Are you a champion for great leadership❓

30 years ago, the first employee I led called me an awful leader. I expected her to be like me. I did not see her as an individual. I did not recognise what she needed to grow and develop, feel supported and valued.

Since then I embarked on a journey to understand leadership purpose and do better. I am on a quest to understand “What makes a great leader?” to guide others to these insights.

We all have a desire to do our best. We know when we focus our energy and we truly commit, it pays dividends.

Why do we often have good intentions but get lost in day to day doing?

#greatleadership leadership starts with an intention. I believe we are not born great leaders, it is like a muscle that needs exercise. We develop it at our own pace.

It is making people and leadership part of our routine which came through clearly in my interview with Mohamed ELRouby ACMA, CGMA, MBA

❇️Having a keen interest in people

❇️Who are they as individuals – values, strengths, beliefs?

❇️What drives and motivates them?

❇️How can I bring out the best in them?

Whatever difficulties face an organisation – a focus on people and a #greaterimpact will ensure longevity.

Watch the free trailer interviews.
https://bit.ly/GLHYPO
#CFO#globalleadershiphypothesis

Interested in Leadership and what makes a great leader? Visit The Global Leadership Hypothesis for a range of interviews with Chairman of Boards, finance professionals, influencers, thought leaders, leadership consultants and many more

Finance Inspired 4 Success – Powered by Authentic Change Solutions

© Talita Ferreira, CEO and founder of Authentic Change Solutions

**Does your boss trust you implicitly❓**

Why is trust so important? It resonates with our sense of self-worth and whether we, as individuals, matter to someone.

Is my boss focussed on his/her own self-interest or is he invested in my growth, development and learning? When things go wrong will I be supported, will he/she have my back or will I be out in the freezing cold facing the music on my own?

When your boss trusts you, you

❇️Feel valued

❇️Feel that your opinion matters

❇️Feel empowered to try new things

❇️Feel inspired and motivated

❇️Will go the extra mile for them

In a nutshell, you thrive when you are trusted.

If everyone in the team is trusted and feels empowered, a culture of psychological safety emerges, where everyone is willing to share what they really think. Now we are on the journey to high performance.

In The #globalleadershiphypothesis -what makes a great leader? conversations with Andy Burrows BSc BFP ACA , he shares a great story of leadership, how his boss trusted him in a restructuring scenario and the resultant positive impact on him.

Are you building or eroding trust in your team❓

Watch the free trailer of the interviews.
https://bit.ly/GLHYPO

Interested in Leadership and what makes a great leader? Visit The Global Leadership Hypothesis for a range of interviews with Chairman of Boards, finance professionals, influencers, thought leaders, leadership consultants and many more


#CFO #globalleadershiphypothesis

Finance Inspired 4 Success – Powered by Authentic Change Solutions

© Talita Ferreira, CEO and founder of Authentic Change Solutions

Finance – How to be a catalyst for change ❓

How can you have an impact in your profession? You look back at the biggest impact in your career and share that with others, to make a difference for them too.

I want to help finance fast track the learnings I and many mentees had as #CFOs.

Sitting in appraisal rounds the reasons holding leaders back from promotion were:

❇️Not enough gravitas

❇️Independent contributor

❇️Good team relationships; not very integrated into the business

❇️Peer relationships need work

These indicate a need for better “soft skills” = business-critical skills.

I embarked on a mission, but was not convincing enough #financeleaders fast enough that these skills matter.

COVID-19 provided an amazing opportunity to enlist other voices – finance gurus, thought leaders, board members to determine the critical thread of what makes a great leader, and holds us back from reaching our full potential.

The interviews are my gift to help professionals unlock their amazing potential. Thank you to the participants who want to help make a difference to leadership in Finance.

Be a catalyst to unlock your full potential – watch the #Globalleadershiphypothesis interviews (link below 👇🏿) NOW❗

#catalystforchange#unlockpotential

Watch the free trailer of the interviews.
https://bit.ly/GLHYPO
#CFO #globalleadershiphypothesis

Finance Inspired 4 Success – Powered by Authentic Change Solutions

© Talita Ferreira, CEO and founder of Authentic Change Solutions

*Why is there a lack of focus on leadership and #teamdevelopment❓

Why are we paying lip service to the topic Finance?

Why are we not ‘putting our money (energy)💸 where our mouths (words) 👄are❓’

I have spoken to so many finance professionals, leaders and CFO’s during and before the lockdown and they all echo the importance of developing themselves and their leadership approach.

