Driving Success in the New Era: Unlocking Leadership Excellence through Coaching

Driving Success in the New Era: Unlocking Leadership Excellence through Coaching - Julia Ngapo Business Coaching - Colourful umbrella being held above a group of black umbrellas ans shielding them from rain.


In the ever-evolving business landscape, leadership excellence has become more crucial than ever. As we adapt to hybrid work models and strive to foster diversity and inclusion, business owners and leaders face unique challenges.

In this article, we will explore how embracing coaching can be the key to achieving leadership excellence and driving success in today’s business climate.


Navigating Hybrid Work:

Leadership excellence is essential in navigating the complexities of the hybrid work model. Coaching provides a structured approach to developing effective strategies, enhancing communication skills, and fostering connections within teams.

By embracing coaching, leaders can optimise productivity, create a cohesive and inclusive work culture, and lead their teams to achieve exceptional results.


Embracing Diversity and Inclusion:

Diversity and inclusion are integral aspects of leadership excellence, and yet there are many organisations that adopt a laissez-faire approach rather than encouraging diversity within their board.

Coaching equips business owners and leaders with the tools to embrace diversity, nurture inclusivity, and leverage the unique perspectives and talents within their teams.


By developing cultural intelligence, challenging unconscious biases, and cultivating inclusive leadership practices, leaders can create environments where everyone feels valued, heard, and empowered to contribute their best.


Developing Agile Leadership Skills:

Leadership requires agility in today’s fast-paced business environment. Coaching helps leaders enhance their agility by fostering adaptability, resilience, and strategic thinking.

Through coaching, leaders can reflect, challenge assumptions, and explore new approaches.

By sharpening their leadership skills, business owners and leaders can effectively navigate uncertainty, make informed decisions, and inspire their organisations to thrive.


However, coaching goes beyond addressing challenges; it focuses on unlocking the full potential of individuals and teams, leading to exceptional performance. It empowers leaders to tap into their strengths, identify areas for growth, and set meaningful goals.


Coaches provide guidance, support, and accountability, enabling leaders to overcome barriers and achieve outstanding results. By investing in coaching, business owners and leaders demonstrate their commitment to personal growth and the development of their teams, ultimately driving organisational success.


Strengthening Emotional Intelligence: Leadership excellence goes hand in hand with high emotional intelligence (EI). Coaching helps leaders develop their EI by enhancing self-awareness, empathy, and interpersonal skills.


Leaders with strong EI can build positive relationships, inspire trust, and navigate conflicts constructively. Through coaching, business owners and leaders can cultivate a leadership style that resonates with their team members, creating a harmonious and productive work environment.


Conclusion:

Leadership excellence is not a destination; it is an ongoing journey of growth, learning, and adaptation. By embracing coaching, business owners and leaders can unlock their full potential, navigate the complexities of hybrid work, foster diversity and inclusion, and drive their organisations towards success.


Are you ready to embark on the path to leadership excellence? Take the next step and invest in your growth as a leader. As an accredited business and executive coach, I support leaders and business owners in leadership development, hybrid work strategies, and diversity and inclusion enabling you to enhance your skills, overcome challenges, and achieve remarkable results.


Don’t settle for mediocrity when you have the opportunity to become an exceptional leader.

Embrace coaching as a transformative tool to unlock your leadership excellence and propel your organisation to new heights. Remember, leadership excellence is not a luxury, but a necessity in today’s competitive business landscape.


Take action today and invest in your leadership journey. Experience the power of coaching to unleash your true potential, inspire your teams, and achieve extraordinary success.

Instead, let coaching be the catalyst that propels you towards leadership excellence in the new era.


Are you ready to thrive as a leader? The time is now. Embrace coaching and unlock your leadership excellence. Book a discovery call with me and start your journey today!

Managing Organisational Change – A People-Centric Approach

Julia Ngapo Business Coaching - Managing organisational Change - Business woman and man playing Jenga on desk, withdrawing bricks

Managing organisational change effectively is key not only in ensuring as seamless a transition as possible but in maintaining staff engagement, throughout the process. After all, with successful change comes a clear vision, but it is driven by the people within the organisation, your team.

 In this blog, I share 7 ways that leaders and managers can ensure any change is well managed, with staff supported in any transition.

