Tag Archives: Management


The Perils of Being Too Nice

Most people want to be liked. It’s an indomitable human trait, which keeps us safe as part of a group, a team, or a family.  It stops us from being ostracised or vulnerable, like the Thompson’s gazelle that gets eaten by the lion for running outside the pack.

Although some people say they couldn’t care less, most people want to belong and enjoy that social side of being part of that group.

And, when you are the leader of a business, because of that, it’s easy to get sucked in to worry about what people think of you.

“Do they like me?”

“Is it annoying having me ask them questions?”

“Should I show them how I do it?”

“Will they think I am lazy if I delegate this?”

I’m sure you know that inner voice.

And, of course, it helps to get on with your teams, because work relationships are especially important, for trust, and belonging itself.

But you can go too far!

Believe it or not, being too nice can have a detrimental effect on your business.


Well, let’s get into it and check if you too are killing your business with kindness?

Are you saying what needs to be said?

Firstly, are you saying what needs to be said?

Do you worry about offending people rather than correcting their mistakes? Are you staying quiet when things aren’t being done how they should?

Biting your tongue might seem like the right thing to do. Just let them do it how they want, and you can just correct it later.

Or are you avoiding conflict because you just don’t like that awkwardness it brings?

But what are you really doing if you do that?

You are creating a much bigger workload for yourself, eating up your valuable time doing someone else’s job or maybe dealing with the fallout that conflict brings.

You are also depriving them of learning how to do tasks most effectively and leaving them ill-equipped for future management roles or subsequent employers.

Finally, you are enabling poor performance, which is not fair for you or them.  And it certainly won’t fit with your vision for the business. This risks damaging the ethos that your clients, staff and customers have invested in. And if the reputation drops, so do sales.

It isn’t always nice but sometimes you just have to go out and say it.

“Actually, you should be doing this…”

It’s beneficial to you, your business, and your team.

Are you saying it right?

You also need to look at what you say and the way you say it.

In all my time coaching, this is one of the most common problems I have found.

People get it wrong for many reasons. Maybe guilt, uncertainty, lack of confidence, and more ☹.

Do you start questions with:

“Could you maybe…?”

“If you have time…”

And end them with:

“No worries if not…”

If so, you could be setting them and you up to fail!  You could well benefit from changing the way you look and things and getting conscious of the impact this is having.

If you start with these phrases, then you are leaving it open to misinterpretation, uncertainty for the person who should be doing it, and then, of course, their lack of confidence in it too. They are not sure if that is a choice, or an over polite request or whether you really mean it at all.

Now I am not saying that you shouldn’t be kind or pleasant, of course. Respect and understanding is part of the deal.  But if we are not clear, the signals we are giving off are just confusing and some won’t do it because they aren’t sure, whereas others will take the opportunity to take the easy road because the waters were muddy. 

So, if something needs doing, let people know it needs doing, and you would like them to do it! (With a smile and respect, of course).

If you don’t, you are opening the door for procrastination, mad last-minute rushes and missed deadlines. A slippery slope for any business, with lack of productivity, clientele, and profit!

Are you too forgiving?

Are you constantly letting people off the hook or constantly blaming yourself?

There’s a couple of issues here.

Let’s look at blaming yourself first. I’m not saying you are completely blameless every time, let’s just be clear! But equally, you aren’t always to blame either. What is important is that you aren’t excusing people for their mistakes. If you have said what needs to be said, the way it should be said, and tasks are still not being done right, people need to know!

We do have a responsibility to set people up to succeed, so if you missed something, telling them how, why, or what to do then of course – your issue to resolve.

But, if you shoulder everything, it means there is no responsibility on others in your business to make sure things happen right.   You will end up parenting your team to make things happen.  And that’s not fun! (we’ll get into that later).

And letting people off the hook may feel like the right thing in the short term, but soon you will run into issues.

It is not just your business that will suffer, you will also feel the effects personally. Your health, mental and physical, supersedes everything, remember!

Again, you are depriving your teams of the chance to learn from their mistakes. And we already know that that impacts the futures of them and your business.