They all talk about how important it is that the team functions effectively and is developed and engaged.

Perversely, I too didn’t believe I had time to invest in these activities when I started out. It was a very wise coach that suggested I focus on #leadership and #teamdynamics after issues in my team & multiple complaints from me about performance.

Why do we not prioritise better, if we know this? Is it:

❇️Because of the age-old time excuse❓

❇️Outside our comfort zone❓

❇️I don’t really know how and it would cost money or research time to find out❓

❇️I am convinced I need to get the work done first and when I am on top of it, I will change focus❓

Newsflash – the great leaders start with developing themselves and their teams and then everything else falls in place – high performance, career opportunities, better customer service etc.

Where are you putting your money❓

Interested in Leadership and what makes a great leader? Visit The Global Leadership Hypothesis for a range of interviews with Chairman of Boards, finance professionals, influencers, thought leaders, leadership consultants and many more

https://www.globalleadershiphypothesis.com/home-page-glhypo

If you are interested in CPD courses on leadership specifically for finance professionals visit https://financeinspired4success.thinkific.com/

Finance Inspired 4 Success – Powered by Authentic Change Solutions

© Talita Ferreira, CEO and founder of Authentic Change Solutions

**Do we underestimate the importance of people skills in Finance❓**

“Being the best accountant or technician is only half the story.” – Hiltrud Dorothea Werner.

I found this out the hard way when the first person I led in business called me an awful leader. I remember that sinking feeling.

She was totally right, and it was a huge wakeup call in my twenties. I did not focus on her as an individual or see my role in developing her. I was focussed on deadlines, targets and cleaning up.

After that incident, I took #leadershipdevelopment seriously.

The second time I was confronted with people skills was when I became the CPO of a financial services company. The CEO didn’t want me to run the people division like a controller.

I had to learn how to inspire a different team. I had to learn how to influence and take people along with me, who were motivated differently and cared about other drivers.

I had to learn about culture and its impact. Slowly but surely, I became an advocate and I now know the power of people skills and learning from my mistakes.

I am on a mission to define what great leadership is.

If you would like to see the 10th video interview of #GlobalLeadershipHypothesis – what makes a great leader?” see the link in the comments below.

If you would like to see any of the free interviews providing many insights on leadership, follow the link below

Interested in Leadership and what makes a great leader? Visit The Global Leadership Hypothesis for a range of interviews with Chairman of Boards, finance professionals, influencers, thought leaders, leadership consultants and many more

https://www.globalleadershiphypothesis.com/home-page-glhypo

© Talita Ferreira, CEO and founder of Authentic Change Solutions

**Are you deadline-driven or people-driven❓**

Sometimes deadline-driven leaders forget to pay attention to the people around them. They miss the conflict, miss spotting social loafing (when the team is carrying a non-performing member), aren’t aware of the culture in the team and focus only on doing instead of the primary objective – leading.

I think we may be excused (short-lived) from this as our training in accounting articles sets us up that way. It set me up that way too. Luckily, I had an employee who told me I wasn’t leading and just doing – which rocked my perfect world & pulled me out of my predetermined autopilot.

This week I release the 12th video “#GlobalLeadershipHypothesis – what makes a great leader?” with Aliyyah Abdullah. Highlights from her interview

❇️Anyone can be a good leader

❇️Introspection, reflection and knowing your limits

❇️Inspire people to challenge

❇️Thriving through a good network of people around you

❇️ Great leadership starts within

❇️Asking personable questions

❇️Busting our biases and assumptions

❇️Leaders create ripples

❇️Finance & the word Love

Where is your focus❓

If you would like to see any of the free interviews providing many insights on leadership. See links below:

Interested in Leadership and what makes a great leader? Visit The Global Leadership Hypothesis for a range of interviews with Chairman of Boards, finance professionals, influencers, thought leaders, leadership consultants and many more

https://www.globalleadershiphypothesis.com/home-page-glhypo

© Talita Ferreira, CEO and founder of Authentic Change Solutions

Transformational leadership shifts for the new paradigm

We all know that we can’t go back to the way things were, especially in #leadership.

We need leaders that direct us with vision, a sense of belonging through purpose and inspire us to follow.

What are the critical shifts⁉️

❇️Having the right mindset for success

A mindset that helps us transform, grow each day, develop those around us and helps to guide us.

❇️Focus on leading from the inside out

Increasing our self-awareness, emotional- and social intelligence to react less. Shifting mentally from positional & individual contributor to connected leadership.

