Posts Tagged ‘Talent Leadership’


The seven workplace passion killers

Thursday, September 18th, 2014

Sevel passion killers‘Passion is the Number 1 Business Development Tool’, says my friend Jesper Lowgren, author of On Purpose – the path to extraordinary business transformation. Passion is what drives engagement (both internally and externally) and leads to simplification through asking the right “Why” questions.

Listen to leading organisations like Zappos and Google and it is clear that people there are passionate about what they do. Yet in too many other organisations passion is a scarce resource. Most people when they start a new job are excited and engaged. Most new projects and change initiatives start out with a lot of enthusiasm. And yet STILL about 2/3 of these initiatives fail – a figure that has not altered significantly in the last 30 years.

Where does all the passion go? (more…)

Passion and Flow: How to make the most of your greatest asset – People!

Tuesday, August 5th, 2014

People potentialI’m running an event in Melbourne on 12 August at 6.30pm. You can find the details here.

But first some background:

Like it or not, we live in revolutionary times. Everywhere I go I find conversations about working in a different way. Some of the regular themes include:

  • unleashing human potential and creativity
  • working collaboratively across silos and organisations
  • building tribes and communities with trust
  • the shift away from patriarchal structures and the rise of feminine values
  • a new environmental awareness
  • putting values at the centre of everything we do
  • being authentically human

(more…)

Fool-proof employee driven engagement

Thursday, September 26th, 2013

EmployeeDrivenEngagementWPMy colleague and friend, Ian Berry, creator of the Enhancing Their Gifts System, has produced a White Paper on Fool-proof employee driven engagement. It is 12 pages of passion and sound advice drawn from Ian’s 20 years experience in this field, and responding to the questions he is most commonly asked.

It also starts with his Manifesto, which could equally read as my own manifesto for business.

Download the White Paper here ->>

Mike Lowe
Helping individuals and teams get into flow

Keys to high performing teams part 2 – Crystal clarity on roles and responsibilities

Tuesday, September 24th, 2013

crystal clarityThis is the second in a series of posts exploring 10 keys to getting high performing teams. This one looks at the second key: getting crystal clarity on responsibilities and what is expected.

I’m a keen amateur photographer and I recently got a new camera which came with a 200 page manual. Did I read it before using the camera? No! Fortunately it came with a shorter “quick start” guide with enough information to get me going, and as I got more proficient I have referred to the manual when I needed answers to specific questions. I have also learned from video tutorials on the internet, as well as learning from other users of this camera via online forums. (more…)

Keys to high performing teams part 1 – have the right people in the right roles

Friday, September 13th, 2013

Am I the Right Person?This is the first of a promised series of posts exploring 10 keys to getting high performing teams.

This one looks at having the right people in the right jobs.

A key part of this comes at the recruiting stage. Don’t make the mistake that many businesses do and focus on skills and experience. Skills can be easily taught and experience can be gained. It is more important to look things like personality, strengths and values.

Get this right and you will find people who have an intrinsic motivation to work in that role. In other words they will enjoy what they do. That is a powerful drive, and will mean that they are not so dependent on extrinsic motivators – the carrots and sticks of traditional performance management.

I use the Talent Dynamics test to find out in what roles a person is most likely to find their flow. There are other personality profile type tests, such as Myers Briggs (MBTI) DISC and various derivatives of them with different names. Personally I find Talent Dynamics more suited than the others for reasons I go into here. What it will help you find is the person who is most likely to thrive in the role you want them to fill. It’s no use having someone who is a creative big-picture person trying to do repetitive detail-orientated work. Likewise it’s no use having someone who is systems and numbers focused in role where they routinely need to engage with people’s emotions and irrational behaviour. (more…)

From Best Practice to Best People

Sunday, December 9th, 2012

From Best Practice to Best PeopleThe Harvard Business Review blog has an interesting article Which Best Practice is Killing Your Business? which starts with the example of how the “quality” newspapers in Britain hung onto the impractical “broadsheet” format for years without realizing that it was hurting their sales. This “best practice” had first developed 300 years ago at a time when taxes were paid on the number of pages a newspaper printed, and as a result newspapers made their pages bigger and bigger.

The taxes had long-since been abolished, but the practice held on. The Times, Guardian, FT, Telegraph and Independent all assumed that they needed the broadsheet form factor to distinguish themselves from the Tabloids. But they were wrong! (more…)