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Committee: Leadership & Transformation
The DLC Leadership & Transformation Committee shall be making every endeavour to get the latest & most filtered Leadership knowledge from the world with a single objective to keep our members ahead of the curve. This Committee seeks to help existing and new leaders be more effective in taking management decisions to make their organizations future-fit in a fast-changing, dynamic environment. Amalgamating social impact or stakeholder thinking into leadership styles will be another key underlying focus of the Leadership Committee.


			


			


	

			

	

		
Game changing management strategies
	

	

		


There is no doubt these days, the pace of business is accelerating with no window to breathe. Some Professionals are still hesitant or incapable to adapt and understand that to maintain a competitive edge, a business has to respond at the speed of the change if not faster. 


One day you are in vogue but a few weeks or months from now, you are out when a competitor storms the market with that unique idea and better service. 


New technologies emerge every year, which means we have to be ready as leaders to catch the next wave and adjust. What do you need to do as a leader in a company and as a professional, is not a hidden recipe!. In fact, it is in your hands to do and your ability to execute your plans at speed. 


True Leadership and future like-to-demand professionals would have a One-key word in their achievements profiles: “Fast”!! 


Hence, the best recommendation as an individual to shine in the “near” future: 


    

  1. Be quick in building blocks of your projects (no need to be “perfect” but “good to go”). 
    2. 

  2. Be efficient in identifying your challenges to fix (don’t ignore small issues and act proactively) 
    3. 

  3. But most importantly, is “execute with speed” and be faster in your delivery and be ahead of your business environment expectations. 
    4. 



In parallel to succeed in your company: 


    

  • Appoint a collaborative team to work with you. 
    • 



    

  • Identify teammates in different business units who get excited about change and are eager to improve company processes. 
    • 



You would create your best ambassadors – special agents whom you can trust to use the first few blocks to build a “winning” culture for the future to benefit all, make it your “Personal Purpose”  




Some professionals are saying teams hate to work for speedy leaders.. honestly, this needs to be reviewed!!!. We all talk that we are working in an “Agile Business Environment” but we most forget that “Speed” is the DNA for success. There were proven studies which I read some articles about and am seeing in my work at some companies that employees love to work with speedy leaders who get things done and accomplished vs expected work was on hold due to politics or non-sense reasons or incompetent staff are around. 


My advice to you, talk to professionals outside of your work circle and meet new people over forums, workshops or meetups, but don’t be surprised that all of a sudden you might find yourself and your company left in the dust! 


Bottom-line is that speed of execution is the ultimate competitive edge in any organization. In today’s world, economies of speed are more important than economies of scale. 


Execute Slow.. then, Your Future Is Questionable.!!!!!!! 


 


 

	


	

			








	

			

	

		
Could Machine Thinking be Limiting your Organization’s Human Potential?
	

	

		
There are many things within our organisations that continue to limit human potential on an on-going basis. We spend hours, months and years working to ‘value our most important asset’ and ‘unleash human potential’. Worthy phrases yet sadly, in many instances, remaining just that, worthy phrases.


We continue to look though the wrong end of the telescope and wonder why we can’t see clearly. Even the phrases themselves grate on those they are meant to inspire. ‘I am not an asset, I am a human being. I don’t need you to unleash my potential, I just need you to get out of my way’. It has been the never-ending story for many decades.


And here we are. At an almost unique point in human history. A moment in time when artificial intelligence increasingly touches all aspects of life, while our everyday existence has been shaken to the core following a global pandemic. Challenging? Certainly. Opportunity? That depends on what we do next and no more so than in the workspace.


For decades we have organised people around work and work practices that hark back to the 18th Century. Practices based on hierarchy, structure, process, and standardisation. All very controllable and all very predictable. Today, Innovation, human networks of collaboration, energy and ideas, are essential for organisations to thrive, bringing forth services and products not yet imagined, yet essential for our collective health and that of the planet.


Machine learning will support and continue to drive progress as intelligent machines develop and learn at an exponential rate, taking over roles and activities once performed by humans. All at a speed and accuracy we humans simply can’t match. Consequently, many existing activities and roles will disappear forcing a sea-change in the way we work and develop as humans.


