Blake Davies is a strong digital marketer who has some incredible leadership skills. He leads others from a place of authenticity and as such quickly builds trust with those around him, leading with empathy, humour and great insights.
He is a unique individual who is very personable, and also able to understand technical platforms. Which make him a great asset for building business and relationships. His experience in building business success across hospitality & tourism, non-profit, health, property and digital marketing.
Blake’s insight into what is leadership?
Leadership is about peing brave and pushing through and building people up.
Listen to this episode to find out more about what Blake thinks about leadership.
In this podcasts he talks influences for him, empathy and the importance of connections. Really inspirational leader.
Darren Peters has had an amazing career in sports leadership, business coaching and university lecturer. He has held some prestigious roles in sports CEO Australia Paralympic Committee, chef de mission of Athens Games , CEO Rowing Australia, GM at Surf Life saving. He know lectures on what it takes to in sports management at Torrens University.
He is also a high performance athlete beach sprinter and understands what it takes to make an elite sportman.
Darren’s insight into what is leadership?
Leadership is a evolution theory. Tribes of people getting somthing done. Aspiration to some and a burden to others. Group of behaviours. Social label in a role. Socially tantalising, it can be lonely places. Its a lot of things. Primarily you have to encourage people to get things done.
Listen to this episode to find out more about what Darren thinks about leadership.
Emotions start wars and create peace; spark love and force a divorce. While unavoidable, emotions are also indispensable sources of orientation and propel us to take action. But unbridled emotion can make us and those around us to act irrationally.
Emotional intelligence is a relatively new, but started to become mainstream with Daniel Goleman’s 1995 book, Emotional Intelligence: Why It Can Matter More Than IQ.
Emotional intelligence is simply put the ability to control your emotions and others in the present moment. It sounds simple but has a number of key factors. According to Daniel Goleman,
Self-awareness.
Self-regulation.
Motivation.
Empathy.
Social skills.
The business case for emotional intelligence
According to Google’s famous Project Aristotle initiative, a high-performing team needs three things: 1) a strong awareness of the importance of social connections or “social sensitivity,” 2) an environment where each person speaks equally, and 3) psychological safety where everyone feels safe to show and employ themselves without fear of negative consequences. To harness these three elements of a successful team, it takes an emotionally intelligent leader.
People feel cared for when these three items are present in a team or organization. People that feel cared for are more loyal, engaged, and productive.
10 times more likely to recommend their company as a great place to work.
9 times more likely to stay at their company for three or more years.
7 times more likely to feel included at work.
4 times less likely to suffer from stress and burnout.
2 times as likely to be engaged at work.
1. Deep human needs
The three core human needs of work (and life) are to survive, belong and become. Much like Maslov’s Hierarchy of Needs, once humans fulfill the need of food, water and shelter they will then seek to be accepted for who they are, and then finally to learn and grow to become their best selves.
The workplace is filling parts of our deep human needs.
2. Technology will enhance humanity
The Industrial Revolution required strong workers. The Information Age required knowledgeable workers. The future age of work will require emotionally intelligent workers.
As the world fills with more sophisticated technology such as artificial intelligence and 5G, human skills like compassion and empathy will define the competitive edge of workers and entire organizations.
In addition, as the world becomes more high-tech, there will be a desire and opportunity for more high-touch. As technology advances, it will take on a lot of the work that humans aren’t good at, don’t like, or too dangerous. This will leave us with more time and capacity to show up emotionally for each other.
3. Work and life blending
Not only are emotions finding their way into work, but workers want it more. A pervasive myth exists that emotions don’t belong at work. As the boundaries blur we want to be able to bring our whole selves into the workplace and this is inevitably messy.
4. Evolving employer-employee relationship
In the past, the employer-employee relationship was very transactional. But in today’s always-on work culture, the boundaries of the employee-employer relationship are expanding.
As employees seek more from their employers, moving from employing to empowering will serve employers well.
It’s not surprising then that more than any other generation, Gen Z wants their managers to be empathetic, according to The Center for Generational Kinetics’ 2020 study, Solving the Remote Work Challenge Across Generations.
If the youth is the future, and Gen Z are lonely and psychologically stressed then the future of work must be emotional intelligence.
Emotional Intelligence in the workplace separates high performers from the average employees. This is something gaining popularity as leaders become aware of the role emotional intelligence plays in the workplace.
Self-awareness; is an understanding of how you are feeling at any moment in time. It is also understanding how your behaviour impacts others.
Motivation – An effective self-motivation requires you to have a positive attitude towards goals across the organisation.