If there is one constant within life it is that change is inevitable. Whether as a result of business growth and restructure, merger, and acquisition, development of new leaders, or as a result of post-pandemic market changes, what is clear is that organisations must seek to adapt as seamlessly as possible.

However, the challenge that leaders and managers face in implementing change, is not only in getting systems, processes, and structure right but in supporting their people through their individual responses to the change.

Start with the vision.

In my coaching practice, this is often the point at which I come in; in supporting the leader or manager who understands that change is a necessary step forward, but who requires support in implementing that change, ensuring their actions are intentional and purposeful, rather than simply reactive.

The process of change, therefore, has to start with a vision. The vision of where your organisation wishes to be once the change has been effected and exploring the reality of where you are now. The disparity between the two allows you to create a road map, to fill any gaps identified along the way, whilst identifying the strengths you have to support the process.

Any change must be aligned with your organisation’s overarching objectives to ensure that any change will carry the business in the right financial, strategic, and ethical direction. This step is also valuable in ensuring that any change is worth the investment of time and energy in effecting it. If it’s not, then don’t do it.

Put People First.

Change may happen quickly or unexpectedly, and people are rarely emotionally ready, but it is vital that you, as a leader or manager, prepare your teams as much as possible. The biggest impediment to change initiatives comes when people who don’t understand the need for change are not communicated with and who are not given the opportunity to “buy in” to change.

Managing organisational change successfully involves clear communication strategies being created, that create and maintain momentum and that encompass a variety of approaches to deal with the diverse needs of the workforce.

Adapt Your Communication Strategy.

It is interesting that the modern workforce now potentially includes four different generations, all of whom will have unique perspectives and diverse needs. So, it is important that the effect of any change is reviewed in the context of each level of the organisation and from the perspective of the people it involves. This process will help you to identify where both learning and development and support are needed to mitigate the impacts of change.

Be as transparent as possible with your workforce, communicating reasons for change, the methods to be used to implement it, and the appropriate timelines for each stage. It is also important to ensure your teams are aware of the opportunity for feedback to be given, via surveys, focus groups, and informal feedback opportunities and acted on where appropriate, throughout the process. This allows you to identify and to be seen to act upon any barriers to change before they become an issue and can also be key in measuring the success of any change.

Offer Opportunities for Development.

Providing opportunities for learning and development can lead to a sense of empowerment for employees, who feel they are part of the process, and this may help to convince them of the benefits of any proposed change.

They are more likely to view organisational change as positive progress, rather than something that is simply mandated from the top. Training could include on-the-job coaching and mentoring, and online or face-to-face learning, but could also include mindfulness activities designed to support a positive mindset at a time when emotions may be running high.

Offer Consistency.

As you communicate any proposed change, the need for it, and how it fits within your future organisational vision, it is important to recognise that this is not a one-time activity but should be maintained throughout the process. Your workforce will look to you as the beacon to lead them through the uncertainty and instability of change, and by demonstrating your transparency, and consistency in communication and actions, you also demonstrate that you value your workforce. A valued workforce is one that is empowered to deal with and engage in change, rather than seeing that change as something in which they are simply swept along.

Additionally, offering consistency through a focused, intentional communication strategy allows your teams to understand the “why,” “what” and “so what” of change. Each member of your team is likely to have one question in their mind as you deliver your plan for change; “What does this mean for me?” Clear communication can switch their perspective from one of fear to opt-in, where they look at how they can support change, rather than providing resistance to it. Remember, an empowered team is an engaged team, making managing organisational change so much more straightforward.

It is also key that you monitor levels of momentum, noting any dips. This is the time when strategies may have to be adapted or reset in order to continually build trust in your workforce. Again, transparency in actions, active listening through regular feedback opportunities, and proactivity of actions are important to demonstrate support and build trust. Your teams need to see that you are prioritising their welfare now more than ever before, and positive action here will pay dividends throughout the entire process.

Create a Support Structure.

Having the framework in place with which to support your team both emotionally and practically will help your workforce to navigate the change effectively. This could include training to improve technical skills in line with new or updated requirements, counseling for redundancy or restructuring, a mentoring service, or instigating an open-door policy to provide support with any challenges and questions that occur throughout the process.

Address Resistance.

