Words of Wisdom: Mentor Leadership

Engage, educate, equip, encourage, empower, energise, and elevate. Those are the methods for maximising the potential of any individual, team, organisation, or institution for ultimate success and significance. Those are the methods of a mentor leader

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Grow your start-up ‘profitably quickly’

Grow your Start-up ‘profitably quickly’… Mmmmm not sure that’s even correct English so let me start at the beginning

As a business owner, my commercial objective is to create *profitable and sustainable growth*. This allows me to hire more, reward better and delivers on my mission of ‘Helping Organisations and Lives Flourish’

* is also my overarching desired outcome for my clients I work with

I’m always on the lookout for ways to build new relationships and learn from other experts on ways to continuously improve what I do and how I do it, and last night I attended an event hosted by Marian Gazdik, Startup Grind, held at the very cool/funky WeWorks venue in Moorgate.


These are the key messages I picked up from the highly accomplished, Venture Capitalist, Entrepreneur, ‘Queen of Seed funding’, Reshma Sohoni, Partner and Founder of SeedFund & Seedcamp on how to How to grow your startup ‘profitably quickly’

You have to set the right culture from the start – For Reshma this entails

– Living and driving the work ethic you desire

– Creating a culture that truly desires and intends to “deliver (create) the world you and they want to see” (sic)

– Working smart

– Listening

– Having a phenomenal hiring process in place

I know that this was a talk aimed specifically at how to get funding for your startup and want to thank Reshma, Marian and the rest of the SG Europe team for a very informative event

Have a question concerning any of the above, email me at flourish@leadershipinmotion.co.uk or comment

Leadership in Motion works with Founders/Directors of SME’s and their leadership teams helping them maintain authenticity and achieve consistent, sustainable, profitable growth as they transition from the first generation to the second generation to third generation expansion. Our mission is to Help Organisations and Lives Flourish and our Vision is to Develop 1000 Leaders who are World Changers by 2020

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What’s the state of your ‘Heart’

The Heart is the engine room of the human body. Within in it is found the spark that starts and maintains life. It is the place which feeds and nourishes the rest of the body. If it is performing poorly the body suffers. If it stops, the body dies.

There is a saying “The Human Body is made up of many parts, but the many parts make up one whole body”.  So it is with an organisation – a body of people all together making up one body.

Leadership is the Heart of the organisation

Leadership feeds and nourishes its people. It is the spark which nourishes and drives the body. If Leadership performs poorly the organisation suffers. If Leadership stops, unless there is swift and effective action, the organisation will die.


How do we spot and identify the state of our Heart? With the human heart, there are a number of different ways –

Early symptoms are usually experiential and could include things like shortness of breath or pins and needles. Of course, these could be attributed to other problems, not heart-related so you could then go to diagnostic practices.

When I first was diagnosed with my heart condition H.O.C.M back in 2001 the doctors used an Electrocardiogram (ECG) which read my heart rhythm and allowed them to pick up irregularities which definitely indicated heart trouble. They then used an Echocardiogram  (an ultrasound machine) to look at the structure ad function of my heart.

Symptoms in the Human Body are all good and well, but how does this tie in with  identifying the shape of our organisation’s Heart?

Through my years of experience in helping sports people and organisations perform I have observed and learned that the early warning symptoms we see in the human body are similar to the ones of the organisational body so I thought I would share them with you.

Note – Although Poor Performance is a symptom, it is unfortunately usually a sign that the Heart has been performing poorly for a while. Below I have listed the Human Heart symptoms and causes along with Organisational Heart symptoms and causes.


In reading the above you may have noticed it reads ‘Potential Causes’. This is intentional!

As with my Heart symptoms I described at the start, my GP didn’t just listen to the symptoms (which combined are very highly Heart related) and give me a prognosis that it is my Heart, as there are other things that could cause the symptoms. First, they ran Heart-specific tests to make sure it is, in fact, the Heart.

It is similar in the organisational context. All the symptoms above are strongly indicative of Heart problems however it is critical before any corrective action takes place that a deeper investigation of the underlying causes takes place.

As I wrote in a previous post “Organisations rise and fall to the rhythm of its Heart” Make sure you are aware of the state of your Heart

Leadership in Motion is your organisations Heart Health Specialist. We prefer to prevent the symptoms you may face by developing up and coming talent in our Developing Leaders who are World Changers Program. However, we are as also highly skilled at identification and cure. Want to know more about our Developing Leaders who are World Changers Program? Click Here. Are you seeing any of the above-mentioned symptoms or are experiencing these for yourself and are concerned Click Here

The ‘Marketing Your Business One 0 One’ social experiment

I’ve recently taken the big and exciting leap of going it alone. Yep, you read that right. After fifteen plus years of working for companies and helping them grow and prosper, I am riding solo, lone ranger style into the world of entrepreneurship http://www.leadershipinmotion.co.uk

For those that know me, entrepreneurship (at least the desire to run my own business) is not something new. My past is littered with ‘startups’

  • 2002 a personal training business
  • 2003 a sports massage business
  • 2009 Coaching and training business #1

Businesses which on the whole did well (I made money, paid the bills) but for some reason, I never pushed through to the next level on … But that’s for another post ;0).

The reason I am writing today is about marketing of your business one 0 one. What is ‘Marketing Your Business One 0 One’ you may ask?

“The first group you market your business to when you get started is your family, friend and social network”

I can imagine you scratching your head as you read the above, thinking “not exactly rocket science is this”. and you would be right, it’s not! As far back as I can remember, any sales book or conference I’ve been on one of the fundamental messages that get shared is “Reach out to your family, friends and social network first”

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The reason I share this is two fold

  1. We don’t do it!

You would be amazed at how few people actually do this. I train sales teams and I share the same message time and again. If one percent of the delegates action this message I would be impressed.