Self-regulation – Processing our own emotions effectively means we have the ability to read the situation effectively. Our response is only possible when we can self-regulate. We need to work to commit ourselves to the goals of the organization with integrity.
Social skills – are critical in a workplace the ability to build teams, forge change, and manage the conflict are important.
Empathy – Empathy is the ability to place oneself in the shoes of another. Managers need insight into how their decisions and behavior will impact their subordinates, peers, and superiors.
Emotional intelligence is a set of skills and behaviors that can be learned and developed.
According to Harvard there are some telltale signs of people with low Emotional Intelligence and those with high Emotional Intelligence.
People with low Emotional Intelligence:
Often feels misunderstood
Get upset easily
Become overwhelmed by emotions
Have problems being assertive
People with high Emotional Intelligence:
Understand the links between their emotions and how they behave
Remain calm and composed during stressful situations
Are able to influence others toward a common goal
Handle difficult people with tact and diplomacy
When staff lacks emotional intelligence they can be extraordinarily damaging to the culture.
The good news is that we can improve our emotional intelligence it is a skill that we can learn. We can improve on skills that improve knowledge of how others and we feel. We can also learn to harness our emotions in a way that meets the needs of our organisation.
At the individual level, exercises such as meditation, psychotherapy, coaching, and eliciting feedback from peers can provide meaningful insight into our own emotional landscape.
Within organisations, team-building exercises, corporate retreats, staff support groups, and training can pay handsome dividends for both collective and individual employee emotional health. In addition, you need to recognise and call out the behaviour.
Leading Together runs emotional intelligence workshops. Engage your leadership potential to improve your self-awareness, self-management, empathy, social awareness, and motivation. Horses are very aware of how you are feeling in the moment and can help you find a powerful way to experience emotional intelligence. The workshops are conducted in a relaxed environment with a horse trainer and leadership coach. They run for a couple of hours depending on the people attending and you will come away with a deeper understanding of yourself.
When creating connections with horses and people beautiful things happen.
Building emotional intelligence in yourself is one thing, but building a culture of emotional intelligence in the workplace can be a challenge. Our leaders must learn it first and model that behaviour. Changing behaviours doesn’t have to be complex. Leading Together uses horses to shortcut the learnings in team workshops. By scheduling team workshop sessions over 5 weeks you can radically change your workplace culture.
To say that there is no ego in a person who does public speaking regularly or for a living would be clearly a false statement. But for those of us who only speak from time to time, when you see a speaker who can walk out in a room of 30 people or a auditorium of 3000 and literally “own the room”, it really is an amazing transformation. To imagine how you could ever be that much larger than life is mind boggling.
But in a lot of ways, when you step out to talk to a group of people, you do become larger than life. That is because you are doing the impossible. You are having a conversation with dozens of people all at once. Now, whether you feel like you are having that conversation or not isn’t important. If your talk is not interactive, you may not know the dialog is happening. But in the minds of every single individual in that hall, they are interacting with you. What you are saying is getting down inside of them and they are reacting to it. But even more than what you are saying, how you are saying it is having an even bigger impact.
Create a Persona
So are there things you can do to “become” larger than life? Well there are some ways of behaving in front of a crowd that differ from daily life. We do have to accept that you will develop a “stage persona” that is different from your daily personality when you speak to a group. Does that make you a phony? No. Both of those personalities are you. It is just a different you when you relate to a group than to people one on one and it seems strange because that form of you only comes out on stage. But it isn’t a Dr. Jekyll, Mr. Hyde thing. Just as you speak to a child differently than you speak to an adult, you will develop a way to talking to a group that differs from speaking to an individual.
Own The Room
Part of becoming larger than life is learning to what they call “own the room”. This sound egotistic and strange but it really does work when you are about to speak. Owning the room simply means that when you step out in front of that crowd, they are no longer some random group of people, they are YOUR people. They are there to listen to you and what you say is of value to them. If you had any ego problems before you stepped out in front of that audience, check that ego problem at the door.
You must assume that you are adored when you speak to a group of people. This doesn’t mean you strut about like God’s gift to the world. But it does mean that you recognize that your value to this group is as a speaker and that your services are wanted and needed here. In fact, the only way you will be an effective public speaker is if you own the room. Treat that room like it was your home and these people came here just because being with you is just that great. If you step out there with that attitude, the audience will buy into your attitude and they will give you the room and be glad you took it over.
Recognise the craft
It can be a bit strange if you watch yourself become larger than life. But you can be humble about it and just recognize it is part of the craft of becoming a great public speaker. And if being good at this art you are gifted to give to the world means owning rooms and becoming bigger for an hour or so, well then why deny the world that experience? Enjoy it and let others enjoy it too.
