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The same mistakes have been made in executive integration time and time again. These missteps come from all sides: the hiring manager, the executive, and the business itself. Want to know how to avoid them and set up for success? Here's how to prevent common pitfalls in executive transitions.1. Self-Led Onboarding Just because a leader is experienced, smart, and capable does not mean they should be responsible for creating their own onboarding plan. They don’t know what they don’t know—most aren’t experts in onboarding or transition best practices. A structured, intentional onboarding process is essential. New leaders need clear guidance to navigate both the strategic and cultural aspects of onboarding and integration. Without this, they risk missing critical nuances of the company’s culture, strategy, and team dynamics, which could jeopardise their early effectiveness.2. Expecting Immediate Results Both the organisation and the new leader can fall into the trap of expecting immediate results. Rushing into decisions and actions too quickly can damage credibility and erode trust with the team and external stakeholders. New executives often don’t have enough context to make well-informed decisions within the first few weeks. Instead, the focus should be on listening and learning during the first 90 days. This time is crucial to absorb the company's history, challenges, and opportunities, ensuring that future decisions are sound and grounded in reality.3. Not Spending Time Building Relationships In the fast-paced world of growth businesses, there’s often a relentless push to deliver results from day one. However, failing to spend enough time developing meaningful one-on-one relationships with key stakeholders is a critical mistake. These relationships form the foundation of trust and collaboration. It's not just about understanding the roles and responsibilities of your team, but getting to know their values, motivations, and unique insights on the business. This relational equity is invaluable when tough decisions need to be made or when the team faces challenges.4. Misalignment in Expectations When an executive first joins, they may think they have a clear understanding of the business. But once they dig deeper, they often find that the reality is different from the surface-level picture they initially saw. This discrepancy can lead to misalignment in expectations between the new leader, the board, and the wider leadership team. To avoid this, it's essential to have frequent alignment discussions during the early stages. Open conversations about evolving challenges, new insights, and strategic shifts help ensure everyone is on the same page.5. Lack of Feedback Feedback is essential for everyone, especially new leaders during the early days of their role. Executives need to know what they’re doing well and where they could improve. Regular feedback provides new leaders with a roadmap for adjusting their behavior and approach. Without it, they may continue down the wrong path, creating friction or missing opportunities for improvement. A culture of feedback, particularly early in their tenure, sets the tone for continuous growth and alignment.By being mindful of these common mistakes, businesses can set their new leaders up for success from the outset, laying the foundation for a smooth integration and long-term success.However, even with the best intentions, navigating leadership integration can be complex. Consider engaging an integration coach to help avoid these pitfalls and elevate the success of your new leader. An integration coach brings expertise in executive onboarding, helping to guide both the business and the new executive through the transition period. They provide tailored support, ensure alignment, and help the new leader build trust, all while fostering the right strategic and cultural fit. With the right guidance, businesses can dramatically increase the success rate of executive hires and protect the investment made in leadership.

