Inspire Potential

In this crazy, busy world, leaders need to change even faster. Often trying to be more agile and achieve more with less is a constant and tiring struggle. You can break out of the cycle of craziness and become much more effective when you understand your energy and motivation. Knowing your own energy, giving motivational drivers and those of your team, your colleagues, clients, customers and key stakeholders, cuts through the craziness and helps you deliver what’s needed simpler, better and faster. We were lucky enough to have the opportunity to chat with Jane Thomas on a webinar about the brilliant new book book, ‘Mapping Motivation for Leadership’ that she wrote with the Creator of Motivational Maps, James Sale.   You can catch up on the webinar below. The problem is, our energy-giving motivators are as dynamic and changing as the world around us. It is as important to understand which motivators GIVE you energy and which one’s DRAIN your energy. Many people are li

The world is increasingly moving in unexpected ways. Are you moving with it? Fast enough? Is the world outside your organisation changing faster than inside? Is your outside world changing faster than your inner capacity to be agile? Are you and your team adapting fast enough? These questions I ask of myself and of the leaders and teams we develop at Full Potential Group. Sparked by a groundbreaking session by Frans Johansson at the global ICF conference in Prague. The 6 steps of his new model for navigating unpredictability are: Always look for opportunities to change the rules of the game- question your assumptions and ensure you have diverse perspectives to reframe your thinking Draw inspiration from fields and cultures other than your own-leverage expertise and fine the sweet spot intersection between different perspectives and experiences Place more bets and try more ideas. All new ideas are combinations of existing ideas. Picasso experimented with 50,000 works o

How do you as a leader deliver on strategy? How do you help your most valuable resource, your people, to deliver the best results and get things done to the best of both their individual and collective ability?  How many times do high potential teams fail to deliver the great results, where do teams get stuck?  What are the top tips to help the shift towards greatness? How can you pool everyone’s skills, knowledge, potential and expertise for the best results? 3 strategic ways to get the most out of your talent so they execute on strategy: Boost coaching and effective delegation for optimal performance Stimulate action learning for accountability and execution Embed mentoring to short-cut experience and build a learning culture Boost coaching and effective delegation for optimal performance Are the right people doing the right jobs? Are they getting things done through  effective delegation and coaching skills? How many times have you or someone in one of your teams fo

One of the elements of catalytic leadership is understanding motivation ( Developing Catalytic Leaders to Drive Change ). Why is it so important for a leader to be aware of what motivates his/her people? Often there is an assumption that what motivates the leader motivates other people, however, this assumption is highly detrimental to the team’s dynamics and, rather than improving the energy, it can lead to conflicts. Instead, highly motivated people are: - 50% more likely to exceed their performance targets - 18% more productive - 49% less likely to leave - 4.5x revenue growth in organisations with highly engaged employee Here are three reasons why understanding people’s motivation is crucial to effective leadership: 1. Speed and adaptability to change There are 9 motivational drivers, which can be categorised in three clusters, according to Motivational Maps, created by James Sale. The clusters are Relationships, Achievement and Growth, they differ in how

What are the 3 lessons we can learn from Brené Brown? She is a researcher on vulnerability, courage and authenticity, and works with business leaders to create an organisational culture where it’s okay to be vulnerable. Lesson 1: Accept being uncomfortable and have honest conversations. Let’s rumble! “A rumble is a discussion, conversation, or meeting defined by a commitment to lean into vulnerability, to stay curious and generous, to stick with the messy middle of problem identification and solving, to take a break and circle back when necessary, to be fearless in owning our parts.” From https://brenebrown.com/articles/2019/05/01/lets-rumble/ Lesson 2: Listen to shame. Shame is an unspoken epidemic, which underlies many broken behaviours. Watch Brené Brown’s talk on TED: https://www.ted.com/talks/brene_brown_listening_to_shame?utm_campaign=tedspread&utm_medium=referral&utm_source=tedcomshare Lesson 3: Choose courage over comfort In a