Posts by Toni Snelgrove

Keep Calm and Carry On amidst COVID-19

      Keep Calm and Carry On amidst COVID-19 These sure are unprecedented and uncertain times.  With all of this giving that we’re doing, I figured a blog about mind and body self-care would be a useful complement.  So I thought I’d share some practices. These practices are really helping me to observe what is going on without being panicked by it, and still do good work .  What is self-care Self-care is the building block for keeping well and calm during these times.  Self-care includes good habits of looking after oneself.  Good habits include getting: regular exercise, enough sleep,
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Lost your Mojo? How to regain Your Mojo and be at the top of your game

Lost your Mojo?  Used informally in business Mojo means ‘influence, especially magical power’ [https://www.vocabulary.com/dictionary/mojo].  Regaining your Mojo means regaining your confidence, energy, enthusiasm, with a consequent increase in influence. [For a definition of influence see https://snelgrove.co.nz/why-is-being-influential-important/ ] A powerful way to regain our Mojo is by reflecting upon what energises us and with some creativity, figuring out how we are able to do more of that in our role.  This can be through fine-tuning ‘the how and the who’  of our role activities to be more in keeping with our talents, joys and values. Clients usually report they get a
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The Benefits of Celebration at the Workplace

  Celebration literally wires us for Success! The benefits of Celebration are many: it is good for us and builds thriving workplaces. What is Celebration Celebration brings people together in a more relaxed, open way and  means praise and appreciation for a positive event.  It can range from praise for a ‘win’, to remembering someone’s birthday or anniversary.  Celebrations can be small or big, brief or long, one-off or a positive ritual/habit.  And Celebration doesn’t have to be ‘ra-ra’. Some examples are: celebrating employees’ birthdays with words and a cake celebrating the successful completion of a major project and at
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Creating an Engaged Culture

Creating an Engaged Culture is a ‘slow burn’ and the result of a lot of different things. Cultural change is complex and does not follow a linear path.  Ultimately the stakeholders vote with their feet.  David Snowden provides evidence that ultimately stakeholders will decide, despite our actions as leaders. [https://medium.com/@brixen/dave-snowden-how-leaders-change-culture-though-small-actions-766cd2bf5128]   1) Culture is complex and adaptive Have You ever felt that the ROI from your efforts was not delivering the desired impact? During a coaching conversation, Emily, a senior leader, pondered: ‘We’ve got many things going in our Employee Engagement space.  But our vibe still feels silo, and competitive’. 
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Top Performance Means Self-accountability

Our top performance as a leader is the result of doing what we say we will do, 100% of the time.  Good leaders lead themselves first.  Doing what you say you’re going to do 100% of the time comes from a deep commitment to do your best every day.  It must be authentic and consistent.  Therefore, it’s not something that you can mandate in others and it happens.  When we get frustrated that others are not delivering, we need to look at our own hit rates first.   If we’re honest, some of us are really good at doing what
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Formula for Executives for Top Performance

I have worked with quite a few executives this year who say they are experiencing symptoms of stress and anxiety: unable to focus, tired before they start the work day, worried about what could happen.  Their mojo seems ‘lost’ and they are far from enjoying Top Performance. The trouble is ‘getting more done in less time with fewer resources’ is often seen as optimal productivity.  However, it also leads to cramming things in, quick transitions and being transactional which is great, if you’re a hamster.  For nearly a decade, I was paid to get as many 6-minute chargeable units as
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Why is Being Influential Important?

Being influential is the foundation of all leadership success. Developing one’s influence potential is the first step effective leaders take to create the shifts that are necessary in an organisation to sustain long-term performance and growth. In other words, leaders need to be influential first, then influence second. Defining “influence” and “being influential” Influence has traditionally been taught as the use of an external force as a means of getting what you want. In other words, you do something and that results in someone reacting in a certain way, changing a behaviour, or a belief. This makes sense if you
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