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Building A Business Where People Want To Work

6 Ways To Spot, Grow And Attract Talent – Building A Business Where People Want To Work

The current employment market is becoming increasingly competitive, especially in sectors where niche skills sets are in high demand. Finding great people who ‘fit’ can be a major challenge and you have to go head to head with some of the world’s biggest brands that are also recruiting from a small pool of talent.

What if you could have hugely talented and motivated people beating a path to your door? Each day a new batch of really great CV’s arrive in your inbox and you have the best talent keen to work with you and your team. Let’s look at how you can build a compelling employer brand that delivers. What is it you can do to attract top talent and set yourself apart from the rest? What can you do to create your reputation as an amazing employer and a great place to work?

Presenting your business as …”THE” PLACE TO WORK is key.

It’s not just about your marketing ‘spin’ but a true authentic representation of your business and team. A strong employer profile is a powerful tool for connecting your values, and people. It is the story you tell when you reach out, what you stand for and what it’s like to work in your business. Employer branding is about the relationships you build with past current and future employees. It’s how they view you, the business and their colleagues. It is key in how your business is different and how potential employees see your business. Candidates are no longer looking for ‘just a job’. They are looking for a place to advance their career in a supportive and energising business. Have a think the following questions:

  1. Do you know what your employees say about working for you?
  2. What do they say to others; their friends, old work colleagues and family?
  3. How do your clients and suppliers see you?

Your employees should be your best advocates, what they say determines the way your ‘employer brand’ is seen in your business community. It’s what people saying about you and your business when you’re not in the room. Are you creating place where people want to work? Can young and talented people can grow and develop their potential? Here are 6 key areas we think you should consider if you want to grow that amazing business:-

  • Be a top talent spotter

Look for talent everywhere, draw it in, nurture it and utilise it to its fullest. Look outside the norm to find talent – recognise the skills and talents people bring and clear pathways to allow them to put their skills to work.

What your people are saying to their friends….. my boss has spent time getting to know me and my understand my interests. I can do work that makes the best use of my skills and I have opportunities to develop them even further. I am given space to grow.

  • Utilise natural abilities

Observe and study your people to find their natural ability and things they do exceptionally well – without effort, note the things they talk about freely and easily – where do you see most energy in conversations? Put each individual’s strength and unique capabilities to work where they have energy and ideas. The best leaders get extraordinary results from very ordinary people.

What your people are saying to their friends….. My boss makes sure I can do my best work; they encourage me to make the most of my skills. I’m involved in interesting projects that stretch me and make full use of my talents.

  • Develop and grow

Raise awareness of what people do naturally well and build an unlimited talent pool you can draw from. Tell people the strengths you see in them and build their confidence to develop discovered strengths. Develop self-awareness – label people’s talent and genius

What your people are saying to their friends…..I feel my talents are valued but I am also expected to learn and improve my skills, the business and the team are there to support and encourage me.

  • Connect people

Encourage your people to build networks, where they can collaborate and learn. They can use their strengths and skills across the business and step outside their formal job role to support others.

What your people are saying to their friends….. I work flexibly to put my talents to work in ways that mean I get my job done but I can use my strengths to help others too.

Getting started

The cycle of attracting great people to your business starts with you and building a great place to work and grow. Your team are smart and capable. They attract attention and are recognised for the amazing work they do. Building a business with a reputation for supporting and encouraging its employees is crucial to attracting the ‘right people’ to your business

You have an employer brand whether you choose to consciously develop it or not. It is based on the way your business is seen as a ‘place to work’ by potential recruits, current employees, and leavers. It is not just about your vision statement and values, but is based on the real, lived experience of your team; people who like the job they do and the place they work become advocates for it.

Your people are your best recruiters – it’s time to create your cycle of attraction.



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.



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We now have a clear growth strategy as a business which has helped our profitability increase and turnover grow by 25%.
Matt TippingManaging DirectorDouble Europe