Human Resources Audit

Make sure your HR practices are legally compliant and that you are receiving the greatest return on your HR investment.  Our HR audit services can assist you to decide which HR practices and policies need to be modified to meet legal requirements and the areas that would be beneficial to enhance in order to assist your business growth and operations.  Whether you are seeking to reduce potential liability, ensure compliance or increase employee productivity, we can assist you with the best course of action to take.

 

What do we do?

We will conduct a thorough assessment of your current HR practices and then provide prioritised recommendations for enhancing your business in the areas of:

• Recruitment and Selection
• Staff Retention and Performance Development
• Transition/Change Management and Redundancy
• Termination
• Compliance
• HR Administration
• Work Health and Safety

Your business will benefit from our services if:

·         Your business has no HR department or trained HR resource

·     Your business has undergone a period of growth

·      Your business has had people performance issues (unfair dismissals claims, poor performers)

·      Your business has never received any professional HR advice or support

·      You find HR, Work Health and Safety and IR laws a bit confusing.

·      You are considering outsourcing  any aspect of your HR.

·      You want to find out if your business is compliant.

 

 

 

To find out more visit

www.leadershipmanagementsolutions.com.au

 

 

 

Why you need a business plan

How do you know your business is doing “fine” if you do not have a business plan? This is like a runner stating that he is “fast” when asked his running pace. Quality and success cannot be measured without having benchmarks and goals. A business plan provides both, allowing you to compare your outcomes to your goals. Without a plan, it is all too easy to keep moving the bar for yourself.

Business owners may neglect planning for a variety of reasons. They may dislike making decisions, or they may worry about how the plan will reflect their success. An owner may feel anxious about documenting (and making “official”) job descriptions, lines of authority, budgets, and marketing plans. An entrepreneur may dread such control measures, feeling that a business plan is just like having a boss! If you build a house without a plan, however, you may find yourself living in what looks like a child’s play fort. Every stage is based on a sudden inspiration, and your new home becomes “curiosity run wild.” A quality architect begins with his or her final product in mind. To build a secure business, you must plan.

70 to 80 percent of new businesses fail in their first year, and of those that continue past a year, only half survive to five years. In light of such daunting statistics, it seems foolish to take unnecessary risks – like failing to plan.

You may still be thinking, “I can’t make a plan, because things change too quickly.” Although constant change is inevitable in any business, a good plan can be your key to dealing with change. A good plan keeps you consistently moving forward – sometimes slowly, sometimes quickly, but without crashing!

While writing your business plan, you may feel frustrated. After all, you will be writing your goals, without taking immediate action to reach them. You must understand where you are and where you are going, before going anywhere. Writing a plan can be exhausting, too. I guarantee, however, your listless feelings will disappear, as your business transforms from “doing just fine” to “doing very well.”

Below are some questions to consider while developing your plan:
• Why do I want to start my own business?
• Have I found the right business for me?
• Who are my customers?
• What do these customers need that the market is not currently providing?
• How will I reach them?
• What will it take to reach them?
• How much will it cost to provide for their unmet needs?
• How much are they willing to pay to meet these need?
• Can I make money at this business?


Like to know how we can assist your business?  Visit www.leadershipmanagementsolutions.com.au

Employee Rewards Reap Results

The way you reward people forms an essential foundation for effective people management. Money is by no means the only motivator of people, but too little money demotivates powerfully. Studies have shown that material reward is far more powerful than monetary.

 

1. How To Determine Levels Of Reward

To determine how much reward is appropriate, consider the question what level of employee reward will attract, retain, and motivate people of the calibre that you require. If an employee does something that results in a one-time boost for the company, a one-time incentive is most appropriate.

 

2. Why Give Employees Added Rewards In Addition To Wages?

Keep in mind that the main reason why you are giving an employee reward is because you want exceptional results, not comparable performance. Exceptional productivity will more than cover extra pay.

- Employee rewards should be set for noteworthy achievements
- Rewards must be related to a particular completion of a given task
- Employees should be encouraged to express their recent achievements
- Ensure the employee knows they deserve it, it will have a great impresion on their personality

 

3. Employee reward should never be an alternative for a reasonable remuneration scheme

This type of award should not be set as an enduring option to stable income amendments when, in fact, these changes should be carried out for constant and regular completion of tasks, excellent execution, and notable modifications in conscientiousness, or enhanced assessment of a status. Remember that employee reward is a one-time incentive program; therefore, it should be set out clearly and must be understood well by the employees so that they will know where to stand.

