Today we’re sharing a blog by Matt Stephens, author of the upcomingÂ Revolution in a HeartbeatÂ and Founder of Quest Agency which includes Heartbeat, aÂ real-time app that takes the pulse of an organisation at an event or in the workplace, during change or other business activities.
Purpose is key for organisations. Having a clear, and worthwhile purpose is frequently cited as the number one factor in attracting and retaining great people. Thatâs why more and more organisations are looking to be purpose-driven.
One of our clients, known for having a young, âmillennialâ population, wanted to put greater focus on their purpose as an organisation. As part of this they devised a narrative that captured the spirit of the company and defined a clear path for their future.
To transform the narrative from another set of words to something real the client wanted to capture stories that illustrated what motivates their employees and how their work really matters to their customers and communities. Heartbeat was ideal to help people share these stories. Being quick, easy and enjoyable to use, it encouraged people to submit stories which they may otherwise have not done for fear of having to send in long bits of prose.
There was a time when any new joiner of a team, business or government would be put under close scrutiny until they had earned the trust of the leader. This can lead to feelings of isolation or alienation, leaving the individual slightly outside the âloopâ and always seeking authorisation to proceed or permission to participate.
In some closely-knit environments, this might even take years before they were included in to the âinner circleâ and trusted.
As we have seen play out recently on the world stage, even heads of state, presidents and prime ministers can also take their time in establishing trust with other world leaders and usually this is not to anyoneâs benefit.
Nowadays with the world moving so much more rapidly than before, not many have the luxury of waiting a couple of years for the evidence that enables us to either build a trusting partnership or even just collaborate.
Progressive leaders now fully understand that there is no ârisk freeâ approach to establishing trust.
There is a huge prize to be had in building trust quickly. Consequently, in more progressive environments, increasingly trust is âgivenâ, no longer earned over a long period of time.
This does mean that as leaders we will face disappointment far more often than if we were more careful and patient about trusting people. The elusive prize of empowerment, which drives high performance, is always based upon being trusted.
We’re proud to announce our partnership with FutureRising, who provide aÂ careers service for students, a connection to industry for educational institutions and a source of talent for companies.
Our pool of personal development and business books makes this collaboration very exciting!
If you want to access the best personal development and business books at a discounted rate, then please email: firstname.lastname@example.org.
Matt Stephens, author of Revolution in a Heartbeat and Founder of Quest Agency and the Heartbeat appÂ will be runningÂ an exclusive webinar called “Understanding Emotion to give you the edge in engagementâ.
Heartbeat isÂ a dynamic, real-time app which takes the pulse of an organisation at an event or in the workplace, during change or other business activities andÂ is now being used by clients such as Tesco, ASOS, ARM, Unilever and Open Uni.
The webinar willÂ help youÂ find out more about how Heartbeat could help you to understand how your employees are feeling and drive engagement across your organisation.
Wednesday 5th July 1-2pm
The followingÂ will be covered:
-Why is the annual survey dead
-What is Heartbeat & why are emotions so important
-How is it being used
EmailÂ email@example.com to reserve your place!
This yearâs IPA Business Growth Conference will look at how to develop the right behaviours to deliver commercial business success which makes it the perfect platform for David to share his knowledge and expertise.
We celebrated the launch of Jonathan Geldart’s recent book,Â Inside the Middle Kingdom last night at Blackwell’s on High Holborn.
Inside the Middle Kingdom is a unique book which contains a collection of 50 personal stories from modern China.
Jonathan is a writer, adviser and speaker on the cultural and business aspects of China. HeÂ has been visiting, working in China and collecting insights into the mysterious middle kingdomÂ in the processÂ for over seven years.
Rene Carayol is one of the world’s leading business gurus, specialising in leadership, culture and transformation.
His new book, SPIKE: What are you great at?Â is the product of 30 years of supporting the growth and development of thousands of individuals and organisations globally, and brings together a proven formula for personal and business development.
Everyone has at least one inherent strength, read the extract below to find out more about how you can find your SPIKE.