I’m not saying you should come down on every little thing like a ton of bricks, but if you paper over too many cracks, everything will fall down like a house of cards eventually.

Let’s go back to parenting.

Ever said to yourself, it’s like a bunch of kids in here?

Or that you are the only one who seems to care or take that responsibility?

Having to correct things and tell everyone what to do?

It is often a response to frustration when people are not stepping up and you are still having to do everything, or feel like you have to push them to do things. 

But the issue is that this is a vicious circle that spirals into a toxic environment.

Because people hate being parented!  But then they act like kids, and you can’t help yourself, maybe even saying it’s their fault.

I’m sure you have all experienced it, the patronising tone, and the feeling like a child again as someone dumbs down something you already know how to do.  And then feeling like you want to throw your teddies out of the pram because if they are going to treat you like a child, you might as well act like one!  Huh??

It’s not always just the frustrated tone, it can also be the overly caring, over worrying and kid-gloves issue too.  Not letting them step up and overprotecting is a quick route to lack of responsibility and them probably leaving you too soon.

In reality, no one wants to be treated like a kid and, thus, this is a surefire team demotivator!   We must break that cycle.

When you feel looked down on or spoken down to, you just stop working so hard. And with less effort comes less output, less urgency and less business.

So, if you treat them like kids, they’re going to play silly games and mess around in the sandpit and want you to wipe the proverbial every once in a while 😉.

Remember, they don’t want that any more than you do, but it is hard to get out of one by one.

However, it is an easy but valuable fix.   Having that conversation that brings us all back to “adulting” is the best way. Naming it, talking about it and getting buy in to move forwards.

No rocket science here!

But if it feels like your business is struggling to tackle some of these issuesjo, or the thought of asking outright still seems scary, don’t worry! Let’s have a chat.

Email me at julie@thinkbedoleadership.com and we can say what needs to be said together!

P.S. Whenever you are ready…here are 4 ways I can help you increase your impact as a leader: 

1. Join The “Quiet Leaders With Impact™ Facebook Group and connect with other leaders who want to grow 
It’s our new Facebook community where those that are The Quiet Leaders can learn and share how to increase their impact, influence and outcomes –  Click here 

2. Grab a free copy of my leadership impact report: The Team Performance Engine™ 
It’s the Road Map to your journey to increasing your impact as a leader –Click here 

3. Join our Quiet Leaders Launchpad™ Mastermind Group Programme 
This Mastermind is a selected group of like-minded leaders, in an online community, focused on growing your results.  With training, group coaching calls, guest speakers and more, supporting and challenging you to design and implement real team performance in your business. 
Email me with “IMPLEMENT” in the subject line and we can discuss how you can join us 
4. Work with me and my team privately 
If you or your team just need a little more one to one attention to make change happen in your business… just reply to this message and put “PRIVATE” in the subject line… tell me a little about your business and what you’d like to work on together, and I’ll get you all the details! 

Traffic guard instructing pedestrians

Stop Instructing Their Every Move

Have you ever seen The Truman Show?

Or maybe you have read George Orwell’s 1984?

At the very least I’m sure you’re aware of Big Brother!

Did you ever feel like that? Like every part of your life is being observed? Like there were eyes everywhere?

Well, the Truman Show Delusion is real, if not officially recognised. And if you have ever experienced that feeling, or even just indulged in any of my cultural references, you will know how uncomfortable it is!

So, imagine if every time you went to work, you had someone over your shoulder, watching, telling you what to do at every turn. I don’t know about you but that sounds way to claustrophobic!

But for some, this microscopic, forensic, fine-toothed comb approach is a reality.

Often it comes from a place of passion for the business, wanting to see things done right and done well, but ultimately there is more harm than good in instructing employees every move.

So, what are the Issues?

1. It’s Off-putting

It’s pretty obvious and if this is all that happens you are probably quite lucky, but at its most basic level, this sort of management style is distracting.

If you feel like you are constantly watching your back it is harder to concentrate on the task at hand. You are going to be more self-conscious and are more likely to procrastinate and put stuff off for fear of doing something wrong.

2. You Are Not Creating Trust

Leading on from this, and taking it to a more extreme, but still very real, case, those working under a microscope of instruction are likely going to feel like they aren’t trusted in their position.

