Genevieve Matthews | Businesses

Genevieve Matthews

Phone: +61 400 508 108

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25.01.2022 *** Intro to Mental Fitness (PQ for Leaders)*** Back in June, first shared the incredible work of Shirzad Chamine from Stanford University, USA about Positive Intelligence and our ability to develop our mental fitness. Am kicking off an 8 week group coaching course Intro to Mental Fitness (PQ for Leaders) in a couple of weeks.... Ideal for someone in a leadership role that has a lot on right now, maybe struggling with staying focused, get distracted by thoughts and not always positive despite best of intentions, even over-analysing the why, what, how or who of their day. And it happening day in day out... not just as an occasional one-off. May be sick of loosing sleep, wasting valuable airtime and simply wants to feel calmer, happier, more productive, present and connected with people. This experience is mind-blowing. All it needs is 15 minutes daily + 2 x 1 hour chunks available per week (watch 1 video and then participant in a pod group live) and importantly must bring a committed desire to improve leadership performance at home and at work. The course is complimentary for the first 5 participants and $100 per person for additional participants. FYI normally valued at $1000. Please note, this is a pilot program, so be open for some creativity and outstanding transformation along the way. If you're keen and like to find out more, DM me or comment below PQ to fast track your application to join us. Genevieve P.S The human brain is 30x more powerful that a computer. Do you know how to maximise your brain's operating system and get the best out of it? PQ will teach you. Practical, relevant, fast and simple.

24.01.2022 From Guilt to Gratitude and Service During conversations in the past weeks/months - "I feel a bit guilty" has come up again and again. Whether those still in jobs if government vs public sector or in businesses that have the 'luxury' of being essential services vs deemed non-essential, those selling in demand vs discretionary products.... For the parents juggling the full time work and schooling kids from home - feeling they're not doing enough (of either - well) or for those essential workers who had to send their kids to school every day throughout. There has even been conversations around the feeling of guilt for 'loving' the new lockdown time, because suddenly all the expectations around being social, work/commute/school/kids commitments etc have drastically changed for some. Then those industries that are BAU (Business as Usual) and most days other that safety and hygiene changes, it's on with doing their do. Guilt has rippled underneath so much of the roller-coaster of emotions everyone has experienced. Even as a country, when we watch the impact to date in other countries and what may still be yet to come. Guilt is an emotion. It can be crippling. It serves no one. It's triggered by the filters with which we process our world and the senses we use to take in information - what we see, hear, feel (touch), taste and smell. The filter system includes our beliefs and attitudes, values, decisions, memories, language, innate personality, even time, space, the matter surrounding us and energy. To shift the feelings of guilt, it is very useful to question, what's triggered me right now. Firstly the 'sensory' process, was it something we've seen, heard, touched... then what filters are at play. Has it triggered a memory, past decisions, is it part of who we innately are, or what we value most. This all sits deep beneath the surface, if you've maybe not looked at this before. The quickest way to settle guilt, it to acknowledge the emotion, before it triggers behaviours (both conscious and unconscious) that do nothing for us, ie. to make comments (in our own head) or to others about 'feeling guilty' or subsequent actions to appease ourselves, the feeling and then the spiral of communication/actions that can happen. In that moment of awareness - be grateful. Practice gratitude, it can be a swift shift of thought, an image you create in your minds eye, a sound, a picture. A positive grateful one. Then with this shift comes the ability to be thankful. Thankful can be the emotion. With that comes calm. Kindness Thoughtfulness Service Self Love From that place, we can really care for self, others and make great decisions, take action and be of service

24.01.2022 Calm & clear headed or reactive and stressed out?Calm & clear headed or reactive and stressed out?

23.01.2022 How Flexible are You and the Business? Lets talk adapting to flexible working arrangements. This could be a game changer for leading a team both in the short and over the long term. In the SMH today, it quotes from 9000 people working from home, when asked, whether they wanted to stay there? The very strong answer was: yes!... Or, to at least, have the option, it would be nice. Only 10% said they wanted to be back in the office. 29% said they wanted to work from home full-time. 61% said they would like to be able to work from home when it suits them. So.... who feels ready to handle those conversations when they start happening? Or have they kicked off already in your organisation or business? Who has considered impact to written contracts / employment agreements? Whilst technology has helped us adapt pretty quickly for the short term now... what happens if this new working environment is here to stay for longer? Who has thought about the communication, systems and training plans to adapt to this? How will you ensure the channels of communication both for internal and external dialogue are prioritised? What will be put in place to continue training and developing individuals and the team? Whilst many businesses have put some of the challenging conversations / conflict related, cracks in leadership and communication on hold... Also many of the performance reviews and situations needing urgent feedback have been delayed, postponed or cancelled, because some leaders believe, theyre uncomfortable to have or harder to deliver over the phone or by zoom/MS teams etc. We may find our departments and teams do not come all together, as they once did in the past... Hard to imagine, yet worth putting some thought to. Are you thinking about how to lead a team, in its potentially new form? Not saying it will or it wont happen, however might be worth moving forward and embracing those more challenging conversations - put your big boots on, be brave, use a feedback model, and ensure the lines of communication are open and clear. Highly discourage the email feedback, please pickup the phone and talk human to human!! PS. If you struggle to give feedback, jump onto next weeks Lunch & Lean session on Monday and we can brainstorm this together. Ill share a couple of really easy to use frameworks that you can adapt.

