Leading By Example

Most people are taught how to be high performers. But too few are taught how to perform in a team. And that’s a problem, because in most roles, you’re not an individual contributor. You’re part of a larger entity, working with others to build something. Yet, I see founders spend hours refining their product or systems,  But don't devote time to team development. At HomeServe, I approached team performance with purpose,  And it was one of the best decisions I made. Here are 7 tools I’ve used (and still use) to build high-performing teams,  Based on real lessons from building a £4.1bn business: 1️⃣ Start With Why (Simon Sinek) ↳ Before you focus on what or how...get clear on why. WHAT – The product you sell or the service you provide HOW – What makes you different WHY – Your deeper purpose or belief Every great team needs a reason to get out of bed in the morning. 2️⃣ The 70-20-10 Rule (McCall, Lombardo & Eichinger) ↳ How people actually learn on the job: 70% from challenging experiences 20% from coaching and mentoring 10% from formal training Most teams over-invest in training, and under-invest in real development. I'm amazed at how few founders or CEOs have a coach or mentor. 3️⃣ The Trust Triangle (Frances Frei, Harvard) ↳ Trust isn’t built with perks. It’s earned in three ways: Authenticity – Are you real? Logic – Do your decisions make sense? Empathy – Do you care? Without trust, you can’t build speed or loyalty. 4️⃣ The 5 Stages of Team Development (Tuckman Model) 1. Forming – Team gets together 2. Storming – Conflicts surface 3. Norming – Ground rules form 4. Performing – Results roll in 5. Adjourning – Project ends or evolves Don't panic during ‘storming’. It’s necessary friction. 5️⃣ The Johari Window (Luft & Ingham) ↳ Self-awareness is a team sport. Open – You know, they know Hidden – You know, they don’t Blind Spot – They know, you don’t Unknown – No one knows (yet) This helps surface feedback, build confidence, and avoid surprises. 6️⃣ The Energy/Impact Matrix (Inspired by McKinsey) ↳ Map every team member’s impact vs. energy. Use it to: Make smart hiring/firing decisions Spot burnout early Retain high performers High-performing teams don’t tolerate drift. 7️⃣ The RAPID Decision-Making Model (Bain & Company) ↳ High-performing teams make fast, clear decisions. Recommend – Suggest the course of action Agree – Those who must sign off Perform – Executes the decision Input – Provides relevant facts or opinions Decide – Final decision-maker This clears up delays, dropped balls, and blame. Building a great team is about building an environment where talent can actually thrive. I go deeper into team-building in my new book. Order it today: https://lnkd.in/eRYDKXdT ♻️ Repost if you believe team performance should be built, not assumed. And for more on how I scaled teams to build a £4.1bn business, Follow me Richard Harpin.

Look after YOUR TEAM and they will look after YOUR CUSTOMERS 🔥 I've spent over a decade studying great leadership. Firstly because I was a terrible at it and didn’t know what I was doing. Secondly, because I understood that the trajectory of any team stems from the top. I’ve learnt that ultimate goal of any true leader is to create efficient systems and empower their team, so they become self-reliant. Think of it like a sports coach: their job is to prepare the team, but they don't play the game. A coach's influence is typically limited to before the game, at the half-time break or after the match. The team must execute on the field or court. If a coach has to join the game, they haven't done their job properly and there is something wrong with the system. So how do you inspire your team to bring their best selves: 🌟 Vision and Inspiration: Leaders typically have a clear vision and the ability to inspire employees towards a common goal. This inspires a sense of purpose, making employees feel important as they contribute to a greater mission 🔑 Empowerment: Leaders often empower employees to make decisions and take ownership of their work. This autonomy fosters a sense of significance and trust among employees 👂 Listening and Feedback: Leaders tend to actively listen to employees' ideas and concerns, providing constructive feedback. This shows employees that their input matters, reinforcing their importance within the organisation 📈 Development: Leaders prioritise employee growth and development, helping them acquire new skills and advance in their careers. This investment in personal and professional growth reinforces the sense of importance. 🏆 Recognition: Leaders are often more inclined to recognise and appreciate the contributions of their team members. Regular recognition boosts morale and makes employees feel valued and important. 🗣️ Transparency and Communication: Leaders tend to be transparent about the company's direction and challenges. Open communication fosters a sense of belonging and importance, as employees are kept informed and involved. 🤝 Trust and Accountability: Leaders trust their employees to perform their roles effectively and hold them accountable for their actions. This trust implies that employees are important and capable of delivering results.