 

4. Employee rewards should not reflect the impression that these are changes to one’s basic pay

It must be set out clear to the employees so that they will not expect anything more than what they have to receive. Make it apparent that the extra pay is for special achievement only and nothing else. Generally, employee rewards may be in the form of cash incentives or non-cash fringe benefits. It could even be something of no real financial worth such as a personal letter of commendation.

 

5. Reward By Volume

If you have to use a monetary type of employee reward, give reward based on results. This means that the employee gets a fixed amount for a specific amount of results. In theory, this gives the employee the best incentive to maximize output. In fact, employees tend to put a ceiling on their earnings and thus on their effort. Nevertheless, the key concept here is that the management should only give an employee reward that is tied to an individual achievement. The reward must be reasonably large to have value - no one likes getting an overly small reward as it could have the opposite effect and make the employee view the company as cheap or undervaluing them. Never reward an employee for what has been accepted as a sensible objective. It should be given for extraordinary achievements only.

 

Like to know more?  Visit www.leadershipmanagementsolutions.com.au

Employee Recognition - Build Bridges not Walls

Regular, one-on-one assessments with your staff provide an efficient two-way forum with which to set and review realistic achievement targets, provide feedback on performance, and listen to and consider any problems employees may have. For example, a sales executive may feel that he or she is under performing, when in fact sales targets have been set too high. During the appraisal, these targets could be reviewed and set at more realistic levels. After the goals have been met and the targets achieved, it is just and fair to recognise your employees effort in doing their best.

1. Why Employee Recognition?
This is where employee recognition takes centre stage. Through employee recognition, you give your staff the reason to go on, push a little harder, and achieve their dreams as well. You can do this by giving them better opportunities to prove themselves worthy of the job you gave them. Giving people new or better jobs shows that you recognize their achievements and encourages them to achieve further success. Rewarding exceptional performance also inspires colleagues to improve their contribution in the workplace. All of these boil down to the point that employee recognition is, indeed, a vital element in the company’s success.

2. Planned Employee Recognition
As its name implies, planned recognition is more of a pre-coordinated plan. Because of its frequency, the event may not necessarily be formal. Under this category, the most common employee recognition awards are customer service, attendance, outstanding achievements, employee of the month, productivity, and safety.

3. Immediate Employee Recognition
This method of employee recognition renders acknowledgement at any point in time for exhibition of the principles and ideals being upheld by the company and their role in achieving the targets and goals of the establishment. The company or management may award an employee recognition particularly upon a commendable effort, solidarity, accomplishment of an exclusive project, acquisition of a new company procedure, or simply expressing indebtedness to the employee for making such effort.

4. Formal Employee Recognition
This type of employee recognition is done annually. Because of its formality, the event showcases a very glamorous and prestigious ceremony. This type of employee recognition renders acknowledgement on the total and outstanding performance of an employee. The award itself is so special that every employee aims to achieve it. These are sometimes known as company awards, the high achievers club, etc. In this type of employee recognition, the most common awards are centred on the employee or the department’s outstanding and remarkable performance. This refers to an exceptional work that an employee was able to accomplish in spite of its level of difficulty. The company should, however, bear in mind that employee recognition does not simply mean that it is the right thing to do since your employee has done such merit.

5. The Reasoning
The main purpose of employee recognition is to build bridges among people, to establish communication, and to acknowledge the value of each employee in establishing the success of the whole organization. Moreover, employee recognition is utmost appreciated if the event is timely and is done at a more public gathering. In this way, the impression is more intense. Consequently, the employee recognition should delve more on the effort of the employee to accomplish tasks and not on the result itself. Research has shown that by giving equal weight to the employee’s intellectual, emotional, and psychological needs through employee recognition, the commitment of the staff is increased and therefore productivity increased.

Employees must also remember that:-

- Employee recognition should not be expected
- It does not translate to an instant promotion
- It may not result in any additional monetary compensation
- Is best perceived as a gift
- The main purpose of employee recognition is to positively motivate the group.

Like to know how Leadership and Management Solutions can assist your business?  Visit our website www.leadershipmanagementsolutions.com.au

Succession Planning Myths - separating fact from fiction.