22.01.2022 Practice means Progress. Whilst the old adage was Practice makes Perfect! Im actually a believer and a preacher of There is no perfect, only the imperfectly imperfect, so the practice is where it is at. Practice means progress. Each weekend a team during a game puts all their skills to the test. Whilst the coach is on the sideline giving immediate feedback, during the week at the training session, is where the drills happen, the repetition, the strategy and specific pla...ys are discussed, practiced and practiced again. In business, because there is limited time and days and weeks merge to months, we have to make the time and effort to have the training sessions where we pause for 20 mins, 2 hours, half a day or 2 days to talk tactics, nut out the plan or to work on specific skills. Capability and competency come with practice. Theyre not a given. Are you and the team making the time, putting in the effort and creating the space for the important feedback and training practice? If you and the team need a reminder, comment below Game Plan and Ill shoot you through my top 10 tips for running great training sessions. These are tried and tested both on the field with sporting teams and in business

22.01.2022 Are you over or under-compensating with physical fitness? Ever considered working on your mental fitness? Will never forget sitting at the doctors after the perinatal depression diagnosis, as she said Well you’ve probably been depressed for most of your 20’s and 30’s, you just did a lot of exercise to compensate. No kid, a lot of exercise....Continue reading

19.01.2022 Getting the Team Back Together They ran around screeching, excited, jumping and then when they went in for the hugs. At that moment I had to yell Hold the hugs, go the virtual high fives! Were not doing that yet? One girl spun quickly on her heels Why not? she questioned. We can at home.? Breathing deeply and calmly I said Yes, it seems a little confusing, however weve got certain restrictions based on the sporting guidelines. Before we get into them though, lets t...Continue reading

19.01.2022 Developing Capability Across All Departments There are nuances to developing and growing a team or teams of people and the diverse range of capabilities required across the different areas of business. Do you know what the key capability sets are essential for your different department/s?... What happens if you're wearing several or many different hats and managing different departments? Where do your strengths lie? Could you be over-utilising these strengths and perhaps under-utilising other important capabilities your role needs? For example, during recent performance development sessions, several leaders discovered (and admitted) they predominantly utilise connection; their passion for people, the team and harmony. This is a much needed focus of course, however... What happens if the over-utilisation means they don't and "can't" deliver the tough feedback that's needed? They avoid having those challenging conversations or make limited attempt to rouse and inspire the tribe through hardship? Yes, they're supportive, kind and caring, however... What happens if they're doing too much placating, pleasing and not making those big decisions? A different scenario, what about if a leader is using their analytical decision making skills and it's all about the data, the facts and then their people skills and that connection focus is lower or under-utilised. They loose people along the way with delivering their message, passing on feedback or delivering instructions, because they've already made the decisions in their head and there might be low or no emotion attached in the delivery. People switch off. There is no buy-in. There are so many and varied nuances to understanding your own capability, and that of others. Ultimately in the workplace, it is what's required for growing and evolving a business! It's never about development for development sake. Or ignoring the topic and sweeping it under the carpet or using covid and challenges as an excuse not to continue the focus on development and growing people, team and leaders. It's imperative to align individual development with department or team needs and then align the capability to the needs of the business. If you, in your role as a leader know you're 'needing' a little boost right now to help the business with where it at, then message me or post below, BOOST and let's chat. #leadership #growth #business #empoweringleadersinbusiness

18.01.2022 Indecision - A really unhelpful Roundabout to get stuck on! Indecision is really good for staying inactive, playing it safe, not having to rock the boat, speak up, make a decision or commit and put yourself out there - whether that's as an individual, team, department or business. Anyone else been noticing some really awesome indecision lately? ... It's like because things have gotten really difficult, it's given us a great excuse (or reason if I'm being kinder) to be indecisive. Let's not communicate - cause we're not sure what to say. Let's not decide - cause we haven't got all the answers Let's not move forward - cause we don't know what's going to happen. Indecision is crap. It doesn't help anyone or anything. Team members don't know which way to turn, what to do next, if a Leader is indecisive. An industry will flounder around if their leaders are indecisive. It wastes plenty of time. It can sound like a lot of talk, but no action. It can be hot air, energy, yet still .... no rubber hits the road. At times like this, we may not know how, we certainly do not have all the answers, what we do have though, is a resounding vision, purpose and mission. Depending on where you and the team are at. It's could be about recovery, rebuilding, re-evaluating or re-calibrating. All key steps and stages for dealing with where you're at. As some businesses look to re-open, some continue and need to re-integrate staff back into normal operations. Remember, Indecision is not helpful. What helps is a clear WHY, work with WHAT you do know, have great people around you to help with the HOW and reach out to your WHO - the clients, customers and community you have created over the years. Remember, your Certainty must exceed your Doubt - even if it is just by a tiny little smidge!