I have hired around 50 team members in 24 months for my startup and my secret sauce for developing top talents comes down to 3 ingredients 1. Frequent Feedback - Especially in an early-stage environment, constant communication is key. - For the first few months, I have very hands-on check-ins with new hires. Getting them up to speed on vision and strategy is crucial since they're accustomed to different methodologies. - An open dialog demystifies expectations on both sides. I encourage questions and make myself readily available. Once we build rapport and alignment, it gets much easier. 2. Seamless Integration - Beyond individual growth, it's critical that employees mesh well with the broader team. - Synergies between skill sets amplify collective output. So I proactively resolve any interpersonal challenges that threaten unity. - I dig into root causes of conflicts to nurture a collaborative culture. Protecting positive energy makes the environment that much more supportive for professional development. 3. Investing in Upskilling - I fundamentally believe in enriching employees' expertise - whether refining existing capabilities or building new ones. - We happily fund any learning opportunities to make our people the best versions of themselves. I reinforce that growth extends beyond our four walls out into the greater ecosystem. Lifting up individual employees ultimately lifts up the business. The common ingredient? Customization. There's no one-size-fits-all approach to nurturing talent.  It requires digging into what motivates and frustrates each person, then delivering tailored support. But that individualized attention pays dividends in loyalty, innovation and results. The fruit of this 3-part formula is an unstoppable team ready to take on the world! What other ingredients do you think lead to employee growth? #employeegrowth #teambuilding

𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐚𝐧𝐝 𝐌𝐞𝐧𝐭𝐚𝐥 𝐖𝐞𝐥𝐥-𝐁𝐞𝐢𝐧𝐠: 𝐀𝐧 𝐔𝐧𝐬𝐭𝐨𝐩𝐩𝐚𝐛𝐥𝐞 𝐅𝐨𝐫𝐜𝐞 𝐟𝐨𝐫 𝐖𝐨𝐫𝐤𝐩𝐥𝐚𝐜𝐞 𝐂𝐡𝐚𝐧𝐠𝐞 💪 50% of employees left a job "to get away from their manager as they believe this would improve their overall life" (Gallup, 2022). The face of leadership is changing. In the modern business landscape, leaders are not only visionaries and decision-makers but also catalysts for organisational resilience. A significant part of this shift involves playing an active role in advocating mental well-being. In my journey as the CEO of OpenUp, I've seen first-hand the powerful influence leadership can exert on mental well-being and resilience in the workplace. Here are 3 ways this is happening: 1️⃣ 𝐏𝐫𝐨𝐦𝐨𝐭𝐢𝐧𝐠 𝐎𝐩𝐞𝐧 𝐂𝐨𝐧𝐯𝐞𝐫𝐬𝐚𝐭𝐢𝐨𝐧𝐬: Leaders are fostering a culture of openness, encouraging employees to talk about their dilemmas and wellbeing without fear of negative judgement. This can significantly reduce prejudices associated with these open conversations, allowing individuals to experience more emotional support 2️⃣ 𝐌𝐨𝐝𝐞𝐥𝐥𝐢𝐧𝐠 𝐒𝐞𝐥𝐟-𝐂𝐚𝐫𝐞: Leaders are starting to 'walk the talk' when it comes to mental well-being. By sharing their own dilemmas, self-care strategies and experiences with mental well-being, they are creating an environment where mental well-being is viewed as a priority. 3️⃣ 𝐏𝐫𝐨𝐯𝐢𝐝𝐢𝐧𝐠 𝐑𝐞𝐬𝐨𝐮𝐫𝐜𝐞𝐬:  Leaders are important for ensuring employees have access to necessary resources. This could also mean implementing mental well-being programmes, like those offered by us, which provide employees with 24/7 access to resources such as 1:1 consultations with certified psychologists and coaches. Leadership can dramatically shift how mental well-being is perceived and managed within the workplace. It’s not just about creating policies, it’s about setting the tone for an empathetic, supportive and performance driven culture. As we continue to grow and adapt at OpenUp, we pledge to remain at the forefront of this change, arming leaders with the tools and knowledge they need to champion mental well-being and resilience within their teams. 💡 Leadership isn’t merely about steering the organisation towards its goals. It's about ensuring the journey towards those goals is a healthy one, for every member of the team. #Leadership #MentalWellbeing #OpenUp

