Julie offers detailed advice on how to work with the differing attitudes and approaches both leaders and staff bring to any work situation.

Can do, can’t do, will do, won’t do are all different quadrants on the same matrix and intrinsically linked to what your aim is.

To successfully move towards your vision, you need to understand exactly what you need to do and this is a great opportunity to understand how to ask the right questions and make the right choices.

KEY TAKEAWAYS

• Can do, will do – This is the sweet spot, the point at which everything will be at an optimum for you and any employees. The right skills and motivation are in place.
• Will do, want to but can’t do – You have the motivation, you have the will but not the skillset, this is prime development area, a great opportunity to gain new skills.
• You can train someone to have the skill set required to move forward.
• Can do, won’t do – If this is where you or your staff the question is why won’t they do it? Is it a lack of resources, motivation? Ask yourself ‘What needs to change?’
• Can’t do, won’t do – If this is the quadrant you are in then you need to understand why and make a choice.
• If you have people in your team who can’t do and won’t do make the decision earlier rather than later about resolving the situation they may not be the right person for the role or to move towards your vision.
• Each position within the quadrant will require a different set of skills for you as the individual to deal with and for dealing with others as the leader and manager.

BEST MOMENTS

‘Everyone will have the right skills and motivation to push forwards fulfilling the vision’

‘Is there a big choice to be made?’

‘You and any employees will have the right skills and motivation to push forwards fulfilling the vision’

VALUABLE RESOURCES

The Life-Changing Magic of Setting Goals book by Julie Hogbin  

The Authorities - Julie Hogbin: Powerful Wisdom from Leaders in the field book by Julie Hogbin, Raymond Aaron, Marci Shimoff, Dr John Gray 

ABOUT THE HOST

Julie Hogbin

I started my career within the accountancy profession, moving on into auditing, then Learning & Development where I have spent over 30 years.

In 2011 I threw everything up in the air and became a property investor via forex, trading and learning how to build websites & internet market whilst walking on fire 😊

I have worked with over 20,000 Leaders at every level of Management and Leadership for over 30+ years. In the latter years working with CEOs, SMTs, boards of trustees & Entrepreneurs.

I have worked with the public, the private and the entrepreneurial sectors of the market. The Leadership messages are the same across the sectors – the application may be different but all are Business’ where Conscious and Principled Leadership reaps rewards for all parties concerned.

I work with the human element of Business and my passion is enabling others to be the best they can be through providing them with the information they need to be more effective than they currently are. Unleashing potential and providing knowledge enabling the best decisions to be made for the Business, the Employee, the Leader (themselves) their families and the greater social economy.

I am a Coach, a Mentor (and I know the difference) Trainer, Author, property investor and public speaker

I love to travel, sunshine, smiley people, intelligent conversation, laughter, learning, networking, supporting others, property as a business, investigating ‘stuff’ problem solving, asking questions that make people think, creating aha moments, gardening and flowers and being outside.

CONTACT METHOD

Julie Hogbin Facebook

Conscious Leadership Facebook

Julie Hogbin LinkedIn

Julie Hogbin Twitter

Julie Hogbin Instagram

Julie Hogbin Pinterest

Conscious Leadership YouTube

It’s a word that can put fear into some and bring relief to others. Redundancy can be an opportunity to make a new start in a different area if you’re prepared and have the right mindset and Julie explains how to tackle redundancy as an opportunity in this informative episode.

As the world moves forward it’s becoming clearer that some businesses are hugely affected, this is a good opportunity to hear about how to approach redundancy with a mindset that will put you in the best position moving forward.

KEY TAKEAWAYS

• There can be alternative ways to manage staff levels such as a reduction in working hours.
• When there is a redundancy it is the job that is no longer required, that is redundant, it’s not about the individual it’s about the job role.
• It can be the best thing or the worst thing for an individual
• It’s a process of change beginning with the shock that it’s actually happening.
• When you are in shock you are in a state of denial – you don’t believe that the thing that is happening to you is actually happening.
• if you are going through a redundancy process you have to look forward at what you are going to do.
• There is the anger stage when you need to be aware that you shouldn’t move into trying to bargain.
• There is a stage of depression, you should aim to bypass this and move from anger straight through to acceptance.
• After you have come to terms with your acceptance then you move to problem-solving and moving forward.

