In Australia, almost one half of organisations are not effective in finding and developing leaders, which identifies some critical challenges for employers if they are to take advantage of the economic recovery – this situation has been revealed in a recent study by Drake International.
The report, Gearing up for Growth, found that 44% of organisations rated themselves not effective in finding and developing leaders. Furthermore, improving retention of skilled employees was the most important people challenge facing employers in a growing economy. This was mirrored in the report’s findings that 72% of organisations expect to face skills shortages this year at the same time as accelerating staff turnover, with one-quarter of employees expecting to move employers in 2010. “With economic recovery now gathering pace, as further evidenced by the IMF forecast, employers are recognising that they have a critical challenge to remotivate and engage their workforces [and] leadership will be one of the key drivers behind the growth that corporate Australia and businesses will have to focus on.”
Improving the retention of skilled employees was also top of the list of people management priorities for employers (94%). Whilst this is an Australian study, the same could be said of countries such as Singapore. This situation is partly caused by cutting back on leadership development during the downturn and so the wisdom of a strategic approach to leadership development is now evident.
As a Leo/Ox I don’t believe much in hororscopes but with Chinese New Year celebrations in full swing I cannot ignore the current zeitgeist.
According to the Chinese Zodiac, the tiger is a symbol of power and authority and therefore leadership; unfortunately the style of leadership represented is poor on relationship.
Poor people leadership is something I encounter on a daily basis; just recently I was conducting a Coaching for Managers program and one senior manager told me his boss had refused to attend saying, “I don’t believe in that s#!t”
On the flip side I have been working with some great people, recently, who really believe in developing people-skills and are seeing the business results to confirm their belief.
If this is your first or fiftieth time reading this blog, I hope my posts, in some small way, make the Year of the Tiger profitable, productive and harmonious for you.
2009 could be associated with many negative emotion; fear, anxiety, uncertainty, regret etc. This is not all bad because emotions have ‘motivational consequences’. If we view our emotions as a feedback system, we can use the information to change our behaviours or make better choices. Continue Reading »
As Christmas approaches we get time to reflect upon what we have learned from 2009; here are a few things that come to my mind.
It has undoubtedly been a tough year with a global financial meltdown and H1N1 amongst the challenges we have all faced – so what have we learned? Continue Reading »
Self Leadership International’s CEO, Andrew Bryant bccame a Certified Speaking Professional in 2009 and was recognised at the Asia Profressional Speakers Singapore Convention in 2010 (see video).
The Certified Speaking Professional (CSP) designation, conferred by the National Speakers Association (USA and Australia) and the Global Speakers Federation, is the speaking profession’s international measure of professional platform skills. There are less than 550 CSP’s in the world and only 3 currently in Singapore.
If you are a meeting planner or planning a conference, hiring a professional speaker who has achieved CSP means that you have insured that your event will be a success because the speaker has demonstrated competency in:
Professional platform skills
Professional business management
Professional education
Professional association
In addition the speaker has received excellent ratings from past clients on performance evaluations.
Andrew Bryant, CSP is an international thought leader on Self-leadership and leading others and has delivered numerous high impact speaches on these topic.
If you are a speaker or want to become a professional speaker I highly recommend that you join a GSF association, such as the Asian Professional Speakers Singapore.
Just a quick note to let any of our readers know that I will be in Thailand twice this month, conducting leadership training.
If anyone is interested in meeting me to discuss your leadership or executive coaching requirements feel free to contact me via the Self Leadership website contact page www.selfleadership.com.
At our self leadership programs we emphasise the importance of turning ideas into action or closing the ‘knowing-doing’ gap. Zurina is the embodiment of this principle and once again she has demonstrated her commitment to transform thoughts into reality.
Zurina loves taking photographs and one year ago decided that she would like to make her passion a career – not a new concept but the difference is how she executed this idea. In April 2009 she charged for her first professional shoot, today (12 months later) she is a busy photographer and is having her first gallery exhibition, ‘Shades of Pink’. Continue Reading »
We now take for granted our ability to share ideas, opinions and facts instantaneously and across borders, but prior the the early 1980′s this was not possible. See an old CBC news report on the birth of the internet.