Here are some of the most common myths about succession planning.

Myth #1: If there are no imminent retirements, succession planning needn’t be a top priority.
According to industry research, many organisations will lose up to 25% of their senior staff due to retirements in the next five years.. These top performers play a significant role in a company’s success, often serving in high-level, supervisory roles. For successions to progress smoothly, the people chosen to fill these roles need to be prepared and adequately trained. That process takes time. 

Myth #2: Succession planning is only an issue for big companies.
85 to 95 percent of all the companies in Australia today — more than 10 million – are family-owned or family-controlled. The smaller the business, the greater the impact is felt from a replaced employee.  This is especially true of any employee succession in a sales or operations leadership role, as a poor month or two can mean disaster for a small company. Small companies need to plan early and invest in the training necessary to help the new or promoted employee succeed. For smaller companies, this may mean researching outside learning opportunities and setting aside a budget to cover them.

Myth #3: There need only be a succession plan for C-level team members.
During difficult economic times,  Manager and director-level professionals have been asked to take on more duties than ever before. As such, it is important to look at a cross-section of departments to ensure proper succession plans are in place for each division.

Myth #4: Succession planning should be handled on a case-by-case basis.
Continuity works best. Allowing each department to come up with its own unique process for succession planning, can be a troublesome and time-consuming endeavor. Organisations, instead, should create a company-wide process that could then be used by each individual department.  

Myth #5: Good talent is easy to spot.
As an employee moves up the corporate ladder, soft skills become more necessary and valuable components of success – management skills, emotional intelligence, leadership ability, and so forth. However, these skills can be difficult to quantify. To spot and cultivate employees with these skills, an organization needs an instrument to help measure and assess talent. Talent assessment needs to be a critical part of your succession planning process.

Myth #6: Succession planning only pertains to baby boomers.
It's not only the Gen Y's that are job mobile.  This means that your top performers may be leaving sooner than you imagine. As such, it’s important to think about succession planning – not as a one-time effort – but as an ongoing process to continually grow and develop your organisation.


If you would like further information on how we can assist with your HR capability needs, please visit our website www.leadershipmanagementsolutions.com.au

Managing and Motivating Employees - Practical Tips

Today’s fast-moving business environment requires that the effective manager be both a well-organised administrator and highly adept in understanding people’s basic needs and behaviour in the workplace. Gaining commitment, nurturing talent, and ensuring employee motivation and productivity require open communication and trust between managers and staff.

1. Understand employee behaviour
People at work naturally tend to adopt instinctive modes of behaviour that are self-protective rather than open and collaborative. This explains why emotion is a strong force in the workplace and why management often reacts violently to criticisms and usually seeks to control rather than take risks. So, in order to eliminate this kind of perspective and to increase employee motivation, it is best that you influence behaviour rather than to change personalities. Insisting what you expect from your employees will only worsen the situation.

2. Ensure that people’s lower-level needs are met.
People have various kinds of needs. Examples of lower-level needs are salary, job security, and working conditions. In order to increase employee motivation, you have to meet these basic needs. Consequently, failures with basic needs nearly always explain dissatisfaction among staff. Satisfaction, on the other hand, springs from meeting higher-level needs, such as responsibility progress, and personal growth. When satisfaction is met, chances are employee motivation is at hand.

3. Encourage pride
People need to feel that their contribution is valued and unique. If you are a manager, seek to exploit this pride in others, and be proud of your own ability to handle staff with positive results. This, in turn, will encourage employee motivation among your people.

4. Listen actively
In many areas of a manager’s role, from meetings and appraisals to telephone calls, listening plays a key role. Listening encourages employee motivation and, therefore, benefits both you and your staff. So make an effort to understand people’s attitudes by careful listening and questioning and by giving them the opportunity to express themselves.

5. Build  and sustain confidence
Most people suffer from insecurity at some time. The many kinds of anxiety that affect people in organizations can feed such insecurity, and insecurity impedes employee motivation. Your antidote, therefore, is to build confidence by giving recognition, high-level tasks, and full information. In doing so, you only not refurbish employee motivation but boost productivity as well.

6. Encourage  and facilitate open communication
Many managers like to hide away behind closed office doors, keeping contact to a minimum. That makes it easy for an administrator, but hard to be a leader. It is far better to keep your office door open and to encourage people to visit you when the door is open. Go out of your way to chat to staff on an informal basis. Keep in mind that building rapport with your staff will effectively increase employee motivation.

