Tom's Leadership Course

Change is a constant in today’s world; you either change or fail. Whether it’s a shift in team structure, a new process, or a complete organisational transformation, leaders are increasingly tasked with navigating their teams through periods of uncertainty. Leading change effectively is more than just implementing new rules; it’s about guiding people, managing resistance, and calming anxieties. This week, we’ll explore the challenges of leading change and provide a widely recognised framework to help you manage transition successfully. The Inevitability and Challenge of Change For most people, change feels unsettling. It often brings a fear of the unknown, a loss of familiarity, and a threat to established routines and skills. As a leader, your role is to acknowledge these feelings while providing a clear path forward. Without effective leadership, change initiatives often falter, leading to disengagement, confusion, and even resentment. Sometimes changes fail because of these feelings...

Conflict is an inevitable part of any team dynamic, but it doesn't have to be destructive. In fact, when managed effectively and with respect, conflict can lead to stronger relationships, innovations, and a more resilient team. This week, we'll explore how to navigate disagreements in a way that fosters growth and strengthens your team. Understanding the Causes of Conflict Before you can resolve a conflict, it's crucial to understand why it has arisen. Conflicts often stem from: Differences in Personality: Varying communication styles, work habits, and personal values can clash. Miscommunication: Unclear expectations, assumptions, or a lack of active listening can escalate minor issues. Conflicting Goals or Priorities: When individuals or teams have competing objectives, friction can occur. Resource Scarcity: Limited budgets, time, or personnel can create competition and tension. Perceived Injustice: Feelings of unfairness or inconsistency, especially around workload, recog...

As a new leader, you'll quickly discover that your role isn’t just about managing tasks; it’s about navigating challenges. Problems will arise, and you'll be expected to make decisions – some small, others very large. You may find complexity and ambiguity around every corner as you navigate the decision-making process. However, it’s not all bad news: every problem holds the seed of an opportunity. Effective leaders manage risks and seize the opportunities around them. This week, we're going to look at a powerful framework for problem-solving and decision-making. It’s about developing a systematic approach, involving the team, and cultivating the courage to take calculated risks to unlock significant rewards. Your Blueprint for Problem-Solving When faced with a challenge, it’s easy to react impulsively; I’ve certainly been there many times. Instead, it’s far better to take a structured approach – a blueprint that guides you from confusion and complexity to clarity and action...

  As a new leader, you'll soon find that pressures on your time mount up. It can feel as though you need more hours in the day to get everything done. The demands are relentless, and you may even feel you aren't doing enough for your team. But what if you could take control of your time instead of letting it control you? Wouldn't that be a better way to work?   This week, we're not just talking about managing tasks; we're talking about managing time and the demands on you as a leader. By strategically managing your demands, priorities, and productivity, you can regain a sense of being in control of your day.   The Drains: Where Does a Leader's Time Really Go? Before looking at some techniques to reclaim your time, I want to explore some common time drains that leaders face. Some of these might be familiar to you if you're a new leader, or they may be things to look out for if you're an aspiring leader.   Open Door: As a leader, you'll want to be appr...

  In our car we know when the fuel gauge shows empty, we aren’t going to get much further, no matter how clear we are on the directions. The same is true for our teams, so what is the fuel that powers performance and stamina in our teams?  This week we are looking at motivation and engagement in a team. There is an old cliché that it is either dangling a carrot or wielding a stick, but you probably already understand that motivation is far more nuanced than this. This week I will introduce you to the total motivation model, this will give you an understanding of the drivers that help your team to be motivated. As a leader or future leader, this will give you an advantage if you can align the motivators to how your team are motivated.  Understanding the Total Motivation model There are several different models that look at motivation (some notable ones are Maslow’s hierarchy and Herzberg two factor theory). I want today to discuss total motivation theory, developed by Neel...

One of the impactful leadership skills is to give effective feedback. Whether it’s acknowledging good work or addressing areas for improvement, feedback is essential for development, both for individuals and teams. When delivered thoughtfully and appropriately, it clarifies expectations, reinforces positive actions, and guides professional development. This week we are looking at the skill of providing constructive feedback that truly drives growth and addresses performance issues fairly.  Effective feedback Feedback doesn’t always help the situation, there are key differences between constructive and destructive feedback. To ensure that feedback is a catalyst for growth in your team lets explore the differences between constructive and destructive approaches: Constructive feedback: This type of feedback is focused on specific behaviours or outcomes and is delivered with the intent to help the recipient. It is often accompanied by suggestions for development and is provided in a su...