To Whom It May Concern…

Imagine you are an employee who has found themselves in a rapid change environment. You feel confused with everything that is happening and the pace it is happening at. You are struggling to see how you will continue to add value and have a concern that your skill-set isn’t even relevant anymore.


Your employer doesn’t appear to see that there is a problem. You have been told what is happening and when it is happening, but all that is doing is making you feel more insecure and fearful of how these changes will impact on you.

In frustration, you decide to write a letter to your employer.

Dear Employer,

I have felt so much a part of the company’s journey and its success that I look at the company as if you are part of my family.  It is for this reason that I feel compelled to write you this letter…because I really love what I do!

The success that we have enjoyed over the years as a company has, I believe, been because of our people.  We are renowned for our customer service and our customers love what we do. I know that our customers are shopping differently, but it is not like any of this is new, so, I am confused as to why we are adopting so many far reaching changes in the business.  It is not as if we are not a success already!

Your memos and the team meetings we have had letting us know what is happening and when it is happening have been great, but they really don’t answer the questions I have as to ‘why’ these changes are happening and what that means for me. This is a real concern for me.

No-one has asked me what my thoughts are, included me in any discussions or asked for my feedback on what I think the impact will be. This has made me feel like maybe the company I thought I knew, I really didn’t, and maybe I don’t belong here anymore.

I don’t want to go, but I can’t see how, when these changes take place, that I will be relevant anymore. I have a concern that it is only a matter of time before I am asked to leave so I have decided, with great sadness, to resign.

I hope that the ‘new look’ company brings the changes and results that you are looking for. Unfortunately, this is not a journey I can see myself being part of.

Yours faithfully,

Disillusioned Long-Term Employee

When your employer reads this letter they have a choice, to see this as a red flag on how they are introducing change, or to see it as an easy way to get rid of the ‘dead wood’ and introduce new thinking. If they choose the latter they then need to ask themselves at what cost this will to the business?



Originally posted 2017-08-25 12:59:26.

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10+ Leadership Language Styles: What Are You Communicating As A Leader?

The leadership language styles you choose to adopt set the tone and expectation for your employees to follow.



How are you communicating and what impact is your leadership language style having on the employees you lead?

Where do you sit on the Leadership Performance Spectrum, and how can you improve the language you use as a leader to communicate?

10+ Leadership Language Styles to Explore


‘Sticks and stones will break my bones but words will never hurt me.’

Not always true…

As a leader, you are often judged by what you say and if your words are misunderstood or misinterpreted they may become ‘mud’ that inevitably has a way of sticking.

How you choose to articulate your leadership has the ability to define or destroy you as a leader.

Think before you speak, and speak only after careful deliberation, and with a full understanding of the meaning and impact of your words.


The visual language you communicate, as a leader, sets a precedent for not only what your employees believe now, but also what they will continue to expect from you as a leader.

What your employees see, establishes a strong association with what they believe.


The language you communicate virtually, through various channels, and on different platforms, tells the story of your leadership approach and gives insight into your emotional intelligence.

Your virtual footprint as a leader, gives you a voice to narrate and  accentuate how you want to be seen as a leader

How you choose to position yourself will leave an impression and will impact how you are perceived as a leader, whether that be real or imagined.


The way you craft your words can have different meanings for different employees.

Investing your time to understand how to harness the power of the written word as a leadership language tool can only enhance the power and potential of your leadership and its reach.

Recognizing and realizing what you write as a successful leadership language tool may create an opportunity to establish influence and authority, by demonstrating knowledge and experience.


The way you speak, your tone, words and the messages you are delivering, should be contextual with your goals, objectives, and actions.

The employees you lead and the market you operate in, will become confused and disillusioned if the way you behave and the actions you take do not align with what you say you are going to do.


Adopting collaboration as a native leadership language enables you, as a leader, to align yourself with others who have strengths that you do not possess.

This allows you to focus on what you do best.

Collaboration gives you an opportunity to showcase your strengths as a leader, rather than your weaknesses.


Your body talks louder than your subconscious self is aware. The story your body language tells others is often more revealing than any words you say.

Becoming aware of your body language as a leader is an important tool to present yourself as an open and transparent leader who listens, and encourages engagement and interaction.

Your body language can mean the difference between you, as a leader, being seen as approachable or unapproachable.


In today’s world, it may seem strange to suggest being tactile as a leadership language tool.  The interpretation of the term may appear to be politically incorrect, however, in the context of the task that the employee undertakes, rather than the employee themselves, being tactile takes on a completely different meaning and context.

A leader who engages in a task that an employee is expected to do demonstrates that he, or she, is prepared to be a hands-on, involved leader who wants to understand and relate to what they expect from their employee.


Consistency and calmness communicate strength and decisiveness as a leader.

Your behavioural leadership language style has the power to communicate in a way that is conducive to creating trust and sincerity.

This positions you, as a leader, to gain consensus to accelerate progress, momentum, and productivity.


Demonstrating that you, as a leader, have deep knowledge and what you are asking for, or expecting from your employees is understood, establishes a belief system in your employees.

As a leader, if you want your employees to follow you it helps the employee if they can see you understand, can influence, and have authority when you communicate.


Innovation and ideation can often be seen as interruption if your employees believe you do not have the experience to make things happen.

Experience echoes in your language and the way you choose to communicate can amplify this in what you communicate.

If that message fails to convince, confirm or convey your experience the consequences can negatively impact what you are trying to achieve.


Your leadership language style of choice can easily become your leadership DNA by default.

What is your leadership language style, what story are you telling, and is that a true reflection of you, as a leader?



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People Are The Fuel That Makes Success Happen

As a business owner you spend a lot of time working under the bonnet of your business. Time and resource is allocated to plan, strategize and to put processes in place that will help you to make smart choices that deliver smart outcomes. However, it is the fuel that you put into the business to drive it, the people you employ, align yourself with and the customers you serve that determines if your business breaks down or runs smoothly.


5 Smart People Choices To Fuel Your Business

  • Employing or surrounding yourself with people that are not like you.  This will help give you different perspective and encourage you to look at things differently.
  • Employing or surrounding yourself with people that will challenge you to evolve. It is very easy to do things the way you do because you always have.  What if there is a better way?
  • Employing or surrounding yourself with people who have different strengths to you.  This is what truly brings about strong teams when the balance of skill sets is complimentary.
  • Employing or surrounding yourself with people that are smarter than you.  If you choose not to see this as threatening the benefits are enormous. First and foremost smart people make you look good if you lead them well.
  • Employing or surrounding yourself with people that can problem solve and innovate. This is when you truly start to discover opportunity.

5 Not-So- Smart People Choices That May Stall Your Business

  • Employing and surrounding yourself with people just because they went to the right school or have the right qualifications.
  • Employing and surrounding yourself with people who are recommended to you or as a favour for a friend without first making sure that they are the right fit.
  • Employing and surrounding yourself with people who make decisions on your behalf without conferring with you.
  • Employing and surrounding yourself with people who are change-phobic.
  • Employing and surrounding yourself with people who are there for the money and the perks but don’t have the passion.

3 Questions you need to ask yourself when making decisions about people

  1. Are the right people in the right roles in your business?
  2. Are you identifying who your customers really are and if so how are you doing that?
  3. Are you aligning your business with the right partners and affiliates to advantage both parties?


Originally posted 2017-01-12 16:21:11.

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