Update on ‘Purposeful Discussions’

I have just finished the final manuscript of my fifth book, “Purposeful Discussions” and sent it to my publisher, Troubador Publishing.

Jeremy Thompson and Hannah Dakin are truly excited to be working with me on book number three through their publishing house, I must say working with Troubador has really been a seamless process, a truly great and committed team.

Hannah recently quoted ‘Geoff is back with a brand new book, Purposeful Discussions — which is divided into three sections (Communications, Strategy, Business Development and Life Growth) making it easier for readers to locate the material most relevant to them.

The book has been written in the hope to help individuals have a better understanding on a range of subjects — whether that be those who are a part of a company/organisation, to students and any aspiring individuals. It’s always a pleasure to work with Geoff and at Troubador Publishing we very much look forward to working with him again on, Purposeful Discussions!’

I have produced a new video: ‘The Pathway to Purpose and why my new book ‘Purposeful Discussions’

We have arranged an exclusive event on March 19th 2020 which incorporates the launch of the book in Central London, I am looking forward to introducing our distinguished guests to “Purposeful Discussions”!

“Purposeful Discussions” has been written as a natural next step to ‘Meaningful Conversations’, across four of the most passionately debated subjects in business and life today:

Communications, Strategy, Business Development and Life Growth.

In February 2014, I set out as an author with my first book, “Freedom after the Sharks”, to write a weekly blog across a variety of subjects and foremost about people in business, opinions, research and tips, advise on some revelations, past and present.

“Purposeful Discussions” is now my fifth book in a series of books that provide purpose-driven outcomes in support of some of the most talked-about subjects in life today. This book demonstrates the relationship between communications (human 2 human), strategy and business development and life growth. It is important to understand that a number of the ideas, developments and techniques employed at the beginning as well as the top of business can be successfully made flexible to apply.

This book provides a holistic overview of the essential leading methods in these areas. It can be viewed as a hands-on guide or as one person described in an Amazon review from my last publication “Meaningful Conversations”: ‘What makes a book remarkable, useful and meaningful for professionals? Well, read (not only once) Geoff’s masterpiece and you will understand. This book is my “win book” from so many aspects‘.

Each person, no matter their age, occupation or place in the world has a tremendous story to share. A vast tapestry of experiences, truths & pearls of wisdom lies in the vault of the mind, waiting to be unlocked. It takes the slightest intuitive spark to get us talking about our inner lives, the details and dynamics of being human. We are all aware of how important technology is in our lives and keeping our individual worlds connected.

We need to explore new and creative ways of listening, engaging, working together, learning, building community and being in conversation with the other. We are more connected than ever through technology and at the same time the disconnect with ourselves, others and our environment is growing. We need Purposeful Discussions to help us reconnect, going beyond our egos and our fears to build strong relationships, communities, networks and organisations, so that through collaboration we can begin to co-create a more sustainable future.

Readers will gain insights into topical subjects, components of Communications, Strategy and Business Development and Life Growth, including a wide range of tips, models and techniques that will help to build strong and effective solutions in today’s business world.

As Richard Cohn once said:

“Our lives are measured in choices we have made along the path we call living, each compass point, a possibility, each step, an opportunity, seemingly random, each decision moves us inexorably in a direction both unknown and yet somehow familiar for upon reflection, the strength we find in choosing, or the surrender of letting all unfold leads us to the place we started from when we made that first choice to be here again.”

The book, therefore, covers all the essential components of Communications, Strategy and Business Development and Life Growth, but ensures that they are described in an engaging, enjoyable way with clarity.

I’m truly excited to share the new book covers with you! Jeremy and his committed team at Troubador Publishing have been amazing, and working hard on delivering the final book, not only across the design, content and editing the book, but also by putting the sales-pages ready!

Purposeful Discussions will be available in e-book/kindle, paperback and hardback formats.

Writing has changed my life. I have always believed that it is your right to speak truthfully in all matters that concern you and to speak from the heart.

It has been an overwhelming experience to receive emails and phone calls from people across all walks of life wanting to share their experiences, their story. Entrepreneurs, business people, students, children, and universities and charitable causes have approached me for keynote sessions, general advice, and inspirational leadership.

I have been overwhelmed with inquiries but will continue to expand and express the journey that each and every one of us deserves.

Every audience has a different dynamic, a different rhythm, and a different reaction. The audience wants, needs, and expects pertinent, real-life information to enhance and support their lives and importantly what they’re facing. I believe it was my destiny in life to push things to the limit. You only get one chance to make an impression. I gave blogging and writing books every opportunity I had of the events that took place for what I believed to be right and true.

In life you survive. You move on but with a purpose and now ‘Purposeful Discussions’

I will be making periodic updates on the progress of my new book, and invite you to read my new tome on its release.

I do hope my book will provide you with a better lens to understand the opportunities and challenges ahead, that you feel better able to chart your course for change and fulfilment of your dreams, desires and aspirations.

If there is any question I can answer for you please leave me a note or send me an email.

Why emotional intelligence is leadership, team spirit and company culture

As all leaders experience the highest of highs and the lowest of lows, you will know you have been tested in ways that you never expected. And yet, somehow, we all prevail. Despite the frustrations, anger and fear, you will have learned a lot about yourself. You will be forced to recognise your own weaknesses and eccentricities, and discover reserves of strength that you had not known existed. In the process, you will become less judgmental and more accepting of yourself and of others.

No matter how large or small a company is, teams are vital to businesses these days, allowing them to maximise productivity and profitability when operated effectively. As such, it’s absolutely imperative for employers to nurture team spirit in the modern workplace.

That being said, employees should make the effort to connect with their team as much as possible as well. A genuine sense of camaraderie not only improves the morale and general mood of each individual member of staff but similarly helps them feel like an integral part of the organisation.

A united team’s greatest strength is undoubtedly the combination of skills present in collaborative environments with engagement into the company vision and mission. With a broader range of abilities and knowledge at the employer’s disposal, businesses can be more flexible, taking advantage of the greater number of opportunities open to them as a result. Close-knit teams are also better equipped to deal with individual shortcomings; for instance, if during the course of a project it emerges that a team member is lacking in a particular area, a strong bond makes it easy for the individual to simply defer to a colleague for support.

Likewise, working in a collaborative environment alongside trusted companions makes it easier for employees to discuss any ideas they might have for improving the firm’s operating practices, or even ask for assistance if they’re struggling personally or professionally.

Team spirit often produces a healthy dose of friendly competition; not in the sense that each individual is trying to outperform their colleagues, rather, as the group contribute to the overall success of the company, team members will work assiduously to avoid being seen as the weak link in the chain. Conversely, innate trust in a co-worker’s abilities enables one to concentrate fully on one’s own tasks and responsibilities, without fear of interruption.

Contented employees that are able to participate in traditional team-building exercises tend to be less stressed than more isolated workers, resulting in increased productivity, and a tighter connection between individuals; understandably, these effects are amplified if regular social outings are arranged. In addition, office disputes will be easier to resolve when team members feel able to communicate their grievances with each other openly, especially when there’s a professional and personal association.

From a practical perspective, cohesive team units often correlate with low staff turnover rates, saving the business money in a number of ways. For starters, as these employees are much happier in their work, businesses are spared the hassle of replacing staff on a regular basis; often a costly and time-consuming process. Furthermore, with fewer new starters each year, the company can save money on training staff and reduce the impact such transitional periods tend to have on productivity.

Company culture is an integral part of business. It affects nearly every aspect of a company. From recruiting top talent to improving employee satisfaction, it’s the backbone of a happy workforce. Without a positive corporate culture, many employees will struggle to find the real value in their work, and this leads to a variety of negative consequences for your bottom line.

According to research by Deloitte, 94% of executives and 88% of employees believe a distinct corporate culture is important to a business’ success. Deloitte’s survey also found that there is a strong correlation between employees who claim to feel happy and valued at work and those who say their company has a strong culture.

There’s a reason why companies who are named as a Best Place to Work see so much success. These organizations tend to have strong, positive corporate cultures that help employees feel and perform their best at work. Research gathered by CultureIQ found that employee’s overall ratings of their company’s qualities – including collaboration, environment and values – are rated 20% higher at companies that exhibit strong culture.

But why is corporate culture such an important part of a business?

The culture factor – 8 types of company culture

The 8 Types of Company Culture

A great quote we have all heard time and time again is: ‘No man is an island’, especially in a business organisation. Everyone in the organisation needs someone else’s help sometime or another, either as part of the regular workflow or during emergencies.

Whether it’s the CEO or the cleaning lady, every person in an organisation has to consider himself or herself as part of a team in order for a business to function smoothly. The moment a “That’s not my job!” attitude appears, you have the makings of a dysfunctional organisation and a decline in team and company performance

What Creates a Team Environment?

Creating a team environment in a company does not come easy. To effectively build teams, it is important to remember that:

Teamwork is based on a company’s culture. Companies that encourage open, honest communication and foster employee interaction are in a better position to have good teamwork among employees.

