Leadership in 180 Seconds – Details, episodes & analysis

Do you get excited about motivating your team? Do you love to get up in front of the crowd? To rally the troops? You might have the Working Genius of Galvanising.

I am spending a number of episodes running through the Working Genius model: It is a self-awareness model which helps you understand what brings you joy and energy in your work. Being a model that directly correlates to the work process, it helps us and our teams become more productive at work.

The Genius of Galvanising is about rallying and motivating people, often around projects, ideas or initiatives. People with the gift of Galvanising derive joy and energy from inspiring and persuading others to take action to get things moving, even if it involves convincing them to rethink or change their plans. Galvanising is relatively easy to identify as it is an observable and often public activity. The benefits of this genius include nurturing people’s excitement about potential by building energy and momentum around a program or idea. 

What people with the Genius of Galvanizing tend to think and say:

“Come on everyone; this is a huge opportunity.”

“Let’s get going.”

“Are we all on board with this?”

“Does everyone here understand why we need to do this?”

What others think and say about people with the Genius of Galvanizing:

“He’s got so much energy and passion for what we’re doing.”

“She can’t hide her excitement.”

“He’ll stir up momentum when we need it.”

“You can always count on her to get us going.”

I have the genius of galvanising and so I find it brings me joy to galvanise, to rally people, to build teams, to create unity in teams. I remember spending time with one particular leader years ago. This leader was incredibly good at getting things done, she was a real servant leader. But she couldn’t delegate or invite others to help. It really frustrated me. Now perhaps there is some growth for her in this too. However the Working Genius has helped me to see that galvanising is going to come very naturally for some and for others it will cause frustration and angst. 

So if you have the genius of galvanising, make sure you use it to rally your team and bring energy to your workplace. Perhaps you are a team leader and you don’t have the genius of galvanising. It is ideal here, to find someone who does have the genius of galvanising within your team and leverage their genius to ensure your team is feeling energised in their work. 

Steve Jobs likely had the Genius of Discernment. When visiting Xerox, he spotted unused technologies like the mouse and graphical interface and immediately felt they were the future of computing. He returned to Apple and incorporated them into the early Macintosh. Jobs often said he didn’t come up with many ideas, but he had a gut feeling about what would work—this is the essence of Discernment.

I am spending a number of episodes running through the Working Genius model: It is a self-awareness model which helps you understand what brings you joy and energy in your work. Being a model that directly correlates to the work process, it helps us and our teams become more productive at work.

The Genius of Discernment is about making good judgments based on instinct and intuition. It involves recognizing patterns and evaluating ideas without relying on data or expertise. People with this genius thrive on assessing whether an idea is sound or needs refinement, finding joy in making decisions that shape great outcomes.

People with Discernment often think and say things like:

“Now, that’s a great idea.”

“This isn’t going to work.”

“Tell me more about your proposal; I think you’re on to something.”

Others often say about them:

“Ask her. She always seems to have the best advice.”

“He has uncanny intuition. I trust his gut.”

However, there’s a shadow side. Confident Discerners can become brash or dismissive, quickly shooting down ideas that aren’t fully developed. This can cause tension in teams or relationships. When used wisely, Discernment helps refine untested ideas into something truly valuable.

If you have the Genius of Discernment, don’t be quick to dismiss ideas outright. Instead, ask thoughtful, discerning questions. This will reveal if an idea needs to be abandoned or developed further. Through this process, you not only contribute to the idea’s improvement but also make the person presenting it feel valued, fostering collaboration.

If this reminds you of someone, they might have the Genius of Discernment. Next time you’re refining an idea, seek out a healthy discerner—they’ll help you hone it into something great.

Have you found yourself with a team member who is not performing because of fear and anxiety? Have you had a team member who you struggled to lead because they were dealing with anxiety?

Before I go further, let me clarify. I’m not here to teach you professional techniques for dealing with extreme anxiety. It’s important as leaders to understand our boundaries and refer on when necessary.

If you are trying to support someone who is facing anxiety, coming at the issue head on often won’t work. Let me explain. When we are dealing with anxiety or any overwhelming emotion, our frontal cortex, our reasoning brain ceases to operate well. When someone offers advice we find ourselves unable to properly process and it often causes anger and frustration for both persons.

