Your business is likely losing hundreds of thousands of $ every year because your people are coming to work with a 'go-to-work' mindset. We solve that problem!


Inspiring Employee Connection to 

Their Role, Their Team, Their Leader, The Organisation

Believing is the first of the 4Bs of high-performance. Believing is how we get employee connection to their role, their team, their leader and the organisation.

When you get Believing right, then it makes it so much easier for all the others to fall in to place.  Believing has the power to transform performance.

How leaders impact the 4Bs of high-performance

  • Believing - helping individuals to believe in the organisation, the work they do, their importance to the success of the organisation, their leader and their team
  • Belonging - helping individuals feel that they belong and are valued  
  • Behaving - role-modelling to team members the behaviours that enable success
  • Bottom-line - making sure that people have the tools, resources, and content to help deliver results fast

How would most people, in your business, rate this statement? My direct leader inspires me to be connected to our vision and mission, and helps me believe in my value to the organisation

Empowering leadership is about making the 'passion' linkage for people at work.

To demonstrate - Whom do you know volunteers hours of their 'free' time for a cause, hobby, sport about which they are passionate?


It could be something like:

  • out on the weekends cleaning up beaches
  • standing at Bunnings Sausage Sizzle for several hours to support their local Rotary Club
  • being the President of their local sporting club

These same people who may drag themselves into paid work, are enthusiastically giving up their time generally for free.

These people are engaged and committed, because they are deeply connected to something that makes their heart sing.

You can replicate that engagement and commitment in the workplace too. I know, because I was a leader in an organisation that did just that!

Not every organisation has something that instantly galvanises team members

Wouldn't it be wonderful if we all worked in organisations like Apple which has a massive impact on our society? Or the Spinal Foundation or in Education, the types of organisations that automatically inspires people to be committed to the organisation's mission?

Those types of organisations have a much easier time of it getting people to Believe in their Vision and Misison.

Unfortunately that isn't the reality for most of us. 

For example, when I was a leader in a Colgate-Palmolive factory that made detergent powder, there is nothing sexy, nor inspiring about people doing their laundry.

So to get people committed to our purpose, we knew we couldn't talk to our team members about how our product helped people to do their weekly wash. 

As well, given it is a hot, dusty work environment there is nothing about making detergent powder that would make an individual wake up and say to themselves, "Great, it's a work day. I get to stand in a dirty, dusty factory in, at times, up to 56C degree heat. I'm springing out of bed with joy!"

For this reason, we knew that we had to find something that inspired people to want to come to work with a spring in their step.

Sometimes you have to get creative how how you inspire people to Believe

So, what we did was talk about how we were all growing. How we were becoming high-performers as individuals and a team, while we produced detergent powder. 

We inspired them to adopt business partner mindsets. Helping them to fully appreciate the impact their actions and decisions made each and every day to success of the business.

We regularly talked about how we were becoming the global showcase for high-performance in our multi-national. 

As a leadership team, we were dedicated to leading with principles rather than rules. 

Our focus, as leaders, was upon creating the environment that inspired people to believe in their capability and want to give their best. Boy, did we get that right!

With national and international recognition for high-performance, I can safely say that our team members were extraordinary and (most of the time) loved their work. 

According to McKinsey, "Leadership strength explains nearly 80% of the variance in companies' ability to sustain exceptional performance over time"

Inspiring Believing is not a Once and Done Process

Again, if you're lucky enough to be working in the type of organisation that is 'sexy' and people easily galvanise behind, you won't have to put a lot of effort in to building Believing. You'll still have to give it some attention, but not as frequently.

However, for the rest of us constant reinforcement of what we are here to achieve. How the individual is having an impact. Why that is important, is something you need to weave into many of your conversations throughout your work week.

Most People Are Disconnected From the "Why" of their Organisation

Gallup's research
 informs us that: Only 37% of people strongly agree that they know what their company stands for and what makes their products better than the competitors. 

What this means is that for 63% of employees their direct leader and the broader leadership team are not consistently using the first B of the 4Bs: Believing.  To get people engaged and using their discretionary effort leaders, both individually and collectively must have a clear and consistent message they share with team members.

This message needs to be consistent across the leadership team. However each leader must craft their message in a way that enables him or her to share with authenticity, heart and belief. 

The message is reinforced on a consistent and regular basis through conversations. Be it a coaching session with a team members, allocating work assignments, running town hall meetings or meeting with the press. Weaving into your communications and connecting back to "why we are here and where we are going" is critical if you want to leverage higher performance. 

  • The vision and mission of the company and why that is important to society
  • Where we are going and why that is important
  • How we are going to get there (the values we are using)
  • Why what the team member does as an individual matters

See the article below on how I'd inspire a Pizza Deliver guy for inspiration on how you can do this. 

Resources to Help People to BELIEVE in their role, their team, the organisation

(Free) Read about how disengaged my local pizza driver was, and what could have been done to get him more engaged.  

(Low-Cost) In the "Starting Your Ideal Leadership Role" training, you can do several exercises to help you create your leadership brand and identify how well you are going at building the 4Bs into your team.  

Our team members would say that they are receiving regular coaching (at least fortnightly) and their direct leader has a good handle on their career aspirations

Regardless of whether the person you are leading is 20 or 70, most people want to know:

  • what they do matters and they are making great use of their time on this planet
  • they have a bright future
  • that someone believes in them
  • that someone is on their side, supporting them into their potential and success

As a leader you have a massive impact on each of these, and more importantly, it's your job to ensure that you are reinforcing these. Every day, in every interaction you can be the type of leader who inspires, engages and uplift others. 

We spend somewhere between 90,000 and 150,000 hours at work in our lifetime. That is a long time to be doing work that leaves you feeling empty.

