Leadership and Management Solutions Pty. Ltd.

How a HR Health Check can assist your business

2014-10-15T23:26:00.000-07:00

What is a HR Health Check?

A HR Health Check is a diagnostic tool used to assess the people management aspects of your business.

How can a HR Health Check assist my business?

A Health Check will enable you to review, plan and make adjustments to your HR practices enabling you to deal with issues before they arise.

How does a HR Health Check work?

A HR Health Check steps you through a series of strategic questions designed to cover a wide range of employer to employee related questions, assessing the current position of your HR management performance, business HR maturity and any limitations that may be affecting people performance.

Who is a HR Health Check designed for?

Whether you are a small business without a HR department or a large company, a HR health check can be beneficial in assessing the state of your "people performance".

What happens after the HR health check?

It is really up to you to decide. It will depend upon your business priorities at the time. Our company can assist you in developing a customised solution that fits perfectly with your business needs.

What type of solutions does your company offer?

We offer customised HR services for your business. We don't believe in off the shelf generic solutions. We take the time to understand your business needs and requirements. Whether you require a one off solution or a completely outsourced solution, we can help. Examples of the types of solutions we provide include:

· HR compliance solutions include policy and procedure development, employment contracts and workshops on areas such as Fair Work Legislation, EEO, Recruitment and Harassment/Discrimination laws.

· Work Health and Safety (WHS) solutions include: development of policies and procedures, design of work health and safety management systems, safety audits, safety leadership programs and workshops outlining WHS responsibilities for small business.

· Performance Management solutions include: assisting you with performance managing your staff.

· HR Skills Training solutions include customised training to assist you in building and developing internal HR capability.

Is it expensive?

No. We have solutions designed for every size organisation and budget. You can select an option that suits your specific needs.

Where can I get further information?

Visit www.leadershipmanagementsolutions.com.au

Email: info@leadershipmanagementsolutions.com.au

Securing Finance for your Business

2014-08-16T18:35:00.000-07:00

A business seeking capital can’t afford to underestimate the importance of business financial projections. A business financial projection is simply forecasting your sales and revenue to the lender. This information is important because it is a key indicator to your ability to repay a loan.

If you are unsure about financial forecasting and how it relates to your business it is best to hire someone who does know. Most lenders will want to see a three or five year projection. There are 14 different items to include and fully support in your financial projections. With these different items it is best to give a month-by-month breakdown for the first year, a quarterly breakdown for the next two years, and an annual breakdown for the final two years you are projecting.

The different items to include in your projections are; sales revenue estimates, administrative costs, production costs, sales costs, capital expenditures, gross margin by product line, sales increase by product line, interest rates on debts, income tax rate, accounts receivable collection plan, accounts payable schedule, inventory turnover, depreciation schedules, and the usefulness or depreciation of assets.

The income projection enables the owner/manager to develop a preview of the amount of income generated each month and for the business year, based on industry supportable predictions of monthly levels of sales, costs, and expenses. When determining the total net sales you will be finding out how many units of products and services you expect to sell at the prices you are projecting. Make sure to think of what returns, allowances, and markdowns can be expected. The sales costs needs to be calculated for all products and services used. Ensure that when determining the costs of sale that you don’t forget anything such as commission paid to sales representatives, transportation costs, or any direct labor costs.

For the gross profit you would subtract the total cost of sale from the total net sales. To get your gross profit margin you will divide the gross profits from the total net sales. This will be expressed as a percentage of total sales or revenues.

When formulating your business financial projections there are five items that will ruin the accuracy of your projections, and damage your chances of being approved for business financing. The first one is wishful thinking or being over-optimistic about your sales potential. Ask yourself: “Is it possible to achieve the sales levels you’re forecasting?”. A good example is that a sales team can only visit a certain number of customers each week or a factory can only manufacture a given amount of products on each shift.

Make sure to keep your projections realistic and even more important to be based on supportable evidence. It is imperative to also make sure that your sales assumptions are linked directly to your sales forecast or your information will contradict itself. Most lenders are “by the numbers”, so if your numbers don’t add up, you will get declined. A good example of this is to say that you expect increased sales in a market that is declining. That just does not add up.

Another thing not to do when projecting your business finances is to spend a lot of time refining the forecast. Try to avoid tinkering with the target numbers once they are set. Many business owners neglect to ask the opinions of the sales people who know the buyer’s intentions about what they think the projected sales should be. It is important to make sure your sales team agrees on any sales targets that will be set. One other fatal mistake made by business owners when working on financial projections is not getting feedback on the projections from an accountant.

Like to know more? Visit www.leadershipmanagementsolutions.com.au

Managing Workforce Absences

2014-07-24T01:31:00.000-07:00

That absence management is a key component of workforce management does not really need an explicit mention. However, planned and unplanned absence is a universal fact of work and many organizations might take it as something that cannot be avoided.

There are ways to minimize both absence and its impact. First, we need to look the factors that cause absence, particularly unplanned absence that is more disruptive to work.

Reasons for Absence

SHORT-TERM SICKNESS: Short-term sickness is a major contributor to unplanned absence. An employee might call in sick, or produce some kind of certificate to prove the sickness.
LONG-TERM SICKNESS: This kind of absence is usually covered by a certificate.
UNAUTHORIZED ABSENCE OR PERSISTENT LATECOMING: The employee might just absent himself or herself without any excuse, or might be a habitual latecomer.
AUTHORIZED ABSENCE: Employees are entitled to different kinds of leave under the provisions of employment laws. These include annual vacations, maternity (and paternity) leave, educational leave, and so on. These kinds of absence can be scheduled and alternative work arrangements can be made through advance planning,

Measuring Absence and its Cost

Many organizations do not take the trouble to find out the cost of employee absence, the reasons for the absence and ways of reducing its impact. With proper focus, absence is controllable to some extent, and the resultant benefits can be significant.

