Tag: Leadership

Team graph

Why Every Great Sales Leader Needs a Team Leadership Charter

Posted on | by Sienna Anderson
Leadership Charter Example

If you’re leading a sales team and don’t yet have a Leadership Charter, you’re probably flying blind—and so is your team. Sales leadership isn’t just about hitting numbers or rallying the troops with a Monday morning pep talk. It’s about setting clear expectations, defining your leadership values, and aligning your team with a shared mission. That’s where a Leadership Charter comes in.

We’ll break down what a Leadership Charter is, why it’s critical for sales leaders, and how it can transform your team’s performance and culture.

What Exactly Is a Leadership Charter?

A Leadership Charter is a written declaration of who you are as a leader, how you lead, what you expect from your team, and what your team can expect from you. Think of it as your leadership “compass” — a way to set the direction and tone for your team.

It typically includes:

  • Your leadership purpose or philosophy
  • Core values that guide your decisions
  • Expectations for behaviour, communication, and accountability
  • Commitments you make to your team
  • How you’ll handle challenges and conflict

It’s a practical document that grounds your leadership in clarity and intention.

Team charter

Why Sales Leaders Can’t Afford to Skip This

It’s no secret that sales is high-pressure. Quotas, pipeline management, customer demands, and team dynamics can create chaos if left unchecked. Without a Leadership Charter, your team is left guessing what matters most to you.

Here’s why top-performing sales leaders rely on a Leadership Charter:

1. Clarity Creates Confidence

When your team knows exactly what you stand for and how you operate, it removes ambiguity. They’re not left wondering what will get them praise vs. what will get them pulled up in a one-on-one. Clarity builds trust — and trust builds results.

2. Consistency in Leadership

Sales leaders often have to make fast decisions. A Leadership Charter acts as your leadership filter — helping you make consistent calls that align with your core values. That consistency helps reduce confusion and second-guessing from your team.

3. Alignment Drives Accountability

When your expectations are clearly documented and shared, it’s easier to hold your team (and yourself) accountable. It’s not about micromanagement — it’s about alignment. Everyone knows the rules of engagement.

4. Improves Culture and Morale

A strong Leadership Charter includes how you treat people, celebrate wins, and handle setbacks. It sets the tone for your team culture. And when culture is strong, morale — and performance — follows.

5. Onboarding Gets Easier

Hiring new salespeople? Instead of repeating your leadership style in every onboarding call, your Leadership Charter does the heavy lifting. It gives new team members a fast-track to understanding what matters in your world.

Is it worth it?

“Okay… But Is It Worth the Time?”

Yes — 100%.

Creating your Leadership Charter might take a few focused hours, but the ROI is massive. It’s one of those high-leverage leadership tools that continues to pay off over time.

And here’s the thing: most sales leaders think they’ve already communicated their expectations and values. But unless it’s written down, revisited, and discussed, it’s just noise. A Leadership Charter makes it concrete.

Ready to Lead With Intent?

If you’re serious about elevating your leadership game — and your sales results — creating a Leadership Charter is a no-brainer. It’s the foundation for trust, performance, and a thriving team culture.

At KONA, we help sales leaders craft Leadership Charters that reflect their authentic style while driving real results. Whether you have an experienced leadership team or new leaders stepping into their first leadership roles, we can guide your team through the process with proven tools and coaching. To find out more about why you need a team leadership charter, click here.

📞 Want help building your own Leadership Charter?

Contact KONA today for tailored Sales & Leadership Training that turns good managers into great leaders.

Call 1300 611 288 or Email info@kona.com.au to get started!

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How can I promote Teamwork among Employees?

Posted on | by Sienna Anderson

I was delivering a team building workshop not so long ago to a group of leaders and we got into a little bit of a debate.

I was encouraging them to lead by example and create a team environment by encouraging and including ideas and input. During the debate one of the delegates said, “Oh for goodness’ sake, this is all about the Gen X and their entitlement, they honestly think we live in a democracy!”, I replied with “No, I believe that we must encourage an environment where we promote to old, there is no “I” in team”. The delegate said that they tried saying this but were met with “Ah yes… but there is an M and E in team…”

So, how can we promote Teamwork among Employees?… Well, consistency is one way, and we also need to make sure that we are not just talking the talk but… Well, you know the rest of this saying…

Tips to promote Teamwork among Employees

Teamwork is a critical element of a successful and productive workplace. When employees work together, it creates a positive work environment where more can be achieved.

