Unlock Marketing

Unlock Marketing Unlock Marketing specialises in leadership development, sales training, growing new opportunities, and unlocking trapped potential.

If you’re having trouble aligning your business strategy with what your people actually do, we can help.

When the Wright Brothers launched Flyer 1 at Kitty Hawk in 1903 their objective was to achieve the first manned flight i...
09/06/2022

When the Wright Brothers launched Flyer 1 at Kitty Hawk in 1903 their objective was to achieve the first manned flight in a powered aircraft. With Wilbur at the controls, their best attempt flew 250 metres in 59 seconds, pioneering the aviation industry, and the rest is history.

120 years later, aircraft are beyond complex by comparison. The information available to pilots is presented in a sea of instruments, screens, buttons and dials. The way we fly today has dramatically changed too but the basic premise remains the same. To fly safely from one place to the next requires fundamental information all pilots need. They need a petrol gauge, no surprises there. To avoid mountains they need an altimeter. A speedometer to tell how fast they’re going. A compass to point them in the right direction. These instruments are in every aircraft, whether biplanes from the 1930’s or today’s modern jets. The difference to the untrained eye is that these key performance indicators are now immersed in a console of complexity.

Similarly in business, our efforts to innovate and progress can sometimes be overly complex with too much information bloating decision making. Data has never been more accessible, if it’s there why not use as much as possible? Most leaders would prefer to be fully informed over winging it anyday. But the desire to inform and understand what is often complex and uncertain can sometimes open the throttle on information overload. This can impede the need for speed when taking opportunities and getting things done. There is knowledge in information, there is also virtue in simplicity. Sometimes less is more, and as champions of progressive change, our leadership challenge is to seek and select the right information at the right time to make the right decisions.

Transformation, new normal, leverage, pivot. As tiresome as buzzwords can be, they do point to a common challenge facing...
03/06/2022

Transformation, new normal, leverage, pivot.

As tiresome as buzzwords can be, they do point to a common challenge facing many businesses today: the ability to do what you need to do, to get to where you want to be (no jargon included).

The world is an uneasy place. Uncertainty makes it difficult for all of us to live normally with the constant threat of disruption meddling with day-to-day life. The businesses surviving and thriving have the innate ability to ask the right questions at the right time, and the flexibility of thinking to do something about it. But in reality we’re human, and not as adaptable to change as we’d like to think. Many businesses set their strategy at the start of the year, develop a plan, lock in their financial goals, allocate resources, etc. Trouble is, when things are constantly changing, the market conditions informing plans at the beginning of the year might be completely different well before year end.

In an unpredictable world the logical thing to do would be to actively encourage the question, “is what we're doing still right for today?” But we often double down, determined to lead the market and prove ourselves right. After all, when things are uncertain, who is to say we’re wrong? We usually find out when it is too late.

Changing tack from a well conceived plan can be very challenging, especially when the road ahead is unclear.
I doubt many go to work to bury their head in the sand and ignore the winds of change. But perhaps the definition of resilience is not about being strong in the face of adversity as much as it is about remaining light on our feet in a world of ambiguity and change: being flexible in our thinking, listening and learning, open to new ideas, ready to adapt, and as things change, making the right decisions in the moment.

As a leader, what are the building blocks to building resilience in your team? Before we get onto that, we might want to...
03/06/2022

As a leader, what are the building blocks to building resilience in your team?

Before we get onto that, we might want to address two big culture killers: burnout and workplace toxicity.

Even with the right support, people carrying unreasonable workloads will eventually burnout. Add in a toxic work environment and they’ll reach that tipping point sooner. All the yoga, meditation, wellbeing days, and time management training in the world will not compensate for or cure dysfunctional work processes and toxic workplace behaviour. If your people are suffering from either of these, the effects of any improvement training and teambuilding will be diluted, it could feel disingenuous, or even misplaced.

It’s a tough job but your people will thank you for prioritising these issues. Kia kaha.

[email protected]

How do you speak to the heart? Sales Manager Phil was looking for ways to connect on a more meaningful level with his sa...
17/05/2022

How do you speak to the heart?
Sales Manager Phil was looking for ways to connect on a more meaningful level with his sales team in their weekly meetings and was frustrated by their lack of engagement.

I suggested he could change his meeting focus from mostly reporting on the things that have happened, to more aspirational discussions about future possibilities, where he was leading them as a team, and most importantly, why. “There was a flicker of interest but they still appear bored”, reflected Phil.

