#46 – Using The GC Index To Create High-Performance Teams

#46 – Using The GC Index To Create High-Performance Teams

by | Feb 18, 2025

In today’s fast-paced business environment, leaders are constantly seeking new ways to build high-performing teams that can drive real impact. One of the most powerful tools I use in my work with clients is the GC Index, a revolutionary framework that helps organisations understand how individuals contribute to business success based on their energy for impact.

In a recent episode of my IMAPCTFUL Teamwork podcast, I had the pleasure of speaking with Nathan Ott, Chief Polisher of the GC Index, about how this tool is transforming the way teams operate. In this blog, I’ll explore the key takeaways from our conversation and show you how leveraging the GC Index can elevate your team’s effectiveness.

What is the GC Index?

The GC Index is a data-driven tool that measures an individual’s energy for impact, rather than personality or skills. Unlike traditional assessments, it focuses on the unique way each person naturally contributes to achieving business goals.

It categorises individuals into five key proclivities:

  1. Game Changers – Visionaries who generate original ideas and challenge the status quo.
  2. Strategists – Big-picture thinkers who create structured plans to drive success.
  3. Implementers – Action-oriented doers who ensure things get done efficiently.
  4. Polishers – Perfectionists who continuously refine and improve.
  5. Playmakers – Relationship-builders who connect people and create a collaborative culture.

Every person has a unique blend of these energies, and when a leader understands this, they can optimise team dynamics and maximise performance.

Why Energy for Impact Matters More Than Personality

Traditional hiring and team development often rely on personality assessments, but these can be too broad and subjective. The GC Index provides concrete data on how someone actually drives impact, helping leaders place people in roles that align with their natural strengths.

Nathan shared an example from a construction company where a leadership team of mostly Implementers was struggling to make strategic decisions. The only Strategist in the group—who happened to be the only woman—felt unheard. Once they used the GC Index, they realised she wasn’t being ignored because of gender bias, but because the group’s natural inclination was toward execution rather than strategy. Once they recognised her role as a Strategist, they began valuing her insights differently, leading to better decision-making.

This is a game-changer for organisations trying to foster diversity and inclusion. Instead of focusing on surface-level demographics, it highlights how people truly add value based on their thinking and action styles.

How the GC Index is Being Used to Drive Team Performance

1. Building Teams That Deliver Results

Many organisations create teams based on job titles or departments, but the GC Index allows leaders to form teams dynamically based on the type of work required. For example, a business launching a new product might need Game Changers and Strategists in the early stages, while Implementers and Polishers drive execution.

2. Reducing Team Friction and Misalignment

Ever wondered why some teams struggle with endless meetings and indecision? It’s often because they have too much of one proclivity and not enough of another. Nathan and I discussed how recognising proclivities helps teams balance strengths and weaknesses. If a team lacks Playmakers, communication may break down. If they lack Implementers, ideas never turn into action.

3. Enhancing Leadership Self-Awareness

As a leader, understanding your own proclivities is crucial. Nathan shared how he previously struggled as a traditional CEO because his strengths lie in Polishing and Game Changing, rather than strategic planning. By appointing a Strategist as his second-in-command, he created a more effective leadership structure that allowed both of them to play to their strengths.

This is a powerful lesson for any leader: You don’t have to be great at everything, but you do need to surround yourself with people who complement your energy for impact.

Making GC Index Data Actionable

It’s one thing to assess a team’s proclivities; it’s another to use the insights to drive real change. Here’s how you can start:

  1. Assess your team – Use the GC Index to map out where each person’s energy for impact lies.
  2. Align roles with strengths – Ensure individuals are working in areas where they thrive.
  3. Create dynamic teams – Build project teams based on the type of work, not just hierarchy.
  4. Adjust leadership styles – Lead in a way that leverages the strengths of your team.
  5. Use GC Index insights in hiring – Hire based on energy for impact rather than just experience.

Let’s Talk About Your Team

The GC Index has already transformed over 9,000 organisations, helping leaders create more collaborative, engaged, and high-performing teams. If you’re struggling with misalignment, disengagement, or underperformance in your team, I’d love to help.

Are you ready to unlock the full potential of your team? Let’s have a conversation!

Book a call with me to explore how the GC Index can revolutionise your team’s performance.

Until next time, do good, be great!

Show Notes:

Here are the highlights from this episode:

00:00 Introduction to the GC Index

08:24 Understanding Energy for Impact

09:28 Explaining Proclivities and the GC Index Model

11:09 The Role of Different Proclivities in Organizations

12:59 Personal Experiences with the GC Index

16:36 The Importance of Team Dynamics

20:21 Diversity and Inclusion with the GC Index

24:29 Real-World Applications and Success Stories

34:18 Conclusion and Final Thoughts

Further Reading:

  • Download the DNA of a Game Changer report here
  • Learn more about the GC Index here

 

 

Lead with Heart: The Secret to Thriving as a Business Leader

Lead with Heart: The Secret to Thriving as a Business Leader

by | Feb 14, 2025

Why Leading with Heart Matters More Than Ever

In today’s fast-paced world, change is constant, and uncertainty is everywhere. The news is filled with stories of economic instability, global challenges, and workplace stress. As business leaders, it’s easy to get swept up in the chaos, leaving us feeling disconnected—from ourselves, our teams, and even our purpose.

Yet, despite the pressures, we always have a choice. We can react to challenges with frustration and fear, or we can embrace heart-centred leadership—a leadership style that fosters resilience, connection, and clarity even in turbulent times.

The Power of a Heart-Led Leader

The most effective leaders don’t just lead with their minds; they lead with their hearts. By cultivating trust, authenticity, and emotional intelligence, they inspire others, create stronger teams, and build organisations that thrive. Research from the Institute of HeartMath shows that emotions such as appreciation, care, and compassion lead to physiological coherence. This state enhances decision-making, reduces stress, and boosts overall performance.

A heart-centred leader embodies:

✔️ Appreciation – Recognising contributions and celebrating successes.
✔️ Compassion – Supporting their team, particularly in times of challenge.
✔️ Authenticity – Leading with honesty and vulnerability to build trust.
✔️ Connection – Creating meaningful relationships that strengthen collaboration.

Daily Practices to Lead from the Heart

Integrating heart-centred practices into your daily routine can significantly improve your leadership impact. Consider these simple yet powerful habits:

⭐ Begin your day with gratitude – Take a moment to reflect on what’s going well. A gratitude practice shifts your mindset and builds resilience.
⭐ Set positive intentions before interactions – Whether it’s a meeting or a conversation, pausing to cultivate a positive mindset enhances connection.
⭐ Listen with empathy – Give your full attention during discussions, focusing on understanding rather than just responding.
⭐ Reframe negative thoughts – When challenges arise, avoid dwelling on problems. Instead, shift your focus towards solutions and possibilities.
⭐ Foster meaningful connections – Make time to check in with your team, not just about work, but about their well-being. Strong relationships fuel productivity and engagement.