By accumulating absent hours (including late hours) and comparing it to total available hours during the period, we can calculate the percentage of time lost owing to absence. By comparing the percentage for different periods, the trend of absence can be monitored.

By department and section wise monitoring of the trend, it might even be possible to identify some of the reasons underlying high absenteeism. For example, poor working conditions or a bad manager or supervisor might be aggravating the problem in a department or section. Absence can also be measured by individual workers. The number and length of absences of each employee during a 52-week period is noted. Problem employees can be identified and the reasons underlying their absence can be investigated.

Policies and Actions for Absence Management

Surveys have revealed that sickness is a major factor for absence. The studies also indicate that stress-related absence is increasing compared to earlier periods. Absence management starts with clear policies for allowing employees to take time off due to sickness. The policies should meet the minimum requirements under the law, and can be more liberal to attract better employees.

The policies must be communicated clearly to employees. In particular, employees must be fully aware of the procedures for availing sick leave, such as whom to notify, when a doctor's certificate or examination by company doctor is required and also any return-to-work interview requirements.

Implement systems to measure absence by departments/sections and by employee. Seeking the help of occupational health professionals to reduce the incidence sickness and stress can help reduce incidence of occupational health and injury problems. Unacceptably high and persistent levels of absence need to be handled through disciplinary procedures.

Moving Forward

Absence management is an important component of workforce management. Absences can occur owing to different factors. Managing absences start with the organization measuring the levels of absence and identifying the reasons for it. Once a clear picture is available, organizations would find it easier to tackle unacceptably high levels of absence. Studies indicate that sickness and stress are major contributory factors to absence. These are unplanned absences and cause more disruption.

If you'd like to know how we can assist you with your workforce planning, please visit our website www.leadershipmanagementsolutions.com.au

Busy Managers vs Productive Managers

2014-07-05T21:44:00.000-07:00

Only about 10 percent of managers work purposefully to complete important tasks, according to a 10-year study of managerial behavior across a variety of industries. The other 90 percent self-sabotage by busily engaging in non-purposeful activities, procrastinating, detaching from their work and needlessly spinning their wheels.

In a revealing study over a 10-year period, 1993-2003, authors Heike Bruch and Sumantra Ghoshal tracked behaviors of managers in a wide variety of industries (A Bias for Action: How Effective Managers Harness Their Willpower, Achieve Results, and Stop Wasting Time, Harvard Business School Press, 2004).

They found that over 90 percent of managers fail to act purposefully in their everyday work. Bruch's and Ghoshal's study identifies four profiles of managerial behavior, as charted in a grid measuring focus and energy. Managers were charted as being high or low in focus, and they were charted as being high or low in energy.

High focus, high energy managers were described as Purposeful.
High focus, low energy managers were seen as Detached.
Low focus, high energy managers were described as Frenzied.
Low focus, low energy managers were seen as Procrastinators.

The Frenzied: Forty percent of managers are distracted by the overwhelming tasks that face them each day. They are highly energetic, but unfocused. But "the need for speed" prompts them to be unreflective. They could achieve more if they consciously concentrate their efforts on what really matters.

The Procrastinators: Thirty percent of managers procrastinate on doing their organizations' most important work. They lack both energy and focus, spending their time handling minor details in lieu of what could make a real difference to their organizations.

The Detached: Twenty percent of managers are disengaged or detached from their work. They can be focused, but have no energy. They seem aloof, tense and apathetic.

The Purposeful: Only ten percent get the job done. They are highly focused, energetic, and come across as reflective and calm amid chaos.

The costs of unproductive busyness take a toll on both managers and their companies. Continual unreflective activity has a direct effect on an organization's profits and managerial morale, as it's ineffective and ultimately unsatisfying.

For example, frenzied managers often act in extremely shortsighted ways. Under extreme time constraints and the need to do more with fewer resources, they become adept at finding short-term solutions. As a consequence, they seldom take time to reflect, and neglect long-term issues. Frenzied managers demonstrate a well-intentioned, but desperate, need to do something-anything-which makes them potentially destructive.

Chronic procrastinators are generally recovering frenzied managers. Once they have learned that frantic, desperate actions are unsatisfying, many lapse into procrastination, losing energy and focus. It becomes all too easy for them to put off action altogether.

What distinguishes managers who take purposeful action from those who do not?

Willpower, discipline and clarity of purpose fuel the force behind energy and focus, enabling managers to execute action and to ignore distractions. Even when uninspired by the work and tempted by other opportunities, purposeful managers maintain energy and focus through will power, determination and clarity of purpose.

Next time you evaluate your managers' performance, place them on the low/high Focus/Energy grid. Find out who fits the descriptions of Detached, Frenzied, Procrastinator, or Purposeful manager. Then see whether it is focus or energy that can be improved. Busyness for the sake of being busy without regard for results can lead to false assumptions.

Like to know how we can assist your managers to become more purposeful? Visit www.leadershipmanagementsolutions.com.au

The Leadership Crisis - What you can do.

2014-06-21T21:34:00.002-07:00

Todays businesses are experiencing a worrying lack leadership, not only to lead current businesses forward into growth and expansion but to mentor, support and encourage leadership with in the business for the future. Managers will continue to just manage if they do not have positive role models to learn from and aspire to be.

According to a recent report the business world is currently in a leadership crisis. Up and coming managers, those who will be our business leaders of the future do not see examples of inspirational leadership in their work places. Employees long to see a genuine shared vision, real confidence and trust in teams and respect for colleagues, customers and employees. Less than 40% of managers actually see these traits on display in the workplace.