7. Harness the strategic thinking of all employees.
It is very important to inform people about strategic plans and their own part in achieving the strategies. Take the time to improve their understanding and to win their approval, as this will have a highly positive influence on performance and increasing employee motivation as well.

8. Develop trust
The quality and style of leadership are major factors in gaining employee motivation and trust. Clear decision making should be coupled with a collaborative, collegiate approach. This entails taking people into your confidence and explicitly and openly valuing their contributions. By simply giving your staff the opportunity to show that you can trust them is enough to increase employee motivation among them.

9. Delegate decisions
Pushing the power of decision-making downward reduces pressure on senior management. It motivates people on the lower levels because it gives them a vote of confidence. Also, because the decision is taken nearer to the point of action, it is more likely to be correct. Consequently, by encouraging them to choose their own working methods, make decisions, and giving them responsibility for meeting the agreed goal will encourage employee motivation among your staff.

10. Use appraisal to motivate
When choosing methods of assessing your staff’s performance, always make sure that the end result has a positive effect on employee motivation and increases people’s sense of self-worth. Realistic targets, positive feedback, and listening are key factors.
If you follow these simple steps in increasing employee motivation, rest assured you will have a good working relationship with your staff at the same time boost you company’s productivity. Just bear in mind that people are employed to get good results for the company. Their rates of success are intrinsically linked to how they are directed, reviewed, rewarded, trusted, and motivated by the management.

Like to know how LMS can assist your organisation? 

Visit www.leadershipmanagementsolutions.com.au

Mistakes you're making with your job application

 

If you're not achieving your dream job, chances are that you are making some mistakes with your application process. 

Below are some of the mistakes that I commonly see.

1. Spelling and grammatical errors.  While this may sound obvious, spelling and grammatical errors signal sloppy work to a prospective employer.
2. Generic Cover letters that are not pitched to the correct audience. 
3. Not notifying your referees that you have applied for a particular job. 
4. Resumes that are not customised for the job that you are applying for. 
5. Flowery statements about career objectives.

Leadership and Management Solutions provide a range of resume and career development solutions.    Our professional resume writing and career counselling service is designed to make you stand out from the crowd.   We pride ourselves on working closely with our business clients to plan and grow their success.  Our award winning resume writers have diverse local and international business experience and qualifications.  They will work with you to ensure that your resume is cutting edge. Our professional writers have extensive experience in preparing resumes, cover letters and selection criteria responses for both the public and private sectors.   Our writers have an extensive knowledge of the job market and will work with you to ensure the best possible outcome is achieved. We have prepared many of job applications for clients throughout Australia and internationally.  We are also a member of Career Directors International.

 

 

For further information, visit www.leadershipmanagementsolutions.com.au

 

Email info@leadershipmanagementsolutions.com.au

 

 

 

 

 

 

 

 

Professional Development with Leadership and Management Solutions Pty Ltd

Enrol via our Facebook page for our North Ryde Workshops.  Our workshops are facilitated by highly experienced facilitators.  Small workshop sizes enable a personalised learning experience.

Book now as places will fill quickly.  Make 2014 the year to invest in yourself.  You're worth it!  We hope to see you there.

https://www.facebook.com/pages/Leadership-and-Management-Solutions-Pty-Ltd/648739605160579?id=648739605160579&sk=events


For further enquires, please visit our website.
www.leadershipmanagementsolutions.com.au

Professional Development Workshops North Ryde - enrolling now

Happy New Year!  The new year provides an ideal opportunity to ensure your career is on an upward trajectory.

Our professional development workshops at North Ryde are enrolling now.  Our trainers our highly experienced in both local and global business.  Small workshop sizes ensure a personalised and highly effective learning experience.

Enrol now via the link below as places will fill quickly.  Keep an eye on our Facebook page via the link below for new and upcoming workshops throughout the year.  Make an investment in yourself - you're worth it!

