Helping Organisations Thrive with Julian Roberts

#9 Leadership lessons | What if you were promoted and are now leading your former peers? How do you handle it?

Welcome to this leadership collaboration series with myself and Nancy Halpern, this series is streamed live on LinkedIn every Monday, 11am EST and 4pm GMT.
 
In this series Nancy and I tackle key leadership challenges on a weekly, these could be current to the context we are in, and some will be evergreen challenges. We wanted to share our two very different perspectives on solving these leadership challenges.
 
What if you were promoted and are now leading your former peers? How difficult is that? How do you handle it? Nancy and I share some key tips and advice to help you have a smooth transition into leadership.
 
If you want support in helping your organisation thrive, do get in contact with me:
https://www.julianrobertsconsulting.com

#58 Natalie Schrogl | How to connect with people and lead with impact and influence

Today I am interviewing Natalie Schrogl who is Leadership & Management consultant who assist leaders & organisations to unlock the human element in leadership & align it with company goals.
 
Natalie shares how it is important to develop human connections with people which is a fundamental cornerstone to any leadership approach. So by the connection to gain insight into the people around you that you are leading, this results in being a leader who will have impact and influence. Natalie goes on to share the armour of leadership, she created this leadership model, which applies six principles that offer a paradigm shift of the mindset. The principles are Authenticity, Resilience, Mastery, Ownership, Understand and Respect. This armour of leadership empowers you with competencies, tools, and methodologies that will enable you to lead authentically and at a human level.
 
Watch the full episode on YouTube:
https://www.youtube.com/watch?v=63Vxg7oakOg
 
Connect with Natalie:LinkedIn: https://www.linkedin.com/in/natalie-schrogl-interface-leadership/
Website: http://www.interface-leadership.com/
 
If you want support in helping your organisation thrive, do get in contact with me:
https://www.julianrobertsconsulting.com

#57 Elsa Hogan | How to be a mentally strong leader

Today I am interviewing Elsa Hogan who is the Managing Director of RHH Franks Ltd, which has been supplying the aviation, marine and nuclear industries with quality components since 1961.
 
Elsa acknowledges that you need to be mental strong when you are leading a business, not just because of the pandemic but to drive a business strategy forward requires mental fortitude, she also recognises that you need the support of your team around you. Elsa puts her training for ultra marathons as a way of developing this mental strength, since when she exercises she frees her mind, has time to reflect and process life along with the development of resilience in the physical challenges she is accomplishing outside of work. Elsa shares other ways she is not only developing mental strength but driving and growing a healthy business in some very tough market conditions.
 
Watch the full interview on YouTube:
https://www.youtube.com/watch?v=0zia7W-d2Fg
 
Connect with Elsa:
LinkedIn: https://www.linkedin.com/in/elsa-hogan-033339b2/
Website: http://www.rhhfranks.com/
Email: elsa@rhhfranks.co.uk
 
If you want support in helping your organisation thrive, do get in contact with me:
https://www.julianrobertsconsulting.com
 

#8 Leadership lessons | How do we manage the average performers in our organisations?

Welcome to this leadership collaboration series with myself and Nancy Halpern, this series is streamed live on LinkedIn every Monday, 11am EST and 4pm GMT.
 
In this series Nancy and I tackle key leadership challenges on a weekly, these could be current to the context we are in, and some will be evergreen challenges. We wanted to share our two very different perspectives on solving these leadership challenges.
 
How do we manage the average performers in our organisations? What is average? Is this the best way to describe them? It is important to ensure we review and invest in all of our talent, think of using the 9 box talent matrix.
 
If you want support in helping your organisation thrive, do get in contact with me:
https://www.julianrobertsconsulting.com

#56 Sarah Alexander | Leading a business through a crisis

Today I am interviewing Sarah Alexander who is the Managing Director of Lewis Brownlee Chartered Accountants.
 
