What inspires you?

Do you have your own 'mantra', thoughts that guide and influence you, keeping you calm, collected, providing a compass for your life and Business aspirations.

Do you resonate with the words of these famous figures? 

• 'You cannot do kindness too soon, for you never know how soon it will be too late.' Ralph Waldo Emerson, essayist, lecturer, minister, abolitionist, philosopher, poet

• 'We must believe that we are gifted for something, and that this thing, at whatever cost, must be attained.’ Marie Curie, French physicist & chemist. 

• ‘To lead people, walk beside them. As for the best leaders, the people do not notice their existence...When the best leader’s work is done, the people say, ‘We did it ourselves!’ Lao Tsu, Chinese philosopher. 

• 'Life’s most persistent and urgent question is, ‘What are you doing for others?' Martin Luther King, Jr. 

A question often raised. Is there an answer! 

In the current inflationary trading environment small Businesses and not so small are looking for answers, ‘fixes’, ways to get an edge and keep the cash flowing.  Reinvention, revival, survival!

Sound familiar? What does it take! 

A Winning Formulae!  

Start by going back to sound Business basics, learning from mistakes, turning disappointment into opportunity, and keeping your belief and passion. No simple answer but consider the following gained from experience and research.

10 Tips and Snippets, check if you tick the list.

1. Build Trust: Who wouldn’t like to be ranked highly on the ‘most trusted brand’ list. According to a recent report Bunnings scored top with its pillars of trusted brand, including, great customer service, solving customer problems, being an active part of the community, communicating what it stands for and product knowledge. 

2. Understand your market and develop a solid, sound Business Plan. Find your niche, know ‘the what’, why and how you will deliver your product to achieve the results you are wanting to achieve.

3. Invest in yourself. To stay ‘current’ be prepared to further your knowledge, with formal education and learning new things to grow as a person, be informed and help stay ahead of your competitors. You are never too old or young to learn or keep learning!

• Taxpayers are encouraged to have all their ‘paperwork’ before lodging their returns. This helps avoid delays with missing information, for example, where there are multiple sources of income. 

• reminder that the income tax cuts, which started on 1 July 2024, don't apply to the 2023-24 tax return 

• the importance of keeping accurate records and having records to substantiate any claims 

• that there is updated web content for the Small business energy incentive including eligibility requirements and how to claim 

• for an employer with a mixture of both closely held payees and arms-length employees, the due date for end-of-year STP finalisation for closely held payees is 30 September each year. All other employees are due 14 July each year.

  If you have 20 or more employees the final date to finalise is 14 July

• that super guarantee contributions need to be paid in full, to the right fund, by 28 July 
• June 2024 income tax installments are due on 28 July

There’s more and the ATO website provides regular updates. 

Tax matters can be complex and understanding what’s within the tax laws can be confusing. If that’s you, you are not alone.  

If you need help, contact Blackburn Accounting. We are here ready to make Tax Time less stressful and minimise your tax contributions within the ‘rules’. 

Whether you already possess ‘natural’ leadership abilities, you can become a better leader by understanding and developing your skills and abilities. That's a fact! 

But it takes a commitment to personal and professional development, building soft and hard skills over time. Back this with a willingness to learn, work hard, listen to and accept feedback, and you will grow from both training and experience.  

This contrasts with the Leader who believes they are a ‘born leader’. They believe they have an innate ability to lead, confusing that with over-confidence, arrogance, or ego. Self importance and ‘right’ do not create or make the ‘best’ Leaders. They dismisss learning and development as not for them!

It's a fact also, that all Leaders, if they are to have authority, need to have respect, respect gained through demonstrating effective leadership.  

Key qualities to develop: 

• Communication – to be effective, be open, honest and transparent. Active listening is an essential skill in the art of communication. 

• Self-awareness – know your abilities, strengths & weaknesses, develop and build on these. 

• Integrity & Ethics – uphold strong values, demonstrate them and take responsibility for your actions. You will build respect, trust and loyalty.  Read more...

Leaders need people to lead!

Smart Leaders build a strong Team by nurturing potential and developing their people's abilities to bring out the best in all. Through mentoring, collaboration, effective engagement, and connecting the Team is united. Effective leaders empower their Team and are willing to step aside to let member's shine.  