17.01.2022 Problem - Solving It's not everyone's strength, yet we all need to be able to do it in some capacity in our personal and professional life. So if you're hiring new talent, developing emerging leaders or working on your own capability to lead a team through smaller or larger complex issues, what are your favourite ways to problem solve?... Do you instruct and tell - basically give the answer or solution and tell them what to do? Do you share an experience and how you solved it, provide your advice and ideas? Do you ask great questions to get them to come up with different options and solutions? Do you shut them down and go with your own way anyway? Or do you find yourself stroking egos or reaffirming choices, when individuals seek out validation or reassurance, rather than trusting themselves and their opinions and experience? Do you empower people to make their own decisions and solve the problems only coming to you as a last resort? Do you and does your business or organisation truly back people, so that if decisions go wayward, there is a culture of support, encouragement and recovery or is there blame used, justification declared and porridge thrown? We all manage people differently. And people are different, so it's not ideal to use a cookie cutter approach either. Do you have a framework for figuring out the best approach for communicating and problem solving with the various people on your team or as a part of a Leadership Team? I'll be running a training on this at the end of the month. Let me know if you'd like details.

15.01.2022 Are your values in overdrive or conflict? One of the very first jobs I had was a pinch me, I must be dreaming kind of job. Totally unreal and still to this day one of my most favourite ever. In fact as I get a little older, its the one I look back at now and am so grateful for, because it enabled me to live all my values. At the time though, at barely 20 years old I didnt realise that was what was going on I was in my bubble world working hard living the dream out o...Continue reading

15.01.2022 Lethargy in Lockdown - It's a thing! Anyone else noticed the pace slow down, productivity levels have reduced, engagement and commitment might be still up, however the output and conversation is different...? And this isn't about working a 2 or 5 or 7 days a week.... No business is the same. Industries are different. Even businesses within industries are experiencing this differently. Because each unique individual personality working within a business brings their own influence and input to how a team, business or organisation is functioning currently. Here are a few commonalities people are experiencing: - zoomed out (fatigued by online technology) - lowmo (low motivation without the 'face2face' buzz people get from being around and interacting with other human beings) - slomo (it's taking way longer to get things done because communications processes are slightly different and there are things falling through the cracks) - coastered (been on the rollercoaster of emotions/responses grief, anger, sad, what if, when, entitled, passionate, committed, etc - in any/many different orders..) - ready (playing the waiting game.... it's like doing the limbo and waiting for the moment till you get under the stick. It feels like forever... and for a non-limboer like me. You know it's going to get worse, before it gets better) People are ready to get back together to do their do. This 'pattern interruption' of how we 'normally' do business has been great for many things. * Identifying the processes that really work well in a business * who copes in crisis, who needs more support * what communication tools and strategies are required, work well and don't. Oh and so much more....could go on for hours. However, this lethargy in lockdown is real. It's impacting people and businesses in many ways. What are you and your team doing to counteract it. Keep the foot on the pedal, put some fuel in the tank...

15.01.2022 Leadership is a Process, not a Position Stated by John C Maxwell in his book The 5 Levels of Leadership. He goes on to say there was a time when people used the terms leadership and management interchangeably. Do you think most people realise there is a significant difference between the two now? ... John says in his book "Management is at it's best when things stay the same. Leadership deals with people and their dynamics, which are continually changing. They are never static. The challenge of leadership is to create change and facilitate growth. Do you have a system for introducing change to enable all to adapt, evolve and buy into the change? How do you go with facilitating growth for your team? Do you provide an environment that encourages a continuous cycle of improvement that embraces growth and development? Or is there a hidden, underlying tone or vibe of "we don't really value or want feedback or to invest in growth and development of our people." Day to day examples of this can be: Meetings cancelled, feedback ignored, feedback not invited, limited development opportunities (both in terms of mindset & mechanics of the the business/industry), an environment where there is a LOT of talk, yet no action. No lead up to change implementation. No comms plan. From one day to the next BOOM change happens and everyone has to get on with it. Some leadership teams say that want change and growth, yet aren't prepared to enable it to happen. For a team to grow, the leader must grow too. Individual growth. Team growth. Leadership Growth. Business Growth. Your thoughts?

