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Amplify Performance In Your Business

5 Ways to Amplify Performance In Your Business

Amplifying business There are some business owners who just have ‘it’ they naturally amplify the collective intelligence and capability of the people around them. ‘Amplifiers’ inspire their teams to give a bit extra, to work that bit harder and stretch themselves to deliver just a bit more.

Your people could get more done with the same resources, find new ways of working, continuously innovate, achieve outstanding performance, you would be the business everyone would want to be part of. They would also love coming to work every day.

If you are a business owner or leader take the time to reflect and think seriously what you can do to positively and profitably ‘amplify’ your team’s performance. What are the skills and practices you can learn from business owners who consistently get the best out of their people? How are they leveraging the talent and the brainpower in their business to outperform others and sustainably grow their business?

Do you think you are you an AMPLIFIER…………………..or REDUCER?

Amplifiers and Reducers have many common traits, they have great business acumen, strong customer focus, good market insight and smart people in their teams so what makes them different?

Amplifier leaders believe that people have their own unique smartness and their role is to uncover this individual genius so that each person can bring their best. They are adept utilising the talents in their team by defining opportunities/challenges, bringing the right resources, creating space for debate, to enable people to innovate, ideate and collaborate. The have a massive impact on the profit and morale of their business.

As an owner/founder making the business decisions from its inception it can be hard to believe anyone can know the business as well as you do, after all, it’s your ‘baby’. But the baby is now a truculent teenager ready to spread their wings and leave home. The tactics you employed in the early days of business start up when you controlled everything are just not working and they are affecting your ability to grow (financially and personally). Does your current mindset mean you are leaving untapped capability in the corner? Perhaps you are an accidental reducer?

Reducers, on the other hand, believe they know it all and unless they tell people what to do they can’t work it out for themselves – they make important decisions stepping in when they see someone failing. They create dependency, yet complain when everyone comes to them looking for the answers.

What can we learn from Amplifiers? They have ‘growth mindset’, so if you are looking to scale-up your business here are some of the practices that multipliers employ to ensure they are continually building the capability of their teams and businesses:-

Grow amazing talent

Amplifiers are the leader’s others want to work for. People know working for an amplifier means they will grow and be successful. Amplifiers discover people’s unique brilliance, the things they naturally do well. They connect the right people with opportunities, clear barriers, and open pathways to harness the collective brainpower of the team.

Reducers keep a tight control of resources, insisting they are the only ones who can make them more productive.

Make space for people to do their best thinking

Amplifiers create space; physical and virtual. People are invited to do their best work, in an environment that is safe, energetic and engaging.

Reducers constantly judge work, their will people hold back negatively impacting quality thinking and inhibiting people’s best work.

Focus energy with challenges

Amplifiers know it’s not about what they know but the way they reframe problems and provide people with a place to start. They ask tough questions to confront assumptions and lay down stretching challenges. Working with their people they create momentum with collaborative planning and provide the confidence to push beyond what they know. Reducers, on the other hand, determine a direction to reinforce and demonstrate what they know – reducers believe they have the answers!

Ignite discussions

Amplifiers are inclusive, they encourage debate from the outset so people are involved throughout the process and understand the issues. When an action is needed the team are prepared to implement any decisions.

Reducers often make decisions within a tight circle leaving the wider business in the dark, which means that when it comes time for action decisions are often challenged and debate instead of moving smoothly to action.

Invest for success

Amplifiers invest in their people, providing learning opportunities and coaching to provide back up to on-the-job learning. They believe that given the resources, accountability and coaching support they will hold themselves accountable for their success often with much higher standards. Reducers micro-manage they drive result by diving into the details, believing only they have the answers for delivering the result.

Leadership isn’t about having all of the answers, or control. It is about building great working relationships with the people in your business who you have carefully selected to help your business flourish. You have chosen them because they are great at what they do and can bring their skills and talents to your business. As a leader, your job is to have the confidence and to take the time to enable them to do this. Your job is to help your people excel.

You want your team to be the best they can be. So where do you start? It all starts with great conversations; take the time to really get to know your team – listen more than you talk.

Remember nobody is perfect and nobody knows everything. It’s time to take the first step, your team is your priority.

Make your business a place people love to work and bring their best

That’s what great leaders do.

If you have any questions or perhaps you’d like some help getting started, just let us know.

6 Ways to Lead and Grow your Business

6 Ways to Lead and Grow your Business Explained by “Head4Perfromance”

Owner founders who lead SME’s thrive on the ability to make the most out of every situation. They also need to be courageous, able to challenge and push the boundaries to grow their businesses. Making the move from founder/owner to strategic leader can be a bumpy road. Here are some skills you can develop to grow your role as leader and support your team.

6 Ways to Lead and Grow your BusinessListen to Lead

In traditional “command and control” style businesses leaders are expected to have all of the answers. However, in today’s successful businesses leaders are great collaborators and listeners, they recognise they have a lot to learn and their team can provide many of the answers they are looking for. Learning to listen effectively can help leaders to:-

  • Identify important issues and uncover conflict.
  • Understand team motivations and values.
  • Build great working relationships based on mutual respect.
  • Discover trends driving the way business gets done.