The first and most helpful thing for a person in such a state is to recognise the anxiety. A simple comment like, ‘This project is causing you a decent amount of anxiety. Is that right?’ Or ‘I’ve seen a change in behaviour, and I want you to know I see you and I am here to support you’. When a person realises they have an ally it helps the anxiety valve start to release.

The next best step at this point is to ask questions. ‘What is it about this project that has you feeling anxious?’ ‘Is there anything at home contributing to what is happening?’ ‘Are you finding it difficult relating to someone on the team?’ ‘Are you concerned that you won’t finish the project on time?’ By asking questions you are encouraging them to move back to a reasoning state and it gives them a sense of control. This is vital.

If the answer to one of your questions is ‘no’. That’s fine, you haven’t bombed out. You have gained clarity on the issue and you are offering the person an opportunity to think through what is really happening within them.

The clarity you gain may help you understand what you can do to support them practically. Or the opportunity to talk things through may give your team member the clarity of mind to start working productively again.

In our society we are not taught to ask questions. So few of us are good at genuinely asking questions and listening. It is a skill you need to learn as a team leader. If you’re keen to learn more, contact me, I’d love to coach you, so that you can better coach your team.

Leadership often comes with a fair share of anxiety, whether it’s stepping into a high-stakes meeting, delivering a critical presentation, or making tough decisions under pressure. For many executives and senior leaders, these moments of anxiety can undermine confidence and performance. However, groundbreaking research by Amy Cuddy, a social psychologist and Harvard Business School professor, offers a practical and accessible solution: power poses.

Amy Cuddy's research, which she shared in her TED Talk "Your Body Language May Shape Who You Are," has resonated with millions around the world. With over 25 million views, her talk is one of the most listened to TED Talks ever, underscoring the universal relevance and appeal of her findings.

Cuddy's research centers around the concept of "power poses" — expansive, open postures that individuals can adopt to influence their own feelings of confidence and reduce anxiety. The idea is simple yet powerful: by adopting a body language that signifies power and dominance, even for just two minutes, we can trick our minds into feeling more confident and less stressed. This is because our body language not only communicates to others but also sends signals back to our brain about how we feel.

One of the most famous power poses highlighted by Cuddy is the "Wonder Woman" pose, where you stand tall with your legs apart, hands on hips, and shoulders back. Another effective pose is standing with your arms stretched wide open or raised above your head. These poses are in stark contrast to low-power poses, which involve closed, constricted postures, like crossing your arms or hunching over.

The science behind power poses is rooted in hormonal changes. Cuddy's studies revealed that after holding a power pose for just two minutes, participants experienced an increase in testosterone (a hormone linked to confidence) and a decrease in cortisol (a hormone linked to stress). This hormonal shift helps individuals feel more powerful and less anxious, providing a valuable tool for leaders facing challenging situations.

For executives and senior leaders, implementing this strategy can be particularly beneficial. Before entering an anxiety-inducing meeting or delivering a high-stakes presentation, taking a moment to adopt a power pose can set the stage for a more confident and composed performance. This simple practice can help in projecting a strong leadership presence, making it easier to navigate high-pressure scenarios with poise and assurance.

Leadership anxiety is a common challenge, but it doesn't have to be debilitating. By leveraging Amy Cuddy's insights on power poses, leaders can harness their body language to boost confidence and reduce anxiety. So, the next time you find yourself on the brink of a nerve-wracking meeting, take a few minutes to stretch out, stand tall, and let your body tell your mind that you are ready to conquer whatever comes your way.

Alright, here’s a statistic straight from my own research. And if you think it's off, feel free to send me a letter of objection! 100% of leaders will experience some level of anxiety at some point in their careers.

Over the years, I've met hundreds, if not thousands, of leaders, and whenever the topic of leadership anxiety arises, not a single person has told me they've never experienced it.

Here is my disclaimer: I work with leaders who want to empower their people - so I have not spent a lot of time with leaders who don’t care for their people. The leaders who value what I bring are leaders who understand that the team will create so much more together rather than individually. They genuinely build and create workplaces that people thrive in. If you are one of these leaders then I suspect you are nodding your head as I say, 100% of leaders will experience a level of anxiety at some point in their lives.  

