Insights
Learn more about our approach to change, people development and service re-design. The insights share our why, how and what; the connection of our passion and actions. Find out what’s going on inside the head of Realise Your Vision Consulting.
Is it true, is it really lonely at the top?
With leadership comes responsibility, accountability, and possibly the expectation that you are the fountain of all knowledge. There is also, either perceived or actual, power imbalances. Current circumstances have meant that many of us are now either working...
Culture or Vulture – the difference one change can make.
Many organisations have undergone significant changes recently. One such change has been the introduction of ‘working from home’. Recently, significant attention and tips have been given to keeping staff engaged and motivated when working from home. We might be...
When it comes to change – there are no shortcuts
Recently I heard an engineer say (and I am paraphrasing) sometimes the simplest solution is to implement a complex solution. Is this true for implementing change? 70% of change initiatives fail, whether you agree or disagree, what we do know, from reviews of change...
Hold your space -not your ground
Silence is golden, or is it? Maybe maintaining silence is uncomfortable! Holding space is a skill we all need; leaders especially so. So, what is holding your space? Have you ever entered a room where the energy/tension is so thick you could cut it with a knife, or...
How closely related are Emotional Intelligence and Resilience?
Emotional Intelligence and Resilience go together. They are two sides of the same coin. Your emotional intelligence and resilience are your ‘social currency’. I recently wrote a piece for the Institute of Managers and Leaders about fostering emotional intelligence and...
Anticipated reactions to change – how can you help?
Personally, I love change, major or minor – I even go out of my way to create change in my life every day! I do however understand, and have seen, people go through a range of emotions and reactions to change. The roller-coaster of emotions and reactions can be...
Understanding what, or who is the Team Barometer
Each team is unique. Teams, big or small, are not one dimensional. When we bring together two or more people, we are looking for more than engagement. In my experience, we are also looking deeper at the structure, roles, responsibilities and development of people and...
Enhancing your Sphere of Influence
Influence – effecting change in the behaviours, beliefs and actions of others. Your sphere of influence is where your opinion holds some weight. Sphere of influence is not only reserved for leaders and managers. Everyone has a sphere, in all walks of life. Think of...
What surviving an ALIEN invasion teaches us about thriving after an organisational restructure
The ALIENS ARE ATTACKING!!!!, what do we do? Blockbuster (and not so blockbuster) movies provide many options; think Men in Black, Pacific Rim, Independence Day, Armageddon, and so on. They all provide scenarios and options, but destroying Earth is an underling reason...
Adaptability to change: A Learning Organisation or Organisational Learning?
Learning is dynamic, evolving and critical for organisations to adapt to change. Instead of radical and rapid change, continuous change, growth and innovation are more valuable and beneficial for organisations. Training, coaching and mentoring all contribute to...
Mastering the art of disruption: Essential steps, strategies, questions.
Disruption demands change. To remain an industry leader, increase revenue and customers, organisations need to constantly reinvent themselves and change. Disruption is an event. It takes many forms (OpenTable, Bitcoin, Amazon, Wikipedia, Netflix), and impacts...
SUBMISSION: The provision of services for people with mental illness under the transition to the National Disability Insurance Scheme (NDIS).
Mental health service providers face many significant challenges in providing services through the NDIS. This coupled with the challenges of transitioning to the NDIS is impacting access to quality services. People with a mental illness are still falling through the...
The Commitment Line – Where is the Point of No Return?
How we implement change has evolved over the years, and numerous models, frameworks, processes and plans have been developed to guide organisations through change and its impacts. Change, even organisation wide change, fundamentally occurs at the individual level....
Leading Leaders through Change
Change is the only constant! We all face change frequently. Much has been written about leadership styles, traits, competencies, and behaviours. To remain effective, leaders need to continually be aware of their strengths and development needs. Leadership involves...
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