Visionary Leadership Practices

Most people are taught how to be high performers. But too few are taught how to perform in a team. And that’s a problem, because in most roles, you’re not an individual contributor. You’re part of a larger entity, working with others to build something. Yet, I see founders spend hours refining their product or systems,  But don't devote time to team development. At HomeServe, I approached team performance with purpose,  And it was one of the best decisions I made. Here are 7 tools I’ve used (and still use) to build high-performing teams,  Based on real lessons from building a £4.1bn business: 1️⃣ Start With Why (Simon Sinek) ↳ Before you focus on what or how...get clear on why. WHAT – The product you sell or the service you provide HOW – What makes you different WHY – Your deeper purpose or belief Every great team needs a reason to get out of bed in the morning. 2️⃣ The 70-20-10 Rule (McCall, Lombardo & Eichinger) ↳ How people actually learn on the job: 70% from challenging experiences 20% from coaching and mentoring 10% from formal training Most teams over-invest in training, and under-invest in real development. I'm amazed at how few founders or CEOs have a coach or mentor. 3️⃣ The Trust Triangle (Frances Frei, Harvard) ↳ Trust isn’t built with perks. It’s earned in three ways: Authenticity – Are you real? Logic – Do your decisions make sense? Empathy – Do you care? Without trust, you can’t build speed or loyalty. 4️⃣ The 5 Stages of Team Development (Tuckman Model) 1. Forming – Team gets together 2. Storming – Conflicts surface 3. Norming – Ground rules form 4. Performing – Results roll in 5. Adjourning – Project ends or evolves Don't panic during ‘storming’. It’s necessary friction. 5️⃣ The Johari Window (Luft & Ingham) ↳ Self-awareness is a team sport. Open – You know, they know Hidden – You know, they don’t Blind Spot – They know, you don’t Unknown – No one knows (yet) This helps surface feedback, build confidence, and avoid surprises. 6️⃣ The Energy/Impact Matrix (Inspired by McKinsey) ↳ Map every team member’s impact vs. energy. Use it to: Make smart hiring/firing decisions Spot burnout early Retain high performers High-performing teams don’t tolerate drift. 7️⃣ The RAPID Decision-Making Model (Bain & Company) ↳ High-performing teams make fast, clear decisions. Recommend – Suggest the course of action Agree – Those who must sign off Perform – Executes the decision Input – Provides relevant facts or opinions Decide – Final decision-maker This clears up delays, dropped balls, and blame. Building a great team is about building an environment where talent can actually thrive. I go deeper into team-building in my new book. Order it today: https://lnkd.in/eRYDKXdT ♻️ Repost if you believe team performance should be built, not assumed. And for more on how I scaled teams to build a £4.1bn business, Follow me Richard Harpin.

