Is Voldemort on your board of directors?

Brand leadership, Coaching, Culture of change, Leadership, Purpose, Self Management

Harry Potter fans will know that the two houses of Griffindor and Slytherin quite loosely depicted the two camps of good and evil.

Griffindor stood for courage, team work and the fight for justice. Slytherin for strategies linked with dark arts and agendas around exclusion of the weak. Both houses stood for pride and unity to their cause.

Ironically both of these houses have one additional big commonality. They both want to be better at what they do. They both want to win.

Voldemort could give you advice and feedback on how to win and be better.

Dumbeldore could give you advice and feedback on how to win and be better.

Both sets of advice would help you improve. But the benchmarks and measures of success were different because Griffindor and Slytherin were different in their vision and goals.

You get to choose who is on your board of directors and define your goals and vision.

If you’re in Griffindor, Voldemort will disagree with your approach and give you intense feedback to change. If you’re in Slytherin, Dumbeldore will disagree with your approach and give you intense feedback to change.

Only you’ll know who to listen to and who will support your vision. What do you want to be better at? Where do you want to win?

Will you choose Voldemort? Will you choose Dumbeldore? It can’t be both.


Feedback and the opportunity of choice

Brand leadership, Coaching, Culture of change, Leadership, Purpose, Self Management

We experience feedback every day. Stimuli and signals are being received continuously throughout the day. 

It helps us survive and protect ourselves. Don’t touch the stove. Eat when you’re hungry. Turn down the volume. Dress warmly. These signals come from our bodies and the environment and responses have largely been programmed into us. 

We are also receiving feedback from people in the form of observed body language, tone of voice, spoken words and actions experienced. Our internal dialogue very often assigns meaning to these messages and influences how we interpret them. 

We could choose to hear the feedback and act or choose to hear the feedback but disregard what we have heard. 

The key word here is choose. We get to choose and be involved in the experience. 

In my coaching sessions I always point out that it is key to start with the end in mind. If you set clear goals and outcomes, it becomes easy to process information against these goals and to decide whether the information will help you achieve your goals. 

Feedback is meant to help improve and to empower us to choose the right path, action etc to achieve our goals and successes. 

Have you thought about your goals and can you describe them? What can you do today to help use feedback to help you achieve those goals?

What will you choose to think and do today?
#leadership #coaching #selfmanagement #purpose #strategy #focus

Source: google

Hosting the world’s worst party

Brand leadership, Uncategorized

No one invites people over to bore them.
No one plans on hosting the worst party of all time.
No one invites people over without preparing first.
No one ignores their guests and treats them with disdain.
No one plays bad music to make people’s ears bleed.
No one makes their party venue as cramped and uncomfortable as possible.
No one hopes to leave a bad impression on people never to see them again.

So why does this keep happening in retail environments?
Why do brands continually treat their customers poorly and drive them away?

Makes you wonder why empathy to our fellow humans doesn’t come into commercial thinking. It’s such a simple strategy.

Boggles the mind.

When knowledge is harmful

Brand leadership, Culture of change, Leadership

I have always focused on keeping up to date with trends and shifts in consumer behaviour. My challenge is to read 30 articles every day of a variety of topics. Random stuff that catches my attention. This has served me well and more often than not, I can start picking up on themes which helps me make more informed decisions in my day job.

There is that aspect of too much knowledge when your audience does not understand your references or the significance of your discussion. You could be viewed as too excited about niche trends or too involved with jargon.

This is becoming more and more pronounced within our industry and the challenge lies in helping our counterparts understand the context and sharing in a meaningful way. The brand success relies on being relevant to the here and now while firmly pursuing the brand ideals.

These are challenging times to be in! Gone are the days of stereotypical approaches and clearly defined demographics.

The opportunity lies in challenging thinking and moving on slowly in line with trends without losing the essence of the brand.

I am not sure all companies are ready for this. I will be monitoring this trend quite closely in future.

The mushy middle

Brand leadership, Culture of change, Leadership, Uncategorized

I was inspired by an article I read about Samsung acknowledging that their cell phone business was at risk because people buy the phone for Android as opposed to Samsung. So who owns the customer – well Android does!

But so what, right? What does that mean in terms of brand and marketing? The fact is that in this competitive world of competition and same same products and offerings, people want the experience they trust and that emulates their own personal brand. The experience becomes a way for them to fulfill their needs for self actualisation.

Brands and companies who don’t realize this are at major risk and I notice in my own circle, that people underestimate how close this sense of being “defunct” really is.

It’s not coming. It’s here. Business approach and speed to market needs to be accelerated. The consumer is going to out pace us and leave us behind. The question is, how quickly we will be able to adapt and give them what they need. Time will tell!