We know, a good leader has integrity, courage, respect, compassion and resilience, qualities they display, earning trust and loyalty. They communicate the vision and positively influence others. Learning agility is a strength. 

We know also that managing things and leading people are similar but different complimentary disciplines that require the necessary mind and skillsets. 

To quote ‘you manage things, you lead people’! Rear Admiral Grace Hopper 

To lead, Leaders need followers, a Team to lead.  

The skill is the ‘art of leading’! 

Simply put, leading effectively, the Leader serves the Team, empowers their actions, enables their work and challenges them to succeed.  

5 Key Skills Leaders have;

In a time of global uncertainty and volatility, leadership will need to be agile, strategic, and collaborative.  

It’s not Business as usual!  

Market places are shifting faster under external pressures; continuing wars are disrupting populations, unity, and supply chains. It’s a time of turmoil and with recent USA trade and tariff policies markets and relationships have been turned on their head.    

Along with rapid technological advances, shaky political landscapes, and unsteady global markets, changes are challenging the world and local Business leaders and entrepreneurs. 

Leaders will need to be equipped to respond to this new landscape and environment. Responses that require adjustments in their Organizations, how they do business, with the necessary resources, including upskilling workforces while accommodating human capital and spirit. It's not business as usual!

Trends 

1. New and fast-changing technology: The use of social media as embraced by many global leaders now, along with adoption of Generative AI has created a new world order. It's often fast-paced policy making, and rapid-fire communication and communiques.  Leaders need to be prepared, scanning the horizon for sudden change and ready with course correction.  

2. Technology savvy: Leaders need to embrace change and to navigate rapid technological advances must adopt a mindset of continuous learning for both them and the workforce.  Adaptability and proficiency are vital. In a competitive arena it is vital for Leaders to anticipate and face change and drive innovation. To be stagnant is to be left behind.  

Leaders will also need to understand how to leverage technology, including AI. Technology that streamlines processes, and enhances decision-making, while still maintaining and building human connections and relationships. 

When we talk about decisive Leaders and leadership do you see yourself? 

Do you identify with the key characteristics and traits, and importantly, understand why decisive leadership matters in today’s competitive, fast-paced Business world? 

Decisive leadership is the ability to make confident, purposeful, and timely decisions even in times of uncertainty. Effective, decisive Leaders start with knowledge, insights and experience and support that by involving experts when needed. They make ‘good’ decisions using a mixture of wisdom, analysis, and judgement. 

Decisiveness isn’t about arrogance or impulsiveness, nor recklessness and making rash decisions.  

Indecisive Leaders hesitate and risk undermining their Teams trust and jeopardising project progress and outcomes. They often handball decisions to others without due diligence or lose opportunities by indecision. 

Decisive Leader Profile:

Confidence - leaders believe in their judgement, act and seize opportunities. This is gained by gathering the necessary information and supporting sound decision processes. They have the courage and conviction to balance analysis with bold decisions. 

Composed – they are calm under pressure, rational and clear thinking. Acting with purpose and clarity. They balance decisiveness with reflection and critical thinking.   

Timeliness – can make well-informed choices, more quickly at the right time. 

Accountability – are committed, taking ownership and responsibility for their decisions. Will adapt and adjust if needed, learning from past experiences. They stand by their decisions and own mistakes if made. 

As a leader when it comes to selecting your Team ideally you have some choice. 

And if you are a savvy, smart leader you will acknowledge your leadership style and how that will, can, influence your team selection.

For example, in the ideal model the Leader leads a strong team combining a group of individuals united in their effort to achieve common goals. They bring together their unique skills and abilities, sharing ideas, solutions and solving problems. As a Team, working and supporting each other to enhance a collective performance. 

Building a ‘winning’ Team.

This begins with assessing your leadership style, strengths and weaknesses and using that to guide your recruitment.  Form your team picking members that complement your abilities plus diverse others to fill any gaps. The skill is to draw on the best from all members, including yourself.