The Science Behind Heart Coherence

Leading with heart is more than just a feel-good concept—it’s backed by science. Heart coherence occurs when our heart, brain, and emotions are in sync, creating a state of harmony that improves performance and well-being. According to HeartMath:

✅ Coherence enhances clarity, intuition, and decision-making.
✅ Stress and fear create incoherence, reducing problem-solving ability.
✅ Heart-led leadership fosters team cohesion and strengthens workplace culture.

Why Horses Help Leaders Open Their Hearts

One of the most powerful ways I help leaders develop heart-centred leadership is through equine-assisted experiences. Horses, as highly sensitive and intuitive beings, provide immediate feedback on our coherence and presence. Their natural ability to sense authenticity makes them exceptional partners in leadership development.

Time and again, I witness profound shifts in my clients when they interact with the horses. Many experience an immediate sense of calm, clarity, and connection. Using HeartMath’s Inner Balance and emWave technology, I’ve measured these physiological changes in real-time. As leaders open up, they reconnect with their authentic selves—the part often hidden in corporate environments.

It’s not uncommon for participants to feel deeply moved during these sessions, sometimes even shedding tears. That’s because true leadership isn’t about leaving emotions at the door—it’s about embracing them, using them wisely, and leading with heart.

Are You Ready to Lead with Heart?

This Valentine’s Day, let’s redefine leadership—not just as a skillset, but as a heartset. If you’re ready to deepen your impact, strengthen connections, and lead with authenticity, let’s talk.

📩 Message me to book a heart-centred leadership session with the horses and experience the power of true connection.

(Article inspired by the Institute of Heart Math, Tips for Heart Based Living)

#45 – Resilience: The Key To Success in Business and Leadership

#45 – Resilience: The Key To Success in Business and Leadership

by | Feb 11, 2025

On this week’s episode of Impactful Teamwork, I had the privilege of meeting the legendary boxing champion Frank Bruno. As I listened to his powerful journey, I realised that the same qualities that made him a world champion—resilience, discipline, and mental toughness—are also essential in business and leadership.

In this podcast episode I broke down the three key lessons I learned from Frank Bruno and explore how they apply not only to business but also to nature and leadership models backed by research.

1. Resilience: Bouncing Forward from Setbacks

Resilience is a vital trait for any leader or business professional. While most people talk about “bouncing back” from challenges, Russell Harvey, whom I interviewed in a past episode, describes resilience as “bouncing forward.” This means that rather than just recovering from setbacks, you emerge stronger and better prepared for the future.

Frank Bruno’s Lesson in Resilience

Frank’s boxing career was filled with triumphs and setbacks. He fought some of the greatest heavyweights, including Mike Tyson and Lennox Lewis, and suffered devastating defeats. However, he never abandoned his dream of becoming a world champion. After multiple attempts, he finally won the WBC heavyweight title in 1995, proving that persistence pays off.

A Business Example of Resilience

At Deloitte, my team and I worked on a cutting-edge project aimed at revolutionising shared financial services in the hospitality industry. We had strong client interest, but when it came to decision-making, no one was brave enough to take the leap. This could have been disheartening, but we took the lessons learned and pivoted our approach. Resilience is not just about recovering; it’s about adapting.

A Lesson from Nature: The Phoenix Palm

The Phoenix Palm is one of nature’s most resilient species. It survives extreme drought, wildfires, and even being cut down to its core. Yet, it regenerates and thrives once again. Just as Frank Bruno kept returning to the ring after setbacks, this tree teaches us that challenges are temporary and persistence leads to growth.

Scientific Model: The Resilience Framework

Developed by Dr. Ann Masten, the Resilience Framework suggests that resilience is not an innate trait but a set of adaptive behaviours that can be nurtured. It highlights:

  • Protective Factors: Supportive relationships and problem-solving skills.
  • Adaptation Systems: Learning from stress to improve future responses.

📊 Research Insight: The American Psychological Association found that 75% of highly resilient individuals attribute their ability to recover from adversity to strong social support networks. (Source)

Key takeaway: Setbacks should not define you—they should refine you. Leaders must embrace challenges, pivot when necessary, and keep pushing forward.

2. Discipline and Hard Work: The Foundation of Success

Success is not accidental; it is built through consistent effort, strategic planning, and disciplined execution.

Frank Bruno’s Discipline in the Ring

Boxing is not just about physical strength—it requires immense discipline. Frank Bruno was known for his rigorous training and unwavering commitment to his craft. His success came from years of sacrifice, strict routines, and relentless effort.

A Business Perspective on Discipline

When I started my own business, I assumed that intelligence and effort alone would ensure success. However, I quickly realised that daily discipline, including consistent outreach, follow-ups, and strategic planning, is what truly makes the difference.

A Lesson from Nature: The Honeybee

Honeybees epitomises discipline and hard work. Each member of the hive has a role, and their tireless efforts ensure survival. A worker bee can visit thousands of flowers per day, all in service of the collective success of the hive. Just like bees, leaders must implement daily, disciplined actions to see long-term results.

Scientific Model: The 10,000-Hour Rule

Popularised by Malcolm Gladwell in Outliers and based on research by Anders Ericsson, the 10,000-Hour Rule suggests that mastery in any field requires at least 10,000 hours of deliberate practice.

📊 Research Insight: A Journal of Applied Psychology study found that individuals who engage in deliberate practice for extended periods improve their performance by 26%. (Source)

Key takeaway: Success is not about luck; it’s about consistent, focused effort. Leaders must instill discipline in themselves and their teams to achieve sustainable growth.

3. Mental Toughness: Strength in Adversity

Mental toughness is the ability to stay strong, focused, and adaptable under pressure.

Frank Bruno’s Struggles and Strength

Frank’s toughest battles were not just in the ring. He has been open about his mental health struggles, showing immense courage in discussing a topic often stigmatised in sports. His journey is a reminder that mental resilience is just as crucial as physical strength.

The Business Connection: Mindset Over Matter

When I transitioned from corporate to entrepreneurship, I was confident in my abilities—but I underestimated the mental strength required to push through uncertainty, rejection, and setbacks. Business success is 80% mindset and 20% action.

A Lesson from Nature: The Arctic Fox

The Arctic Fox survives some of the harshest conditions on Earth. During winter, temperatures drop to -50°C, and food becomes scarce. However, instead of giving up, it adapts its hunting strategy, conserves energy, and evolves to endure the cold. Similarly, leaders must adapt, persevere, and reinvent in times of uncertainty.

Scientific Model: The 4C Model of Mental Toughness

Developed by Dr. Peter Clough, this model identifies four core attributes of mental toughness:

  1. Control – Managing emotions and the situation.
  2. Commitment – Staying dedicated even under pressure.
  3. Challenge – Viewing obstacles as growth opportunities.
  4. Confidence – Believing in your abilities despite setbacks.

📊 Research Insight: The Journal of Sports Sciences found that mentally tough athletes outperform their peers by 15% in high-pressure scenarios. (Source)

Key takeaway: Challenges are inevitable, but mental strength determines how you respond. Prioritizing self-care, support networks, and a resilient mindset will help leaders navigate adversity.