If everything you do is analysed to within an inch of its life the minute you complete it, it is going to be disheartening and again you will create issues of procrastination as they just don’t feel they can take the risk.

But, as a manager, there is a greater issue here than procrastination. If staff are put off, even feeling untrusted, they are likely to just leave. And one thing worse than staff that may not always complete tasks exactly as you envisaged, is not having enough staff at all!

3. They Don’t or Can’t Learn

I touched on this in last week’s blog but as part of the role of a manager and a leader, it is important to facilitate learning for employees.

This allows them to thrive more independently within their team, and also sets them up as leaders for the future as your business expands.

So, if they are only every instructed, task by task, with to the letter instructions, you are depriving them of the chance to learn how the business operates, how they can add value, and how they can get the most out of themselves too!

This means that in an expanding business, when you are forced to delegate, there will be no one capable of assuming that leader mantle as they have never been required to use independent thought in their roles, or the running of the business.

It’s not just them!

It’s not only your teams and employees that will suffer under constant instruction, you will too!

The two main issues are…

1. Burnout

If you are constantly putting it on yourself to always manage and instruct every member of your team, they won’t be the only ones who end up feeling overwhelmed!

That sort of approach is just not sustainable.

If you put the stress on yourself to basically do the job of your whole workforce, you will only end up getting more stressed than if you had to just alter and edit the odd project or task.

In the end that stress will inevitably build up to the point of breaking and then…BANG!


And then, all your worries of “is everything I want being done how I want?” are out the window as you won’t be able to manage anything at all!

Loosening that rope that you tie around your employees will make it easier for you both to work, and also lengthen the fuse, meaning you can continue to build your business and its identity without the worry of crashing!

2. No Time

This is maybe more self-explanatory. If you are always instructing everything everyone does, how are you going to have anytime left for yourself?

This goes for both in your business and in your own time. If you are concerned with everyone else during work hours, you won’t be able to complete your own tasks within those hours.

That means you take them home with you and they eat into your own time. Then when do you relax? When do you socialise? You can’t!

Not only is this detrimental to that good old work-life balance, it can also lead to our not so good burnout. And then we are back again, at a point where nothings getting done! And not to mention the family and friends who start to drift away because you are not present.

Maybe it’s time to take a step back, to breathe a little and see what your team is really capable of?

After all there must have been a reason you hired them in the first place!

However, maybe this still feels like a daunting thing to do, to release this thing you have nurtured and built in your vision?

I totally understand.

So why not why not book in a Team Performance Strategy Session here and we can find out what’s working and what’s not, and find 3 strategies that will help you to get started on the journey of taking a step back and creating a confident and capable team in your business.

Let’s see how we can help you to create a mindset and the environment to begin delegating, and giving away a little bit of the control!

You can also email me at julie@thinkbedoleadership.com

Julie “Chief Impact Engineer” Hutchison

P.S. Whenever you are ready…here are 4 ways I can help you increase your impact as a leader: 

  1. Join The “Quiet Leaders With Impact™ Facebook Group and connect with other leaders who want to grow 

    It’s our new Facebook community where those that are The Quiet Leaders can learn and share how to increase their impact, influence and outcomes –  Click here
  2. Grab a free copy of my leadership impact report: The Team Performance Engine™ 
    It’s the Road Map to your journey to increasing your impact as a leader –Click here
  3. Join our Quiet Leaders Launchpad™ Mastermind Group Programme 

    This Mastermind is a selected group of like-minded leaders, in an online community, focused on growing your results.  With training, group coaching calls, guest speakers and more, supporting and challenging you to design and implement real team performance in your business. 

    Email me with “IMPLEMENT” in the subject line and we can discuss how you can join us 
  4. Work with me and my team privately 

    If you or your team just need a little more one to one attention to make change happen in your business… just reply to this message and put “PRIVATE” in the subject line… tell me a little about your business and what you’d like to work on together, and I’ll get you all the details! 
Binoculars looking at a sunset

Looking For the Good…

I’m sure we’ve all heard the saying “to know something like the back of your hand”, right? Well, recently I’m starting to think that knowing something “like the top of your shoes” might be more appropriate!