Leadership Onboarding: The Mistakes and the Pitfalls

<h3>The Benefits of Using DiSC to Improve Communication and Team Dynamics</h3>Effective communication is the cornerstone of any high-performing team. One powerful tool for understanding and improving communication is DiSC profiling. DiSC categorises behaviours into four primary styles: Dominance, Influence, Steadiness, and Conscientiousness. By understanding these different styles, and where individuals natural preferences lie, teams can tailor their communication, reduce friction, and foster a more collaborative and productive environment.Understanding each style and how it influences team dynamics:Dominance (D): Individuals with a Dominance style tend to be results-driven, assertive, and focused on achieving goals. They prefer direct communication and value efficiency and action. In a team setting, understanding how to communicate clearly and concisely with these individuals can help avoid conflicts and keep projects moving forward. Recognising this style helps the team find ways to harness their drive without overwhelming others. Influence (I): Those with an Influence style are often outgoing, enthusiastic, and sociable. They excel at motivating others and enjoy engaging in discussions. Teams with Influencers benefit from their ability to energise and build connections, but they may need to ensure that their enthusiasm is grounded with concrete plans and follow-through. Recognising this style helps balance creativity with structure, leading to better collaboration. Steadiness (S): People who exhibit the Steadiness style are often patient, supportive, and team-oriented. They value stability and prefer a collaborative approach to work. In team dynamics, those with Steadiness bring harmony and reliability, but they may need encouragement to step outside their comfort zone when dealing with change or conflict. Understanding this style promotes a team environment where trust and cooperation can thrive. Conscientiousness (C): Conscientious individuals are detail-oriented, analytical, and focus on accuracy and quality. They value structure and clear expectations, often excelling in roles that require precision. Teams benefit from the meticulous nature of Conscientious people, but it’s essential to provide them with the time and resources they need to ensure quality work. Understanding this style helps teams appreciate thoroughness while balancing the need for timely action.By gaining insights into these distinct styles, leaders and teams can communicate more effectively, minimise misunderstandings, and create a working environment that plays to everyone’s strengths. DiSC doesn’t just improve communication; it enhances conflict resolution, team cohesion, and overall performance.As someone who has explored many different profiling tools I find DiSC the simplest yet most effective.&nbsp; I have seen it literally change the dynamics of a team for the better.&nbsp; As a DiSC accredited professional, I am equipped to help you and your team navigate these dynamics. Whether you want to improve communication, lift productivity, or foster a more supportive team culture, DiSC can provide the roadmap.Interested in exploring how DiSC can transform your team’s performance? Get in touch to find out how I can support your business with this proven tool.

Using DiSC to strengthen communication and connection

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Burnout is a term we often hear, particularly in the high-pressure world of business leadership. But like many things, it's easy to dismiss until you’re the one experiencing it firsthand. I never fully understood the weight of burnout until I found myself deep in its grip.Waking up in the morning and immediately feeling the sting of tears, overwhelmed by the thought of facing the day, was a new and frightening experience for me. The urge to stay under the covers and hide from the world was overpowering. Simple decisions felt monumental, as if every choice was a matter of life or death. My heart felt unbearably heavy, and even the smallest inconveniences could send me spiralling.As someone who has always approached life with a "glass all the way full" mentality, this change was terrifying. I didn’t recognise the person I had become, and that scared me. Thankfully, my experience with burnout lasted only a few days before I realised what was happening and took steps to pull myself out of the darkness. But not everyone is so fortunate.Now, imagine you’re in this state of burnout, and you’re also responsible for leading a business. The weight of your responsibilities doesn’t lift when you’re struggling; if anything, it becomes more crushing. It’s hard enough to care for yourself and your family, let alone manage a business and lead a team when you’re barely holding on.Here are some things that helped me and have also been beneficial to others in preventing and managing burnout:1. Prioritise Self-Care Sleep: Ensure you’re getting enough rest. Sleep is foundational to mental and physical health, and chronic sleep deprivation can exacerbate burnout. I started to use NuStrips which have made a huge difference, I also fall asleep listening to a sleep meditation. Nutrition: Eat a balanced diet rich in whole foods. Avoid excessive caffeine and sugar, which can lead to energy crashes. I switched to chamomile tea which was a game changer Exercise: Incorporate regular physical activity into your routine. Exercise releases endorphins, which can improve your mood and reduce stress. Those who know me, know yoga is my go to which plays a huge part in my wellbeing. 2. Set Boundaries Work-Life Balance: Clearly define your work hours and stick to them. Avoid the temptation to check emails or work late into the night. My do not disturb goes on at 8.15pm, I learnt the hard way by receiving an anxiety fuelling email just before bed. Learn to Say No: Don’t take on more than you can handle. It’s okay to decline additional responsibilities if you’re already feeling overwhelmed. I am definitely still working on this one. 3. Delegate and Trust Your Team Empower Others: Trust your team to handle tasks that don’t require your direct involvement. Delegation not only lightens your load but also empowers your team members. Build a Support Network: Surround yourself with people who can offer advice, take on responsibilities, or simply listen when you need to talk. 4. Mindfulness and Chill Time Meditation: Practise mindfulness or meditation to centre yourself and reduce stress. Even a few minutes a day can make a significant difference. Chill Out: Step away from your work regularly to clear your mind. Short breaks can help you recharge and return to your tasks with renewed focus. The three W’s are a good way to do this, take 5 minutes to get up and grab some Water, Walk to a Window and take a breath. 5. Seek Professional Support Therapy or Counselling: If you’re struggling to manage your emotions or stress, consider seeking help from a therapist or counsellor. Professional guidance can provide valuable coping strategies. If you have access to an EAP program USE it. Its so valuable. If you are a Xero customer, take advantage of their free EAP program&nbsp; Coaching: Work with a leadership coach who can help you navigate challenges and stay aligned with your goals and values. 6. Reflect and Reassess Evaluate Your Priorities: Regularly assess your goals and responsibilities. Are you spending time on what truly matters? Are there areas where you can reduce your workload? Celebrate Small Wins: Recognise and celebrate progress, no matter how small. Acknowledging achievements can help you stay motivated and positive. 7. Foster a Positive Work Environment Encourage Open Communication: Create a culture where team members feel comfortable discussing their workload and stress levels. This can help prevent burnout within your team as well. Promote Wellbeing: Integrate wellness initiatives into your business, such as offering flexible work hours, promoting healthy habits, and encouraging time off when needed. Burnout is a serious issue, especially for business leaders who bear the weight of guiding others. By taking proactive steps to prioritise your wellbeing, you can protect yourself from burnout and continue to lead with strength and clarity. Remember, your health is your most valuable asset—take care of it.