When I try to explain SPIKE to friends, colleagues, and indeed to the audiences to whom I speak regularly, I usually struggle to articulate a precise definition. I have come to realise thatâs because there isnât one. Like most things that we find difficult to define â love/hate, peace/war â we can easily tell you what it isnât and we can always tell you what it looks like when we see it.
What this book isnât is another unit in the ever growing âStrengths-based leadership/development/coachingâ industry, exemplified by the excellent Gallup publications (a market leader in strengths training), focusing on exponents such as Marcus Buckingham and Tom Rath, which has dominated this approach over the past 10 to 15 years.
In fact, there is much to agree with in an interview in the Harvard Business Review from 16 January 2016, entitled, Stop Focusing on Your Strengths, given by Tomas Chamorro- Premuzic, a professor at University College London and Columbia University.
He warned of the potential dangers of concentrating on your strengths alone. He argues that âmost tools and assessments that are designed to nd your strengths would simply pick up the thing that you are best at.â I agree and that is precisely the point. A âSpikeâ is not simply something you are good at â it is something that is your brand, the essence of what you are.
There are many people who are great at certain jobs but actually hate doing those jobs.
Many sports professionals fall into that category. They have not necessarily found their âSpikeâ but have fallen into their marketable skill. This book isnât about positioning yourself for the best paying job â itâs about understanding what the best job is for you.
Itâs not about ignoring your weaknesses â itâs about recognising them and making decisions about how best to accommodate them. When thinking of team environments this means identifying, recognising and developing individual Spikes and balancing them in the service of the team.
What separates this book from the strengths-based theorists and practitioners is that it does not try, or even want, to provide a guidebook to success or an online âstrengths finderâ or dictate the way each individual should be; it is not, in any way, a self-help book.
It does not provide a methodology; rather it attempts to develop a philosophy â not for self-help, but for self-discovery. It does this through its use of real and emotionally connecting stories and through its simplicity.
Through my work and life over the last 25 years, I believe that I have earned the right to tell the stories that have informed my Spike philosophy and, more importantly, that will allow readers simple, but not simplistic access to Spike, through that greatest of learning vehicles: the story.
This book also is not about data-driven deep, impenetrable lists, charts and amateur psychometrics. at is the IQ approach of management, and there are more than enough good books covering this already. Spike is all about engaging your EQ, your Leadership of yourself and your future.
Management is concerned with âdoing things rightâ, where Leadership, on the other hand, is about âdoing the right thingsâ. Management is all about tasks, plans, strategies and activities, leading to their ongoing measurement of how these factors affect the tangible and demonstrable results.
Spike, however, like all Leadership approaches, is much more about attitude and mind-set. Spike sets out to provoke a completely different mind-set about our real natural assets and how we best capitalise upon these.
When Iâm on stage, I always say, âIf you want to know what your Spikes are, just ask a loved oneâ.â Not a work colleague, but someone who has unconditional love for you â mother, father, sister, uncle, partner, niece, gran, husband, wife, daughter, brother or wife. They will want you to succeed, so will not play games or compete with you. They will not use management speak but will kick-start your journey of self-discovery by using terms like, âyouâre generousâ, âyour patience is your Spikeâ, âyouâre firm but fairâ, and so on.
Understanding the Spike approach also enables us to tackle the implicit biases to which we are all vulnerable. Far too often, our first impression of someone will negatively colour our ongoing judgement of them.
is implicit bias can be very damaging, especially for women and minorities, and is a constant barrier to greater social mobility. The Spike philosophy can help.
By looking for an individualâs Spike from the outset, we will care less about their â first impressionâ. Searching for someoneâs Spikes takes us beyond their gender, race, religion, disability or social status.
But what does a Spike look like when you see it? As will be the pattern for the bulk of the book, I will answer this question by telling a story.
Forgive the footballing analogy â while this is not a story about football, it provides the perfect example of an individual who, at rst impressions did not quite look the part. Itâs the story of an individual with obvious limitations, but most of all, itâs a story of Spike.