15.01.2022 Heres why the environment we spend time in matters so much Anyone else missed hitting the gym? It feels so amazing to be back! being back into the gym for several reasons:... - routine and habit thats great for whole healthy self - connection and catching up with great like-minded people - power and strength helps make decisions, face curve balls and challenges - stability and structure in the day genuinely helps to plan the day using the pockets of time whether around kid logistics, first thing or during work hours. Its all a part of being well structured across the week - choices, check out the machines!! Never boring here, always something different to play with, climb, swing from or lift. - purpose and mission to be a good human and not sure about you, am absolutely a better one when healthy, connecting, having fun, experiencing life and living it to the fullest, even with the: - agility, thats required right now... when we dont have the answers, we may not know...theres a lot of our normal that absolutely isnt normal. So create your new NOW! We may not be able to control or influence the macro world at the moment, yet I believe every micro quality moment, step and action we take, helps encourage and influence ourselves and those around us.

13.01.2022 The 4 Key Needs to meet for a Team working remotely. Would you'd like to have a really connected and engaged team without micro-managing, even if you're not really a big 'people' people person? You know what I mean with that, don't you You're more about outcomes rather than the warm fuzzies. As working environments continue to evolve and adapt with recent events, check-out these 4 crucial needs for helping teams with cohesion, connection, working productively and effectivel...y remotely. Certainty is all about safety, comfort and security Variety is all about risk, adventure, challenge and uncertainty Significance is about being valued, appreciated, heard and important Connection is about feeling connected, belonging and loved Take a listen and consider "How am I meeting those needs for my team?" You may even want to consider "How am I meeting those for myself too?!" * Micro-management can come from needing excessive certainty or reassurance. * Procrastination can stem from excessive variety, too much overload, uncertainty and then not knowing where to start or spinning wheels in many directions. * Bullying, low self-esteem, trumpet blowing, scarcasm or self deprication and even not asking for help can happen in different circumstances when significance and/or connection are playing off togther. At this point in time, over-connect rather than under-connect and ask your team member the question whats right for you? How often would you like to connect? What are the different ways in which you like to feel connected, values, challenged or certain? Remember each of your team members are unique however there are patterns of behaviour, youll already have noticed and probably have a pretty good idea who on your team is more driven by one or more of these needs, some more than others. So youve considered these for yourself, for your team, now, how about your clients, customers, guests, consumers, passengers, participants, suppliers as well? Whether your team is still remote or now heading back to the workplace in person, these needs are vitally important. Comment below: NEEDS if you'd like a copy of The Team Engagement Checklist

13.01.2022 In the words of Michelle Obama this week...You simply cannot fake your way through this job. Being president doesnt change who you are; it reveals who you are." Sums up being a leader... there is no fake it till you make it. Right now there is huge skills gap being revealed for leaders around the world, in all levels of leadership, in all industries and obviously leading countries. In the good times its certainly easier to coast along, make things look good and even get ...away with a bit. However... During tough times no amount of putty filler will patch these gaps. Self-awareness is a great starting point. Its crucial to identify the gaps and put a plan in place to work on developing self to better lead others and a business, industry or country. Leadership is a life-long commitment. Its not something you can learn reading a few chapters of a book, watching a one-hour webinar or spending 2 days as a team in a room each year or so. It takes consistent commitment to improve, month on month, year on year. Are you receiving feedback as a leader? Are you open to it? Do you provide a safe space for the team to give it? Do you act on it? Then tweak and improve on it? And get feedback again? Likewise are you empowering the other leaders in your environment to have and do the same? If you and the team want some help to identify the gaps, lets talk. Picture: Bloomberg #lifelonglearning #leadership #growth #teamwork #developingleaders