As a former Senior Director at L'Oréal, here's 5 of my best practices to lead high performing teams with excellence: #1: Create unity and togetherness There's nothing more demotivating than feeling like you're working in silo and disconnected with the broader team and vision. Create intentional moments to bring your team together so they understand their impact and can support each other to gain win-win outcomes. #2: Celebrate post-mortems as much as successes Managers often celebrate successes and move onto the next thing so quickly. The real value is in taking time to assess past projects of what could have been done better and what should be maintained. This also allows you and your teams to create best practices more systematically that can transcend other departments. #3: Never be above the work yourself The best way you can support your team is to show them you aren't afraid to get your hands dirty and help them where they're at. It's not about micro-managing but rather showing that you can support them in their roadblocks and empower them to push through without feeling alone in that. #4: Foster a feedback culture The moment your team feels open and safe to share feedback with you, this unlocks many possibilities. You encourage them to speak up, identify opportunity areas and allow them to challenge the status quo. From here, take action on the feedback. This is one of the most effective things you can do for your team. #5: Understand what motivates your team members beyond the work Take the time to ask them questions about what gets them excited? What helps them feel empowered? What helps them feel connected at work? What makes them happy? This allows you to ensure their roles are well aligned with these factors so you continuously keep them highly satisfied and engaged in a customized way. What would you add to the list? #teammanagement #peoplemanager #leadership #leadershipdevelopment

Adapting your business strategy is no longer optional—it's essential for survival and long-term success. Why does strategy adaptation matter so much? ↳ Businesses face constant changes in market trends, customer expectations, regulations, and technology. Companies must remain agile and adjust their strategies based on real-time feedback to stay competitive. ↳ But here's the challenge: adapting too frequently or without structure can lead to strategic drift—a slow, dangerous departure from your original vision that undermines your competitive edge. Strategic drift happens when: ↳Companies react impulsively to external changes without a transparent, data-backed process. ↳Short-term pressures take priority over long-term goals. ↳Small, incremental changes add up, diluting the core strategy. How do you strike the right balance between adaptation and alignment? ↳ You should regularly stress-test your strategy through scenario planning to ensure it remains relevant under different conditions. ↳ Separate strategy reviews from operational meetings to maintain long-term focus. ↳ Secure leadership commitment to ensure every adaptation aligns with the company’s core goals. ↳ Use lead and lag indicators to track progress and spot early signs of strategic drift. A disciplined yet flexible approach is the key to staying competitive while preserving your strategic direction. P.S. If you like content like this, please follow me. 😊

Leadership is never about titles or speeches. It’s about the example you set in the quiet moments when no one’s applauding. If you want a team that’s resilient, show them how you handle adversity with grace. If you want a team that’s accountable, own your mistakes first. If you want a culture of trust, act with integrity even when it’s inconvenient. Your team will always follow your example, not your instructions. They’ll mirror your habits, your mindset, and your energy. Words may inspire, but actions lead. So here’s the question: What message is your behavior sending to the people around you? If you wouldn’t follow your own example, why should they? Great leadership doesn’t demand loyalty. It earns it by showing up authentically, consistently, and purpose.