Understanding and Managing Burnout: A Leader’s Perspective

<h3>The Elusive Nature of Clarity: Navigating Leadership in Uncertain Times</h3>As a business leader, you’re likely no stranger to the weight of decision-making, the constant demands, and the ever-present need to steer your organisation in the right direction. Clarity is that guiding light, the sharpness of vision that allows you to cut through the noise and lead with confidence. But what happens when that clarity fades, when the path forward becomes murky, and you’re left questioning your direction?The Changing Nature of ClarityClarity is not a static state; it’s a dynamic, evolving process. Just as the business landscape changes, so too does your perspective and understanding as a leader. There are moments when clarity seems within reach, where every decision feels aligned with your vision and goals. Yet, there are also times when that clarity seems to slip away, leaving you in a fog of uncertainty.This ebb and flow of clarity are natural. It’s influenced by a myriad of factors—some within your control, others far beyond it. Recognising this fluctuation is the first step in navigating the challenges that come with it.Founder Fatigue and the Blurring of VisionFounder fatigue is a common challenge that can significantly impact your clarity as a leader. The relentless drive that fuels entrepreneurship can, over time, lead to exhaustion—both mental and physical. When you’re running on empty, it’s nearly impossible to maintain the same level of focus and insight. Decisions that once felt clear and straightforward become clouded by stress and overwhelm.The key to overcoming founder fatigue is recognising when you need to pause, reflect, and recharge. Taking time for self-care, seeking support, and giving yourself permission to step back are essential strategies for regaining clarity.Significant Change and the Disruption of CertaintyChange is inevitable in business. Whether it’s a shift in your industry, a restructuring within your organisation, or a personal life event, significant changes can disrupt your sense of clarity. The strategies that once worked may no longer apply, and the goals you set might need to be reassessed.During times of change, it’s crucial to revisit your core values and long-term vision. These serve as your anchor, helping you navigate through the storm and realign your decisions with your overarching mission.Economic Influences and the External PressuresEconomic influences are another major factor that can affect clarity. Market downturns, inflation, and shifts in consumer behaviour can all create external pressures that make it challenging to stay focused on your goals. In such times, it’s easy to become reactive, making decisions based on short-term survival rather than long-term success.Maintaining clarity in the face of economic uncertainty requires a balanced approach. It’s about staying informed, adapting to new realities, and making strategic adjustments while keeping your vision intact.The Path Forward: Embracing the FluxUnderstanding that clarity is a moving target is essential for any business leader. It’s not about achieving a state of perpetual certainty but rather about developing the resilience and flexibility to navigate through the moments of doubt.When clarity feels elusive, don’t panic. Instead, take it as an opportunity to pause, reassess, and realign with your values and vision. Seek support from trusted advisers or peers who can provide perspective. Most importantly, remember that clarity will return—it’s not a question of if, but when.As a leadership navigator, I’m here to support you through these ebbs and flows. Together, we can explore the factors impacting your clarity, develop strategies to overcome obstacles, and ensure that you continue to lead with purpose and confidence, no matter what challenges come your way.In leadership, clarity may come and go, but with the right tools and mindset, you can navigate through uncertainty and emerge stronger on the other side