Challenge to Lead

Successful leaders know they need to challenge before a crisis arrives to prevent it from snowballing out of control. Think about the following when you need to challenge your team.

  • Keep the goal in mind, unfocused challenge feels like a personal attack.
  • Be open and honest
  • Be clear about your assumptions and objectives
  • Allow others to challenge your ideas, don’t take it personally and adapt your thinking.
  • Be respectful and supportive.
  • Look for the positive intent – your team is looking for what’s best even when they don’t agree.
  • Don’t get stuck – Commit to the next step and move on

Nurture to Lead

An employee’s potential will remain dormant if it’s not nourished with the right ingredients. Skilled leaders take time to support their people and invest in their growth. Think about how you can nurture and grow your people to build a high performing team.

  • Make supporting your team the core of what you do.
  • Give timely feedback.
  • Respond to work issues with understanding and help.
  • Demonstrate support for a team member’s actions or decisions
  • Help alleviate stressful situations.
  • Recognise great work privately and publicly.

Enable to Lead

Each person brings his or her own experiences, values, and motives to work. The best leaders appreciate these differences and enable people to achieve potential. Consider what you can do to enable your team to achieve their potential.

  • Embrace your employees’ strengths and create opportunities for them to shine.
  • Develop their decision-making abilities – help them see beyond the obvious.
  • Work on the areas requiring further attention and development

Influence to Lead

It’s not possible to lead without influence, as influencing is how leaders lead. Improve your ability to influence by:

  • Sharing possibilities by creating the compelling vision of the future for your business.
  • Giving a sense of purpose and accomplishment to energise and focus your team.
  • Modelling behaviours to encourage critical thinking and innovation.
  • Mentoring, coaching and teaching.

Galvanise to Lead

Really great leaders can lead from the back, empowering and motivating their team, which in turn leads to outstanding individual performances. It’s important to:

  • Recognise the hard work and efforts from others – make people feel appreciated for their contributions.
  • Understand and accept mistakes but ensure that everyone can learn from the experience.
  • Share success, to highlight practical tips others can use, and show what can be achieved.
  • Celebrate early, congratulate in person and public.
  • Reward a job well done.



Motivating, supporting, leading and rewarding your team is absolutely essential if you want to get the best from them. If you would like to develop your leadership skills and create a high performing team – get in touch with Sara or Jo to chat about the ways we have helped business owners become the leaders they want to be.









Avoiding Business Sabotage

BUSINESS SABOTAGE! 5 ways avoid the pitfalls and deliver success

Are you your own worst enemy? Some your biggest challenges may be of your own making, self-limiting beliefs fear, self-doubt or overconfidence, Are you unknowingly sabotaging the business you love?

Read our 5 steps to overcome your inner saboteur and grow your business:

  1. Chasing today’s’ emergencies

Each day we see owners working against their businesses out of habit, doing the things they have always done despite the fact that they have recruited the most amazing people to work for them.

As a business grows it’s easy to get stuck in the weeds. This stops focus on the important things needed to move forward. Jumping into sorting out the day-to-day rather than planning how to use valuable time to deliver the desired outcomes.

  1. Operating without intention

Most of the owners we work with have a strategic plan. Where is yours? Have you taken it down off the shelf lately? It’s time to focus on the future and ensure the day-to-day work of your team is headed in the right direction.

Solution: Let your team know your team know where they are headed to focus them on important work to keep the business on track. Have your goals and measures in place to be sure you and your team have the focus needed each day.

  1. Need for control

Does it feel like you need to do everything? Are you still mucking in to single-handedly get stuff done? This is essential for businesses in start up, now it’s time for you to step back and use your skills to grow your business. The choices you make each day can prevent you from focusing your time where it will bring the highest value to your growing business.

Solution: Recruit and develop talented people, and then transfer responsibilities to them. It’s time to trust you’re the amazing team you have built.

  1. Recruiting people who are the wrong fit

Recruiting under pressure in never a good move, we make too many compromises and often settle a quick solution rather than taking the time to plan and fully considering real business needs. Recruit now for the position you want to fill 1-2 years down the line. Your experienced recruit will be able to hit the ground running and deliver the work you want now and grow your business quicker. Poorly considered recruitment will lead to problems down the line as your business quickly outgrows your people.

Solution: Be crystal clear about the essential skills and experience your team need to be successful – identify what you will need, don’t just gap-fill for today. Your team needs to grow at the same pace as your business and delivering value every day. Recruit the best you can afford, if you have chosen wisely your people are your biggest asset.

  1. Ignoring poor performance

Making decisions about people who you work closely with can be tough; you may have strong working relationships and emotional ties to people who have been with you from the start. Being adverse to conflict means conversations that really matter to the business are put off, everyone knows if someone is doing a bad job and hurting the business, it is your job to sort it out.

Solution: Have conversations early they will be easier to manage if they are sooner rather than later. Handling a difficult conversation requires skill and empathy, but ultimately, it requires the courage to go ahead and do it. The more you get into the habit of facing these issues squarely, the better you will become at it.

