At DICE we are passionate about providing personal and professional client-centric support which means we switch between a variety of interventions when working with you. These can be summarised into the three areas of coaching, mentoring, and consulting. One of the things we regularly find is that there is a degree of confusion about the difference between these approaches so if you’ve ever wondered which approach is the best fit for your business, this blog explains the difference!

Let’s start with coaching. Coaching is all about helping you move from one place to another. It’s like having a personal GPS for your business, so like a GPS you start by inputting your current location, then identifying where you want to get to (your destination). Your coach won’t give you direct answers or tell you what to do, but they’ll help you get to the outcome by asking the right questions, noticing your reactions (what isn’t being said as well as what is), and acting like a mirror to you. A good coach will give you the space and time to think for yourself because the mind that has the problem is usually the best mind to unlock the solution. For small and medium-sized businesses, coaching can be a game-changer. It fosters a culture of continuous growth, empowering your team members to take ownership of their roles and unleash their own creativity and abilities. When your employees feel empowered to uncover the answers within themselves, they become more motivated and engaged, leading to increased productivity and overall business success. It’s a win-win!

Mentoring on the other hand is about imparting knowledge and teaching. Imagine having a wise sage by your side, someone who’s been in your shoes and knows the ins and outs of your industry or the business challenges you are facing. That’s what a mentor brings to the table. They provide invaluable guidance, share their own experiences (the good, the bad, and the ugly), and offer strategic insights to help you overcome obstacles and seize opportunities. We mentor in a variety of ways, not just 1-1. Our leadership development programme is delivered in a mentoring style, as we often share our own experiences of leadership challenges and wins, as well as theoretical frameworks to aid learning. We also deliver ‘mastermind’ mentoring in a mixed group, which helps individuals not just learn from DICE mentors but also from one another through a shared, adult learning environment.

Having a mentor can be a lifeline for leaders of small and medium sized businesses, who can often feel lonely and isolated, prone to feelings of overwhelm. Mentors can open doors to new networks, connect you with potential clients or partners, and offer practical advice based on real-world experiences. This kind of support can save you time, money, and loads of stress as you navigate the complexities of running a business. Plus, the mentor-mentee relationship often leads to long-lasting connections and a sense of camaraderie in the business world.

So, what about consulting? Think of it as calling in the A-team when you need specialised expertise for a particular project or challenge. Small and medium-sized businesses may not have all the resources of their larger counterparts, but that’s where hiring an expert can help. They swoop in with their supercharged skills, analyse your specific needs, and craft tailored solutions to elevate your business.

Consulting is like a turbo boost for small and medium-sized businesses. It allows you to access top-tier expertise without the need for long-term commitments of hiring an expensive employee. Whether it’s getting clear on your strategy, improving your internal communications activities or helping you to create a high performing culture, a consultancy approach helps to bring efficiency and effectiveness to the table.

In a nutshell, a well-rounded mix of coaching, mentoring, and consulting can take your small or medium-sized business to new heights because in the dynamic world of business, adaptability and growth are the keys to success.

If you think it’s time to invest in the growth and development of your team and want to tap into the wisdom of the DICE team, we would love to meet and discuss your needs. Drop us a line at: [email protected] to roll with us!

Something we are regularly asked by business owners is: what is the key to unlocking the potential that I know exists in my business? Our answer is simple. Equip your Managers with leadership skills.

As soon as you get into the realms of growth where you have a team of 20 people or more, your management structure and their individual abilities to lead, manage and motivate people becomes key to your success.

A manager must possess a diverse set of skills and adopt specific strategies tailored to the needs of their team, and it is usually a very different set of skills which got them to be in a management position in the first place – which tends to be competency or expert knowledge in a given field. To give you a flavour of what we mean, here are the top things a manager needs to be able to do:

1. Lead by Example: A manager must set the standard by demonstrating the behaviours and values they want to see in their team. Leading by example builds trust and respect, inspiring employees to follow suit.
2. Communicate Clearly: Effective communication is crucial in leadership and management. A manager should articulate goals, expectations, and feedback clearly and transparently, ensuring everyone is on the same page.
3. Inspire a Shared Vision: A great leader creates a compelling vision that inspires and excites the team. A clear and motivating vision gives employees a sense of purpose and direction towards their individual contribution in achieving it.
4. Empower and Delegate: Managers should empower their team members by delegating tasks and responsibilities according to individual strengths and skills. This fosters a sense of ownership and accountability.
5. Provide Support and Resources: Motivation thrives in an environment where employees feel supported. A manager should ensure their team has the necessary resources, training, and guidance to succeed.
6. Recognise and Reward: Acknowledging and celebrating employee achievements and efforts boosts morale and encourages continued dedication. A simple “thank you” can go a long way in motivating team members.
7. Develop and Mentor: A manager should invest in the professional development of their team members. Providing opportunities for growth and offering mentorship can enhance motivation and loyalty.
8. Encourage Collaboration: Building a collaborative and inclusive culture fosters creativity and teamwork. A manager should encourage open communication and collaboration among team members.
9. Listen and Be Approachable: Being a good listener and approachable leader allows employees to share their ideas, concerns, and feedback without hesitation, fostering a positive and supportive work environment.
10. Handle Conflict and Challenges: Conflict resolution is a vital skill for a manager. Addressing conflicts promptly and fairly helps maintain a harmonious team dynamic and boosts motivation.
11. Promote Work-Life Balance: Recognise the importance of work-life balance and encourage employees to maintain a healthy equilibrium between their personal and professional lives.
12. Lead through Change: Change is inevitable in any organisation. A manager should guide their team through periods of change, offering reassurance, and helping employees adapt to new circumstances.
13. Monitor Progress and Provide Feedback: Regularly track progress towards goals and provide constructive feedback to help team members improve their performance and stay motivated. Don’t underestimate the power of a one to one.
14. Celebrate Success: Celebrate team successes, big and small, to foster a positive and rewarding work environment. Publicly recognising accomplishments boosts team spirit and encourages continued excellence.

We’ve said it before and we will say it again, it is vital to ensure your managers understand these are the areas they are responsible for, and are equipped with the skills, tools and knowledge to be able to do so effectively. Upskilling your existing managers with leadership development can make all of the difference in creating a high-performing and engaged workforce that contributes to the success of your business. Our leadership development programme is delivered in a flexible, adult-learning environment to suit your organisational needs. Get in touch to find out more: [email protected]

Any parents or grandparents reading will be familiar with the story of ‘We’re going on a bear hunt’. In this blog DICE Co-Founder Kate Cousens shares why she thinks running a business is like that story and her top tips for going the distance as a business owner.

There are many differences between running a business and being employed but perhaps one of the key contrasts is that you have to be in it for the long haul and go the distance. As a reformed job hopper, this is something I have found personally challenging in the last five years since working for myself. When I say job hopper, I mean that I was always getting itchy feet after a 18 months or a couple of years and would look to move roles. In the early part of my career that looked like changing organisations….reading job ad’s was a hobby and my CV was always polished and ready to go!

When I became a parent this looked like staying in one organisation but moving roles – sideways and then eventually upwards. None of this did me any harm – in fact I have always felt like it was a major benefit to both myself in terms of keeping me motivated, and also to the organisations I worked for, as I always brought fresh enthusiasm and energy to my work.

This mindset stayed with me in the early years of my business journey too, and it took me a very long time to get comfortable being uncomfortable, which you have to do when you work for yourself. There are no guarantees of success – you have to be visible; you have to sell yourself; you have to pitch for business and run the risk of losing. Like the words in the story: “I’m not scared” became a mantra for me (even when I really was!).

Since forming DICE with Steve Lloyd, the bear hunt, I mean business, has felt less scary as it’s great to have other people on your team to generate ideas, to develop content and to work with clients, but you still have to go the distance. Like in the story, there are still plenty of moments where you reach a muddy patch, or a snowstorm, or a deep dark forest which you can’t go over or under, you just have to go through. You have to trust your wellies and go the distance to catch that bear. So analogy over, here are my 3 top tips for going the distance in business…