Final Thoughts

Meeting Frank Bruno was an unforgettable experience that reinforced the importance of resilience, discipline, and mental toughness. These qualities are essential in sports, business, and life.

Nature, research, and leadership insights all point to the same truth—those who persist, work hard, and develop mental strength rise above challenges and achieve extraordinary success.

👉 What’s your next challenge? Will you step forward with the mindset of a champion?

Let’s continue the conversation—connect with me on LinkedIn or drop a comment on our social media pages!

Show Notes:

Here are the highlights from this episode:

00:00 Introduction to Impactful Teamwork
00:54 Meeting Frank Bruno: A Personal Story
03:02 Lesson 1: Resilience in Business and Life
08:59 Lesson 2: Discipline and Hard Work
14:31 Lesson 3: Mental Toughness and Strength in Adversity
19:24 Conclusion and Final Thoughts

 

 

#45 – Resilience: The Key To Success in Business and Leadership

Three Powerful Lessons from Frank Bruno: Resilience and Discipline

by | Feb 7, 2025

Few people have the opportunity to meet a true sporting legend, but recently, I had the privilege of meeting Frank Bruno, the former world heavyweight boxing champion. Meeting him invoked childhood memories as my dad always used to impersonate him and his banter with legendary sporting commentator Harry Carpenter, as he was infamous for always saying “Know what I mean, Harry?”

Listening to his stories and reflecting on his journey, I realised there were profound lessons in his resilience, discipline, and mental strength. Frank’s life, both in and outside the ring, offers valuable insights for business leaders, teams, and anyone striving to overcome challenges and achieve greatness.

Here are three key lessons I took away from my encounter with Frank Bruno.

1. Resilience: Bouncing Back from Setbacks

Frank Bruno’s boxing career was filled with both triumphs and setbacks. He fought some of the greatest heavyweights of his era, including Mike Tyson and Lennox Lewis. Despite crushing defeats, he never abandoned his dream of becoming a world champion. In 1995, after multiple attempts, he finally won the WBC heavyweight title, proving that persistence and resilience pay off.

In business and leadership, setbacks are inevitable. The key is how we respond to them. Many teams and leaders get discouraged when things don’t go as planned, but resilience means learning from failures, adapting strategies, and coming back stronger.

Key takeaway: Don’t let setbacks define you. Instead, let them refine you. Just as Frank Bruno kept stepping back into the ring despite losses, business leaders must embrace challenges, pivot when necessary, and keep moving forward toward their goals.

2. Discipline and Hard Work: The Foundation of Success

Boxing isn’t just about physical strength; it demands immense discipline and dedication. Frank Bruno was known for his rigorous training regime and unwavering commitment to his craft. He understood that success in the ring wasn’t achieved overnight—it was built through years of sacrifice, discipline, and relentless effort.

In leadership and teamwork, the same principles apply. Success doesn’t happen by chance. It results from consistent effort, strategic planning, and disciplined execution. Whether developing a high-performing team or executing a business strategy, discipline forms the foundation that turns aspirations into reality.

Key takeaway: Success is built on daily habits and small, consistent efforts. Whether you’re leading a team or running a business, discipline and hard work will always be your best allies in achieving long-term success.

3. Mental Toughness: Strength in Adversity

Frank Bruno’s battles weren’t just in the boxing ring. He has openly shared his struggles with mental health, showing incredible courage in discussing a topic often stigmatised, especially in sports. His openness and determination to overcome personal challenges are as inspiring as his victories in the ring.

Leaders and business owners face intense pressure, uncertainty, and moments of self-doubt. The ability to remain mentally strong, even in adversity, separates great leaders from the rest. Mental toughness doesn’t mean ignoring emotions or pretending problems don’t exist. It means developing the inner strength to navigate difficulties with clarity, confidence, and resilience.

Key takeaway: Mental health and emotional resilience are just as important as physical strength. Prioritise self-care, seek support when needed, and cultivate a mindset that enables you to navigate challenges with courage and perseverance.

Final Thoughts

Meeting Frank Bruno was an unforgettable experience that reinforced the importance of resilience, discipline, and mental toughness. Whether in sports, business, or life, these qualities are essential for overcoming obstacles and achieving greatness.

As business leaders, we may not be stepping into a boxing ring, but we face our own battles daily. By embracing the lessons from Frank’s journey—staying resilient in setbacks, committing to discipline and hard work, and strengthening our mental resilience—we can achieve extraordinary success in our own arenas.

So, the next time you face a tough challenge, ask yourself: What would a champion do? Then, step forward with the mindset of a true fighter.

 

#44 – The Secrets to Creating and Sustaining High-Performance Teams

#44 – The Secrets to Creating and Sustaining High-Performance Teams

by | Feb 4, 2025

Hello, I’m Julia Felton, your guide for this week’s episode of Impactful Teamwork. Today, I want to share insights from my research on creating high-performance teams—particularly three key levers that help build an unstoppable team. These are teams that deliver exceptional productivity, enhanced performance, and deep engagement.

In today’s volatile business world, agility, adaptability, and resilience are no longer optional; they are essential for sustainable success. That’s why I’ve developed a blueprint inspired by nature—particularly lessons learned from horses—that provides a practical framework for conscious, trailblazing leaders like you to create and sustain high-performance teams.

Let’s explore these three levers and how they work in synergy to create truly unstoppable teams.

Lever 1: Building Game-Changing Trust

Trust is the foundation of any successful team. Without trust, collaboration falters, communication breaks down, and performance suffers. According to PwC, high-trust organizations experience 50% higher employee productivity and retain their top talent 76% more effectively than low-trust organizations. Clearly, trust isn’t just a nice-to-have—it’s a game-changer.

The Three Dimensions of Trust:

  1. Relational Trust – Built through personal connections. Leaders must demonstrate empathy, fairness, and care for team members as individuals. In a herd of horses, relational trust is evident when weaker or injured members are supported. Similarly, in business, leaders must make tough decisions to ensure the integrity of the team, even if that means letting go of underperformers who jeopardize the culture.
  2. Competence-Based Trust – Trust in a leader’s ability, knowledge, and decision-making. The lead mare in a horse herd earns her role by consistently making decisions that protect the group. In business, leaders must demonstrate expertise while also being transparent about what they don’t know.
  3. Structural Trust – Trust in the systems and culture of an organization. High-performing teams thrive when processes are fair, transparent, and designed to promote equity. Just like in a horse herd, where a structured yet flexible leadership system enables members to step up when needed, businesses must ensure their frameworks foster adaptability.

How to Build Trust:

  • Be vulnerable, adaptable, and authentic.
  • Follow through consistently on commitments.
  • Demonstrate empathy through action.
  • Be mindful of non-verbal communication—93% of communication is non-verbal, and your team, like a herd of horses, will pick up on your energy and intent.

Reflective Questions:

  • How do you demonstrate trustworthiness in your leadership?
  • What barriers to trust exist within your team, and how can they be addressed?