Team spirit comes from the top. Building effective teams with the right attitude emanates from the highest levels of an organisation. Only by flattening the traditional organisational pyramid can one expect to instil the right team culture.

People must fit the culture. Some people are team players and some are not. It’s partly a question of personality and partly a matter of training. One person in the team with the wrong attitude can undermine the effort of the entire team. Hiring only people with the right traits for teamwork is crucial in building effective teams.

Leaders that develop great teams around them have two things that they do well:

• they have a lot of emotional intelligence and
• are able to provide a clear vision for the team.

Well, you are probably wondering what the team members need to have:

The team members themselves also need to possess high emotional intelligence so that they interact with each other with the least amount of friction.

The importance of teamwork is essential in today’s multidisciplinary world. In the past, during the industrial era when most jobs were represented by people on a manufacturing line doing one thing all day – teamwork wasn’t as important as it is today.

When emotional intelligence first appeared to the masses, it served as the missing link in a peculiar finding: people with average IQs outperform those with the highest IQs 70% of the time. This anomaly threw a massive wrench into what many people had always assumed was the sole source of success—IQ. Decades of research now point to emotional intelligence as the critical factor that sets star performers apart from the rest of the pack.

Emotional intelligence is the “something” in each of us that is a bit intangible. It affects how we manage behaviour, navigate social complexities, and make personal decisions that achieve positive results. Emotional intelligence is made up of four core skills that pair up under two primary competencies: personal competence and social competence.

At a recent World Economic Forum it was stated in a report named ‘The Future of Jobs’ that in 2020, the core skill sets in highest demand will be complex problem-solving skills and social skills, including emotional intelligence.

In today’s knowledge economy, most of our jobs involve interacting with others that are not even in the same line of profession. The need for effective teamwork is critical for any business.

The ability to simultaneously perform as an individual and together with your colleagues or employees in effective teamwork is key to attaining growth and success.

In every aspect of a business, the diverse skills of teams are needed for reaching success. Make use of every opportunity you have to engage in teamwork so you develop effective communication skills.

Steve Jobs changed the whole pattern of living with his innovative and creative mind. However, without his team of hard-working professionals and their abilities, his innovations would not have reached the hands of so many people around the world.

In effect, teamwork is important and essential in order to accomplish the overall objectives and goals of an organization.

The following 5 reasons summarise the importance of teamwork and why it matters to you:

• Teamwork motivates unity in the workplace

A teamwork environment promotes an atmosphere that fosters friendship and loyalty. These close-knit relationships motivate employees in parallel and align them to work harder, cooperate and be supportive of one another.

Individuals possess diverse talents, weaknesses, communication skills, strengths, and habits. Therefore, when a teamwork environment is not encouraged this can pose many challenges towards achieving the overall goals and objectives. This creates an environment where employees become focused on promoting their own achievements and competing against their fellow colleagues.

Ultimately, this can lead to an unhealthy and inefficient working environment.

When teamwork is working the whole team would be motivated and working toward the same goal in harmony.

– Listen to our teamwork fundamentals audio course:

• Teamwork offers differing perspectives and feedback

Good teamwork structures provide your organization with a diversity of thought, creativity, perspectives, opportunities, and problem-solving approaches. A proper team environment allows individuals to brainstorm collectively, which in turn increases their success to problem solve and arrive at solutions more efficiently and effectively.

Effective teams also allow the initiative to innovate, in turn creating a competitive edge to accomplish goals and objectives. Sharing differing opinions and experiences strengthens accountability and can help make effective decisions faster, than when done alone.

Team effort increases output by having quick feedback and multiple sets of skills come into play to support your work. You can do the stages of designing, planning, and implementation much more efficiently when a team is functioning well.

• Teamwork provides improved efficiency and productivity

When incorporating teamwork strategies, you become more efficient and productive. This is because it allows the workload to be shared, reducing the pressure on individuals, and ensure tasks are completed within a set time frame. It also allows goals to be more attainable, enhances the optimization of performance, improves job satisfaction and increases work pace.

Ultimately, when a group of individuals works together, compared to one person working alone, they promote a more efficient work output and are able to complete tasks faster due to many minds intertwined on the same goals and objectives of the business.

• Teamwork provides great learning opportunities
Working in a team enables us to learn from one another’s mistakes. You are able to avoid future errors, gain insight from differing perspectives, and learn new concepts from more experienced colleagues.

In addition, individuals can expand their skill sets, discover fresh ideas from newer colleagues and therefore ascertain more effective approaches and solutions towards the tasks at hand. This active engagement generates the future articulation, encouragement and innovative capacity to problem solve and generate ideas more effectively and efficiently.

• Teamwork promotes workplace synergy

Mutual support shared goals, cooperation and encouragement provide workplace synergy. With this, team members are able to feel a greater sense of accomplishment, are collectively responsible for outcomes achieved and feed individuals with the incentive to perform at higher levels.

When team members are aware of their own responsibilities and roles, as well as the significance of their output being relied upon by the rest of their team, team members will be driven to share the same vision, values, and goals. The result creates a workplace environment based on fellowship, trust, support, respect, and cooperation.

Final thought, without the ability to effectively work in a team environment, you could delay the success of developing, formulating and implementing new and innovative ideas. The ability to problem solve is reduced, as well as the attainment of meeting goals and objectives, in turn, limiting the efficiency and effectiveness of growing a successful company is hindered

No matter how much they want to be part of the team, some will always find it difficult to work collaboratively, whether that’s due to a lack of confidence, a clash of personalities, or simply that an individual prefers working alone.

Fortunately, most people – even those who’d describe themselves as shy – can succeed in a team environment given enough time, enjoying the benefits of a happier and more fulfilling working life.

One of the most important roles a leader has is creating a positive culture. Be sure to cultivate a positive culture that enhances the talent, diversity and happiness of your workforce. Building a unique, positive culture is one of the best – and simplest – ways to get your employees to invest their talent and future with your company.

As Paul Ryan once said:

‘Every successful individual knows that his or her achievement depends on a community of persons working together.‘

The 4th industrial revolution debate across Autonomous Leadership

I recently had a very interesting conversation with a PhD in behaviour science – we were actually debating the issues and positives across micromanagement, after he had read my blog, ‘Is micromanagement delusional or can it be effective’, whilst I wrote this blog back in 2015, there currently appears to be much discussion around leadership and the 4th industrial creation of autonomous leadership, some genius believes autonomous leadership is the answer to ineffective leadership.

I thought it was time to refresh my thinking and look into the negatives and positives, and why autonomous leadership should be deployed across business.

Most leaders want employees who take the initiative, get involved, make decisions and generate ideas. In fact, because your team is likely made up of educated, competent, seasoned employees (some of whom you may have hand-selected), it’s natural to expect that they would need a little direction to take the proverbial ball and run with it. You have a vested interest in their success because, when your team performs well, everyone wins.

Likewise, employees of all generations share a desire to work autonomously toward the communicated vision. No one wants to feel as if they’re operating under someone else’s thumb, especially team members who are smart, ambitious and motivated.

If autonomy is an essential ingredient for promoting employee engagement and motivation, and given that both leaders and employees desire empowered environments, what keeps leaders from encouraging self-sufficiency in their employees? The short answer is a skewed perception of reality.

The breakdown often begins when leaders don’t see their employees making decisions and taking action quickly enough, or in the same way the leader would do it. In this situation, you understandably might question the motivation behind the employee’s lack of autonomy. Some executives I’ve coached have told me they wonder if their employees don’t care, if they’re not ambitious or competent enough to do the job. They often assume their employees need or want more direction because they seem to require help or feedback before moving forward. In other words, leaders often feel the problem is with their employees, not them.

Autonomy in the workplace is hard to implement and easy to abuse. It requires managers and employees to trust each other and communicate on projects, which can be challenging in their own rights. Too often, a communication breakdown leads to micromanaging or missed deadlines.

By tapping into information-sharing channels and mutual trust, it’s possible to increase team autonomy in the workplace. Here are a few examples of companies channelling information well and how employees become more autonomous because of it.

Many leaders instinctively want complete visibility of their team.

This is a recipe for micromanagement.

Interesting statement by Dr David Rock from The NeuroLeadership Institute, when he said: “Although we may not think about it often, everyone experiences the workplace as a social system. People who feel betrayed or unrecognized at work, experience it as a neural impulse, as powerful and painful as a blow to the head.”

He goes on to say that employees tend to limit their commitment and engagement if they feel undervalued. “They become purely transactional employees, reluctant to give more of themselves to the company, because the social context stands in their way.”

This type of situation can be the root cause of a low-performing team. Think about times that you have been part of such a team. It quickly demotivates everyone, plus rectifying the situation is very difficult once it takes hold. Your managerial challenge is to provide conditions where such a situation is less likely to happen, and giving the team a measure of autonomy in how to carry out their work is key.

