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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

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

It can be extremely difficult to deal with a boss who is shutting you out or does not want to listen to your ideas. They may; Exclude you from crucial meetings, Stop answering or deflect your questions, Disparage your input, and/or Ignore your needs for resources or other support. There may be a number of reasons why your boss is taking these actions, but to be honest, there is no excuse. The reasons fall into two core categories, Intentional Unintentional Some of the inten

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