Being Burnt Out Costs $Money$

It is no secret that burnout is becoming more and more prevalent within the workplace and modern day life.  And furthermore it is no secret that stress costs business MONEY. Big money.  According to a Beyond Blue calculation MENTAL HEALTH CONDITIONS COST AUSTRALIAN WORKPLACES $10.9 BILLION PER YEAR.

Evidence is showing us that the pace of the 21st century and drive for higher work output will only amplify, putting our age-old human nervous system under even more strain, making stress and ultimately burnout more prevalent.  

So the question has to be asked: how do you ensure that your winning team, keeps on winning and that your star performers keep on delivering the goods, without running the risk of burnout as an “injury”? 

Within the work place we may not be seen as seasoned or elite pro athletes but our time spent in the office, on the hop, in the front line is just about as long as an endurance athlete’s stint. Yet athletes do a few things differently to maintain their body’s performance so perhaps we could adapt our approach to delivering the goods, without sustaining burnout as an injury? 

Here are my top 4 hacks on how to keep yourself and your top performers performing and consistently delivering the goods (and to stop losing money): 

  1. Know the signs of burnout (what to look out for).                                     

Verbalising continual lack of sleep & that their aren’t enough hours in the day 

Unusual passive aggressive behaviour creeping in at work 

Taking on more responsibility and workload when already maxed out 

Fixing problems by themselves instead of reaching out 

High reliance on alcohol to unwind after work

Seemingly abnormal reactions or outbursts in the workplace (seen as over the top) 

Copious amounts of coffee to get going and stay going 

Water cooler talk of being adrenally fatigued 

M.M (organic food production) - had just immigrated to a foreign country, he was toying with many business ideas but was STUCK on which one to move on. Finding various scenarios and opportunities confusing and distracting. Being pulled in various directions, doing the entrepreneurial hustle, sent him into “spinning many plates mode” and right into the wall of burnout which of course left him with little to no energy for his eventual new business venture.  For this case study getting clear on outcomes was the main focus. 

2) Pace, pace, lead (know when to match and when to set the rhythm) 

As I have mentioned before a pro athlete knows when to rest, they see it as a vital component of their performance. They also know that rhythm is the key to on court or field success. An athlete who has lost rhythm finds even the not so competitive days a grind. 

Having been privileged enough to work with some pro athletes, they have one very huge belief in common in that great quality rest is vital for success. Rest isn’t seen as something weak people do, it is what intelligent people make a MUST. As a leader of a team, knowing when to drive them and when to rest and recover is vital for success and to mitigate chances of burnout. 


S.S (corporate hotel operations manager) - as with any other city centre hotel there is always a hungry mouth to feed, key client to entertain, or function to preside over. Not only did he demand high standards from his vast team within the hotel, he demanded PERFECTION from himself. Perfection and burnout go hand in hand, so for this case study measurable outcomes were focused on. 

3) Plan for maintenance times (purpose to down time) 

Don’t expect your body & mind to keep on delivering the goods, when you don’t give it the goods in the first place. A seasoned athlete knows the race is won both in the build up and the recovery stages.  If you want to avoid workplace burnout both these elements PRE & POST are vital (yet often ignored).  When someone is asking more and more of their mind without “coming up for air” they could be so trapped in the endorphin hit of work that they won’t even feel their physical pain until it is too late. Endorphins are usually produced post physical big work out in order to = MASK PAIN. It is because of endorphins that we as humans have an enormous capacity for physical endurance (like huge projects requiring big day work stints). 

Question: is your addiction to work innocent or are the side effects causing unknown harm?

D.P (electrical contractor business) - with a high need for delivering customer satisfaction this case study is a prime example of over promising and sadly under delivering which lead to their burnout.  High levels of control over ever possible scenario was behind the behaviour which lead  the coaching focus to be on solid healthy boundaries and when saying NO (this is beyond our scope) would actually prove more helpful to the brand. 


4) Clever is calm (know the hot buttons of your star performers & yourself) 

IQ & EQ are understandably linked, meaning that IQ significantly drops when there is no EQ in any given situation.  (EQ) Emotional intelligence is at the heart of burnout, as it is a conscious choice of emotions instead of letting emotions run wild.  Our bodies have a chemical stress response that hasn’t yet kept up with evolution. Bio-chemically speaking our bodies are 150k years behind in how we react to stress. EQ helps us to selectively respond to stress, instead of letting the emotional domino effect cascade throughout our systems.

