Time to think | Trust your team | Listen to yourself, your people, the business, your stakeholders, your clients, your competitors | Be open to that’ll never work, outside the box solutions | Innovation as integral to the business | Clear communications | encourage failure as the way to learn & develop.

Integrate these seven secret strategies of successful leaders – Time, Trust, Listen, Openness, Innovation, Clarity, Learning culture as you

 Design: your cutting-edge, iconic leadership style strategically. You won’t believe the untapped resources you will discover. Use your industry knowledge, value people potential, future proof development opportunities.

Develop: invest in time to listen to your people, the business and wider economy; trust your team implicitly; be open to innovative solutions; clarity essential; clear communications a given; embrace what goes wrong as the indicator of what needs to change; know when to pause.

Implement: Want to stand out with a leadership style specifically designed for success in ways you have yet to imagine? Who wouldn’t?

Review: always explore the evidence to assess what has happened. What has worked well? What could work even better? Be open to what might have been missed or not noticed that needs attention or change. And being courageous as to what might need to be done. Always be aware that what you say yes to means you say no to something else. And what you say no to means you say yes to something else. Check out the consequences, implications, investment needed, benefits, future proofing, agility in uncertain times. And probably more as you practice, experiment & choose.

What is YOUR current Hot Topic or Issue or Challenge? The one that keeps you awake at night? The one, if there was a workable solution, would totally change the whole landscape of your business, industry, team, your career, your leadership role.

 Choose to invest in a powerful, purposeful, provocative partnership creating that rare commodity for the Senior Leader – time to think. A savvy leader’s most valuable tool.

RESULT: those remarkable results that CEOs, MDs, Directors, Heads of Departments, Fast trackers, Aspiring leaders; Key teams driving change and innovation; across department Working parties confidently choose Halina to help them deliver?

Any combination of the usual suspects describe perennial challenges of Senior Leaders:

Leading Change | Sorting Under-Performance | Managing Time | Rediscovering Confidence | Promotion Potential | Team Development | Developing New Leadership Styles | Understanding Behavioural Preferences | Diffusing Behaviour Triggers | Aligning Personal Brand | Presentation Skills | Difficult conversations | Delegating AND most importantly, the key to successful businesses and teams,  – People

 Which resonate most strongly with you in this moment? What will it take to decide and commit to sort them?

Book a 30 minutes risk free Chemistry Session to help you.

Sexy Power of 6 – moveable feast of priorities that Senior Leaders bring to work on

  1. people development – unleash potential a key feature of growth & expansion + resilience + fit for purpose + improve retention + crack the code of succession planning so future proofed
  2. communication – how to improve creating effective efficient energizing exciting ways of work
  3. leadership – design the best style to take organization forward – the brand that rocks
  4. strategic planning & development
  5. how to develop a coaching approach and embed a coaching culture
  6. managing change via high level strategies

In a 6 or 12-month coaching programme with fortnightly or 3-weekly sessions take your leadership to a level beyond your expectations; significantly shift your performance to max it; become the leadership role model.


Soft Skills

Soft skills are what employers hire on. Your ability with soft skills will make or break your career.

Get with The Savvy Factor: discover how to be sassy by using TSF to create your success. TSF is stuffed full of information for you to explore, choose to experiment with so enhancing your leadership potential.

Remember soft skills are what employers are definitely looking for.

Peter Cheese, Chief Executive of the Chartered Institute of Personnel and Development (CIPD), said: “Hard skills will get you an interview, but you need soft skills to get (and keep) the job”

And he reflected that ‘These findings (in the Adult Skills Gap report) should act as a wake-up call for employers to look a lot harder at how they are developing their workforce for the future. Building skills at all levels and roles is essential to improving productivity and performance, for engagement and retention of employees, and to highlight and support progression opportunities. However, many of these are longer term out’.  Read his blog at  Peter Cheese Blog

Soft Skills headline the 4 C’s:

  1. Communication & Difficult Conversations
  2. Creativity & Innovation
  3. Collaboration for Terrific Teams
  4. Confidence & Resilience.

Featuring in Soft Skills integral to success are the following:

  • how to ask Thought-provoking Questions
  • top tips for making Teams work effectively
  • Problem solving & being Solutions focused
  • Learning orientated culture for essential CPD
  • understanding ‘Brand You’ & how to showcase your profile
  • Career Development Planning
  • inside track in all aspects of Influence & Impact
  • investigating those Mindsets to stretch & shift to the ‘can do’
  • Presentations – how to wow! your audience
  • Leadership skills in an uncertain, unexplored, unknown present & future
  • Networking nicely
  • The Big Con – confidence crisis debunked
  • Influencing with VIM – Visible, Impact, Memorable
  • Magic flips – the Mindset Miracle with the Most-est
  • Be in this moment – managing time
  • Words Change Minds – language in the dock

Check out the TOOLKIT which are are essential building blocks to get total value from all of The Savvy Factor’s Soft Skills programmes.

