We reflect a lot in our business; it's critical. Critical because it develops our skills, competencies, failings, perspectives, and opportunities and identifies growth areas. Most importantly, reflection allows us to challenge and question how we add value.

We live and work by seasonal thinking and making decisions by our values.

This seasonal reflection creates change, iterations, tweaks, adjustments a steady evolution. It can positively affect your business, leadership style, success, and outcomes.

Our core product, the 24-month Framework, has evolved naturally from this thinking and action.

Assumption, bias, expectations, lack of boundaries.

How do these connect when we talk about leading and managing our teams and people? Even more, what's the difference between managing and leading? Is there any difference?[1] Aren’t they the same? This is purely (for us) how you choose to use semantics and also your business organisation is structured. One size does not fit all.

However, you chose definitions of managing and leading people. Making it simple is it starts with the individual

Is your mind in sensory overload? Did you know that in the 17th century, philosophers and great thinkers openly discussed the idea that we have an innate need to develop our minds?

Do you ever get frustrated when you don't get understood? You know you've said what you needed to say, yet the other person doesn't get it? Do you blame them?

Or when you are explaining a task, you get told they understand what is needed and how to do it. Then, you check-up, review, or worse, get a complaint and find out that they didn't know what you were talking about?

We got reminded in a recent workshop how important the way we speak impacts all we do. So in the workshop, we got asked – “what is the most important thing we can do to get heard?

Well, not 99, 7 actually!

Using our RLC 7 Daily Leadership Principles, we share how a framework of principles can personalise your style and create the skill to be the best leader you can be. Have you ever been asked what leadership is? At RLC, we have been asked this many times in workshops and with Leadership teams worldwide, and we are amazed at some of the answers we collect. Here are a few of the worst ones

For the last 30 years, we have lived in a time where society has become so much is done by the few.  It is up to us to decide whether the circumstances of COVID-19 will give us a chance to readdress this and decide if we are serious about the forced lessons placed on us right now around the world.

Humankinship has a series of attributes that we have to make a choice about do we do them or not?

Let’s get real about emotions in the workplace. The bias that sits with emotions is not resigned to work it’s everywhere. Yet in work, it seems we are less tolerant, less perceptive of others emotions, ignorant [1] even and if you place to be more emotional than men then we have - although it is been proven men are 60% more emotional in the workplace than women [2]?

What’s better? Inspiration or Expiration? They call a no brainer, but if that is all this means, this would be the first and last sentence. It isn’t! As a supplement since the Leadership or Leadershit book was written in 2016, my wife Debbie and I have discussed Inspiration in all of its forms. The overall summary we make is that inspiration is from within first, always. Inspiration is overused as a word and real inspiration in action. You get inspired to do something, take action, and a new outcome occurs. How often does that actually happen?

Connecting with the right people is the basis of excellent leadership and being a successful balanced human. Look at the things we love doing as humans: relationships, love, families, communities, eating, drinking, holidays, having fun. All these pursuits have a connection at their core.  Equally, all these things viewed as a solitary exercise could be construed as depressing, negative and soul-destroying. When we apply a cut off behaviour, we create a severe flaw in our leadership. We may be doing it to protect, or with what could be a positive intention, yet its direct output is assumption, judgement and in work creates

Your current mindset is a choice you made at a very early age and then continued to choose time and time again right up until this moment.  It's something that can be changed and altered by making new choices. To develop who you are as a leader, simply make good choices and when you are not choosing, ensure you ask yourself the right questions.

 The difference we know now from the latest neuroscience is that it’s not just mindset or motivation but also our culture, and environment that impact our choices and therefore, the outcomes.

 Leadership requires authenticity- courage, trust, honesty, connection, vulnerability all behaviours to be exhibited, yet leadershit that we see is fake and built on fear, insecurity, scarcity, ego and hierarchy.

Leadership has been built on many poor behaviours and few examples of leadership and many more of Leadershit.

Leadership affects every aspect of a business including teams, individuals, customers, growth, futureproofing, strategy, tactics, culture for recruiting the right people, retaining skill, protecting your people and business.

We use the 7 RLC Daily Leadership Principles and the Eight Faces of Leadership (in the book Leadership or Leadersh£@!

What is Leadership Intentionality? Have you ever been asked what Leadership is? Better still an even more challenging question is ‘How could you go and do Leadership right now?’

At RLC, we have asked this many times in workshops and with Leadership teams worldwide, and we are amazed at some of the answers we collect……