Maintaining the value of leadership was the main reason for writing this article. Only in this way will the future know more about leadership.

It was at the spur of the moment that we ventured to write something about leadership. Such is the amount of matter that is available on leadership. We were furnished with so many points to include while writing about leadership that we were actually lost as to which to use and which to discard!
life is short. Use it to its maximum by utilizing whatever knowledge it offers for knowledge is important for all walks of life.

Where did all our leaders go? Perhaps we have placed too much emphasis on management of our businesses instead of leadership. I would hazard a guess that more people are comfortable with the thought of becoming a manager than they are with being asked to take the position of leader. Therefore, naturally we have more aspiring managers than leaders but a much bigger percentage of managers are capable of becoming leaders in their fields that are actually stepping up to this role.

Why?

What is leadership? Perhaps we don't have as many leaders as we need because not enough of us understand what leadership is really all about and who can become a leader. Can you take someone who isn't a natural leader and turn them into one? Are we all leaders in our own unique way? What do Leaders do and what skills do they need?

Leadership is about behaviour first, skills second. Good leaders are followed chiefly because people trust and respect them, rather than the skills they possess. Leadership is different to management. Management relies more on planning, organisational and communications skills. Leadership relies on management skills too, but more so on qualities such as integrity, honesty, humility, courage, commitment, sincerity, passion, confidence, positivity, wisdom, determination, compassion and sensitivity. Some people are born more naturally to leadership than others.

Most people don't seek to be a leader. Those who want to be a leader can develop leadership ability. Leadership can be performed with different styles. Some leaders have one style, which is right for certain situations and wrong for others. Some leaders can adapt and use different leadership styles for given situations. Some leaders are big, bold and brash characters, others are quiet, unassuming but determined and visionary. As a leader you must know yourself and know your own strengths and weaknesses, so that you can build the best team around you. Leadership is about finding the best in yourself and giving the best of yourself. Leaders always go first, setting the example, walking the talk, doing not dabbling.

Like to know more about our Leadership solutions for your business? Visit our website www.leadershipmanagementsolutions.com.au

Business Contingency Planning and Curve balls

2014-06-14T02:55:00.001-07:00

Contingency plans are vital for your ongoing business success.. A contingency plan is what will help you deal with the curve balls and unplanned events that arise. Despite your best research and planning, there will always be surprises or unexpected events. Markets and market forces are in a constant state of flux.

When you develop contingency plan you need to consider all issues that can think of that will either positively or negatively impact your business. There are a number of things that you should consider for your contingency plan including:

Your market niche - what contingency plan can you put in place if your niche dries up or turns out to be unable to support your business? Who are your competitors? How many competitors are in your market niche and how long have they been established in the marketplace? What is the point of difference with your product/service?
Labor market supply and demand - do you need a contingency plan (Plan B) for a lack of availability of employees or contractors? Where is your business located geographically?
Your products/services- if clients don't need the services you provide, are you able to move into different service markets? What is the level of responsiveness of your organisation?

A thorough contingency plan address a wide range of reasonable possibilities that could affect your ability to remain profitable and commercially viable. Your contingency plan should be revised regularly and thoroughly. The time spent in contingency planning can determine whether you prosper or perish!

At the end of the day, your company doesn't want to be caught without a contingency plan. For assistance with a range of business planning options, please visit our website.

www.leadershipmanagementsolutions.com.au

Professional Resume and Career Counselling Services Worldwide

2014-05-06T04:31:00.001-07:00

Leadership and Management Solutions is a market leader in Resume Writing and Career Counselling Services. We will ensure that your resume stands out from the crowd. Achieve your dream career! Your resume will be written by Masters qualified multi-award winning Human Resource professionals who understand the requirements of business and recruitment - both locally and internationally.

Our Expertise
High impact, quality Resumes and Cover Letters
Common selection criteria (for government positions)
Resume design and targetted strategic pitch
International business
Career Counselling
Job Seeking and Interview Skills preparation

Fast turnaround for your requirements

Why choose us?
Member of Career Directors International.
Don't run the risk of having your resume prepared by substandard resume services. With Leadership and Management Solutions, your career is in safe hands.

Our Career Expertise

Our team have over 40 years experience in Human Resource Management, Resume Writing and Career Services, together with Masters degree qualifications. You will have a quality resume that will stand out from the crowd.

Our process is straightforward

We know that job seeking can be a stressful business. Our resume writers take the time to understand your needs and provide you with the high quality resume you deserve.

Every job seeker is an individual

Every job candidate has different needs. We take the time to understand your needs and tailor a resume and or cover letter that is individualised for your personal situation.

A market edge

In today's competitive marketplace, your resume has less than a minute to make an impression on a recruiter or prospective employer. We offer competitive rates for all levels of job candidates. Whether you are a school leaver or an experienced executive, we have a package to suit you.

Services Available Worldwide

Our writers have extensive local and international business experience. Irrespective of the field that you work in, we can design a customised resume for you.

Make the smart move. Contact us today for a quote. Visit www.leadershipmanagementsolutions.com.au

Why Professional Currency is critical

2014-02-14T15:25:00.001-08:00

In an increasingly competitive business environment, the importance of ensuring that your skills and knowledge are up to date has never been more important. Laws change, workplace processes change and old skills are replaced or updated with new.

LMS understands the importance of professional and vocational currency for your career.

Our Workshops

Our Professional Development Workshops are delivered by highly qualified multi award winning trainers with many years of business experience in both the public and private sectors locally and internationally. Workshop sizes are small to enable your learning experience to be personalised and to provide maximum benefit for your learning experience. We offer a range of different workshops to suit specific training needs. Whether your need is leadership or management training, business skills or work health and safety, we offer a wide range of workshops to cater for individual needs.