The four most common leadership styles are:

1. Coaching (Conscious) - focuses on developing people 

2. Authoritarian, (Autocratic, Coercive, Commanding) about mobilizing people towards a vision.

3. Democratic, (Participative or Facilitate), involves creating consensus.

4. Laissez Faire (Delegative), a 'hands-off' approach. 

1. Coaching style: 

An example Satya Nadella, Microsoft who stepped into the role of CEO, when the business was experiencing a time of stagnation. He encouraged employees to embrace a growth mindset and made himself readily available to support them. His coach-like approach ultimately shifted the company culture bringing a successful and innovative period for the company.

This approach highlights:

Huge ego's, infighting, conflict, lack of team cohesion and dysfunction. There you have it Leadership, Leaders in disarray. 

Political party chaos, has been playing out very publicly, on screens and in the media in recent weeks. Not a pretty sight and not good for politics or community morale! As citizens we expect our elected leaders to lead by example, a good example! 

But this is a message and a problem that is not confined to the political arena. Leaders, Leadership Teams in disarray cross many boundaries.  

So what are the answers, lessons for Business, Sporting organisations, and political parties that are experiencing similar symptoms? What are the steps to rebuilding teams and Leaders? 

Firstly, why does this happen? 

• Ego and personality clashes 

• Lack of trust and respect

• No shared vision and direction 

• Role ambiguity

• Factional fighting  

There you have it. What you end up with is dissolution, despair and disharmony! 

You may have experienced this in a workplace, sporting group or any organisation as cohesion dissipates into disarray.  

There is no direction, effective instruction and the Team is no longer a team! It's everyone for themselves! 

Getting it back together!  

6 Key Steps to Rebuild a Leadership Team in Disarray

1. Consider appointing an independent mediator to take the repair process forward.  

2. Create an environment where all members feel safe to speak openly without retribution. Establishing psychological safety is crucial. Acknowledging past leadership failures can help with healing, but this step must be conducted constructively if there are lessons to be learned. 

3. Rebuilding trust. Do this by holding individual sessions.  This helps in better understanding members' perspectives and helps with building personal relationships. Nurture and foster strong working boundaries. 

4. Redefine your Mission. The Team needs to reconnect with a shared vision and purpose. This is critical to re-establish the Team with a sense of ownership, meaning and belonging. Next, establish clear roles and responsibilities and ensure everyone understands their part in this new collective vision. Goal Setting & Planning follow this exercise.

5. Set Clear Roles with Accountability. Clearly defined roles and responsibilities are critical to avoid misunderstanding, potential conflict, and disconnection. Assign specific members to tasks and decisions with accountability and reporting requirements. 

6. Establish healthy rules of engagement. Create an environment where differing views or ideas are accepted and debated. Where constructive, professional disagreement is harnessed to ensure the best decisions are reached. Transform a culture of ‘artificial harmony’ to one of unity with healthy engagement to get the best for all concerned.   

Rebuilding a Leader.  

Consider these Strategies: 

• Lead by example by having a presence, ‘walking’ around and engaging directly with the Team in their workplace. This fosters and builds trust, respect and loyalty.   

• Practice Service Leadership. This is being and acting as a support to the Team rather than just managing from above, top-down, as a director. Stand by your words and actions, hear their voices to bridge the gap.  

• Provide Team Development opportunities. Upskilling and opportunities for growth provide benefits for all: the employee, the team and the organization. Neglecting this hinders productivity and performance. 

• Focus on the Future. It's important to take the Team forward by focusing on future goals, solutions and opportunities. Acknowledge the past but avoid getting stuck there in ‘what -ifs or regurgitated negativity. 

• Restore Belief. Be authentic. Help rebuild morale and belief in self, team and the organisation by demonstrating strong values, work ethic and team culture. Take the time and effort to establish a strong foundation reinforcing shared vision and goals. Where everyone plays a part in the successful results.

The good news, Leadership Teams and Leaders can be rebuilt successfully and go forward to enjoy the benefits and rewards of united efforts. 

Leading when you have the winning Team is commendable, memorable! Congratulations it all came together. Sit back, celebrate and enjoy the glory and success. 

Flip the situation!  

