Tag: Leadership coaching

Quote about change

A Change Nobody Wanted

Posted on | by Sienna Anderson

Leading Teams Through Uncertainty and Resistance

Change is rarely easy. Whether it is introducing a new system, restructuring a team, changing processes or responding to market pressures, leaders often face resistance when asking people to do things differently. Even when the change is necessary, it can create uncertainty, frustration and concern among employees.


The difference between a successful transition and a difficult one often comes down to leadership.

Quote about change

Resistance is a natural response

One of the biggest mistakes we at KONA Training see leaders make is assuming that resistance means employees are unwilling to help. In many cases, resistance comes from uncertainty rather than opposition.

People naturally wonder:
• How will this affect my role?
• Will I be able to do the new job?
• Why is this change happening?
• What happens if it does not work?

When leaders recognise these concerns and address them openly, they create an environment where employees feel heard rather than ignored.

Communicate early and often

One announcement is usually not enough. During periods of change, people need regular communication. They want to understand not only what is changing, but why it is changing and what the expected outcome will be.

Effective leaders communicate consistently, provide updates as new information becomes available and encourage questions throughout the process. This reduces rumours and builds trust.

Lead with empathy

Lead with confidence and empathy

Employees look to their leaders for reassurance during uncertain times. Confident leadership does not mean pretending to have every answer. It means being honest about the challenges while remaining focused on the path forward.

At the same time, empathy is essential. Acknowledging that change can be difficult helps employees feel understood and supported as they adapt.

Involve your team where possible

People are more likely to support change when they have an opportunity to contribute. Seeking feedback, inviting ideas and involving employees in problem solving gives them a sense of ownership over the process. It also helps leaders identify potential issues before they become major obstacles. Even when the overall direction cannot change, involving the team in how the change is implemented can make a significant difference.

Support

Support people through the transition

Change does not end when the announcement is made. Employees often need training, coaching and ongoing support as they learn new systems, responsibilities or ways of working. Leaders who remain visible throughout the transition help maintain confidence and keep momentum moving forward. Celebrating small wins along the way also reinforces progress and reminds the team that their efforts are making a difference.

Every business will face change. Markets evolve, customer expectations shift and technology continues to transform the way organisations operate. Leaders who communicate clearly, build trust and support their people through uncertainty create teams that are more adaptable, engaged and resilient. While employees may not always welcome change, they are far more likely to embrace it when they feel confident in the leadership guiding them.

Ready to lead your team through change with confidence?

If your leaders need practical skills to communicate effectively, manage resistance and guide their teams through change, KONA Training can help. To find out more about the benefits of KONA’s Leadership Training for Management & Leadership Teams, click here.


Our tailored Leadership Training programs equip leaders with the confidence and strategies they need to build trust, inspire their teams and successfully navigate change.

Contact KONA Training today to learn how our customised Leadership Training can help your leaders and your business thrive through change.


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

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Author – Garret Norris – https://www.linkedin.com/in/garretnorris/

Garret Norris -KONA Training

Coach vs Mentor

What’s the difference between Leadership Mentoring and Leadership Coaching?

Posted on | by Sienna Anderson

Leadership development is critical for businesses aiming to stay competitive. Two popular approaches to cultivating effective leaders are KONA’s leadership mentoring and leadership coaching. Though these terms are often used interchangeably, they serve different purposes and can have distinct impacts on leadership growth. Understanding their differences can help businesses choose the right approach for their leaders.

Coach vs Mentor

Defining Leadership Mentoring and Leadership Coaching

Before diving into the differences, let’s define what each term means:

KONA Leadership Mentoring

Mentoring is a long-term relationship where a more experienced leader (the mentor) provides guidance, support, and advice to a less experienced leader (the mentee). The focus is on the mentee’s personal and professional growth, leveraging the mentor’s experience to navigate challenges, build confidence, and develop the skills necessary for long-term success.

KONA Leadership Coaching

Coaching is a structured, short-term, goal-oriented process led by a professional coach or skilled leader. It focuses on specific skills, behaviours, or objectives the leader wants to achieve. Coaches use powerful questioning techniques, feedback, and accountability to help leaders unlock their potential, overcome obstacles, and achieve specific goals.