February 2014 Workshops  North Ryde

Exceptional Customer Service Professional Development
1 day workshop $495.00  20/2/2014

Effective customer service is the backbone of any high performing organisation.  Relationships with customers can make or break your business.  Learn how to effectively manage your customers.  Enrol via the link here.

http://www.eventbrite.com.au/e/exceptional-customer-service-professional-development-workshop-tickets-10039832409?aff=es2&rank=4&sid=c812cf80783611e3a2f622000aa821d4



Marketing your Small Business
1 day workshop $495.00 21/2/2014

Our  Professional Development Marketing Workshops for Small Business provide you with plenty of information designed to make your marketing results more effective, while saving you hundreds, or even thousands of dollars you may be wasting now….
If you’re looking for marketing strategies that cost very little (or in some cases free) then this workshop is for you.
 
This professional development workshop provides a practical step-by-step guide to understanding strategies to effectively market your small business.  Enrol via the link here

http://www.eventbrite.com.au/e/marketing-your-small-business-professional-development-workshop-nr002-tickets-10040933703?aff=es2&rank=5&sid=0f86243d783711e3b2da22000aa821d4


Performance Management Fundamentals
1 day workshop $495.00 27/2/2014

In today's economic climate, motivating quality performance is essential for retaining your top performers, as is addressing under performance and leveraging the strengths of your human capital. This one-day Professional Development Workshop will give managers and leaders the communication skills required to engage early and regularly with their staff in respect to issues of quality workplace performance.  By learning how to deliver both affirmative and corrective feedback to staff members in a positive manner, it will motivate consistent performance outcomes, clarify expectations and ensure your team members are aligned with your business strategy.

Our  Professional Development  workshop for performance management fundamentals  will provide you with the necessary skills to effectively manage your staff performance (including those difficult conversations). If you’re looking for how to effectively manage your staff performance then this workshop is for you.  Enrol via the link here.

 http://www.eventbrite.com.au/e/performance-management-fundamentals-professional-development-workshop-tickets-10041160381?aff=es2&rank=6&sid=c812cf80783611e3a2f622000aa821d4

Work Health and Safety Compliance
1 day workshop $495.00  28/2/2014

In today's business climate, businesses cannot afford not to be up to date with work health and safety (WHS) compliance.  This one-day Professional Development Workshop will provide managers and leaders with the legislative framework for work health and safety in New South Wales.
Information and instruction will be provided regarding the skills and knowledge required to assist with providing advice about the legislative duties, rights and obligations of individuals and parties prescribed in work health and safety (WHS) laws. The workshop includes identification of WHS legislation, duties, rights and obligations and the necessary actions to ensure compliance in the workplace.  
If you’re looking to develop your understanding and application of the legal framework for work health and safety then this workshop is for you.   Enrol via the link here.

http://www.eventbrite.com.au/e/work-health-and-safety-whs-compliance-professional-development-workshop-tickets-10076291459

March 2014 Workshops North Ryde

Risk Identification and Assessment
1 day workshop $495.00 6/3/2014

In today's business climate, businesses cannot afford not to be up to date with work health and safety (WHS) compliance, particularly in the area of hazard identification and risk assessment.  This one-day Professional Development Workshop will provide managers and leaders with a framework for identification of hazards and conduct of risk assessments for workplace safety. 
The workshop includes identification of WHS legislation, duties, rights and obligations and the necessary actions to assist compliance in the workplace.  
If you’re looking to develop your understanding and application of the legal framework for identifying risks and conducting risk assessments then this workshop is for you. Enrol via the link here.

http://www.eventbrite.com.au/e/risk-identification-assessment-professional-development-workshop-tickets-10076955445


Keep up to date with the latest news and events via our Facebook page.
https://www.facebook.com/pages/Leadership-and-Management-Solutions-Pty-Ltd/648739605160579

We look forward to seeing you at our workshops. 

For further enquiries, visit our website
www.leadershipmanagementsolutions.com.au

Or you can email us direct
info@leadershipmanagementsolutions.com.au

Attitude determines Altitude

Your attitude determines your altitude – in business and in life. You can’t change someone else’s attitude for them. But this powerful adage is a great reminder that you can put in front of anyone who needs an attitude adjustment. I want to talk about a few of the many ways each of us can develop a winning attitude every day. It’s what leaders do.

Marcus Aurelius, the great philosopher who ruled the Roman Empire, said it simply: “Our life is what our thoughts make it”.

Life isn’t that simple. However, I am advocating – in the strongest terms – that we assume a positive attitude instead of a negative one.

