Last Newsy I wrote about boundaries. Today, it’s important to really exercise your boundaries so you see the glass as half full (and not half empty). This will see you take time to identify what you can control and what you can’t and to focus on the things you can. And then to put your energy towards these things and not towards the things you can’t control. This is a really positive way to implement your boundaries and to ensure you give yourself the best chance of not becoming overwhelmed by the things you can’t control. Here’s a reminder….

I hear you – this is all very well and good when you are feeling on top of things, and so very much harder when you’re not. I find it a challenge scrolling through social media and seeing posts about things that can’t be controlled. I wonder how many people absorb this. Right now, it’s important to put your mindset into the hope and optimism gear!

“The best leaders tap the optimism of their teams. They strengthen confidence, broaden perspective, and remind people that the future can be better, and that we can help build it together. In uncertain times, people look to leaders for optimism and for a clear vision of the future.

That is why realistic and infectious optimism matters so much in leadership. The infectiously optimistic leader does more than set strategy. They lift the team’s spirits. They bring steadiness in difficulty, confidence in uncertainty, and energy for the work ahead. They help others believe that progress is possible and that their contribution matters.” 
– Victor Perton. The Centre for Optimism

Here are some practical tips for moving into the gear of optimism…..

1. In Your Control / Out of Your Control. Remind yourself and others – especially those in your teams about what’s in your control and what isn’t.

2. Don’t Buy In. Scan your social media ,online news, newspaper and TV news reports using the In Your Control and Out of Your Control radar. Give more time to what’s in rather than what’s out of your control.

3. Redirect Your Thinking / Energy. We all have off moments / times. Take extra care to recognise when you become fixated on things you can’t control and remember to move your mindset into the gear of optimism. Put your energy into the things that you can influence.

4. Be Consistent. You will know when you’re becoming overwhelmed by what you are seeing and hearing – especially on social media and in the news. As soon as this happens remind yourself of and turn your energy to what you can control.

5. Radiate the Energy of Optimism. Tap into your own as well as the optimism of your team. Lift your spirits and bring confidence in uncertainty.

Over to You

Do any of these resonate for you? Could any be helpful in your work / relationships today?

The post Dial Up Your Optimism Today appeared first on Ruralscope.

Way back then I worked on a program with the Queensland Country Women’s Association (QCWA).

 They asked me to facilitate a personal / professional development program for women in rural, regional and remote areas. And it had to be available to all no matter where they worked or lived. It was our first all ‘distance learning’ program that we developed and delivered. Pretty sure we worked with about 18 women and one of these was a cotton grower from northern NSW.       

Upon reflection, I can clearly see there’s a big difference between ‘doing the work’ and ‘telling people you can do the work’.  We started to work in the Cotton industry because others recognized the value of our work and spoke about it.  Maybe because we were not from within the industry we were seen as different / objective / no ‘baggage’ etc.  As I look back, it was definitely about the work and bringing a fresh approach to facilitation.  We didn’t pitch our services as appears to be very common these days.  Instead one person from a program we facilitated shared who we were and most importantly what and how we did our work with others.  And we didn’t even know this had happened.  Before long we were invited to submit a proposal for a project that fitted our leadership wheelhouse.

The first project was on an industry membership evaluation project with Cotton Australia.  Again we completed the project completely via distance via phone consults and an online survey.  It provided everyone across the industry with the opportunity to have their say and not just those who were able to attend a local, regional or city-based meeting.  The result was a more realistic and valid set of outcomes for a more cost effective investment.   

Since then we have facilitated a number of industry projects including facilitation of the first formal industry strategic plan the merger of three organisations to enhance service to the Australian cotton industry and a favourite – facilitation of an international cotton conference where we linked 5 hubs around the world via technology from Dalby, Queensland. We also completed a project for the industry that saw our team call every cotton grower across the country when drought hit hard to identify current and future needs and ways of supporting individuals, businesses and the industry as a whole.  And since 2008 we have facilitated the Australian Future Cotton Leaders Program, next one kicks off in 2021.

We love working in the Cotton industry.  It’s a young and progressive industry in Australia with a solution seeking and future focussed outlook. We get to work with amazing people supporting their leadership development. We currently utilise mentoring more in the cotton industry than we do in other sectors. We find it to be a time and cost effective way of developing networks and sharing knowledge and skills. It’s my view that this strategy, with individual accountability , can accelerate learning and development exponentially. Commitment from all parties is required to make it work well.  

And as for the question is the cotton industry different to other sectors? Of course it is.  Every industry is different, you wouldn’t want it any other way. 

Key Learnings 

• “Always be open to new experiences.”  
• “Have an open and growth mindset 
• “Let the quality of your work do the talking for you – there is nothing better than someone else talking about you, your business, products or services and what you’ve achieved for others.” 
• “Know what you are good at and make a decision to be better at it”. 
• “Develop a circle of supporters”

Hope you found something of interest in this article. You can see current projects we are involved in here and some of our past projects here. Please take a look and contact us here if you think we can support you with anything.

I hope to hear from you soon.

