Newsletter June 2014

June 2014
In the spirit of self and team improvement, here are six approaches you may want to consider – managing your environment, focusing on results, keeping things simple, managing perceptions, peer alignment and creativity. – Phil, Mel and Tim

For believers of empowerment, “The future’s so bright, you gotta wear shades”	The 40-hour fallacy	Keeping change leadership simple
What does the future of work look like? These companies are pushing the boundaries of collaboration, self-management and entrepreneurship. The bottom line: people will raise their own bar, if you let them. – Phil More>>	I get my best ideas and do my best work when I’m not actually “working.” Clearly, I’m not the only one. When you give a little rope, you can get a lot in return. – Mel More>>	Communicating change urgency (often referred to as a burning platform) is one way. Others include recognizing that change is a journey that takes time, and providing ongoing support. – Tim More>>


Hey guys, it’s okay to admit you’re not perfect	Want to make change? Influence people’s conversation. They will take it from there	I wanna be gold-plated
Today many employees have no faith in their leaders. Admitting to mistakes and being human shouldn’t be seen as a sign of weakness. Real leaders take calculated chances, and when they are wrong admit it, and learn from it. – Tim More>>	Change happens one person at a time. True but individuals are influenced by their peers and what they believe. Seeding beliefs can be the best way for them to spread. – Phil More>>	It took 38 years (and the expiry of most of the band) to achieve gold status; I’m not convinced the missing bling had any impact on their status as the most influential punk band ever… Titles and rewards don’t matter; it’s the content that counts! – Mel More>>

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