It is the story of Ferenc PuskaÌs, a Hungarian footballer of the immediate post-war period. Ferenc GyurcsaÌny, the Prime Minister of Hungary, speaking after Puskasâ death in 2006 said, â There is not one Hungarian who will be left untouched by the death of Ferenc PuskaÌs. The best-known Hungarian of the 20th century has left , but the legend will always stay with us.â
Puskas scored 83 goals in 84 games for Hungary between 1945 and 1956. He was nicknamed the âGalloping Majorâ because he was nominally a soldier in the Hungarian army, but it was only as a player with the Hungarian army team, Budapest HonveÌd SE, that he really found his calling. He was to become an integral part of the Mighty Magyars, who bestrode the foot- balling world in the early-to mid-1950s.
They became the first overseas team to beat England on home soil in 1953. As they were warming up for the game, an unnamed English player looked across at Puskas and said, âLook at that little fat chap. Weâll murder this lot!â Hungary beat England that day 6-3 (Puskas scored two goals) and then took them back to Budapest for a 7-1 thrashing.
After the collapse of the Hungarian uprising against the Soviet Union in 1956, Puskas escaped to the West, surfacing in Spain to sign for mighty Real Madrid. In the ensuing years, he became central to the Madrid team, winning the first five European Cups, culminating in the almost mythical 1960 final against Eintracht Frankfurt at Hampden Park, Glasgow, watched by a crowd estimated at 127,000.
Madrid won 7-3 and Puskas scored four goals.
But what has any of this to do with Spike? Well, another tribute to Puskas by Sir Tom Finney, the England and Preston North End legend, holds a tiny clue. Puskas, he said, âhad a roly-poly physique, but a wonderful left foot and he was a brilliant finisher. I would put Puskas in any list of all-time greats.â
He didnât look like a footballer but, unlike the other England player, Finney looked past the obvious and marvelled at Puskasâ âSpikeâ: that âwonderful left footâ.
Most respected football coaches work on the premise that all footballers will have a favoured foot, which they will naturally try to play every ball with, and they work hard to push all players to work on their weaker and less used foot.
When Puskas was asked why he didnât practise more to make his right foot better, he explained that he practised all day, every day on his left foot to make it near perfect, and to worry too much about his other foot would have taken time away from perfecting his left . He understood what his Spike was, and appreciated that concentrating on a weakness would have been counterproductive.
In so doing, that âlittle fat chapâ became the best-known Hungarian of the 20th century. Not bad for a guy with âonly one foot.â Puskas did not ignore the deficiencies of his weak foot and worked to make it adequate, but he decided that a âperfectâ left would be more valuable and a competent right foot would be sufficient.
“Pleasure in the job puts perfection in the work” – Aristotle
Rene’ Carayol, leading executive coach kicked off the launch of his new book, Spike in sunny South Africa with Barclays Africa last week. Â He talked to themÂ about collaboration being the new leadership that will take them from ‘Good to Great’.
TheÂ event took place at the iconic Music Bank Studios where the famous Cadbury’s Gorilla advert was filmed. The staff at the studios were incredibly helpful and went the extra mile to set the sceneÂ for the night with the real life drums used in the advert.
The iconic Cadbury’s Gorilla Advert
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Mark Earls, Independent Marketing and Advertising professional at Herd Consultancy aka ‘The Herd Meister’ kicked off the official launch by saying a few words about David.
Westminster Business School has launched a new generation MBA, designed exclusively for aspiring board directors and anyone looking to work with, for and on boards.
A substantive part of the programme sees the participants working as a shadow board of a company addressing and solving their strategic business issues. In preparation for this, the UniversityÂ are running a series of mini shadow board experiences to showcase and develop how these benefit the participants, theirÂ alumni and the host organisations.
This Saturday they will be working with an exciting not-for-profit ‘Working with Men’ charity, who will be the host organisation for the shadow board. Their aim for the day is to crowdsource business growth strategy.
AttendeesÂ will work during the day with the MBA course leaders and academics acting as Academic Consultants to their boards.
You can find more information on the eventÂ here.