Lever 2: Energising the Team

Energy is the driving force behind every successful team. It fuels creativity, resilience, and execution. Gallup research shows that highly engaged teams see a 21% increase in profitability and a 17% increase in productivity.

Horses offer profound lessons in energy management. Their survival depends on balancing bursts of activity with restorative periods. Likewise, leaders must recognize when their teams are approaching burnout and when to revitalize collective energy.

The Four Dimensions of Energy:

  1. Physical Energy – The stamina to complete tasks. Leaders should promote well-being, encourage breaks, and support work-life balance. Horses conserve their energy and only expend it when necessary. In contrast, many business teams operate at full throttle without time to recover, leading to burnout.
  2. Emotional Energy – The positive emotions that drive motivation and collaboration. High-energy teams are resilient and optimistic. Leaders should foster appreciation and celebrate wins.
  3. Mental Energy – The ability to focus and adapt. Business leaders struggle with attention deficit due to constant distractions. Research shows that when interrupted, it takes 20 minutes to regain peak productivity. Leaders should protect their teams from unnecessary meetings and encourage deep work periods.
  4. Spiritual Energy – The sense of purpose that drives people to go above and beyond. Leaders must align team members’ daily work with a greater mission, reinforcing how their contributions impact the broader business vision.

How to Optimize Energy:

  • Schedule demanding tasks during peak performance times.
  • Integrate recovery periods and reflection into team routines.
  • Introduce activities like team-building days to boost collective energy.

Reflective Questions:

  • How do you recognize and address energy depletion in your team?
  • What strategies can you implement to optimize physical, emotional, mental, and spiritual energy?

Lever 3: Cultivating Curiosity

Curiosity is the catalyst for reinvention. It’s the gateway to learning, growth, and adaptability. Unlike pure innovation, which focuses on creating something new, reinvention leverages existing strengths to uncover fresh opportunities.

Harvard Business Review found that curiosity increases organisational engagement and adaptability by 34%. Just as horses explore their environment to detect threats and opportunities, teams that embrace curiosity unlock new possibilities for success.

How to Foster Curiosity:

  1. Encourage Questioning – Leaders should model curiosity by asking open-ended questions and welcoming diverse perspectives. Employees should feel safe to ask “why” and “what if” without fear of judgment.
  2. Build Psychological Safety – Curiosity flourishes in environments where people feel safe to express ideas and experiment. Teams must trust that failures will be viewed as learning experiences rather than punishments.
  3. Promote Exploration – Give team members opportunities to stretch outside their comfort zones through cross-functional projects and training. Google’s innovation days—where employees work on passion projects—led to the creation of Gmail and Google Maps.

How to Remove Barriers to Curiosity:

  • Encourage experimentation and celebrate learning moments.
  • Reduce rigid structures that stifle creative thinking.
  • Offer “reinvention days” for employees to explore new ideas.

Reflective Questions:

  • How do you encourage curiosity within your team?
  • What barriers exist to curiosity in your company, and how can they be removed?

Creating Synergy: Trust, Energy, and Curiosity

When combined, these three elements create a powerful synergy:

  • Trust establishes the foundation for collaboration and communication.
  • Energy provides the drive to execute strategies and maintain momentum.
  • Curiosity fuels reinvention and adaptability.

Together, these levers help business leaders develop teams that are agile, resilient, and unstoppable. Many leaders struggle with maintaining consistent business momentum, but by leveraging trust, energy, and curiosity, they can ensure their teams stay in motion and avoid stagnation.

Final Reflection:

  • Which of these three levers is strongest within your team?
  • Which one requires the most attention?
  • How can you apply lessons from nature and horses to your leadership practice?

If you’re ready to explore how to build a turbocharged team, I’d love to connect. Whether you want to experience equine-assisted leadership training or implement our proven blueprint within your organisation, let’s have a conversation.

Wishing you an impactful week ahead, and I look forward to connecting again soon!

Show Notes:

Here are the highlights from this episode:

00:00 Introduction to Impactful Teamwork

01:26 The Importance of High-Performance Teams

03:45 Building Game-Changing Trust

12:13 Energizing Your Team

19:21 Fostering Curiosity for Reinvention

23:37 Conclusion and Reflective Questions

 

 

#43 – Creating Trust in the Workplace: Insights and Actionable Steps

#43 – Creating Trust in the Workplace: Insights and Actionable Steps

by | Jan 21, 2025

Trust is the cornerstone of effective teamwork and leadership. Without it, collaboration falters, productivity plummets, and the workplace becomes toxic. In this week’s episode of Impactful Teamwork, Julia Felton shared a powerful story of trust-building through her experiences with two rescued ponies, Bracken and Thistle. These lessons are not only applicable to relationships with horses but also incredibly relevant to building trust with your team.

In this blog, we’ll explore Julia’s insights and provide actionable steps you can take to strengthen trust and relationships within your team.

1. The Foundations of Trust: Building a Relationship

When Bracken and Thistle arrived at Julia’s yard, they were terrified of humans. To build trust, Julia spent time in their space, simply sitting and reading a book. This process, inspired by her mentor Carolyn Resnick, is called sharing territory—spending time together doing nothing.

Action Steps:

  • Invest Time in Relationships: Dedicate time to connect with team members beyond work tasks. Consider informal coffee chats or team-building activities to foster connection.
  • Be Patient: Building trust is not instantaneous. Show up consistently, even if there’s no immediate response.

2. Respect Boundaries: A Critical Element of Trust

Horses communicate through subtle body language. Julia learned to approach Bracken by carefully observing her signals. When Bracken stepped back or looked away, Julia respected her space and retreated, creating a foundation of mutual respect.

Action Steps:

  • Observe and Listen: Pay attention to non-verbal cues from your team. Is someone avoiding eye contact or disengaging in meetings? These could be signs they need space or support.
  • Set and Respect Boundaries: Be clear about your own limits and respect the boundaries of others. In leadership, this also means ensuring you don’t overwhelm team members with excessive demands.

3. The Cost of Ignoring Boundaries

Initially, Julia was so excited about Bracken’s progress that she failed to set firm boundaries. This led to Bracken becoming overly bold, which was unsafe as she grew. Julia had to work hard to reset those boundaries, a process that required significant effort and consistency.

Action Steps:

  • Set Expectations Early: Establish clear boundaries and expectations at the start of a project or relationship. This prevents confusion and frustration later.
  • Course-Correct When Needed: If boundaries haven’t been respected, take the time to reset them, even if it feels uncomfortable.

4. The ABCD of Trust

Ken Blanchard’s ABCD model of trust provides a practical framework for leaders to build trust with their teams:

  • A: Able – Demonstrate competence and capability.
  • B: Believable – Act with honesty, integrity, and sincerity.
  • C: Connected – Show care, empathy, and interest in others.
  • D: Dependable – Be reliable and follow through on commitments.