The following suggestions are posed under the assumption that you already have the right people in each position on your team. The foundation of teamwork depends on hiring the right people and effective leadership. When teams work well together, an efficient workplace culture with problem solving abilities, inspiration and support is achieved. Being in an environment that works toward shared goals will empower employees and create a sense of belonging.

As a manager, it’s your responsibility to encourage teamwork among your employees. You will need to provide your team with the tools and guidance they need to reach their full potential. Here are 20 effective ways managers can promote teamwork in their teams.

Lead by Example

Set the tone for teamwork by demonstrating the behaviour and positive attitude towards working with others that you want to see from your team.

Your team pay a lot of attention to what you say and do. If you say one thing but do another, it can lead your team to feelings of frustration and mistrust.

Outline Roles and Responsibilities

It’s more common than you would think for a team member to be unclear on their role and responsibilities.

Every team member should have a comprehensive understanding of their role and what is expected of them within the team to minimise confusion and overlap.

Encourage Open Communication

Create an environment where employees feel comfortable sharing:

  • Ideas
  • Concerns
  • Feedback with their teammates

Foster Trust

It’s so important to build trust among team members in order to promote teamwork.

Encourage honesty and reliability to establish a strong foundation.

Teamwork leads to a successful and productive workplace. Working together creates a positive environment where more can be achieved.

Establish Common Goals

Align your team around shared objectives, making it easier for everyone to work together towards a common purpose.

Common team goals provide structure that allows you to measure progress of individuals and the group as a whole. 

Training and Development

Staff Retention rates rise by 30-50% in companies with strong learning cultures.

Improve your employees’ skills and knowledge by investing in their professional development. Staff who do not receive training typically produce less work and at a lower quality.

Celebrate Achievements

Acknowledge and reward both individual and team achievements to boost morale and motivation.

Celebrating success reinforces the motivation that will bring us to the next achievement.

Clear Expectations

Ensure everyone knows what is expected of them and the team.

This includes:

  • Deadlines
  • Performance metrics
  • Accountability
  • Flexibility

Inclusivity

Encourage diversity and inclusion, valuing the unique perspectives and contributions of each team member.

Inclusion in the workplace creates a sense of belonging that can lead to greater productivity and teamwork.

Team-Building Activities

Organise team-building exercises, workshops, or outings to help team members bond and build trust.

Studies have shown that employee satisfaction can increase by up to 50% when surrounded by people they are friendly with.

Provide Necessary Tools and Resources

Ensure your team has access to:

  • Technology
  • Resources
  • Information they need to collaborate effectively.

Offer Flexibility

Allowing some flexibility in work arrangements, when possible, to accommodate personal needs can improve employee satisfaction.

When employees are satisfied with their working arrangements, they are more likely to be productive and engaged, ultimately leading to team-cohesion.

Empower Decision-Making

Encourage team members to participate in decision-making processes, fostering a sense of ownership and responsibility.

Address conflicts and issues within the team as soon as they arise to prevent them from escalating.

Resolve Conflicts Promptly

Addressing conflicts and issues within the team as soon as they arise prevents them from escalating.

A good tip is to ensure your business has a clear grievance-resolution process in place. This can help to avoid conflict in the workplace and prevent any existing conflict among team members from escalating.

Encourage Knowledge Sharing

Create a culture of sharing knowledge and best practices among team members.

Knowledge sharing in the workplace promotes new ideas and innovation.

Regularly Assess Team Performance

Conduct regular performance reviews and team evaluations to identify areas for improvement.

Evaluating team performance allows you to avoid conflicts and misunderstandings, while also identifying areas for improvement, acknowledging achievements, and encouraging learning.

Provide Feedback

Offering constructive feedback can help employees understand how they can contribute more effectively to the team.

Cross-Functional Collaboration

Encourage employees to work with colleagues from other departments to broaden their perspectives and skills. By bringing together various perspectives and knowledge from different departments, businesses can support a more collaborative environment.

As a manager, you should watch for signs of burnout and support team members who may be overwhelmed.

Recognise and Address Burnout

Recent reports have found that 52% of all workers are feeling burned out. This is a 9% increase from pre-COVID.

Watch for signs of burnout and provide support to team members who may be overwhelmed.