BEST MOMENTS

‘You can’t bargain and get your job back, accept your redundancy quickly’

‘There are going to be a lot of people looking in different disciplines for new jobs’

‘It’s not the individual it’s the job that is redundant.

VALUABLE RESOURCES

The Life-Changing Magic of Setting Goals book by Julie Hogbin  

The Authorities - Julie Hogbin: Powerful Wisdom from Leaders in the field book by Julie Hogbin, Raymond Aaron, Marci Shimoff, Dr John Gray 

ABOUT THE HOST

Julie Hogbin

I started my career

within the accountancy profession, moving on into auditing, then Learning & Development where I have spent over 30 years.

In 2011 I threw everything up in the air and became a property investor via forex, trading and learning how to build websites & internet market whilst walking on fire 😊

I have worked with over 20,000 Leaders at every level of Management and Leadership for over 30+ years. In the latter years working with CEOs, SMTs, boards of trustees & Entrepreneurs.

I have worked with the public, the private and the entrepreneurial sectors of the market. The Leadership messages are the same across the sectors – the application may be different but all are Business’ where Conscious and Principled Leadership reaps rewards for all parties concerned.

I work with the human element of Business and my passion is enabling others to be the best they can be through providing them with the information they need to be more effective than they currently are. Unleashing potential and providing knowledge enabling the best decisions to be made for the Business, the Employee, the Leader (themselves) their families and the greater social economy.

I am a Coach, a Mentor (and I know the difference) Trainer, Author, property investor and public speaker

I love to travel, sunshine, smiley people, intelligent conversation, laughter, learning, networking, supporting others, property as a business, investigating ‘stuff’ problem solving, asking questions that make people think, creating aha moments, gardening and flowers and being outside.

CONTACT METHOD

Julie Hogbin Facebook

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Julie Hogbin LinkedIn

Julie Hogbin Twitter

Julie Hogbin Instagram

Julie Hogbin Pinterest

Conscious Leadership YouTube

Have you been given advice you didn’t ask for or asked for advice and haven’t been given it?

Everyone will have experience both of giving and receiving advice but being able to develop your skills as someone who gives effective advice in the right way is a crucial aspect of any leadership role.

In this episode, Julie looks at why to be an effective advice-giver you have to be able to provide reassurance, calm fears and inspire confidence.

Advice giving is an art and as a leader, it’s important to develop the skills to be an expert guide for those you give advice to providing the expertise that will move everyone forward.

KEY TAKEAWAYS

• People ask a particular individual for advice because they have particular knowledge and experience.
• People should be able to make their own decisions it’s how you grow.
• If people are always asking you for advice they may have become dependent on you.
• People give unsolicited advice because they believe they are helping.
• Giving advice can validate you and make you feel good about yourself but it can cause conflict if the advice has not been asked for.
• People often seek advice because they are unable to solve the problem with the same level of thinking that created it.
• Advice is almost never an exclusively logical process.
• With both giving and receiving advice there will be emotion involved.
• An advisor has to learn to disagree without being disagreeable.
• Advice giving is an art and we have to learn the skills.
• A leader and manager’s role is to be the expert guide, to be the expert in reasoning through the situation.
• As the leader, you will need to provide reassurance, calm fears and inspire confidence.

BEST MOMENTS

‘It can become a habit to give unsolicited advice because we believe we are helping’

‘If someone asks for advice it signifies trust’

‘An advisor has to learn to disagree without being disagreeable’

VALUABLE RESOURCES

The Life-Changing Magic of Setting Goals book by Julie Hogbin  

The Authorities - Julie Hogbin: Powerful Wisdom from Leaders in the field book by Julie Hogbin, Raymond Aaron, Marci Shimoff, Dr John Gray 

ABOUT THE HOST

Julie Hogbin

I started my career within the accountancy profession, moving on into auditing, then Learning & Development where I have spent over 30 years.

Julie explains the difference between a fixed mindset and a mindset inflow. Everyone is unique and will be somewhere on the spectrum between a fixed mindset and mind flow but change is the one constant we have in life so being in mind flow will mean you are open to the possibilities and opportunities of life, instead of being trapped by a fixed mindset where only the limitations are visible.

