Navigating Change Fatigue: A Leader’s Guide

Navigating Change Fatigue: A Leader’s Guide

If you were playing a game of work bingo, how quickly would it take for the phrase ‘change fatigue’ to come up?

I’d imagine pretty quickly.  

It’s the feeling of being weighed down by all the changes happening in the business.

Think about it: the world’s moving at lightning speed, tech’s evolving faster than ever, and then there’s the whole COVID-19 chaos that we’d sooner forget. 

Throw on top of that the agility needed to sustain and grow your business and it’s no wonder you, and your team, are feeling drained.

Why the dip?

According to a Harvard Business Review Gartner Survey, employee support for change dropped from 74% in 2016 to a measly 43% in 2022.

Well, it’s not just about people being lazy or stubborn. 

It’s about them feeling overwhelmed by constant changes and unsure about what’s coming next.

As a leader, it’s on you to create an environment where your team embrace change, rather than become demotivated by it. 

That means having real conversations with your team, listening to their concerns, and showing them that you get it.

Effective communication is your most powerful tool here. 

It’s all about keeping your team in the loop, explaining why changes are happening, and reassuring them that you’re all in this together (and demonstrating that through your actions). 

Consistency is key – whether it’s regular updates or sticking to established routines, it all helps to ease any anxiety that people are feeling.

But here’s the thing: not everyone reacts to change in the same way. 

Some people are all about embracing the new, while others need a bit more time to warm up to it. 

So, you’ve got to be flexible and meet people where they’re at.

The Conscious Competence Model is a helpful tool to apply during times of change.

  • Unconscious Incompetence – you’re unaware of the skill and your lack of proficiency
  • Conscious Incompetence – you’re aware of the skill but not yet proficient
  • Conscious Competence – you’re able to use the skill but only with effort
  • Unconscious Competence – performing the skill becomes automatic

Having had teenagers, the best example I can think of here is learning how to drive a car. 

From before they got their L plates (unconscious incompetence) to the first scary drive out of VicRoads having just sat a computer test but never actually driven a car (conscious incompetence). 

Then onto P plates (conscious competence) to driving for years and not even remembering driving down that main road you go down every night to home (unconscious competence).

Some of the changes in your business (for example, new processes or new technology) will feel like learning to drive all over again for some people.

Normalising the discomfort of change and giving people the support they need can make a world of difference.  

Being empathetic, communicative, and taking care of yourself and your team, will help you navigate everyone through change, with less fatigue.

Talking about support, do you want to double your team’s sales and get more yes’s, even in a tough market? If so, then grab The Yes Code™️ at the special rate before it reverts to full price on 6th June. Click here to find out more.

Ness is a Business and Leadership Coach. Her approach is grounded in practicality and empathy because she believes in the power of careful, thoughtful decision-making that respects your needs. Having run successful coaching businesses since 2015, Ness is obsessed with helping business owners and leaders thrive. She helps her clients install smart business growth strategies and leverage leadership for peak performance.

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Grow Smart, Not Hard: Secrets to Building a Thriving Business 

Grow Smart, Not Hard: Secrets to Building a Thriving Business 

Smart growth in business isn’t about relentless hustle or sacrificing your well-being for the sake of performance. 

Instead, smart growth focuses on combining strong leadership and effective people strategies to ensure that you, your team, and your business thrive.

If you want to reclaim time and step away from being everything to everyone, so that you can work smarter, not harder then it’s time to lean into smart growth.

Let’s look at how you do this.

Strong People Leadership

By fostering a culture where your team can make decisions independently, you free yourself from daily operations.

This takes a commitment to empowering your team, coaching and supporting their skill development.

It also means you drop any micro-management behaviours that could have snuck in.

The payoff? 

Enhanced productivity and increased job satisfaction for you and your team. 

Redefining Business Success

What does success mean to you?

Is it just about turnover targets getting achieved at all costs?

Or does it include caring about your team’s mental health?

Is it about reacting to economic uncertainties at all costs? 

Or do you embrace challenges without compromising your health and that of your business? 

True success combines profitability with well-being, steering clear of burnout and building resilience against whatever challenges get thrown your way.

Strategic Focus for Daily Challenges

Managing a business or a team requires constant attention to operations, client delivery, and lead generation. 

It’s easy to get sucked into the vortex of the whirlpool and feel like you’re drowning.

The challenge is to remain proactive rather than reactive.

For you to remain forward-thinking and robust you need to step on the balcony and focus on the bigger picture.

Without the ability to take time to work on your business instead of in it, you are leaving yourself open to feeling like business is chaotic.

Empowerment Through Decision-Making

What would you rather – a team of decision-makers or a team of doers? 

Decision-makers need structures to follow to set them up for success.

They need to be able to make mistakes and learn from them, be supported to grow and learn.

This shift not only empowers your team but also ensures that the business can continue to operate effectively, even in your absence. 

When you have a team that operates autonomously, you get the time freedom to focus on whatever is next for you.

Where do you sit right now?

We’ve created a 60-second quiz for you to identify which phase of business growth you’re in.