Some of the signs of employee burnout include:

  • Emotional, mental, and physical exhaustion
  • Disengagement
  • Increased absenteeism
  • Higher sensitivity to feedback
  • Decreased productivity

Adapt and Evolve

An effective leader is flexible in their approach. They will adapt to changing circumstances and continuously seek ways to improve and promote teamwork.

The more you adapt and evolve, the more relevant you will be in your industry.

Adaptability allows you to overcome obstacles.  

Having a team that works effectively together is no easy task. It is an ongoing effort that requires commitment and dedication from business leaders.

Remember, “Hope is not a strategy”. By having a plan, you can create a productive work environment where your team can thrive, achieve their goals, and contribute to the overall success of the business.

Teamwork is not just a “buzzword”, but a vital element of a successful and harmonious workplace.

Contact KONA to discuss how our tailored training programs can add value to

your business.


Call 1300 611 288 or Email info@kona.com.au

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What is Effective Leadership?

Posted on | by Sienna Anderson

Leadership is not just about holding a title or occupying a position of authority; it’s about inspiring and guiding others towards a shared vision.

Garret Norris, CEO of the KONA Group.

“A resilient leader navigates adversity with unwavering strength. They embody determination, inspiring others through challenges. Their clear vision and strategic mindset provide a steady compass. Such leaders embrace failures as learning opportunities, fostering growth. Their adaptability and decisiveness steer the team towards success. In times of turmoil, their calm demeanour offers reassurance. Ultimately, their ability to lead by example, staying resolute amid adversity, kindles a sense of purpose among their followers, propelling everyone forward with newfound resilience.”

– Garret Norris, KONA Group CEO

An effective leader is one who can navigate challenges, motivate their team, and drive positive outcomes. We will explore key strategies that can help you become a more effective leader.

Quote from Rosalynn Carter - "A leader takes people where they want to go. A great leader takes people where they don't necessarily want to go, but ought to be."

How can I become a more Effective Leader?

One of the most fundamental aspects of effective leadership is leading by example. Your actions and behaviours set the tone for your team.

Your team members are more likely to emulate the same qualities if you demonstrate:

  • Dedication
  • Integrity
  • A strong work ethic

By modelling the behaviours you expect from your team, you create a culture of accountability and mutual respect.

Clear communication is at the heart of successful leadership.

It’s essential to articulate your vision, goals, and expectations to your team members.

Effective leaders:

  • Listen actively
  • Ask probing questions
  • Ensure that their team members feel heard

Transparent communication builds trust and reduces misunderstandings, enabling your team to work more cohesively.

Micromanaging can stifle creativity and hinder team growth.

An effective leader delegates tasks based on team members’ strengths, allowing them to take ownership and showcase their abilities.

Empowering your team not only boosts their confidence but also creates a sense of shared responsibility for achieving goals.

Emotional intelligence (EI) : The ability to understand and manage one’s own emotions and those of others.

Leaders with high EI are better equipped to:

  • Navigate conflicts
  • Build strong relationships
  • Empathise with their team members

By developing your emotional intelligence, you can create a more supportive and empathetic leadership style.

A great leader will lift others up, not tear them down.

Clarity in goal-setting

Clarity in goal-setting and expectations is crucial for a focused and motivated team.

Clearly define objectives, timelines, and success metrics.

When team members understand their roles and how their work contributes to the overall mission, they are more likely to remain engaged and strive for excellence.

Effective Leadership Mindset

It’s important as a leader to encourage a growth mindset within your team by promoting ongoing learning and development.

Provide opportunities for skill-building, offer constructive feedback, and support your team’s career aspirations.

A culture of continuous learning leads to innovation and adaptability, crucial qualities in today’s fast-paced business landscape.

Effective leaders are skilled problem-solvers who can navigate challenges and make informed decisions.

In times of uncertainty, your ability to remain composed and adaptable is essential.

Create a culture where brainstorming and creative thinking are encouraged, and demonstrate resilience in the face of adversity.

A boss will tell people what to do. A leader will give their team the tools to achieve their goals.

Celebrating Achievements

Lastly, acknowledging and celebrating achievements, both big and small, boosts morale and motivates your team.

Whether through public recognition, bonuses, or opportunities for advancement, showing appreciation reinforces a positive work environment and encourages sustained effort.

Becoming an effective leader is a continuous journey that requires self-awareness, dedication, and a commitment to personal growth. By incorporating these strategies into your leadership approach, you can inspire your team to reach new heights and achieve lasting success.