Mental attitude - the power we hold in our heads. Reality can be changed dramatically by a single thought. In nutrition the adage is you are what you eat. In terms of leadership, it’s more likely you are what you think. Contrary to what people want to believe, outside influences don’t usually determine your happiness or success, rather it is how we react to those influences – good or bad. So how do you change your reactions to those outside forces?

Make how you react a conscious priority, which means practice daily.

Humour is vital. When things aren’t going your way, keep everything in perspective and relax. I laugh. Others throw up their hands. Whole industries get very cynical.

Positive self-confident feelings not only help you achieve more; they also make others want to be associated with you. People are drawn to others who have an upbeat outlook, who have a can-do attitude. Constant complainers don’t collect an easy following.

Positive self-confident feelings not only help you achieve more; they also make others want to be associated with you. People are drawn to others who have an upbeat outlook, who have a can-do attitude. Constant complainers don’t collect an easy following.

One of a leader’s most important jobs is to set a positive and self-confident tone, exuding the attitude that failure is not an option. A positive attitude is the cornerstone of leadership. It’s the same confidence that a quarterback, a golfer, or a tennis star projects every time they come out of the locker room.

To gain strength from the positive and not be sapped by the negative, here are a few ideas:

Focus on the 90% of your team who will run with your vision and your plan - don't let negative co-workers drain you or poison your team.

Tap your spiritual essence at work too - use your spirit and your heart to move you and your work forward.

Break the negative energy cycle – if you see yourself spiralling down or in a rut, mix it up, breakup the routine and do something fast that lifts you up. When you see one of your team members in a rut of unproductive or unprofessional behaviour address it, don’t let it fester.

Active listening – takes time. Work at it, to hear what your team wants. Often just by being heard, problems can go away and people really make a big turnaround.

You must be the emotional manager of your office - not your assistant, not the new hotshot you just hired. In a family, parents must be the emotional managers or chaos rules the home. In your business, you must wear that mantel, albeit reluctantly at times. It’s part of your leadership role and power. Hone it, as well as your reactions to external events, and you’ll see the culture around you shift to the positive.

When in doubt, don’t hire – keep looking. You can’t grow organisational capability consistently faster than your ability to get enough of the right people to implement that growth and still become a great company. So unless candidates for the open position have that can-do attitude and are a strong fit for your company in who they are – don’t hire them. The skills can be taught; the and-then-some positive attitude cannot.

If you'd like to know how Leadership and Management Solutions Pty Ltd can assist your organisation with training or business solutions, please visit our website or contact us via email.

Email  info@leadershipmanagementsolutions.com.au
Website www.leadershipmanagementsolutions.com.au

What's your Leadership Blueprint?

 

What does this have to do with leadership?  What do you believe are the characteristics of an effective leader?

A good listener, enthusiasm, passion, shows appreciation, a visionary, role model, trusting, integrity, organized, knowledgeable, credibility, persuasive, charisma, team building, clarity of purpose, problem solver, attitude of service, leads by example, patience, willing to act without complete knowledge, understands followers, consistent, empowers other people, and adapts to change.
I'll add that this is essentially the same list that I receive from other audiences when I ask this question. From this comes some useful insights.

1) Notice what the list contains. All of these characteristics relate to the human side of leadership. That's interesting because I often hear people minimize this side of leadership with terms like "soft" or "touchy feely." Actually, applying these characteristics requires more strength than not.

2) Notice what the list excludes. Absent from this list (and all lists from other programs) are characteristics such as stern, mean, serious, short tempered, vindictive, tough, angry, harsh, punitive, controlling, violent, or ruthless. And that's interesting because many popular representations of leadership emphasize at least one of these "hard" characteristics. In fact, these characteristics are the refuge of those who lack the strength (or the skills) to apply the human side of leadership.

3) How about you? How would you rate yourself as a leader compared to the list of positive characteristics? If you were to survey the people who report to you, how would they describe your leadership? Would they list characteristics from the "soft" list or from the "hard" list? Could you become more effective by improving upon any of the "soft" characteristics? And how about the other leaders in your organization? Do they truly maximize human potential?


People want leaders who treat them with genuine compassion, courtesy, and respect. They want leaders who help them become more successful. They want leaders who inspire them with a vision for a better world and show them how to go there.

For further information regarding how our training can improve your leadership skills, please go to www.leadershipmanagementsolutions.com.au