Machines are programmed to achieve certain objectives, for example, speech recognition or translation. They do not have an IQ and they certainly do not, as yet, benefit from emotional, social or attentional intelligences. We humans have the full range of intelligences and can do many different things alongside rational, logical thought. We are emotional beings, vibrating with creative energy and a deep-seated curiosity. We can mentalise, share ideas and build relationships. We have the potential to excel in areas AI and machine ways of thinking cannot touch.


However, to excel we must harness and practice skills that have largely remained dormant in our post-industrial age world. As we liberate ourselves from repetitive, mundane tasks and learn to manage the complexity of interaction between machine and human, we can take ourselves to new levels of wellbeing, productivity, and innovation.


Successful organisations will be the ones who remain in continuous dialogue, thinking deeply and engaging diverse minds, to design work around their people. Challenging the existing work paradigm, relinquishing control and dispersing autonomy and decision-making accountability across a flexible living system. In this way the structured work environment humans have often been instructed to adapt themselves to, will fall away, leaving a space for latent human potential to flourish.


Could machine thinking be limiting our organisations potential? If we compete and contain our thinking to the logical, linear ways of the past then, yes, not only will we fail to match the speed and power of our algorithm-fuelled co-workers, we will also slowly strangle all aspects of human motivation and creativity. However, if we turn the telescope around, focusing attention and thinking on our uniquely human skills such as empathy, vulnerability, relationship and caring, we have an opportunity to break the boundaries that currently hamper human potential. This collective release of energy and innovation will no doubt reshape how we work, the organisations within which we work and the wider society within which we are all situated. The potential, if we choose to accept the challenge, is limitless.

	


	

			






	

			

	

		
Sustaining Employee Engagement During This Pandemic
	

	

		
Marna used to think of herself as a team player. She was the one who brought balloons and cake to the office for everyone’s birthdays. She used to make a point to walk around and say hi to every member of the team at least once a day. She was the first to contribute in brainstorming exercises, and often the last to leave the office at night.


Then one day, she was told to stay home. “Work From Home,” they called it. Suddenly remote work was not an exception to the rule, it was the rule. She received an email telling her that if it wasn’t necessary to come to the office, she shouldn’t. Instead, she should work from home.


This was a dramatic change for Marna, who was used to shaking hands with her colleagues every day, setting the bar for energy and enthusiasm in the office, and caring for the social environment of her colleagues. Now she was alone, in an empty apartment, struggling to remain connected and engaged.


There are only so many Zoom calls you can take in a day before the frustration of never being able to make direct eye contact start to wear on you. And pyjamas are so comfortable, and Netflix so accessible, and the refrigerator so close-by. It wasn’t long before Marna’s quality of work started slipping. Instead of charging through her work, she started “getting through the day.”


Months later she was allowed back to the office, only to find that on a day to day basis, dozens of her colleagues were missing due to “close contact” and quarantine restrictions. The office she was so looking forward to returning to had become a ghost town. And since half of the staff was gone, the meetings were still online. And that meant there was still no eye contact. The isolation she felt at home was bad enough. Now, she felt it at the office as well.


It’s a sad fact that the flexibility that comes with remote work is often accompanied by social isolation and disengagement. Many of my clients are struggling with change fatigue and digital burnout among their staff, and they’ve been sharing stories with me about how historically high performers like Marna are finding it hard to remain engaged in the new norm. If that describes you or your team… here are three tips for improving employee engagement during a global pandemic.


1. Flexibility: Encourage your staff that are working remotely to work during times that are conducive for them. With the exception of meetings that they should attend, employees will work better if they can work at their own high functioning times. Some people function better at night, others in the morning. Having that flexibility can help employees stay engaged.


2. Mental Health Checks: Employees won’t tell you if they’re struggling with loneliness, depression, or isolation, so you’ll need to ask. Remember, they’re humans not resources, so they’ll have hard times, and the isolation of an empty apartment and remote work can be mentally draining for people. Humans are social creatures, so make sure to ask about your teammates’ emotional support structure and mental wellbeing.


3. Over-Communicate: Without the break room chitchat and the water-cooler gossip, remote workers are missing out on a lot of the informal information sharing that usually goes on at work. So even though we are still receiving emails and making calls, we might not realise


that the general quality and volume of information goes down considerably when we’re not in the office. As a rule of thumb, you should be checking in on everyone every day, and meeting on video chat at least twice a week.


