Thirriwirri’s Post

What does a great leader look like? Great leaders come in all colours, shapes and sizes, but they all have identifiable characteristics that make up their unique style - authenticity, purpose, self-awareness, compassion, innovation, adaptability, curiousity, vulnerability, strategic thinking, open-mindedness and the list goes on. Understanding our unique strengths and characteristics, and what to use when, allows us to grow and evolve as leaders and to challenge and support our teams and organisations to do more and be better. The First Peoples Leading 2024 #Changemakers have spent valuable time together discovering and analysing leadership concepts and tools, that have helped them to hone and own their unique leadership style. We have delved into purpose, dignity, trust, high performing teams, strengths and operating styles, change leadership, personal & public narratives, negotiation and agreement making, brand and career planning. There have been tears, laughter, debate, encouragement and connection throughout. These #Changemakers have critically evaluated their influence and impact, how they want to carry themselves and lead their organisations for greater outcomes for our mob and the wider community. We can't wait to see where they take their organisations - Thirriwirri, Executive Central, Australian Broadcasting Corporation (ABC), NSW Department of Communities and Justice, ABORIGINAL HEALTH AND MEDICAL RESEARCH COUNCIL OF NEW SOUTH WALES, Crown Land NSW, Department of Human Services SA, Legal Aid NSW, Sally-Anne Ross, Paul Garcia So, to answer the question about what a great leader looks like....we're pretty sure they look like this 👇🏾 👇🏾 👇🏾 .

It all started with a compliment. This week I visited London for an in person event and had the most amazing and impactful interaction! A lady sat down next to me on the platform and she had the most incredible pink suit! I complimented her and we got speaking, she is retired but used to be a HR director. We decided to stick together and chat further. We then board the train and sit down opposite a wonderful chap on his way to deliver training for Compassionate Leadership! I actually couldn’t believe it. What are the chances? I never believe in coincidences… but it was an absolutely incredible conversation of sharing knowledge and expertise all the way to London (1 hour and a half journey)! Let me tell you, I am OBSESSED with any organisation implementing Compassionate Leadership… this is because I am super passionate about changing work place culture for a happier and more fulfilled workforce - and Compassionate Leadership is a corner stone. I am a huge advocate for organisations implementing this in a practical way! Not every leader is going to know how this works in practice…. But this is what I specialise in, so to be able to have a positive impact on someone working for a global company just with a casual conversation on a train completely lit me up! That incredible interaction started from a genuine compliment. The power of small interactions can have some really impactful results. What do you think of Compassionate Leadership? Do you know what it means? How is it fitting into your organisation? Let me know below… #compassionateleadership #workplacewellbeing #workplaceculture #mentalhealthsupport

Ever noticed how some of us will change how we speak or act to fit into a different environment, especially at work. We might adapt our lingo, tone or behaviour so we match the expectations of others.....especially the bosses. Yep, being able to do this is useful in dealing with workplace culture but boy, it's draining when life feels like you're not being your true self. Question is, why aren't more firms invest in leadership development for future leaders that will create a more inclusive and authentic workplace for the future? A place of belonging that attracts - and retains - the best! If they did they'd develop a wider range of talent and enable individuals from all backgrounds to step into leadership roles. They'd tap into different perspectives on life, make better business decisions and build better informed and more collaborative teams. They might even reflect their customer profile! Training future stars to develop confidence and leadership skills, helps smart organisations, like yours, to make sure no potential is overlooked due to biases or outdated practices. I mean - what's not to like? Our Diversity in Leadership Programme has been designed by our expert and diverse range of practitioners to help create your future leaders - leaders who can steer their way through complex environments - but at the same time, be true to themselves, boost their personal career and ultimately the collective performance of your whole business. Let us hold your hand through this transformational process. Shamshad Walker Oliver Thompson Josh Hoole

Inclusive leaders embody humility, curiosity, and empathy. They foster a sense of belonging and #PsychologicalSafety, driving significant improvements in organizational performance. Studies show that #InclusiveLeaders are: • 73% more likely to reap innovation revenue • 70% more likely to capture new markets • 36% more likely to achieve above-average profitability Harvard Business Review shares more here: https://hubs.ly/Q02ycs-h0

The Key to Successful Leadership: Understanding the People You Lead In today's dynamic and diverse workplace, the ability to lead effectively hinges on more than just strategic vision and operational prowess. It requires a deep understanding of the people who make up the heart and soul of your organization. As leaders, our ability to achieve our organizational visions and goals is directly linked to how well we know and connect with our team members. One of the most striking features of the modern workforce is its generational diversity. From Baby Boomers to Generation Z, each group brings its own set of values, expectations, and communication styles. This diversity enriches our workplaces, but also presents a unique challenge for leaders: how to adapt our leadership style to meet the varied needs of our team members. This is where emotional intelligence comes into play. Leaders who are emotionally intelligent are adept at recognizing and understanding their own emotions and those of others. They use this awareness to manage relationships more effectively, navigating the complexities of human dynamics with empathy and understanding. Emotional intelligence allows leaders to connect with their team members on a deeper level, fostering a sense of trust and loyalty that is crucial for achieving long-term success. To lead successfully in a generationally diverse workforce, leaders must: Embrace Empathy: Strive to understand the unique perspectives and experiences of each team member. Cultivate Communication: Encourage open dialogue and actively listen to the concerns and aspirations of your team. Adapt Flexibly: Be willing to adjust your leadership style to better align with the needs of different generations. Foster Inclusivity: Create an environment where everyone feels valued and understood, regardless of their generational identity. Understanding the people you lead is not just about recognizing their professional skills and competencies. It's about appreciating their individual journeys, aspirations, and challenges. By doing so, leaders can create a more cohesive, motivated, and productive team that is fully aligned with the organization's visions and goals. As we navigate the complexities of leading a generationally diverse workforce, let us remember that at the core of successful leadership is the simple, timeless principle of knowing and valuing the people we lead. It's the most powerful tool we have to achieve our collective ambitions. #Leadership #EmotionalIntelligence #GenerationalDiversity #WorkplaceCulture #TeamBuilding

