Change is the new normal Change has become such a constant in our workplaces that the phrase “change is the new normal” barely lands anymore. And yet, for many people, the experience of ongoing change is still exhausting. In Aotearoa, we’re seeing the same pattern… Read More »How NZ Teams Can Stay Resilient Through Constant Change
“If I have to motivate you, I don’t want to hire you.” It’s one of my favourite lines from Professor Dan Pink, author of the book ‘Drive’ — and it lands because it’s true. In Aotearoa, we often expect people to “just get on with… Read More »Dan Pink’s Motivation Framework Explained for NZ Leaders
If a group of people is made up of individuals solely focused on achieving their own goals, then is it truly a team? Individual objectives matter — they give people direction and accountability. But in any New Zealand workplace, collaboration requires something broader: an awareness… Read More »Is It Really a Team If Everyone Is Only Focused on Their Own Goals?
Many people avoid difficult conversations due to underlying fears such as judgment or reprisal. However, leaders must engage in these discussions to prevent issues and improve relationships. Preparation, a centered mindset, clarity of messages, respectful language, and active listening can enhance these interactions, turning them into opportunities for growth and collaboration.
To reduce misunderstandings, prioritize checking your understanding and engage in two-way conversations. Ask open, solution-focused questions to foster learning. Create a thinking environment that encourages fun and creativity. Additionally, recognize that effective leadership requires listening over talking, breaking the notion that leaders must always have the answers.
Effective conflict resolution requires a comprehensive skill set including mindset, emotional regulation, and collaborative communication. Leaders must confront conflict rather than avoid it, as neglect can harm team dynamics and creativity. Understanding the neuroscience of conflict can enhance resolution strategies, supported by appropriate training for developing these critical skills.
People often avoid difficult conversations due to a fear of conflict and potential repercussions, particularly with authority figures. However, with practice, individuals can enhance their ability to conduct these conversations effectively. Key strategies include regulating emotions, providing constructive feedback, and focusing on understanding to foster positive dialogue and minimize tension.
Risk‑taking builds confidence, resilience, and better decision‑making. Learn why leaders should take risks — and how to teach others to manage risk well.
Tracking – it’s useful in the bush and for the same reasons, in the office too! It means you and the team know where ‘things are at’, at any time.
When we’re Solution Focused, we’re creating chemistry in the brain that is better for our mental and physical wellbeing, we’re also having more fun!