Remember, leadership is not about being perfect, but about striving for excellence and empowering those around you. 

Contact KONA today to discuss how Leadership Coaching can benefit your business.

Call 1300 611 288 or Email us at info@kona.com.au

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Are You Sick And Tired Of Poor Performance? Team Leader Training Could Be The Answer

Posted on | by Sienna Anderson

Team leaders are the key player that bind the team together, guiding them towards their goals and maximising their potential.

Continuous Learning and Development for Team Leaders

However, being an effective team leader requires more than just natural talent; it demands continuous learning and development.

What are the Consequences of not Training your Team Leaders?

Appointing team leaders without training them can lead to:

  • Poor performance
  • High employee turnover rate
  • Increased work-related stress

So, how can team leader training significantly benefit their team’s performance and ultimately lead to business growth?

Continue reading to find out!

Team leaders are the key player that bind the team together, guiding them towards their goals and maximising their potential.

Enhanced Communication Skills

Communication lies at the heart of effective leadership.

Team leaders need to articulate their vision, expectations, and objectives clearly to their team members.

Through specialised training, leaders can develop their communication skills, learning how to:

  • Motivate
  • Inspire
  • Provide constructive feedback

Effective communication fosters a positive work environment, encourages transparency, and strengthens team cohesion.

Improved Decision-Making Abilities

Are your Team leaders often faced with complex and challenging situations that demand quick and well-informed decisions?

Team Leader Training equips Leaders with:

  • Problem-solving techniques
  • Critical thinking skills
  • The ability to analyse data objectively

Leaders who undergo training are more adept at making sound decisions under pressure, leading to better outcomes for their teams and the organisation as a whole.

A well-trained team leader understands the importance of empowering their team members.

Empowered Team Management

A well-trained team leader understands the importance of empowering their team members.

Training programs focus on teaching leaders how to:

  • Delegate effectively
  • Recognise individual strengths
  • Assign tasks based on skillsets

Empowered team members feel a sense of ownership and pride in their work, leading to increased engagement, higher productivity, and a positive work culture.

Conflict Resolution and Emotional Intelligence

Within any team, conflicts are bound to arise. Team leader training emphasises the development of emotional intelligence, enabling leaders to navigate conflicts with empathy and understanding.

Leaders who possess emotional intelligence can diffuse tense situations, foster collaboration, and build stronger relationships among team members.

Goal Setting and Performance Management

Setting clear and achievable goals is crucial for a team’s success. Team leader training will equip leaders with the skills to create actionable plans, track progress, and assess performance effectively.

By regularly reviewing goals and providing constructive feedback, leaders can keep their teams motivated and on track towards achieving objectives.

Adaptability and Change Management

In today’s rapidly evolving business landscape, adaptability is a prized leadership trait.

Team leader training helps leaders develop the flexibility to embrace change and lead their teams through periods of uncertainty.

Leaders who can adapt quickly inspire confidence among team members, fostering a culture of resilience and continuous improvement.

Employee Development and Talent Retention

One of the most significant impacts of team leader training is its positive effect on employee development and retention.

When team members see that their leaders are committed to their growth, they are more likely to stay engaged and loyal to the organisation.

Team leaders who invest in training and development create a workforce that is:

  • Motivated
  • Skilled
  • Dedicated to achieving organisational goals
Team leader training is a vital component of a successful business.

Conclusion

Team leader training is a cornerstone of effective leadership and a vital component of a successful business.

By enhancing communication, decision-making, and conflict resolution skills, team leaders can lead their teams with confidence and inspire them to achieve greatness.

With the right training, Team Leaders can foster a culture of empowerment, adaptability, and continuous improvement, propelling their teams and organisations towards unprecedented success.

Investing in team leader training is not just an expense; it is a strategic investment that yields long-term benefits for both the team and the entire organisation.

Contact KONA today to discuss tailored Team Leader Training for your Team Leaders!

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What Is Management Training And Why Is It Important For Professionals?

Posted on | by Sienna Anderson

We have just completed a national rollout of Management and Leadership training for a major Australian business. So why do they want or need it?:

•             Alignment

•             Motivation

•             Retention

•             Leadership

Often people are promoted into management positions because of tenure or results without any training. We teach simple and effective goal and KPI setting techniques to help the team lead.

Management training helps to shape competent leaders who can navigate the challenges of modern workplaces.

Management training plays a key role in shaping competent leaders who can navigate the challenges and complexities of modern workplaces.