These quick tips will help employees remain engaged while working from home. Humans haven’t evolved to live and work in isolation from each other. So managers and leaders need to work extra hard to keep remote workers engaged and bonded with their teammates. If you are struggling with managing remote teammates, consider checking out my course Managing Remote Teams here: https://learn.drcorrieblock.com/courses/managing-remote-teams


If you are struggling with your own mental health during a time of quarantine or remote working, remember that what you’re feeling is very human. Reach out to a mental health professional, or send me a message and I’ll try to help.

	


	

			






	

			

	

		
The 5 Stages to build Unshakeable Trading Self Mastery
	

	

		
Stage One: Unconscious Incompetence


This is the first step you take when starting to look into trading. You know that it is a good way of making money because you’ve heard so many things about it and heard of so many millionaires. Unfortunately, just like when you first desire to drive a car you think it will be easy – after all, how hard can it be? Price either moves up or down – what’s the big secret to that then – let’s get cracking!


Unfortunately, just as when you first take your place in front of a steering wheel you find very quickly that you haven’t got the first damn clue about what you’re trying to do.


You take lots of trades and lots of risks. When you enter a trade, it turns against you, so you reverse and it turns again, and again, and again. You may have initial success and that’s even worse because it tells your brain that this really is simple and you start to risk more money. You try to turn around your losses by doubling up every time you trade. Sometimes you’ll get away with it but more often than not you will come away scratched and bruised (and significantly poorer!). You are totally oblivious to your incompetence at trading.


Stage Two – Conscious Incompetence


Stage two is where you realize that there is more work involved in trading and that you might actually have to figure a few things out. You consciously realize that you are an incompetent trader – you don’t have the skills or the insight to turn a regular profit. You now set about investigating then buying trading systems and e-books galore, you read websites based everywhere from USA to Australia to Ukraine and begin your search for the holy grail. During this time you will be a system nomad – you will flick from method to method day by day and week by week never sticking with one long enough to actually see if it does work. Every time you come upon a new tool or indicator you’ll be ecstatic that this is the one that will make all the difference.


You will test out automated systems, you’ll play with moving averages, Fibonacci lines, support & resistance, pivots, waves, fractals, divergences, DMI, ADX, and a hundred other things all in the vain


hope that your ‘magic system’ starts today. You will also become a top and bottom picker, trying to find the exact point of reversal with your indicators and you’ll find yourself chasing losing trades and even adding to them because you are so sure you are right. You’ll go into live chat rooms and see other traders making profits and you want to know why it’s not you. You’ll ask a million questions, some of which are so dumb that looking back you feel a bit silly.


You’ll then reach the point where you think all the ones who say they are making profits are all liars – they can’t be making that amount because you’ve studied and you don’t make that, you know as much as they do and they must be lying. But they’re in there day after day and their account just grows while yours falls. You will be like a teenager – the traders that make money will freely give you advice but you’re stubborn and think that you know best. You take no notice and overtrade your account even though everyone says you are crazy to, but you know better. You’ll consider following the calls that others make but even then it won’t work so you try paying for trading signals from someone else – they don’t work for you either.


You might even approach a guru or someone on a chat board who promises to make you into a trader (usually for a fee of course). Whether the guru is good or not you won’t win because there is no replacement for screen time and you still think you know best. This stage can last ages and ages – in fact in reality talking with other traders as well as personal experience confirms that it can easily last well over a year and more nearer to three years. This is also the stage when you are most likely to give up through sheer frustration. Around 60% of new traders quit in the first 3 months – they give up and this is good – think about it – if trading was easy we would all be millionaires.(and the opportunity would’nt exist). For a small number of traders to be consistently prroftiable a large number of traders need to lose money regularly. Your goal is to be amongst the small % that are profitable.


Another 20% keep going for a year and then in desperation take risks guaranteed to blow their account which of course it does. What may surprise you is that of the remaining 20% most of them will last around 3 years and they will think they are safe in the water but even at 3 years only a further 5-10% will continue and go on to actually make money consistently. By the way – these are real figures, not just some I’ve picked out of my head – so when you get to 3 years in the game don’t think it is plain sailing from there! I’ve had many people debate with me about these timeframes – funnily enough none of them have been trading for more than 3 years – if you think you know better


– then look on a chat board for someone who’s been trading for 5 years and ask them how long it takes to become fully 100% proficient.