This is a great opportunity to understand more about how you can be in mind flow and achieve the life you want.

KEY TAKEAWAYS

• A mindset is a set of assumptions and biases that an individual has.
• Mindset arises from our philosophy of life.
• Everyone has their own mindset and no two will be the same, we are all individuals
• Mindset comes from our learning, experiences and background our experiences in life.
• You can have either a fixed mindset or a growth mindset.
• A growth mindset is a mindset that is inflow.
• A fixed mindset is not open to learning or change. This can make things harder. Challenges and change are avoided, ultimately you will be going backwards.
• Change is the one constant we have
• Mind flow has an open approach to possibilities
• With mind flow, an individual will develop self-awareness and an awareness of the impact they have on others.
• The mind flow will see the opportunities and act on them and make them happen.

BEST MOMENTS

‘A fixed mindset will limit you; a mind flow will open up limitless opportunities’

‘The longer you are stuck the harder it is to move’

‘My mission is to support you to be the best leader, manager and individual within business that you can be’

VALUABLE RESOURCES

The Life-Changing Magic of Setting Goals book by Julie Hogbin  

The Authorities - Julie Hogbin: Powerful Wisdom from Leaders in the field book by Julie Hogbin, Raymond Aaron, Marci Shimoff, Dr John Gray 

ABOUT THE HOST

Julie Hogbin

I started my career within the accountancy profession, moving on into auditing, then Learning & Development where I have spent over 30 years.

In 2011 I threw everything up in the air and became a property investor via forex, trading and learning how to build websites & internet market whilst walking on fire 😊

I have worked with over 20,000 Leaders at every level of Management and Leadership for over 30+ years. In the latter years working with CEOs, SMTs, boards of trustees & Entrepreneurs.

I have worked with the public, the private and the entrepreneurial sectors of the market. The Leadership messages are the same across the sectors – the application may be different but all are Business’ where Conscious and Principled Leadership reaps rewards for all parties concerned.

I work with the human element of Business and my passion is enabling others to be the best they can be through providing them with the information they need to be more effective than they currently are. Unleashing potential and providing knowledge enabling the best decisions to be made for the Business, the Employee, the Leader (themselves) their families and the greater social economy.

I am a Coach, a Mentor (and I know the difference) Trainer, Author, property investor and public speaker

I love to travel, sunshine, smiley people, intelligent conversation, laughter, learning, networking, supporting others, property as a business, investigating ‘stuff’ problem solving, asking questions that make people think, creating aha moments, gardening and flowers and being outside.

CONTACT METHOD

Julie Hogbin Facebook

Conscious Leadership Facebook

Julie Hogbin LinkedIn

Julie Hogbin Twitter

Julie Hogbin Instagram

Julie Hogbin Pinterest

Conscious Leadership YouTube

In this episode, Julie shares great advice and content about managing staff who are not doing what they are supposed to be doing.

As a manager and leader, you need to ensure that the right systems are in place and that everyone knows what they are doing and when addressing poor performance, it’s about understanding the role of HR and following the organisation’s procedures to support individuals.

Having a set process in place is to protect both the individual and the organisation and ensures there is documentation and evidence to support what you are trying to do.

KEY TAKEAWAYS

• The role of HR within business is to support the organisation in achieving the results they have set out to achieve.
• If you have employees who are not doing what is required you have to follow the correct procedure of your organisation
• It’s the responsibility of the organisation to provide the evidence required for any HR employment law individual to be able to ultimately dismiss the individual who is underperforming.
• There need to be clear records and evidence about what has been provided to the individual to support them to fulfil their role.
• To follow employment law rules in the UK you have to have evidence the only time instant dismissal can be considered is when an individual has broken the gross misconduct rules.
• Following a set process is about protecting both the individual and the organisation.

BEST MOMENTS

‘Sometimes people are unsure and so do nothing and that can lead to the situation escalating’

‘You need to have the evidence to support what you are trying to do’

‘Make use of the resources of HR’

VALUABLE RESOURCES

The Life-Changing Magic of Setting Goals book by Julie Hogbin  

The Authorities - Julie Hogbin: Powerful Wisdom from Leaders in the field book by Julie Hogbin, Raymond Aaron, Marci Shimoff, Dr John Gray 

ABOUT THE HOST

Julie Hogbin

I started my career within the accountancy profession, moving on into auditing, then Learning & Development where I have spent over 30 years.