We will delve into the essence of management training, its importance for professionals, and how it contributes to personal and organisational growth.

What Is Management Training?

Management training is a structured process that equips individuals with the knowledge, skills, and tools necessary to become effective leaders and managers.

It involves a range of:

  • Educational programs
  • Workshops
  • Seminars
  • Hands-on experiences designed to cultivate specific managerial competencies.

From entry-level supervisors to seasoned executives, management training caters to professionals at various career stages.

Why Is Management Training Important?

1. Enhanced Leadership Skills

Leadership is the foundation of successful management.

Management training empowers professionals with the essential leadership qualities, such as:

  • Effective communication
  • Emotional intelligence
  • Decision-making
  • The ability to motivate and inspire teams

These skills enable managers to build strong relationships with their subordinates, fostering a positive work environment that enhances productivity and employee satisfaction.

Management training exposes professionals to various problem-solving techniques, critical thinking exercises, and case studies.

2. Improved Problem-Solving Abilities

Managers often face complex challenges that require quick and well-thought-out decisions.

Management training exposes professionals to various problem-solving techniques, critical thinking exercises, and case studies.

This exposure sharpens their analytical skills, enabling them to tackle intricate business issues and devise innovative solutions.

3. Adaptation To Change

In the rapidly evolving business world, adaptability is essential for survival.

Management training helps professionals embrace change and become more flexible in their approach to problem-solving.

Learning to navigate through uncertain situations with resilience allows managers to lead their teams successfully through turbulent times.

4. Effective Communication

Clear and effective communication is the cornerstone of a well-functioning business.

Management training emphasises the art of communication, enabling professionals to express their ideas, expectations, and feedback more succinctly and persuasively.

This skill fosters a transparent and collaborative work environment, leading to better team performance and organisational cohesion.

Unresolved conflicts can lead to a toxic atmosphere and reduced productivity in the workplace.

5. Conflict Resolution

Conflict is inevitable in any workplace. However, unresolved conflicts can lead to a toxic atmosphere and reduced productivity. Management training equips professionals with conflict resolution techniques, helping them address interpersonal disputes amicably and restore harmony within the team.

6. Time Management and Prioritisation

The ability to manage time efficiently is crucial for managers who juggle multiple tasks and responsibilities.

Management training focuses on time management and prioritisation techniques, enabling professionals to optimise their productivity and accomplish tasks effectively within deadlines.

7. Strategic Planning

A successful manager needs to think beyond day-to-day operations and engage in strategic planning.

Management training equips professionals with the skills to:

  • Set achievable goals
  • Create action plans
  • Align their team’s efforts with the organisation’s broader objectives

In a fast-paced and competitive world, management training plays a pivotal role in shaping competent leaders who can drive a business towards success.

Management training fosters a culture of continuous learning, adaptability, and growth.

Investing in management training not only benefits individual professionals but also leads to:

  • Higher team performance
  • Improved employee morale
  • Increased organisational efficiency

It fosters a culture of continuous learning, adaptability, and growth, paving the way for a prosperous future for both professionals and their organisations.

Contact KONA to find out how management training can directly benefit your business!

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5 Reasons Why You Need a Team Leadership Charter

Posted on | by Sienna Anderson

In a world that changes so fast, and where competition for resources increases every day – You can’t afford to be left behind.

So, recognising emerging Leadership improvement best practice and trends, and getting in front of the curve is ultimately the path to success.

Leadership improvement techniques over the last few decades have not changed much. However, how we work and who we are as individuals has.

The drivers of motivation, performance, behaviour and influence have shifted.

But we seem to be mapping and motivating our team with techniques that date back over 10 or even 20 years.

Effective leaders have the ability to:

  • Communicate well
  • Motivate their team
  • Handle and delegate responsibilities
  • Listen to feedback, and have the flexibility to solve problems in an ever-changing workplace

Employers seek these skills in the candidates they hire for leadership. 

The Company Team Leadership Charter

However, many organisations do not include their leaders in the development of the company “Team Leadership Charter”.

Therefore, many leaders either don’t know it, or have little “buy in”, as it’s not their creation.

A Leadership Charter should be developed by Leaders, for Leaders.

It will outline the behaviours identified as most important to the department, so you can achieve goals and create a positive workplace.

5 Reasons You Need a Team Leadership Charter

1. Seeking Truth

Be curious and take time to understand the problems and pressures you are facing.

