Certain behaviour just drives you nuts, doesn't it? When things don't go the way you want, when people don't behave the way you expect them to, when life doesn't go as planned it causes stress and frustration.
But when we fight reality we aren't able to resolve "what is" and instead we use all of our energy trying to make things how we want them or expect them to be.
In this episode I talk about the battle with reality and how to notice and expose it so that you can disrupt the true reality. That's leadership.
Hi folks! People sometimes come up to me after a presentation and say they could never speak like that. Well, if they knew a few simple tips - things that I've learnt along the way that make the difference and that can easily be copied - they would be able to do it too.
To prove it, I'm sharing some of the little things I do before and during a presentation that help me with nerves and that help me construct a presentation that works from the stage.
I'd love to hear your tips too. So contact me via Twitter (@blairepalmer), Instagram (@blairelyspalmer) or email (firstname.lastname@example.org) and let me know what you do to make a great presentation!
This week I'm speaking at the inaugural Agile Working Event in London. I'm anticipating a lot of talk about technology, processes and systems all of which are important to support an agile culture.
But the culture bit comes first. Companies that expect agility to result from policies and technology without looking at the cultural mores of their workplace will find the same issues they have today, only magnified, when they attempt to be more agile.
And whose job is it to create the culture? Leaders start. They can't do it alone, but someone has to start and by definition the people who start are the leaders.
That's what's today's episode is all about.
Please share your experiences with me on twitter (@blairepalmer), instagram (@blairelyspalmer) or by email (email@example.com)
Wherever I go, senior people tell me they wish their people would step up and take ownership of their job. So in this week's episode I talk to Mark Fritz who is all about ownership!
I his keynote speeches and workshops he explores how to create a sense of ownership amongst your people and what that requires of leaders.
I loved talking with Mark who is full of easy to remember concepts and tips. I'm confident you'll take a lot from it too.
Stay in touch with me on twitter (@blairepalmer), instagram (@blairelyspalmer) and email (firstname.lastname@example.org).
I'm delighted to introduce you to real-life punk, Joel Vos.
Psychologist,Vos, AKA the Punk Professor, talks to me about Meaning, Mental Health and Punk. He's hugely knowledgeable and I love his academic but also very practical approach to the topic.
I hope you enjoy seeing the world through his eyes for half an hour today.
Should I do this? Shouldn't I be doing better than this? Shouldn't they listen to me? Shouldn't I have done something differently?
This episode is all about shoulds and shouldn'ts. We look at 4 different kinds of shoulds and how to deal with them.
From a leadership perspective, shoulds give you the impression that you don't have a choice, that you are duty bound to behave a certain way or that "that's just life". But shoulds are beliefs and assumptions. And true leaders don't simply accept beliefs and assumptions without first questioning them.
I hope you find this week's podcast thought-provoking. Please stay in touch via twitter (@blairepalmer), instagram (@blairelyspalmer) and email (email@example.com). And please feel free to share this podcast!!
I'm so excited to introduce you to my guest this week. Yehudi is a fascinating guy, a team coach and org design specialist who asks some pretty big questions in his work, questions we would all do well to ask.
In my solo shows I tend to focus on the inner work, but in my interview shows it's normally about these big questions - putting assumptions under the microscope and asking ourselves "What if there's nothing to these assumptions except conventional wisdom?".
I'm sure you'll enjoy listening to Yehudi and I talk about education, organisational change, organisational design and what the business of the future will look like.
Stay in touch on twitter @blairepalmer, instagram @blairelyspalmer or email firstname.lastname@example.org
Earlier this year I shared my view that there really isn't such a thing as "leadership development". But this doesn't mean you can't grow in to leadership or grow as a leader. The best leaders are endlessly curious and endlessly evolving.
In this episode I share a few ways you can grow and evolve without anyone trying to teach you to lead.
For me the only leadership development is inner work and big questions. But what does that actually look like? That's what I'm talking about today.
I'd love your thoughts.
Over the last few years I've made predictions about what's going to be in the agenda in the year ahead. This year it's taken me a few weeks because the start of the year was dominated by other stories.
But now I'm sharing my 4 themes for the year. These aren't new concepts by any means but if you're not thinking about them this year, and I mean really thinking about them, then you're way too late.
Without giving too much away, how deeply are you considering agile, diversity, digital transformation and the relevance of global social unrest?
Chances are all 4 of these topics are on the agenda. But what about the leadership implications? Are you really considering your responsibility as a leader when it comes to something like Agile Working? How far have you taken that thinking?
Taken individually these concepts are just technical changes - new policies, processes and systems. They don't mean much. But taken together and seen through the lens of a radically changing world, they are all telling us something about how organisations of the future need to look, and what you need to start changing now to be relevant by then.
Hope you enjoy!
I've been writing about, and consequently thinking about, feelings all week. The chapter of the new book, Punks in Suits, about Trust looks at the part emotions play in business and how important our ability to bring feelings in to the conversation is.
One reason for this is that, very fast, computers are increasingly able to do things that have previously only been done by people. At some point these jobs will all be done by 'bots. Anything a bot can do - anything that is based on pure logic, data analysis, facts and process will be able to be done by a bot.
What does that mean for humans and the workplace? Well, it means that if you say that you are able to leave emotion at the door and make decisions purely on scientific fact, you're basically saying that a bot can do your job.
The truth is that, certainly for the foreseeable future, bots won't be able to empathise, sense, read between the lines or connect and therefore we'd better get good at doing that ourselves. Those might be the only jobs humans will be doing! And that ability to empathise, sense, read between the lines and connect is what makes humans great problem solvers, innovators and creatives - just the skills your business needs. If leaders are unable to connect with their emotions then maybe bots can do our jobs too!