Our Difference

At LMS our difference is quality and value. Highly experienced and qualified trainers committed to your learning. Our trainers don’t simply train – they facilitate your learning. This is a key difference. You’re guided every step of the way. Our professional development workshops are fun, engaging, interactive and practical. You’ll learn hands on skills and practical knowledge that you can apply to your workplace. Small workshop sizes to enable your maximum benefit for your investment.

Your Return on Investment

LMS Professional Development Workshops provide the following:

Measurable results and learning outcomes.
Consistent high quality professional delivery.
Permanent knowledge and skills transfer for participants.
Identifiable return on investment.
An enjoyable, engaging and interactive learning experience.

How to enrol

We're enrolling now for our North Ryde Workshops. For further details, please visit the events tab on our Facebook page.

https://www.facebook.com/pages/Leadership-and-Management-Solutions-Pty-Ltd/648739605160579

Alternatively, please email info@leadershipmanagementsolutions.com.au

if you have any further questions.

Professional Development Workshops 2014 enrolling now

2014-01-11T06:36:00.000-08:00

North Ryde Professional Development Workshops

Regus Business Centre

Level 5, 7 Eden Park Drive

Macquarie Park, North Ryde, NSW, 2113.

The New Year is the perfect time to re-evaluate your career. Make a smart investment by improving your professional skills and abilities. Our Professional Development Workshops are delivered by highly experienced and qualified facilitators with many years business experience both in Australia and internationally. Small workshop sizes enable your learning experience to be personalised. Enrol now as places will fill quickly.

How to Enrol

You can enrol direct for any of these Professional Development Workshops via the Events tab on our Facebook Page

https://www.facebook.com/pages/Leadership-and-Management-Solutions-Pty-Ltd/648739605160579?id=648739605160579&sk=events

or directly via Eventbrite using the link below.

Leadership and Management Workshops

Performance Management Fundamentals 1 day workshop $495.00 27/2/2014

http://www.eventbrite.com.au/e/performance-management-fundamentals-professional-development-workshop-tickets-10041160381

Leading Teams 2 day workshop $850.00 13/3 and 20/3/2014

http://www.eventbrite.com.au/e/leading-teams-professional-development-workshop-133-and-2032014-tickets-10092666437

Developing Work Priorities 1 day workshop $495.00 21/3/2014

http://www.eventbrite.com.au/e/developing-work-priorities-professional-development-workshop-tickets-10094680461

High Performance Teams 1 day workshop $495.00 27/3/2014

http://www.eventbrite.com.au/e/high-performance-teams-professional-development-workshop-tickets-10095354477

Training for Team Leaders 3 day workshop $995.00 9/4, 10/4 and 11/4/2014.

http://www.eventbrite.com.au/e/training-for-team-leaders-professional-development-workshop-tickets-10126946971

Mentoring 1 day workshop $495.00 8/5/2014

http://www.eventbrite.com.au/e/mentoring-professional-development-workshop-tickets-10127843653

Business Networking 1 day workshop $495.00 9/5/2014

http://www.eventbrite.com.au/e/business-networking-professional-development-workshop-tickets-10127955989

Business and Communication Skills Workshops

Negotiation Skills 1 day workshop $495.00 7/3/2014

http://www.eventbrite.com.au/e/negotiation-skills-professional-development-workshop-tickets-10078030661

Presentation Skills 1 day workshop $495.00 14/3/2014

http://www.eventbrite.com.au/e/presentation-skills-professional-development-workshop-tickets-10093665425

Sales Fundamentals 1 day workshop $495.00 28/3/2014

http://www.eventbrite.com.au/e/sales-fundamentals-professional-development-workshop-tickets-10110485735

Starting your Small Business 1 day workshop $495.00 4/4/2014

http://www.eventbrite.com.au/e/starting-your-small-business-professional-development-workshop-tickets-10126369243

Writing reports for Business 1 day workshop $495.00 11/4/2014

http://www.eventbrite.com.au/e/writing-reports-for-business-professional-development-workshop-tickets-10127344159

Work Health and Safety Compliance Workshops

Work Health and Safety Compliance 1 day workshop $495.00 27/2/2014

http://www.eventbrite.com.au/e/work-health-and-safety-whs-compliance-professional-development-workshop-tickets-10076291459

Risk Identification and Assessment 1 day workshop $495.00 6/3/2014

http://www.eventbrite.com.au/e/risk-identification-assessment-professional-development-workshop-tickets-10076955445

Establishing your WHSMS (work health and safety management) $495.00 20/3/2014

http://www.eventbrite.com.au/e/establishing-your-work-health-and-safety-management-system-workshop-tickets-10127598921

Writing WHS Policies and Standard Operating Procedures $495.00 3/4/2014

http://www.eventbrite.com.au/e/writing-whs-policies-sops-professional-development-workshop-tickets-10111619125

Enquiries

For enquiries please contact us.

info@leadershipmanagementsolutions.com.au

www.leadershipmanagementsolutions.com.au

8 Steps Towards Becoming The Leader You Need To Be To Succeed

2014-01-03T21:10:00.001-08:00

An important part of success in life is the ability to lead. It is important that we not only be able to lead others but be willing to lead ourselves. No one succeeds in life by simply following others. Sometimes we simply must strike a bold new path for ourselves.

Being a good leader is more than simply being at the forefront of the crowd. A leader must act. Too often in Australia we simply accept that someone looks or sounds like a leader and too rarely do we actually look at the actions that leader performs -- and that is the true test of leadership.
However, in order to become good leaders ourselves, we need to concentrate on actions rather than simple appearances. The title of this article refers to eight steps, but do not think of these as progressive steps like so many recipes or instruction manuals describe. Instead, think of these as actions that you must take on a regular basis.