Be visible, accessible and seek your input

2. Being Inclusive

Proactively listen to you, communiate and share information openly, involving you in decisions.

3. Being Tenacious

Be resilient and lead from the front in challenging times.

Be courageous and do what’s right, not easy.

4. Empowering People

Support you to learn, operate a no-blame culture when mistakes are made and work together to achieve our goals.

Trust you do do your job, help support you and your decisions and recognise your contributions to the organisation.

5. Making a Difference

Ensure your work akes a positive impact and focuses on our customers.

Drive the quality of our work by encouraging innovations and initiative.

Here is a useful diagram reiterating the 5 reasons you need a Team Leadership Charter

KONA Group - 5 Reasons you need a Leadership Charter

To Create a Team Map and Leadership Charter for Your Business

Think about these crucial 4 points:

  1. Do you have a Leadership Charter that aligns to your Vision, Mission and Values?
  2. Do you have a Leadership Charter that is aligned to your business?
  3. When is the last time you have reviewed this?
  4. Did your leaders play an active role in creating your company “WHY”?

What is a Leadership Charter?

A Leadership Charter represents:

  • How the department’s executive leadership  group wish to be known.
  • How they want to lead with a common set of tools and language to relate to each other, stakeholders, and staff.

Why Do You Need a Leadership Charter?

It is highly recommend creating a Team Leadership Charter to collectively define the purpose of the team.

As well, this will also clarify factors that will lead to success for the team – team goals, deliverables, milestones, key values and behaviours. 

The Team Leadership Charter acts as a vision for the team, helping to get crystal clear on why the team exists and on their focus. Ultimately, it serves as a touchstone for decision making and day to day behaviour, and how to collectively lead and grow the business.

Additionally, it is the first step in the development of mapping your team’s performance.

KONA Group Team Leadership Charters - Do you know how to map your team?
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The benefits of a Team Leadership Charter are numerous, including:

  • Ensuring buy-in from all team members
  • Holding all team members accountable
  • Clarifying roles and responsibilities within the team
  • Demonstrating the team’s purpose to the rest of the organisation
  • Providing clarity and reducing confusion in cases where conflicts may arise

A Team Leadership Charter is created collectively

Therefore, it encourages buy-in and support from every member of the team.

Moreover, it motivates, inspires and energises providing the clarity around the who, what, and why of the team. Fundamentally, when team members come and go – it is important to review and revise the team charter to allow new team members equal contribution, support, and buy-in.

We have developed many Team Leadership Charters and seen them in action, and watched teams flourish. 

Examples of Team Leadership Charters

One of the best examples of a Team Leadership Charter is a big, bold and colourful laminated page.

Additionally, it needs to be proudly displayed in a prominent position for all team members and others in an organisation to see. 

This acts as a constant reminder to team members of their purpose. It also allows others that interact with the team. Ultimately, this will lead to an understanding as to why your team exists and what drives it to succeed.

Sample of a Team Leadership Charter

Examples of Leadership Charters for Virgin and Alibaba

Team Mapping

When you agree on your Team Leadership Charter, your leaders are then ready to map their teams. Consequently, they are now prepared to develop a unified approach to increasing performance across the business.

Team Leadership Charter - Team Mapping

A Team is defined as:

“A small group of people with complementary skills who are committed to a common purpose, performance goals, and approach for which they are mutually accountable.”

When it comes to a team – performance and accountability go hand in hand.

And for this to be successful, a team needs to be united. Unified Team management is the ability of an individual or an organisation to administer and coordinate a group of individuals to perform a task. 

Impact on Bottom Line

The Financial Reality

It’s not just about smoother operations – this directly affects your bottom line. We’ve seen the impact of Leadership Charters on critical business metrics:

  • Sales teams maintain more consistent pipelines
  • Client relationships become more stable and profitable
  • Resources are used more efficiently across departments

What is your organisation is leaving on the table without a clear Leadership Charter?.

Hidden costs add up quickly – from the obvious ones like recruitment costs when good leaders leave.

To the less visible but equally damaging costs of missed opportunities and delayed market responses.

Create a Team Map and Leadership Charter for your business needs:

Call KONA on 1300 611 288 for a conversation, or email info@kona.com.au anytime.