I remember when as the chief decision maker I was working with a board who came to believe I was too progressive for what they wanted. Meeting after meeting we could not reach consensus. So many within the organisation loved the fresh perspective I brought, but the board did not. That was a really difficult period of my life and I had to deal with significant leadership anxiety. That is certainly not the only fear I have felt as a leader. I share it so if you are going through an anxious period - understand that you are not alone. 

Last week, I spoke about how I keep a note on my computer called ‘anxiety’. Today I am sharing two more insights to help you deal with any workplace fear you might encounter. 

Number one: make sure that you talk to a mentor, a close friend or a counsellor. I have a support network of great people I know I can call to download.  And I do. The encouragement of these people enables me to see different perspectives. I really couldn’t be a leader without the support of close friends, family and professionals in my life. If you think that it is a sign of weakness that you would reach out to a friend to talk, well, maybe it is. But if you check the diary of the most successful people in business and politics you will find that they all had multiple someones they could talk to; a coach, a mentor, close friends and counsellors. 

And number two: if you have a faith, I encourage you to bring God into the equation. Quoting St. Paul we read, ‘be anxious for nothing, but in everything make your requests known to God and the peace of God will consume your heart and mind in Christ Jesus’.  Prayer and meditation is so good for bringing peace and calm. It reminds me that God is in control, and I really believe that God is active in answering our prayers.  Even if you don’t regularly pray, give it a go, I believe our Creator loves to hear from us.

If you’re feeling anxiety, we can overcome it together, it doesn’t have to overwhelm you. I believe you are leading where you are to bring life, joy and empowerment to those around you!  And the anxiety you might be feeling or might one day feel doesn’t need to stop you in your tracks. If you’re looking for a coach to help you achieve your goals, to reduce your anxiety, give me a call.

The next couple of podcast episodes are on a topic that I hear about from leaders regularly but only when we really know each other. Fear. 

Fear is not something that leaders like to talk about and yet, the deeper that I come to know leaders the more I realise this is a regular emotion for leaders.

I have had to deal with my own fears and anxieties as a leader and see that any leadership role comes with pressure which leads to fear or anxiety. The questions that go through a leader’s mind are endless.  And when we let them, they can overwhelm us and that is when the anxiety starts controlling our lives.  If we are being controlled by anxiety, we don’t move forward, we stay put where we are.  We don’t reach for our aspirations.

However when we master our fears, when we can face our anxieties then we can move beyond them, we can continue leading with confidence even if we don’t feel ready.  We can recognise our trigger points and find ways to work around them.

If this is a topic that you want to explore more, I want to point you to an excellent podcast led by Steve Cuss. Check out stevecusswords.com.  Steve has spent the last 16 years considering how to Manage Leadership Anxiety, largely because he realised how much he had to deal with it himself.  

Steve’s research has found that leaders are confronted with between 30 to 70 triggers that lead to anxiety.  Triggers like the need to be appreciated, concern for how our work is affecting our health, or avoiding difficult team members, fear of burning out, fear of something happening to children or loved ones.  

Now coming to understand that many of us deal with such trigger points is liberating for me. I realise I am not alone.  I am not the only one who feels fear. So today I am going to offer a single suggestion to help you deal with your fears.

I keep a note on my computer and every time I feel anxiety, I write the thought or question which is causing me fear. Why and how does this work? It is effectively the same concept as journalling which many psychologists recommend. It enables you to name the fear and then gives you capacity to understand it is there without it becoming a debilitating force within your emotional capacity. Now that I have named it and thought it through, it no longer has a binding hold on me.  

I hope you are enjoying a season in which you are not dealing with anxiety. But if you are, understand that you are not alone in what you are experiencing, and as you face your anxieties and work through them you are becoming a more authentic, effective leader. What you provide to others and your organisation as a leader who empowers is vital to a strong and healthy workplace.

If I came to you and said I could help you earn significantly more than you are earning now by improving one thing, would you be interested? People with high emotional intelligence, or EQ, earn up to $29,000 more per year than those with lower EQ! That’s worth considering, right?