Based on research and anecdotal evidence, there’s no denying workplace autonomy promotes employee happiness. A workplace survey by Gensler concluded that employees given more choices are more satisfied and higher performing than counterparts with fewer freedoms. Autonomy often inspires a culture of innovation, and allows employees an opportunity to become more self-sufficient. For executives, this means less time overseeing daily operations and more time focused on strategy and growth. But for a company that still hasn’t shifted to an autonomous environment, the idea of giving employees so much freedom can be a little unsettling.

Autonomy is quickly becoming the norm. Employees not only desire greater control over their work style and environment — they expect it. By exercising the above suggestions, you can help create a culture of freedom and choice without sacrificing efficiency, productivity and structure.

In order to make your team more autonomous, you need to establish communication and trust. Without communication, you’re leaving your employees without a safety net while your employees are working in isolation

Let’s look at some of the disadvantages of employee empowerment:

Lack of experience increases risk

While the handing down of responsibility promises to improve speed, agility and productivity, a concern is that decisions are now being made by less experienced and less expert personnel. This can increase the number of mistakes made and put reputation at risk.

The risk of work practices falling into chaos must be tackled by proper training, and by ensuring that supervisors maintain organizational standards. These standards must incorporate an organization’s values and beliefs: care must be taken that employees do not work in accordance with individual values that may be divergent to the corporate mission and vision.

Potential for decreased efficiency

When people are given the autonomy to make their own decisions, those decisions cease to be uniform. This lack of coordination can lead to problems down the line.
It is also the case that autonomous employees may decide to work slower on days when they feel distracted or lack the energy to forge ahead. Where some workers are performing more productively than others, without being rewarded for doing so, internal friction can increase. If not dealt with, this can cause confrontation or a spiral to the bottom as all workers decide to work at the pace of the slowest and least productive team member.

Failing relationships

Empowerment inevitably leads to a flatter, more streamlined management structure. The risk here is that professional relationships become blurred, and boundaries of authority become broken. This might require greater control over employees, not less.

Accountability issues may arise, leading to a blame culture that, if left unchecked, will lead to further discontent and an environment of mistrust. In such a situation, it is likely that employees will decide to take less responsibility for fear of repercussions should things go wrong.

Poor decision-making
If a team lacks the individuals with skills commensurate to the project, tasks, and work required, decision-making will be poorer. This will be to the detriment of the organization, as poor solutions lead to decreasing productivity and internal conflict.

Are you really a leader if nobody is following?

As a leader, you should have an element of magnetism to your style. What do I mean by that? I mean that people should be drawn to you; they should want to be around you – by choice, that is, not because it’s their job to take your direction. The greatest leaders have a natural following of people that are pointed in the same direction; people that want to accomplish the same goals; people that want to be on your journey!

These relational principals apply across the board. Just because you’re in a leadership position doesn’t mean that you’ve attained perfection. You’re human. You’re going to make mistakes. You’re going to have questions, and people will respect you more for owning that. Your transparency and honesty open the doors for you to engage others and rely on their strengths and expertise. Your team will feel needed and valued by you, and they will likely jump into help compensate for your weaknesses.

In addition to being authentic about yourself, leaders should realise the importance of being open and honest about the state of their organization, current and future. Leaders should be clear and candid in their communication to give everyone an accurate assessment of what’s going on and what’s needed to improve. This openness and authenticity create understanding and direction, and it minimizes the chaos of uncertainty.

The truth of the matter is that we cannot all be the leader in charge.

The end result is that many people want to be led. They need someone who can be visionary and inspirational.

Perhaps there is some overlap with this and some of the other points already mentioned, but I thought it was important to say it in this particular way. The reason for that is because this puts the focus on understanding what your people need. To do this, you must get to know your people. You have to ask questions, listen and engage. This is a critical component to understanding people and meeting their needs.

Which brings me on to ‘we are a direct reflection of our experiences’ – the way we behave and not all organisational cultures are created equal. Your company’s behaviors and norms can be unhealthy and unsupportive. But take heart: your organisation has the power to build a high-performance culture. A high-performance culture has behaviors and norms that lead your organisation to achieve superior results by setting clear business goals, defining employees’ responsibilities, creating a trusting environment, and encouraging employees to continuously grow and reinvent themselves.

Employee engagement is a direct outcome of a high-performance company culture. Why? Because high-performance cultures clearly outline behaviors and norms that are healthy and supportive.

Employees clearly understand their culture and what is expected of them. They feel connected. They feel involved. They feel supported. And, therefore, they feel engaged. A company that takes its people seriously will have a business strategy, vision, mission and values.

It’s alarming to know that eighty-seven per cent of HR leaders state that company culture and engagement are their biggest challenges. It makes sense. There are several reasons culture and engagement are rising as relevant challenges for organisations. To start, employer branding has become more and more important. Employees are very much like customers. With the changes in the job market, employees have greater opportunities than they had in the past.

This puts employers in the position of having to actively attract employees, all while employees’ perceptions about work are changing. For the most part, employees no longer prioritise staying at a single job until retirement and instead are very uncommitted, they are more likely to choose a job that interests them and aligns with their own passion and values at a moment in time. Your organisation needs to regularly invest in culture to regularly see the resulting engaged employee base.

By providing training opportunities, the latest in technological advancements, managerial support, and an open mind about what makes a great workplace environment, companies can evolve to keep pace with employees’ expectations to really drive success. The key is that this is an ongoing process. Engagement doesn’t just happen – you have to focus employee needs over time and use that to drive a strong culture, a good way to achieve this is with an HR development plan, which has the engagement of senior leadership, management and the board of directors.

Final thought, by supporting people we employ or our family members to develop themselves so that we can each reach a state where we are conscious that the interior work is as important as our exterior communication skills.

By learning to deploy those skills to give individual context and insight to host other conversations, which would be vastly more helpful than the kind of conversation that happens in the superficial contextual layer.

We nominally share a language with others; sometimes not even that. Language isn’t helping us bridge the divide of ideological differences effectively any more. Embodied dialogue methods, like constellations and storytelling, can open new perspectives in people’s minds.

I am not convinced in my lifetime that an intuitive or compassionate AI, or robot will even come close to this objective, we need better leadership to drive home performance and growth outcomes, based around passionate, committed and determined humans.

A great quote by John Maxwell, where he states:

“If you are leading others and you’re lonely, then you’re not doing it right. Think about it. If you’re all alone, that means nobody is following you. And if nobody is following you, then you’re not really leading.”

Tequila and a very Meaningful Conversation with Michael

tequila

Tequila has never been a good friend to me and to be honest with you I have never really understood the drink, only to say occasionally an ice-cool margarita can be very inviting especially in hot weather.

If you’re anything like me, early memories of tequila drinking bring back foggy images of high school house parties a la Tom Cruise in “Risky Business.” Some of you might remember staring at the lifeless worm floating sadly on the bottom of a bottle, and wondered, who would drink that? Many of you still wince and cry, “It burns!”

On a recent visit to Oregon, my business partner and good friend Mark Herbert, decided to introduce me to Michael Bailey, who frankly is an expert in tequila. We arrived at Michael’s house, deep into the Mohawk Valley, where he showed us around his vast tequila collections, where this tequila cannot be purchased, my curiosity did get the better of me, there was no Patron tequila in his collection, not even Patron ultra-premium, no salt and no lime, just tequila.

Also, tequila does not have a worm in its bottle. The worm, or guano, is associated with mezcal. In the 1940s, a few brands started a marketing ploy attributing aphrodisiac and magical qualities to the worm and the person shooting it. As you can probably guess, ingesting the worm has no effect on desire, nor are fine bottles of either tequila or mezcal sold with a worm in it.

The word tequila comes from the Nahuatl (Aztec) language and translates to “the place where plants are harvested,” or possibly “the place where a lot of work is done,” according to Jose Maria Muria in his book, “A Drink Named Tequila.” And that pretty much sums up the sentiment behind tequila: A plant, a place and the people who make it, Michael believes that the word Tequila has a translation of ‘The Stone That Cuts’.

Michael started to discuss the subject of Hollywood actor George Clooney and his recent investment into tequila, ‘when George Clooney and Rande Gerber’s tequila company, Casamigos, sold for $1 billion last year, it begged the question: that there really so much money in tequila.

In the Guadalajaran skies, desert heat, verdant blue-green leaves, distilled down via an ancient recipe into a crystal-clear, power-punch of a spirit. The roots of our most beloved, hangover-inducing inebriant go all the way back to the 13th century.

Agave was an important part of life in pre-Hispanic Mexico: the dense fibres were perfect for mats, ropes, possibly wigs, but people also had another use for the plant: they loved to booze around with agave juice.

Pulque was their favourite drink, a fermented, milky coloured, yeasty agave juice concoction that pre-Aztec civilisations had the good sense to distil. North American fascination with tequila began during prohibition, and surfaced again in the Second World War when European spirits were hard to come by.