1. Know thyself and prosper – I know that keeping things fresh and feeling like I am always moving ahead is important for me, so with that in mind I prioritise me own personal development. I have gone from being a job-ad junkie to a course junkie! Every year I seek out different courses so that I can learn and add more strings to my bow, which also benefits the DICE business too, as I can bring that learning back to share with clients and franchisees. Everyone is different but it really helps to understand what makes you tick and weave that into your business.
2. Prioritise self-care: Self-care means something different to each of us – for me it means getting a good night’s sleep and booking regular breaks in the year where I can switch off from running the business. Running a business always feels like I have homework due – there’s always something I could be doing to make the business better but I also know that when those feelings start to overwhelm me, it is a sure sign that I need a week off from the noise!
3. Ask for help: This is something I struggle with but really want to work on! I am a perpetual ‘do-er’ and have a strong ‘hurry up’ drive (one of the five drivers of Transactional Analysis recognised by Kahler, 1975), which results in me often pushing myself to work harder and do more. Asking for help, either at home or with Steve in the business, doesn’t come naturally to me but I am getting better at it. This year I have even taken the plunge and started to outsource some things that I would
   usually do myself….that is a big step forward for me. Asking for help can look like many different things – getting a cleaner to free up more time at home, moving a meeting time to help give you space to think beforehand, outsourcing things in your business that take up your time which could be better used to help the business go faster, or hiring a business mentor or coach to help you (we know some good ones!).

Unlike ‘We’re going on a bear hunt’, the story of business doesn’t end in going back to bed and hiding under the covers – as much as we might sometimes want to do that! But it is also extremely rewarding, working for yourself means that you are in charge of your own destiny, and you reap what you sow.
If you’re interested in finding out more about what support we offer at DICE, please get in touch – we’d love to meet and find out more about your business and how we can help.

Email: [email protected]

In the dynamic world of running a small and medium-sized business, effective leadership is the compass that guides you toward success. One key aspect of exceptional leadership is having a clear leadership style—a well-defined approach that sets the tone, shapes the culture, and aligns the team’s efforts. In this blog post, we will explore the advantages of having a clear leadership style in your business and some of the different approaches that leaders can adopt.

The advantages of having a clear leadership style:

1. Fosters alignment and direction:

A clear leadership style acts as a guiding light, providing employees with a clear sense of direction and purpose. The result is a cohesive team that is motivated, engaged, and moving in the same direction, amplifying productivity, and efficiency.

2. Builds Trust and Transparency:

In any business, trust is the currency that fuels collaboration and unlocks the full potential of the team. When leaders are transparent about their decisions, communicate openly, and demonstrate consistency in their actions, trust naturally blossoms within the organisation.

3. Empowers Decision-Making and Autonomy:

In a fast-paced environment, quick decision-making is crucial. A clear leadership style empowers employees by clearly defining decision-making authority and granting appropriate levels of autonomy.

4. Cultivates a Positive Work Culture:

A clear leadership style sets the tone for the wider organisational culture, shaping the work environment and employee experience. When leaders embody and reinforce positive values, attitudes, and behaviours, it creates a ripple effect throughout the company.

5. Enhances Adaptability and Resilience:

Small and medium-sized businesses must be nimble, adaptable, and resilient in the face of changing market conditions and evolving customer needs. A clear leadership style provides a framework for agility and adaptability.

There are several different leadership styles and approaches that leaders can adopt, which all vary in terms of the leader’s behaviour, decision-making process, and level of involvement with employees. Some common leadership styles are explained below:

Autocratic Leadership: In this style, the leader holds complete authority and makes decisions without much input from employees. Communication is typically one-way, from the leader to the employees. This style can be effective in situations that require quick decision-making or in industries where strict adherence to rules and protocols is crucial. However, it may lead to low employee morale and limited creativity.

Democratic Leadership: This style emphasises employee participation and involvement in decision-making processes. The leader encourages open communication, seeks input from team members, and considers their opinions before making decisions. This approach promotes employee engagement, creativity, and a sense of ownership. It can be time-consuming, but it often leads to better problem-solving and increased job satisfaction.

Laissez-Faire Leadership: Laissez-faire leaders adopt a hands-off approach, giving employees a high level of autonomy and freedom to make decisions. They provide minimal guidance and intervention, trusting employees to take ownership of their work. This style can be effective in situations where employees are highly skilled and self-motivated. However, it can also lead to a lack of direction, coordination, and accountability if employees lack the necessary skills or clarity.

Transformational Leadership: Transformational leaders inspire and motivate their team members by setting a compelling vision and high standards. They encourage innovation, personal growth, and the development of individual strengths. This style focuses on building strong relationships, fostering a positive work culture, and empowering employees to achieve their full potential. Transformational leaders often have a long-lasting impact on their teams, driving organisational change and achieving exceptional results.