In 2011 I threw everything up in the air and became a property investor via forex, trading and learning how to build websites & internet market whilst walking on fire 😊

I have worked with over 20,000 Leaders at every level of Management and Leadership for over 30+ years. In the latter years working with CEOs, SMTs, boards of trustees & Entrepreneurs.

I have worked with the public, the private and the entrepreneurial sectors of the market. The Leadership messages are the same across the sectors – the application may be different but all are Business’ where Conscious and Principled Leadership reaps rewards for all parties concerned.

I work with the human element of Business and my passion is enabling others to be the best they can be through providing them with the information they need to be more effective than they currently are. Unleashing potential and providing knowledge enabling the best decisions to be made for the Business, the Employee, the Leader (themselves) their families and the greater social economy.

I am a Coach, a Mentor (and I know the difference) Trainer, Author, property investor and public speaker

I love to travel, sunshine, smiley people, intelligent conversation, laughter, learning, networking, supporting others, property as a business, investigating ‘stuff’ problem solving, asking questions that make people think, creating aha moments, gardening and flowers and being outside.

CONTACT METHOD

Julie Hogbin Facebook

Conscious Leadership Facebook

Julie Hogbin LinkedIn

Julie Hogbin Twitter

Julie Hogbin Instagram

Julie Hogbin Pinterest

Conscious Leadership YouTube

Julie explains the principles and approaches of agile working and looks at how they can be implemented successfully if the agile working approach is understood.

Research shows that Millennials and Gen Z are attracted to flexible organisations and favour products that are created by an organisation that has flexible working and a sound social responsibility approach. Agile working has proven bottom-line results and Julie shares some great information and advice on how to not only understand the underlying principles but also the best ways to implement agile working successfully in an organisation.

KEY TAKEAWAYS

• Key values of agile working;

1)    Responding to change over following a plan.

2)    Collaboration over contractual obligation.

3)    Working with software over comprehensive documentation.

4)    Individuals and interaction over processes and tools.

• Companies who have agile working have continual evaluation and testing in place.
• The agile working approach has an underlying and fundamental belief that work is an activity, not a place.
• It can fail because of a lack of methodology and because there is a lack of belief that it can actually work.
• Agile working can reduce the amount of space required by an organisation.
• The leadership shows direction and enables action and teams are built around end to end accountability.
• You have to have a shared purpose and vision and be able to sense and seize opportunities.
• You need rapid decisions and transparency linked to continuous learning.

BEST MOMENTS

‘The task can be done in any place and any way by the employee’

‘The right tools for the right job at the right time’

‘There is a clear indication that flexible working can make a positive difference to your business’

VALUABLE RESOURCES

The Life-Changing Magic of Setting Goals book by Julie Hogbin  

The Authorities - Julie Hogbin: Powerful Wisdom from Leaders in the field book by Julie Hogbin, Raymond Aaron, Marci Shimoff, Dr John Gray 

ABOUT THE HOST

Julie Hogbin

I started my career within the accountancy profession, moving on into auditing, then Learning & Development where I have spent over 30 years.

In 2011 I threw everything up in the air and became a property investor via forex, trading and learning how to build websites & internet market whilst walking on fire 😊

I have worked with over 20,000 Leaders at every level of Management and Leadership for over 30+ years. In the latter years working with CEOs, SMTs, boards of trustees & Entrepreneurs.

I have worked with the public, the private and the entrepreneurial sectors of the market. The Leadership messages are the same across the sectors – the application may be different but all are Business’ where Conscious and Principled Leadership reaps rewards for all parties concerned.

I work with the human element of Business and my passion is enabling others to be the best they can be through providing them with the information they need to be more effective than they currently are. Unleashing potential and providing knowledge enabling the best decisions to be made for the Business, the Employee, the Leader (themselves) their families and the greater social economy.

I am a Coach, a Mentor (and I know the difference) Trainer, Author, property investor and public speaker

I love to travel, sunshine, smiley people, intelligent conversation, laughter, learning, networking, supporting others, property as a business, investigating ‘stuff’ problem solving, asking questions that make people think, creating aha moments, gardening and flowers and being outside.