🎣 “They didn’t even cc me.” Yumi, a senior marketing director, discovered her billion-dollar product had been repositioned without her. Eighteen months leading the project. Then, overnight, it reported to someone else. 🧊 She didn’t mess up. She wasn’t underperforming. She just wasn’t.... there. Not at the executive offsite. Not at the Friday “golf and growth” circle. Not at the CEO’s birthday dinner, her peers casually got invited to. 🏃♀️ She was busy being excellent. They were busy being bonded. 🍷 When she asked her boss about the change, he looked puzzled: “You’re usually aligned with the bigger picture, so we assumed it’d be fine.” 🧩 Translation: Yumi was predictable and available, but not powerful enough to be consulted. Women are told to “build relationships.” Men build alliances. Women maintain connections. Men maintain relevance in power circles. It’s not who likes you. It’s who says your name when you’re not in the room. 🕰 And let’s be honest: the real decisions about budget, headcount, and succession are made off-the-clock and off-the-record. 📌 How do you stop getting edited out of influence? 1. 🗺 𝗧𝗿𝗮𝗰𝗸 𝘁𝗵𝗲 𝗿𝗲𝗮𝗹 𝗽𝗼𝘄𝗲𝗿 𝗺𝗮𝗽 𝗡𝗼𝘁 𝘁𝗵𝗲 𝗼𝗿𝗴 𝗰𝗵𝗮𝗿𝘁    the shadow organization. Who gets early previews? Who influences without title? Write it down and update it monthly.     2. 📣 𝗔𝘂𝗱𝗶𝘁 𝘆𝗼𝘂𝗿 𝗻𝗮𝗺𝗲-𝗱𝗿𝗼𝗽 𝗰𝗼𝘂𝗻𝘁    If three senior leaders haven’t mentioned you this month, you’re invisible to power. Fix it with pre-wires, brief wins memos, and sponsor loops.     3. 🏛 𝗧𝗮𝗸𝗲 "𝗪𝗼𝗿𝗸" 𝗼𝘂𝘁 𝗼𝗳  “𝗡𝗲𝘁𝘄𝗼𝗿𝗸𝗶𝗻𝗴”    Skip passive panels. Show up where strategy happens: QBRs, investor briefings, offsite planning, cross-functional war rooms. Ask to observe; then add value.     4. 🔁 𝗕𝘂𝗶𝗹𝗱 𝗮 𝗯𝗮𝗰𝗸𝗰𝗵𝗮𝗻𝗻𝗲𝗹 𝗼𝗻 𝗽𝘂𝗿𝗽𝗼𝘀𝗲    Recurring 1:1s across functions to co-design plans, not “catch up.” Influence travels faster sideways than up.     5. 🚨 𝗕𝗲 𝘄𝗵𝗲𝗿𝗲 𝗮𝗯𝘀𝗲𝗻𝗰𝗲 𝗵𝘂𝗿𝘁𝘀    If you vanished for two weeks and nothing stalled, you’re not central enough to promote. Attach your work to decisions, not tasks.     🧨 If this feels raw, it’s because it is. Brilliant women are being rewritten out of their own stories, not for lack of performance, but for lack of positioning. 🎤 That’s why Uma and I are hosting a live online workshop on the 2nd. Oct: 👉 𝗛𝗼𝘄 𝘁𝗼 𝗕𝗲 𝗦𝗲𝗲𝗻 𝗮𝗻𝗱 𝗛𝗲𝗮𝗿𝗱 𝗮𝘁 𝗪𝗼𝗿𝗸 A practical session to help you build strategic visibility, engineer sponsorship, and get your work into the rooms where decisions are made. 🔗 Join here: https://lnkd.in/g3sec2pN 🚪 Come if you’re done waiting to be recognized. Or let them “assume you’d be aligned,” too....

Innovation is the lifeblood of progress, but it doesn’t happen by chance. It’s cultivated in environments where team members feel safe to share ideas and challenge the status quo. Creating a culture of innovation means nurturing an environment where bold ideas can flourish. It’s about openness, diverse perspectives, and the freedom to experiment. When people feel empowered to speak up, creativity thrives, and true innovation follows. So, how do you create such a culture? 1️⃣ Embed a Growth Mindset: Encourage continuous learning and development across all levels of the organization. Provide resources for professional growth and celebrate learning milestones, fostering an environment where knowledge and skills are constantly evolving. 2️⃣ Facilitate Cross-Functional Collaboration: Break down silos and encourage teams from different departments to work together. Cross-functional projects can bring fresh perspectives and spur innovative solutions that wouldn’t emerge in isolation. 3️⃣ Implement Structured Feedback Mechanisms: Establish regular feedback processes focused on constructive criticism and actionable insights. Ensure psychological safety so team members feel secure, viewing feedback as an opportunity for growth rather than critique. 4️⃣ Encourage Calculated Risks: Promote a culture where calculated risks are welcomed. Empower your team to explore new ideas and approaches without fear of failure. Recognize and reward innovative efforts, even when they don’t result in immediate success. By embedding these principles into your organizational culture, you can pave the way for continuous growth and success. Let’s create spaces where innovation is not just an aspiration but a tangible reality. #Leadership #Innovation #FutureOfWork