Agave – The Cultivation of the Tequila Tradition

The History of Tequila

The town of Tequila was founded in 1656 in what is now the Mexican state of Jalisco. It didn’t take long for tequila to be produced throughout the country and Jose Cuervo was the first to commercialize the product. The late 1800s saw the first exports to the United States and the following Mexican Revolution and World Wars added to the international popularity of tequila.

Tequila can only be made within particular regions of certain Mexican states. They include 124 municipalities of Jalisco (including the town of Tequila and the majority of modern tequila production), 8 municipalities in Nayarit, 7 municipalities in Guanajuato, 30 municipalities in Michoacan, and 11 municipalities in Tamaulipas.

Mark and I were hugely curious, sipping gently on our first Margarita, ‘so Michael how is tequila made?’

Good question guys, tequila is made by distilling the fermented juices of the Weber blue agave plant with water. The agave is a member of the lily family and it looks like a giant aloe vera plant with spiked barbs on the tips. After seven to ten years of growth, the agave plant is ready to be harvested and used in the production of tequila.

Underground, the plant produces a large bulb called a piña, which looks similar to a white pineapple. The agave’s spiky leaves are removed and the piñas are quartered and slowly baked in steam or brick ovens until all the starches are converted to sugars. The baked agave is crushed in order to extract the plant’s sweet juices, which are then fermented.

100% Agave vs. Mixto: According to Mexican law, all tequila must contain at least 51 percent Weber blue agave (Agave tequilana). Really good tequila, like the one you are drinking, is 100% Weber blue agave and will be clearly marked that way on the bottle. The law also requires them to be produced, bottled, and inspected in Mexico.

Tequila that is not 100% agave is called mixto (mixed) because it is blended with sugar and water during distillation. Mixto tequilas can be produced outside of Mexico. Until around the turn of the 21st century, mixtos were the main tequilas produced. Today, the majority of the tequila you will find is “Tequila 100% de Agave.”

Tequila is distilled in either pot or column stills until it reaches around 110 proof. The result is a clear spirit with a significant amount of congeners. These congeners are by-products of alcohol fermentation that are often thought of as impurities which may lead to more severe hangovers.

Some tequileros (tequila producers) re-distil the tequila to produce a cleaner liquor. Before bottling, the distillate is cut with water to obtain the bottling strength, which typically is around 80 proof, or 40 percent alcohol by volume (ABV).

Some tequilas are clear and are called blanco or silver tequila. Others take on a brown color due to one of two possible sources. Gold tequilas often get their colour from the addition of caramel or other additives. Reposado and añejo tequilas obtain their golden-brown colour from barrel ageing. Some tequilas are flavoured with small amounts of sherry, prune concentrate, and coconut, though these are not “true” tequilas, but “tequila products.”

The recipe for tequila is startlingly simple. All you need is agave, yeast and water, a few years for your crops to mature, oh, and a donkey or two. Jimadores (agave farmers) harvest the piña (heart) from the centre of the huge Weber blue agave at the perfect point in its life cycle (by all accounts, a rare, almost esoteric skill passed down through generations).

The piña is chopped up and gently steam-baked in a brick oven for a few days (or in an industrial pressure cooker for shorter cook time) and – slowly – the heart softens as the starch turns to sugar. The cooked piña is shredded like pulled pork, then crushed (often on a stone wheel, sometimes by donkeys) to extract the aguamiel, or juice, which is poured into heated wooden tanks.

The nectar ferments for a week or two – the yeast found naturally in the leaves of the agave plant is traditionally used to speed up the process – and then it’s distilled two to three times, water is added and it’s aged in wooden tanks or vats.

Each producer’s distillation process, ageing time and vessel give the tequila its unique flavour notes and aroma. It takes between 14 and 21 days to create the perfect white, clear-as-crystal tequila, while ageing the spirit for two months creates a pale gold tequila, drawing in some of the flavours and hues of the wood. Ageing the spirit from two to 364 days creates reposado (rested) tequila, and one year and beyond is known as anejo or aged tequila (and it’s delicious).

Before I make you both another Margarita, we are going to try all the 5 types (Tipos) of tequila, so you can fully understand the variables in taste, colour and quality of tequila, they are:
Blanco, Silver, or White Tequila (Tipo 1): Blanco tequila is a clear spirit that can be either 100% agave or mixto. These tequilas are “aged” — more like “rested” — no more than 60 days in stainless steel tanks, if they are aged at all. The unaged blancos give the drinker the rawest taste of agave available and have a notable earthy flavor that is distinctly tequila. If you have not tasted a blanco, then you are missing out on the pure taste of the agave plant.

Silver tequila is primarily used for mixing and is perfect for almost any tequila cocktail and often smoother than the gold tequilas shots. If you are looking for a quality, affordable, all-around tequila to keep in stock, a blanco is your best option.

Joven or Gold Tequila (Tipo 2): Joven (young) or oro (gold) tequilas are the ones that many older drinkers are familiar with, particularly if you spent any time doing tequila shots in the last few decades of the 20th century. Gold tequilas are responsible for many bad tequila experiences and were the most widely distributed in the U.S. during that time.

These are often unaged tequilas that are typically mixtos and have been colored and flavored with caramel, oak extract, glycerin, syrup, and other additives. While many gold tequilas leave something to be desired in comparison to the other classes, there are now a few decent bottlings available. If you are going to drink a gold tequila, stick to heavily flavored cocktails or (if you must) shots.

Reposado Tequila (Tipo 3): Reposado (rested) tequilas are aged in wood casks for a minimum of two months and many are aged from three to nine months. The barrels mellow the flavors of a pure blanco and impart a soft oak flavor to the agave as well as giving the tequila its light straw color. It has become popular for distilleries to age their tequilas in used bourbon barrels, which adds another dimension to the finished taste.

A little more expensive than blancos, reposado tequilas are the middle ground of the three main types found that are now pretty standard in a brand’s tequila line-up. They are versatile enough to be used in a great number of tequila cocktails, particularly those that have lighter flavors like the margarita or tequini. Reposados also make great sipping tequila.

Añejo Tequila (Tipo 4): Añejo tequila is “old” tequila. These tequilas are aged, often in white, French oak or used bourbon barrels for a minimum of one year to produce a dark, very robust spirit. Most añejos are aged between 18 months and three years while some of the best can spend up to four years in barrels. Many tequileros believe that aging longer than four years ruins the earthy flavour tones of the spirit.

Añejo tequilas tend to be very smooth with a nice balance of agave and oak. You will often find butterscotch and caramel undertones, which makes these perfect for sipping straight (chilled if you like) or for those really special cocktails.

You can liken an añejo to a high end brandy or whisky. Try these tequilas in a snifter to get a real sense of their aromas and flavours. As might be expected, añejo tequilas are some of the most expensive on the market, though there are many reasonably priced options available.

Extra-Añejo Tequila (Tipo 5): The change in the tequila market of recent years has led to the creation of a fifth type of tequila, which is labeled extra-añejo or muy añejo (extra-old).

These tequilas spend over four years in barrels and have a profile that rivals some of the oldest whisky you can find. Logically, the price of these tequilas reflects their extra time in the barrel and these are ones that you will want to save for straight sipping, enjoying every second of the experience.

Mark and I finished our last tequila with Michael, thanked him for a wonderful afternoon of tequila, home-made Margarita’s and phenomenal learnings, thankfully our taxi was on hand to drive us home.

So, what did I learn, one hundred percent agave tequila is made for sipping and savoring from a snifter, like a good scotch. No lime or salt is necessary to mask the flavor. (The more aged a tequila is, the more mellow the flavor, so opt for darker-colored añejo or reposado.)

After every sip or two you can dip a wedge of lime into a little salt and suck on it if you want to, but if you’re drinking mezcal skip the lime and opt for an orange slice instead.

If you find yourself at a great tequila bar that really means business, you can see if they have any sangrita, which is the only real “chaser” that Mexicans drink with tequila. It’s a sweet and spicy mixture of citrus juices, hot sauce, and sometimes tomato juice and/or Worcestershire.

It’s served in a small glass alongside the tequila, and when sipped in between sips of tequila, it cleanses the palate and highlights the tequila’s peppery and citrusy taste.

And if you’re looking to drink tequila in a cocktail, do as the Mexicans do and mix it with grapefruit soda (like Fresca) to make a refreshing Paloma.

Michael’s Margarita was super easy, delicious and possibly the best Margarita, I have EVER tasted, one part juice made from fresh oranges, one part juice made from fresh lemons, ice, Michael’s special tequila, ice and for taste coriander – AMAZING!

Statistics show that the United States is the largest consumer of tequila. In addition, the US demand for tequila is increasing year by year. Spain and Chinese demand for tequila are increasing at a very high rate.

Tequila has very strict requirements for raw materials. A mature blue agave requires a minimum of eight years, which limits the total production of tequila.