13.01.2022 "So if youre physically fit, you can climb steep hills without physical stress.If youre mentally fit, you can handle lifes great challenges without mental stress or other negative emotions.Youll be happier and perform better." Shirzad Chamine. Imagine if you had the insight into how to measure and improve on your mental fitness! Particularly right now with everything we have going on.... PQ - (Positive Intelligence Quotient) shows the measurement of mental fitness and neuroscience shows us we can actually improve those mental muscles. In reading and watching Shirzad Chamine's work on Positive Intelligence, he shares the way in which our truly extraordinary self gets a little waylaid with life's experiences early on and subsequently in adulthood. Somewhere along the way, our true original self with it's own incredible sage wisdom, gets tackled head on by saboteurs (9 of them). These develop through life's experiences and we start to listen / react and respond to them, pay them heed and as a result react and respond accordingly. We have the Master Judge: who sits in judgement Then there is Avoider, Victim, Hyper-Rational, Stickler, Pleaser, Hyper-Vigilant, Controller, Hyper Achiever and Restless. They all have characteristics they drive us to do different things that might be serving us or sabotaging us in the workplace (generally in life too). For example, do you or those around you: * Avoid conflict and difficult conversations? * If criticized or misunderstood, tend to withdraw, pout, and sulk? * Sometimes come across as intellectually arrogant or secretive? * Come across as highly critical of self and/or others? * Have a strong need to be liked by people and attempt to earn it by helping, pleasing, rescuing or flattering them? * Always feel anxious with chronic doubts about self and others? * Have a strong energy and need to control and take charge? * Showcase a very competitive, image and status conscious attitude? * Get easily distracted and be scattered, juggling multiple tasks? Maybe one or more or several of these resonate. The thing is we're all different, yet there are incredible similarities to how we operate as humans. In the workplace, if our saboteurs are out to play, as individuals it's like a mental mindfield. Totally distracting us from making wise and calm choices. If they collectively impact the business, then what do you think is happening to the business? To an industry? Our sage self is phenomenal at empathising, exploring, creating, navigating and taking bold action. Who is turning up on for your team at the moment? Your sage self or your saboteurs? Who is turning up and evident amongst your team members? How mentally fit are you feeling? How mentally fit do you reckon your team are feeling? Do you know how to strengthen your mental muscles? Have you ever talked about ways to strengthen your team's muscles? Am curious.

10.01.2022 Setting Aside Unrealistic Expectations As a child needs time to learn to ride a bike, play tennis, pick up and develop new skills, adults do too. We can have some pretty unrealistic expectations of people in the business world. Frequently hearing words like "they should be able to lead, they should be able to communicate, why can't they listen, and on it goes...." It's fairly standard when people are at maximum capacity and resources stretched. It's exacerbated right now as b...usiness leaders find their feet again, shift, adapt and evolve. We have to stop with the unrealistic expectations of should and shouldn't be able to do. Those 'should's only lay the foundations for frustrations, animosity and toxicity in the extreme. Talent isn't given. Talent requires development. Performance managing someone, after an event or issue is shortsighted. Put the foundations into place for building, developing and stretching performance, confidence, capability and capacity along the way. Whether it's bike-riding, playing tennis, piano or ping-pong, it takes the foundations, then practice, development, being stretched to ride further, play in competition, accompany a singer etc. In business, we make assumptions that because people have a title at the bottom of their email footer, that they have these foundations. This is across any area of business too. Definitely not true. Unfortunately. However a fact and when businesses do not invest time and money into the practice and developing, they can be overstretching individuals, when they've missed stages along the way. Are you committed to helping your people develop their talents along the way? It's not about developing everything and all at once. It's being strategic for what's ideal for the business/team and for the individual. Instead of setting unrealistic expectations, can you discuss matching up the standards, of what's ideal in the role for an individual and what are the ways we can work on improving performance, developing it, tweaking and building muscles. With 20/21 around the corner, do you have the talent development plans ready for you as leader and the team?

10.01.2022 Ever had that feeling, part of you wants to do something and part of you doesn't.... Might be around a difficult conversation, tackling a project, following something up. Here's a little bit of 'magic' to help you handle the internal conflict, when part of you wants to and part of you doesnt! It's known as a parts integration. A technique, I use both the physical experience below in the video, likewise even putting the mental energy towards understanding the choice and drive...r of both is pretty beneficial. Lets take having a difficult conversation with someone that youve been putting off talking to. You know it matters for the individual, for the team, the business and yet youve still been putting it off, avoiding it, or let's say you had a first conversation and maybe left out things you really wanted and probably needed to say, but didn't or couldn't.... etc. If this is you, or perhaps it happens for team members, watch this video as I share a quick and easy way to move forward with that internal conflict. P.S If you want a hand with a situation, mention the word 10 in either messenger or below and we can set up a 10 with Gen magic moment to help you overcome the block or challenge. Sometimes even if you know what it is, might be more about the language and setting the scene for having a really productive and outcome focused conversation with less emotional engagement / attachment

10.01.2022 Bree Grima Wff Pro thank you so much still the best quote ever. Whether it's to do with exercise or even getting stuck into a particular task, project or meeting that's been lingering. 1 hour is only 4% of your day. Use that hour wisely and well. Such a great reminder Bree, thank you again!!

09.01.2022 Waving your magic wand! Discussing seamless communication here and the choices we can all make to improve this within our teams.