Coaching and Mentoring

Key Differences Between Leadership Mentoring and Coaching

1. Focus of the Relationship

Mentoring: The focus is on the mentee’s overall development, including career trajectory, work-life balance, and personal growth. It’s about sharing wisdom, offering career advice, and guiding the mentee to make informed decisions over time.

Coaching: The focus is on performance improvement and achieving specific, measurable goals. Coaching is more directive, with a clear structure aimed at enhancing the leader’s competencies, solving problems, or improving certain behaviours.

2. Nature of the Relationship

Mentoring: This is often a more informal, voluntary, and long-term relationship. It involves sharing experiences, stories, and advice that go beyond the mentee’s current role, creating a bond that can last for years.

Coaching: This relationship is usually formal, structured, and short-term. Coaches are often hired for a set period or specific project, focusing on targeted outcomes within a defined timeline.

3. Expertise and Experience

Mentoring: KONA’s Leadership Mentors are senior leaders or experienced professionals within the same organisation or industry. They draw from their extensive knowledge and past experiences to offer guidance.

Coaching: KONA’s Coaches are skilled in the art of coaching, asking the right questions, and using techniques to facilitate self-discovery and growth. They empower leaders to find their own solutions rather than providing direct answers.

4. Approach and Methodology

Mentoring: The approach is more holistic, focusing on personal and professional development over time. Conversations are flexible and driven by the mentee’s needs, with the mentor providing insights, encouragement, and sometimes challenging the mentee to think differently.

Coaching: The methodology is structured, with specific tools, frameworks, and techniques used to drive performance improvement. Coaches often follow a coaching model (e.g., GROW model) to set goals, explore options, and create actionable plans.

5. Outcome and Goals

Mentoring: The goal is long-term development, focusing on the mentee’s career growth, confidence, and overall success. Mentoring builds a sense of belonging and helps mentees navigate complex career paths.

Coaching: The outcome is usually tied to specific, short-term performance goals, such as improving communication skills, enhancing decision-making, or preparing for a promotion. The focus is on immediate, measurable results.

Do your team need a coach or a mentor?

When to Choose Mentoring vs. Coaching

Understanding the difference between KONA’s mentoring and coaching can help businesses decide which approach is best suited for their leadership development needs:

Choose Mentoring When:

  • You want to develop long-term leadership potential.
  • Your leaders need career guidance, industry insights, and personal growth support.
  • You aim to build a culture of knowledge sharing and succession planning.

Choose Coaching When:

  • You need to address specific performance issues or skill gaps.
  • Leaders are preparing for a new role, project, or significant change.
  • You want to achieve measurable outcomes in a short timeframe.

How Mentoring and Coaching Can Complement Each Other

While mentoring and coaching have distinct differences, they are not mutually exclusive. In fact, a blended approach can be highly effective. For example:

Mentoring can provide a foundation of support and wisdom, helping emerging leaders understand the bigger picture of their career journey.

Coaching can drive specific, performance-oriented outcomes, equipping leaders with the tools they need to excel in their current roles.

By integrating both approaches, businesses can create a comprehensive leadership development program that addresses both the long-term growth and immediate needs of their leaders.

Both leadership mentoring and leadership coaching play a crucial role in developing effective leaders. Understanding the differences between these two approaches allows organisations to strategically invest in their leaders’ growth, ultimately leading to a more resilient and adaptive leadership team.

Leadership development

Whether you choose KONA’s mentoring, coaching, or a blend of both, the key is to align the development strategy with the needs of your leaders and the overall goals of your business. To learn more about the importance of effective leadership in business, click here.

Contact KONA today to discuss our tailored Leadership Training Programs and the benefits they can bring to your Leadership Team.

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

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Leading Through Change: How to Guide Your Team During Uncertainty

Posted on | by Sienna Anderson

Change is bound to happen in business, whether it comes in the form of economic downturns, industry shifts, advancements in technology, or even internal restructuring.

How leaders navigate these transitions can significantly impact their team’s performance and morale.

The ability to lead effectively during uncertain times isn’t just a desirable trait—it’s essential for success. In fact, 75% of change efforts fail due to ineffective leadership, poor communication, or a lack of team engagement, according to research from McKinsey & Company. Here are six tips for Leaders when it comes to guiding your team through change.

Leading through change

6 Tips to Lead through Uncertainty

1. Encourage Transparency and Open Communication

One of the most critical elements of leading through uncertainty is clear and transparent communication. Employees want to feel informed and reassured when changes are occurring.