Hence why it is vital to understand our reactions under pressure, to find ways of resourcefully relieving such stresses and tension and finally get to the cause of these pressures and devise alternate strategies. Do you know the hot buttons of your star performers? Do you know your own internal hot button triggers? 


It is estimated that AUSTRALIAN BUSINESSES WILL RECEIVE AN AVERAGE RETURN OF $2.30 FOR EVERY $1 THEY INVEST in mental health initiatives, be it a deep delve into emotional intelligence, coaching programmes or behavioural profiling to start off with. 


A.R (truck stop service station) - having important uncomfortable conversations on staff performance was at the crux of this case study. Where as in the past this client wouldn’t have the conversations and instead take on more and more workload leading to their burnout.  The take out was picking up the slack and doing it for others only fed into their under functioning capacity in the work place. Being calm in these scenarios helped them to be clever and not avoid what had to be said.


Written by Adele Spurgin, Peak Performance Coach Specialising in Burnout 

She has hosted many workshops internationally and nationally, a Master Practitioner in Neuro-Linguistic Programming, Hypnotherapy, Advanced Pranic Healer, Edisc Trainer and Profiler, ex-National Softball player and mother of two awesome boys and wife to an amazing husband of 18 years! Currently, she lives in Toowoomba, QLD,  Australia. And she supports the Jazz basketball team in the NBA.

LIKE WHAT WE WROTE? Here are some more ways to move forward with us!

1) Workplace Sessions & Motivational Talks -  do you have employees or colleagues that would benefit from a workplace boost?  Instead of waiting for them to fall off the cliff of workplace exhaustion why not do some preventative in-house Burnout Coaching with them?  Enquire about our in-house Workplace Burnout Prevention Programmes today - email yes@thebigcourage.com for more programme details.

2) FACEBOOK private group - if you want to hang around and watch what we do for a while, because I know I can come across too excitable to some, please click on the link and ask to join >> https://facebook.com/groups/adrenalfatiguehacks.  And no you do not have to have a diagnosis of “adrenal fatigue” to belong here. 


3)  Our Retreats…immersion at it’s best and of course so much FUN always in private intimate group sizes.  Be sure to check out for dates and venues close to you.  Please click on https://thebigcourage.com/retreats for more details. 

4)  VIP Velocity sessions.  This is for the women (and men) out there who are ready to rock and roll. They have had enough and don’t need much convincing. One on one time with me as your Burnout Coach at its best!  To apply for your very own VIP Velocity session please click on this link to move forward to see if we are a fit! Click here >> https://thebigcourage.com/bookacall


5) "Burnout, Bitchy & Bloated" Coaching - sometimes our dates and our physical venues don’t work for your schedule, we get that. Enter our Mastermind Online Option, that has life long access for you. Where you get to start changing your life and get your life back on track, without having to leave home for workshops or attendance.  Please send us an email on yes@thebigcourage.com to enquire further. 


[Free Quiz] Take our quick quiz today to see if you are indeed flirting with burnout >> https://thebigcourage.com/burnout

2 Simple Steps To Creating The Perfect Team

Project Aristotle - a three-year case study undertaken by Google (read the NYTimes blog piece here) attempted to do just that "build the perfect team".  Thanks to Mel Robbins for this very insightful aha moment, love your work Mel #5SecondRule. 

I mean who wouldn't want the perfect team? What wouldn't that do for your profits, time and efforts if your team were all on board and working toward the common goal - all the time! 

I am currently re-immersing myself in the work of living legend Simon Sinek- British/American Anthropologist, who notably wrote "Start with Why" and my current favourite "Leaders eat last, why some teams pull together and others don't"!  A must-read for anyone in any shape of leadership.  Why I mention him is because his standing and findings from an Anthropological point of view and that of the Google findings is one and the same. How team members treated each other was the make or break characteristic which perfect teams demonstrated. 

I have two questions for you to see if your team is on target to being more cohesive, more aligned: (1) at the last staff meeting you had, did everyone have a chance to say something? In other words, did every single member have the chance to say something? (2) on a scale from 0-10 with 10 being amazing, how psychologically (not physically) safe would you say your team feels?  Meaning do members sit on the fence out of fear of being wrong or do they freely contribute? Is a culture of compliance being fostered without anyone realising this?