09.01.2022 Working with several leaders currently on their own leadership capability development and how to work better for and with their team. Sometimes when we can only see things from our own perspective - our view point - we are limited. It's very helpful to see things from a different angle. ... Now that might be 'hard' if you haven't flexed the muscle much, haven't got a methodology for doing so, because honestly your usual normal 'thinking style' will run it's usual normal pattern of behaviour. Particularly under intense pressure and during stressful times. Sometimes it's very helpful to have someone else to help. This is where I come in. Whether it's your own Individual Development Plan, for the Leadership Team, entire team or for certain individuals, we can all learn and grow. Develop and improve. It may be that gathering 360 degree feedback from direct reports, peers and managers is useful. Or perhaps it's about reflecting on goals set (or doing the planning to set them) or outlining the priority challenges to overcome and review what capabilities need some support, work and development in order to overcome adversity, create opportunities and achieve the desired outcomes. Here are a few key capabilities we're working on currently: Stress Management Priority Management Time Management Effective Listening Relationship Building Assertiveness Perseverance & Resilience Delegation Process Management Influencing Others Problem Solving Risk Tolerance Change Management Empowering Others Mutual Accountability Adaptability Composure These are just a few of an extensive list of capabilities. As leaders these are paramount. Do you have a system yourself for identifying how you're tracking, what work is needed where and how to improve? Or is simply a "Keep Calm an Carry On" mentality .... helping you go the distance at the moment. It will absolutely serve to a point.. However if you've hit that point and you'd like a hand. Let's talk.

08.01.2022 If you dont believe in your own magic, who else will! Kelly Rowland, The Voice Coach It takes incredible self belief to be a performer. As a leader we are performing every day. There will always be challenges, adversity and problems to solve. We have to know weve got it and well always find a way. Surround yourself with a great team, an awesome coach and the clients/customers that you know you can help, deliver to (product or service) and serve.

07.01.2022 Want to brainstorm some ideas about getting the team back together, connecting, reuniting and realigning on what matters. On Monday at 12.30pm (Sydney, Australia AEST) we'll be having our regularly Lunch & Lean session. I'll share a few lessons learnt from being 'back in the room' face to face myself these last couple of weeks and the vibes leaders are feeling and experiencing with their teams. ... We'll talk HEART and how opening up, acknowledgement, curiosity and vunerability are important. No registration required, PM for the zoom link and then jump on the call at 12.30pm and if you can't make it and would like a quick 15 mins on what you may want to be thinking about and acting on for your team, let me know and we can lock that in later in the week. Look forward to seeing you soon. Genevieve x P.S Whilst we've held these meetings most Mondays across the last few months, we will be wrapping up our Lunch & Lean sessions in a few short weeks, so if it's something you've wanted to attend and haven't yet, please join us soon.

07.01.2022 World Mental Health Day - 10 October 2020 1 in 5 Australians are affected by mental illness annually, yet many don’t seek help because of stigma. During the COVID-19 pandemic, prioritising mental health and wellbeing has been more important than ever. ... This World Mental Health Day October 10 the message is simple: Look after your mental health, Australia. (Please share the message if it’s different in your country?!) This morning our first 14 participants have begun the PQ for leaders - the journey to better understanding mental fitness for own individual mental health, productivity and performance, as well as to help and support team members, collegues, nearest and dearest. Neuroscience is proving we all have the ability to make our mind work for us rather than against us. To develop and improve our own mental fitness which helps us recover from adversity, handle stress and challenges. Thank you to our incredible pilot program participants and here’s to the exciting weeks ahead. As part of this global Mental Health Day, please make a promise to support yourself or someone you know who may benefit from your , care and thoughtfulness. The smallest acts of kindness make the hugest of differences. My first promise is to continue serving every single person who reads this page. Whilst it might be easy to assume people aren’t reading posts, some do, one person will and I always trust it will help. My second promise is to always be at the end of the phone if you ever need me, please reach out. Having personally had my own mental health challenges, I continue to be being fully committed to sharing and educating on this key element of human performance, personally and professionally. What promises might you like to consider today? https://lookafteryourmentalhealthaustralia.org.au/make-a-p/

07.01.2022 Communication is Key If you want the answer, it is one word. COMMUNICATION... Across the last few months talking to hundreds of business leaders, whether in CEO, GM, department managers, supervisors or team leader roles, regardless of title; the resounding key requirement for every business has been communication. Often leaders think they're pretty good at it. Doing enough. Communication is a journey. It's not finite and there is no end point. It's not a single email, or phone call or PDF document explaining requirements. Communication is the consistent messaging across many mediums that connects, engages, asserts, showcases, listens, adapts, adjusts, drives, motivates, unites and collaborates.... it's incredible when done well. And remarkably incredible how disastrous when done poorly. Then there is the in between, the spasmodic, inconsistent communication and I'm totally guilty of that too. Best of intentions, however somehow... other things get in the way. Great communication is a always a work in progress. The meaning of communication is the RESPONSE we get. So it's actually it's completely irrelevant how good we think we are at it. It's all about the response we're getting. The noise we hear back, whether a cheer, mumbles, rumbles or crickets. (that means nothing!) How do you measure your communication? Do you have an established communications plan? Are you driving consistency or working towards better consistency with your communication? Particularly when it comes to attracting and working with customers or clients, leading and developing team or for improving systems and processes within the business? Are you're wondering right now about the current common theme about reconnecting, reigniting and realigning your team and customers/clients, post everything now that's gone on and will go on for the rest of 2020. First and foremost, think about your consistent communication. What are you doing hourly, daily, weekly, fortnightly, monthly, quarterly and yearly? What standards for communication are established for the team and by the team, so that you achieve buy in, engagement and alignment. What standards for communication are established for the customer and clients? So that you are attracting, converting and delivering to a steady stream of new, or maintaining existing or re-engaging old customers and clients? Or are you more for setting expectations and then maybe they're not met. So much to say on communication, this is a start. A part of the journey. Happy Friday. P.S Comment below COMMUNICATION, if you'd like a copy of The Consistent Communication Scheduler Tool