Transactional Leadership: Transactional leaders focus on setting clear goals, establishing performance expectations, and providing rewards or punishments based on individual or team performance. They maintain structure and order, ensuring that employees follow established procedures and meet predetermined targets. This style works well in situations that require efficiency, productivity, and adherence to specific standards. However, it may not be as effective in promoting creativity or intrinsic motivation.

It’s important to note that effective leadership often involves a combination of different styles based on the situation, organisational culture, and the needs of the team. Some leaders may also employ a situational leadership approach, adapting their style to different circumstances or individuals within their team.

What is the leadership style most used in your organisation? Have you defined it? Are all of your people leaders aware of it? If you’d like support with identifying and adopting a preferred leadership style in your business, get in touch – we would love to help.

At DICE, our mantra is that leadership is not a title, it’s a mindset. Whether you’re a seasoned executive or an aspiring business leader, adopting a leadership mindset is the key to driving positive change, inspiring others, and achieving results. But what does it take to cultivate this mindset? Here are five powerful ways to develop and embrace a leadership mindset that will empower you to lead with confidence and impact.

1. Embrace personal growth – leadership begins with a commitment to personal growth. Cultivate a mindset that thrives on continuous learning and self-improvement. Seek out new knowledge, invest in your development, and embrace challenges as opportunities to grow. Adopt a curious mindset, actively seeking feedback and embracing constructive criticism. Remember, a leader who is constantly evolving sets the stage for growth and development in their team.
2. Foster a positive and solutions-oriented attitude – in life, it is inevitable that we face numerous obstacles and setbacks, but what sets some people apart from others is the attitude you have when these occur. Embrace a positive mindset that focuses on solutions rather than dwelling on problems. Try and see challenges as opportunities for innovation and growth – let go of the need to control everything and focus on the action you can take towards something more positive. Persevering in the face of adversity is the epitome of having a leadership mindset.
3. Lead with empathy and Emotional Intelligence – understanding and connecting with others on a deeper level helps you to lead with greater empathy and Emotional Intelligence. Practice active listening, seek to understand different perspectives, and show a genuine understanding of the experiences and emotions of those around you. When you lead with empathy, you create a culture of trust, collaboration, and inclusivity.
4. Develop a vision and inspire – leaders embrace strategic thinking and long-term vision toward where they want to go. Clearly articulate your goals, communicate your vision with passion, and inspire others to join you on the journey. Engage your team by connecting their individual roles to the bigger picture, empowering them to contribute to a shared vision.
5. Help others to succeed – leaders take the opportunity to help other people grow and develop, as well as themselves. Seek opportunities for colleagues, peers, and other members of your team to shine. Foster a culture of trust and autonomy, empowering others to take ownership of their work and unleash their full potential. A leader who empowers their team fosters a high-performing and engaged workforce.

Adopting a leadership mindset is a transformative journey that starts from within. Remember, leadership is not confined to a position; it’s a way of thinking and behaving. Embrace these five ways and unlock your full leadership potential.

If you’ve enjoyed this blog and would like to know more about the work we do to help leaders succeed, get in touch at: [email protected] to find out more.

Culture is the heartbeat of a business, shaping its identity, values, and behaviours. It influences how individuals collaborate, communicate, and work towards common goals. It is the invisible thread that weaves together the collective beliefs, attitudes, and practices that define how work is done. 

There are several different elements to organisational culture, which can be divided into four key areas: 

1. Values and Beliefs:  

Culture is deeply rooted in the core values and beliefs of an organisation. Values such as integrity, innovation, collaboration, or customer-centricity provide a compass for employees to align their actions and behaviours. When they are truly embedded into an organisation, they become guiding principles that shape the ethical standards, priorities, and decision-making processes within the company. 

2. Norms and Behaviours:  

Culture influences the norms and behaviours that are considered acceptable within the organisation. It establishes the unwritten rules that govern how people interact, communicate, and collaborate. These can include practices related to teamwork, accountability, leadership style, or work-life balance, among others. 

3. Communication and Language:  

The way communication flows within an organisation reflects its culture. Open and transparent communication fosters trust, collaboration, and a sense of belonging. The language used, both verbal and non-verbal, helps define the culture’s tone, inclusivity, and overall atmosphere. 