In 2017, the global tequila market size was 4.660 million US$ and is forecast to 6.360 million US in 2025, growing at a CAGR of 4.0% from 2018

Michael believes that tequila is a fine drink that enchants us all from the very beginning. It needs to have that certain ’WOW’ effect. It was very hard work, but at the end of the day there are many tequilas with an incredibly smooth finish. Like alchemists, you need to search for a tequila that when first sipped you will experience a magic moment.

As Rainbow Rowell, an American Author once said:

“Drinking tequila is more about the journey than the destination.”

Purposeful Driven Discussions with Mark Herbert

Every year, I travel to Oregon to visit my business partner, Mark Herbert, to discuss cross border challenges and to hold meetings with his team, my relationship with Mark and his team is a good example of a ‘special relationship’ that has grown from strength to strength over the last decade. We always discuss US to Europe and the effects on business and personnel who hold office.

Mark and I had quality time to discuss many subjects and in particular working in an increasingly fast-paced and ever-changing world, and the rationale behind my new book ‘Purposeful Discussions’.

Mark Herbert

We decided to take a road trip to the beautiful town of Brownsville, originally known as “Calapooya” after the area’s original inhabitants, the Kalapuya Indians, or “Kirk’s Ferry”, after the ferry operated across the Calapooia River by early settlers Alexander and Sarah Kirk.

When Linn County was created from the southern portion of Champoeg County on December 28, 1847, the Provisional Legislature named Calapooia as the county seat. Brownsville was named in honour of Hugh L. Brown, who settled there in 1846 and opened the first store. In the mid 1980s Brownsville assumed a modicum of international notoriety as the location set for the film ‘Stand by Me‘, directed by Rob Reiner. The film was shot in and around the community in June and July 1985 (and Richard Dreyfuss, whom I blogged about 2 weeks ago, plays in it).

It was a hot day driving through some of the back roads in Mark’s Porsche convertible, I started to ask Mark about purpose-driven outcomes in business, to which he responded: ‘Great subject Geoff, you could question to wonder too openly, or intensely, about the meaning of life sounds like a peculiar, ill-fated and unintentionally comedic pastime. It isn’t anything an ordinary mortal should be doing – or would get very far by doing. A select few might be equipped to take on the task and discover the answer in their own lives, but such ambition isn’t for most of us.

Meaningful lives are for extraordinary people: great saints, artists, scholars, scientists, doctors, activists, explorers, national leaders…. If ever we did discover the meaning, it would – we suspect – in any case, be incomprehensible, perhaps written in Latin or in computer code. It wouldn’t be anything that could orient or illuminate our activities. Without always acknowledging it, we are – in the background – operating with a remarkably ungenerous perspective on the meaning of life.’

I responded by saying ‘it is my belief that an important part of empathy is the ability to trust and be trusted. When your employees feel that you care, then you have earned their trust. If they trust you, they will take more risks with you and be more open with you. People will talk openly with you only when they trust you. As trust builds, there will be more sharing of information, feelings, and thoughts. The more you share, the easier it is to relate to one another. Building trust is something that takes time and effort. It involves both you and the other person in the relationship. The level of trust is what makes each relationship unique.

So how do you build a trusting relationship with someone?

Mark answered by exercising five ways to build trusting relationships:
1. Learn to trust others
2. Earn the trust of others
3. Share information, thoughts, and feelings
4. Show weakness and take risks
5. Be personable

It is true, if you want to develop your organisation’s culture around purpose, it’s hard to imagine anything more critical to your success than trust. Yet, unfortunately, trust is sorely lacking in workplaces in the US and Europe, if fact across the globe, reflecting society’s growing distrust of business, government and other vital institutions.

How big is the trust gap? I recently read The 2017 Edelman Trust Barometer, which found that just 37% of respondents find CEOs to be credible spokespeople, down 12% compared to 2016. Trust in employees is also falling. Edelman found that 48% of respondents found employees trustworthy, down from 52% in 2016. In fact, for the first time, a majority of global respondents say that they no longer trust “the system” – government, media, business and institutions – to work for them.

It’s clear there’s a crisis of trust brewing. Yet, there’s hope for companies that pursue purpose transformation, for it is only by being trustworthy that we can gain the trust of employees, customers and others who are invested in mutual success. In my continuing series of interviews around culture and purpose, I spoke with five experts on workplace relationships who shared their ideas on why trust is integral to purpose transformation.

Mark went on to say ‘organisations, values play another vital role’. “Values prevent teams and individuals from giving into that short term, numbers-oriented mentality, which is so prevalent in many publicly traded organizations,”. “We have to give up the notion that it’s okay for work to be unsatisfying; that it’s simply an obligation versus something we feel fulfilled and passionate about doing. We as individuals have to change our beliefs; that’s what really changes the organisation.”

The ability to trust your team to embody your values is the foundation for a successful purpose transformation. After all, you can expend a lot of energy defining purpose and values, but if you can’t rely on your team to embody them, then it won’t impact how teams interact with customers and each other, and it won’t impact how business gets done.

Values should drive decision-making, especially around hiring and retention. Organisations must hire people who believe in the organisation’s purpose, and who embody the values you want to see in the organisation.

I continued to question, ‘so how do you build a trust-based workplace? Mark responded, inspiring trust is about walking the talk and great storytelling, “As a leader, you build trust by making yourself available, listening to questions. You have to listen to your customers and your people, and recognise the questions people have.”

Final thought, it might not seem like trust would be such a crucial component of building a purpose-driven organisation. But in truth, it’s trust – between employees and managers, managers and executive leaders, and customers and those within the organisation – that gives purpose and values the power to transform.

To be successful in today’s dynamic business environment, leaders must work toward building relevance, managing business fundamentals with a balanced approach and guiding employees through open, two-way communication. Those leaders who leverage opportunities to adapt, innovate and learn can make ever-changing times invigorating and advantageous for themselves, their employees and their organizations.

A great quote by Howard Schultz sums up our thinking on this incredible roadtrip, when he said:

“When you’re surrounded by people who share a passionate commitment around a common purpose, anything is possible.”

The extraordinary life of Richard Dreyfuss and why the need for a human interaction

Richard Dreyfuss

I had the great fortune to see Hollywood legend Richard Dreyfuss at the Cadogan Hall – Chelsea, London recently and what a huge inspiration this incredible man is, he is so much more than his accolade of movies from Jaws to Daughter of the Wolf.

This close encounter with Dreyfuss was billed as an intimate evening with a living legend. This opportunity to see Richard Dreyfuss, the engaging actor known for his roles in the Spielberg films ‘Jaws (1975)‘ and ‘Close Encounters of the Third Kind (1977)‘ (and a hundred other films).

At just thirty-one, Dreyfuss already has been seen in three of the biggest-grossing films of all time: ‘American Graffiti (1973),’ ‘Jaws’ and ‘Close Encounters of the Third Kind.’

He has always wanted to be an actor, and has always been, according to nearly everyone he’s ever known, geared for success. Now he is all but synonymous with the word. After only seven features, he received his industry’s highest accolade when he won the Oscar for Best Actor of 1977 (over Richard Burton) for his performance as Elliot Garfield in ‘The Goodbye Girl (1977)‘.

Video bio of Richard Dreyfuss:

Dreyfuss noted that he enjoyed working with Spielberg, “who understands the acting process.” Not every director does.

But within a minute, the conversation turned unexpectedly to Dreyfuss’ true passion these days: the need for civic education in America.

We have managed to disconnect education from preparation for the rest of your life. We are addicted to immediate gratification, removed from the necessity to take time for decision making, for rumination and contemplation, thinking things through. Under the Bush administration, Bush said: ‘Thinking things through is for sissies.’ Education is horrible in the United States.

Dreyfuss’ passion is such that he recently spent four years studying at Oxford, to prepare for his project to instil civic education in American schools. Already he was speaking to schools in Texas and California, to propose his civic-centric curriculum, entitled “The Fourth Branch”, which includes American history, the importance of dissent and debate, and civic clubs, for the purpose of reinforcing Enlightenment values.

An incredible and extraordinary man to see, earnest and modest at the same time, with his famous laugh coming to the surface ever so often, Dreyfuss himself interestingly enough had no formal education after high school, clearly an issue for him, as he came back to this point often.

“Why did I become an actor?” he said. “Because it is not one of those artistic professions that requires training. You do it spontaneously, in the present. You can’t go to class and learn to become a better actor. Plus with acting you are saved the frustration of making mistakes on paper, then ripping the page from the typewriter,” he imitated, in his lively way, a hand pulling out the ream.

Dreyfuss perceives a distinction between the gift for expression on paper and that for live expression. As a child, aged nine, he already had the confidence that he had the latter gift. “I was certain I would become a successful actor,” he stated firmly. “Certain. 100 percent. I didn’t want to be one, I was going to be one.” He grinned and gestured to his chest. “I was built for the hunt!” Already, in his family, he always liked be the “spectacle,” vying for this position with his siblings and cousins.