I want to share a personal example: Some time ago, one of my team wrote a 7 page letter to the board where I was working with a whole bunch of things I was doing wrong and effectively asked them to fire me. You can imagine, it didn’t make me feel great. I asked the chair of the board if they would be a mediator for the conflict resolution meeting. He was a wise man and knew that mediation was a good step.

I didn’t feel great about all the accusations. It would have been very easy to have walked into that meeting and said to the team member, ‘you have no idea what you are talking about, you’re out of line.’

I didn’t. I gathered my nerves, I asked the team member to go through the issues. And despite the bubbling anger, and frustration, I aimed to calmly listen and respond only when absolutely necessary. Once the team member had said all she needed to say, I gave a recap and then asked if she would appreciate responses to these things. She did. I responded to every one of the accusations, sharing as much about my decision making processes as I could without sharing sensitive information. I named some of the emotions she was experiencing and apologised for causing her angst and thanked her for being willing to discuss these issues with me. By the end of the meeting which was over 2 and a half hours, that team member gave me a hug and thanked me.

If I had reacted to my emotions or the emotions of my team member, that meeting would have ended very differently.

By being actively aware of your emotions and others; by fostering an environment of empathy and respect, you can inspire your team to work more harmoniously, to enjoy work more, to have positive work relationships and where a person has a positive environment they will be more productive, loyal and will strive towards greater output. 

Here are some clear steps you can take to increase your emotional intelligence:

Develop Self-Awareness: Reflect on your emotions and behaviours. Understand what triggers your reactions and how your emotions affect others. If you haven’t heard them already, the last ten episodes of my podcast are all a part of a self-awareness series. There are some great tips here. 

Learn to Pause Before Responding: Take a moment to reflect before reacting, especially in stressful situations. This can prevent impulsive reactions and help you respond more thoughtfully. This is certainly one I need to work on!

Listen to Understand: Focus on truly hearing what others are saying, rather than planning your response. This builds trust and respect.

Practice Empathy: Make an effort to see things from others' perspectives. Welcome diverse viewpoints and strive to understand them.

Seek Feedback: Ask for constructive feedback from your team and peers to understand how your behaviour impacts others and where you can improve.

Until next week, keep leading with self-awareness and purpose, and watch as your EQ—and your success—soars.

The first couple seasons of Ted Lasso were fantastic! In season 1 there are even some great lessons about leadership. And the writers seemed to find a way to keep it real and comedic at the same time. 

However this morning I want to use the part of the story throughout season 2 where Ted finds himself curled up in a ball in the middle of a game with what appears to be an anxiety or fear issue. He starts going to see the team counsellor. It is a difficult process for him.  He has spent time with counsellors in the past and it sounded like it went badly.  Towards the end of one of the episodes the counsellor tells Ted (excuse the language), ‘The truth will set you free, but first it will piss you off!’

This is a misquote from the biblical passage in John chapter 8 when Jesus says, ‘You will know the truth and the truth will set you free’. Nonetheless, there is some good to learn from this misquote.

Coming to grips with the truth of who I am is perhaps one of the most difficult and frustrating journeys I have embarked on. See, when I am blissfully unaware about how people might feel intimidated or dismissed by me, it can be easier than facing the truth, seeing the reactions of others, owning what I have done, apologising, dealing with how another feels and then putting in the effort to unlearn my bad characteristics.

Learning about our strengths is incredibly uplifting. And so it should be! Self-discovery of our weaknesses and growth areas; this is difficult. This is the point here: 

When I accept and embrace the truth of my strengths and my weaknesses, when I learn to grow through it, when I surround myself with people who complement my weaknesses, I find myself liberated. The truth of who I am really has set me free. Even if I did have to be pissed off first!

Not only do I find freedom in truth, there are a whole bunch of knock on effects. I become more humble because I recognise that I have weaknesses like everybody else. It is easier to have compassion for others who are reacting out of weakness, because I have been there too. I become more accepting of various personality traits, because I recognise that all personalities have strengths and weaknesses.

And when it comes to my strengths? I recognise, value and am appropriately proud of my strengths and know the importance of maximising these and using these gifts to help others. 

I encourage you today to notice the characteristics that make you great! And I encourage you to know your shadow sides. When we hold that tension well we lead out of humble strength.