The most successful rugby union team in the world, the mighty All Blacks do point #1 so well. They are an outstanding force to model when it comes to sharing the floor and allowing everyone the opportunity to speak. To say their truth, to tell their story - it is called whare (a Māori meeting-house).  [TASK] at your next meeting - write down the name of everyone who is attending.  Throughout the beginning of the meeting, once the extroverts have led and made a noise - tick off who has contributed. Where there are blank spaces on your paper, open the floor for whare - for your meeting-house! See the difference it makes. 

As for #2 - psychological safety, what was your score out of 10?  #1 - letting everyone talk may seem like a tall order or pipe dream. But have you ever thought that perhaps the reason why some in the team don't contribute is that they don't feel safe?  Because they feel that someone may throw them under the bus, or that they will be spoken "over". Why bother when no-one will listen. Fail as a leader to create an environment of safety (no matter how much team building you do) and your staff engagement and effectiveness will nose dive!

But over to you. Which one could use strengthening in your current team? #1 or #2? Have you had a look at the Simon Sinek book? What action have you taken or are you about to take as a result of reading this blog! 

Love to hear your thoughts and insights and of course if you want to take things a step further please do so, there are many options that may work for you: 

* Our FREE download into the 5 Hurdles any team can experience can be found  here >> 

* Our FREE download into the 5 Hurdles any team can experience can be found here >> 

OR. Join the Team Building Dojo and connect with other managers or business leaders who are in a similar position to you.  It’s our new Facebook community where smart leaders learn tricks and tips to make a larger impact and understand their staff behaviours better — Click Here

Another Option. Join our Explore Program and be the next Case Study We are putting together a new gamification and coaching case study group at Team Building Agents this month... stay tuned for details. If you’d like to work with us on your team building plans... just send us a message and put “Case Study” in the subject line, and we will get you all the details for Phase #1 Explore.  Email: hello@teambuildingagents.com

OR. Work with us and our team privately  [URGENT and IMMEDIATE Start]   If you’d like to work directly with us and our team, in order to take your team from dysfunctional to fully honed and toned... please email us and put “Private” in the subject line... tell us a little about your business and team (what has and hasn’t worked in the past) and what you’d like to work on together, and we will expedite your next steps. Email: hello@teambuildingagents.com

Warm regards

Adele

 

 

 

 

 

3 Ways To Get Your Sales Team Fired Up!

In this blog post I would like to introduce you to the Food and Beverage Sales Team from a top notch business, based in Tanzania and Kenya - East Africa. This collection of luxury 6-star type safari lodges came with the briefing which seemingly seemed to be “un-achievable” - they were seeking to increase F&B sales (especially within their high-end beverage sales) throughout their 8 remote lodges.

Why was the brief seen to be “un-achievable”....because their luxury resorts were all-inclusive properties. Meaning once a guest arrived all the food and beverage they wanted to consume was already included in their guest rate, except for premium tip-top type beverages (such as Dom Perignon, Penfold Grange etc).
Furthermore, many of the staff who made up the sales force had a seemingly disadvantage when it came to language, as they spoke Swahili as a native language (English was sometimes even a 3rd language) and many of the guests came from non-speaking English countries too (think Russia, Brazil etc)
Worst of all the sales team didn’t want to up-sell as they thought that this would eat into their tip jar (oh the things you find out when you coach a team towards outcomes). And the tip jar story is altogether another saga on its own, and I think merit for another blog post down the line!

But before I go on, I am curious what would it do for you business if you had all your sales staff singing a different tune when it comes to sales approach - no matter how seemingly “unachievable”? What would an increase in revenue culture change do for your bottom line?

In this said case study the results were satisfyingly pleasing (please see the graph below) - with per person spend having doubled! This is a double in, per person spend. Times that by the number of guests that travel on safari during the month of Feb - March (peak season) the contribution to the bottom line doubled...wait for this...without purchasing any other stock. Without employing a new team, without printing new menus only by investing in their staff.