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HOPE IS NOT A STRATEGY - KONA GROUP SALES TRAINING SALES HEALTH CHECK

4 Reasons Why Compassion Is More Effective In Leadership Than Empathy

Posted on | by Sienna Anderson

Empathy is important for good leadership, but too much can be an issue.

Rather than carrying the responsibility of empathy, leaders can learn to experience compassion.

 

Being compassionate can:

  • Change how leaders engage with their teams

  • Benefit all parties

  • Alleviate burden from leaders

    Here are 4 benefits of being a compassionate rather than empathetic leader.  

1. It Is Easier To Make Decisions Based On Compassion Rather Than Empathy

  Being empathetic means we take on the emotions of the other person and feel what they are feeling.   Other than making the other person feel less alone, empathy doesn’t offer any solution.   Empathy is considered impulsive- Compassion is considered deliberate and conscious.   When being compassionate we have the clarity of mind to reflect on the situation and make wise decisions.   You can ask the person ‘What do you need?’. This will better inform you on how you can help.  

2. Compassion Over Empathy Allows You To Put Emotions Aside When Making Decisions

Compassion allows you to:
  • Take an emotional step back
  • Act rationally, not impulsively
  • Think clearly and consciously
 

3. Empathy Lets Us Join The Suffering Of Others, But Compassion Allows Us To Help

Compassion is essentially recognising the suffering of others and then taking action.   When being compassionate, we take a step away from the emotion of empathy and ask ourselves ‘How can we help?’.  

4. Why You Need Compassion And Empathy As A Leader

  To be an effective leader it is important to connect with Empathy but to lead with Compassion. A leader needs to be empathetic in order to engage. But we can leverage our empathy to lead with compassion.       Putting empathy aside to lead with compassion doesn’t make a leader less kind, it allows you to better support your team through difficult times.  

Are your leadership team compassionate or empathetic?

 

Contact KONA to discuss how tailored Leadership Training can benefit the leaders in your business!

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Three Sales Strategies for the Post-COVID Business World

Posted on | by Sienna Anderson

30-SECOND SUMMARY:
  • Organisations must consider how the current crisis will also change long-term interactions, events, personal contacts and what products and services will better serve them in the new post COVID-19 world.
  • A Team Strategy Profile is an essential process that helps set a future for your business as well as ensuring you have set steps in place to determine how best to achieve it.
  • Smart companies will adopt a proactive approach to understand what changes will occur and be ready to adjust their products, services, and strategies quickly to meet current and future customer needs.
  • A Team Strategy Profile ensures you consider the business holistically, with a focus on:
    • Mission Identification– what is the purpose of your business
    • Vision Clarity – clearly outline in one sentence what you want to achieve
    • Plan and Do – what steps will you take to achieve your vision and action it

To find out more contact the KONA Group 1300 611 288 | info@kona.com.au

The question going forward is, when will customers come back? But even more important, what will your Sales team need need to deliver differently in terms of product and service or features and benefits? COVID-19 is dramatically changing consumer and business behaviours today. Undoubtedly, many of those behaviours will remain long after the defeat of the virus. Many people will certainly have higher sensitivity to germs and the risks of spreading infections. This behaviour alone will change many industries. Customers and workers will be more sceptical of close contact with others. Consumer travel, dining, entertainment and product preferences will be different moving forward. The list of changed behaviours and their impact will surely be long, though still to be formed as COVID-19 runs its course. The number of behaviour changes will grow depending on how many people are directly affected, how severely and for how long. Many new behaviours will be normalised as customers practice them repeatedly over months.

HOW WILL BEHAVIOURS SHIFT IN YOUR INDUSTRY?

Many customer behaviour changes will require new or modified products and services. New market leaders will emerge while some past leaders fade. Many companies will struggle post COVID-19.

A PROACTIVE BUSINESS APPROACH IS NEEDED TO SURVIVE COVID-19.

To find out more contact the KONA Group 1300 611 288 | info@kona.com.au

Knowing your customers needs is always the best way to meet market demands and win—but what you knew before may not serve you well in an altered tomorrow. Smart companies will adopt a proactive approach to understand what changes will occur and be ready to adjust their products, services and strategies quickly to meet current and future customer needs. THREE IMPORTANT STEPS TO TAKE NOW:

1) DEBRIEF

Have a Sales Strategy Session with key members of your team and debrief them on what they have been hearing from customers. Having a strategy session to identify what might be changing and importantly, what you don’t know about the “changes” will set the stage for the next step.

DO YOU HAVE A POST-COVID EVOLVE PLAN?