4. Rituals and Traditions:  

Rituals and traditions are symbolic actions that reinforce and celebrate the organisation’s culture. They can range from regular team-building activities, annual events, or reward and recognition programmes. These rituals create a sense of shared identity, promote camaraderie, and contribute to the overall cohesion of the workforce. 

When these things are done well, culture can have a significant impact on the success of an organisation. A positive culture fosters a sense of belonging, purpose, and pride among employees, thus engendering greater employee engagement. It creates an environment where individuals are motivated to contribute their best, leading to higher levels of engagement and job satisfaction. A strong culture also attracts and retains top talent, as individuals are drawn to organisations with values and a work environment that align with their own. 

In addition, when shared values and behaviours are aligned with the company’s strategic goals, it drives employee collaboration, innovation, and productivity. A positive culture promotes effective teamwork, open communication, and a focus on continuous improvement, leading to enhanced performance and competitive advantage. 

Culture plays a vital role in shaping an organisation’s external reputation and brand image. A strong and positive culture enhances the company’s credibility, as customers, partners, and other stakeholders recognise and appreciate the values and principles upheld by the organisation. A culture that promotes ethical practices, customer satisfaction, and social responsibility can be a significant differentiator in the marketplace. 

Finally, having a resilient culture enables organisations to navigate change, uncertainty, and adversity. When a culture embraces learning, agility, and innovation, employees are more receptive to change and can adapt quickly to new market dynamics. A strong culture provides a solid foundation for resilience, allowing the organisation to weather challenges and seize opportunities for growth. 

If your organisational culture isn’t where you’d like it to be – we can help. Get in touch to find out more about our cultural improvement programme. Call us today at 01244 667 191 or email us now on [email protected].

Business consulting, mentoring, and coaching explained.

At DICE, we often get asked whether we are coaches, consultants, or mentors. In actual fact, we move between these three roles all of the time, but we know that understanding the differences between the three types of support can be confusing, so in this blog, we are going to demystify and explain them in turn so that you can understand which one best suits your organisational needs and objectives.

Business Consulting:

Business consulting involves engaging with a professional who provides expert advice and solutions to specific business challenges. Consultants are specialists in their field, armed with extensive industry knowledge and experience. They diagnose problems and offer tailored recommendations to achieve desired outcomes. Consultants often work on a project basis, focusing on strategy development, process improvement, or organisational restructuring. Their primary role is to provide expertise, drive change, and support an organisation in delivering measurable results.

Mentoring:

Mentoring is a relationship-based approach that focuses on personal and professional development. A mentor, typically a seasoned professional, acts as a trusted advisor and guide. They share their knowledge, experiences, and insights to help mentees navigate their career paths, overcome challenges, and achieve their goals. Mentoring relationships are built on mutual trust, respect, and shared values. Mentors offer guidance, provide support, and serve as role models, helping mentees develop skills, expand their networks, and gain self-confidence.

Coaching:

Coaching is a transformative process that facilitates personal and professional growth. Coaches work with individuals or teams to enhance performance, unlock potential, and achieve specific objectives. Unlike consultants and mentors, coaches do not provide direct advice or solutions. Instead, they ask powerful questions, actively listen, and facilitate self-reflection. Coaches support clients in clarifying goals, overcoming obstacles, and developing strategies for success. Through a collaborative partnership, coaches empower clients to tap into their own wisdom, leverage their strengths, and make sustainable changes.

The key differences between each intervention can be explained in four ways:

1. Focus:

• Consulting focuses on providing expert advice and solutions; mentoring emphasises guidance and experience sharing; and coaching centres on personal growth and empowering clients to find their own solutions.

2. Expertise vs. Experience:

• Consultants offer specialised expertise, mentors bring their vast experience to guide mentees, and coaches facilitate self-discovery and learning.

3. Solution-Oriented vs. Development-Oriented:

• Consultants focus on solving specific problems and delivering results, mentors focus on personal and professional development, and coaches focus on empowering individuals to achieve their goals.

4. Direct Advice vs. Self-Reflection:

• Consultants provide direct advice and solutions, mentors share their perspectives, and coaches facilitate self-reflection to help clients find their own answers.

5. Timeframe:

• Consulting engagements are often project-based, and time-limited, mentoring relationships are typically longer-term; and coaching engagements can vary in duration based on the client’s needs.