It can be tempting, when so much is going on, to ignore any signs of resistance amongst your workforce. However, identifying and acting early is an opportunity to deal with any resistance before it has the chance to spread and take hold. Left longer and ignored, resistance can spread quickly and seriously threaten your progress. Instead, pay attention to signs of procrastination, inaction, spreading of rumours, and withholding information, and deal with them.

Managing Organisational Change – Conclusion.

Change of any description is difficult. but in growing your organisation, it is inevitable. All successful transitions have one thing in common, however, that they take their people with them through consistent communication, and empowerment and by enabling their workforce to have a part in driving change themselves.

When managing organisational change, put your people at the heart of everything you do. They will repay you one hundredfold.

Is your organisation going through a period of organisational change? I can support you and your teams in managing organisational change with effective, results-driven coaching and mentoring, supporting you to manage the process, create your vision for the future, and ensuring you take your people with you, whilst minimising the impact of change. Book a discovery call with me and let’s talk.

Why Boredom Can Be Your Business Best Friend. The Positive Side Of Boredom At Work.

Julia Ngapo Business Coaching. Why Boredom can be your Business Best Friend. The Positive Side of Boredom at Work.

Contrary to what you might believe, there is a time and place to let boredom reign. The Italians call it “il dolce far niente”, “the sweetness of doing nothing”, and whilst we are not talking about the mind-numbing level of chronic boredom from a job that does not satisfy you or that you hate, boredom at work of the right level can be of benefit to you.

Let’s look at a few of the positives to be gained from letting boredom into your business.

Increased Creativity.

Neuroscientists have discovered that periods of inactivity can give the brain space and time to be more creative. As the centre of every single activity that your body undertakes, from blinking to moving, talking to walking, your brain never pauses its’ activity. Even during sleep, it is still processing and clearing from the previous day. And, although it is counterintuitive to do nothing, that period of boredom allows creative ideas that may have been lurking somewhere in the background to come to the fore, to fill the empty space. Further research has shown that short periods of boredom at work can lead to improved performance in problem-solving and brainstorming activities.

Room for Growth.

Our nature is to fill any empty space – to fit a short meeting in a gap in the diary, to allow a meeting to continue past its allotted end time, to permit a task to take a little extra time to complete, we unconsciously strive to fill any gaps in our day. After all, “busyness” feels like you’re achieving something, doesn’t it? You’re in demand, you’re in the flow, and you’re important. But the benefit of introducing some space into the business day is a strategic one.

By intentionally creating that space in your day, you allow more business opportunities to come your way.

If the Pareto Principle is to be believed, that 80% of your income is generated from 20% of your customer base, then it also follows that the majority of your time, energy, and attention is focused on those customers who are not going to provide great returns.

Now imagine the time and space returned to you by not working with these non-ideal customers and the space that opens up for more ideal customers to find you.

A word of caution here: Ensure that you clarify how you would wish that vacuum to be filled and be intentional in how you achieve that. If not, you run the risk of the space refiling with more of the kind of activity of which you have just rid yourself.

Create a visual reminder of what it is that you want, and place this somewhere where it is regularly seen – above your desk is a great spot.

Black and white image of young couple showing Boredom at Work.

Reduced Burnout.

Employee burnout and attrition are at an all-time high. But research shows that when we give ourselves a break, even just a few minutes, engagement and quality of work increase, and stress goes down. Additionally, allowing employees space demonstrates an investment in their wellbeing and professional development.

Increased Productivity.

We’re led to believe that automation of every part possible in business is the way to go, but the danger here is that tasks are completed by rote. Our jobs become more routine, discouraging any active-thinking and our productivity becomes just enough to get everything completed. However, a spell of creative boredom at work allows our brain to recharge and reset. We can identify new ways of doing things, become enthused again in our role and regain our work mojo. When we accept that not every moment has to be filled with ‘doing’, and that ‘being’ is equally important, we allow ourselves time for our productivity and resilience to soar.

Boredom at Work: Conclusion.

Boredom at work is something most of us feel from time to time, but few of us admit to it. And yet, it can be leveraged intentionally and strategically to increase your productivity, performance, and creativity.

Allow yourself some boredom at work and welcome the space for growth and expansion to occur.

I work with business owners and c-suite executives, supporting them to increase their productivity, banish their mental blocks and scale their business sustainably. If you would like to find out more about my different approach to business or executive coaching, then why not book a call today?