According to a Gallup survey, only 27% of employees strongly agree that they are well-informed about what is happening within their organisations. This lack of communication creates anxiety, lowers engagement, and decreases trust.

As a leader, establish open channels for feedback and updates. Regularly share updates about what is known, what is still uncertain, and how decisions will be made. This transparency not only helps dispel rumours but also builds trust between leadership and the team.

Communication in leadership meme

2. Demonstrate Empathy and Emotional Intelligence

Emotional intelligence (EQ) becomes particularly important during periods of change. Empathy and understanding can help maintain morale and reduce resistance to change. According to Harvard Business Review, emotionally intelligent leaders tend to foster a 20% higher team engagement and satisfaction rate.

Leaders who take the time to understand how change impacts their employees—both professionally and personally—are better equipped to provide the necessary support. Whether it’s adjusting workloads, offering flexible working arrangements, or simply being available to listen, empathy can turn uncertainty into an opportunity for stronger team cohesion.

3. Provide Stability Amid Uncertainty

While you may not always have control over external changes, providing a sense of stability within the team is key. Structure and routine can help employees feel grounded.

A study by the American Psychological Association found that 75% of employees consider their direct manager to be the most important factor in managing workplace stress.

Leaders who provide consistent guidance, clearly defined goals, and a focus on maintaining normalcy where possible will give their team a sense of security.

Set short-term, attainable goals that help team members stay focused. Regular check-ins and clearly defined objectives not only create a sense of direction but also help employees see how their work contributes to the bigger picture.

Crisis leadership

4. Encourage a Growth Mindset

A growth mindset—the belief that abilities and intelligence can be developed through hard work—can be a game-changer when leading through change.

Encouraging your team to see change as an opportunity rather than a threat helps foster resilience. Offer training, mentoring, or upskilling opportunities so employees can adapt to new realities and feel more confident navigating through transitions.

5. Promote Team Collaboration and Support

Collaboration can be a stabilising force when the future is unclear. Leaders should actively foster an environment where team members support each other.

  • Encourage brainstorming sessions
  • Cross-departmental projects,
  • Or peer mentoring programs to increase collaboration and reduce feelings of isolation or overwhelm.

By promoting teamwork, leaders can create a shared sense of purpose that helps the team weather the storm together.

6. Be Prepared to Adapt

Finally, leaders must be flexible and open to adjusting their approach as situations evolve. According to a survey by PwC, 64% of CEOs acknowledge that agility is essential to navigating future crises.

In the rapidly changing world of today, leaders who demonstrate adaptability inspire their teams to do the same.

This could mean revisiting company goals, reallocating resources, or being open to new ways of working. The key is to remain focused on the long-term vision while being willing to make short-term adjustments that help the team thrive in the current environment.

Effective leadership quote

Leading through uncertainty is a challenge, but it’s also an opportunity for growth—for both leaders and their teams. By prioritizing transparency, empathy, and adaptability, leaders can guide their teams through uncertain times and emerge stronger on the other side. With the right strategies in place, what might seem like a crisis today can become the foundation for tomorrow’s success.

Contact KONA today to discuss our tailored Leadership Training Programs and the value they can bring to your business.

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

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What is Disruptive Leadership?

Posted on | by Sienna Anderson

Garret Norris – KONA Group CEO

Although at face value the term may give the wrong impression, a Disruptive Leader is in fact someone that drives innovation and welcomes change. Just like everything in our world today, leadership should be an everchanging process.

Disruption in the workplace is no longer considered ‘negative’. In fact, quite the contrary. Disruptive leadership is vital for progression and success in business.

As a disruptive leader you need to be able to balance empowering your people and getting out of the way, as well as taking charge and pushing forward.

The Difference between Disruptive Leadership and Complacent Leadership

It can be extremely difficult to change the way people get things done in the workplace and break old habits.

A disruptive leader can keep the business on track while also making necessary changes. Disruptive leadership can produce better products and more efficient and effective processes. Disruptive leaders aren’t afraid of change.

On the other hand, a complacent leader typically feels calm and content with their abilities and position, which ultimately prevents them from trying harder or making changes. Complacent leadership can lead to:

  • Low performance expectations
  • Lack of feedback
  • Unclear objectives
A disruptive leader makes changes before they have no choice.

Benefits of being a Disruptive Leader

A Disruptive leader will not only embrace change but will impose it before they no longer have a choice.