💡 𝗙𝗿𝗼𝗺 𝗖𝗵𝗲𝗲𝗿𝗹𝗲𝗮𝗱𝗲𝗿 𝘁𝗼 𝗩𝗶𝘀𝗶𝗼𝗻𝗮𝗿𝘆: 𝗧𝗵𝗲 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗦𝗵𝗶𝗳𝘁 𝗧𝗵𝗮𝘁 𝗗𝗿𝗶𝘃𝗲𝘀 𝗦𝘂𝗰𝗰𝗲𝘀𝘀 💡 This leadership trait is newly rated as one of the top factor on executive presence: 𝙑𝙞𝙨𝙞𝙤𝙣. Leadership isn’t just about charisma or hard work—it’s about seeing the unseen, charting a course forward, and inspiring others to follow. It is not just spewing the organization vision and mission. But truly painting the goal for the team to strive towards. 𝘞𝘩𝘢𝘵 𝘩𝘢𝘱𝘱𝘦𝘯𝘴 𝘸𝘩𝘦𝘯 𝘭𝘦𝘢𝘥𝘦𝘳𝘴 𝘭𝘢𝘤𝘬 𝘷𝘪𝘴𝘪𝘰𝘯? Here are the leaders I encountered: 🧣 𝗖𝗵𝗲𝗲𝗿𝗹𝗲𝗮𝗱𝗲𝗿 𝗟𝗲𝗮𝗱𝗲𝗿 Her positive smiles and encouragement was evident. But she lacked a solid understanding of the business. Without insights into the organization's workings, her "cheerleading" fell flat. Teams lost respect with her words without substance and couldn’t rely on her for direction or strategy. 🌳 𝗠𝗲𝘀𝘀𝘆 𝗟𝗲𝗮𝗱𝗲𝗿 This leader knew the business inside out but couldn’t see the forest for the trees. Her focus shifted with every new issue, making her approach reactive rather than proactive. The absence of a clear vision left the team confused and scattered. 🧠 𝗜𝗻𝘀𝗶𝗴𝗵𝘁𝗳𝘂𝗹 𝗟𝗲𝗮𝗱𝗲𝗿 This leader stood out. She took the time to deeply understand the business, connecting long-term aspirations with short-term objectives. She could translate high-level vision into meaningful goals for her team. Each team member saw their role in the bigger picture, sparking alignment and purpose. The result? Teams led by the Insightful Leader were engaged, focused, and driven. So, how can you cultivate a visionary presence? Here are 𝟯 𝗮𝗰𝘁𝗶𝗼𝗻𝗮𝗯𝗹𝗲 𝘀𝘁𝗲𝗽𝘀 𝘁𝗼 𝗰𝘂𝗹𝘁𝗶𝘃𝗮𝘁𝗲 𝘃𝗶𝘀𝗶𝗼𝗻𝗮𝗿𝘆 𝗽𝗿𝗲𝘀𝗲𝗻𝗰𝗲: 🎯 #𝟭 𝗞𝗻𝗼𝘄 𝗬𝗼𝘂𝗿 𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀: Deeply understand your industry, organization, and team. Insights are built on knowledge. 🎯 #𝟮 𝗖𝗼𝗻𝗻𝗲𝗰𝘁 𝘁𝗵𝗲 𝗗𝗼𝘁𝘀: Link the organization’s big picture to specific team goals—and show individuals how they contribute to success. 🎯 #𝟯 𝗕𝗲 𝘁𝗵𝗲 𝗖𝗼𝗺𝗽𝗮𝘀𝘀: Avoid distractions and maintain focus on the vision. Leaders set the tone; consistency matters. "𝙑𝙞𝙨𝙞𝙤𝙣 𝙞𝙨 𝙩𝙝𝙚 𝙗𝙧𝙞𝙙𝙜𝙚 𝙗𝙚𝙩𝙬𝙚𝙚𝙣 𝙬𝙝𝙖𝙩 𝙞𝙨 𝙖𝙣𝙙 𝙬𝙝𝙖𝙩 𝙘𝙖𝙣 𝙗𝙚; 𝙞𝙩 𝙞𝙣𝙨𝙥𝙞𝙧𝙚𝙨 𝙪𝙨 𝙩𝙤 𝙩𝙖𝙠𝙚 𝙩𝙝𝙚 𝙛𝙞𝙧𝙨𝙩 𝙨𝙩𝙚𝙥." 𝘼𝙣𝙣𝙚 𝙋𝙝𝙚𝙮 Which type of leader have you worked with—or been? Share your experience in the comments! #leadership #coach #career #careercoaching #executivepresence #speaker #trainer #speaker #executivepresence #vision #brandbuildertalents LinkedIn News LinkedIn News Asia