CONTACT METHOD

Julie Hogbin Facebook

Conscious Leadership Facebook

Julie Hogbin LinkedIn

Julie Hogbin Twitter

Julie Hogbin Instagram

Julie Hogbin Pinterest

Conscious Leadership YouTube

Everyone will come back into the office at some point and each individual will require different management and leadership to do this successfully. Julie explores the ways in which managers and leaders will be able to effectively bring people back into the office and shares great advice on what every manager and leader will need to consider as individuals return to work.

These times are unprecedented and nobody will have dealt with anything like this before and for leaders and managers, it needs to be worked through in the right way with compassion, integrity and authenticity to make sure everyone returns safely within a strategy linked to the values and principles of the organisation.

KEY TAKEAWAYS

• What has happened to your business? this will affect what can be done and how it can be done.
• Leaders and managers need to consider how they are going to bring people back.
• The strategy that leaders and managers create linked to the principles and values of the organisation is key in bringing people back into the workplace.
• What is the motivation for those coming back to the workplace is it to work, socialise or to be reacquainted with colleagues?
• Communication is vital, how will communication be managed to make sure those in and out of the office get the same communications at the same time.
• Are the vision and the goals of the organisation the same as previously?
• How do you create a working environment where the insignificance is lessened, value is increased and the contribution, compassion, authenticity and the integrity of actions become true to the values of the organisation.
• How do you support people to come through what has happened?
• It is important to recognise that this change is something that has happened to everyone and all aspects of life.

BEST MOMENTS

‘It is change management in its grandest form’

‘How do leaders and managers effectively support people returning to work’

‘The organisation may need to consider flexible working’

VALUABLE RESOURCES

The Life-Changing Magic of Setting Goals book by Julie Hogbin  

The Authorities - Julie Hogbin: Powerful Wisdom from Leaders in the field book by Julie Hogbin, Raymond Aaron, Marci Shimoff, Dr John Gray 

ABOUT THE HOST

Julie Hogbin

I started my career within the accountancy profession, moving on into auditing, then Learning & Development where I have spent over 30 years.

In 2011 I threw everything up in the air and became a property investor via forex, trading and learning how to build websites & internet market whilst walking on fire 😊

I have worked with over 20,000 Leaders at every level of Management and Leadership for over 30+ years. In the latter years working with CEOs, SMTs, boards of trustees & Entrepreneurs.

I have worked with the public, the private and the entrepreneurial sectors of the market. The Leadership messages are the same across the sectors – the application may be different but all are Business’ where Conscious and Principled Leadership reaps rewards for all parties concerned.

I work with the human element of Business and my passion is enabling others to be the best they can be through providing them with the information they need to be more effective than they currently are. Unleashing potential and providing knowledge enabling the best decisions to be made for the Business, the Employee, the Leader (themselves) their families and the greater social economy.

I am a Coach, a Mentor (and I know the difference) Trainer, Author, property investor and public speaker

I love to travel, sunshine, smiley people, intelligent conversation, laughter, learning, networking, supporting others, property as a business, investigating ‘stuff’ problem solving, asking questions that make people think, creating aha moments, gardening and flowers and being outside.

CONTACT METHOD

Julie Hogbin Facebook

Conscious Leadership Facebook

Julie Hogbin LinkedIn

Julie Hogbin Twitter

Julie Hogbin Instagram

Julie Hogbin Pinterest

Conscious Leadership YouTube

The concept of working together is based on getting a better result through working together than you would by working alone and Julie shares the key elements of teams and working groups and what needs to be in place for them to be successful.

Teams and working groups are different but both can achieve great results in any organisation if the individuals within them know what they are there to do, communicate well and know what they are doing. This is a great opportunity to understand the elements that need to be in place for teams and working groups to achieve success.