Heck, in my previous ‘startups’ I didn’t even do it.

2. If we do it I don’t think we do it properly.

With the rise of social media and connectivity, reaching out and marketing our service has never been easier. Linkedin, Youtube, Twitter, Facebook, Instagram, Messenger, … have all made it so easy to connect with and inform our close network of what we are up to. And this is the trap – “Marketing your business or services One O One” is not about posting a generic ‘post’or update and hoping that people respond. It involves reaching out to each individual. Letting them know, personally, what you are doing,  how it benefits people and how they can help.

Don’t misunderstand me – generic marketing posts are important, but If you don’t do the aforementioned one first all that happens is that your important message blurs into the background of the media blackhole and gets lost.

So here’s my experiment 😉

As I started off with, I haven’t tended to do this in the past. Reasons – try any one of the following on for size


This, funnily enough, is where I see the difference between the past and now. Today I need this to work and getting my message out there and asking for support/business is a key part of this success, so instead of letting the above sway me, I now say the following when one of these thoughts crop up in my head

“If I don’t do the (fill in required action), then I am being irresponsible to myself, my family and the person to whom this message is going.”

You wouldn’t believe how the decision to consciously ‘be responsible’ gets me fired up and sending the message out.

So here’s my experiment 😉

Over the next few weeks, I will be directly contacting my entire ‘friendship’ circle on Facebook with information about what I’m doing, what the benefits are and how they can help. I will then be doing the same with my Linkedin connections

The experiment (for me especially is as follows)

  1. I tend to worry that I am ‘putting people out. If we are ‘friends’ or past colleagues I would hope that a friend reaching out for support would not be a putout and that we would want to help how and where we can. It also tells me very quickly about the ‘friendship’ concept lol
  2. I’m eager to see the ROI on such an activity. There will be further marketing activities but this already takes a level of time (individually messaging 500 + friends :0) takes work

So there it is Marketing Your Business One 0 One “first reach out to your family, friends and social network”

Whilst I am writing this, it would be rude not to ask you as a follower for help.

Businesses and families today are struggling, predominantly because their people (who are usually great people) don’t know how to lead. I set up Leadership in Motion because I understand that being a Leader who is a World Changer is the key to a flourishing life and business. My vision is to help develop 1000 Leaders Who are World Changers in the next 3 years.

In order to flourish in life and in business, it always helps to have somebody alongside who has a developers heart. Somebody who’s base is about helping people succeed. somebody who is equipped and skilled to help you identify the gaps. I am that person.

You could help in any of three ways

a) If you are somebody or you know somebody who is a leader could do with the above (hopefully preventative rather than fixing) please give me a shout.

b) Like and share this blog and my details to your community

c) Let me know how I can improve and add more value




Performance Management, not quite dead

I had the privilege of attending an excellent Business Transformation Networking event www.thebtntv.com hosted by Annapurna Recruitment a few weeks back with the title ‘Performance Management, Not Quite Dead Yet”. Informative and highly relevant, given the current economic landscape, it gave me a good opportunity to pause and reflect on what and who owns and drives organisational performance.

My key takeaways from this interesting and engaging talk were as follows

1) Myth – Performance management is dead

A popular concept that started making the rounds in the popular press a number of years ago

Fact – Performance management is still alive and kicking. All that has happened/ is continuing to happen is that the P.M. manner or process has changed.

2) Myth – HR owns performance management

Fact – HR does not and definitely should not own performance management. The truth is that every single stakeholder, starting with Senior Leadership, is accountable for performance and that leaving it to ‘a department’ like a pet project is exactly the type of practice that results in ‘poor performance’

3) Myth – Lack of leadership capability, financial incentives, products, services, strategies, performance management processes, etc are the reason for poor performance

Fact – Although these all play a part, the foremost reason poor performance is occurring is that the culture of the organisation is not one of accountability ”

“Each and every stakeholder is clear about their role – as part of a wider organism –  and are wholly and fully committed to owning their part in delivering on the objectives of the organisation in the time and manner required and agreed”

From my experience, ‘accountability’or lack thereof is not as easy to identify especially if the operational and strategic elements are not right. As Roger Connors and Tom Smith share in their book Change the Culture, Change the Game

“To generate cash you need to *optimise operations (sic) and to do that, you need to be able to identify sloppy process/procedures” You then need to have the abilities and resources to implement these changes. This all takes a lot of energy and focus and because it is our instinctive ‘go to’ we are so focused on plugging this hole that we fail to see the real leak – the lack of accountability.


Here’s a scenario. Your business is not achieving what it should be so you take a look a little deeper and uncover one or more of the following symptoms –

  • Revenue, customer base, market share, and/or profit growth has slowed, has stopped, or worse is shrinking
  • You are struggling to outperform your competitors
  • You are struggling to beat the economy
  • Organisational objectives are not being achieved
  • Agreed objectives are not being delivered
  • Churn (unwarranted leavers) has increased

If you or somebody you know is experiencing any of the above – STOP

Before you rush and sign off on a new CRM/Performance Management/Training Program take a moment and look at the list below. Reflect on the overall behaviours of the business and answer each statement


A high number (greater than 40%) of Yes’s would indicate that although there may be operational issues, there is also a cultural issue and that changing the way people act (through operational/technical/strategic/people improvements) without a change in beliefs will result in – 



PROGRESS NOT lasting improvement

Which, in turn, will be costly and frustrating for both yourselves and your people

I understand the challenges leaders go through, I’ve been in the business of organisational performance a long time. Leadership in Motion was formed to help organisations flourish by developing their people into strong, confident leaders: Leaders who recognise their purpose and authority; and who have the tools and means to equip, enable and empower others to realise their full potential. Find out more