Many people step into leadership roles because they've been there the longest, or they were good at what they do. They may not be the best reasons. To be a remarkable leader you must give thought to your impact. 

Which means you need to have clarity around what is the most important work that you do. Is it answering emails, 'getting stuff' done? Or is it growing a team of superstars?

Clearly, growing a team of superstars is more enjoyable, has more leverage, and is more rewarding. Your daily, weekly coaching sessions, whether they are formal or informal, must ensure that your team members walk away with a sense that:

  • you're there for them
  • you're holding them to a bigger game
  • they are making a difference
  • their input is valued and needed
  • they have control over their destiny

Coaching People to Believe in Their Value

(Low Cost) Access My Career, My Choice. Use the ideas in this program to inspire you and your leadership team to new performance.

(Low Cost) Access the Solutions Focused Coaching Workbook

(Investment) Run the Thought Patterns for High-Performance program. This program has transformed hundreds of thousands of individuals and organisations around the globe. 

Our team members regard our leaders as role models for high-performance thinking, behaviours, and results

Would you want to be led by you?

Here's a question I often ask leaders in workshops: "Would you want to be led by you?" Think about that for a moment.

Like most of us, you could point to plenty of people from whom you learned 'what not to do' as a leader. Hopefully, like me, you've also had the wonderful gift of being led by men and women who are inspirational role models.

Here's something you can take to the bank. Your Emotional Intelligence (EQ) as a leader dictates the culture of your team and the results you achieve.

When you've get a leader with low EQ, you can guarantee you've got a business that is not performing at its best. It's likely you've got high-turnover and absenteeism.  All indicators that people aren't believing in their leadership team.

A leader's emotional intelligence leaks through the entire organisation. Are your leaders fouling or cleaning your team members capacity to produce great work?

Here's a question I often ask of leaders in workshops: "If there were five words that people would use to describe your leadership today, what would those five words be?"

Are those words that your business needs to thrive? Are they words that help people believe that they are working for the right leader in the right organisation? Because if they aren't then you need to shift your leadership.

Want a quick way to judge how empowering your leadership is?

It's lunchtime, and one of your team members is sitting in the park eating her lunch. Her phone rings and she looks down and sees your name and number pop up.  Does she groan in frustration and annoyance?

Or, does she smile and pick up the phone with a cheery "What's up boss?"

Engaged employees deliver improved business performance.

Your leadership is one of the prime influencers of engagement and performance.

You do this through inspiring people to Believe.

Building empowering leadership and inspiring people to Believe

(Low Cost) Access My Career, My Choice. Use the ideas in this program to inspire you and your leadership team to new performance.

(Investment) Have your team members' Emotional Intelligence profiles assessed. Here is a sample of the individualised report that you'd receive for each team member. Contact Shelley using the yellow button below to discuss in more detail

(Investment) Run the Thought Patterns for High-Performance program. This program has transformed hundreds of thousands of individuals and organisations around the globe. 

Non-performers and/or negative people who don't fit our culture are quickly released

Nothing strips a person faster of believing in their organisation and their team, than watching people around them under-perform. 

Nothing destroys a culture or performance faster than under-performers.

High-performance organisations and leaders are incredibly competent at coaching up or coaching out fast.

And, this is essential for you to grasp. One subpar team member is the equivalent of putting a few drops of coffee in a clear glass of water ... they discolour everything fast. 

If you've got a person under-performing - including that person who is brilliant technically, but is corrosive to the culture - then you can guarantee that they are dragging down the performance of others by as much as 50%.

Could you imagine an elite sports team putting up with team members who do the bare minimum? Elite teams are elite because they believe they are a team of superstars. That they get to superstar status through feedback and coaching.

One subpar team member is the equivalent of putting a few drops of coffee in a clear glass of water ... they discolour everything fast!

How many hours each week are losing because of under-performers?

Some studies suggest that the average leader is stripped of about one and a half hours a day because of having to deal with under-performers in their team.

Let's say that a leader is on $50/hour. That's just shy of $20,000 per year for that one leader focusing on matters that aren't growing the business.

You and I both know that when there's an under-performer there's a whole bunch of people spending time moaning about it. Massive losses of productivity and morale often ensue. This means that that $20,000 is a very, very conservative figure.

What could your business do with an extra $20,000 a year?

To avoid the massive drain on your business caused by under-performers, your leaders (and your team members as they progress toward self-management - or as I like to call it self-reliant), need to be proficient at coaching up.

Because, here's what I know. When you've got leaders who are good at coaching people up, they stop wasting inordinate amounts of their time with under-performers. Those people are coached up or coached out fast.

To be clear, you want to give team members every opportunity and the time to get it right. You don't switch to coach out mode the moment someone 'get's it wrong'. Your focus needs to be on building capability and performance. 

However, if an individual can't/doesn't want to improve, then coaching out must happen, with speed and dignity.

Coach-up, Coach-out Resource Recommendations

(Free) Make sure you provide plenty of ongoing training and coaching in this area to your team members.

(Free) You should have guiding principles around how your leaders and team members coach up and handle under-performance. Discover more about guiding principles

(Free) Use the Desire vs Ability grid to help you assess where team members are at, and how you should coach them

(Low Cost): Access the Solutions Focused Coaching Training

One subpar employee can throw an entire department into disarray. Team members end up investing their own time into training someone who has no future with the company

Ryan Holmes

CEO at HootSuite

Our team members stay, even if they are offered an equal job with more money somewhere else

Your turnover rate is a pretty good indication of how committed people are to your organisation. Use all the recommendations you find here and on the other three 4Bs recommendations pages (see below)  and you'll dramatically lower your turnover and improve your productivity and profitability

Nothing much more needs to be said here!

Where to next?