First, be alert to new potentials. "Reality" is not absolute but rather subject to constant change. Think about inventors, explorers, and agents of social change who have achieved greatness. Some might simply say that certain people are successful because they are lucky to be in the right place at the right time. Maybe so, but if they hadn't had their eyes open for the opportunity, then it wouldn't have mattered if they were in the right place.

Second, accept inspiration from wherever it comes; even your opponents. The wisest leaders constantly study their competition. In war, politics, and business we constantly see examples of this research and reconnaissance. Too many times though a certain study, many concentrate on finding a weakness to exploit. If you want to a be a leader of positive change don't fall victim to this trend. Instead, if you find a weakness, make sure to avoid that pitfall yourself. If you find the strength then find a way to strengthen your own qualities to match.

Third, learn something new and promote in new ways every day. This means you must continually seek to expand your horizons, internally and externally. Feed your mind with new lessons and knowledge, but constantly expand your social horizons as well. Seek out and meet new people and immerse yourself in new social situations. You never know when these new experiences will help you in your leadership role.

Fourth, search for and find answers in subtle clues. Look beneath the surface and constantly question. This is an extension of the third step in that you are seeking new knowledge. But this also means that you will need to step off the traditional paths of knowledge. Don't simply read books in the literary canon or the bestsellers list. Take seminars rather than classes as there is more room for questioning and debate. Seek out the unconventional thinkers, teachers, and writers.

Fifth, improvise if no existing solutions are available. No excuses. Necessity is the mother of invention. How do you know it won't work if you've never tried it before? Remember, not all approaches need to come from the front. Look at your problem from all sides and systematically attempt different solutions in various combinations.

Six, make at least one person you care about happy every day. If you make it a point to be thoughtful and caring for one person every day then soon this thoughtful, caring behavior will become a habit and that habit will spread to the others around you. Making someone else happy also feeds your own personal happiness. Just imagine how much better the world would be if we all did a little bit more to spread happiness.

Seven, offer help, even if there's no apparent advantage to you. This means more than writing a cheque. It means giving of your time and energy and yourself. Sometimes it will mean helping someone you don't know and sometimes it can be a very personal action.

Finally, never let negativity be your last word on the subject. If your final words are negative than no matter how hopeful you may be about the potential of a project or action the lasting impression you give to others is one of negativity. Accentuate the positive and you are more likely to see a positive outcome.

If you follow these eight action steps not only you will be a better leader but also lead yourself to a more successful life.

Like to know more about our customised business and training solutions? Visit our website.

http://leadershipmanagementsolutions.com.au/Home.php

Copyright Leadership and Management Solutions Pty Ltd.

Merry Christmas

2013-12-13T16:45:00.003-08:00

Merry Christmas to all our readers. We thank you for your business and look forward to working again with you in the new year.

Watch this space for further updates. Shortly we will be releasing our calendar of Professional development workshops to be held throughout the Sydney metropolitan area commencing from February 2014. Workshops will be held in the areas of work health and safety, leadership, management, mentoring, business networking, presentation skills and many other areas.

Further details will be placed here when they become available. Updates will also be on our Facebook page.

https://www.facebook.com/pages/Leadership-and-Management-Solutions-Pty-Ltd/648739605160579

If you require customised training or business solutions for your business, please don't hesitate to email info@leadershipmanagementsolutions.com.au

Who is a Leader?

2013-11-07T21:29:00.003-08:00

This question on the surface appears to be an easy question, however the reality is complex.

People in certain roles are leaders, whether they’ve studied for the role, like a doctor, lawyer, teacher or minister… were elected to the role, such as an MP, mayor, Senator or Prime Minister... or worked up the through the organisation such as a supervisor, General Manager, Vice President or CEO.

You can ask most anyone the question “Who is a leader?” and those are the kinds of answers they will give you.
They are right, of course. But they are only partially right.
Leaders aren’t leaders because of a job title.
Leaders are leaders because they lead.
Which takes me back to my previous question – “Are people born leaders?” Yes they are. But it isn’t just a few that have been hand picked by our Creator or random genetics.
We have all been picked – genetics has selected us all.
We were all born to lead, in our own way.

We may not be the Chairman of the Board. We may not be the person on the stage.
We may not lead with oratory or flair.
We may lead by compassion.
We may lead by example.
We all can lead.

We all have the ability to be remarkable leaders.
Leadership isn’t about position.
Leadership isn’t about power.
Leadership is about potential – your potential.

You are a leader. Claim and believe this to be true, for it is. Stake your claim and make a difference in the world around you. Your opportunities for leadership are endless. The rewards are boundless.

Where will you lead?

Visit http://leadershipmanagementsolutions.com.au/Home.php

Copyright Leadership and Management Solutions Pty Ltd 2013

Are you a Leader?

2013-11-07T21:18:00.001-08:00

A leader is a person who sees something that needs to be done, knows that they can help make it happen, and gets started.
A leader sees opportunity and captures it.
A leader sees a future that can be different and better, and helps others see that picture too.
A leader knows they can’t do it alone.
A leader is a coach.
A leader is an encourager.
A leader views change as their ally.
A leader is willing to take risks today for something better tomorrow.
A leader is a learner.
A leader is a communicator.
A leader is a coordinator.
A leader is a listener.
A leader takes a long view – letting their vision keep their daily steps on track.
A leader is passionate.
A leader motivates and inspires.
A leader values results.
A leader cares about more than results though; she cares about those who are following her lead.
A leader makes a difference in the lives of others.
A leader is all of these things and much more.

Discover your leadership potential.

Visit our website
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Copyright Leadership and Management Solutions Pty Ltd 2013

Why does Leadership matter?

