Self Leadership and
The New Leadership Playbook
Blog by Andrew Bryant

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7-Things I learned about Leadership in conversation with Barack Obama

leadership Jan 19, 2020

December 16th, 2019 (with about 4,000 other people in Singapore), I had the pleasure to listen to insights and perspectives from Barack Obama, the 44th President of the United States.

I must confess that I am a fan of his humorous oratory style, and it was a pleasure to listen to him ‘riff’ on wide ranging topics with an intoxicating mix of humility and gravitas. So, here are my takeaways:

1)     Anyone in a leadership position needs to build an effective team of people who are smart and have integrity – then get out of their way.

2)     A lot of the problems in the world are caused by old men, who stayed too long and confused their personal interests with that of the nation.

3)     We need more women in National Leadership – imagine if every country in the world was run by women for just 2-years.

4)     We need leaders who understand complexity and...

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6-Strategies for Performance and Development Conversations

As a people manager, your most important and impactful activities are the conversations you have with your staff about how they are doing and how they can develop themselves. With this level of importance, it is therefore surprising that so many of these conversations can end up leaving both parties unsatisfied.

Prior Planning Prevents Poor Performance, is a maxim I’m sure you've heard; well in the case of scheduled performance and development conversations this is very true. So how and what to plan?

1. Behaviors Matter

When a human mind has a clear goal and feels motivated to achieve that goal, it rewards behaviors that move it towards that goal with little hits of the ‘feel good’ chemical, dopamine. In addition, when behaviors that move us towards a goal are recognized and acknowledged, we feel more motivated and are likely to increase our efforts.

This realization of human psychology means that before a conversation with a staff member, you must be...

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How to influence your boss

Research has shown that the inability to build a successful relationship with the boss is a significant reason for managers failing or not reaching their full potential.

When I approach this topic, I encounter several mindsets that lead to an inability to effectively influence, these include:

  • My boss is autocratic
  • My boss doesn't listen to me
  • I don't want to jeopardize my career
  • I have no power in the relationship
  • My boss doesn't give me time

Do any of these, sound familiar?

The problem with blaming the boss is that you have created an external locus of control which is the exact opposite of self-leadership. To influence you must ask yourself, “what can I do that will make a difference?” The purpose of this blog is to provide some ideas to get you started:

  1. Create an Ally

Allies have open and honest conversations; they may not always agree but they will listen to what each other wants and assertively communicate what their own needs. "But my boss doesn't...

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Executive Coaching in Singapore and Asia

Executive Coaching has come of age and is now viewed as an effective way of developing leaders. Smart companies are making executive coaching a core element of leadership development; whether that is when grooming a CEO successor or helping managers transition to leaders.

It is therefore not ‘news’ that a recent survey reports 86 percent of US companies hired Executive Coaches to sharpen the skills of individuals who have been identified as future organizational leaders. The numbers are similar in Europe whilst the uptake of executive coaching in Singapore and Asia has been slower but is catching up.

The demand for good Executive Coaches has been driven by organizations demands for immediate results.  Executive Coaching provides feedback and guidance in real time, and lasting transformations can be observed after 3 to 6 months.

As individuals advance to the executive level, developmental feedback becomes increasingly important. Many executives plateau in critical...

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