Action Steps:

  • Assess Yourself: Reflect on how well you embody each element of the ABCD model. Are there areas where you can improve?
  • Communicate Clearly: Let your team know how you plan to demonstrate these principles and ask for feedback on your efforts.

5. Building Trust in Remote and Hybrid Teams

Julia highlighted the challenges of fostering connection in remote and hybrid work environments. Unlike the spontaneous interactions of an office, virtual teams require intentional effort to build relationships.

Action Steps:

  • Create Opportunities for Connection: Schedule regular check-ins that are not solely focused on work. Use these moments to learn about team members’ interests and challenges.
  • Be Present: In virtual meetings, give your full attention. Turn off distractions and actively engage with your team.

6. The Role of Feedback in Trust

According to the latest Edelman Trust Barometer, employees are nine times more likely to trust their manager if they provide feedback and effective coaching. Julia emphasized that even negative feedback is preferable to no feedback, as it makes team members feel seen and valued.

Action Steps:

  • Give Regular Feedback: Offer constructive feedback that helps team members grow. Frame it as an opportunity for development rather than criticism.
  • Acknowledge Efforts: Recognize contributions, even small ones, to show appreciation and build a sense of belonging.

7. Trust as the Foundation of Engagement and Productivity

Trust is not just a “nice-to-have” in teams—it directly impacts engagement, collaboration, inclusion, and talent development. Julia shared shocking statistics: only 29% of employees trust their immediate manager, and only 32% trust senior leaders. These low levels of trust create toxic environments, reducing productivity and profitability.

Action Steps:

  • Lead by Example: Model trustworthy behavior. Be consistent, transparent, and accountable in all your interactions.
  • Focus on Psychological Safety: Create an environment where team members feel safe to speak up, take risks, and make mistakes without fear of judgment.

8. The Energy of Leadership

Julia stressed the importance of managing energy as a leader. Horses, like team members, are sensitive to the energy you bring. High, chaotic energy can confuse or alienate others, while calm, grounded energy fosters trust and connection.

Action Steps:

  • Practice Grounding Techniques: Use tools like box breathing to stay calm and centered, especially during high-pressure situations.
  • Be Conscious of Your Energy: Check in with yourself before interactions. Are you bringing positive, focused energy to your team?

9. Authenticity and Vulnerability: The Keys to Connection

Horses can sense when someone is being inauthentic. Julia shared how pretending to be confident while feeling scared only made her horse, Cody, distrust her. Similarly, teams value leaders who are authentic and vulnerable.

Action Steps:

  • Be Honest About Uncertainty: If you don’t have all the answers, admit it. Share your thought process and involve your team in finding solutions.
  • Show Your Human Side: Let your team see your authentic self. Share personal stories or challenges to foster deeper connections.

10. Reflect and Take Action

As Julia’s story about Bracken and Thistle demonstrates, trust is built through consistent effort, respect, and authenticity. It’s not just a leadership buzzword—it’s the foundation of effective teams and organizations.

Key Actions to Build Trust Today:

  1. Spend Time Building Relationships: Invest in getting to know your team members on a deeper level.
  2. Respect Boundaries: Be mindful of personal space, emotional needs, and workload limits.
  3. Use the ABCD Model: Assess and strengthen your ability, believability, connection, and dependability.
  4. Give and Receive Feedback: Create a culture of open communication and continuous improvement.
  5. Foster Psychological Safety: Ensure team members feel safe to express themselves and take risks.
  6. Manage Your Energy: Approach situations with calm and focus, even in times of chaos.
  7. Be Authentic and Vulnerable: Show your true self and lead with humility.

Final Thoughts

Trust is the glue that holds teams together, and its absence can be catastrophic for engagement and performance. By embracing these lessons and implementing practical actions, you can create an environment where trust flourishes, relationships deepen, and your team achieves impactful results.

If you’re interested in exploring how equine-facilitated leadership development can help you or your team build trust, reach out to Julia at businesshorsepower.com.

Let’s reverse the trend of declining workplace trust—one relationship at a time.

Show Notes:

Here are the highlights from this episode:

01:02 A Story of Trust: Bracken and Thistle

05:12 Building Trust in Leadership

11:08 The ABCD of Trust

16:59 The Decline of Trust in the Workplace

18:25 Practical Steps to Build Trust

25:56 Final Thoughts and Call to Action

 

#42 – The Resilience Factor: Thriving Through Challenges

#42 – The Resilience Factor: Thriving Through Challenges

by | Jan 21, 2025

In this week’s edition of the Impactful Teamwork podcast, I had the pleasure of welcoming Russell Harvey, the renowned resilience coach, to discuss the essential role resilience plays in leadership and teamwork. With the world increasingly demanding adaptability and strength from leaders, Russell’s insights on how to cultivate and sustain resilience couldn’t have come at a better time.

Here are some key takeaways from our conversation, along with practical tips to help leaders and teams build resilience effectively.

Redefining Resilience: Springing Forward with Learning

Russell’s unique perspective on resilience begins with redefining the term. While many people equate resilience with “bouncing back,” Russell challenges this notion. “Bouncing back implies returning to the same state you were in before a challenge,” he explains. “But we can’t truly go back. Instead, resilience is about springing forward with learning.”

This forward-focused approach emphasizes:

  • Pausing: Taking time to reflect and re-energize.
  • Learning: Gaining insights from both positive and challenging experiences.
  • Recovery: Building strength to face future challenges with greater effectiveness.

Russell’s philosophy encourages leaders to approach resilience as a skill that grows through intentional reflection and adaptation.

The Power of Pausing and Reflecting

One of the most impactful strategies Russell shared is the practice of pausing. In today’s fast-paced world, taking time to stop and reflect can feel counterintuitive, but it is essential for building resilience.

Tips for Pausing Effectively:

  1. Create Space for Reflection: Whether it’s going for a walk, spending time with nature, or journaling, find activities that allow you to step back and process.
  2. Embed Reflection in Your Routine: Don’t wait for the end of the year to reflect. Regularly schedule moments to assess progress and challenges.
  3. Lead by Example: As a leader, model the importance of pausing for your team. Encourage reflective conversations during meetings.

By embedding pauses into your daily life, you can recharge and gain the clarity needed to “spring forward” with renewed energy and purpose.

The Resilience Wheel: A Framework for Growth

Russell introduced the Resilience Wheel, a comprehensive framework for evaluating and building resilience. This tool highlights seven key dimensions:

  1. Attitude: Your underlying mindset and approach to challenges.
  2. Purpose: Having a clear sense of direction and meaning.
  3. Confidence: Belief in your ability to handle situations.
  4. Adaptability: Openness to change and new experiences.
  5. Support Network: The strength and balance of your relationships.
  6. Meaning: How you interpret and narrate your experiences.
  7. Energy: Leveraging strengths and managing energy effectively.

By self-assessing each dimension, leaders and teams can identify areas of strength and opportunities for growth. For instance, focusing on adaptability and support networks can help teams thrive during periods of change.