PageGroup Perspectives: The Future of Executive Leadership   In this instalment of PageGroup Perspectives, I’m exploring a critical question for today’s businesses: How do we future-proof leadership in an era of constant change?   As markets become more complex and global trends evolve, it’s clear that leadership itself is transforming, and with it, the challenges organisations are facing.   It’s no longer enough for executives to bring traditional leadership skills to the table. Today’s leaders must be agile, innovative, and prepared to handle disruption, all while fostering cultures that attract and retain talent.   Here are 5 attributes our Page Executive team is seeing as game-changers for future-ready leaders – and how businesses can embrace these qualities to secure and empower tomorrow’s executives.   1. Adaptability Leaders who are comfortable with change and see disruption as an opportunity rather than a threat, will be the ones who drive sustainable success. Cultivating adaptability within your leadership pipeline through cross-functional experience, innovation-focused projects, and interim leadership roles can prepare your team to navigate change head-on.   2. Culture-Driven Leadership While leadership skills are critical, culture is the engine that propels organisations forward. Leaders who actively shape and uphold a positive, inclusive culture inspire loyalty, engagement, and high performance across their teams. Research from Page Executive found that 40% of leaders globally identified company culture as a top consideration when evaluating new roles, highlighting the value of a strong culture in attracting and retaining talent.   3. Digital and Data Fluency Leaders with a strong understanding of digital and data strategies are better equipped to guide their organisations through digital transformation. With 75% of senior leaders expecting AI to drive significant change in the next three years, investing in leaders who leverage data and technology for informed decision-making will be critical in the years ahead.   4. Visionary Thinking with Real-World Insights We are seeing a growing demand for executives who can blend big-picture thinking with real-world insights. Leaders who can set a compelling vision for the future and then operationalise that vision will be those who inspire confidence and drive results.   5. Lifelong Learning In a fast-evolving landscape, leaders who embrace continuous learning will have a competitive edge. Whether it’s through formal training or peer networking, executives who commit to lifelong learning are better positioned to anticipate industry shifts and lead with insight.   Strengthening future leadership teams is crucial to navigating complexity and achieving resilience. Feel free to share your thoughts on which qualities you believe will be most important for leaders over the coming years.   To learn more about Page Executive, visit https://lnkd.in/ehezr9Rp

She said yes to every single project. Yet, she was overlooked for the promotion. They said: “She’s irreplaceable.” “We’d be lost without her.” But when it came time to lead the next big thing - She wasn’t even on the list. Over the past decade working in women’s leadership, I’ve seen this story play out far too often. Women staying in roles long past their expiration. Not because they lack clarity - But because they’ve been conditioned to confuse loyalty with worth. Loyalty to a team. To a leader. To a company culture that praises their reliability... But never promotes their vision. So how do you ensure you’re valued - not just used - for all that you bring to the table? Here are 5 practical, research-backed strategies I’ve seen top performers consistently use: ✅ Be Known for Vision, Not Just Execution ↳ “She delivers” is solid. ↳ “She sets the direction” is strategic. ↳ Build a reputation rooted in foresight - not just follow-through. ✅ Document and Distill Your Wins ↳ Don’t wait to be noticed. ↳ Capture and communicate your impact consistently. ↳ Think: outcomes, initiatives, feedback snapshots. ↳ This becomes your proof of value during reviews, promotions, or pivots. ✅ Speak the Language of Business ↳ Translate your work into metrics that matter: revenue, retention, growth, efficiency. ↳ When leaders see your contribution tied to business outcomes, you shift from “nice to have” to “can’t afford to lose.” ✅ Build Cross-Functional Credibility ↳ Influence isn’t built in silos. ↳ Make your value visible across teams. ↳ When multiple departments rely on your insight, you become a strategic connector - not just a contributor. ✅ Create Strategic Allies, Not Just Mentors ↳ Power isn’t just about performance - it’s about proximity to influence. ↳ Nurture relationships with decision-makers, peer champions, and collaborators. Influence grows through meaningful connection. The truth is - being essential isn’t the same as being seen. You can be deeply loyal to others - and still loyal to your own growth. These shifts aren’t just career strategies. They’re acts of self-respect. Because when you decide to lead from alignment, not obligation - You stop waiting to be chosen. And start choosing yourself. 💬 Which of these strategies feels most relevant to where you are right now? I’d love to hear in the comments below. ♻ Repost if you believe it’s time to stop rewarding quiet loyalty - and start recognizing conscious leadership. 🔔 Follow me, Bhavna Toor, for more. 📩 DM me to bring our holistic leadership development programs to your organization - that are a powerful combination of inner-work and real-world strategy.