KEY TAKEAWAYS

• What are you there to do – what’s the purpose, outcome and goal? When you are working together there must be an overriding vision that brings the team together to achieve the outcome.
• Who is doing what – what is the role of each person in the team?
• Each individual must understand what they are doing, their role and responsibility within the team.
• The decision-making process - who has the authority to make decisions?
• Who has what authority and who has the responsibility of reporting back must all be clearly defined.
• How to do the thing - what are the processes in place?
• Whatever the role an individual has within a team they need to know how to do that thing.
• Communication – how is everyone communicating?
• Communication is vital to success. How do you communicate – one to one, meetings?
• When working together good communication is vital.
• Relationship awareness - what values are in place in the workplace?
• When people come together they bring our own experiences and personality traits to the team.  
• Self-awareness - are the individuals within the group self-aware and is there a level of team identity?
• Situational management - In any situation, someone needs to be managing the situation and taking action to quickly resolve any issues.

BEST MOMENTS

‘There are differences between teams and working groups but both teams can achieve stunning results’

‘A team relies on each other to achieve a result whilst a working group may come together for a specific project then disband’

‘What is the golden thread that attaches you to the purpose?’

VALUABLE RESOURCES

The Life-Changing Magic of Setting Goals book by Julie Hogbin  

The Authorities - Julie Hogbin: Powerful Wisdom from Leaders in the field book by Julie Hogbin, Raymond Aaron, Marci Shimoff, Dr John Gray 

ABOUT THE HOST

Julie Hogbin

I started my career within the accountancy profession, moving on into auditing, then Learning & Development where I have spent over 30 years.

In 2011 I threw everything up in the air and became a property investor via forex, trading and learning how to build websites & internet market whilst walking on fire 😊

I have worked with over 20,000 Leaders at every level of Management and Leadership for over 30+ years. In the latter years working with CEOs, SMTs, boards of trustees & Entrepreneurs.

I have worked with the public, the private and the entrepreneurial sectors of the market. The Leadership messages are the same across the sectors – the application may be different but all are Business’ where Conscious and Principled Leadership reaps rewards for all parties concerned.

I work with the human element of Business and my passion is enabling others to be the best they can be through providing them with the information they need to be more effective than they currently are. Unleashing potential and providing knowledge enabling the best decisions to be made for the Business, the Employee, the Leader (themselves) their families and the greater social economy.

I am a Coach, a Mentor (and I know the difference) Trainer, Author, property investor and public speaker

I love to travel, sunshine, smiley people, intelligent conversation, laughter, learning, networking, supporting others, property as a business, investigating ‘stuff’ problem solving, asking questions that make people think, creating aha moments, gardening and flowers and being outside.

CONTACT METHOD

Julie Hogbin Facebook

Conscious Leadership Facebook

Julie Hogbin LinkedIn

Julie Hogbin Twitter

Julie Hogbin Instagram

Julie Hogbin Pinterest

Conscious Leadership YouTube

Julie explores the difference between perfection and excellence and what ‘good enough’ means in this informative episode.

In any organisation, it’s vital that everyone understands what the minimum expected standard is, as it is this standard that is good enough to achieve the required results for the organisation.

If you are a perfectionist you need to achieve balance, otherwise you may be exhausting yourself with a level that is beyond what is required.

KEY TAKEAWAYS

• The most important aspect of achieving a healthy life balance is being able to successfully understand and manage your own level of perfectionism.
• There is the concept of ‘good enough’ but what is good enough?
• How do different peoples ‘good enoughs’ work together?
• Perfection beyond utility is by definition, a waste.
• If something needs doing to a certain standard then anything is beyond not required.
• If everyone knows what the minimum expected standard is then the minimum level of acceptance will achieve the required results for the organisation.
• Your Perfectionism is something you impose upon yourself.
• If you don’t manage your perfectionism you will crumble from the stress of seeking to reach it.

BEST MOMENTS

‘I have excellence and perfection and my challenge has always been separating them’

‘When your good enough is perfectionism it’s difficult to embrace anything less’

‘If you are working with others your traits may not help if you don’t manage them successfully’

VALUABLE RESOURCES

The Life-Changing Magic of Setting Goals book by Julie Hogbin  

The Authorities - Julie Hogbin: Powerful Wisdom from Leaders in the field book by Julie Hogbin, Raymond Aaron, Marci Shimoff, Dr John Gray 

ABOUT THE HOST

Julie Hogbin

I started my career within the accountancy profession, moving on into auditing, then Learning & Development where I have spent over 30 years.