There seem to be so many people just walking around looking at their feet and not stopping to see the good around them.

It’s like your first time going out in new shoes.

Of course, they were bought to be worn, but from the first time you step outside in them, every scuff and scrape pains you; “Not my brand-new shoes!!”

But what if, rather than dwelling on each new mark, you took a moment to stop and admire just how great they go with your outfit, just how cool you look in your shop window reflection, just how right you were to choose the white ones and not the blue pair.

As leaders, we are constantly making decisions and so always looking for the ‘what’s wrong with your team, your business, your clients’ is a sure-fire way to hold yourself back. It pays to be positive, to look for the good, in people and in life!

Look for the Good…

So, you have a top and a jacket that may as well have been made for each other, but none of the trainers you have quite go. That’s why you bought the new shoes, to cap off the perfect look. This is what positivity can do to your business!

It allows you to see what is working well (your top and jacket combo) and build on that success (the new shoes)! It gives you the drive to want to improve and embrace your team and your business and further your future ambitions.

Now you have the outfit in place, you can start looking forward to events where you can show off your new ensemble!

And this enthusiasm, this positivity, is infectious.

People see how good those new shoes look and now they want some, too!

You start to breed your own fashion trends (not something I thought I’d ever be able to say!) and you create connections within your team, and we all know how important that is for the continued success of your business!

If Not…

Well, if you don’t look for the good, you won’t find it!

All you will see are those scrapes and those scuffs, scrapes and scuffs, until you can no longer wear those shoes and, in turn, that whole outfit falls apart.

Suddenly, as a leader, you are no longer wearing the trousers in your business, but rather the sweatpants and, however comfortable you may feel in these, I don’t think anyone has ever set a trend in their loungewear!

To look for problems is to be a negative leader, and to be a negative leader is to lose all influence in your team.

It’s a fast-track to demotivating and disengaging those around you.

There is no longer a vision to build as you are still choosing between the white and blue shoes.

White or Blue? White or Blue? Scuffs and scrapes. Even I’m bored of this now! Imagine being a team member and hearing this all day, every day.

As positivity is infectious, negativity is contagious, and once you pass it on to your team, soon you are all wearing sweatpants and bemoaning those marks on your shoes!

Lift, Don’t Drift, Through Life

Staring at our feet serves no purpose but to draw us away from the good going on around us.

It is easy to drift through life, absorbed by what is happening around our shoes but, in doing so, you can lose sight of what is important.

I mean, try doing anything whilst staring down, it’s all but impossible!

Succeeding in business, especially as a leader, is hard enough as it is without blinkering yourself to see only what you don’t want to!

Just throw on what makes you feel great and go and show others just how cool you are!

Leadership is about recognising when other people have become zoned in on their own footwear and showing them that, despite this, they are looking great!

Ignoring this and letting them drift is to hold them back.

If you aren’t willing to, not only be positive with yourself, but help lift others, you may as well be filling their sweatpants’ pockets with rocks!

Leadership can be stressful, but when look for the good in your work, it makes your job a hundred times easier and, in turn, your life even more so!

So, pick your head up and take in the faces and places around you, rather than the condition of your shoes…

Disengaged man with a hand over his face

How to Ditch Disastrous Delegation

I love cake. I mean, I reaaaally love it!

But say I am given a cake that serves twelve and I try to eat it all myself, I’m going to feel pretty sick. That’s not to say I don’t love cake anymore, but too much will leave anyone wiped out, lethargic, or just ill!

You know that, just by sharing a few slices, you could have avoided feeling totally rubbish but you really wanted it all.

And now you’re feeling awful, and your mates think you are totally selfish.

By giving away even just a bit, this whole situation could have been avoided.

So why are we talking about this?

I know it sounds obvious, but so many leaders want to just dive in and take on their version of the whole cake.

But business is no different. You need to share the workload. You need to DELEGATE!

Here’s the thing – something weird stops us

We must ask ourselves this first question – Why are we taking on too much in the first place?

This could come down to a number of factors, so let’s take a look at what they may be.