❇️Focus on individuals and meaningful relationships

Appreciating the unique talents of the people around us. Using a strengths-based approach to differentiate our teams. Learning to suspend judgement, empower and include everyone.

❇️Consistent, continuous team development

Investing our time and energy to develop as a collective. Shifting from tasks to daily development activities.

❇️Build a culture of trust

A culture where people trust each other, feel safe to be themselves and share views.

❇️Anticipate an unknown future

Become comfortable with an everchanging future. Resilience, staying power and mental toughness permeate “what we do” and “how we are”.

And YES, YES, YES it can all be taught. Where will your focus be today?

Interested in Leadership and what makes a great leader? Visit The Global Leadership Hypothesis for a range of interviews with Chairman of Boards, finance professionals, influencers, thought leaders, leadership consultants and many more

© Talita Ferreira, CEO and founder of Authentic Change Solutions

Remote Leadership: The Five easiest ways to mess up

We all mess up at some stage in our lives. If you are a parent or a leader, that feeling of messing up, might be especially familiar. We might be under the pressure of mastering a specific challenge or meeting a deadline, and some of our unregulated behaviours uncontrollably start to surface.

It is so easy to slip back without noticing in these five areas

  • Forgetting to manage ourselves
  • Thinking we don’t have any time for connecting the team and small talk
  • Expecting that we should have all the answers
  • Suffering from too much negativity and
  • Forgetting to say thank you.

Forgetting to manage ourselves

You might recall from being on an aeroplane that the safety brief is to put on your own oxygen mask first and then to proceed to help other people. If we don’t understand where we are in a crisis and what we are feeling, it will be tough to lead ourselves or others to something different. We might be feeling pressure from dealing with crisis planning and scenario analysis or the prognosis of the business for the future.

Identify and acknowledge where you are and what you are feeling. Is it frustration, fear or anxiety; accept this without judgement? Set an intention to move to a more positive place and exercise choice in doing so. Think about what you would rather be thinking and feeling, open up your mind to the possibility that this could be an opportunity and explore what positive alternatives could emerge.

We will need to bounce back as individuals, organisations and teams. By focusing on ourselves first, we will be in a better position to assist our teams.

Thinking we don’t have any time for bonding the team and small talk

It would be so easy to get stuck in the doing mode and focus all the critical things that need attention, for example, communication to stakeholders, envisioning the new business landscape and cash flow forecasts.

It is just as critical to focus on leading and motivating the team virtually and the emerging team culture, as it is on managing the crisis. Individual team members need to feel that they are considered, heard and have a voice.

Try to consider what each person in the team might be feeling and spend a moment in their shoes. Which fears might they have about the future or what difficulties are they facing at home?

By sharing your vulnerabilities as a leader, you can create psychological safety for the team and unlock a new level of connection and sharing.

Set aside time for virtual team engagement activities. These go beyond the lunch or coffee interactions where non-work related topics are discussed virtually. The conversations must focus on how the team dynamics are developing, for instance, are more siloed behaviours starting to emerge or are old blaming practices the norm. Spend time on the behaviours you would like to see – empathy for others, support and prioritisation, even go as far as defining new rules of virtual engagement for the team.

Ask powerful questions and engage everyone in the answers, drawing out the more quiet voices. Virtual is here to stay, and there is no time like the present to hone virtual leadership to a deeper level.

Expecting that we should have all the answers

Often we want to have all the answers or 90% clarity before we engage and communicate. It stems from not wanting to be wrong or looking stupid. Times are unprecedented, and certainty might be a long way off, don’t be afraid to say – “I don’t know” when communicating.

There are so many tricky communication scenarios ahead of us, who knows what the business landscape will look like or if some of our organisations might survive the long term recession challenges.

Consider sharing possible outcomes. Focus on facts and certainty and also openly share what you don’t know. Be as transparent as possible. The grapevine always has information before official communication channels are engaged. Nothing is more disturbing than knowing something is going on, and leaders are not sharing. At least provide a date for the next update when you are unable to communicate.

A parking lot can be a handy tool for uncertain topics. Make a list of the items with too many variable outcomes, and ‘park’ them to a date in the future. Too much speculation leads to fear and a lack of trust. Sometimes it is best to caveat issues with “this is my personal opinion” and perhaps “not for further discussion”. Trusting our teams in these circumstances is crucial. Always communicate with empathy, consider how other individuals might be feeling and stay true to yourself.