In such a challenging sector executive leaders must recognise that their strength lies in the collective knowledge of their senior leadership team. As a leader, you are only as strong as the team surrounding you. From recent discussions, there have been a few key takeaways regarding how to build a strong team: Key Interview Techniques: From gauging motivation and resilience to assessing problem-solving skills and leadership style, these interview techniques help leaders make informed decisions and build a cohesive team aligned with the organisation’s strategic direction. Letting Go and Trusting Your Team: Remembering the significance of delegation and trust. Leaders must let go of the notion that they can do everything alone and embrace the collective strength of their senior leaders. Retaining Your Best Staff: Once the team is assembled, the challenge shifts to retention. Promoting trust and fostering a culture of knowledge-sharing is a must for teams to feel valued and operate effectively.

A great leader isn’t just about job skills; it’s about how they make their team feel, grow, and thrive. Leadership is less about the function and more about the foundation you build for others to succeed. Good leaders create space for voices to be heard, for ideas to be tested, and for people to learn by doing—sometimes by failing and trying again. They lead by example, showing what respect, empathy, and resilience look like day to day. Great leaders reflect the best qualities in their team back to them, inspiring confidence and purpose. Great leaders are knowledgeable, communicative and skilled in their craft. They have experience in dealing with different types of scenarios and are able to create a blue print for their team to follow in order to position them for success. Being a good leader is intentional and purposeful, just because you are great at your job, doesn’t mean you are a great leader. There is so much more to it. When we look at leadership on a national scale, it’s clear how vital these qualities are. Leaders like Kamala Harris show us the impact of lifting others up and embodying strength with compassion. Tomorrow, November 5th, let’s vote for leadership that represents our highest values. Every voice matters—make yours heard. #Vote #Leadership #Election2024

Evolving Leadership Cultural shifts across corporate landscapes have become pronounced due to the pandemic and significant political changes. These shifts call for a proactive approach from leadership—one where they apply the very advice often shared with others: "Embrace disruption to stay relevant and effective in this new era." For some leaders, this shift has led to a breakdown in traditional approaches and challenges to maintaining clear direction. The tension over return-to-work policies is just one example, creating a push-pull dynamic and, at times, an impression of inconsistency to employees. This has fueled public discussions on the perceived double standards between leadership directives and employee experiences. Additionally, inconsistent media narratives about everyday events can foster doubts about the authenticity of messages shared both in the workplace and in the media. Today, leadership resembles a constantly shifting mosaic, influenced by the leader’s personal values, the unique qualities of the team, and the specific challenges faced by the organization. A one-size-fits-all leadership model is unrealistic in the diverse contexts that organizations navigate.

The world of work doesn’t exist in a vacuum -- it’s embedded in a particular culture, time, and place. This fact is becoming increasingly relevant as, according to Brookings Metropolitan Policy Program, the younger generations in the workforce, and those soon to enter it, are the most diverse in U.S. history. The workforce is set to continue diversifying for the foreseeable future.  The most successful set of next generation leaders will be those who are aware of the cultural differences within their workforce. Of course, this may raise the question with leaders of how to preemptive account for these changes and get ahead of them. This is where servant leadership comes to play.  Servant leadership is a leadership model geared toward serving your team and anyone who is impacted by your leadership. It doesn’t just involve an autocratic command of your team, but fosters a relationship of collaboration and reciprocity. This collaboration is essential for keeping up with changes in culture.  Hank Ostholthoff, CEO of Mabbly, when speaking on his role as the leader of a small business stated that “Culture is a reflection of leadership. Simply, my job is to recognize and encourage talent and our values. Empathy, vulnerability, and autonomy are the keys to building an organization filled with a thriving, connected, and productive workforce.” #FranchiseOpportunities #controlyourdestiny #changeyourlifetoday

I was considering the question of leader development recently as I worked through a team member's transition. While an important goal is to retain talent for as long as possible, one of our most important responsibilities is to grow and encourage more leaders. This work isn't just about succession planning or ensuring organizational continuity. It's about creating a lasting impact far beyond our immediate teams. We are responsible for cultivating a world full of strong, capable leaders who will step up to support the work of their communities, organizations, and industries. By investing in the development of others, we’re not only preparing for the future but also ensuring that leadership—grounded in empathy, vision, and accountability—continues to thrive. The greatest leaders inspire others to lead. They foster environments where growth is celebrated, potential is unlocked, and individuals are empowered to make decisions that drive change. Sometimes, talented individuals lead elsewhere, which we may think of not as turnover but as turn-up for our community, allowing the next leader to advance in our organization. Let’s commit to building a legacy of leadership that lifts others, shapes the future, and leaves the world a better place.