Phil’s a capable leader, but between you and me his meetings were a little flat. Not so much in what he was saying, more the way he was saying it. The truth is we’re not all eloquent orators regaling audiences with riveting tales of life changing moments. Let’s take the pressure off that goal. What I love most about Phil is his openness to learning and becoming a better leader.
“Phil, there’s the content of what you’re saying and then there’s how you’re saying it. Try storytelling, it can give greater meaning to the things we are saying”.
“So you think I should start my meetings with, once upon a time?” he laughed.
“Put it this way. When we tuck our kids in bed at night they don’t ask for a step plan of how to map their future, they ask for a story”.

Here’s the point. If you want to speak to the heart it must come from the heart. Not just for Phil, for all of us. Any attempt to communicate in more empathic and relatable ways is a step closer to more connected and meaningful conversations. As American poet Maya Angelou said, “People will forget what you said or did, but they will remember the way you made them feel”.

[email protected]

A manager I worked with was worried he was losing his team. They were happy enough but seemed less engaged, slower to re...
12/05/2022

A manager I worked with was worried he was losing his team. They were happy enough but seemed less engaged, slower to respond, on some days he felt he was being ignored. “Perhaps my time is done, maybe they need someone else to take them to the next level”, he fretted. “What should I do?”

I hung out with Phil and his people for a few days to observe their team dynamics and check in on his relationship with them. In general, nothing problematic stood out. They were a happy team, and had a good rapport with Phil. I wasn’t surprised, he’s a great guy. Their sales meeting however was a different experience. Phil went through his usual agenda, the revenue numbers, issues, updates, and general business. While Phil was talking, I noticed no one was looking at him. They gave the impression they were just politely waiting for the meeting to end.

“See what I mean?” said Phil afterwards. I asked him the purpose of his meetings and what he’s trying to achieve. “I want them to be engaged with what I’m saying, to at least give me the impression they’re listening”, he replied. I asked, “In your meetings, how much time do you dedicate to where you’re going as a team versus where you’ve been?” He looked at me quizzically.
“I suspect your people know where they’ve been Phil. You could try talking more about where you’re taking them as a team, and what the future holds for them”.

People hear with their ears but listen with their heart. If we want to engage people in meaningful change, speak to the heart.

[email protected]

Imagine you are standing on a river bank wanting to cross to the other side. The river is too big to leap in a single bo...
10/05/2022

Imagine you are standing on a river bank wanting to cross to the other side. The river is too big to leap in a single bound (sorry Superman) and you don’t want to fall in, get wet, or injure yourself. What do you do?

Your options include swimming, making a raft, pole vault, the back of a fox, or using the protruding rocks as stepping stones to cross, which you decide is the best option. You step onto the first rock, balancing on one leg, you stretch for the next rock, it is too far, you do the splits, lose your balance and fall backwards into the river. The plan failed, it was a bad idea…perhaps the fox would have been better.

In our attempt to cross the river, a perfectly good idea was let down by poor planning and ex*****on. The stones varied in size, distance apart, and slipperiness - so these variations needed to be considered for each step. Once the course was mapped out we could have practised on dry land to see if it worked, learn from mistakes, make any changes, perfect our technique, and increase our chances of success.

In pursuing our goals, sometimes we get excited or impatient and pay more attention to the outcome ahead of the discipline of planning and the inputs required to get us there. You often hear high performance athletes talk about focussing on their processes ahead of the act of winning. Breaking the goal down into a series of steps means we can prepare and practice each component part. Achieving goals is about planning, process, preparation, and performance. I know, it sounds boring but success lies in the way we execute the sum parts of a well conceived plan, focussing on the inputs, and performing these well.

Behind every significant achievement is an effective plan, well prepared, and brilliantly executed. Focus on these things and the goals will take care of themselves.

A colleague recently asked me to have a look at her sales operation to see why they weren't hitting their targets. To be...
03/05/2022

A colleague recently asked me to have a look at her sales operation to see why they weren't hitting their targets.

To be fair, they were hitting most of their monthly targets, just not all of them - and missing their annual target…not to mention their bonuses. She is an inspiring leader, and believed they could do better.

I grabbed a piece of paper and drew four overlapping circles and suggested that her team’s performance might be explained in this sketchy drawing: The right people, doing the right things, in the right way, at the right time.

Getting the people piece right is about talent selection, skill development, and retention. Doing the right things is about strategy, planning, and tactics. A plan well executed depends on solid processes, capability, and best practice. For the same reason a symphony orchestra has a conductor - bringing it all together is a function of leadership providing the meaning, unity, and a sense of purpose.