Avoid business sabotageBefore you blame your team, the competition or customers for sabotaging your business, make sure you know what’s in your ‘blind-spot’. You may not easily recognise the behaviours you need to change.  It is useful here to consider psychometric profiling (we like to use SDI) or ask for feedback from your team. When you are clearer about your strengths and development areas you can build a development plan to help you grow as the business does.

Avoid sabotage in your business and make the most of your business. Head4Performance (or H4P) are business mentors, coaches and strategists. Call today.

Ideas for 2017

It’s here…2017, so what’s next?

It’s time to shake off the cobwebs of 2016 and start a brand spanking New Year – all bright and sparkly. Your personal challenges might be to give up smoking, drink less (Dry January is here) and exercise more –, but what about making some for your business too? Here are some of our ideas to get you started.
Business Ideas for 20171.    Learn lessons from 2016

So many great things happened last year and we’ve learnt a lot. Now it’s time for us to stop and make sure we use what we have learned to help us in 2017.

We will be pulling together a list of last years successes and thinking about the times when things just hadn’t gone as we had planned so we can pave the way for a better 2017. Bring it on!

2.    Make space for the important things

It’s time to dust off the business plan, revisit neglected passions and reassess where we are. Our plans will need refreshing which will really focus our minds on why we are here (our vision) and our original ambitions. We love to learn, we’ll be searching out new ideas, seminars and workshops to make sure we stay current and keep our work fresh.
3.   Nurture relationships with our clients

Really understanding our clients and what they need it vital to our success. When we understand and ‘know’ why a person or business does what it does and why it does it that way, we are able to get to the root of a problem and make a difference to performance. We make sure we ask our clients about the quality of the service we provide to identify opportunities for us to do better.

4.    Review our performance
We’ll take a good hard look at how we are performing and what we can do to improve. Where can we benefit from learning and developing ourselves?
We regularly look at how we are are performing and identify any gaps our knowledge and skills. We will be planning time to read and attend workshops and talks to stretch our knowledge

5.    Think big

All those new ideas!  New services, new markets, new skills what are the things we need to do to boost business?

Many of our clients are already committed to training, for us it’s about developing the skills and strategies needed to take classroom learning to work, for our delegates to have the confidence to use their new skills to affect change and improve performance.
What are your next steps in 2017? If you are looking for clarity it is something we are good at. Ping us a message, we look forward to hearing from you soon.



Death of the Manager

The ‘death’ of the manager as businesses flatten structures

As businesses grow and develop most add in layers of management. Those who start out on the ‘front line’ move up the ladder into management roles. Teams grow; hierarchical structures take power and responsibility away from those who are face to face with customers. Managers move further away from the day-to-day delivery of the business, the needs of the customer and the role they were recruited to do (and were really good at).

In layered businesses, managers may take responsibility for …

  • Communicating messages down from the top to the bottom.
  • Addressing poor performance and conflict.
  • Keeping teams motivated and happy.
  • Protecting teams things they didn’t think they needed to know.
  • Making decisions about the best way forward.

removing a layer of managementOwners are used to knowing everything that goes on in their business, a hangover from the early days when they needed to be involved in every aspect and I can be hard to let go. This tight control has worked well for them, taking their business from start-up and through turbulent times into a successful business. Frequently however owners are not making the best use of the amazing and varied skills in their team. Letting go is often the first steps an owner must take if they art to accelerate their business growth and performance.

Business owners often highlight their frustrations around a lack of individual accountability and initiative in their team. Often these issues are of their own making, in part due to the nature of hierarchical businesses and a paternal leadership style. There are often issues around trust, rumours, politics and complaints.

The owners we work with are looking for something different, away from traditional hierarchies. They are seeking something that allows them to maintain the agility and culture of their early days where everyone got stuck in and was accountable for delighting each customer.  They understand the value each employee needs to bring to the business. People focus on the structure and their next move or opportunity to climb the ladder rather than actually doing a great job.

As an owner, you’ve worked hard to recruit talented and motivated people. In our experience people come to work to do a great job, they want to be amazing. However, owners often complain that their people have moved from excited and engaged high performers (real shining stars) to indifferent cynicism (or grumpy expert). Individually they were all doing their job, however, they aren’t making the best of their collective capability.

What would happen if you pushed accountability to the lowest point in the business? If you simply removed all managers in the business and simply empowered people to make decisions and choose what they needed to do each day? If you created a business and culture where everyone is productive in ways for which they were originally recruited, adding value to the business every day. It is often clear from our conversations with owners that traditional models are just not going to fit with their innovative high growth businesses. Look out for a case study in the new year where one of the businesses we are working with is doing just that.

We work with leaders and business owners to deliver help them with these challenges, to empower their teams and take the business to the next stage.

If this is something you would like to work on with your team, give us a call and we can arrange to meet and talk about your specific challenges.



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Personally, since working with Jo at Head4Performance, I am working harder and am more focused than I have ever been.
Nikki WattManaging DirectorOne Stop Cleaning Shop (OSCS)