua New Guinea’s national airline, and it is hoped with the work that RdL has planned with them, combined with the solid commitment of Gary Seddon, the Board, and the leadership team, it will soon be recognised as one of the leading airlines in the Pacific Region. RdL has been awarded an opportunity to make a difference to the team at Air Niugini through the development and facilitation of two significant programs. Firstly RdL will embark on launching the Eme

RdL is committed to developing existing and future leaders. After a 12 month journey, 7 of the senior leaders at Harmony’s Hidden Valley mine site graduated from the Emerging Leader Program. This program was unique in that we implemented various methods of learning to deliver an outcome that saw some of the graduates grow significantly as leaders. This program was a combination of classroom facilitation, Masterclasses, On the Job coaching and video coaching. Congratulations t

We often feel we know what our people want, or we fabricate our own ideas to create our perceptions, but do we ever ask them and confirm what they really really want? Great leaders spend quality time with their people building trust and understanding so they can deliver in line with each person's needs. Here are RdL’s top 10 employee wants from their leader. Employees want purpose. They want to know that what they're doing on a daily basis has some purpose behind it. "What

We should never underestimate the value of a great leader. We can all play the role of a leader no matter what role or position we have. Leadership is a choice, not a rank or a job title. 5 Habits of a great leader 1 - Value and respect your people 2 - Look to give praise even if it is small 3 - Use your power infrequently and only when critical 4 - Surround yourself with people who are better than you 5 - Share your vision so everyone understands the goal

As a coach, I am exposed to a wide variety of people and issues, and one of the issues that I feel is holding far too many people and companies back, is that they are amazing at identifying problems, but very few come prepared to discuss the solution. I have been working with two extremely large multi nationals in the natural resources sector and I can see that I could really make a difference if they would only be open to being solution focused and open minded to other ways

In my role as an executive coach, I am exposed to many challenges faced by leaders across many industries and at many levels, yet 1 factor continues to raise itself, and that is of Micro Managing. I call this “Playing in someone else’s sandpit”, and almost always ends in a failure – Bust. The question remains, why do senior leaders feel the need to play in someone else’s sand pit. There are many reasons, but 5 of the more common factors are; Lack confidence in oneself. Ins

I was coaching a group of leaders within a large multi national mining company and I was speaking with one of the up and coming Supervisors on the job. Being a mining company, and standing in the mining pit, there were plenty of rocks and stones around us. This specific supervisor was seeking guidance on how to be a better leader and he knew the role I was playing with his boss. Developing and coaching indigenous people needs to be relative, so I used the resources around

Being an executive, and life coach is all about helping people be at their best both professionally and personally on a sustainable basis. I am often called in by organisations to assist and coach employees that are either on a Performance Improvement Plan, (PIP) or at a minimum, are under performing. It is easy to blame the employee, or the junior leader for failing to deliver, and this is usually the first port of call for many, however, does this truly reflect what is ha

I was conducting coaching with a senior leader in a large multinational organisation, and a leading company in their field, and we were discussing why people are just not making decisions. As we dug deeper into work related examples, it became clear that the workplace culture of the company for the past 20+ years has been that the CEO makes all the decisions and no one else. People could suggest, but the CEO had the ultimate control. This created a culture of fear to make

Coaching for One (CfO) is a newly released product by RdL following successful completion of the pilot program. The principal is very clean and simple, purchase a coaching package and receive dedicated 1 on 1 executive and personal/life development coaching to build your skills, raise your awareness, improve your relationships (both professional and personal), improve communication, set and achieve stretch goals and have a positive mindset, overcoming any perceived demons or

The cost to replace staff in a tight market is extremely high and you will never be guaranteed of the quality talent you lost. Retaining your key people needs to be the core focus for all companies. Here are some great tips to assist in retaining your talent Make their development your top priority Acknowledge their great efforts Allow for flexibility – both how things are done and working arrangements Communicate well at all levels – this includes listening Have a top-rate

We all know that robots do an amazing job of delivering in line with what they have been programmed to do. They never do any more or any less than their program. The emerging issue with many companies is that not only are they introducing robotics to their operation, but they have created a workforce of human robots. They have created a culture where people are no longer invited to contribute or share ideas and, in many instances, are shut down by old fashioned managers wh

The process of resignation is far more complex than receiving a resignation letter from the employee. There are signs we need to look out for before it gets too late. An employee goes through a process of resignation that we may be unaware of. There are 5 steps to the resignation process. They give up They hand in their resignation They socially discharge from the company – they disengage They emotionally exit the company – they may lose respect for the company and some of

We have built ourselves a lonely world but there are ways to forge the genuine human connections that we all need to flourish. We often hear the saying, “It’s lonely at the top”, but the truth is that it could be lonely in most places we work. Over the years, we have fallen guilty of a tendency to actively not engage with those around us for various reasons, while not ignoring them entirely. The price of this unwritten social contract of non-engagement is loneliness. Lone

Fingertip consulting is a new concept initiated by RdL to assist businesses and start-ups get the results they need in an affordable, cash flow conscious way. Rather than avoiding professional advice, or needing to dig deep to afford high-cost management consulting, RdL is launching Fingertip Consulting Services that makes it all very achievable. RdL has been testing this service with specific clients and due to its high success rate, we have decided to launch it to the mar