Last Saturday night I had the honour and privilege to win the Emerging Leader Award at the BEAM Awards in Brisbane.
The first lot of questions in the application are:
❓ Why do you consider yourself a leader? What is it you do that lifts others up and keeps them moving forward? How do you inspire people to go on the journey with you?
What powerful questions to get you to think about who you really are and what you do as a leader and in leadership situations.
What would your answers be? Reflect on these questions for your own context, your answers might surprise and delight you for how you show up, what you’ve achieved and what you want to focus on next.
I blend my humour, experience, and exceptional facilitation skills to create interactive, fun and engaging experiences that motivate my audiences. My willingness to be vulnerable and share my own leadership lessons – the good, bad and ugly – are, as my audiences regularly tell me, inspirational.
I see myself as a blend of scholar and subject matter expert so I leverage my leadership experiences and learning to build the leadership and professional development of others through speaking, training, facilitating, coaching, mentoring, and authoring. For each of the four books I have written I’ve created accompanying presentations and programs.
I stand out in my field because I am willing to stand out, speak up and put myself out there in way that gives others permission to do so too. I’m obsessed with being:
— Delivering valuable, generous content;
— Professional, caring and being a true servant leader and connector;
— Ethical and easy to work with in business;
— Original: being unique, not a follower, driven to stand in my own style; and
— Continuously developing both personally and professionally.
I am so grateful to have the most wonderful clients who trust me to develop the leadership capability of their people. I take that responsibility seriously and ensure we have a tonne of fun doing the development work (fun while learning is essential for success).
Middle Managers are the powerhouse of organisations and are often neglected when it comes to their development. For some organisations, it’s a bit like that line from The Sound of Music, “how do you solve a problem like Maria”… not that Maria is the problem, but that organisations are not sure where to start, what to do or how to start when it comes to the development of their mid-level managers. And yes, some organisations treat their middle managers like problems which is a whole other conversation we can have.
Reflect on the questions and let me know your responses.