Sure I guess there will be exceptions to the rule – but I haven’t met many yet. Eventually you do begin to come out of this phase. You’ve probably committed more time and money than you ever thought you would, lost 2 or 3 loaded accounts and all but given up maybe 3 or 4 times but now it is in your blood. One day – in a split second moment you will enter stage 3.


Stage Three – The Eureka Moment


Towards the end of stage two you begin to realize that it’s not the system that is making the difference. You realize that it is actually possible to make money with a simple swing trading system and nothing else IF you can get your head and money management right. You start to read books on the psychology of trading and identify with the characters portrayed in those books and finally comes your eureka moment. This eureka moment causes a new connection to be made in your brain. You suddenly realize that neither you, nor anyone else can accurately predict what the market will do in the next ten seconds, never mind the next 20 minutes.


Because of this revelation you stop taking any notice of what anyone thinks – what this news item will do, and what that event will do to the markets. You become an individual with your own method of trading. You start to work just one system that you mold to your own way of trading, you’re starting to get happy and you also get much better at defining your risk threshold. You start to take every trade that your ‘edge’ shows has a good probability of winning (landing on the right side of probability). When the trade turns bad you don’t get angry or try to get even because you know in your head that as you couldn’t possibly predict it, it isn’t your fault – as soon as you realize that the trade is bad you close it. You take the loss as a learning opportunity. The next trade or the one after it or the one after that will have higher odds of success because you know your system works. You stop looking at trading results from a trade-to-trade perspective and start to look at weekly figures knowing that one bad trade does not ‘a poor system make’.


You have realized in an instant that the trading game is about one thing – consistency of your ‘edge’ coupled with the mind you bring to the moment of performance. Your develop discipline to take all the trades your system triggers no matter, what as you know the probabilities stack in your favor. You learn about proper money management and leverage – risk of account etc. – and this time it


actually soaks in and you think back to those who advised the same thing a year ago with a wry smile. You weren’t ready then but you are now. The eureka moment came the moment that you truly accepted that you cannot predict the market, but you can control the mind you bring.


Stage Four – Conscious Competence


You are making trades whenever your system tells you to. You take losses just as easily as you take wins. You now let your winners run to their conclusion fully accepting the risk and knowing that your system makes more money than it loses. When you see the trade is a loser you close it swiftly with little pain to your account. You are now at a point where at a minimum you break even – day in day out. You will have weeks where you make big money and other weeks where you lose big money – but overall you are breaking even and not losing money anymore. You are now conscious of the fact that you are making calls that are generally good and you are getting respect from other traders as you chat the day away. You still have to work at it and think about your trades but as this continues you begin to make more money than you lose consistently. You’ll start the day on a good win,then take a loss and have no feelings that you’ve given those profits back because you know that it will come back again. You know instinctively that the market ALWAYS gives more trading opportunities.You will slowly begin to make consistent profits week in and week out.


Stage Five – Unconscious Competence


Now we’re cooking – just like driving a car, every day you get in your seat, buckle up and trade. You do everything now on an unconscious level. You are running on autopilot. You start to pick the really big trades and getting big profits in a day doesn’t make you any more excited than getting none. You see the newbies in the forum shouting ‘go market go’ as if they are urging on a horse to win in the grand national and you see yourself – but many years ago now. This is trading utopia – you have mastered your emotions and you are now a trader with a rapidly growing account. You’re a star in the trading chat room and people listen to what you say. You recognize yourself in their questions from two or three years ago. You pass on your advice just as others did to you, but you know most of it is futile because they’re teenagers – some of them will get to where you are – some will do it fast and others will be slower – literally hundreds and thousands will never get past stage two, but a few will.


Trading is no longer exciting – in fact it’s probably boring you to pieces – like everything in life when you get good at it or do it for your job – it gets boring – you’re doing your job and that’s that. Finally you grow out of the chat rooms and find a few choice people who you converse with about the markets without being influenced at all. All the time you are honing your methods to extract the maximum profit from the market without increasing risk. Your method of trading doesn’t change – it just gets better – you now have what some people call ‘intuition.’ You can now say with your head held high “I’m a trader” but to be honest you don’t even bother telling anyone – it’s a job like any other.


