In this blog, Mike reflects on his experience with large scale change programme and how often they fail. The key is to integrate the organisation into the programme, not the other way around.
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In this blog, Mike shares his second must have in a horticultures leadership development program - process. He discusses the link between learning and doing and how to create a learning process that uses both for long lasting change.
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In this blog, Mike shares his first must have in a horticultures leadership development program - content. He includes what to include, what to leave out and when it’s best to let them "figure it out on their own.
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In this blog post Mike focuses on the different sources of work stress. He shares where they might be coming from and gives four specific examples of how to combat them.
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In this blog, Mike shares what Horticulture businesses can do to maximise leadership training by making the most of their cyclical nature.
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In this blog post Mike shares a personal encounter which reminded him how important it is that we operate from a place of compassion, especially when we don’t have all the information.
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Mike shares his experience from a recent workshop and how he helped a team switch perspective so they could drive their entire business toward its business goal.
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These days the toughest competition isn’t for new clients, it’s for good staff. It has never been more important to have a strong employment brand because your ability to attract and keep good people is the new competitive advantage.
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Mike reflects on a survey we ran among senior operational leaders, finding that the biggest opportunities to improve business lie in the management skills of people, not their technical skills or personal characteristics.
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In this blog, Mike shares how to reframe the way a team member works in order to use their strengths in a way that affirms their capability and gives them a runway to grow or “Act Up”.
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Mike shares his personal experience with a manager that was able to get under his skin and share feedback that is easy to take on rather than reject, including specific tips that anyone can use for more productive feedback conversations.
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Planning tools are not the big solution to honouring commitments. The issue is not forgetting, it’s when it becomes difficult or inconvenient. When you have to make some personal sacrifice or discomfort in order to keep your promise.There are two choices involved in honouring commitment: do it or don’t. That’s all.
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In that moment where you have an instinct or half thought or impression that you could easily ignore, or in that moment when you are reacting to a situation simply out of habit, stop (we call this moving your mind into Active Mode, or Active Mindset). Ask yourself the question “what’s really going on here?”
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Mike discusses how to recognise the best time to “Let it go” in order to seize the opportunities presented to us. As people say “Don’t waste a good crisis”.
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It takes 2 people to replace an owner because they have built up a vast domain expertise across the business that can’t be replicated in a single person. In this blog, Dr Mike shares insight on how you can create a successful succession to prevent this.
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In the modern high-tech world we live in today, Mike challenges us to think how we can create some time in our work week to show our employees we care in a personal and personalised way.
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