This week we begin a 3 part discussion with Beatrice Adenodi from the US about “mindless behaviours”. A sought-after business leadership consultant and speaker, and a first-generation Nigerian American, Beatrice’s unique marketing perspective gives her the ability to recognize the mindless behaviors that prevent us from reaching our untapped, limitless potential. 

The link to her website and book are below the podcast.

Beatrice Adenodi website

Mindless Beahviour link

This week Kim and Fulyana look at their experience in considering potential employees that come with a “history”. This might be addiction, criminal record or what appears to be too many changes of workplace.

How do we ensure the recruitment process gives us the right fit for the job, the team and the organisation whilst allowing that, as humans, we all make mistakes?

In the final part of our discussion with Nick Jonsson, Kim and Fulyana hear about Nick’s journey in the last few years and how that has translated to helping others recognise the inherent dangers of working towards isolation and loneliness.

The links for Nick’s website and book can be found on his Guest page by clicking here.

Kim and Fulyana continue their discussion with Nick Jonsson based in Singapore. This week we hear how a simple 2019 video that went viral, brought the issue of executive loneliness into the limelight and then how the following years of pandemic actually assisted the cause.

This week Kim and Fulyana begin a 3 part discussion with Nick Jonsson about serious mental health challenges for senior executives.

Nick is the Co-Founder and MD of one of Asia’s premiere networking organizations. He has built a caring community that provides hundreds of executives a safe haven to share their challenges and receive support whilst learning from each other.

A link to an earlier podcast (with Nick Gorman) mentioned in this one is below.

Listen to Nick Gorman on this topic by clicking here

Sometimes the resources (human ones!) for a special project are not within your team, although some team members might consider they are capable of special tasks.

This week Kim and Fulyana explore how to effectively manage the resourcing of a project both from within and outside your organisation so it becomes a win-win experience for all.

What can you do when an enthusiastic team member starts promoting involvement in a project before you have determined the resourcing of your team for that project? Obviously enthusiasm needs to be maintained but is there a negative side to this as well?

This week Kim and Fulyana look at how to balance enthusiasm and project planning in the early stages of a team creation.

In an earlier podcast, Kim and Fulyana talked though a situation where a complaint is made from within your team to a peer manager of yours. The discussion in that podcast was around how the manager receiving the complaint should manage the situation. To hear that podcast click here.

This time around, as promised, we look at it from the perspective of the manager who is the subject of the complaint. How do you react when one of your team goes to another manager to complain about your management style?

Many years ago in training sessions, we would do an exercise called “Chinese Whispers”. The information given at the start of the exercise had to be relayed along a line of people and then repeated by the last person to receive the information. Invariably the final information had very little of the original information.

What can you do when you find this spread of misinformation in your team or organisation? How do you manage it when it seems to be malicious and/or to a plan?

This week Kim and Fulyana explore this topic as a case study.

The sound on Kim’s microphone is still not ideal. We appreciate your patience as we work to fix this.

Do you know you are heading for a poor performance review? Have you thought about how to prepare for this? What can you say to make the path forward more positive?

Kim and Fulyana look at the steps to take to prepare for your performance review and how to overcome the personal reactions you might have to this situation.