Delegating to Strengths: A Path to Resilience and Productivity

Leaders often struggle to balance team productivity with preventing burnout. Russell emphasized the importance of understanding individual strengths to achieve this balance. “When people work in their zone of genius, they feel energized and engaged,” he shared.

How to Delegate Effectively:

  1. Identify Strengths: Use tools like the StrengthsScope assessment to uncover individual and team strengths.
  2. Redistribute Work: Encourage team members to take on tasks that align with their natural abilities.
  3. Balance Weaknesses: Address less energizing tasks collaboratively to prevent fatigue.

This strength-based approach not only enhances team performance but also fosters a resilient and motivated workplace culture.

Optimism vs. Toxic Positivity

One of the most thought-provoking parts of our conversation was Russell’s distinction between optimism and toxic positivity. “Toxic positivity dismisses genuine concerns and pressures people to ‘just be positive,’” he explained. In contrast, optimism is grounded in reality and emphasizes hope and problem-solving.

To foster genuine optimism:

  • Acknowledge Challenges: Create a safe space for team members to express concerns.
  • Focus on Strengths: Highlight past successes and capabilities.
  • Encourage Hope: Reframe challenges as opportunities for growth and learning.

By addressing problems openly and honestly, leaders can cultivate a culture of resilience rooted in trust and authenticity.

Building Trust to Enhance Resilience

Trust is a cornerstone of resilient teams. When trust is present, team members feel safe to share vulnerabilities and collaborate more effectively.

Ways to Build Trust:

  1. Appreciate Strengths: Recognize and celebrate individual contributions.
  2. Align with Purpose: Ensure everyone understands their role and its value to the team’s mission.
  3. Foster Psychological Safety: Encourage open communication and mutual respect.

Teams with high levels of trust are better equipped to navigate challenges and maintain resilience during tough times.

Final Thoughts

Our conversation with Russell Harvey underscored the importance of resilience in today’s dynamic world. From redefining resilience as “springing forward with learning” to leveraging the Resilience Wheel and focusing on strengths, his strategies offer practical ways for leaders to cultivate resilience in themselves and their teams.

If you want to dive deeper into Russell’s insights, explore his resources at The Resilience Coach or listen to his podcast series on resilience.

And don’t forget to check out this week’s Impactful Teamwork episode to hear our full discussion. Together, we can build teams that are not only resilient but also thriving and impactful.

Show Notes:

Here are the highlights from this episode:

00:00 Introduction and Guest Welcome
00:59 Defining Resilience
02:17 The Importance of Pausing and Reflecting
03:17 Building Resilience with the Resilience Wheel
08:10 Optimism vs. Toxic Positivity
22:04 Balancing Team Welfare and Productivity
29:20 The Connection Between Trust and Resilience
31:38 Conclusion and Contact Information

www.theresiliencecoach.co.uk

 

#41 – The Future of Business: Embracing Transformation in 2025

#41 – The Future of Business: Embracing Transformation in 2025

by | Jan 14, 2025

Welcome to another edition of Impactful Teamwork! Today, I want to explore the seismic shifts transforming the corporate world in 2025. As we face a landscape of unprecedented disruption—social, economic, and environmental—leaders are being challenged to rethink the very fabric of how businesses operate.

In this podcast episode I discuss five major trends reshaping the corporate world, along with actionable strategies for leaders to adapt, thrive, and inspire their teams in this era of reinvention.

The End of Corporate Advantage

Gone are the days when being a large corporation guaranteed success. The old playbook of leveraging stable markets and loyal customers has become obsolete. Today, the competitive advantage lies in agility, speed, and innovation. Businesses that fail to adapt are quickly losing ground. In fact, the Accenture 2024 Pulse Change Index found a staggering 138% increase in the rate of change since 2019, with nearly 23% of organizations reinventing themselves annually.

What Does This Mean for Leaders?

Leaders must shift from defensive strategies to proactive reinvention. Businesses need to operate with a mindset of continuous adaptation, creating rolling forecasts instead of rigid three-to-five-year plans. Building resilience and agility into every layer of the organization is essential. Leaders who embrace adaptability and innovation will thrive, while those clinging to outdated strategies risk becoming the next Blockbuster or Kodak.

The Rise of Corporate Sabotage

Another alarming trend is the growing number of disengaged employees actively sabotaging their workplaces. Gallup reports that 15% of the global workforce is actively disengaged, undermining productivity, morale, and innovation. For perspective, that’s over 525 million people worldwide working against their organisations.

What’s Driving Disengagement?

Burnout, rigid work structures, and a lack of purpose are fuelling this disengagement. When team members feel undervalued and powerless, their dissatisfaction can lead to active sabotage.

The Leadership Imperative

The solution lies in creating an inclusive, purpose-driven culture. Leaders must rebuild trust, foster open communication, and align actions with values. When team members feel valued and see their contributions making a difference, engagement improves. Addressing the root causes of disengagement isn’t optional; it’s vital for sustaining performance and a healthy workplace culture.

The Death of the Five-Day Work Week

The traditional Monday-to-Friday grind is fading fast. Companies like Unilever and Microsoft Japan are pioneering four-day workweeks with remarkable results: happier, more productive employees. Flexible working arrangements are no longer a luxury—they’re becoming the norm.

Balancing Flexibility and Business Needs

Leaders must think creatively about time and productivity. Whether it’s flexible hours or hybrid work models, accommodating diverse needs enables teams to perform at their best. This doesn’t mean sacrificing business priorities; rather, it’s about finding win-win solutions that support both individual well-being and organisational goals.

Swarming Leadership: The Power of Collaboration

The old command-and-control leadership model is being replaced by something far more dynamic: swarming leadership. Inspired by nature—like bees working in a hive—swarming leadership emphasizes collaboration across departments, generations, and cognitive backgrounds to solve problems quickly and efficiently.

How to Cultivate Swarming Leadership

For swarming leadership to thrive, organisations need flat hierarchies, cross-functional collaboration, and a culture of trust. Leaders must be willing to relinquish some control and empower their teams to adapt roles dynamically. In doing so, businesses can become more like living organisms—flexible, resilient, and responsive to change.

Reinvention Becomes Mainstream

Reinvention is no longer a buzzword; it’s a necessity. Continuous reinvention has been named the top priority for CEOs by PWC’s Global CEO Survey for two consecutive years. Whether through a Chief Reinvention Officer or cross-functional initiatives, companies that embed reinvention into their DNA are better equipped to navigate uncertainty.

Reinvention as a Strategic Advantage

Reinvention isn’t about discarding the old but building on it. Leaders must find ways to leverage past successes while staying ahead of future trends. Reinvention is now the ultimate strategy for thriving in a volatile world.

Adapting to 2025 and Beyond

These five trends—corporate agility, disengagement, flexible work, swarming leadership, and reinvention—highlight the dramatic shifts underway in the corporate landscape. The question for leaders is clear: will you adapt and lead the change, or risk being left behind?