Did you know that almost 40% of companies that made the Fortune 500 list in 2010 have now closed down. There are only 3 that are still in the top 10.

Disruptions can lead to lower profits in the early phases. Because of this, so many businesses don’t change the way they operate, despite changing markets.

What are the Characteristics of a Disruptive Leader?

A disruptive leader doesn’t simply implement change for the sake of it. There is strategy behind it that aims to add value to the business. They typically display these traits:

Decisive & Inspiring

Businesses need leaders that can make tough decisions. A disruptive leader will have a vision for the future and can lead their team in the right direction. They inspire their team and provide them with the steps and tools needed to achieve their goals.

Bold in pursuing Truth

A disruptive leader is constantly testing new ideas.

They aren’t afraid to speak up when something isn’t working or doesn’t align with their vision.

They know that “honesty is the best policy”, and they don’t waste time by avoiding the truth.

Open-minded

Disruptive leaders approach tasks looking for ways they can be improved. When an idea doesn’t work, they move on. They want to hear ideas and feedback from their team, and they see failure as a learning opportunity rather than a barrier.

Disruptive leaders know that change is not always well received, but their job is to guide their team through the changes.

Understanding

A disruptive leader understands that disruption can lead to uncertainty among their team. They have the ability to ensure everyone remains focused on their job through the disruption.

They are comfortable and compassionate in the chaos of change.

Business focused

Last but not least, they are product and customer-centric. A disruptive leader is focused on improving products or services to ensure they meet customer needs while remaining realistically priced. They are always focused on improvements.

Importance of Leadership Training for Disruptive Leaders

Are you a leader that is sceptical of change?

There is an endless list of businesses that didn’t change to keep up with the market.

Some notable examples are Kodak, Blackberry & Blockbuster just to name a few.

Leadership training and coaching is so important for leaders that are struggling with or avoid disruptions. Leadership training promotes the development of key skills that are crucial for all leaders in today’s business world.

A business leader needs to be confident to guide their teams through periods of change, whether that change is big or small.

They need to have excellent communication skills to encourage people to trust their vision and foster a safe environment for employees to change.

KONA’s Leadership Training programs are results-focused and will guide your leaders out of ‘survival mode’. They ensure strategy translates to execution to achieve real outcomes that are reflected in your bottom line.

As a Disruptive Leader you need to lead the change that you want to see.

Contact KONA today to discuss how our Leadership Training courses can be tailored to your business needs.

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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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 makes 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

Author – Garret Norris – https://www.linkedin.com/in/garretnorris/

Garret Norris -KONA Training

5 Challenges Of Growth In Business

Posted on | by Sienna Anderson

When running any business there are always challenges that need to be overcome.

In a competitive market, businesses need to grow in order to survive, and the way a business is run needs to adapt and change as it grows.

  Here are 5 major challenges of growth in businesses.  

1. Uncertainty Of The Future

At times it can be hard for businesses to predict their performance due to unprecedented or constantly changing events. Businesses can face uncertainty around matters such as:
  • Entering new markets e.g. online or international
  • New technology
  • Economic uncertainty
 

2. Regulations And ComplianceBusinesses struggling with workplace relations compliance - Inside Small Business

Regulations help to protect your business. The need for Regulatory Compliance has increased with the expansion of technology. As businesses are using technology more frequently for their day-to-day operations, there is an increased chance of breaking regulations or not being able to keep up with standards.    

3. Finance And Business Resource Management

One of the main goals for most businesses is to ensure they are both successful and profitable. The purpose of finance and resource management is to support compliance and regulation adherence, maximise profits and overall company value. Challenges for businesses when it comes to finance and resource management include:
  • Technology replacing previously used accounting operations
  • The need to learn new skills
  • Cybersecurity concerns
 

4. Technology Advancement And ChangesWhile critical, IT leaders are struggling with application modernization | TechRepublic

Technology helps businesses create new products and improve their services. It comes with many benefits including:
  • Automating time-consuming tasks
  • Increasing productivity
  • Reducing business expenses
However, the advancement of technology also comes with it’s challenges. Many businesses find themselves struggling to keep up-to-date with the latest technology and increasing customer expectations.    