The post Our Business in the Cotton Industry   appeared first on Ruralscope.

1. Assess Where You’re At – Visualise fixed mindset on the left of a continuum and growth mindset on the right. Mark where you’re at now. Now mark where you want to be. This helps with intention and motivation. Move the needle to the right towards an open and growth mindset.
2. Become Friends with Failure – Start viewing failure as a normal part of the leaning and growth process. No one starts at perfect, and I don’t think any of us get through to success without set backs, start overs and moments of Oh No!
3. Watch Your Language and Actions – do you find yourself saying, “I could never do that”, “I could never be as good as her?” If you do, then switch out to “I can’t do this yet, but with time and practise I will” and “I will be the best I  can be and this is enough”.
4. See Challenges as Opportunities – Curveballs are part of your life. When they come embrace them as opportunities. The more difficult the curveball the greater the opportunity for learning and growth. Go for it with open arms and heart. You’ll do things you never thought possible.
5. Do it for Yourself – Stop seeking approval from others. Go for improvement and growth and not for recognition, status or so you’ll look good to others. These things are OK, but shouldn’t be your primary motivator.

Questions for you

1. How would you describe your current mindset – fixed or open?
2. Where would you like your mindset to sit on a continuum from fixed to growth?
3. Can you relate to the progress over perfection saying? If so, how?
4. Are you conscious about the language of change you currently use? What language could you use to express your intentions better?
5. How do you support others to see curveballs as opportunities?

Here’s to open and growth mindsets the whole way. Hope these 5 ways help. We include short, practical and helpful articles just like this one in our fortnightly E-News called 5 Ways to Lead with Heart. Click here to subscribe to this Newsletter.

I hope to hear from you soon.

The post 5 Ways to Create an Open / Growth Mindset appeared first on Ruralscope.

1. Quota Driven. Diversity and inclusivity are not about quotas or a check-a-box concept. Diversity and inclusivity help up-level your business. It makes sense to engage a diverse workforce.  
2. Diversity and inclusivity are the same thing. It’s fair to say they are interconnected, but they are not the same. Together they can change your business and your culture.   
3. About gender and race. It’s about a lot more than just gender and race. It includes age, religion, life experiences, beliefs, education, personalities, and a lot more.  
4. It’s about them. There’s no us and them in diversity and inclusivity. It’s about everyone and this includes “us”. 
5. It’s all feel good with little impact. Loads of case studies exist that illustrate the impact that diversity and inclusivity have on strengthening brand image, business, and the bottom line.  

So now more than ever before, it’s time to build diverse and inclusive workplaces with supportive and productive cultures. Leaders need to act and although it’s not likely to be easy, it’ll be worthwhile. The ability to lead a diverse, and inclusive team while ensuring equity is key.

Questions for you;

2. What do you think this means for you?

1. Do you think you have a role to play in building a diverse and inclusive team?
2. What do you think this means for your team?
3. What action/s can you take now to get the ball rolling or develop what you have already put in place?
4. It’s important to remember that strong leadership increases the value of a company by 16%. We think this is worth going for and makes sense when it also puts your team and their needs front and centre.

We include short, practical and helpful articles just like this one in our fortnightly E-News called 5 Ways to Lead with Heart. Click here to subscribe to this Newsletter.

I hope to hear from you soon.

The post 5 Ways You Can Bring Diversity, Inclusivity and Equity Alive appeared first on Ruralscope.

While working with a group of leaders in agriculture last week we spoke about the importance of self reflection. It was a newish idea for many and for others it isn’t something they have consciously practised or built as a leadership habit. Great leaders reflect on their behaviours, conversations and achievements each and every day. Give it a go. 

“Leaders who don’t take time to reflect regularly on themselves and where they’re headed risk bumping into (avoidable) failure time and time again. Self-reflection is a humbling, yet powerful technique that helps leaders (and anyone else) to improve their performance.” Unknown

• Great leaders reflect on their behaviours.
• Great leaders reflect on their conversations.
• Great leaders reflect on their achievements and outcomes.
• Great leaders take time each and every day to reflect on themselves and put in place a couple of things to do differently next time.

Through our chats we came to an equation.

Reflection = Awareness which Results in Change. 

Without reflection, nothing changes.

Taking 5 minutes each day to reflect on a meeting, a conversation, presentation or relationship etc and making a mental note of a couple of things to do differently next time is all it takes.

Reflecting each day will not only serve you better as a leader, but it will be better for your team, your business as well as your industry.

Here are some questions you can use;

(think about a meeting, a conversation, presentation or relationship etc)   

Question 1 – What was your role? 

Question 2 – What are three things that worked well?   

Question 3 – How did people respond?

Question 4 – What are two things you will do differently next time?  

And if you are into psychology then it wont be any surprise to you that self reflection helps with self regulation.

Would you like to set up your own leadership reflection practices to fast track your development and confidence?

I’d be happy to help, please reach out via our leadership laser hour one on one program.

Click here for more information

I hope to see you soon.

The post Great Leaders Self Reflect appeared first on Ruralscope.