In this bonus episode of Building Better Leaders Season 3 we speak to Jennifer Garvey Berger, CEO of Cultivating Leadership – a B Corp that supports leaders, teams, and whole organisations to rise to the challenge and opportunity in a complex, changing world.

Jennifer has a masters and doctorate from the University of Harvard, where she was the student of professor Bob Keegan whose work on adult development theory formed the basis of Jennifers research.

Jennifer is also the author of several books and the reason we've got her on the podcast is to talk about her latest book Changing on the Job which is in its second edition.

In this podcast conversation we talk to Jennifer about her latest book, asking her about:

 This conservation was a real privilege, and we are incredibly grateful to Jennifer for giving up her time to join us on the podcast. If you’d like to buy her book or find out more about her, please check out:

https://www.cultivatingleadership.com/

Follow Jennifer on LinkedIn

Buy the book here

In the fourth episode of Building Better Leaders Season 3 we look at how peak performance works at work. John and Rachael explore the concept of peak performance in a business context, discussing its cultivation, application, and sustainability within organisations.

 

The conversation starts by examining the psychological aspects of performance, including the Yerkes-Dobson law and the relationship between stress, motivation, and productivity. The conversation covers the importance of understanding individual performance curves and the four short terms zones performance can fall into - the recuperation zone, performance zone, stretch zone and overwhelm. Then they discuss how leaders can use this information to better manage energy levels to balance high performance with rest periods to avoid burnout and maintain productivity in themselves and their teams within the workplace.

 

The coaching questions posed in this podcast include:

Asking leaders to understand that the performance curve is unique for everyone

How you take personal responsibility for managing your own time, energy management and stress levels to ensure you achieve effective performance.

Understanding that peak performance is not always achievable in the workplace, but it is a valuable goal to strive for.

 

In the third episode of Building Better Leaders Season 3 we take a look at the often elusive subject of motivation. Why does our motivation wax and wane? What can we do to increase it?

Starting with a discussion on the continuum of motivation we explore what we can learn by identifying the various stages of motivation to help you connect your behaviour and thoughts to create greater self direction and productivity.

We also link motivation to Gretchen Rubin’s 4 Tendency Types by referring back to previous podcast with some surprising discoveries as to how you might change the way you motivate others.

Finally we introduce you the four main behavioural drivers:

Belief, Rewards, our Ego’s and take a look at our darker side when we discuss our drive to be coercive.

1. Get curious about yourself , what motivates you?

2. Think about the 5 people you spend most of your time with

3. Listen out for language like: I should, I have to, I will. What are you saying really?

John and Rachael share their approach to improving teamwork and interpersonal tolerance, by offering insights into how to enhance self-awareness and understand personality differences.

 

We discuss both popular working preference tools: Myers Briggs Personality Types, and 16 Personalities offering insight, working examples and answer the following questions: 

I - Introversion E - Extroversion - How do you direct and receive energy? (14:00)

N - iNtuition S - Sensing/ObServant - How do you take in information? (28:50)

 

We look at how these different working preferences come into play in workplace team dynamics, and how they show up in our personal lives. Understanding these types gives you an objective insight to enhance your professional and personal relationships, as well as personal choices. 

If you want to take the 16 Personalities Quiz to understand your traits and working preferences you can click the link here.

Inspired by Gretchen Rubin's "The Four Tendencies" we take a deeper look into Tendency Types. Gretchen's work looks into how you respond to expectations. Whilst not absolute, people tend to fall into one of the following tendency types:

Upholders want to know what should be done (6:46)

Questioners want justifications (17:25)

Obligers need accountability (26:30) 

Rebels need the freedom to do something in their own way (34:25)

We look at how these different tendency types present for children, and how it challenges us as Parents and Carers, helping you identify your families tendency type, and giving some tips on how to approach some difficult conversations.

As we describe each type we also look at the sort of things to look out for in the world of work, what this means for you as a leader, and how you can identify team members and alter your approach.

If you want to take Gretchens Tendency Quiz to understand your tendency type you can click the link here.

For more information you can visit https://gretchenrubin.com/

In this month’s episode of the podcast, we are joined by serial entrepreneur Lorri Haines. Lorri and his fiancé Fearne McCann (Public figure and star of ITVBe’s My Family and Me) are co-founders of mental health and wellbeing app Shoorah.

In this conversation we continue our theme of mental wellness and how mental health, and personal wellbeing can either improve or reduce the productivity of teams in the workplace. We explore new ways that leaders can prevent, and support employees improved wellbeing using new technology, and dare we say it – artificial intelligence! Which is a core component of the Shoorah’s counselling offer – Shuru.

