What is the root of apprehension, ambiguity, and uncertainty?

At the centre of each word is fear. If I am apprehensive, I am afraid of the unknown. When ambiguity is present I am unsure of what might happen. With uncerainty, I might be afraid about what I should do next. I don’t want to fail or lose something important, so I hold back.

In each case, smart, talented, and well-meaning workers stand on the sidelines rather than running onto to pitch and 'having a go". This is a recipe for underperformance.

Far too many of us live in fear when it comes to our business lives - let's see "what we can do"...

A promise is an abiding commitment, an assurance to others that we will or will not do something. 

Promises are voluntary and not ever forced. Promises must be voluntary. When promises are made solely to placate someone or to get a foot in the door only to turn the tables and renegotiate the outcome, the promises come across as hollow and manipulative.

They are about so much more - let's explore.....

Can every day be an ideal day? No, it can’t. 

Will the choices we make increase the possibility that the number of days we experience as an ideal day increase? Yes, most certainly

Here’s my bold ascertion: living an ideal day is a choice. There’s no way around the fact that we have a choice as to how we choose to plan and live our days.

Let's Explore this principle in more depth.....

Reference:

Mans Search for Meaning, Viktor  Frankl
https://archive.org/download/frankl-viktor-mans-search-for-meaning-1963/FRANKL_Viktor_Man%27s_Search_For_Meaning-1963_text.pdf

Organisations know about the power of brands. Brands create value, loyalty, and, when compelling and distinctive, they create profound emotional experiences for customers that attract more customers who want the same experience. 

What is not recognised as much is that a leader’s brand can be a catalyst for transformational growth.
Transformational leaders no longer rely solely on their organisation’s brand to guide their behaviour. 

Transformational leaders develop their own individual brand. 


Resource:
Personal Branding Examples
https://ohhmybrand.com/personal-branding-examples/

The key idea about being distinctive is less about being something to people that you aren’t and more about aligning what you are gifted and talented at doing in highly differentiated ways for people who value it. 

Resource:
This I believe....
https://thisibelieve.org/

Dramatic performance  personally and professionally, are closer than you think when you have a clearly defined purpose. Improvements of almost all types in organisations start with one word: clarity. 

It is used with respect to expectations, results, value, competencies, accountability, and what makes us feel alive and vibrant. Without clarity there is little-to-no likelihood that focus can follow. With clarity and focus come new insights, new strategies, and new behaviors that move individuals and organizations forward in unprecedented ways. 

We can help find our Puspose by exploring our Talent, Love and Values.

Dramatic performance as well as engagement and satisfaction 'are within your grasp' when you have a clear and empowering Purpose.

Improvements of almost all types in organistions start with one word: clarity. It is used with respect to expectations, results, value, competencies, accountability, and what makes us feel alive and vibrant. 

 With clarity and focus come new insights, new strategies, and new behaviours that move individuals and organisations forward in exceptional ways. Let's explore....

If you want a flourishing business - one that has top-line growth, greater profitability, high levels of customer satisfaction, and top talent retention you must have flourishing relationships with your workforce, colleagues and customers.

In today’s world of work, the customer experience must be so compelling that customers wouldn't  consider going elsewhere. This leads to a happy workplace where all srtive to be in 'top form', having fun in an empowering workplace.

Let's explore the principles.....

Designing for people is a design process that focuses on the needs and characteristics of the users or operators.

Good design takes into account how the operator is expected to interact with the workplace set up, the work equipment and how the work equipment fits into the system as a whole. As a result, facilities, hardware, systems, equipment, product tooling, materials, layout and configurations are adapted to human skills, limitations and anatomy.

The design process requires an analysis of the work tasks that operators have to carry out and the effect of any constraints that the design and its influence on the environment (e.g. noise, vibration) is likely to have on the operator’s health, safety and well-being.

Resource:
Designin for performance
https://www.iogp.org/workstreams/safety/safety/human-performance/

Let's look at leadership initially from a senior management level - having a duty of care to look after everyone within an organisation and all stakeholders.

Understanding what human factors are about, how it applies to your business and where you can get additional support. Having People, Processes and Plant/Equipment effective for the tasks, environment and people from a human and organisational factors perspctive. Enhancing the the health and wellbeing of all and protecting our environment.

Leadership is a philosophy. It’s an attitude. It’s a state of mind - it's about hearts and minds. And, it’s available to each one of us. In safety, we talk about leadership without title - we all can make a difference and influence others around us in a positive way. It can be as simple as uplifting someone by a smile....

Resources:
Leadership for major hazards industries
https://www.hse.gov.uk/pubns/indg277.pdf

Energy Sector Hearts and Minds
https://heartsandminds.energyinst.org/

ZeLeadership Series
https://www.spreaker.com/episode/zeleaders-1-top-10-things-dazzling-leaders-do--51647600