Knowing yourself, your people, your clients, your stakeholders

Knowing you, knowing them, knowing me:

  • gives astonishing sneak-peaks into how to influence ourselves and others with shockingly brilliant innovative results.
  • informs us how to communicate effectively in their language.

Your people, clients, stakeholders will feel inspired by your effortless understanding of them. They will feel you really get them.

Your potential for making maximum impact with minimum input is exponential and brings remarkable ROI.

It’s all about communication – verbal, non-verbal, body language make a heady mix easy to misunderstand, misinterpret, mistaken. It’s all about discovering how to speak in the other person’s ‘language’ so that they get what you mean.

With Behaviour Preference Profiling there is a rich source of information about how people think, act, communicate, feel. Explore C-me How the colours see their team role and C-me How to create more effective teams for hot tips re effective high level communication skills leading to inspirational influencing; transform difficult conversations. How to change our mindset. How to showcase Brand You.

Great strategy to use with teams newly formed; with a specific challenge; a challenging project; needing to raise the bar so as to use each person’s behavioural preferences to best advantage.

The C-me Overview of Colours gives key characteristics of each colour. A quick way to discover who seems to be a particular colour is to ask yourself two questions:

In the main do you think or feel the person is more

  • outgoing or reflective?
  • a people person or a fact sort of person?

Outgoing + fact = red

Outgoing + people = yellow

Reflective + fact = blue

Reflective + people = green

Have a read through Halina’s C-me High Performance Report. Especially look at page 3. Her Natural Behaviour is her preferred way of being; what she will default to under pressure. You will notice that she has learned to adapt her Natural Behaviour to survive effectively for successful results. What else do you notice? What does the information reveal?

When pinned down Halina reflected that she has learned to ‘green’ communications; that she can do the detail if essential; being a quick think important to dial back and bring colleagues up the moment with her thinking. Patience required; easy to swing into action, to inspire, motivate. She is really clear that limiting beliefs is simply one perspective – the more beliefs, persepctives, attitudes the bigger the vibrational kitchen from which to make the pie.

Anyone’s Natural Behaviour chart gives an employer proceless information. A Group Area Director said having looked at all the profiles for the leadership team that had the Natural Behaviour charts of two team members been known they would not have been placed in their current roles because their natural resilience wasn’t strong enough for their role. Information that is pure gold for any employer. To find out more about Behaviour Preference Profiles click here

Want a quick insight into how your colleagues, team, reports, clients, stakeholders are in a conversation or meeting, in-person or virtual? Use the Good day Bad day chart. Simply, without overthinking, tick the characteristics that you think or feel describe each person including yourself.

The important question to ask is what had triggered the behaviour characteristics on that day, in that moment, for that meeting? How can you flip anyone who is showing Bad day characteristics into Good day?

Communication should be so easy however we often feel or think without any way out we are:

  •  Stuck in the middle of …
  • Backed into a corner about …
  • Up against it ….
  • If only they’d …
  • On the edge of ….
  • When I … then I’ll ….
  • Want to be at the cutting edge but …
  • Urgently need that competitive advantage in order to …
  • Invoke the power of the ask, I couldn’t because …

By understanding your behavioural preferences,  both natural and adapted, you can easily 180 each one and change the outcome.

Career Progression and Development

What will make the difference and make you stand out from the crowd?

How to get your ability, potential, achievements recognised? What indeed makes the difference that makes the difference?

Obvious. Is it you wonder? Certainly.

Revolutionise how your career portfolio is seen, how it presents Brand You. Choose to plan your professional development rather than let it happen. Ace it.

What sabotages our professional development?

We fail to plan. We leave it to chance that someone will plan for us. We put it off and then it’s too late. We forget to have our Brand Me consistent, in alignment, reflecting all about us accurately and clearly. We make assumptions. We leave our confidence on the shelf. Our communication skills are a tad rusty. In fact all our soft skills need a reboot. We have our foot on the accelerator at the same time with the handbrake firmly pulled on.

What on earth will be the difference that will make the difference? Choose to work with Halina to help you deliver remarkable results. In preparation check this out.

Professional Development plans

Benjamin Franklin is reported to have said “If you fail to plan, you plan to fail“.

Making the assumption that everyone will know what you want in your career is a mega mistake.

You need to tell people what you want to achieve. You need to tell yourself what you want to achieve and by when. Not only that you need to write down what you want to achieve and by when.

The Professional Development Plan (PDP) gives guidelines on how to do that. Important step is to decide what will be the hard evidence that will incontrovertibly prove that you have achieved your desired goals. What will people notice that is different. What will you notice that is different. Keep a record. Great content for that annual appraisal so that you can evidence your achievements.

Check out these Case Studies to be inspired by how others have developed and progresses their careers