If you are the Leader of a group that has just experienced loss, setbacks and disappointment, whether it’s a football final, or a bid for a contract,  when ‘teams’ lose, the impact can be devastating. Reactions vary and it’s easy to start the blame game or dwell on what-ifs.  

This is where strong Leadership is vital to deal with the fallout of defeat. Supportive leadership to address the challenges, pick up the pieces, and rebuild. Importantly, it’s about taking the group with you, transforming the pain of loss into purpose. 

4 Actions of Strong Leaders and Leadership: 

1. Understand the emotional impact 

• Acknowledge disappointment, allow time for ‘grieving’ 

• Give support, individually and the team 

• Demonstrate empathy 

• Address any fears or uncertainty 

• Provide access to mental health services  

2. Rebuilding Morale

Yes or no, the question often arises, and the debate continues.  

People of power, political influence, scholars, intellectuals and everyday people will most likely have thoughts or an opinion.  

Consider the argument, it’s a complex one with key points supporting both sides.  

Compare and contrast! 

The born to lead position proposes inherent qualities, a natural propensity for leadership. ‘Traits’ are more likely to emerge in these leaders as given qualities, confidence, courage, charisma and the ability to inspire others.  Personality and traits that predispose them to be leaders. 

Such attributes and characteristics can be displayed at any age, from early childhood and beyond. Watch a group at pre-school, or on the playing field or later at a workplace and you will see these leaders.  

Examples of gifted leaders include Nelson Mandela and Martin Luther King who developed into powerful leaders through experience. Both examples demonstrate leadership flourishes when nurtured. 

On the other hand, made Leaders result from leadership skills gained through education, training and experience. Programs that support development and the opportunity to grow, improve and gain the necessary skills over time.  

The role of opportunity and development in producing strong leadership can't be stressed enough. Birth right and inherited position don’t have to precursor effective leaders and leadership. Think of situations when you have seen those from diverse circumstances and sometimes disadvantaged backgrounds emerge as strong leaders. Our PM is one that grew up in humble beginnings but has risen to lead our country.

Environmental factors can and do play a part, hampering and influencing leadership development. COVID forced leaders to step up to deal with unprecedented events and challenges. Our Premier led by example, supporting a strong stance of protection for public welfare.

Ineffective management, inappropriate behaviour, and poor performance can cross all realms and boundaries of a Business. At the top or bottom of an Organisation bad behaviour can appear in various forms, shapes and ways, disrupting and sometimes creating toxic environments. Everyone is at the mercy of the damaging fallout.  

Heed the warning! Be aware! In a world of changing community standards and expectations in the workplace around diversity, inclusion, safety, bullying and mental health, Executives and leaders who breach rules or overstep the mark can find themselves in hot water. No longer are power and abusive language management tools. CEO’s need to be the best version of themselves at all times and lead by example.  

Simply put, we know effective performance and behaviour management fosters a harmonious and productive workplace that is beneficial for all concerned, employers and employees. To support that, strong systems and structures need to be in place. 

Most importantly, it’s knowing what to do, how to prepare for, address and deal with any issues if they arise. 

The following are common types of Leader bad behaviours.  

• Leadership deficiencies: lack of accountability, micromanagement, constant negativity, self-interest, and avoidance of responsibility.  

• Personality traits: rigid thinking, narcissism, psychopathic tendencies (manipulation, superficial charm), controlling) and being easily frustrated. Bullying is often a management method using exclusion, humiliation, and belittling staff. 

  Read more...

In a time of uncertainty, conflicting world events, politics and the rapid adoption of AI we are already seeing that 2025 is a time of disruption and it’s not ‘business as usual!  

In this rapidly changing environment horizon scanning, course correction, agility and adaptability are important skills for Industry leaders. 

 A ‘typical’ small Business leader in Australia in 2025 is likely to be a tech savvy self-believing entrepreneur with a strong focus on digital marketing, the customer experience and sustainability.  

Aligned with this profile is human-centred leadership that prioritizes employee needs, wellbeing and promotes practices to foster a safe, positive work environment. There is emphasis on diversity and inclusiveness within their teams. 

What to look for. Do you recognize these attributes in yourself? 