2013-11-07T21:12:00.000-08:00

Parents universally hope that their children develop leadership qualities. They know that leaders are people who are effective in what they do, are respected by others, and typically rewarded for those skills in a variety of ways. It is in these formative years that, through our parents, we first see leadership as desirable and important.

As young people we look up to people around us that motivate and listen to us; people that seem like “real-life” heroes. We consider these people leaders.

As we grow we begin to relate leaders to their jobs – ministers, teachers, police officers. And later General Managers, corporate business partners and CEO’s . . .

As adults all of these thoughts and experiences define why we think leaders have desirable traits and play roles we admire (and why we desire these things for our children).

All of these experiences and thoughts help us define why leadership matters – it matters because leaders make a difference and can shape the future. It matters because leaders are valued and valuable. In everyone’s mind leadership, especially when it is good, matters.

Would you like to see how we can develop your leadership potential?

Visit our website
http://leadershipmanagementsolutions.com.au/Home.php

Copyright Leadership and Management Solutions Pty Ltd 2013

Welcome

2013-10-25T01:34:00.000-07:00

Welcome to Leadership and Management Solutions. We are an Australian Company with our key focus being your business success. We provide customised leadership and management solutions for your business locally, nationally and globally. By way of introduction, I'd like to ask you the following questions:

1) How far does your company plan ahead? In today's fast paced business environment, have you considered what your company will be doing in a decade?

2) How do you anticipate your business and customer needs to change in the future? What challenges can you forsee? Will these challenges open up new opportunities for your business?

3) What solutions do you have in place for your business? What solutions do you have in place for next year or several years from now? What strengths, weaknesses, opportunities and threats does your business face?

4) What obstacles is your business facing?

5) What is the core focus of your business? Although this may sound strange, your core focus will affect your decision making and risk taking.

6) What do your customers expect from you? What solutions do you have currently for meeting and exceeding customer expectations?

7) How do you develop staff capability within your organisation? Are there potential gaps between actual and expected performance? Do you need a customised staff development solution for legal compliance?

If you would like some assistance with any of these issues, please contact us. We would be delighted to partner with you to develop a customised solution for your business.

Website:
www.leadershipmanagementsolutions.com.au

Email:
info@leadershipmanagementsolutions.com.au

Bridging the performance gap

2013-10-25T01:32:00.003-07:00

Do you have underperforming employees? Underperformance can be linked to several factors. What is the cause of underperformance? There are many possibilities. Sometimes a performance gap may be due to employee attitudinal factors, organisational culture factors or it may be a skills deficiency.

A "performance gap" exists when the actual performance on a KPI is below the planned or expected level of performance. Examples of KPIs include return on investment (ROI), product or service quality, and extent of customer satisfaction.

Central to the concept of bridging the performance gap is identification of the divide between actual performance and expected performance standards. Performance management is a process for developing a shared workforce understanding regarding the objectives to be achieved at the organisational level. Effective performance management centres on aligning the organisational objectives with the employee's agreed measures, skills, competency requirements, development plan and delivery of results. In performance management, the focus is on improvement in order to achieve the overall business strategy and to create a high performing workforce.

Would you like to know how we can assist you in creating a high performance business? Please visit our website.

http://www.leadershipmanagementsolutions.com.au

Effective delegation: A key component of leadership

2013-10-25T01:32:00.001-07:00

You've made an unusual discovery - there's not enough time left at the end of the day. The bottom line of course, is your list of important things to do never gets smaller. In any company, the CEO's to-do list has the potential to grow infinitely.

What's a senior executive to do?

You have doubtlessly concluded your next level of company performance requires a managerial change. And hopefully, you have realized the changes necessary are with you. As CEO (or, on a divisional or departmental level - senior executive) your jobs include holding the vision; inspiring your senior management and your staff; fostering key relationships with customers, vendors, investors and the public, etc.

You now need to let go of some cherished things like product design, hiring, perhaps day-to-day sales - many things you handled in the past, often out of necessity - and focus yourself on your role as CEO. What about all these things you used to do? Delegate them. Assign the job to someone else.

There are five components to successful delegation.

1. Give the job to someone who can get it done.
2. Communicate precise conditions of satisfaction.
3. Work out a plan.
4. Build accountability.
5. Get employee buy in.

Often timeframes are dictated by external circumstances. Still, your employee must sign on for the task at hand. If you say, "This must be done by next Tuesday," they have to agree that it is possible. Ask instead. "Can you have this by Tuesday?" To you this may seem a bit remedial, but the step is often overlooked. Whenever possible, have your delegate set the timeline and create the plan. You need only provide guidance and sign off. If you skip any one of the above steps, you dramatically reduce the likelihood things will turn out the way you want them to. On the other hand, if you rigorously follow the steps, you greatly increase the odds in your favour. Isn't this more work than doing it myself, you ask. No - it isn't.

Like to know more? Visit our website.

http://www.leadershipmanagementsolutions.com.au

Copyright Leadership and Management Solutions Pty Ltd 2013

Why leaders need to know their team

2013-10-25T01:31:00.005-07:00

Leadership can be a very challenging task. As leaders we don’t always get to choose who is on our team. Quite often a leader inherits a team, of which most of the members have been there far longer than the leader, and may even know more about the work than the leader. Irrespective of the situation, one of the responsibilities of a leader is to motivate the team to all work together towards the common goal. This can be a daunting and at times frustrating challenge. Quite often the team is comprised of very diverse members, each with their own strengths, weaknesses, and work styles. The team dynamics are also often complicated by internal disagreements and personal conflicts. The leader, not only has work with this group of people but also needs to achieve the results expected by their superiors.

Leaders can greatly benefit by being able to identify the types of personality characteristics of team members. By understanding the basic personality types, the leader can use individual strengths of members for the good of the team, as well as assign tasks that individual team members naturally excel in. A leader can also learn to communicate in a way that is motivating, by taking into account the needs, values and working preferences of different team members.