Dreyfuss continued to reiterate the need for better human connection, to the point of using film as the medium for accomplishing this fact.

Richard Dreyfuss

Humans are born wired for connection – it’s in our DNA, as strong a need as food, water and warmth. And if you look at a new-born baby, that makes sense. Unless babies successfully attach to their mother, they won’t be able to survive – human infants are born completely helpless, so we are entirely reliant on our caregivers. A loving, secure relationship is literally a matter of life and death for babies.

So, in our brains is an ‘attachment system’, which gives us a magnetic attraction to others – (usually) first mum, then dad, siblings, grandparents, aunts and uncles, school friends, teachers, adult friends, colleagues, mentors and later romantic partners and our own family, when the whole cycle starts over again.

Jeffrey Young, the founder of schema therapy, understood this need for attachment – that’s why it is one of the core developmental needs he identified in all children (along with the need for safety and protection; to be able to express our feelings and emotions; spontaneity and play; and boundaries/being taught right from wrong).

Another psychotherapy pioneer to understand this fundamental need was psychoanalyst John Bowlby, often called the ‘father’ of attachment theory. Bowlby realised that all children (and adults) need a secure attachment to their caregivers, especially mum. If we are lucky enough to develop this secure attachment in infancy, this ‘attachment style’ will remain constant throughout our lifetime and help us form strong, stable, loving relationships with friends, romantic partners and then our own children.

A strong culture is one where there’s trust, connection and belonging, among more. Without trust, you don’t connect with colleagues and without connection, it’s only a matter of time before any sense of belonging to that employer dissipates and you start looking for a job elsewhere — likely with a competitor.

One of the best ways to gauge whether there’s connection or not is to look at your meetings. Do the right conversations take place during those meetings, or, do people wait for the meeting after the meeting so they can get “real work” done? If it’s the latter, then you might want to consider strategies for building trust.

The Value of Human Connection—Unplugged | Kim Gemmell | TEDxChilliwack

Dreyfuss is an incredibly extraordinary individual, one that has an astute purpose in life and one that will continue to be transparent with the truth any why.

Final thought, I really love films. From science fiction to drama, almost all kinds of genres and sub-genres. However, the best aspect, which encompasses all forms of art, is the ability to create meaningful social connections through a shared experience, which as an author has been my mantra for writing.

Richard Dreyfuss

This is the power all art has and almost all art strives for. Art has been the glue that has held various human beings and various cultures together. Film has the power to express a culture’s ideals and shape them. Art, especially film, is important because it gives us the ability to form lasting human connections through by letting us share our experiences with each other, something that Dreyfuss shares in every film he has ever made.

In a world full of people, what can be more fulfilling than knowing how to form healthy relationships and establish deeper connections with those around us – to feel socially connected, especially in today’s increasingly isolated world.

A great quote by Richard Dreyfuss:

“We need to get back to reasoning and thinking things through. The future generation is being brought up in greed and without a true understanding of civics. There is no more emphasis on knowledge and time. As a society we need to process ideas and understand what certain principles.”

Determination and Perseverance: Keys to fulfilment

Determination and perseverance were a way of life for me growing up, some of you may of read my first book, ‘Freedom after the Sharks’. Each of us is, to some extent or other, a reflection of the experiences of our lives. However, whether and how we succeed is determined at least in part by how we cope with those experiences and what we learn from them.

Everyone has a story, despite difficulties in family life and professional setbacks, the journey to success is the learnings we all have, we all possess the determination, drive and skills to create a successful and happy life, the bigger question is if we choose to use these skills…..for the great of good.

Change has a funny habit of teaching you much about yourself; it goes to the core of your own weaknesses, strengths and eccentricities. Leadership forces you to stay true to yourself and recognize times when you are at your best and worst; the key is to stay focused and to make decisions that will look at continuous improvement. Even though this may be small, incremental change, it is positive change you can build upon even though you may be in quicksand.

Business has taught me much about life, learning and sharing knowledge and life stories with my employees and associates. My hopes, fears, beliefs, values and dreams were tested to the limit. I learned that only the difficult things in life truly bring satisfaction, and that achievement is proportional to the struggle needed to get there.

There is a great quote by Lao Tzu: “A tree beyond your embrace grows from one tiny seed. A tower nine-story high begins with a lump of earth. A journey of thousand miles starts with a single step.”

Taking the first step or leap of faith is hard. It involves risks, learning of new things and getting to know new people. Making sure the direction is right can also be trying. But when there is no step, your vision or dream will not come true.

Once you have made up your mind, take the first step, however small the first step is.

Each of us thrives on being successful and in doing so we often forget the difficulties lying in the path to success. We set targets and want to achieve them right away, but we are humans and may fall short on those goals.

Failure at the start can lead to frustration, and it shatters the self-confidence you had at the beginning. You might consider giving up on your dreams because you don’t feel like you can ever succeed in life.

Most of us are ambitious. We have hopes and dreams. We have big goals and fantasies of success. But there are not just big ideas and empty words. We work towards these dreams on a daily basis.

We fight, we struggle, and we make progress day-by-day. It’s not easy, but there’s value in what we are trying to achieve.

The problem is, we tend to lose steam as time passes. We start to falter in our devotion to a project and we arrive at a cross-roads where we consider giving up. This happens for a few reasons.
Success, despite the popular belief, is not a one-way path or a straight line.

It is a muddled road with various ups and downs, and you should navigate it with popular care. You might fall or get lost in your way. However, if you keep going, you will eventually reach your destination.

Have you ever wondered how some prominent personalities achieved great heights of success? What did those individuals do that set them apart from the rest of us? How did they stay positive, when faced with failure?

Determination and perseverance can be summed up to mean you are committed to your goal. Additionally, it enhances the goal’s value for you and intensifies your motivation level. It leads you to wonderful findings and broadens your knowledge about yourself and your goals.

It is a well-established fact that success is not achieved overnight. There is no such thing as getting rich fast successes in the world. The road to success is a slow and quite precarious journey at times. It takes hard work and time to build up and makes you solely responsible for your progress.

Determination and perseverance is a trait to the key to a successful life. If you keep determined long enough, you will achieve your true potential. Just remember, you can do anything you set your mind to, but it takes action, determination, persistence, and the courage to face your fears.

There are no guarantees in life and certainly not in success. The number of factors at play when determining success cannot be controlled. Things like luck, timing, people, and so on, are often out of our hands and that’s OK. Success shouldn’t be measured by the external value we gain from our endeavors, but instead on the internal benefit we receive from actually delivering on what we set out to do.

A quote from Theodore Roosevelt comes to mind when I think about the individuals who struggle for what they believe in:

“It is not the critic who counts; not the man who points out how the strong man stumbles, or where the doer of deeds could have done them better. The credit belongs to the man who is actually in the arena, whose face is marred by dust and sweat and blood; who strives valiantly; who errs, who comes short again and again, because there is no effort without error and shortcoming; but who does actually strive to do the deeds; who knows great enthusiasms, the great devotions; who spends himself in a worthy cause; who at the best knows in the end the triumph of high achievement, and who at the worst, if he fails, at least fails while daring greatly, so that his place shall never be with those cold and timid souls who neither know victory nor defeat.”

For any endeavor that you may start, always remember why you started, and use that to fuel your determination and perseverance to finish it. Whether it ends in victory or defeat, the simple act of trying, of not giving up, is what makes our work worthwhile.

I had the very fortune of learning more about myself by being put into adverse circumstances than I could ever have learned about myself from a psychometric test or a new Oxford business book; it was reserves of inner self and energy that made the journey possible.

The question is always: “How much do you truly want your dream and do you have the courage to pursue it?”

New book: ‘Purposeful Discussions’

Purposeful Discussions cover

‘Purposeful Discussions’ has been written as a natural next step to ‘Meaningful Conversations’, across four of the most passionately debated subjects in business and life today: Communications, Strategy, Business Development and Life Growth.

In February 2014, I set out as an author with my first book, ‘Freedom after the Sharks’, to write a weekly blog across a variety of subjects and foremost about people in business, opinions, research and tips, advise on some revelations, past and present.

‘Purposeful Discussions’ is now my fifth book in a series of books that provide purpose-driven outcomes in support of some of the most talked-about subjects in life today.

This book demonstrates the relationship between communications (human 2 human), strategy and business development and life growth. It is important to understand that a number of the ideas, developments and techniques employed at the beginning as well as the top of business can be successfully made flexible to apply.

It provides a holistic overview of the essential leading methods in these areas and can be viewed as a hands-on guide or as one person described in an Amazon review from my last publication ‘Meaningful Conversations’: ‘What makes a book remarkable, useful and meaningful for professionals? Well, read (not only once) Geoff’s masterpiece and you will understand. This book is my “win book” from so many aspects ‘.