The ‘sweet spot’ is when all four circles are optimised. As you can see in the sketch this state is represented by a very small area of overlap. Brilliant people, empowered to do amazing things, raising the bar everyday. In reality it is very difficult to keep a team at this optimal level of flow all the time but when it happens, magical things certainly occur. But in real life team dynamics are always changing. People come and go, take leave, get sick, pandemics, have good and bad days, you name it. More often than not your average daily best might be good people doing good things pretty well most of the time. Nothing wrong with that. It becomes a battle when average people are trying their best but making too many mistakes too often. Chaos reigns when the wrong people do the wrong things badly all the time. That makes me anxious just saying it.

When building a high performance team it can be hard to know where to start, what areas to focus on, and pinpointing what is wrong when things aren’t going as well as they should. It is never simple but the key to unlocking potential starts with, and is conditional on having these fundamental building blocks in place; The right people doing the right things in the right way at the right time.

I saw a job advertised recently and in the interests of workplace wellbeing wondered if whoever wrote it might be the sa...
02/05/2022

I saw a job advertised recently and in the interests of workplace wellbeing wondered if whoever wrote it might be the same person the position reports to. It reads as a very tough and demanding role.

I’m paraphrasing with tongue firmly in cheek but it goes something like this. A significant transformation programme boasting the largest in the country. (Based on what?) Looking for someone who has a proven track record in leading extensive programmes of this size. (Like the biggest) The role detailed a seemingly endless list of cliche rich hard to comprehend responsibilities. The skills required were extensive, superhero level, and must be proven. (Having saved the world several times over?) This is apparently a chance to make a significant difference to the lives of all NZers. (At the expense of yours? Quite a challenge assuming the outgoing person has all these capabilities plus the benefit of time in the role) What’s in it for the successful applicant? Exhaustion.

Apologies for the mockery but recruitment ads not only represent the opportunity on offer, but also the organisation. What kind of workplace culture does this position description convey? A supportive learning organisation where people can thrive? A dog-eat-dog world where failure is not an option? I wonder what types of people love to work in high octane environments like the one described?

Might I suggest this recruitment messaging is out of step with what the majority of candidates are looking for today. Yes, we want challenging exciting roles that pay well but we also want relational factors like community, an inclusive culture, flexibility, and a supportive Boss who gives us the space to stuff up occasionally and learn as we go. Apologies to the advertiser if all of this does actually come with this role, I just couldn't read it anywhere, not even between the lines.

Getting your marketing communications right is about delivering the right message, to the right audience, in the right way, at the right time.

[email protected]

I would like to do a shout out to the quiet achievers. The servant leaders who quietly go about their business selflessl...
29/04/2022

I would like to do a shout out to the quiet achievers. The servant leaders who quietly go about their business selflessly putting the needs of others ahead of themselves. Managing people can be a thankless task at times, especially for leaders who prefer the quiet shadows of the stalls over a brightly lit stage.

I grew up in a family where deeds spoke louder than words. It is different today. There is a pervasive need to stand out above others and the line between doing a good job to get noticed and credit claiming self promotion is a blur. The accountability stakes are high for today’s leaders and the scrutiny over results is never more public. Simon Sinek, renowned leadership commentator, refers to business as an infinite game. Yet the pressure for leaders to make a difference competes with the strategy of steadying the ship and holding a course as we navigate the choppy seas of today’s infinite game. It also perpetuates self promotion with the ability to exude self confidence, a sense of personal power, toughness, and manage organisational politics getting the nod over more understated self sacrificing servant leadership qualities.

Just this morning I heard a radio commentator slagging off a high profile leader for their lack of results. “He’s done nothing, is disengaged, should stand down and let someone else take over”. Unpicking big problems, the types embedded in fossilised rock can take a bit more time. Yet we’re all a bit impatient aren’t we.

The McKinsey article “The Boss Factor” captures the essence of this point. That the self centred approach and need for recognition will only promote more authoritarian leaders, being perpetuated in hiring practices and performance evaluations, and leading to more toxic cultures. 19th Century British politician Lord Acton famously said, “Power tends to corrupt, absolute power corrupts absolutely”. As a person’s power increases, their moral sense diminishes. I just hope the emerging leaders charting our collective future are the ones committed to making people’s lives easier. Not the self promoting, over confident, manipulative individuals who seek to make a difference at the expense of others.

Servant leaders - take a bow.

[email protected]

Address

14 Satchell Way, Kaiwharawhara
Wellington
6035

Telephone

+64274527864

Website

Alerts

Be the first to know and let us send you an email when Unlock Marketing posts news and promotions. Your email address will not be used for any other purpose, and you can unsubscribe at any time.

Contact The Business

Send a message to Unlock Marketing:

Share