A good leader will see the greatest results by working and utilizing the strengths and working style characteristics of the personalities on the team. By correctly positioning the individual member strengths and compensating for weaknesses, the leader can bring the team into a productive balance and harmony. By facilitating each team member to function in their areas of natural strength and motivating them by communicating in a way that inspires harmony and team work, the leader is well on the way to achieving extraordinary results.

If you would like to achieve extraordinary results for your team, please contact us.

http://www.leadershipmanagementsolutions.com.au

Empowered Leadership

2013-10-25T01:31:00.002-07:00

It seems that every decade or so there is some new fad the runs through the business world in terms of supervision and in the world of diversity management, downsizing, outsourcing, generational work conflicts and the information age, things are even more complicated than ever before.

No longer does a one size fits all leadership model really work. We can’t treat everyone the same and expect that everything will just “work out” somehow. Managers and leaders must have a framework with which to manage their workers in an inclusive way that acknowledges everyone’s unique and specific position on the job.

Empowered leadership is the way to do just that. Empowered leadership shares the power between management and the workers, thus empowering both groups. Conventional wisdom tells us that when those in power relinquish some of that power by sharing it or giving it to their employees, then they would lose something when in actually, they gain.

Think about it. When people rule with an iron hand, they generally instill fear in those who work for them. Do you do your best work when you are afraid? The absolute best a manager can hope for with coercion is compliance. If compliance is enough, then coercion might work in the short term, however it is more than likely to backfire and develop an us versus them mentality.

When leaders and managers seek to empower their workers, they will gain their loyalty. Workers want to give their supervisor their best when they are listened to and respected. Without fear, their minds can be creative and innovative. Giving away power only increases a manager’s power. As a manager, you have a two-fold job—you are to represent your employees’ desires, opinions and suggestions to management while at the same time communicating management’s issues, concerns and expectations to your employees. This is not an easy line to walk.

You will never get the best from your employees if they don’t respect you. You cannot be a doormat for your employees to walk over. If they believe you have no bottom line or non-negotiables, then they will never be satisfied and always asking for more.

Set the bar high. Expect great things from each and every one of your workers. If you only expect mediocrity, mediocrity is exactly what you will get. Set the standards and lead by example. If your workers see you giving it your all, it will be difficult for them to perform below standard. Always enlist the help of your employees to set the goals, with the underlying premise being continual improvement.

As a manager, you have the responsibility to create a need satisfying workplace for yourself and your workers. You cannot emphasize one to the exclusion of the other without there being undesirable consequences.

When you focus on production only and forget the human capital, you will end up with resentful, resistant, angry workers. On the other hand, when you only focus on the people end and allow production goals to be compromised; you will have workers who do everything they can to take advantage and to get out of doing the work. After all, if you the manager don’t value production, why should they?

Somewhere in the middle, when you are walking that very fine line between relationships and production goals, you are practicing empowered leadership and that’s where you will get the most from your employees.

Visit our website:

http://www.leadershipmanagementsolutions.com.au

Developing Leadership Skills

2013-10-25T01:30:00.002-07:00

What skills and attributes does a successful leader need?

Ethical behaviour: learning about the ethical issues and concerns that impact on your business sector; adopting a balanced, open-minded approach to the ethical concerns of others; considering the ethical issues and implications of all personal actions and organisational activity; raising and discussing ethical issues before proposing or agreeing to decisions; resisting pressures from the organisation or its partners to achieve objectives by unethical means.

Strategic Thinking: learning and understanding how the different functions, physical divisions, and layers, of the organisation should work together: understanding the complexities of, and the changes happening in, the external environment, and considering how the organisation can best respond the these; understanding the strengths and weaknesses of the organisation, and the opportunities and threats facing it; understanding how the strategic objectives are influenced by all the current and forecast influences that will impact on the organisation; understanding that the operational objectives and targets must be in line with and support the strategic objectives of the organisation; being aware of and responding to the behaviour of current and potential competitors.

Support for Corporate Goals : helping to create and communicate a vision which can be understood and supported by people at all levels; helping others to understand and contribute to the strategic goals; giving visible personal support to the strategic direction and specific goals set by the organisation.

Effective Communication: being responsive to messages and signals from the internal and external environments; making effective use of communication channels from and to all levels within the organisation; pro-actively encourage the exchange of information within the organisation, and amongst suppliers, customers and partners; listening to others, including those with opposing views, carefully and thoughtfully; selecting personal communication styles that are appropriate to the different situations and audiences.

Gathering Information : establishing multiple channels and networks which generate a constant flow of information, from within and outside the organisation; regularly and consistently gathering, analysing, challenging, and using the information gathered.
Making Decisions, by: establishing a consistent approach to the analysis of information; drawing on personal experience and knowledge to identify current and potential problems; consider a range of solutions before selecting the final one; ensuring that the selected decision is feasible, achievable, and affordable; considering the impact of the decision on all stakeholders, at all levels, before approving implementation.

Developing Effective Teams, by: appreciating the contribution of others, at all levels in the organisation; ensuring that individuals and teams are kept informed of plans, developments and issues that will affect them; ensuring that individual and team development schemes are given appropriate priority; providing personal support for the implementation and maintenance of development activities for individuals and teams at all levels.

Assertive Behaviour: understanding and responding to personal roles and responsibilities; adopting a leading role in initiating action and decision making; taking personal responsibility for decisions and actions; being properly prepared for involvement in activities and events; being confident and professional in dealing with change and challenges; refusing unreasonable demands; defending and protecting individuals and teams from unfair or discriminatory actions; remaining professional in manner at all times.