In 1984 the number of internet devices was 1000, in 1992, 1,000,000 and in 2008, 1000,000,000!
To reach an audience of 50 million it took Radio 38 years, Tv 13 years, iPod 3 years and Facebook 2 years!
In 2007 there were 2.7 Billion Google queries/month in 2008 31 Billion! Who did we ask those questions BG (before Google)?
And the internet is changing our lives in other ways; in 2007 one in eight couples who married in the USA met on the internet!
It is so easy to take the internet for granted and Gen Y have never lived without it – and people ask the question , “what’s next?”
The other question is, “what remains the same?”
People still need to exercise self leadership, they still need to communicate effectively and influenceothers; they still need to learn, grow and find meaning and happiness in what they do. Thankfully the internet helps us to find the resources to do these things.
When I speak about leadership at a conference or workshop, I often talk about my children, Tasha (3 1/2) and Nathan (22 months). This is for a couple of reasons, firstly and selfishly because I am a proud father, secondly because it builds rapport with the audience and thirdly and most importantly because they are good examples of leadership and influence principles. In this blog post I wanted to share 3 such leadership principles.
1. Modeling Behaviour
Every parent knows that children are great mimics, they watch you like a hawk and duplicate your behaviour. This can be amusing, as when Tasha first started painting her nails after watching my wife or Nathan picking up my tennis racket and saying, “like daddy.” The dark side of this modeling is when children mimic the aggressive behaviour of adults, which was demonstrated by Dr. Albert Bandura with the Bobo Doll experiment and is evidenced in war torn areas of the world where children carry weapons.
Adults to0 model behaviour which is why the leaders of any team or organisation must “walk the talk”, they must be the model for the behaviours they wish to see duplicated. Talk is cheap – action is real.
2. Validation
Both Tasha and Nathan like to clap themselves when they do something right and they both beam when Zurina and I give them praise. As a leadership consultant I know how important it is that I continue to praise even moderately good performance as research by Dr Ethna Reid shows that teachers who get the best results, validate regularly. Successful teachers also alternate between teaching and questioning (testing) for comprehension.
In leadership and management in a hectic paced world it is all too easy to criticise poor performance and to tell rather than ask. In our leadership for managers program, we emphasise and rehearse the arts of validation and asking good questions.
3. Story Telling
Children love stories and interpret our cultural moral code from those stories. Tasha knows who are the good princesses (coutesy of Disney) and who is the evil queen, Nathan is learning from Thomas the Tank Engine that when you break the rules you go off the rails, he even exclaims very loudly “oh no!” when this happens.
Effective leaders also tell stories that let their followers know what the vision and culture of the organisation is. These stories get retold and strongly influence the behaviour of the team or workforce. When I was teaching coaching skills at Singapore Airlines I noticed how they regularly used stories of exemplary customer service to validate and reinforce the behaviour of going the extra mile service (GEMS).
Perhaps you have other Leadership Principles you have learned from children – feel free to share.
Executive Coaching has come of age, and is now viewed as an effective way of developing leaders.
I was recently asked to contribute to a book on executive coaching by Dr Susie Linder-Pelz who wanted me to share my perspectives on Executive Coaching in Singapore and Asia. To get the full scoop you will have to buy the book but here are a few things that might interest HR professionals or those looking to engage an executive coach. Continue Reading »
In Australia, almost one half of organisations are not effective in finding and developing leaders, which identifies some critical challenges for employers if they are to take advantage of the economic recovery – this situation has been revealed in a recent study by Drake International. 
As a Leo/Ox I don’t believe much in hororscopes 
but with Chinese New Year celebrations in full swing I cannot ignore the current zeitgeist.
Just a quick note to let any of our readers know that I will be in Thailand twice this month, conducting leadership training.
We now take for granted our ability to share ideas, opinions and facts instantaneously and across borders, but prior the the early 1980′s this was not possible. See an old 
When I speak about leadership at a conference or workshop, I often talk about my children, Tasha (3 1/2) and Nathan (22 months). This is for a couple of reasons, firstly and selfishly because I am a proud father, secondly because it builds rapport with the audience and thirdly and most importantly because they are good examples of leadership and influence principles. In this blog post I wanted to share 3 such leadership principles.
Executive Coaching