Your results will identify which one of these four categories you fall into – Crisis, Build, Growth or Momentum mode.

And we’ll give you the blueprint to move to Momentum from whichever phase you’re in.

The blueprint includes our favourite tools (you’ll get access to them straight away) that are working for our clients at the moment with sales productivity, profit planning and team engagement.

Click here to do the survey now – https://businesstogether.typeform.com/smartgrowth?typeform

Ness is a Business and Leadership Coach. Her approach is grounded in practicality and empathy because she believes in the power of careful, thoughtful decision-making that respects your needs. Having run successful coaching businesses since 2015, Ness is obsessed with helping business owners and leaders thrive. She helps her clients install smart business growth strategies and leverage leadership for peak performance.

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The difference between Coaching and Mentoring and Why It Matters.

The difference between Coaching and Mentoring and Why It Matters.

Are you looking for ways to elevate your team’s performance and cultivate a thriving work culture? Maybe you’ve dabbled in developing your team with mentoring, training, or casual coffee chats. You’ve heard the term ‘coaching’ being bandied around, but you’re unsure about the true essence of what coaching means. 

There’s an important distinction between coaching, mentoring and training. And that distinction just might become the superpower of peak performance in your business. 

While mentoring offers insights based on personal experiences, and training equips individuals with specific skills, coaching delves deeper. It’s about unearthing internal barriers, challenging limiting beliefs, and igniting self-awareness.

Coaching isn’t about ticking off tasks or sharing personal anecdotes over a latte. It’s a unique approach that involves asking thought-provoking questions, facilitating self-discovery, which in turn empowers individuals to unlock their full potential.

Imagine the impact of such transformation. According to the International Coach Federation, 80% of coached individuals report increased self-confidence. Now, envision your team members thriving with boosted confidence levels. Not only that, but over 70% also experience improvements in work performance, relationships, and communication skills. These aren’t just numbers; they’re tangible outcomes that can revolutionise your business.

We hear a lot of hesitancy from leaders and business owners that they don’t have enough time to coach their team. But this is a myth. It doesn’t always have to be lengthy, formal conversations. It’s about carving out moments for meaningful conversations, where open-ended questions pave the way for profound insights and growth. You can also consider outsourcing aspects of your coaching to a professional coach, just like you would to a trainer. 

❓Are you truly nurturing a coaching culture within your business? Look for signs like genuine openness to feedback, team members being invested in their (and seeking out) development, and your people get value from coaching conversations.

❓How do you integrate coaching into your everyday interactions? The simple way to start is by flipping the script. Instead of rushing to provide answers (which feels quicker in the moment), ask open ended questions. This will prompt reflection and self-discovery. 

All you have to do is, in your next conversation with a team member, pause before offering advice. Instead, lean into curiosity and ask an open-ended question. It can be that easy.

❓What’s the worst that can happen if you challenge yourself to incorporate these coaching principles into your leadership style? 

Remember, coaching isn’t just about solving immediate problems; it’s about instigating lasting change.

Cultivating a coaching culture within your business, not only nurtures individual growth it also builds a resilient, high-performing team positioned for success.

If you want to look at outsourcing your coaching, Ness and I work with business owners, leaders and teams to do just that. Let’s chat!

Nicky is a Sales and Business Leadership Coach with over 2 decades experience in sales and leadership. She’s been running successful coaching businesses since 2015 and is obsessed with helping business owners and teams thrive. She helps her clients install smart business growth strategies and leverage leadership for peak performance.

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The longer you’re in business, the more the stats are against you

The longer you’re in business, the more the stats are against you

We’ve all heard the statistics when it comes to success or failure in business for startups (in case you haven’t, 60% of businesses will fail within the first 3 years*). 

But did you know the longer you’re in business, the more stats are against you?

Research shows that 80% of businesses will fail within 20 years⍏. 

My jaw dropped when I first read this. There’s so much focus on getting through the early years of business but there seems to be less emphasis on the seasoned businesses that have been around the block a few times. 

You’ve got the war wounds to show from turbulent times. The trophies in the pool room from the glory days. And apparently, you’re not out of the woods even with your many years of experience.  

Want to know the main reasons businesses fail^?

  • Lack of staff training
  • Business owners getting stuck in day-to-day operations 
  • Not having a strategy in place
  • Poor cash flow management

The best thing about these reasons for failure? Every single one is within your control! 

With the right blueprint and knowing where to focus your and your team’s attention, future proofing your business becomes easier. 

But here’s the thing, if you don’t address these potential pitfalls you could wind up being another sad statistic. 

You could be on the path to resenting your business, hitting the burnout wall or having to walk away from your business entirely. 

What are you doing today to upskill and support your team, to get unstuck from the day-to-day weeds, and be proactively strategic and planning for profit in your business?

If you don’t know where to start, we’ve created a Smart Growth Blueprint which you can access via this quick (60 second) survey. 

Here’s to thriving in business, and life! 

*Sources: Australian Bureau of Statistics; ^The Australian Securities and Investments Commission; ⍏Clarify Capital

Nicky is a Sales and Business Leadership Coach with over 2 decades experience in sales and leadership. She’s been running successful coaching businesses since 2015 and is obsessed with helping business owners and teams thrive. She helps her clients install smart business growth strategies and leverage leadership for peak performance.