Suffering from too much negativity

Sometimes it takes more effort to focus on positive outcomes, and we easily slip into negativity and spiralling down to low levels. As leaders, we are a contagion for others and how we show up impacts our teams. When we repeatedly talk about negative situations, we can feed a dark mood. We can solve this by being more intentional with our energy, noticing as soon as this happens and actively choosing something different. Instead, think about a beautiful life moment and activate all the related emotions.

We all know those people that sap our energy and manage to help us focus on negativity. Rather surround yourself with energy angels. Seek them out for a virtual coffee or a catch-up and spend time on affirming positive vibes. Focus on how you are feeling and showing up.

Forgetting to say thank you

The brain science is pointing to appreciation as a critical motivator across generational boundaries. When considering the Chartered Institute of Personnel and Development statistic that the number one reason for a person leaving a job, is their manager, this all starts to make sense.

Appreciation and the strength of individual relationships lead to more engaged teams and ultimately organisational success. So, forgetting to say thank you virtually is considered to be an epic fail.

Spend time on evaluating how you appreciate your people. How do you thank them? Do you use generic phrases like – a job well done, or do you thank them for their positive attributes and character? Do you do it in front of the team or one to one?

Some people actually hate generic praise and or being recognised in front of other people. Finding out what motivates each individual team member is a great place to start. Comments like ‘Thank you for showing up and supporting me today’ might be preferred to generic praise. Get to know your team better and understand what will bring out the best in them.

In conclusion, it would be so easy to get caught up in the hype of the crisis, getting things done, forgetting to ‘lead’ virtually and reverting to old behaviours that cause real harm to long term relationships. Let’s be vigilant and stay focused on some of the elements that matter most for virtual engagement.

© Talita Ferreira, CEO and founder of Authentic Change Solutions

Interested in Leadership and what makes a great leader? Visit The Global Leadership Hypothesis for a range of interviews with Chairman of Boards, finance professionals, influencers, thought leaders, leadership consultants and many more.

“Virtual leadership in a crisis – support for leaders” #8

“The team dynamic has changed – Leader, did you notice?”

The #teamdynamics in our teams have changed and will never be the same again. The biggest mistake is to think everything will just miraculously go back to how it was. 🙈

A #newnormal will emerge, leaders will need to mould the dynamic like a fine piece of clay. We must unlock the creative brilliance of our teams to take us into #businesssuccess post-COVID. This will be a consistent challenge of redefinition, remotivation, #agility and #resilience.

We should start building #strongfoundations to ensure we are ready for the challenges. 🎯

Virtual team engagement is a must and is not about replicating the coffee lounge, quiz night or drinks at the pub virtually. It is understanding what is going on in the team, how the dynamic has changed and sculpting the ideal for future success.

A couple of elements to brainstorm/facilitate with the team

❇️ How effective are our team interactions in connecting the team?

❇️ Which behaviours are serving us/distracting us? What needs to change?

❇️ Are meetings effective?

❇️Do we live our values?

❇️ How do we give feedback?

❇️ Are we effective with stakeholders?

Invest in your team dynamic, it pays dividends. DM me if you want to brainstorm your virtual engagement or be part of a pilot.

© Talita Ferreira

© Authenticity Change Solutions

Visit FinanceInspired4Success for a free CPD course and other leadership training

“Virtual leadership in a crisis – support for leaders” #7

“Be authentic and true to yourself – understand when your core values are crossed”

So often we are faced with challenging situations where we are confident with our point of view, know what we want to say, but we don’t say it because of peer pressures, an unsupportive culture,  we don’t feel safe, or we fear for our jobs. 🙊

The current crisis could exacerbate these situations because we might want to do one thing based on our set of #corevalues, but we feel we have to conform to the establishment.

Many times in my career, I found that I would have an emotional reaction 🧡 when my values were being crossed. I used to get very upset when my HR team would want to follow a rule book approach as opposed to a framework where we can flex to what individuals need. Individualisation is one of my core values.

Have you ever made the connection between your values being, having an emotional reaction or being unhappy?

We are creating a #newnormal for our future. It is time to honour our core values and stand up for our #beliefs. When we at least voice our concerns, we make a difference, no matter the outcome. The more we express what we really think, the more significant the change we drive together. 🎯

I recently ran a virtual team engagement session. From the opinion poll, only 50% of the team thought they were more siloed during the crisis. However, when I asked people what behaviours were holding them back from working together collaboratively, there were very descriptive comments from everyone.

Where will you be more real this week? Have you had a values related experience, please share?

#leadership #emotionalintelligence

© Talita Ferreira

© Authenticity Change Solutions

Visit FinanceInspired4Success for a free CPD course and other leadership training