In 2011 I threw everything up in the air and became a property investor via forex, trading and learning how to build websites & internet market whilst walking on fire 😊

I have worked with over 20,000 Leaders at every level of Management and Leadership for over 30+ years. In the latter years working with CEOs, SMTs, boards of trustees & Entrepreneurs.

I have worked with the public, the private and the entrepreneurial sectors of the market. The Leadership messages are the same across the sectors – the application may be different but all are Business’ where Conscious and Principled Leadership reaps rewards for all parties concerned.

I work with the human element of Business and my passion is enabling others to be the best they can be through providing them with the information they need to be more effective than they currently are. Unleashing potential and providing knowledge enabling the best decisions to be made for the Business, the Employee, the Leader (themselves) their families and the greater social economy.

I am a Coach, a Mentor (and I know the difference) Trainer, Author, property investor and public speaker

I love to travel, sunshine, smiley people, intelligent conversation, laughter, learning, networking, supporting others, property as a business, investigating ‘stuff’ problem solving, asking questions that make people think, creating aha moments, gardening and flowers and being outside.

CONTACT METHOD

Julie Hogbin Facebook

Conscious Leadership Facebook

Julie Hogbin LinkedIn

Julie Hogbin Twitter

Julie Hogbin Instagram

Julie Hogbin Pinterest

Conscious Leadership YouTube

Conflict is a part of our lives and as a leader, you need to be able to not only resolve it but also effectively manage and lead through it.

Julie explains the stages of conflict and how if the conflict is not resolved early on those involved become less able to view the conflict from any perspective other than their own.

Understanding these stages of conflict is an invaluable tool for any leader and will enable you, as the leader, to be conscious in your leadership through conflict.

KEY TAKEAWAYS

• As a leader, you may not be able to resolve the conflict but you need to be able to manage it and lead through it.
• The people you spend the most time with will be those you will have the most conflict with and be in conflict with the most.
• At the start of the conflict, there are better opportunities to be able to resolve the conflict for you, the other person and to solve the problem.
• At Stage 1 of an individual motivational value system, the individual will be able to look at the problem, the other person and themselves.
• If the conflict isn’t managed or recognised at stage 1 then at stage 2 the person will only look at themselves and the problem. They will no longer look at the other person.
• At stage 3 of conflict, the only thing people care about is themselves they are not able to consider either the problem or the other person.

BEST MOMENTS

‘Conflict will always exist and the sooner it is dealt with the better it is for everyone’

‘The longer the conflict is left the worse it will become leading to it being much more challenging to manage’

‘Everyone is driven by a motivational value system’

VALUABLE RESOURCES

The Life-Changing Magic of Setting Goals book by Julie Hogbin  

The Authorities - Julie Hogbin: Powerful Wisdom from Leaders in the field book by Julie Hogbin, Raymond Aaron, Marci Shimoff, Dr John Gray 

ABOUT THE HOST

Julie Hogbin

I started my career within the accountancy profession, moving on into auditing, then Learning & Development where I have spent over 30 years.

In 2011 I threw everything up in the air and became a property investor via forex, trading and learning how to build websites & internet market whilst walking on fire 😊

I have worked with over 20,000 Leaders at every level of Management and Leadership for over 30+ years. In the latter years working with CEOs, SMTs, boards of trustees & Entrepreneurs.

I have worked with the public, the private and the entrepreneurial sectors of the market. The Leadership messages are the same across the sectors – the application may be different but all are Business’ where Conscious and Principled Leadership reaps rewards for all parties concerned.

I work with the human element of Business and my passion is enabling others to be the best they can be through providing them with the information they need to be more effective than they currently are. Unleashing potential and providing knowledge enabling the best decisions to be made for the Business, the Employee, the Leader (themselves) their families and the greater social economy.

I am a Coach, a Mentor (and I know the difference) Trainer, Author, property investor and public speaker

I love to travel, sunshine, smiley people, intelligent conversation, laughter, learning, networking, supporting others, property as a business, investigating ‘stuff’ problem solving, asking questions that make people think, creating aha moments, gardening and flowers and being outside.

CONTACT METHOD

Julie Hogbin Facebook

Conscious Leadership Facebook

Julie Hogbin LinkedIn

Julie Hogbin Twitter

Julie Hogbin Instagram

Julie Hogbin Pinterest

Conscious Leadership YouTube