Need for Control

As a leader it is easy to feel like, as everything your team does ultimately falls back on you, it is best done yourself, isn’t it?

But, before you know it you can slip into one of two things – the micromanaging spiral, or the “I’ll do it myself” drama triangle.

It is natural to want to know what your team is doing at any one time, but you have to allow them to operate in their own space within your wider leadership.

I don’t know about you, but when someone is on my shoulder all the time, watching what I am doing, I end up telling them to do it themselves because I don’t feel trusted. 

And if you are already doing it yourself anyway, their confidence is going to be shot to pieces so then they probably would just end up fulfilling your fear of not doing it as good as you.

But you may have just created that yourself.

The reality of that need is often fear. The fear of failure and lack of trust that your team can support your aims. 

This is where you have to look at why you brought this team together in the first place.

You assembled this group to do a job for you and you must trust them when it comes down to distributing and delegating your workload. It will also help keep them engaged, interested and motivated.


I hear it all the time, “Giving people work makes me feel guilty”.  “They will think I am lazy.” 

But this should be exactly the opposite.  That is your job.

Many of us have been brought up with a really great (too great) work ethic and have been taught that things should be hard work, or we should work hard.

So, when we start to delegate it feels like we are putting on others and shirking our responsibilities.

But we need to remember our role – To enable a team.

And forget that ingrained behaviour and belief system for the new one that recognises that real success is where we all play a role, not beat ourselves up for not being the hardest working person in the room.

Frustration & Disappointment

Oh, we’ve all been there when we get up the confidence to delegate and then Bam! 

Terrible result. ☹

We then go through the emotions of frustration, disappointment and beating ourselves up because of the good old “told you so, that was a bad idea. Should have done it yourself”.

But hang on a minute, we need to look at that in a different way.

Did we set them up to succeed or fail?

Did we make sure they had the skill, the will, and the way to achieve what we asked them to?

If not, then that’s our fault and, not only that, but we can also do a great deal about it.

And we must.

This is the art of delegation and of leadership.

To take our team from can’t do, won’t do, or don’t do, to can do, want to, and will do.

We need to help people see why they should do a task, why they should do it for you and how they should do it.  Then they can just get on with it with certainty and belief in their own abilities.

Because of course, no one will have the exact same vision or way of working within a group, unless we explain why it should be this way.

So, we need to be able to communicate and inspire those around us to see our vision and the output that we are looking for.   

Individuals may need a few attempts to get a task right but if you, as their leader, jump in too soon or too often and take over, you are robbing them of the opportunity to develop and save you work in the future.

And remember, they may even have a better way of doing something than you, if you would just trust and let them!

Over belief in our own abilities

Just because you have been doing this for 20 years, doesn’t mean that no one else could be as good as you. 

If you gave them the chance they would develop. 

But if they are better than you, then where does that leave you?

Maybe for some of us, ego gets in the way of developing others to a point that we can step back. 

We don’t want it as much as we need it!

So, we must see the bigger picture.   Remind ourselves, it is not about us, but about the greater good.  And we need to leave our ego at home, or we will be a very busy person indeed.

So next time you are worried about delegating, just think “how can I make this work” with three questions.

Is it can’t do, or won’t do or I don’t want to do it for you?

Then once you know, you are halfway there, and you can work on each one of these differently.

Then you will be able to have your cake and eat it!

If you would like to find out about that then that is exactly what we teach on our leaders’ development programs. 

Drop me a line to find out how you can get some help with implementing better delegation strategies and mindset for a happier, more confident team and a more chilled you.

leadership - mind the gap

Leadership Tips – Mind The Gap!!

Are you a professional in a leadership position? If you are, it may have taken you 5 or 10 years to become an amazing expert in your field. You might well be the ‘Go To’ person in your field, or at least in your company.

But I often find, especially with my clients who are professionals in a NEW position of leadership, that there is a gap.

There is a gap in either confidence or knowledge. Not in your area of skill you understand. No – technically you ARE the expert. No, the gap is in confidence or knowledge (or often both) around leadership.

Do you find there are team members who are not as expert as you and you find yourself wishing they could just get on with it and do what you can do, and you are not sure why they can’t? Perhaps you have been a member of a team that just seemed a bit disjointed? You knew the team had the skills to do a much better job but for some reason, they just never quite hit the mark?

Well there are some key principles of leadership which can be learned which will help you to turn unproductive team members into high performers.

You can learn the principle of this in about 10 minutes, on my “Just 6 Things” webinar on Thurs 31 March at 7.30pm. Just click this link to register and learn the leadership secrets to transforming your teams performance.

For more on leadership see last weeks blog – Do You Know Who You Are?

Leadership Tips – Do You Know Who You Are?

If you are an entrepreneur you probably do know who YOU are, but do you know who your TEAM really are?

You see, last week I was talking to 40 solicitors, 10 police officers and over 65 women in business.  But whilst those 3 ‘teams’ of people have a lot in common they also have many individual differences.  And that made me think.

You see entrepreneurs like you, create stuff.  You are pro-active, a problem solver, decision maker, self motivated, intuitive, creative, high energy, innovative.  Wouldn’t it be great if your team was more self motivated, more able and willing to make decisions, more pro-active, able to solve their own problems.  Wouldn’t it be great if they were more like you?  Wouldn’t it be great if you had a bunch of INTRAPRENEURS in your business?

Well – you quite possibly have.  I am betting that somewhere in your office you have an ‘eBay business owner’ or a ‘Amazon reseller’ or a ‘network marketer’.  And if only they would put as much effort into your business as they do yours – how great would that be?

Did you know there is a tool you can use to understand your people and what makes them tick – to identify the ‘Intrapreneurs’ in your business – the people who can be moving things forward for you – if only you knew who they were and allowed them to do it.

But it will also tell you about the other people in your business who you need just as much.  It will tell you who is in just as happy delivering the day to day “stuff” your business does, who will make sure all things add up and that the delivery of your product or service happens again and again.

It is just like finding the key to how best to use your people to make the most of their skill, genius and talent.

Click here to watch a short video where I share with you what that tool is and how you can access it today…..

Watch here

Trap Door

Leadership Tips – When To Use The Big Trap Door

Have you ever found yourself putting up with behaviour that you really shouldn’t have put up with? You know the people I mean. I call them ‘mood hoovers’ – because they suck up all the positive energy in a room and spit out negativity dust.

It’s really damaging isn’t it? Either the situation gradually gets worse until you reach a point when it feels as if it has gone too far for you to be able to change it, or perhaps you ended up snapping at or screaming at that person and then YOU end up looking like the bad guy.

Don’t you just wish for a Big Trap Door, that you could open up and just nudge someone into? It’s why ‘Room 101’ got instant popularity on the Graham Norton Show.

However, maybe the reason why we are putting up with the bad behaviour is because we never made it clear in the first place what the expectations are. Often it goes back further than that. Many times, the culture of a company is not given the top priority it should have when hiring staff. Most people hire off a job spec, but the reason most people leave or get sacked from companies is NOT because they cannot do the job. As my good friend and recruitment coach Carole Fossey will confirm, most people who leave companies CAN do the job, they just don’t fit in.

And that’s YOUR fault.

If you haven’t identified and communicated the culture of your team / company – right from before day 1, and continued to communicate what is and isn’t acceptable, then perhaps it is time you started!

You also need to be aware of the impact YOU are having and be a big enough person to take constructive feedback that maybe it is YOU that is the “mood hoover.”

If you think you have someone on your team like this and you want some new ideas about how to deal with them then click here for free information on How to Get Your Teams To Do Anything You Want – And Still Have a Smile on Their Face.

Warmest Regards

PS – If you, like most people, have a fear of public speaking and know you need to get better at speaking up for your business – join me on March 18th for my Speak Up event where you will learn to Present With Power and Inspire Your Audience – details are here.


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knee bone

Leadership Tips – The Knee Bone’s Connected To The Thigh Bone

Do you remember that old song… “The Knee Bone’s Connected To The Thigh Bone”? Well the relevance of that will become apparent in a minute – bear with me.

We talked last week about the need for leaders to leverage, to delegate, to be free from the day to day, and what happens to teams when the leader does not do the above.