"As a leader, my job is to make decisions." That’s what a senior executive said to me during a recent leadership workshop. But the leaders who truly transform teams think differently. 👉 They don’t focus on centralizing power—they focus on decentralizing it. 👉 They don’t just make decisions—they create decision-makers. And the best decision-makers come from diverse teams where every perspective is valued and included. Diversity brings the ideas, and team psychological safety ensures they are heard. Together, these two create the conditions for bold, transformative decisions. 💡 So, let’s rethink leadership: perhaps it’s not about making the best decision but about building the best conditions for decisions in your team to emerge.

Building authority isn't about power suits. It's about intentional personal branding. Today, your personal brand extends far beyond your physical appearance.  Your actions, words, and online presence shape how others perceive you professionally. Here's what I've learned about crafting a powerful leadership presence for my clients: 1. Authenticity wins over perfection • Be genuine in your interactions • Share your unique perspectives and experiences • Embrace your strengths and acknowledge areas for growth 2. Your story is your backbone • Craft a driving narrative that highlights your journey • Use storytelling to connect with your audience emotionally • Showcase how your experiences have shaped your leadership style 3. Consistency guarantees trust • Maintain a cohesive tone for all posts • Regularly engage with your network and share insights • Align your online presence with your in-person interactions 4. Value-driven content opens doors • Share knowledge that genuinely helps your audience • Create content that addresses industry pain points • Offer actionable advice based on your expertise 5. Engagement is a two-way street • Actively listen and respond to comments on your posts • Celebrate others' achievements and appreciate them • Participate in meaningful discussions within your industry Remember, Your brand is what people say when you're not in the room (I know it’s cliched, but it’s true). Make it count by being intentional about every interaction, post, and professional decision. 📌BONUS • Audit your LinkedIn profile for consistency • Seek feedback from trusted mentors or creators • Identify thought leaders in your field and analyze their branding strategies • Commit to sharing valuable insights regularly • Invest in upskilling to stay updated in your industry P.S. What's one intentional step you're taking to build your thought leadership today? #thoughtleadership #personalbranding #linkedinforcreators #authenticity

“If you’re a leader and you’re not talking about controversial topics, you’re missing one of the most powerful opportunities to build your personal brand.” Yes, you read that right. According to a recent LinkedIn engagement study, posts that address trending or controversial issues can see up to 30% higher interaction than typical thought leadership pieces. Why? Because people love engaging with real-time debates that affect their work and lives. Take the recent uproar around S. N. Subrahmanyan’s (L&T) claim advocating a 90-hour workweek. This statement instantly caught fire, igniting passionate discussions on employee well-being, organizational culture, and productivity. Leaders who seized the moment to share informed opinions, not just knee-jerk reactions - positioned themselves as credible voices in the broader industry conversation. But there’s a fine line between leveraging controversy and exploiting it. Here’s how to do it right: 1. Stay True to Your Values: Your viewpoint should align with your core principles. Mixed messaging undermines trust. 2. Add Substance: Provide actionable insights or data. Don’t simply criticize; offer solutions or counterpoints. 3. Encourage Dialogue: Invite your audience to weigh in respectfully. Thought leadership is most powerful when it sparks a balanced, two-way conversation. Controversial topics, when addressed thoughtfully, can showcase your unique perspective, industry expertise, and leadership style - all of which strengthen your personal brand. So the next time a hot-button issue surfaces, don’t shy away. Lean in, offer value, and watch as meaningful engagement and credibility follow. Where do you stand on using controversies for brand building? Let’s discuss.