[DISCLAIMER] the outcome of this team building sales training was WIN-WIN by all accounts. Not only was the company ecstatic with their financial outcomes, but the guests were thrilled that they could celebrate in style and make even finer memories. And the staff, well they busted so many of their own fears that were unknowingly holding them back, and success in this area opened the floodgates for career success! Many have gone on to higher positions of authority and General Management roles. Win-win

team building at elewana.png

Some kind words from their Group Training Manager on the value or ROI on getting their group to work as a team....

I loved that the training - it was designed around the
boutique properties in which the objective was to increase our spend per person on extra revenue in a portfolio of 8 all-inclusive lodges.
Adele sculpted a tailored solution for the d
emographic of the group, breaking the concept down to fundamentals.
The key results Achieved:
• Changed mindset around sales busting negative believes and fears.
• Identify guest individual purchasing strategy and which behaviour is best suited to each individual
• Understanding your own/personal behaviour, and how to use this for the greater good.
Company has achieved sales growth as set out, but more importantly, each member of staff is
achieving their individual targets set.

- Jani Scheffer Group Training Manager

But before I go - what are the 3 best ways to get your team fired up are:

  1.  set them goals - a team without goals or measurable outcomes is like an aeroplane that takes off and doesn’t have an end destination. Our magic with the above case study was that we broke their goals down to per day ones, this allowed the staff the ability to see how easy their goals really were!
  2. makes sure all their limiting beliefs towards achieving the goal are eliminated (in other words get them coached). Enter the story of the tip jar. Turns out that the leaders in the group were anxious that if the customers spent $250 per bottle of wine, that this would leave them with less to tip at the end of the safari. Once we broke through “our perception vs. the guests’ reality” these sales team rockstars hit the jackpot time and time again. Continuously! Seriously amazing when limiting beliefs are taken care of. So my question to you, does your sales team (or management/leadership team) have limiting beliefs that could be holding them back from achieving their outcomes. The power of these beliefs was uncanny!

  3. work on understanding human behaviour, both their own and that of their clients. All of our training was created with humans in mind. We had to improvise with the language barriers, so we came up with some pretty insane was of delivering the training despite language and educational abilities. “Whether you think you can or you think you can’t - you are right” - Henry Ford.

And a BONUS tip #4 - Celebrate when the wins start stacking up on the board. And reward your staff for going beyond the call of duty (if upselling is beyond the call of duty).

But now over to you. I would really like to hear your takeout from this blog piece. What has been most eye-opening for you? Does the whole thing sound too simple (because we design it so)? What would be a master move on your part should your sales team need a bit of prodding and firing up?

Please write your comments down below! Warm regards - Adele 

And if you are interested in finding out how we can help you and your team, please click on the links below:


a) for the ultimate Team Building Quiz...ideal for those who know there is a problem in their team dynamic but they are not sure where the problem lies.


b) Join the Team Building Dojo and connect with other managers or business leaders who are in a similar position to you. It’s our new Facebook community where smart leaders learn tricks and tips to make a larger impact and understand their staff behaviours better — JOIN HERE

c) Join our Explore Program and be the next Case Study We are putting together a new gamification and coaching case study group at Team Building Agents this month... stay tuned for details. If you’d like to work with us on your team building plans... just send us a message and put “Case Study” in the subject line, and we will get you all the details for Phase #1 Explore.         Email: hello@teambuildingagents.com

d) Work with us and our team privately  [URGENT and IMMEDIATE Start]   If you’d like to work directly with us and our team, in order to take your team from dysfunctional to fully honed and toned... please email us and put “Private” in the subject line... tell us a little about your business and team (what has and hasn’t worked in the past) and what you’d like to work on together, and we will expedite your next steps. Email: hello@teambuildingagents.com

How To Be 88% More Successful Than Your Competition

Yesterday I published a staggering statistic from the National Sales Executive Association - which claims that only 12% of those in the active pursuit of Sales conversion make 3 contacts with prospective clients.

The statistic engaged some interesting comments, and very notable the subject around the Value of Following Up and also then the Value Of The Follow Up. As I will point out that not all follow-ups are created equal!

Which brings me to the topic of discussion here around how to word the follow-up, whether verbal or written. (And please this is by no means all inclusive of all available options regarding following up!)