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The Business Conundrum: Action vs. Non-Action

The Business Conundrum: Action vs. Non-Action

Greg Plitt’s quote, “When every action has a purpose, every action has a result,” really hits home for me, especially when it comes to hitting a goal, whether that be a work or personal goal.

Think about it: every choice you make, every task you complete, all have the power to either move you closer to success or steer you off course.

That’s why it’s absolutely essential to make sure your actions are in line with your goals and purpose.

If they aren’t then you’re just wasting your time.

Some days back in my corporate job where I was receiving hundreds of emails a week, it felt like I was playing a game of Tetris, especially towards the end of the week when they came in thick and fast.

Although I was taking action and responding to emails, I wasn’t focused on what mattered the most, I was focused on what I could action quickly.

Has that ever happened to you: feeling busy doing stuff but not really getting anywhere?

Maybe you’ve been putting off important tasks, like those nerve-wracking sales conversations, only to realise later that of course it’s affecting your bottom line.

Trust me, I’ve been there—lots of coffee chats but not enough follow-through on the sales front, resulting in zero income during the first 3 months of my first business.

Whether you’re taking action or choosing not to, each move you make shapes the path your business takes.

So, how do you navigate through this?

Clarity and purpose are key.

Reconnecting to why your business exists, and what it’s here to achieve is the starting point.
It’s not just about setting goals; it’s about tying those goals to a bigger picture, and giving your team a clear vision to rally behind.

As a leader, it’s your job to communicate this purpose to your team in a way that they can connect with it.

Because when everyone understands how their work contributes to the bigger picture, it adds meaning to what they do and helps to keep them engaged.

This clarity also makes decision-making easier for everyone involved and after all, isn’t that what you want from your team: the ability to make decisions for themselves instead of looking to you for all the answers?

Once you set your team up to succeed, it’s time to turn the mirror back on yourself.

Just because you can do everything doesn’t mean you should.

You need to set boundaries and identify your priorities.

Focus on doing things that align with your goals, and be mindful of what you’re sacrificing by saying yes to one thing over another, especially when it comes to outside of work time.

Here are some questions to help you decide on your priorities:

  • What’s most important right now?
  • What can wait?
  • Is this action moving me closer to my goal?
  • If I say yes to this, what am I giving up?

Treat these questions like a matter of life and death, and put your energy where it truly matters.

Consistently aligning your actions with your purpose and goals helps you steer clear of the unproductive busyness trap.

This role modelling helps to create a culture of purpose-driven action within your team, fostering autonomy and engagement.

Remember, every move you make shapes your business journey—so make sure to make each one count.

Meet Nicky & Ness

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Demystifying High Performance

Demystifying High Performance

High performance is a buzzword in business, but have you ever stopped to really think about what it means for your team?  

Let’s break it down so that you can easily empower your team to unlock their full potential.

Nothing has meaning except the meaning we give it.  

In our conversations with clients (and on our poddy which you can check out here), you’ll often hear us talking about peak performance. Understanding and being aligned with your definition and meaning of high performance as a team is a critical part of this equation. 

Because here’s the thing: high performance can mean different things to different people. It’s one of those words that can have a dozen interpretations.

So getting on the same page is an absolute game-changer. 

It’s not just about saying you’re a ‘high performing team’; it’s about 1. defining what that means, 2. working towards it, and then 3. seeing the benefit of aligned outcomes.

Think of it like creating a blueprint of success for your team to follow. 

It sets the tone for your business culture. 

And it’s the difference between a team that’s burning out in the name of success or one that’s thriving without the burnout.

Introducing 70-20-10 

We use a trusty model created by Andy Meikle that breaks down high performance into three parts: 70% is about results, 20% is about being a person of influence, and the remaining 10% is being a person of grace.

Results: 

This part is pretty straightforward – it’s all about the numbers, the goals, KPIs and the measurable outcomes in business. 

The real magic happens when you overlay the 20% of Influence and the 10% of Grace on top of Results!

Influence: 

Being a person of influence takes into account your behaviour, values, and contributions to the overall team’s success. Are you open to feedback and coaching? Do you share your success strategies and support your colleagues? This is what creates a culture of high performance.

Grace:

The last 10% is the internal stuff, your attitude, resilience, and how you handle the tough days. It’s about staying composed and not letting stress get the better of you affecting your impact on the people around you. 

If you take one thing away from reading this article, let it be that high performance is not just about results, it’s also about how you achieve them and the environment you create.

So, what’s your definition of high performance and how do you know it’s the same as your team? 

There’s only one way to find out the answer to these questions and it’s to have the conversation as a team and write down what your collective definition of high performance is. 

Following the 70-20-10 model is a simple way to get the conversation started.

Nicky is a Sales and Business Leadership Coach with over 2 decades experience in sales and leadership. She’s been running successful coaching businesses since 2015 and is obsessed with helping business owners and teams thrive. She helps her clients install smart business growth strategies and leverage leadership for peak performance.

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