7 Key characteristics are: 

1. Tech savvy: includes keeping abreast of new technology, being open to improvement or if needed seeking advice from expert others. Example AI, what’s it all about, what does or can it mean for my Business! 

2. Digital fluency aptitude understanding and leveraging technology to drive innovation and decision making. Such as utilizing online platforms and social media applications. E.g. data analytics to reach customers, manage operations and respond to changing market trends. 

3. Agile and Adaptable: leads change, adopts flexibility in operations and strategy to respond to market shifts and emerging trends. Embraces continuous learning to stay relevant to meet the challenges of a changing landscape.   

The opportunity to step up to a Leadership role has finally presented itself. 

Are you ready, do you have the necessary skills and abilities? 

Stepping up to a leadership role requires a shift from managing tasks to driving strategic intent, developing talent, and embodying emotional intelligence. Effective Leadership demands building trust through respect and integrity and adopting an open and growth mindset to embrace change and the challenges presented.  

Are you prepared? 

If you have answered yes, you will have put in the hard work to transition from being a highly-praised manager or key Team player to developing the skills needed for a leadership position. You have done the hard yards, developed your skills and applied your qualities and traits that make for an effective leader.

Let’s look at 7 Vital Leadership Skills. 

1. Mindset shift – focus on being a leader of others, focusing on organizational impact and outcomes. This takes a move from being a subject matter expert, task master, assigning and managing jobs. 

   Read more...

Lessons in life and Business come from personal, learned experiences, peppered with successes, failures and everything in between.   

And we know leaders come in all shapes and sizes and leadership has many styles. Amongst those are the ‘self-taught’ leader. 

These are the self-starters, self-motivated that often morph or merge into leadership positions, often beginning on the job, at the coal-front of Business or as small Business owners. Many don’t start at the top but go about their tasks with commitment forging a pathway that fosters development and growth. 

Characteristics, traits and habits include: 

• self-directed   

• self-belief  

• interested and open to learning  

• flexible  

• resilient   

A desire to go further, gain skills and knowledge, improve and succeed drives their endeavours, sometimes in small steps but still with purpose and an end goal.  

If you are a small Business owner, ‘self-made’, you might recognise yourself. 

And speak with ‘self-taught’ ‘successful’ leaders and many will share the following 7 ‘takeaways’.

Setbacks are inevitable, but as a leader how you respond to them is the difference in how the situation plays out. Your reaction influences the outcome. Bury your head in the sand, give-up, or react without thinking will not solve the problem. 

But you can turn the situation around! By acknowledging the setback, reframing it as a learning opportunity and focusing on solutions is a positive and productive way to move forward. You can face and overcome the challenge, build resilience and in doing so, lead by example and inspire your team.  

4 Ways to Turn Setbacks around! 

1. Acknowledge and Accept the Setback: 

Acknowledge the reality that setbacks occur, don't shy away. Step up as a Leader accept what's happened and face the issue. Take time and delve into understanding the issue, get the full picture then focus on seeking and finding solutions. Plan and develop a course of action. Reflect to learn but don’t waste time dwelling on the what ifs or might have been.   

2. Reframe the Setback as a Learning Opportunity 

Life throws us many challenges, both in our personal and professional fields. As a Business owner most likely you will and have experienced setbacks. The COVID pandemic an example. It certainly turned our lives and economy on our heads. Smart operators have used that horrific setback as a learning opportunity. They reframed the challenge, focused on the positives, identified the strengths and lessons learned from the experience.  Example, Joe’s café was ‘tested’ with COVID distancing and lockdown rules. With no in-house business Joe had to find solutions and look for opportunities. He did so, by baking takeaway dinners and selling them direct from the refrigerator. Phone, click and collect sales soared and he was able to trade his way through this setback. He turned the situation around!

Listen to the coffee and backroom chatter and you will find the common perception is that leadership is all glitz, glamour and perks! Listen up! That is indeed a misconception! 

In reality, leadership involves hard work, tough decisions, and routines punctuated with often challenging and unexpected events. There’s more grit than glitter! If you were a Leader during the uncertainty and disruptions of the COVID epidemic, and more recently, US tariff threats, you would know it isn’t glitzy or glamorous, sprinkled with perks.  