Sarah shares how she led her organisation through the last 18 months of the pandemic, although there was massive uncertainty and there still is, she ensured that her focus was communication with her teams and clients. This was done on a regular basis internally with a number of opportunities for her to share openly and transparently with the organisation but allowing space for her teams to engage and ask questions. She also initiated a weekly YouTube program to communicate and educate her clients to what was going on in the context of the her accountancy business based on government changes due to the pandemic.
 
Watch the full episode on YouTube:
https://www.youtube.com/watch?v=wS7HsbHyMoc
 
Connect with Sarah:
LinkedIn: https://www.linkedin.com/in/sarah-alexander-fcca-fca-lewis-brownlee-78b31212/
Website: http://www.lewisbrownlee.co.uk/
Email: salexander@lewisbrownlee.co.uk
Twitter: https://twitter.com/SarahAlexanderA
YouTube: https://www.youtube.com/channel/UC3qmDdhGPCkwpxHLgCUxyFQ
 
If you want support in helping your organisation thrive, do get in contact with me:
https://www.julianrobertsconsulting.com

#55 Timothy R. Clark | How to create a psychological safe organisation

Today I am interviewing Timothy Clark who is the founder and CEO of LeaderFactor.
 
Timothy shares how it is important to create a psychological safe environment to enable your people to flourish and ultimate help the organisation thrive. Timothy defines psychological safety as 'an environment of rewarded vulnerability', when our vulnerability is rewarded, we engage, contribute meaningfully, and enter an offensive mode of performance. We give of our discretionary effort and spend our time creating value. He then goes on to share the four stages of creating a psychological safe organisation. These stages are, stage 1: Inclusion safety, stage 2: Learner safety, stage 3: Contributor safety and stage 4: Challenger safety. We also discussed the impact of the pandemic in that it is liquefying the status quo and creating opportunities for culture transformation if embraced.
 
Watch the full interview on YouTube:
https://www.youtube.com/watch?v=I9yP3F7pp4Q
 
Connect with Timothy:
LinkedIn: https://www.linkedin.com/in/timothyrclark/
Website: http://leaderfactor.com/
Email: tclark@leaderfactor.com
Twitter: https://twitter.com/timothyrclark
 
If you want support in helping your organisation thrive, do get in contact with me:
https://www.julianrobertsconsulting.com

#7 Leadership lessons | How do we identify and manage flight risk employees? Talent retention strategies.

Welcome to this leadership collaboration series with myself and Nancy Halpern, this series is streamed live on LinkedIn every Monday, 11am EST and 4pm GMT.
 
In this series Nancy and I tackle key leadership challenges on a weekly, these could be current to the context we are in, and some will be evergreen challenges. We wanted to share our two very different perspectives on solving these leadership challenges.
 
How do we identify and manage flight risk employees? What talent retention strategies should we have in place, especially in theses pandemic times. Keeping the high performers engaged and motivated is a challenge, we share some ways to help you do this.
 
If you want support in helping your organisation thrive, do get in contact with me:
https://www.julianrobertsconsulting.com

#54 Dave Buzanko | How to develop resiliency in leadership

Today I am interviewing Dave Buzanko who is a resilient coach.
 
Resilience is vital in any organisation and so important to develop within your people, Dave shares how his own life experiences has developed resilience. In 2008, Dave survived business sabotage from one of his largest customers. He also survived the stress induced heart crisis that followed due to years of chronic stress, mindless eating and a workaholic mindset. Because of those experiences, Dave was given 2 choices by the E.R. doctor “go on heart and cholesterol medication for the rest of his life or lose the weight and get in shape.” Where do you even begin? Dave chose the get in shape and pursued Ironman challenges, and in fact has completed 3 and is on his way to the 4th, he uses the aspect of Ironman training to develop resilience in leadership today, a man who is truly walking the talk in resilience.
 
Watch the full interview on YouTube:
https://www.youtube.com/watch?v=GwlNAnkOH8A
 
Connect with Dave:LinkedIn: https://www.linkedin.com/in/resilienceexpert/
Website: http://www.davebuzanko.com/
Email: dave@davebuzanko.com
Twitter: https://twitter.com/Heartfit365
 
If you want support in helping your organisation thrive, do get in contact with me:
https://www.julianrobertsconsulting.com