I was Wrong about Influence. Early in my career, I believed influence in a decision-making meeting was the direct outcome of a strong artifact presented and the ensuing discussion. However, with more leadership experience, I have come to realize that while these are important, there is something far more important at play. Influence, for a given decision, largely happens outside of and before decision-making meetings. Here's my 3 step approach you can follow to maximize your influence: (#3 is often missed yet most important) 1. Obsess over Knowing your Audience Why: Understanding your audience in-depth allows you to tailor your communication, approach and positioning. How: ↳ Research their backgrounds, how they think, what their goals are etc. ↳ Attend other meetings where they are present to learn about their priorities, how they think and what questions they ask. Take note of the topics that energize them or cause concern. ↳ Engage with others who frequently interact with them to gain additional insights. Ask about their preferences, hot buttons, and any subtle cues that could be useful in understanding their perspective. 2. Tailor your Communication Why: This ensures that your message is not just heard but also understood and valued. How: ↳ Seek inspiration from existing artifacts and pickup queues on terminologies, context and background on the give topic. ↳ Reflect on their goals and priorities, and integrate these elements into your communication. For instance, if they prioritize efficiency, highlight how your proposal enhances productivity. ↳Ask yourself "So what?" or "Why should they care" as a litmus test for relatability of your proposal. 3. Pre-socialize for support Why: It allows you to refine your approach, address potential objections, and build a coalition of support (ahead of and during the meeting). How: ↳ Schedule informal discussions or small group meetings with key stakeholders or their team members to discuss your idea(s). A casual coffee or a brief virtual call can be effective. Lead with curiosity vs. an intent to respond. ↳ Ask targeted questions to gather feedback and gauge reactions to your ideas. Examples: What are your initial thoughts on this draft proposal? What challenges do you foresee with this approach? How does this align with our current priorities? ↳ Acknowledge, incorporate and highlight the insights from these pre-meetings into the main meeting, treating them as an integral part of the decision-making process. What would you add? PS: BONUS - Following these steps also expands your understanding of the business and your internal network - both of which make you more effective. --- Follow me, tap the (🔔) Omar Halabieh for daily Leadership and Career posts.

One of my mentees asked me which soft skills I think entrepreneurs should pay more attention to and the practical activities I have recommended over the years (and undertook myself) to enhance them. Not an exhaustive list. No silver bullet. Life as an entrepreneur is a never-ending learning journey to improve oneself a little bit more every day. Curious if you have other suggestions. 1) Emotional Intelligence - Feedback Gathering: Reflect on emotional reactions & adjust behavior - Journaling: Document your feelings after key decisions or events - Mindfulness Meditation: Helps in recognizing & managing emotions - Engage in Role-Playing: Play out difficult scenarios with a coach or trusted colleague 2) Resilience and Grit - Set Stretch Goals: Goals that push you beyond your current capabilities - Failure Analysis: Analyze what went wrong & strategize for the future - Positive Affirmations: Remind yourself of your strengths & abilities, especially during challenging times - Regularly Read Biographies: Learn how successful entrepreneurs overcame their challenges - Join an Entrepreneur Support Group: Share challenges and solutions 3) Adaptability - Scenario Planning: Consider various future scenarios for your business - Rotate Roles: Temporarily swap job roles within your team - Continuous Learning: About new industries or technologies - Travel: Expose yourself to new cultures and environments - Attend Cross-Industry Conferences: Broaden horizons beyond your field 4) Communication Skills - Public Speaking Workshops: Enhance your ability to articulate ideas and inspire/engage teams - Write Regularly: Hone your ability to communicate complex concepts succinctly and clearly - Seek Feedback on Communication: Particularly after presentations or meetings 5) Negotiation Skills - Negotiation Workshops: improve negotiation strategies & understand different negotiation styles - Role-Play Negotiation Scenarios: With a colleague or coach - Analyze Past Negotiations: Reflect on what went well & what could be improved - Read Books on Negotiation: Regularly update yourself with new techniques - Seek Mentorship 6) Networking - Attend Industry Events - Set Regular Networking Goals: Such as meeting X new people a month - Follow-Up Practice: Send thank-you notes or emails after meetings - Join Entrepreneurial Organizations - Host Events: Establish yourself as a connector in your industry 7) Conflict Resolution - Conflict Resolution Training: Acquire techniques to mediate & resolve disputes effectively - Mediation Practice: Act as a neutral party in team disputes to find common ground & solutions - Seek Feedback on Conflict Handling: After resolving disputes 8) Active Listening - Practice Reflective Listening: Engage in conversations where you actively reflect or summarize what the other party is saying - Avoid Multitasking: During meetings or conversations. - Seek Feedback on Listening Skills: Particularly from direct reports Image by macrovector on Freepik