I have to be completely honest and put my hand up that upon reflecting back on my years within sales, that my follow-ups were a little less awe-inspiring than I thought! And yes often I did not do the 3 x touch points and thus was 88% less effective than my competitors. Guilty as charged!

However in my defence, I did sometimes follow up, but the quality of it was low. The words “quick” and “just” seemed to have reared their heads on many an occasion and if I were to dissect the Etymology of those two words and the power of them - and I am sure you would agree, that their poundage in persuasiveness is relatively low. "Just checking in if you received my email", "Just a quick email to ask if you still are interested"…any sound vaguely familiar?

Let us leave the premise of any contact is better than no contact, and really up the game, raise the stakes and approach our next contacts with quality in the front of mind. Mix it up, make it relevant and really make sure that the contact is one of high quality. What do I mean by high quality? Instead of an “I am just checking in”, make for an “I am curious if you have any unanswered criteria?” or “Have I given you enough information to get on with x”. In other words let us make a pact to omit the two low persuasion words of Quick and Just, and get a conversation flowing. And with this tacky one-liner I will end my standpoint, remember in the days of yore when couples courted, did you ever come across the line “I was just in the neighbourhood” (probably YES), and how often did it work…Really?

If you frequently find yourself a user of the words just and quick in your follow up attempts and are highly successful with them, by all means, enter your comments and share with me your recipe for success.

* Our FREE download into the 5 Hurdles any team can experience can be found here >> 

1. Join the Team Building Dojo and connect with other managers or business leaders who are in a similar position to you.  It’s our new Facebook community where smart leaders learn tricks and tips to make a larger impact and understand their staff behaviours better — Click Here

2. Join our Explore Program and be the next Case Study We are putting together a new gamification and coaching case study group at Team Building Agents this month... stay tuned for details. If you’d like to work with us on your team building plans... just send us a message and put “Case Study” in the subject line, and we will get you all the details for Phase #1 Explore.  Email: hello@teambuildingagents.com

3. Work with us and our team privately  [URGENT and IMMEDIATE Start]   If you’d like to work directly with us and our team, in order to take your team from dysfunctional to fully honed and toned... please email us and put “Private” in the subject line... tell us a little about your business and team (what has and hasn’t worked in the past) and what you’d like to work on together, and we will expedite your next steps. Email: hello@teambuildingagents.com

The Major Hurdles Any Team Can Face!

At Team Building Agents, we help some interesting businesses and or teams, and all of these without exception can and are exposed to some major hurdles during their times. Perhaps one of your teams falls into the categories below >>> and if they do be sure to download our FREE 5 Major Hurdles Quiz today as you never know what you may find out about taking your team forwards! 

1. If you have inherited your current team and they aren’t IDEAL yet your arms are tied with budget restrictions — our Case Study’s will help you quickly get an understanding of your current inherited team and some common problems. Your team may not be your first picks but they are what you have! 

2. If you come across the expression “This is how we have always done it” all too often  — you will be surprised how a few tweaks from our Explore programme will get your machine humming! 

3. Your company has recently merged with another and now you have two mouths to feed - an organised and assisted approach will work wonders. 

4. Reform is needed within your industry as cultural change is being expedited by external consumer demands (think AirBnb & Uber) 

5. If you have been given the holy grail of team building - a blank canvass, then all 3 phases: (1) Explore, (2) Reveal & (3) Deep Dive…are going to fit you like a glove (and this is the exact right timing for implementation) 

We have found within our feedback circle that typically when doing team building exercises it provides little ROI as the owners / managers “typically” put the emphasis on the wrong things and they run into the "so what factor". So What you have shown me things about my team but what now? 

Typically team building relies on the following outcomes but sadly fall short -

(a) to observe who are team players, and if they are deemed not to be it is a “problem”

(b) they look for who are the leaders, not that this is “bad” at all just it then moves the focus from those who are to those who aren’t, or who could be developed 

(c) they aren’t looking to find out mental strategies - cause they don’t know they exist 

(d) definitely not looking for things such as listening skills, delegation strategies, questioning skills etc.

(e) yes they are looking for who communicates well but it is typically more about “who speaks up” as opposed to - the meaning of communication is the response it gets. 

Thus if you are team manager, team leader or CEO looking to understand where your current team is not as fluid in its execution of tasks as it could be - click here for your FREE 5 Hurdles Team Quiz today!