Results focussed: contributing to the establishment of an organisational culture that demands high standards and high levels of performance; focusing on objectives and planned outcomes, at all times; dealing with issues and problems when they arise; planning and scheduling personal work and the work of others in ways which make best use of available resources; delegating appropriately; giving personal attention to the critical issues and events.

Self management: reflecting regularly on personal performance and progress; pro-actively asking for feedback on personal performance; changing personal behaviour in the light of feedback received; being responsible for your own personal development needs.

Presenting a Positive Image: adopting a leading role in initiating action and decision making; behaving in a professional manner at all times; being open-minded and responsive to the needs of others; visibly working towards personal and career development goals; adopting an ethical approach to all personal and organisational activity; being supportive to colleagues; demonstrating fairness and integrity at all times.

These essential attributes are many, and difficult to maintain consistently, but they are the attributes needed by, and expected of, our business leaders. The size of the organisation, the business sector, whether public or private, is of no consequence. The leaders of all organisations should be role models for others, be visible champions of high standards of professional and ethical behaviour, be leaders who others in their organisations can be proud of, and be leaders that competitors are envious of. Not many of these characteristics are imbued in our leaders by default. They have to be learned, can be learned, and should then be continuously developed and enhanced. With these personal attributes in place, and being demonstrated in behaviour and actions, business leaders will be more effective and more successful.

Like to know more? We can customise a business solution for you or your staff. Visit our website.

http://www.leadershipmanagementsolutions.com.au

Becoming a Leader who inspires

2013-10-25T01:28:00.002-07:00

No one succeeds in life by following others.

Foundations for Effective Leadership

2013-10-25T01:27:00.003-07:00

If you were to build a house, you would start with strong foundations.

So, what does this have to do with leadership?

A good listener, enthusiasm, passion, shows appreciation, a visionary, role model, trusting, integrity, organized, knowledgeable, credibility, persuasive, charisma, team building, clarity of purpose, problem solver, attitude of service, leads by example, patience, willing to act without complete knowledge, understands followers, consistent, empowers other people, and adapts to change.

This is essentially the same list that I receive time after time when I ask this question. From this information comes some useful insights.

1) The list contains characteristics relating to the human side of leadership. That's interesting because I often hear people diminish this side of leadership with terms like "soft" or "touchy feely." Actually, applying these characteristics requires more strength than not.

2) The list excludes characteristics such as stern, mean, serious, short tempered, vindictive, tough, angry, harsh, punitive, controlling, violent, or ruthless. And that's interesting because many popular representations of leadership emphasize at least one of these "hard" characteristics. In fact, these characteristics are the refuge of those who lack the strength (or the skills) to apply the human side of leadership.

3) How would you rate yourself as a leader compared to the list of positive characteristics? If you were to survey the people who report to you, how would they describe your leadership? Would they list characteristics from the "soft" list or from the "hard" list? Could you become more effective by improving upon any of the "soft" characteristics? And how about the other leaders in your organization? Do they truly maximize human potential?

People want leaders who treat them with genuine compassion, courtesy, and respect. They want leaders who help them become more successful. They want leaders who inspire them with a vision for a better world and show them how to go there.

Like to build strong leadership foundations for your business? Contact us.

http://www.leadershipmanagementsolutions.com.au

Effective Leadership for 21st Century Businesses

2013-10-25T01:26:00.000-07:00

The essence of 21st Century leadership is capitalising on strengths, minimising weaknesses and actively scanning and proactively seeking business opportunities. Of paramount importance is clear business communication and using powerful language.

Leaders need to foster a "can do" mentality and avoid unclear instructions and communications. Furthermore, leaders need to avoid indirect language as it undermines the communication message.

Using language that suggests there is another reason for why someone should do something rather than simply that you want them to do it makes people look weak so, “needing” someone to do something is in fact rarely authentic – and should normally be replaced by “I want you to do X please” or an alternatively straight communication.

Finally, the message must be clear. Leaders need to "walk the talk"of the organisation. However, in order to do this, the leader must be clear and consistent about the organisational talk and communicate the message effectively to his or her staff.

Find out how we can assist your leadership communications skills.

http://www.leadershipmanagementsolutions.com.au

How business can benefit immensely from Leadership Programs

2013-10-25T01:25:00.002-07:00

If you are planning on developing leadership skills for yourself or your team our Leadership programs will enable your career to soar. Our newly developed and experienced leaders are instructed on how to lead people, make a difference in their work, and fulfill leadership expectations.

So how are our leadership development programs different from all of the others? Our programs provide new and experienced leaders with the key tools for leading effectively, while at the same time making the program specific to the development needs of each attendee. Most programs on the market do not focus on the transformation process existing and aspiring leaders must go through to maximize their effectiveness.

If you would like to know more about our customised leadership solutions, please visit:

http://www.leadershipmanagementsolutions.com.au

How Executive Coaching can work for you

2013-10-25T01:25:00.001-07:00

Does your company need re-energising? Is revenue low, morale declining, and your leadership tactics no longer making an impact? If so,this may be the perfect time to look into leadership coaching.

A good executive coaching program should do more than just set you up with a speaker reading over a PowerPoint presentation. Team up your senior leaders with a good corporate coaching program, and you could be discussing fostering relationships, building strategy, and improving revenue and communications. It’s easy to connect in an environment where you can be creative and think laterally.

A good leadership system can make all the difference in your organisation. It effects communication, human performance, accountability, delivery and measurement. A one-on-one approach, and a program that is tailored to suit your organization’s specific needs, is your best choice in executive coaching.

To find out how an executive coaching program can work for you, please visit:

http://www.leadershipmanagementsolutions.com.au

Alternatively, you can email:

http://leadershipmanagementsolutions.com.au/Contact-Us.php