 2) GATHER INSIGHT Develop a plan to take to the marketplace. How can we validate new behaviours we are seeing and hearing, and gather the information we don’t know? Don’t assume anything. Your customers can tell you what they will need, but you must ask them. In this time of rapid change, it’s critical to conduct customer interviews, surveys, market research or customer feedback by other means. Gather the comments, attitudes, and data, then analyse. And be objective, that is, be open to things you may have never thought would occur, and to how it can impact your sales and targets! TIP: When interacting with customers during this difficult period, train your people to open conversations with, “How can we help you get through this?” rather than, “Here’s what we’ve got.” In other words, lead with empathy not competence. Try to be part of the solution to their crisis.

To find out more contact the KONA Group 1300 611 288 | info@kona.com.au

3) RE-PLAN YOUR SALES PIPELINE STRATEGY

You have your 2020 plans, but clearly COVID-19 requires forward thinking, new strategies and re-planning on many fronts. Armed with these new insights from the marketplace, re-plan and prioritise strategies and tactics in all critical areas. Understanding what your customers will value in the post-COVID-19 business world and acting on it will ensure your survival and success and put you ahead of major competitors. These points cannot be over-emphasised – knowing the customer will sort the post-COVID-19 business winners from the competition.

DOES YOUR TEAM KNOW HOW TO PROFILE THEIR CUSTOMER and DO THEY HAVE A CUSTOMER DNA ACCOUNT PLAN?

To find out more contact the KONA Group 1300 611 288 | info@kona.com.au

HISTORICAL POST-COVID-19 BUSINESS IMPACT 

History provides validation that major changes will occur. Look back at 9/11 or even the financial crisis of 2009. The post 9/11 world brought us tighter airport security and increased security measures at everything from sporting events and concerts to large office buildings in major cities across the globe. Behaviours changed, industries were changed and created, and they will be again. Many believe that COVID-19 will affect more people and businesses directly and will have a more far reaching impact on businesses of all types than any crisis in the past half century. BOTTOM LINE

On the brighter side, remember that change creates opportunity. Business leaders who act now, communicate with customers, and take a proactive approach to their changing markets will do much better than those who don’t.

DOES YOUR BUSINESS HAVE A STRATEGY?

For a confidential assessment of your business in a post-COVID world, contact KONA: 1300 611 288 | info@kona.com.au

Good Leaders make Decisions

Posted on | by Sienna Anderson

Decision making is at the core of solid leadership.

When a problem presents, a Leader must be able to make the call. A decisive leader that leads the team with strength, instills confidence and paves the path to progression.

If nothing happens then *nothing happens.

But Leaders be warned – decision making isn’t just about making the right call – it’s also about the Leader’s ability to bring people with them as well as the skills required to move on!

“Evil Prevails When Good Men Do Nothing” 

Strategic leaders gain their decision-making skill through practice, and practice requires a fair amount of action.

“Action generates action. Inaction generates nothing.” – Garret Norris | CEO KONA | HBB Group

Strong leaders make strong decisions, then take action – pushing power downward, across the business, empowering people at all levels to make decisions. Distribution of responsibility gives strategic leaders the opportunity to see what happens when they take risks. But more importantly – it increases the collective intelligence, adaptability, and resilience of the business over time, by harnessing the wisdom of those outside the traditional decision-making hierarchy.

Decisions made by good Leaders are never off the cuff, in fact they are made by keeping in mind the long term as well as the short-term plans of the business.

And there is in fact a golden rule to decision-making and leadership, and it should not be kept secret, instead shouted from roof tops for all to hear – from business leaders, to sales leaders, to health care leaders to leaders of nations – objectivity! The best results for all involved in a decision-making process is one that is made by a rational leader based on evidence and facts.

“Emotion for Home, Passion for Business” – Garret Norris.

Strategic decision-making skills in Leaders is part of the pillars of strong leadership.

“Be willing to make decisions. That’s the most important quality in a good leader. Don’t fall victim to ‘ready-aim-aim-aim-aim syndrome’. You must be willing to fire.” – T.Boone Pickens, American Financier.

Are you afraid of making decisions?

Good Leaders always need to be refining their decision-making skills to build effective and productive teams. Make a Decision Now  – sharpen your leadership skills. Contact KONA on 1300 611 288 or email info@kona.com.au or do nothing (remember what happens when we do *nothing ↑ ).

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