06.01.2022 Fluidity #7 of 7 important areas to focus on. Now, over the past few weeks, we have covered off on all seven, really great and very important areas to focus on right now. Recapping the first six below in the video and then on to the seventh, very important area to focus on. ...Continue reading

06.01.2022 Holding on to the Elephant in the Room So there has been a lot of talk about elephants lately. The expression "The elephant in the room" is often a problem that everyone knows is there but no one wants to acknowledge or talk about / open up about. For many situations Ive come across with clients - the elephant - is huge, its heavy and its only or well mostly a problem because its judgement related. Often its old stuff too, its been around for a long while... and it feel...s very heavy. Yet people dont realise theyre holding onto it and its impact. Maybe ....; - its someone has hurt us, offended us, rejected us in the past - an embarrassment about something that happened - or its guilt for a perceived mistake made - or its low self esteem because we dont feel like we are good enough - or theyre so much better!! This elephant of judgement or expectation of how we believe others should have acted or should be acting (in the past, present or into the future). Its all based on our own rule book and sometimes rather than holding onto the old stuff or that rule book of judgement or expectation, maybe replace it with empathy and curiosity. Stop holding onto the (elephant) and start a fresh. Particularly if its not serving or helping.... perhaps! Give a whirl and notice what you experience instead

06.01.2022 Creature of Habit or Creating New Beliefs Had a long term belief for years that 'I couldn't draw people's faces'. Long term, like since I was a young child! However it bugged me because I actually really wanted to be able to do it. So in the last few years I've got practicing. Armed with paper, pencil and rubber, I've practiced. Regularly. Each week pumping out 1 - 2 portraits especially in these last few months. Sometimes with a live model or not, this one below is of Ellyse... Perry off the front cover of her book "Perspective". As adults, we have years worth of beliefs all stored up, tucked away and they act often as a protective mechanism to keep us safe, they become a habit that keeps us comfortable, we don't have to try hard, make an effort or get uncomfortable. This morning with a client we talked about developing the muscle around Learning to say No as a leader. Kind of tricky when you're a natural people pleaser and believe "it does matter what people think of you". However there is growth in the discomfort, the awkwardness of practicing these new conversations, learning to say No. Because or Yes, However... there are some great ways to stretch your muscles and grow capability. However you might need to do a Belief Audit - to actually check in and ask yourself "What is it that I believe about this person, situation, experience etc?" There are no right or wrongs to beliefs, they're yours. The question is, are these beliefs serving you, and those around you right now? As a leader, playing the people-pleaser and over-investing in caring for others, being the problem-solver and go-to on everything, might mean you're creating complacency, laziness and for sure not building responsibility, decision-making skills or autonomy in others, if you're constantly there for them, propping them up and answering all the questions. There is a fine balance to the combination. More discussion on that another day. So what are your beliefs right now? Are they helping or hindering. Back to more drawing xx

03.01.2022 Did you catch our recent video series? 7 Key Areas for Leadership Focus - Helping Leaders Cope through Crisis and Lead the Way In these short videos youll learn about:... - Self-care and ensuring those vital foundations are taken care of - Why connection with self and others is paramount at the moment - Ways to reset your boundaries, speak up, be assertive and focused - Steps to plan, put structure and process in place even in uncertain times - Problem-solving and brainstorming through this challenging period - How community and staying focused on the bigger picture will be a compass for recovery - Agility and adapting to change even when you may fear this process P. S We're also offering a very special Covid-19 Report interpretation from your Values Pendulum Assessment. Only available for a short time. Take advantage of their generous offer from our partners at Capability Development Solutions. Message me or access via the library. Would you like to take advantage of this? Message me below with YES and I'll get you access ASAP or alternatively access the library and find out more too. https://theartofextraordinary.com/helping-leaders-cope-thr/