When it is all said and done. When Jesus talks about learning the truth that will set us free, He is referring to Himself. He is the ultimate truth. See I believe that Jesus is the one who created me, and therefore He knows me better than anyone. Therefore there is no one better suited to helping me achieve accurate self-awareness. My hope for you is that you would lead from greater self-awareness today.

I find myself looking in the mirror and telling myself that my bum is too big all the time!

Actually that is probably not one of the thoughts I have towards myself. But, self-talk is a challenge for all of us at times. I may not talk to myself in front of the mirror, but there have been many times when I have told myself that I am not good enough. We convince ourselves that we don’t deserve to lead. Have you listened to that voice of fear or those thoughts that you don’t measure up?

To lead others effectively, we must believe in ourselves. We need to understand who we are accurately and have the courage to move forward, especially when everyone else is waiting for someone to take the first step. Leadership, by definition, involves being the first to act, and this requires stepping out of our comfort zones. This courage comes from a healthy self-understanding, which is undermined by negative or inaccurate self-talk.

Consider this example: Many people often say they are terrible with names. Have you ever said that? Some time ago, I decided to stop making such statements. Recognising how valued people feel when their names are remembered, I began telling myself that I am good with names. The result? I now frequently receive compliments on my ability to remember names.

Here are a few strategies to help you transform your self-talk:

1. Seek Positive Reinforcement: Invite a close, trusted friend for coffee and explain this exercise to them. Ask for their honest but positive feedback on the areas where you struggle. Write down their affirmations and keep this list handy. Refer to it whenever your self-talk turns negative.

2. Find Affirmation in Faith: If you have a faith, look for affirming thoughts in your religious texts. The Bible, for instance, is full of positive messages: "Be bold," "Fear not," "Be strong and courageous," "Be anxious for nothing," and "Let the joy of the Lord be your strength."

3. Continue Your Self-Awareness Journey: The better you understand yourself, including both strengths and weaknesses, the less likely negative self-talk can distort your perspective. Respecting your abilities and limitations helps keep self-talk realistic and positive.

4. Practice ‘Mirror-Talk’: Although it might sound humorous at first, there is substantial research supporting the effectiveness of positive affirmations spoken aloud to oneself in the mirror. Say things like, "I'm great at sales!" or “I am confident!" or "I am making a valuable contribution at work!"

I encourage you to start being positive in your self-talk today. Try these methods and observe the difference it makes!

The Coronavirus Pandemic might seem like a thing of the past, but its impact lingers. Many people I talk to took it in stride, but a lot of others struggled with their mental health. Personally, I found the isolation tough and had some really difficult days. I started doubting my vision: "Is my dream too big?" "Can I really do what I love and still provide for my family?"

During those times, my wife was my rock. She encouraged me and spoke words of life and courage. It made me realize that we all doubt ourselves sometimes. That's when the importance of having a supportive community really shines.

Think about it like this: one draft horse can pull just over 3,500 kg on its own. But put two draft horses together, and they can pull over 10,000 kg. It's amazing how much more we can accomplish with the support of others.

When you're feeling down or doubting yourself, having a good team or community around you is crucial. With the right people encouraging you, you can achieve so much more than you would alone.

But here's the thing: many of us hesitate to reach out when we're struggling. We feel like a burden or think we're not worthy of someone else's time. However, consider how you feel when someone asks for your help. Don't you feel valued and honored to assist? By reaching out, you're giving others the chance to be your support, which is a privilege. It helps you recover faster and feel better.

Secondly, it's important to foster a culture of encouragement within your team. A generous, supportive environment boosts productivity, unity, and loyalty while reducing burnout and turnover. When we value and uplift each other, we can tackle bigger challenges and achieve greater results.

Nurturing relationships goes beyond just getting things done. It's about maintaining everyone's well-being. Strong, supportive relationships help us stay whole and healthy, allowing us to overcome self-doubt and adversity together.

So, next time you’re feeling unsure about yourself or your path, remember the power of community. Reach out, lean on your team, and encourage a culture of support and positivity. By doing so, you'll find that you can achieve far more than you ever thought possible. And in turn, you'll be helping others do the same. We're all in this together, and together, we can thrive.