Are you walking the talk? Influence is not a birthright which comes with a title - unlike the unpopular opinion! A position may provide a platform, but your actions resonate and leave a lasting impact on your team members. Actions, after all, speak louder than words. Here are a few reflections on why influence is derived from actions: ✅ Lead by Example: A leader who embodies the values they talk about becomes the right example for others. Demonstrating commitment, hard work, and ethical decision-making sets a standard that team members are likely to follow. STOP ONLY TALKING BIG THINGS, IF YOU DON'T WALK THE TALK. ✅ Build Trust: Trust is the cornerstone of effective leadership. It is cultivated not by the title one holds, but by consistently demonstrating honesty, transparency, and reliability. Trust is an invaluable currency that can only be earned through genuine actions. STOP GOSSIPING AND BACK-BITING YOUR OWN TEAM MEMBERS. ✅ Empower Others: A leader's influence grows when they empower others to succeed. By fostering a culture of collaboration and investing in the development of team members, a leader amplifies their impact far beyond the confines of their title. STOP DOUBTING THEIR STRENGTHS AND DISEMPOWERING THEM. ✅ Embrace Accountability: Leaders who take responsibility for their actions, whether they lead to success or failure, earn the respect of their team. Acknowledging mistakes and learning from them demonstrates humility and a commitment to growth. STOP BLAMING OTHERS FOR FAILURES AND TAKE THE LIMELIGHT FOR SUCCESS. ✅ Effective Communication: Communication is not merely about the words spoken but also about the actions that reinforce those words. Consistent and clear communication builds a shared understanding and fosters a sense of unity within the team. STOP BEING VAGUE AND CONFUSING THEM. Your legacy will be defined not by the titles you held, but by the positive impact you made through your actions. #leadershipdevelopment #leadershipcoaching #leaders

As an HRBP, one of the most rewarding aspects of my role is identifying and nurturing future leaders. Leadership is everywhere—it just takes the right approach to uncover it. Here are my go-to strategies: 💡 Spot the Potential: Great leaders aren’t always the loudest in the room. Look for employees who: - Take initiative without being asked. - Influence their peers positively. - Show resilience in the face of challenges. 👩💻 Create Opportunities: Leadership doesn’t bloom in a vacuum. I ensure growth by: - Assigning stretch projects that push comfort zones. - Encouraging cross-functional collaboration to broaden perspectives. - Providing opportunities to mentor or coach peers. 🎯 Invest in Development: Leaders are built, not born. I focus on: - Personalized training plans aligned with their aspirations. - Access to resources like leadership workshops or online courses. - Continuous feedback sessions to refine their skills. ✨ Celebrate Wins, Learn from Failures: Recognizing and supporting employees during these moments boosts confidence and fosters a growth mindset. Remember, leadership isn’t a title—it’s a mindset. Let’s work together to empower the leaders of tomorrow! 🌟 💬 What strategies have worked for you in identifying and fostering leadership potential in your teams? Let’s share ideas and build a leadership toolkit together! #HRBP #leadershipdevelopment #employeegrowth #futureleaders #growthmindset