Strong leadership can be best described as gruelling, demanding, with a raft of responsibilities that often require significant personal change and sacrifice. Simply said, leadership never ends. It’s a continuous journey of highs, lows, wins, and losses requiring self-reflection and improvement to be a true, effective leader. 

The unglamorous realities of Leadership include: 

• Accountability: The buck stops with you. The Leader is ultimately responsible for their team's successes but also accountable for failures. The pressure can be immense,  requiring reporting to a range of stakeholders. 

• Difficult decisions and hard calls. The leader carries the burden of being the bearer of bad news. Announcing job cuts, cancelled projects, and having awkward conversations are all part of the role. This emotional baggage can end up falling on the leader’s shoulders, not seen but felt. 

  Read more...

We know leaders and leadership styles come in all shapes and styles, this month we put Kakistocracy in the spotlight. 

Kakistocracy has its origins in politics and government, with associated commentary, ‘leadership by the ineptest or least competent’. Described as ‘a government run by the worst, least qualified or most unscrupulous citizens’. English author Thomas Love Peacock in 1829 using the term as the opposite of aristocracy, meaning ‘excellent’ in Greek. 

Kakistocracy is a leadership style driven by favouritism, not progress, occurring when those rising to the leader position do so on charisma rather than skills and capability. Appearances and ego lead over expertise and meaningful outcomes. It’s all about self-interest and ineptitude is part of an incompetent skill set. 

In modern times it appears and is evident in a range of organizations, from big corporations to small Business, community and non-profit groups.  

Features of kakistocracy leadership: 

• Organizations that are directionless, often floundering under Management without clear purpose.  

• Leaders surround themselves with like-minded supporters that go with the flow, don't speak, while dissenting voices are ignored.  

• Decision making becomes insular, reactive, and poor decisions are overlooked. The resulting fallout is flourishing incompetence stifling creativity, morale and innovation.    

• Boards, Governing Bodies and Committees may sidestep the challenges of responsibility and accountability, valuing loyalty instead. This avoidance leaves those ill-equipped to lead still leading. 

How to avoid kakistocracy in your Company

Big Business, small Business, Sporting organizations and everything in between, when it comes time to identify potential or new Leaders, what are the secrets to successful Leadership transition? Importantly, what makes Succession Plans work? 

In reality, successful succession isn’t simply following a plan. Transition and successful succession are about honestly assessing what the organisation needs next, what it needs to take it forward.   

That raises questions, ‘who’s in the room? Is the ‘nominated’ candidate suitable and prepared, able to deliver that?  Answer, sometimes yes, sometimes no! 

Read on! 

Family Businesses, and you may be one of those who have realised the importance of Succession Planning and taken the necessary steps for a smooth transition.  You will have instilled family values, strong governance structures and supported all family members to nurture their aspirations and ambitions. Role rotation, training, and shared opportunities are important to achieve this outcome. Everyone is a winner! 

Examples of succession plans that have worked where highlighted in the story of leadership transition headlined, ‘WA Cricket’s belief in coach Adam Voges is a perfect blueprint on how to get it right’. In this article, Voges was praised as ‘he epitomises excellence in the world of head coaching’. 

Other examples.

Crisis and crises do occur despite the best laid plans! And they happen in all streams and areas of life, Business, leisure and personal. 

As a Leader, a crisis brings additional layers of complexity, responsibility and difficulty, as you are called upon to act effectively. Your Team and employees look to you for guidance, support, and answers!  

Most successful Leaders embody a range of certain traits and capabilities, adapting their leadership style to best respond to the needs of a specific situation. They can inspire, influence,and know how to act decisively. 

This moment has arrived. Are you prepared, equipped? Do you see yourself in the following? 

Research and feedback from various workforces have identified the following 7 qualities, capabilities and actions they want Leaders to demonstrate in times of crisis.  

1. Calmness is key under pressure: Keeping a level head and staying composed will help avoid panic reactions.  Displaying patience and being mentally stable will reduce anxiety and create a less stressful environment for all. The opposite, agitation, being rattled and overly excited, will have a detrimental impact on everyone.