Each person, no matter their age, occupation or place in the world has a tremendous story to share. A vast tapestry of experiences, truths & pearls of wisdom lies in the vault of the mind, waiting to be unlocked.

It takes the slightest intuitive spark to get us talking about our inner lives, the details and dynamics of being human. We are all aware of how important technology is in our lives and keeping our individual worlds connected. we need to explore new and creative ways of listening, engaging, working together, learning, building community and being in conversation with the other.

We are more connected than ever through technology and at the same time the disconnect with ourselves, others and our environment is growing. We need Purposeful Discussions to help us reconnect, going beyond our egos and our fears to build strong relationships, communities, networks and organisations, so that through collaboration we can begin to co-create a more sustainable future.

Paperback-cover (click to enlarge)

Continuing, 21st-century technology is making a huge impact on how the world does business and how we behave as humans, while it affords limitless opportunities, it’s also easier than ever before to lose track, fall into traps and stray off course through lack of control.

I’ve identified communications, strategy, business development and life growth as four factors that are vitally important and interlink seamlessly, and are essential for success and profitability in the business process.

This book provides a holistic overview of the essential leading methods of techniques. It will provide you with a hands-on guide for business professionals and those in higher education.

Readers will gain insights into topical subjects, components of Communications, Strategy and Business Development and Life Growth, including a wide range of tips, models and techniques that will help to build strong and effective solutions in today’s business world.

The terms ‘Communications’, Strategy’ ‘Business Development and Life Growth’ have become overused during the last decade and have become devalued as a result. In this book, I aim to simplify these terms and to re-value management and leadership by addressing topics and subjects in each distinctive chapter.

As Richard Cohn once said:

‘Our lives are measured in choices we have made along the path we call living, each compass point, a possibility, each step, an opportunity, seemingly random, each decision moves us inexorably in a direction both unknown and yet somehow familiar for upon reflection, the strength we find in choosing, or the surrender of letting all unfold leads us to the place we started from when we made that first choice to be here again.’

The book, therefore, covers all the essential components of Communications, Strategy and Business Development and Life Growth, but ensures that they are described in an engaging, enjoyable way with clarity.

Synopsis

The book is divided into three key areas: the first ‘The Importance of Communication’, the second ‘The Role of Strategy’, the third ‘Company Growth and Planning’, to make it easy to find the topics and material you need.

Each component is easy to locate by the titles of the short story at the top of the pages. Each chapter within the three components relates strongly to each other but is also interrelated to all the other chapters.

Those with interest in certain topics may wish to start at their area of interest first, while those who prefer to read the book from the first page to the end will proceed as they started, there really is a topic for everyone in the book.

History has proven that some of the most passionate, successful people are those who have sacrificed many of their needs to push toward one all-encompassing goal.

We all have different advantages, some based on good fortune and some based on choices we have previously made. We can only ever start from where we are. If we have the strength to play our hands, instead of questioning why we don’t hold different cards, then we can decide at any time to work toward doing what we love.

The important thing is to remember that so much is still possible. We all deserve to enjoy the way we spend our days. If we’re willing to dream, work hard, learn, and navigate uncertainty, we all have the potential to do it.

Hardback-cover: (click to enlarge)

Business professionals and individuals in the great challenges of today’s business world have renewed responsibility for what business does best; innovate, invest and grow.

Many people wait until circumstances force change and transformation, that can be radical and painful, this book will arm you with the tips, advise and techniques to provide fresh thinking to your everyday environment and to innovate your circumstances for a better environment, we are all extraordinary people and have the ability to share and provide wealth creation and richness to our surroundings, the question is how much do we want to be extraordinary?

This book has been written not just for people in a company or organisation, it is about helping and supporting understanding across a wide variety of subjects to anyone in life; students, budding entrepreneurs, business people and aspiring individuals.

I do hope my book will provide you with a better lens to understand the opportunities and challenges ahead, that you have a better understanding to chart your course for change and fulfillment of your dreams, desires and aspirations.

For more information on the release of this book, do visit www.purposefuldiscussionsbook.com

Emotional Intelligence and Your Survival through the 4th Industrial Revolution!

Many experts now believe that a person’s emotional intelligence quotient (EQ) may be more important than their IQ and is certainly a better predictor of success, quality of relationships, Meaningful Conversations and overall happiness.

I have written many blogs on the subject, some of my readers may even recall the balance of IQ vs EQ is it really necessary?

Emotion has long been something of a taboo subject in the workplace. It’s widely seen as inherently negative – it clouds decision-making; allegedly it’s a source of weakness; it should be left somewhere but certainly not at the office. But recent changes in business and the wider world have caused a seismic shift in how people view emotion and appreciate its power when used intelligently.

One of the root causes is that the composition of the workforce has changed vastly over a relatively short period. It has become far more diverse in terms of ethnicity, culture, religion, gender and sexuality. And a gap has opened up, especially between members of the older generations who run most organisations and the millennials and gen Z-ers who work for them when it comes to personal values and expectations of employment.

The Deloitte Global Millennial Survey 2019 has found that millennials (defined by the researchers as those born between January 1983 and December 1994) and gen Z-ers (born January 1995 to December 1999) are mistrustful of businesses that prioritise their own agendas over their impact on society.

Many respondents to the Deloitte Global Millennial Survey said they would cut immediate ties with any company that didn’t share their values.
With the active rise of EQ, The World Economic Forum now considers EQ a crucial skill for the fourth industrial revolution, while research has always shown that EQ improves decision-making and morale in organisations.


The Fourth Industrial Revolution introduces integrated adjustments to the way we interact with the world around us, including new advancements like the Internet of Things, the Internet of Systems, artificial intelligence, and more. We’re looking at not just technological assistance, but a flourishing form of technological assimilation

Move over, IQ; it’s not just about increased academia anymore. The Fourth Industrial Revolution will change how we interact with one another in conjunction with our technology, and it requires that we reconnect with our EQ (emotional quotient). As AI begins to make its way into the decision-making processes of modern business, emotional and social intelligence become two capabilities that can’t be automated yet – so more Meaningful and Purposeful Discussions…….?

In fewer than five years, more than a third (35%) of skills considered important today will have changed, according to this REPORT by The World Economic Forum. Amongst cognitive abilities such as complex problem solving and critical thinking, emotional intelligence – often referred to as ‘street smarts’ – has been identified as a crucial social skill that will be needed by all.

The report, based on the opinions of chief HR and strategy officers from leading global organisations, suggests that seismic advances in technology including artificial intelligence, advanced robotics and machine learning will revolutionise the way we live and work. As a result, organisations and employees will be under growing pressure to upgrade and fine-tune their skillsets to thrive, or even survive, in what is being termed The Fourth Industrial Revolution.

It’s one thing to have complex thinkers with lightning-fast computational skills and incomparable technical abilities, but it’s quite another to have an intercommunicating workforce that’s situationally aware and adaptive.

Consider the example of FedEx, which took EQ to heart when designing its leadership program. By focusing on building emotional intelligence into its management team, the company has yielded an 8-11 percent increase in core leadership competencies. Employees also made vast improvements in their decision-making and influencing abilities and experienced a marked improvement in their quality of life.

According to The World Economic report, by 2020 there will be a greater bidding war for employees with social abilities including persuasion and emotional intelligence compared to more limited technical skills like programming or equipment operation and control. Furthermore, professions previously seen as purely technical will see new demand for interpersonal skills, such as being able to communicate data effectively. Emotional intelligence is likely to be a major deciding factor in who will be able to adapt and flourish in these new roles.

In his books, ‘Emotional Intelligence: Why It Can Matter More than IQ and Working With Emotional Intelligence’, Daniel Goleman presents five categories of emotional intelligence. To hire candidates who will thrive in your workplace, look for those who have a handle on these five pillars:

1. Self-awareness: If a person has a healthy sense of self-awareness, he understands his own strengths and weaknesses, as well as how his actions affect others. A person who is self-aware is usually better able to handle and learn from constructive criticism than one who is not.

2. Self-regulation: A person with a high EQ can maturely reveal her emotions and exercise restraint when needed. Instead of squelching her feelings, she expresses them with restraint and control.

3. Motivation: Emotionally intelligent people are self-motivated. They’re not motivated simply by money or a title. They are usually resilient and optimistic when they encounter disappointment and driven by an inner ambition.

4. Empathy: A person who has empathy has compassion and an understanding of human nature that allows him to connect with other people on an emotional level. The ability to empathize allows a person to provide great service and respond genuinely to others’ concerns.

5. People skills: People who are emotionally intelligent are able to build rapport and trust quickly with others on their teams. They avoid power struggles and backstabbing. They usually enjoy other people and have the respect of others around them.

Daniel Goleman on the importance of emotional intelligence

Effective leadership requires mastering and blending both left- and right-brain thinking.