I hope you’ve enjoyed reading this journey into a traders mind and that hopefully you’ve identified some points here that resonate with you. Remember that whilst less than 5% will actually make it – the reason for that isn’t ability or intellect or knowledge, its staying power and the ability to change your perceptions and paradigms as new information comes available. The losers are those who wanted to ‘get rich quick’ and approached the market with this blinkered thinking, blinding them to seeing the obvious – a kind of “this is the way I see it and that’s that” scenario – refusing to assimilate new information that changes that perception.


I’m more than happy to confess to you that the reason I started trading was because of the ‘get rich quick’ mindset. Now I see it correctly as a ‘get rich slow’ profession.


If you’re thinking about giving up I have one piece of advice for you:


Ask yourself the question “How many years would you go to University if you knew for a fact that there was a million dollars a year job at the end of it?”


 


 

	


	

			






	

			

	

		
2022 The Year of Disruptive Distinction
	

	

		
2022 The Year of Disruptive Distinction


Every year I strategically give a year a title. 2021 was “the year of timeless distinction”, 2020 was “the year of legacy distinction” and 2019 “the year of global distinction” etc etc. It’s no coincidence I’ve called 2022 “The Year of Disruptive Distinction”, why, we’re living in truly unprecedented but extremely exciting times, the era of creative distinction. We’re seeing the crashing of systems, the calling out of governments but also the creation of a new creative and value driven disruption. Disruption is not necessarily good and it’s not necessarily bad but disruption is real. TM Lewin a British menswear retailer was founded in 1898. Over the years it led with design and product disruption. COVID_19 came and delivered an unprecedented disruption which unfortunately in 2020 caused TM Lewin to close all its 66 UK stores. Because of disruption, do you know history can dissolve in the space of 12 months but an intentional disruption in a 12 month period can cause a future disruption to become a now disruption?


In a time of disruption many leaders will be made while others will break. Throughout history, we’ve seen leaders rise in the midst of adversity to end up living their legacy and leaving, their legacy. During the great depression of the 1930’s, IBM CEO Thomas Watson made two decisions that took IBM from faltering in uncertainty to 45 years of cutting edge leadership. Now, IBM is again taking the lead with cutting edge technology such as IBM Watson. So, in the year of “disruptive distinction”, what’s your disruptive and creative legacy? In this era of creative distinction, being resilient, bold and intentional are vital traits in becoming a leader of distinction. As a leader, your disruption will come from seeing what no one else is seeing then creating a value driven disruption which can be received and understood on a local, national and global level. During Nokia’s reign as a mobile phone giant, the iPhone appeared with their creative distinction. Nokia didn’t know how to quickly pivot and instead of focusing on disruption, they focused on the competition. Do you know focusing on the competition and not on disruption can cause you to become an agitated thinker rather than an agile thinker?


To become an agile thinker and leader of distinction will mean you use disruption as a platform to see new opportunities and possibilities even in the midst of obstacles and problems. So, we’re not just in the year of disruptive distinction but also, we’re in the era of creative distinction and with these truths, the world is looking for leaders who are selfless rather than selfish, who are agile thinkers rather than agitated thinkers and who are visionary minded rather than have a victim mentality. The call has been made, so, will you ignore and divert to voicemail or, will you answer and become a leader of distinction who is disruptive in nature and results. But, what actually is leadership? Below are four timeless insights that give a short, structured and simple answer.


“Leadership is bringing people into new realms of excellence and challenging them to become distinguished in their chosen field.” ~ Onyi Anyado.


“Leadership isn’t about age but rather, leadership is about influence, impact and inspiration.” ~ Onyi Anyado.


“Distinction in leadership isn’t a mindset, distinction in leadership is a state of mind.” ~ Onyi Anyado.


“Distinction in leadership isn’t about me, myself and I, distinction in leadership is about him, her and us.” ~ Onyi Anyado.


Onyi Anyado is a UK based Global Leadership Speaker, Futurist and Corporate Trainer. Onyi coaches and trains senior management teams, leaders and organisations on how to lead with their distinction in the 2020’s and beyond.