In summary, consulting provides expert advice and solutions, mentoring offers guidance and experience sharing, and coaching focuses on personal and professional development. We hope you find these definitions useful. There is a time and place for each type of support, as each offers unique approaches to helping individuals and organisations in their quest for growth and success.

Whether you seek expert solutions, experienced guidance, or transformative growth, at DICE, we are ready to support you on your business journey. Get in touch to find out more: call us on 01244 667 191 or email us at [email protected].

5 benefits of using a coaching leadership style for organisational success

Leadership styles have evolved over the years, and one approach that has gained significant recognition is the coaching style. This style emphasises collaboration, empowerment, and continuous growth for both individuals and organisations. In this blog post, we will explore five benefits of adopting a coaching leadership style and how it can transform your team and drive organisational success.

1. Fosters individual growth and development:

A coaching leadership style places a strong emphasis on nurturing the potential of individual team members. By providing guidance, support, and personalised feedback, leaders inspire employees to reach their full potential. Through coaching conversations, leaders identify strengths and areas for improvement and assist employees in setting meaningful goals and developing strategies to achieve them. This focus on individual growth fosters a sense of empowerment, ownership, and commitment within the team.

2. Enhances Employee Engagement and satisfaction:

Engaged and satisfied employees are crucial for an organisation’s success. A coaching leadership style cultivates a positive work environment by promoting open communication, active listening, and mutual respect. Leaders who adopt this style encourage employees to share their ideas, concerns, and aspirations, creating a sense of belonging and value. Through regular coaching interactions, employees feel supported, challenged, and motivated, resulting in higher levels of engagement and satisfaction.

3. Builds stronger relationships and trust:

Effective leadership thrives on trust and strong relationships. A coaching leadership style emphasises building meaningful connections with team members. By demonstrating genuine care and interest, leaders establish an environment where trust and rapport can flourish. Through active listening and empathy, leaders create safe spaces for open dialogue, where individuals feel comfortable sharing their thoughts, concerns, and challenges. This trust and rapport foster collaboration, encourage teamwork and ultimately lead to higher levels of productivity and innovation.

4. Encourages continuous learning and innovation:

Coaching leaders embrace a growth mindset and encourage their team members to do the same. They recognise that learning and innovation are catalysts for success in today’s rapidly evolving world. By asking thought-provoking questions, challenging assumptions, and supporting experimentation, coaching leaders create an environment conducive to continuous learning and innovation. They empower individuals to explore new ideas, take calculated risks, and contribute their unique perspectives, thus driving creativity and adaptability within the organisation.

5. Develops future Leaders and successors:

One of the most remarkable benefits of coaching leadership is its ability to develop future leaders within an organisation. By investing time and effort into mentoring and guiding their team members, coaching leaders not only enhance their employees’ skills and capabilities but also cultivate a pipeline of potential leaders. Through coaching, leaders impart valuable knowledge, share their experiences, and provide opportunities for growth and development. This approach ensures a sustainable leadership succession plan, creating a robust and agile organisation ready to tackle future challenges.

Embracing coaching leadership is not just about achieving short-term results; it is an investment in long-term success, enabling individuals and organisations to unlock their full potential and achieve remarkable outcomes.

If you would like to embed a coaching leadership style in your organisation, we can help. Get in touch today to find out more.

Keeping your people motivated

If you are a manager of people, you will know that one of the most important parts of your role is to keep people motivated so that they can go the distance, put in the work, and achieve results. In this blog post, we’ll explore several ways people leaders can keep people motivated and create a culture of growth and excellence.

Provide meaningful feedback and recognition:

Providing meaningful feedback and recognition can really help motivate and lift people up. Regularly acknowledge the efforts and accomplishments of individuals on your team. Offer specific and constructive feedback to help them grow and improve. Recognise their unique strengths and contributions, and let them know that their work is valued. By offering genuine praise and feedback, leaders boost confidence, motivation, and a sense of purpose among their team members.

Foster a culture of trust and psychological safety:

Create an environment where team members feel safe to express their ideas, take risks, and learn from mistakes. Encourage open and honest communication, actively listen to their concerns, and value their perspectives. When people feel heard and respected, they are more likely to contribute their best ideas and efforts, leading to increased engagement and personal growth.

