Authentic Leadership

The little things are the big things Going the “extra mile” as a leader to support your team can many times mean simply being a good person, listening to what they need, and showing your support for your team. It doesn’t make leadership easy, but leadership doesn’t have to be complex.

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Grow and refine your culture, grow your business. This episode is the start of our thoughts around looking at Organizational Culture as one of your greatest assets, because it embodies who you are and what you do. Intentional and purposeful executing of your core values to enable a culture clients and people want to be a part of.

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The Power of Leadership Confidence

• Voicing confidence in people

• Showing belief in people

• Sharing feedback

• Teaching and coaching

• Mentoring

• Taking a chance on people

• Bringing out the best in people

• Seeing the capability and potential in people

• Helping others finds their super power, or unique ability

• Showing others the value they bring

• Investing in people

• Not allowing the team to limit themselves

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Advice or Reminders for Leaders:

Impact:

Prioritization

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KPIs & Data - One core metric as new leader of organization, department, or team - Future state moving to 3 metrics can make sense, and then eventually 4-5 if you have core areas of focus, but pointless if you can’t drive change and improvement in #1 - Data as a tool for visibility, not the full story - Review you trends, correlations, performance, and risks - Your direct leaders may have 2-3 to start to drive that #1 overall metric https://grahampeelle.com

What to consider when working on changing culture as a new leader

Turnaround Formula

Operations | People | Culture | Organizations

1. Observe and assess your people, process, and technology, understanding your culture and

relationship dynamics impacting your performance, results, clients, retention, profitability, and the

business overall

2. Determine what your critical goal is as a business - what is the one thing you will change in

30/60/90 days, or 6-12 months, and the top 3-4 additional items

3. Build your vision and organizational “why” or purpose, to support and grow your people to help

achieve your desired business results

4. Set activity, action and KPI Expectations

5. Act, review, iterate, communicate, and repeat

Dive into leadership philosophies, many that look more like traits or principles. Sharing some thoughts on each before building core frameworks focused on this.

• Transformational

• Democratic (Participative)

• Coaching

• Transactional (Managerial)

• Strategic

• Servant

• Autocratic (Authoritarian)

• Laissez-faire (Delegation)

• Democratic

• Authentic

• Learning

• Solution-based

• Dynamic

• Empowerment

• Directive

• Core Elements of a Leadership

Philosophy

• Integrity

• Empathy

• Accountability

Hello and welcome everyone, I’m Graham Peelle and this is Flywheel Leadership. This show is an expansive discovery into the world of work, leadership, culture, performance, and company operations, focused on empowering leaders and organizations to Unlock Greatness through Scaling People, Process, and Technology 

We’re reinventing how to build and scale business.