Leadership

Stepping Out for a Good Cause

AP

Having avoided standing on the edge of a high-rise building for my entire career, I recently undertook the 2017 Central Park Plunge challenge to raise funds for the Fiona Wood Foundation. On 9 September, I successfully descended 220m (52 storeys) from the top of the Central Park high rise in Perth, and was overwhelmed to receive such strong support from friends, family and colleagues, to meet my fund raising goal of $10,000.

I first became aware of the Fiona Wood Foundation through a colleague who resides on their Board. Learning of Fiona’s story and having heard her speak on numerous occasions, I was inspired by her enthusiasm, passion and emotion towards her work. Being in the leadership space myself, I see her as a truly world class leader and have always been impressed by her incredible journey through life and the significant impact she has had on so many other lives. Through her career she has been able to manage a demanding professional life while staying committed to family.

I am honoured to have taken on this challenge and stepped out of my comfort zone, to help support the life-saving work that Fiona Wood and her Foundation continue to advance for burns victims.

Here’s a video for a glimpse into the challenge.

 

The Difference between Winning and Success

The Difference between Winning and Success

AP

Results vs Outcomes

Most would suggest that success comes from winning. Certainly in things like sport and politics for example this is true. Where votes are cast or scores are kept, it is easy to measure success directly in relation to the score at the end of the “game”. Winning at all cost is a mindset common in these endeavours.

Emotion can often play an important part in many battles and can contribute to heightened performance. Emotion can also be used to gain a mental advantage over your opposition while gaining support from others around you.

In business, and specifically in a professional environment, things are not so clean cut. Winning at all costs is often not conducive to success in the long run. In fact, scoring points in discussions or disagreements of a technical nature can often be viewed as unprofessional. Emotion can often be seen as a weakness. Usually the calmest person in the room is the one who knows he or she is right.

In business, winning at all costs is often not conducive to success in the long run.

In business dealings the best outcomes are often a result of both parties compromising and feeling like they are both winners. Getting the deal done is far more important than feeling like you have won and the other side has lost, particularly when both parties see advantages and benefits of the dealing.

In addition, much can be gained professionally in relation to reputation by conducting yourself in a fair and reasonable manner. Whether the other party is aware or not at the time, the realisation of being on the losing side of a dealing will ultimately reflect poorly on the winner and make any future dealings with the losing party far more difficult.

Much can be gained professionally, by conducting yourself in a fair and reasonable manner.

So in simple terms, winning the battle doesn’t guarantee victory in the war.

Conducting yourself in a professional manner with a focus on outcomes rather than results will always win out in the end and ultimately lead to success.

Ask Questions

How to lead with Questions

AP

What’s more effective, giving answers or asking questions?

I recently had this question put to me at an industry presentation, and it got me thinking.

I’ve always lived by the belief that as a Leader you should guide with advice, not direct with instruction.

As we develop into positions of being accountable for others, we sometimes fall into the trap or belief that with the additional responsibility there is an expectation on us to know everything and have the answers to all questions within our area of work. Once we have this mindset, it’s only natural to then assume we should impart this magical gift on to all who are willing to listen. Even worse, on to those who aren’t willing to listen.

As we develop into positions of greater accountability, we sometimes fall into the belief that there is an expectation on us to know everything

This approach reduces one’s chances of being an effective and successful Leader. While providing an instruction in response to a request for help will allow the person to complete the task, it’s not the best approach. Yes, it does provide clear direction without accountability for its execution, but is it effective in the development of individuals? Does it create buy-in, reward or a sense of accomplishment?

A more effective approach would be to ask what they think. Ask them if they’ve considered alternatives such as b, c or d. Show them examples of other similar situations and how these were solved, and give them your opinion. But then, before they interpret your opinion as an instruction, make sure it’s clear that the decision is theirs and ensure they understand you’ll back them in whatever decision they make. This type of approach develops their skills and confidence, instils ownership, sets them up for reward and acknowledgement when the outcome is positive, and most importantly it builds trust.

This approach develops their skills and confidence, instils ownership, sets them up for reward and builds trust

The advice you provide guides them to the right answer.

So the question. What’s more effective? The answer…… Asking Questions

Personal Brand – Do you have one?

Personal Brand – Do you have one?

AP

While it is commonly accepted that all businesses rely on brand recognition, including those in the engineering sector, personal branding is potentially something we spend less time cultivating.

It’s common to hear and see CEOs and corporate leaders promoting their own brand. It’s less common at other levels within organisations. The value and benefit of personal branding is powerful, irrespective of your role, title or job description. No matter the level of your role, you have a reputation worth managing. Branding is a key approach to this.

Once individuals identify the value of branding, and consciously promote it to others, the benefits flow and can contribute significantly to career development.

So how do you identify and promote your own personal brand?

Using the same principles that apply to business makes the process easier.

Firstly, your approach must be authentic and sincere. It shouldn’t be based on populist ideals or short term trends. Your brand should be based on core values and relate to what you truly stand for, what you feel passionate about and how you want others to identify you.

If this leads you to a set of values that differentiate you clearly, then your personal brand has value. The longer you honour those values the stronger your brand will be.

Maintaining consistency in the way you behave, without compromise, will ensure your personal brand grows gains strength and increases in value over time. This requires self-discipline and continual monitoring.

In establishing your core values, things to consider could potentially include:

  • Characteristics of you that you want to promote
  • A topic that you feel passionate about
  • The way you help or include others around you
  • Leadership qualities
  • Your approach to work
  • The type and quality of your work output
  • The type of work environment that suits you

Finally, none of this is useful unless you actively promote your brand. While communication is important in all forms, whether it be verbal, written or through social media, the most effective means is through behaviour. Establish what you stand for and act that way. The benefits will be profound.