Paul B. Brown recently blogged about how the best leaders model the behaviour they want. The article, posted recently on Forbes.com, pointed out that employees spend a great deal of time observing the behaviour of their bosses. Moreover, what a boss does is just as important as what he says, if not more so. 


Brown provides an example of a workforce in a car dealership he once visited. The dealership  had been run by the same family for generations and  significantly dominated the car market in the region. The owner himself was described as a quietly charming man who was seldom known to raise his voice. 

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Great leaders are also great listeners

Posted on Thursday, 18 July 2013 in Leadership

We’re constantly reminded of the importance of great communication skills when it comes to effective leadership. Most of the time we associate effective communication with the ability to convey a message accurately, but what about the equally important aspect of communication which relates to receiving messages well? 

Five ways to become the leader your team needs

Posted on Wednesday, 15 May 2013 in Leadership

In today’s competitive business environment, a great team is essential in ensuring an organisation’s success in achieving its business goals.  A great team leader can be the difference between having a motivated team that works together well or a fragmented team of individuals all pulling in different directions. As Mark Sanborn, a leadership development coach, points out, there are not many natural born leaders, but many team leaders train themselves by learning from others and through personal experience, in order to improve their team leadership skills.

Richard Stengel’s book Mandela’s Way – Lessons of Life illustrates Mandela’s leadership style:  “Leadership at its most fundamental is about moving people in a certain direction – usually through changing the direction of their thinking and their actions.  This is not necessarily done by charging out front and saying “Follow me”, but by empowering or pushing others to move forward ahead of you.  It is through empowering others that we impart our own leadership and ideas.”

The traditional role of HR within an organisation is often defined as “managing the employees within a company, who collectively contribute to the achievement of the company’s strategic objectives”. It is the individual people who make up an organisation and contribute to its success.  HR assists the organisation by attracting new employees, developing the skills required to meet the organisation’s goals, and ultimately creating a loyal and motivated workforce. 



Do you feel like your employees have fallen 'out of love' with the organisation?  We have summarised a few points on why they’re just not that into you

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