Practical Steps for Leaders

  1. Empower Your Team: Foster an environment where employees feel valued, heard, and inspired to contribute.
  2. Prioritise Agility: Build systems and strategies that allow your organisation to pivot quickly.
  3. Reimagine Time: Explore flexible working arrangements that meet the needs of both team members and the business.
  4. Embrace Collaboration: Break down silos and encourage cross-functional problem-solving.
  5. Commit to Reinvention: Embed continuous improvement into your company’s culture and operations.

As we move into 2025, the playbook for business success is being rewritten. Leaders who embrace these trends and invest in their people will not only survive but thrive in this new era.

How is your organisation preparing for the challenges and opportunities of 2025? I’d love to hear your thoughts and strategies. Together, let’s navigate this transformative time and create a future where businesses and their teams can flourish.

Show Notes:

Here are the highlights from this episode:

00:00 Introduction: Navigating Turbulent Times

02:10 The End of Corporate Advantage

07:50 Corporate Sabotage on the Rise

10:49 The Death of the Five-Day Work Week

15:04 The Rise of Swarming Leadership

18:10 Reinvention Becomes Mainstream

19:52 Conclusion: Adapting to 2025 and Beyond

#40 – Navigating Leadership in 2025: Embracing Five Paradigm Shifts

#40 – Navigating Leadership in 2025: Embracing Five Paradigm Shifts

by | Jan 7, 2025

Happy New Year, everyone, and welcome to another edition of Impactful Teamwork! I’m thrilled to have you here at the start of 2025. I hope you had an incredible holiday season filled with rest, reflection, and relaxation.

At the beginning of a new year, many of us set ambitious resolutions, but we often forget one crucial element: creating space for these goals to flourish. As you map out your 2025 aspirations, I encourage you to consider not only what you want to start doing but also what you need to stop doing. What projects, habits, or commitments can you let go of to make room for meaningful progress?

As we embark on this year, I want to share some insights from recent research by McKinsey & Company that align perfectly with what we’ve been discussing on this podcast. The study explores the leadership traits that businesses need to thrive in today’s unpredictable and fast-changing world. Let’s dive into the five key leadership traits that will define success in 2025.

1. From Profit to Impact: Leading with Vision and Purpose

In the past, leadership was primarily about maximising profits for shareholders. Success was measured in financial terms, and leaders often operated with a mindset of preservation—focusing on stability and predictability. However, this approach no longer aligns with the demands of today’s complex world.

Modern leaders must move beyond profit and focus on making a holistic impact. This shift requires visionary leadership that boldly reimagines the future. Leaders need to articulate a resonant purpose that inspires both their teams and stakeholders. By embracing a mindset of possibility, leaders can drive meaningful change and create value that extends beyond the bottom line.

Take Netflix as an example. Fifteen years ago, Netflix was primarily a DVD rental service. But its co-founder and CEO, Reed Hastings, envisioned a future where the company would become a global entertainment distributor. This bold vision guided Netflix through its transformation into a streaming giant, creating tremendous value for both its shareholders and its audience. Leaders in 2025 need this kind of visionary courage.

2. From Competition to Co-Creation: Embracing Abundance

Traditional leadership often revolved around competition—fighting for limited resources and protecting territory. This scarcity mindset led to silos within organisations, with teams competing against one another rather than working together.

The new leadership paradigm calls for co-creation. Leaders must act as architects who foster collaboration and innovation, co-creating new value with a mindset of abundance. This shift requires leaders to break down silos, build inclusive environments, and encourage cross-functional collaboration.

By embracing co-creation, organisations unlock the full potential of their people. Psychologically safe workplaces, where individuals feel valued and empowered, enable teams to contribute their best ideas and energy. Leaders must focus on creating these environments to thrive in 2025.

3. From Command to Collaboration: Leading Through Partnership

Hierarchical, command-and-control leadership structures are increasingly outdated. In the past, leaders were seen as directors who issued orders and managed tasks with a mindset of authority. While this approach may have worked in simpler times, today’s challenges demand a more collaborative approach.

Leaders in 2025 need to transition from command to collaboration. Acting as catalysts, they must empower teams to work in decentralised networks. This collaborative leadership style fosters a mindset of partnership, where everyone has a voice and contributes to the organisation’s success.

High-performing teams thrive when leadership is shared. By stepping back from the role of “controller,” leaders can encourage their teams to take ownership, innovate, and problem-solve. Collaboration is no longer a nice-to-have; it’s essential for navigating complexity and driving sustainable growth.

4. From Control to Evolution: Adapting Through Discovery

Certainty and control were once hallmarks of effective leadership. Leaders were expected to plan, direct, and execute with precision, operating within well-defined structures. However, in today’s unpredictable world, this mindset is no longer viable.

The leadership trait of 2025 is adaptability. Leaders must embrace uncertainty and adopt a mindset of discovery. Instead of clinging to control, they need to become coaches who guide their teams through rapid learning and experimentation. This shift involves evolving processes, challenging assumptions, and being open to new possibilities.

The pace of change is accelerating, and leaders who resist it risk being left behind. By fostering a culture of curiosity and continuous improvement, leaders can ensure their organisations remain agile and resilient in the face of disruption.

5. From Expectations to Wholeness: Showing Up Authentically

In traditional leadership models, professionalism often meant conforming to rigid expectations. Leaders were expected to present a polished, impersonal facade that prioritised conformity over individuality. This approach created a disconnect between leaders and their teams.

In 2025, leaders must embrace authenticity and show up as their whole selves. This shift involves moving from a mindset of expectation to one of wholeness. Leaders need to prioritise genuine connections, foster trust, and demonstrate vulnerability. By doing so, they create a culture where team members feel seen, valued, and motivated to bring their full selves to work.

Authentic leadership is not about abandoning professionalism; it’s about integrating humanity into the workplace. When leaders model authenticity, they inspire their teams to do the same, creating stronger relationships and fostering a sense of belonging.

Final Thoughts: Transforming Leadership for the Future

The five leadership traits outlined here represent a significant paradigm shift. Moving from profit to impact, competition to co-creation, command to collaboration, control to evolution, and expectations to wholeness will not be easy. But these shifts are essential for creating thriving organisations in 2025 and beyond.

Leadership transformation begins with a willingness to rethink long-held assumptions and embrace new ways of working. It’s not about abandoning traditional skills but building on them to expand your capacity as a leader. By doing so, you can inspire your teams, create value for all stakeholders, and navigate the challenges of our rapidly changing world.

I’d love to hear your thoughts. Which of these leadership traits resonate most with you? What shifts will you focus on in 2025? And how can I support you in developing these skills within your team?

If you’re ready to take the next step, I offer innovative programs—some involving horses, some not—designed to help leaders transform their mindsets and behaviors. Let’s make 2025 a year of growth, impact, and possibility!

Wishing you a dynamic and thriving year ahead. Let me know how you’re embracing these shifts in your leadership journey.