Accenture recently conducted a research study across 200 C-suite executives from France, Germany, Italy, Spain, the United Kingdom and the United States which indicated that pushing the C-suite to find new ways to lead, grow and sustain their organisations, demands a new type of leader to engage passion, principles and capabilities. Their expectation? Leaders who have a strong balance across analytics-led and human-centred skills.

This approach blends what’s traditionally been considered “left-brain” (scientific) skills that draw on data analysis and critical reasoning with “right-brain” (creative) skills that draw on areas like intuition and empathy. Bringing the two together intentionally to drive deeper levels of problem-solving and value creation is critical.

But the majority (89%) of today’s C-suite leaders hold business school, science, or technology degrees and have honed “left brain” skills—like critical reasoning, decision-making and results-orientation. Numbers. Data. Stats. The science of management, rooted in reasoning and proof points. This has served them well, and these capabilities will always be vital. But they are no longer sufficient.

Final thought. As the pace of change continues to accelerate and we head towards the Fourth Industrial Revolution, being able to identify and anticipate future skills requirements will be crucial. Those organisations and employees who embrace and prepare for the changes will be the biggest winners.

Look around you: Tech is being transfused into the veins of every industry. You need to make an educated guess as to how — and which — new technologies could impact your business and then act.

Rapid disruptive change is inevitable, and the assimilation of technology into every aspect of modern business is unavoidable.

The question is whether today’s business leaders can remain competitive in a technological world that’s rapidly and exponentially evolving. The tide is rising on the Fourth Industrial Revolution.

Guest-blog: Patrick Bailey – Diversification vs. focus-driven

Patrick Bailey

Adversity of any magnitude should make us stronger and fill us with life’s wisdom, however, strength in any form is born from adversity – I wrote ‘Freedom after the Sharks’ from adversity and set up a business in the double-dip of 2008 and 2009, many people have done the same and it is almost a universal theme in the lives of many of the world’s most eminent minds.

As Michelle Obama once said:
‘You should never view your challenges as a disadvantage. Instead, it’s important for you to understand that your experience facing and overcoming adversity is actually one of your biggest advantages.’

Determination, resilience, and persistence are the enabler for people to push past their adversities and prevail.
Overcoming adversity is one of our main challenges in life.
When we resolve to confront and overcome it, we become expert at dealing with it and consequently triumph over our day-to-day struggles.

Have you ever felt that your world is starting to fall apart because of how life tends to bombard you with seemingly impossible challenges?
Have you ever felt helpless and would rather spend your days feeling like a solitary zombie while the rest of the world doesn’t even care that you’re this close to almost losing your sanity?
Well, you’re not alone and the good news is, there are ways to properly deal with and overcome these obstacles.

Reality has a way of reminding us that no matter how hard you try and how good you treat people, you will always have those days, those times when you think the world is against you. During these moments, you often have the urge to either shut down or finally give up and think of the most foolish remedies available to you – both can have long-term damaging effects on you, emotionally and physically.

Today I have the pleasure of introducing another Guest Blogger, Patrick Bailey, who is a professional writer mainly in the fields of mental health, addiction, and living in recovery.

He attempts to stay on top of the latest news in the addiction and the mental health world and enjoys writing about these topics to break the stigma associated with them. His website is: www.patrickbaileys.com

Patrick is going to discuss with us today “Diversification vs. Focus-Driven”

When the Tough gets going, remember this motto: ‘Hibernation is not Survival’

There’s a prevailing rule in a bear market, and that is to play dead when the stock prices are plunging.

After all, the market almost always corrects itself. Stocks operate on a cycle — sometimes up, sometimes down — except, of course, in cases when the economy is undergoing a recession.

Hibernation is different from inactivity, however. You just park your money in treasury bills or certificates of deposits for the moment.

But is hibernation a good tactic for your business during an economic slowdown?

Diversification vs. Focus-Driven

This has been the subject of debate.

Startups that manage to grow will often hit a fork in the road where they can no longer grow with their current set up.

Now, they have to make a choice: diversify their portfolio or bolster their product while they take a more focus-driven approach.

Instead of diversifying, they just ensure that their processes and workflow are more efficient, they automate to limit disruption and enhance the customer experience to guarantee client loyalty.

However, while you may see your bottom-line increase, it could just be temporary. That’s because you are not adding products or service value to your business.

Diversification doesn’t immediately produce results either. There’s no guarantee it will ever deliver the outcome you anticipate.

When the economy is in transition, you will find many competitors fighting over the scraps. This is a high-stakes game that could spell success or the end of your business. However, the alternative is no less disastrous.

The other option is not doing anything. When you pin the future of your company entirely on the hope that the economy will get better, you have the wrong strategy.

If you do decide to diversify, here are some quick tips to cut your risks:

  1. Don’t veer away too much from your core competency. Diversification doesn’t always mean being different. That’s oversimplifying its definition. Knowing your core competence will give you insight into how other capabilities tie together. Your main goal should be to create a new product or service that is still tied to your core competency in order to bring in new customers.
  2. Don’t forget your loyal customers. In fact, you need to align your strategies by boosting the value of your core business. You then retain the same customers and offer them another product that matches another — but still related — need.
  3. Put money into your marketing efforts. Ads and promotions are typically the first things to be sacrificed by companies that are scrimping on the budget. However, you need to make people aware that you have a new product. Even in an economic slowdown, people still buy. That’s consumer resiliency. You need to funnel these customers to your company by showing them that you are the answer to their most nagging questions.
  4. Timing is everything. Still aligning your diversification with your core competencies, you need to know when to change tack and when to sit it out. Before deciding to diversify, you need to bolster your core business to make sure you don’t lose focus. When the revenues have plateaued, then it’s time to shore up your business and add value by creating another product or service.
  5. Watch out for your cash flow. Revisit your inventory and your credit policies. When the times are tough, you may need to borrow in order to infuse new capital into your endeavors. However, no bank will offer you a lifeline when you have a shot credit and lousy financial prospects.

The Best Defense is a Good Offense

There’s a saying in sports and even in war: The best defense is a good offense.

This strategy will allow you to take back control of the situation. Rather than wait for the next hammer to fall, you change your approach and bring the fight to the enemy.

This is a scary part, especially when the economic landscape is very fluid. However, there are numerous success stories of businesses that found some opportunities when they decided to go on the offensive rather than wait the economy out.

Of course, there’s no guarantee that this result in a better outcome, but it’s a lot better than playing dead while you wait for the economy to turn.

Here are some quick tips on how to go on offense from defense:

  1. Diversify. If you are putting all your eggs in one basket, chances are you will lose money if most of them crack. Businesses that rely only on one product will be badly hit during a slowdown.
  2. Think outside the box. It doesn’t even matter if you are earning less with your new business than you were with the old one. Expanding your network is the only way to learn and earn. Step out of your comfort zone and attend some industry trade shows.
  3. Reinforce relationships. This is a good way to let your clients know that you can be trusted even when the times are bleak. Don’t cut corners on the quality of your work, and don’t use the economy as an excuse for missing deliveries. In the same vein, get in touch with your suppliers to reassure them that work will continue (although the volume likely will be down).
  4. Cut fat. Sometimes the only way to take flight is if your business isn’t as heavy. This is a good opportunity to revisit your operations and trim the fat. You will find that your employees won’t be inflexible when you institute changes. They know that the market is very challenging, and they will be more apt to help.
  5. Form an advisory board. It seems paradoxical to suggest this when the item above tells you to cut fat. But if done correctly, the board can become a rich repository of ideas with which you can follow-through as you go about diversifying your products and services.
  6. Automation and analytics. Automating your workflow can boost your efficiency. Big data analytics are already being used by companies in order to improve customer experience. Analytics will give you insight into the minds and behaviors of your clients. This, in turn, will help you come up with a product that truly addresses their needs.
  7. Ask for help. If you are a member of any industry associations, this is the right time to touch base. The government also has some assistance to offer — in terms of technology transfer or financial assistance — to help you keep your head above water.

Lastly, you need to understand that there’s life beyond your business. Too often, you see CEOs with failed marriages and broken families because they prioritized their careers at the expense of spouses and children.

You hear of executives becoming addicted to the drug fentanyl, heroin, or alcohol to help them cope. They equate the failure of the business to their value as an individual.

However, there are more important things in life than being a successful CEO.

Life is all about challenges. Life will push you down if you refuse to push back. It doesn’t matter how many times you stumble. What’s important is how many times you get back up.

Take advantage of the economic slowdown to take stock of what’s important to you.
Bond with the kids, rekindle the romance with your spouse, visit your parents and siblings.
You just might realize that it doesn’t matter if you see yourself as a failure; you will be a hero in your kids’ eyes.

You can contact Patrick Bailey:

Email: bailey patrick780 @gmail.com (remove spaces)
Blog: http://patrickbaileys.com
Twitter: https://twitter.com/Pat_Bailey80
LinkedIn: www.linkedin.com/in/patrick-bailey-writer