Getting Clear When Business Starts To Blur

Don't have a board? &nbsp;Who keeps you accountable as a business leader?“It can be lonely at the top” I am sure you have heard this phrase before and if you are a business leader you have probably felt it.As a business leader, you're the driving force behind your business. You're the visionary, the strategist, and often the one who wears multiple hats. But in the midst of managing everything, there's one role that can often get neglected—being your own accountability partner.&nbsp;Unlike CEOs of larger businesses who have boards to answer to, many leaders of smaller businesses operate without a formal structure that holds them accountable. This can create freedom, but it can also be a double-edged sword.The Accountability ChallengeWithout a board or external stakeholders keeping you in check, it’s easy to lose sight of your goals or let critical tasks slip. The absence of accountability can lead to procrastination, poor decision-making or even decision paralysis, and possibly burnout as you struggle to stay on track.Accountability isn't just about getting things done; it's about maintaining alignment with your vision, ensuring that your actions are consistent with your goals, and continuously moving forward. Without accountability, founders may find themselves overwhelmed by the day-to-day demands of running a business, leading to stagnation or worse.Four Top Tips to Stay Accountable as business leaderTo navigate the challenge of staying accountable, especially when there's no board to answer to, you may want to think about the following:1. Set Clear, Measurable GoalsThe first step to holding yourself accountable is to ensure you have clear and measurable goals. These should be both short-term and long-term, providing a roadmap for your business. This doesn't have to be war and peace, you can keep it simple. &nbsp;Break down these goals into actionable steps, and set deadlines for each. By doing this, you create a structure that helps you stay focused and on track.2. Regular Self-Check-InsBook a meeting with yourself to review your progress. This could be weekly, bi-weekly, or monthly, depending on what works best for you. During these check-ins, assess where you are at, identify any challenges, and tweak your plans as needed. These meetings with yourself will help you stay honest with yourself and keep your priorities in check.3. Use a Support NetworkEven if you don't have a formal board, you can create a support network of trusted advisors, mentors, or peers who understand you and your business. Share your goals with them, and ask them to hold you accountable. Regularly update them on your progress and be open to their feedback. An external perspective can be invaluable in keeping you aligned with your vision.4. Work with an Accountability CoachAn accountability coach can be a game-changer for founders. They provide an objective, external perspective and help you stay focused on your goals. An accountability coach can challenge you, push you to reach higher, and ensure that you follow through on your commitments. They can also help you navigate obstacles and make better decisions, ultimately helping you stay on track and achieve your vision.As a leader, staying accountable is crucial for the success of your business. Without a formal board, and so many balls to juggle, it’s easy to let things slip through the cracks. However, by setting clear goals, conducting regular self-check-ins, building a support network, and working with an accountability coach, you can create the structure and discipline needed to stay on course. Remember, accountability isn't just about staying on track—it's about ensuring that your actions are aligned with your vision and driving your business toward success.#Leadership #Accountability #Founders #Entrepreneurship #Coaching #LeadershipDevelopment

Leadership Lens (Blog)

Leadership Onboarding: The Mistakes and the Pitfalls

Using DiSC to strengthen communication and connection

Understanding and Managing Burnout: A Leader’s Perspective

Getting Clear When Business Starts To Blur

Who holds the CEO accountable?