Show Notes:

Here are the highlights from this episode:

00:00 Welcome to Impactful Teamwork 2025

00:23 Reflecting on New Year’s Resolutions

01:02 Creating Space for New Goals

02:07 Research Insights from McKinsey

02:48 Challenges and Opportunities in Leadership

03:54 The Evolution of Leadership Structures

05:15 New Organizational Approaches

07:43 Five Critical Leadership Shifts

08:49 From Profit to Impact

11:51 From Competition to Co-Creation

13:08 From Command to Collaboration

13:42 From Control to Evolution

14:40 From Expectations to Wholeness

15:43 Embracing Paradigm Shifts in 2025

16:45 Inspiring Leadership Transformation

17:39 Final Thoughts and Encouragement

#39 – Harnessing Energy and Embracing Reinvention for 2025

#39 – Harnessing Energy and Embracing Reinvention for 2025

by | Dec 31, 2024

As we stand on the cusp of a new year, it’s a powerful time to reflect on what has passed and to envision what lies ahead. In this blog, inspired by my New Year’s Eve podcast episode, I’ll share reflections from 2024, thoughts on energy alignment, the power of reinvention, and how we can step into 2025 with clarity and purpose. Let’s dive into how you can align your head, heart, and gut to achieve meaningful goals this year.

Reflecting on 2024: What Did We Learn?

The end of the year naturally calls for reflection. What worked for you in 2024? What didn’t? Taking the time to pause and review the past year isn’t just a nice-to-do—it’s a necessity. Reflection allows us to understand our accomplishments, learn from our missteps, and identify patterns in our lives and work.

I was fortunate to participate in a Vision Quest led by my friend, Stephanie Trager, just before New Year’s. This session encouraged deep reflection, but it also shifted the focus toward energy—a concept I often speak about, but Stephanie elevated it to a whole new level. Reflecting on your year isn’t just about reviewing tangible results; it’s also about considering the energy you’ve carried with you. What energies served you in 2024, and which ones do you want to leave behind?

Energy Alignment: The Key to Achieving Your Goals

When setting goals, many of us fall into the trap of overthinking with our logical minds. We list out plans, targets, and strategies without pausing to ask ourselves if they truly align with what we want at a deeper level. From my experience, the head, heart, and gut must be in alignment to achieve lasting success. If there’s a disconnect, no matter how ambitious your goals, you’ll likely face resistance or burnout.

I share an experience from a workshop I led in 2020, where clients worked with horses to identify alignment. By building an obstacle course that symbolized their goals, participants quickly saw how the horses interacted with their vision. Horses, being highly intuitive, knocked over or ignored elements that weren’t in alignment with the client’s true desires. This exercise demonstrated the importance of focusing on what resonates deeply rather than wasting energy on goals that feel forced or inauthentic.

Setting the Energy for 2025: Choosing Your Word for the Year

One powerful practice to guide your year is selecting a word that embodies the energy you want to cultivate. For 2025, my word is reinvention. This word resonates with me on multiple levels—from personal growth to business transformation. It also feels especially relevant given the world we live in, where constant change demands that we continuously adapt.

What’s your word for 2025? Is it curiosity, connection, courage, or something else entirely? Choose a word that encapsulates the energy you want to bring into every aspect of your life and work. Let it guide your decisions, interactions, and aspirations.

Reinvention: A Smarter Alternative to Change

In today’s world, reinvention isn’t optional—it’s essential. Businesses, industries, and individuals must evolve to keep pace with the rapid changes around us. I’ve been exploring reinvention deeply, both personally and professionally, and I’ve realized that it’s not about making radical innovations. Instead, reinvention is about making small, meaningful improvements to what already exists.

Think of it this way: If someone asked you to design a completely new type of backpack, you might struggle. But if they asked you to improve an existing design, you’d likely come up with multiple ideas. Reinvention is accessible to everyone because it focuses on refining and enhancing rather than starting from scratch.

As leaders, we must embrace reinvention to stay relevant in a fast-changing world. The average lifespan of a business is now just five to six years, meaning reinvention isn’t a one-time effort—it’s an ongoing journey.

Lessons from My Reinvention Journey

Reinvention has been a theme in my life recently, whether I wanted it to be or not. Over the Christmas period, my LinkedIn profile was hacked, forcing me to reevaluate and rebuild it from the ground up. While frustrating, this experience also felt symbolic. My business and personal brand have evolved significantly over the years, and my online presence needed to reflect those changes.

This process of reinvention also extended to my business logo. Designed earlier this year, it features four vibrant horse heads that form a diamond at their centre—a nod to the Diamond Model of Leadership. The bold, colourful design represents my personality and the diverse perspectives I bring to my work, moving away from the corporate navy tones I’d previously hidden behind. Reinvention often requires stepping out of our comfort zones and embracing the changes that better reflect who we are.

Reinvention vs. Innovation: What’s the Difference?

A common misconception about reinvention is that it’s the same as innovation. It’s not. Innovation often involves creating something entirely new, whereas reinvention is about improving or reimagining what already exists. Everyone has the capacity for reinvention—it doesn’t require groundbreaking ideas, just the willingness to see things differently.

By including everyone in the reinvention process, whether in your team or your business, you create opportunities for diverse perspectives to shape your future. This inclusivity not only fosters innovation but also builds engagement and alignment across the board.

Reinventing for Alignment: Head, Heart, and Gut

As you plan for 2025, ask yourself: Are your goals in alignment with your deepest desires and values? Misalignment can lead to exhaustion, frustration, or even failure. Instead of focusing solely on the “what,” spend time considering the “why” and the “how.”

I encourage you to try an alignment exercise similar to what I’ve done with horses. Visualize your goals and assess how they feel. Do they spark excitement, or do they feel like a burden? Are they aligned with your head, heart, and gut? By fine-tuning your goals to align with your energy, you’ll set yourself up for success that feels both meaningful and sustainable.

The Power of Nature in Reinvention

Nature has always been my greatest teacher, and it continues to inspire my work. Horses, in particular, have a unique ability to mirror our inner states and reveal truths we might not see otherwise. They’ve taught me that reinvention isn’t about forcing change but about aligning with what feels natural and authentic.

In 2025, I plan to deepen my connection with nature and incorporate it even more into my work. Whether it’s helping clients align their business strategies with their values or teaching leaders to embrace adaptability, the wisdom of nature will remain at the core of everything I do.

What’s Your Reinvention Plan for 2025?

As we step into the new year, take a moment to reflect: What’s your word for 2025? What energy will you bring to your goals, relationships, and work? How can you align your head, heart, and gut to achieve success that feels true to you?

Reinvention doesn’t have to be overwhelming. Start small. Improve one thing. Let go of what no longer serves you. And if you’d like support, whether from me or even from my horses, know that help is available to guide you on this journey.

Here’s to a year of reinvention, alignment, and meaningful transformation. Let’s make 2025 a year to remember. Happy New Year!

Show Notes:

Here are the highlights from this episode:

00:00 Welcome and Festive Reflections
00:47 Vision Quest Insights
01:32 Energy Alignment and Goals
02:02 Lessons from the Horses
04:24 Reinvention and Personal Stories
06:43 The Importance of Reinvention
14:26 New Logo and Final Thoughts

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