Support professional development and growth:

People leaders have the responsibility to nurture the growth and development of their team members. Provide opportunities for learning and skill-building through workshops, training, or mentorship. Encourage individuals to set personal goals/objectives and help them create a roadmap for achieving them. Offer guidance, resources, and constructive feedback to support their professional growth. A leader who invests in the development of their team members not only lifts them up but also cultivates a high-performing and engaged workforce.

Empower and delegate:

Delegate meaningful responsibilities and empower team members to make decisions and take ownership of their work. Give them the autonomy to explore new ideas, experiment, and learn from their experiences. When people feel trusted and empowered, they are more likely to step up, contribute their best work, and unleash their full potential. A leader who empowers others creates a culture of ownership and accountability.

Be a role model:

Embody the qualities and values you wish to see in others. Show empathy, kindness, and appreciation for the diverse perspectives and contributions of your team members. Lead by example and inspire others to strive for greatness. Your actions and attitude will set the tone for the entire team.

If you’ve enjoyed this blog and would be interested in finding out more about the work we do to support people managers with motivating their teams, get in touch with us: [email protected]

Hello, fellow goal-driven entrepreneurs! Can you believe we’re already halfway through 2023? June is the perfect time to pause, reflect, and recalibrate your business goals. Whether you’re on track or need a slight course correction, reviewing and resetting your goals mid-year is a crucial step to ensure your business growth ambitions stay on the right trajectory. So, grab a cup of motivation and let’s dive into these 10 tips on how to review, reset and recharge your business goals for the remainder of the year:

1. Evaluate your progress – start by reviewing your goals set at the beginning of the year. Assess how far you’ve come, what you’ve accomplished, and any gaps or challenges you’ve encountered. Be honest with yourself and analyse your wins and areas for improvement.
2. Celebrate achievements – take a moment to acknowledge and celebrate your achievements thus far. Recognise the milestones you’ve reached and the progress you’ve made. Celebrating successes fuels motivation and creates positive momentum for the rest of the year.
3. Identify lessons learned – reflect on the lessons you’ve learned during the first half of the year. What strategies worked well? What didn’t go as planned? Use these insights to refine your approaches, adjust your tactics, and optimise your goal-setting process moving forward.
4. Revisit your vision – your vision serves as your North Star. Reconnect with your long-term vision and assess if it needs any adjustments. As your business evolves, it’s natural for visions to evolve too. Ensure your goals are still aligned with your overarching purpose and values.
5. Analyse market trends – stay informed about market trends, industry shifts, and consumer behaviour. Analysing these factors will help you identify new opportunities or potential threats to your business. Stay nimble and adjust your goals to stay ahead of the curve.
6. Set priorities – prioritisation is key when reviewing and resetting goals. Identify the most critical objectives that will have the greatest impact on your business growth. Focus your energy, resources, and time on these high-priority goals to maximise your chances of success.
7. Set stretching but attainable goals – strike the delicate balance between ambition and achievability. Set goals that push your limits yet are still within reach. Stretching goals challenge you to grow, innovate, and reach new heights, while realistic targets ensure you maintain motivation and avoid overwhelm.
8. Break it down – break your goals into smaller, manageable milestones with specific deadlines. This approach allows you to track progress, stay accountable, and maintain a sense of momentum throughout the rest of the year. Bite-sized tasks are easier to tackle and build upon.
9. Develop your next 6-month roadmap – a roadmap outlining your plan of action p transforms your goals from aspirations into actionable steps. Outline the specific actions, strategies, and resources needed to achieve each goal. Assign responsibilities, establish timelines, and track progress to ensure steady progress towards your objectives.
10. Regularly review and adjust – goal setting is a dynamic process, not a one-time event. Schedule regular check-ins to review your progress, evaluate your strategies, and adjust as needed. Adaptability is essential to keep your goals aligned with the ever-changing business landscape.

With these tips, you’re well-equipped to review your business goals mid-year to reset and recharge for the remainder of the year. Remember, reviewing and adjusting your goals is not a sign of failure; it’s a sign of adaptability and growth. Embrace the opportunity to course correct, aim high, and set the stage for remarkable success in the second half of the year. Cheers to your continued business growth!

And if you’d like any support with this process, get in touch – we love to help fellow business owners and entrepreneurs with strategic goal setting. Drop us a line at: [email protected] or over on LinkedIn.