If you’re curious about how technology can be used to help not hinder our wellbeing, how we function in a world of ever-increasing stress, and how the NHS could be revolutionised by using technology and AI, then this conversation will spark your interest.

Excitingly Lorri also shares some brand-new features coming later this year in the Shoorah app, and how HR and L&D managers in organisations can try the app for free. It’s also worth noting that the cost for Shoorah business is significantly reduced per user. Find out more and request a free demo at: https://shoorah.io/shoorah-business/

You can contact Lorri at [email protected] or follow him on Instagram here: https://www.instagram.com/lozzahaines/ or LinkedIn here: https://www.linkedin.com/in/lorri-haines-8a1336136/

Melissa Sookia, founder of Live, discusses menopause, its impact on women in leadership roles, and the need for affordable treatment.

Menopause symptoms vary and can affect productivity at work. Perimenopause starts with subtle changes like irregular periods and mood swings. Awareness is key in supporting women experiencing symptoms. Menopause can last for a 15-year period, with some women sailing through, while others may have severe symptoms.

Lack of awareness often leads to confusion and emotional distress for women experiencing symptoms.

We ask Melissa what can women do for themselves, and where should they go for help and direction. What should considerate employers be thinking about when it comes to discussing this thorny subject?

Leadership Essentials: 

Melissa shares her main takeaways about what women should be thinking about:

1. Communication: whether its your home life, or in the workplace talk about your feelings, and symptoms because you need to be heard and understood

2. Delegate: shift some of your workload

3. Time Management: take time, and be kind to yourself.

Melissa can be contacted through linkedin, or you can visit her website and book a consultation with her at LIVVE.UK

What does wellbeing in the workplace mean to you? There’s a lot of talk about mental health, and mental wellbeing, yet when it comes to understanding the full breadth and depth of our wellness this nowhere near the full story. Are your people happy, healthy and comfortable?

In this episode Rachael & John are in conversation with Claire Burns Health and Wellbeing Consultant - Mental Health First Aid Instructor and Founder of Wurkplace Wellbeing; uncovering the range and scope of employee help, that better leaders should be seeking within their organisations. 

They uncover the four pillars of well-being and discover how each one can be affected by the other. Looking after your employees makes obvious sense, it should be the human thing to do; vital for the individual, their family and friends and the good of your organisation. Yet it is not so obvious to match peoples outward behaviour with their thinking, and understanding what’s most important to them.

Three Things for Leaders to be on the lookout for:-

1. Curiosity

2. Empathy

3. Role Modelling 

The four pillars of wellbeing: social, financial, mental health, and physical health.

You can contact Claire on LinkedIn, and access her website here at https://www.wurkplace-wellbeing.co.uk

In this podcast Rach & John talk to Former Counter Terrorism Covert Operations Leader and HUMINT specialist turned Entrepreneur and Solo Ocean Rower – Mike Bates. 

Born and raised in Doncaster, Mike carved out a career that most boys would dream of. Spending years undercover as a human intelligence specialist, covert counter-terrorism operations leader and commando in the Royal Marines. Mike was the real-life James Bond. But all those years spent undercover, Mike didn't know who he really was. Until he undertook the biggest challenge of his life - becoming the fastest British person to complete the ‘The World’s Toughest Row' solo in a little over 46 days. 

Rooted in his personal experiences of fighting terrorists, tackling mother nature at her most powerful and attaining his black belt in Brazilian Jiu-Jitsu, Mike shares his unique experiences to provide a powerful and credible perspective on resilience, leadership, humility and overcoming adversity.

 

Courage – to challenge the status quo, to do things differently, to admit you are wrong. 

Clarity - of mission. The mission needs to be absolutely clear. Clarity of communication with no doubt in any communication what you are trying to do and say. Clarity about the achievement and praising staff. Clarity in the culture of the organisation you are trying to create.

Credibility – this is different from experience. It's integrity, care and empathy. The ability of a leader to inspire others to follow you.

Links to Mike Bates on: LinkedIn, Instagram

Or email Mike at: [email protected]

Everyone keeps talking about where they want to work, how they'd prefer to work, yet employers often have a different view; the media have dubbed it "The Great Return," so for those of you with Zoom fatigue, or perhaps people who are reluctant to be in the workplace John & Rachael thought it was worth talking about.

With more questions and answers they look at the dilemma from both employer and employees points of view: