7 Reasons to Come to the Tom Moody Leadership Event

Tom Moody with CupOn February 5 in Perth I’m running an exclusive event with Tom Moody, international cricket batsman, coach, commentator and international businessman. It will be a brilliant opportunity to get up close and personal with someone who knows how to create high performance in pressure-packed environments.

If you want to register for the event, visit the registration page at www.lamplighter.com.au/viewStory/TomMoody

Here are 7 Reasons Why You Should Come to the Tom Moody Leadership Event. (I tried to stop at 5, but had to keep going.)

  1. You’ll learn from the coaching and leadership challenges of sports how you can better lead in your circumstances. Sometimes it’s hard to understand your own situation until you see it reflected in an industry or domain outside of your own. Hearing and exploring the challenges at the élite level of cricketing will help you to develop better leadership in your environment.
  2. You’ll get access to the coaching and high performance expertise of one of the world’s highly respected, professional cricketing coaches. Tom knows how to lead in high pressure environments, where he’s been asked to turn a team – a business – around so that they become top-level professional performers. He has an eye for recruiting and developing talent in ways that you might not expect.
  3. You’ll see how top coaches assess their situation, identify their priorities and plan strategic development. Pulling together a winning team doesn’t happen just through deciding you’re going to win the next couple of games. It takes intelligent assessment, analysis and strategy to go for the finals and the championships.
  4. The world of élite sport has more challenges in common with your world than you think. Tom has worked in the business of élite sport, yes, but he has also worked in the top ranks of international corporate world, including the marketing and securement of high end projects. He understands firsthand how the lessons of cricket apply to the everyman world.
  5. You’ll have unfettered access to top coaching insight. There will only be a small group, ensuring that everyone has the ability to ask the questions that are pressing to them, but also to participate in a full line of conversation and exploration, rather than being cut off when the question is a little impolitic. This will be a fully confidential session – no journalists, no recordings of the conversation, so you can ask and say what you want and Tom and the group will be happy to oblige with fully open answers.
  6. Tom is a highly insightful manager of people. He can assess a group within a very short period of time and uses this to help direct them to higher levels of performance. Benefit from his insight into you.
  7. This will be a relaxed, enjoyable and unique development experience with a great bloke. I’m ensuring that everyone gets time to talk with the assembled group and with Tom. Whether you’re into cricket or not, there’s much to be learned and Tom is an honest, easygoing gentleman. There won’t be 500 people cramming in trying to sell each other services or vying for attention, but everyone there will be focused on getting the most out of the morning.

There are plenty more great reasons to come and enjoy the morning. Come and bring along colleagues or clients for a special experience.

Tom has made time for this event, in Perth only, right smack in the middle of his very hectic international schedule. I won’t be repeating this opportunity in this format, ever.

For more details and to reserve your seats, visit www.lamplighter.com.au/viewStory/TomMoody. Seats and time are limited, so register now.

© 2015 Peter J. McLean. www.lamplighter.com.au Blog: theleadershiplamplight.com

Exclusive Leadership Event with Tom Moody

TomMoodyPlayerI am holding an exclusive leadership event with Tom Moody on February 5, 2015 in Perth. Tom is one of Australia’s cricketing legends and a coach of international stature. With extensive corporate, coaching and leadership experience around the world, Tom has tremendous insight and a unique perspective into leadership, high performance, teams and the business of business!

I’ve negotiated a special morning with Tom, in the middle of his hectic international schedule, to discuss issues of leadership and people performance that impact us. We’ll have no more than 30 people for a no-holds barred session on getting the best out of ourselves and our people through the triumphs, tragedies, trials and tests of our endeavours.

This is a one-of-a-kind development opportunity that I have especially organised for my network. You won’t want to miss it!

There are full details about how you will be able to participate in the morning, plus registration details, at our Event page at www.lamplighter.com.au/viewStory/TomMoody. There are only 30 places available so you’ll need to book right away.

If you prefer, you can also contact me directly on 0435 127 320 or at info@lamplighter.com.au.

See you there!

Peter McLean

If You’re Not Passionate About Your Work…

English: en:Julie Bishop, Deputy Leader of the...

I met with the Honourable Ms Julie Bishop shortly before Christmas. She is the current Australian Federal Opposition Deputy Leader and, if polls are a good predictor, possibly the next Deputy Prime Minister of Australia later this year. I and a number of other business-people in Perth had an informal and very personal breakfast with her in this, her hometown. Ms Bishop was charming (an advantage for any politician), unguarded and totally engaging with everyone around her. She responded very personally and frankly to our discussions and questions and came across as disarmingly genuine. Everyone was suitably impressed and delighted.

I was most impressed, however, with her response when someone asked why she gets up every morning to do what she does under the spotlight and glare of national and, as the shadow minister for foreign affairs, international media and pressure. Her response was unequivocal and emotional: “I really love what I do. I love serving my area, my state and my nation and I get up with an intense passion and drive to do that every day. There are bad days and moments, but on the whole I love what I get to do to serve the public!”

I define passion as being devoted to something to which you believe you can apply your talents and skills in such a way that you can enjoy the process and, if you’re active in the field, make a difference. It’s an alignment between your interests, your purpose and your gifts, enabling you to devote your whole self to something.

When coaching, I often find that people have lost their passion at work or find it being overwhelmed with the trivialities of the daily grind. I understand that. I’ve been there too. When I last changed my career, I found that the barriers to performing well and to feeling that my talents were being used and appreciated (whether by me or by my clients) were too great to overcome. So I changed course in order to use them more. My wife commented instantly on the change: I was “back” to “her” Peter. I was energetic, engaged, creative. I was happier and more talkative at home. Less grumpy. You know the drill…

For years now, I’ve been helping people to rediscover that passion in their own work or to branch out to find new ways to develop a passion. There are ways to overcome the barriers within your workplace. Often, my organisational work involves restructuring or removing barriers to performance within the workplace. Even working on bringing in more money for the business can have a profound impact on your ability to perform well.

It was Abraham Maslow who pointed out that, in an organisational context, people’s need to provide for their own basic security was a prime driver and motivator. But high levels of performance come at the much higher levels of need – belonging, respect, accomplishment, self-actualisation and the actualisation of others.

In my studies of gifted professionals, I found that they were wholeheartedly engaged in their profession and achieved great success as a result. When their passion wavered, so did their results.

We are just starting 2013. There’s no time to waste. If you’re not passionate about your work, then you have to make efforts to find, rediscover or re-orient that passion. Don’t allow your life, your family and your career to languish, because there is so much that you can do to utilise your talents to their greatest. If you’re in a capacity to do so, you can make sure that the people around you are able to do likewise. Like Julie Bishop, we can be excited and thrilled with the work we’re doing and really “love it.”

How Not to Drive High Performance

High performance doesn’t get much higher than Formula 1 racing. These people push their cars, drivers and teams to the limit to win.

So you would think, when looking at their team performance, they would have all kinds of KPIs (Key Performance Indicators) to measure success, yes? A colleague of mine, Andrew Seinor, is the MD at Incommand. He provides corporate advisory, accounting and financial services and business analysis software that includes tools for implementing and measuring KPIs. So he’s right into them and has a very keen interest in companies using them. Yet, Andrew was telling me the other day that he agrees that you can take your eyes off the ball by insisting on KPIs that don’t matter.

McLaren-Mercedes have consistently hit the top 3 every year they’ve run a team for the past 8 years and started off the 2012 season with a win in Australia and are currently in 1st place. That’s an exceptionally high record of performance – better all round than any of the other teams. So that KPI is certainly a winner for them.

I will write in another post about ways that formula one teams have been used to learn some things about high performance, but it bears saying:

Are you sure that your KPIs are the ones that matter? Don’t overload yourself or your people – focus on what’s important and drive relentlessly for it.

Too many managers and professions think that they create higher performance by measuring a whole raft of KPIs. I am not suggesting that KPIs should not be considered in detail and decided on with proper investigation, but too many organisations literally miss creating results and meeting deadlines while they’re busy measuring the minutiae. See the start line, know the course, know how to push your car and how your team can cope and then race for the finish!

Interval Training for Businesses

I had the pleasure of listening to a presentation by David Beard of Executive Endurance (lifelongfitness.net). He is an exercise physiologist who runs fitness training for businesses and specialises in aged fitness development.

Amongst other things, David was commenting on the benefits of high intensity interval training. He mentioned studies in which people were able to replace 20 minutes of sustained intensity aerobic exercise with several 40-60 second bursts of high intensity workout, interspersed with lower intensity “rest” periods. Training studies have determined for years now that such training can lead to the same gains in performance, strength and endurance as traditional aerobic exercise regimes. Thus people are able to be more time efficient, have higher motivation and better improvement over time.

This same kind of high intensity interval training can be applied to the performance of your own people or business. Some people think that continuous high performance is a laudable and even attainable goal. But the reality is that high performance teams (and individuals) do not perform at their highest levels all day every day. Eventually they burn out. Being able to perform highly for brief bursts, along with the opportunity to perform at more moderate levels for other periods, is more time efficient and more productive in the long run.

I was coaching a team who had been pulled from all around the world to put together an IT and analytical system for a client and they had a two week window to accomplish what would usually have taken 4-6 months of setup. By the time I came to the team, they had been at their peak for several days straight, with very little sleep. They were facing their deadline the following day. The danger was that they would be ready for the client, but would limp to the finish line and make a bad impression.

I worked with the team leader and members to prepare them for the performance drop and to develop strategies for unifying the team’s message and service to its client. We focused on what would be strategically important to the client, targetted points for team members, outlined strategies to revive energy and briefed the team leader on tactics to keep the team at peak performance. When I had seen them the day before the deadline, they were squeaking in with the technical requirements of the project. They had two more intense days of working with the client after the deadline and due to our work they were able to work extremely well with the clients and make an outstanding impression.

After the fact, they dispersed to the four winds and doubtless slept for a whole week.

It was high intensity interval performance and you would be crazy to expect it all the time.

Here are a few questions to consider for “interval training” your people:

  1. Do you clearly assess what are the necessary ingredients for high performance?
  2. Do you leave an intentional ongoing performance requirement gap so that people have the flexibility to relax a little at some times and perform at higher levels at others?
  3. Do you train your people in performing at higher bursts for short periods?
  4. Do you keep increasing the performance capability of your people, so that they can perform at higher levels as required?
  5. Do you have capacity to cope with unanticipated need, while making optimal use of your resources in the meantime?

What do you do to prepare yourself and your people for high performance in your business?