03.01.2022 Today's Lunch & Lean session; 12.30-1.30pm We'll continue important conversations with the theme: "Managing Mental Health in the Workplace"... These are live discussions and personalised conversations. I do not record these, as we're covering off some big things and it's private for who is on the call. Our health impacts so much in the workplace. Communication, Engagement, Contribution, Productivity, Initiative, Problem-Solving and so much more... As mental health is at the forefront of conversation currently, it's important as leaders to be prepared, both for self and for supporting and working with those around us, be that team members, colleagues, peers, even customers and clients, family and friends. Do you already know how to: - watch & listen for the signs - start the conversations - refer someone for 'external support' - help yourself or others through the journey - embrace basic life tools & techniques to stay 'well and in form' There are some great strategies to set yourself and your team up for improving and constantly working on mental health. It's is surprising how many businesses and teams don't have these as 'normal'. Maybe the pandemic, may at least bring about a significant shift in the way in which we care and place well-being at the top of the priority list when it comes to caring for our people, ensuring productivity and getting the best results. Join us, if you're in a leadership role responsible for caring for a team (no matter how big or small), tribe or community. Look forward to seeing you soon. Gen P.S Here's the zoom link , no registration required, jump on in. https://zoom.us/j/262988074

03.01.2022 Why Guilt and Shame in the workplace are NOT ok! Using either of these is ineffective, unproductive and absolutely has the reverse effect. Rather than engaging and getting work done, it disengages teams, slows everybody down. ... Now I would be the first to admit, as a leader, there have been times in my life where I have used those strategies. But you know what? Ultimately it actually doesn't get the best outcome. In fact, in effect it's really detrimental. And right now, when teams need to be reconnected with each other, when they need to be reignited. We need passion reignited within every single workplace. And when realigning purpose and goals is essential right now, across the globe it's really important to ask yourself: "What are the ways in which that I'm leading?" And "How effective are they?" Guilt and shame are certainly not valid ones to be using, valid ways of treating people. In this video, I share a particular experience of a leader and his people. and how we can all learn to understand when our ego is at play. Leadership and learning go hand in hand. We're never to young or old to adjust what and how we're doing it. Have you seen guilt and shame used, still being used. Are you 'aware' when you may be using it?

02.01.2022 Are you leading the way? Are you the light in the darkness? A beacon of safety and support? Great leaders know how to park their own ego, get out of their own way to help others learn, grow and develop. So that a team and business can thrive and do well even in very troubled or challenging times.... This can be done in super small ways that matter - * providing acknowledgement, validation or recognition * really listening and hearing whats being said * asking curious questions * guiding the way when its a little unclear * establishing boundaries * having a plan * encouraging choices and possibility * reminding everyone WHY When the waters are turbulent your team need to see calm, light and a direction forward. Its a way of being not purely what youre doing. #leadership #highperformance #team #businessgrowth

02.01.2022 Back to Basics Recently took the plunge on committing to a 12 month fitness program. I love sport of all kinds. Finished last year's soccer season with an injury. So forced into making choices this year and have really had to reassess what sport will help me most. See, I have this secret vision. I want to be a really fit and healthy 90 year old. So with this mind, this next 12 months is about rebuilding core and working on mobility, strength and fitness. ... It's about going back to basics, that we know, yet might have forgotten, overlook or ignore without realising, because we get busy, excited by something new or avoid what we think might be difficult. And you know, I'm not just talking about sport, don't you. In leadership, the basics matter. It's even why, we called our business, The Art of Extraordinary. Because it's extra of the ordinary, every day things that create extraordinary in the workplace, as a leader and in life. When Kate asked recently during a webinar on Building Leadership Strengths, what's the most important leadership competency for a person to have? My answer was - Be an Effective Listener And to do that use: * Eye contact * Pauses * Supportive and engaged body language * Acknowledgment of the speaker 'their feelings & their facts/version of events' before launching into own * Understand your own triggers, know what might 'provoke or invoke' a response or reaction in advance of it happening. Sometimes it can be the littlest things that can make the biggest difference. Here's to the basics.

02.01.2022 Developing self-awareness and being able to act on our own areas of growth is key for improving leadership capability. If you were in a room or on zoom with me, you'd hear it stated as "We need to own our own shit!" (yes, insert that little brown emoji). Frankly put, we have to take 100% responsibility for how we create our own roadblocks, make excuses, procrastinate, become indecisive, get distracted.... the sooner we own it, the quicker we can overcome it and everyone feels... the impacts. Whether its customers, clients, team members or individuals. Our business is a reflection of us as leader of it. A team is a reflection of its leader. As similarly the leader is reflective of both business and team. So if wisdom is working well. Fantastic. If enlightenment could help more. Really get to know yourself. #leadership #business #leadershipcoaching #capability #growth #developingleaders #leadershipcapability