 5. Recruiting And Hiring The Right People

Having a high turn-over of staff or recruiting people who are unsuitable for the role can have a negative impact on business growth. Hiring the right employees ensures they grow with the business – this contributes to the business’ overall success. It also decreases the need to hire externally for each new position you may develop.  

Contact KONA today to discuss the changing needs of your growing business and find out how we can help you overcome these challenges.

  CONTACT" Web Button (customer service details hotline call us) Stock Vector | Adobe Stock

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

Six Key Achievements of Planning

Posted on | by Sienna Anderson
KONA logo with two 'The art of war' books.

“The general who wins the battle makes many calculations in his temple before the battle is fought. The general who loses makes but few calculations beforehand. Thus, do many calculations and lead to victory, and few calculations to defeat; how much more no calculation at all! It is by attention to this point that I can foresee who is likely to win or lose.”

– Sun Tzu

Sun Tzu was a Chinese general, military strategist, writer and philosopher who lived in the Eastern Zhou period of ancient China. Sun Tzu is traditionally credited as the author of The Art of War, an influential work of military strategy that has affected both Western and East Asian philosophy and military thinking.

Full name: Sun Tzu Born: 544 BC Died: 496 BC            

Every Business must have a Plan

Regardless of your working situation, COVID or not, every business must have a plan.

Does your team know what success looks like?

A PR report has found in the current situation we are facing, only 10% of communication executives have done extensive planning.

Recent research has found that approximately 80% of business fail within their first year of operation, while 25% do not have a business plan. It is no coincidence that these two facts are linked – proper planning, budgeting, and forecasting are all an essential part of success.

How can you create a successful business when you do not know where it is going?

Thinking about the future means learning to think differently. Change is everywhere and pops up at any time, as COVID has proven.

How do you combat change in a business environment?

Change challenges all our current practices whether we like it or not. Change challenges:

  • Mindset
  • Decisions
  • Policies
  • Products                         

Implementing the The Three Horizons (3H) Growth Model.

This process when taught to your leaders and team correctly and rolled out immediately, re-frames your team’s thinking to produce results and hit every KPI set.

Three horizons growth model.

The 3 Horizons Growth Model is a learned process that bridges today to tomorrow.

Why Train Your Team and Yourself in the Three Horizons 3H Growth Model?

By implementing the 3 Horizons Growth Model across your business you instantly address and benefit from the Six Key Achievements of Planning:

1. Measured Improvement

What can be measured, can always be improved. A 3H business plan gives you direction and focus in Sales, ensuring you and your team meet KPI. It is only through improvement and growth that a business and employee can maximise profitability.

2. Projected Growth

With a 3 Horizon’s plan in place, you can meet goals ahead of target, which then allows you to think about – what to do next? In other words – GROW. By consistently monitoring and improving your business plan you begin to set achievable goals for growth. When change occurs, you are then able to evolve with the challenges.

3. Progressive Mindset

When you and your team start operating under a 3 Horizons mentality you all begin to operate from the same manual. The entire organisation’s thinking becomes focused on the wider scope and the impact the team’s current day activity has on future results.

4. Team Cohesion and Drive

What is the business’ value proposition?

Does the team agree on a set definition?

Are you all uniform in the eyes of the customer?

A business plan with 3H in place ensures the company’s philosophy is not only front of mind but also actioned daily.

5. Customer-Centricity

Customers are actually more attracted to a bespoke offer that connects them, rather than a one-size-fits-all agreement. Does your team know how to profile a customer? You must have a customer centric plan in place to be able to help the customer that comes knocking.

How will the business operate without a plan? Most businesses fail because of poor Sales Management. Consider the activities the team is going to perform in order to generate revenue in a month, three months and six months. A plan is only the start of the process – but everything has a start or it goes nowhere. Do you have a plan on how to deliver your goods or services on time and to the standards required?

6. Education

Employee knowledge base is the most essential part of a business. What tailored training and education support do you have in place to maximise the intellectual power of your team? Their knowledge is your ROI.

Planning is a crucial part of business life – without a plan for results you are simply left with a plan to fail.

The 3 Horizons Growth Model is being rolled out globally by the KONA Group. DOES YOUR TEAM HAVE A PLAN?

The recent changes in work from home situations globally has seen access to our R.E.A.L Academy (Remote Education Active Learning) skyrocket, so we will continue to fill the learning spots on a first in first scheduled basis. Call 1300 611 288 or email info@kona.com.au to secure a spot.

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

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