But what if it all goes wrong?

What if you leave it to the team and it doesn’t happen? What if it is not as good as your work? What if they mess up?

Do you know what? It is highly likely they will – and this is why many leaders who have tried to delegate take back control. If you want to be able to do this properly and with the right results then the words of that old song are very relevant. It is all about connection, and more specifically the connection between the 4 points in my L.E.A.D process.

* Leverage

* Enable

* Assure Trust

* Develop the Mind

Now you have to work backwards with this – you can never leverage unless you have first enabled your team. You cannot enable them unless there is mutual trust and you cannot develop that trust unless you have the mindset of a Leader and are on top of the other 5 points of the Team Performance Engine.

If you can get L.E.A.D right, then you are on your way to creating the space, time and performance you want from your team / business.

If you want to find out more about the 5 essential skills that make up the Team Performance Engine then go here www.teamperformanceengine.uk for some free stuff.

PS – If you missed the link last week – one of the other critical factors in being a leader is being able to speak up for your business. If you are free on the 18th March – have a look at this link to find out more about my next event on Presentation Skills.

Leadership Tips – Knock Knock – Who’s There?

Do you find that your staff are constantly coming to you with questions that you KNOW they are capable of deciding about themselves?

Are you positive you have already answered most of their questions on more than one occasion?

Do you sometimes wonder why they just can’t get on with it without bothering you over minutiae?

Well – it’s could be your fault. You may have inadvertently set them up to fail at decision making.




But it doesn’t help you much does it – if all your team are in the first 3 bubbles? How can you get things done? Perhaps you find it quicker to do it all yourself.

If you want to know how to move your people into the right 2 bubbles, give me a shout and I shall let you in on the secret.

Meanwhile – here are a few tips to start you off:

* Do your team members know what their individual level of responsibility is?

* Do they know what they have authority for/what they can say yes to?

* What happens if they stick their necks out and make a decision – what happens now?

* How is that communicated to other team members?

If you don’t know this then the chances are you are creating the situation yourself (of them being in the left 3 bubbles). You may not be not enabling them to make a decision themselves, not enabling them to move to the right hand bubbles. And what you end up with is ‘dumbed down’ staff who are not trusted, just about coping but not caring about what they do. The are not bought in to the company or the goals, with a high risk of leaving, a high probability of being unproductive and basically they are costing you money without giving back.

But if you can learn to LEAD them then you get effective, confident, productive staff who are in it for the long haul.

If you want to know how YOU can change this for your business then see next week’s blog.

Thanks for reading this weeks Blog. As a Thank You – I would like to give you my Free Report – ‘How to Get Your Teams To Do Anything You Want and Still Have a Smile on Their Face’ – www.teamperformanceengine.uk

oh no not again

Oh No Not Again!

What’s happened – you might be thinking? Actually it’s not so bad. I have been asked to speak – again – for the 7th time in 6 weeks. Which is actually brilliant – because I love that interaction with a live audience. I have been speaking / will be speaking at a conference for dentists, a chamber of commerce event, my own events, a multi speaker event for tradespeople in Heathrow on January 26th, and at a women in business conference – to name just some of them. I am not telling you that to brag. I’m telling you because it made me think – about how important it is to speak up for your business.

We all think we know what other people do for a living, but actually every business is unique and we mostly never know about that because we don’t have the chance to hear what most people have to say about their businesses.

But it is SO important to be able to speak up for your business. And most people have a morbid fear of public speaking that stops them ever volunteering to speak at any kind of event. A lot of people WANT to be able to do it, but they just lack the confidence – or they think no-one will be interested – or they don’t know how to structure the talk and what content to give or at what level to chunk the information (more about chunking in another blog).

And just this week I was at a network event where a colleague collared me and said “Julie, When are you running that Presentation Skills Workshop again?”. So I decided to stop procrastinating and put a date in the diary for my workshop

“Speak Up For Your Business – Present with Power and Inspire your Audience”

You can find out about the event here – go on I dare you. Step Up and Speak Up for YOUR Business.

PS – to find out more about the event for trades people click here and read about all 4 speakers