Jo Jeffries, Author at ELMentoring

Entrepreneur’s Well-being Plans -Balancing Ambition with Inner Peace

Leave a Comment / Leadership / Jo Jeffries

Entrepreneurship is often talked about as the tireless pursuit of ambition. In reality, it is an intense, uncertain, and constant pressure that can take its toll on physical and mental well-being. In the modern business world, success is no longer measured purely by revenue and valuation. Sustainable operation fuelled by inner peace and self-carel are also important measures. Creating a well-being playbook is a vital business strategy. When looking for longevity and optimal decision-making, it is certainly not a luxury.

The cost of the “hustle” mentality

Hustle culture is inescapable and encourages people to equate their own self-worth with continuous activity. This often results in burnout, poor health, and even compromised cognitive function.

Cognitive decline

Chronic stress can hinder the prefrontal cortex which is responsible for high-level functions such as planning, decision-making, and emotional regulation. The result is that the most important business decisions are all-to-often made by a mind that is overwhelmed and impaired.

The emotional toll

This journey can be a rollercoaster of highs and lows. With no emotional regulation framework, there is susceptibility to anxiety and depression. It can also result in destructive behavioural patterns that can impact both team management and personal relationships.

The paradox of productivity

When you try to push past exhaustion, it does not often result ingenuine creativity or high-quality work. Often, the best ideas occur during periods of reflection, rest, or “diffuse thinking,” not as the result of a very long workday.

The well-being playbook – pillars of inner peace

An effective well-being strategy is something that is non-negotiable. It should be a structured system that is integrated into the business week.

Non-negotiable boundaries and scheduling

True inner peace starts by defining and enforcing clear boundaries. This is especially true for areas regarding time and attention. You need to define three non-negotiable blocks of time per day (the three rings of focus). These are deep work, shallow work/communication, and recharge/rest. It is essential to protect the recharge block completely.

It is also important to implement a “Tech Sunset” of around 30-minutes before bed, when you have no screen time This digital disconnection ritual allows your brain to enter a calmer state before sleep. Doing so can help enhance performance.

One final thing to do is to plan blank spaces on your calendar. This isn’t about being lazy. Rather, it means setting aside time to think and be creative.

Movement and nutrition

Mental clarity and emotional stability are undeniably linked to physical health. It can be a good idea with that in mind to commit to some form of daily, planned movement. This can be as simple as a 20-minute walk or a short yoga session. This can assist in the regulation of hormones linked to stress and mood. It can also act as a natural remedy for pressure-causing cortisol spikes.

What you eat is important as a form of cognitive fuel. Nutrient dense foods can help stabilise blood sugar. Don’t rely on caffeine and sugar to fuel long stressful days. This can result in cognitive crashes. Maintaining stable energy levels is key. Hydration is essential alongside this, as chronic dehydration can have an impact on mood and focus. Water intake should be treated as a key performance metric. Therefore, ensure consistent hydration throughout the day for optimal brain function.

Cultivating self-compassion and reflection

On the entrepreneurial journey the most challenging aspect will be managing failure, setbacks, and self-doubt. When a project fails, or you lose a valuable member of the team it is important to take the mindset of debriefing rather than blaming. Instead of thinking what did I do wrong, look at what the data tells you. This will help prevent setbacks and any downwards spirals that can arise from self-criticism.

Implementing a weekly “CEO hour” which can be used for reflection and solitude is also a must. This is time that shouldn’t be spent on operational tasks but rather for pondering questions like “what am I optimising for right now?” and “am I still on track for my long-term mission?” If you journal during this time, you will be able to see what your priorities should be. You should also consider looking for external support when needed. This is something that needs to be normalised. External support can offer you a non-judgemental space in which you can process the motional load that comes with leadership. It is not a sign of weakness but an investment in your leadership style.

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Top Time Management Hacks for Busy Entrepreneurs

Leave a Comment / Business Success / Jo Jeffries

It is all too easy for the line between work and real-life to become something of a blur. This is especially the case when you are a busy entrepreneur. The pressure to try and do everything yet still have quality time for family can easily lead to burnout. Effective time management is not about trying to work more hours, it’s about prioritising tasks and working smarter in a way that helps your business grow. Let’s look at someessential hacks for time management that will help you take back control of your schedule, improve productivity and reduce burnout risk.

The 80/20 rule

Sometimes referred to as the Pareto Principle, the 80/20 rule recommends that around 80% of results should come from 20% of your efforts. The important thing to do is identify this critical 20%. Consider which tasks generate more revenue, build the best relationships, or provide the most momentum to your business. For the majority of entrepreneurs, a focus on sales is most important, followed by strategic planning, and building your team, rather than “getting lost in administrative tasks”. Every day should start by identifying just one or two “high impact” tasks. These are where your focus should be, before you start anything else.

Time blocking

Time blocking is a very powerful and effective technique. Split your day into blocks of time and assign specific tasks to each block. Do this rather than simply saying you will work on X and Y during the day. Dedicate a set block of time to X and another to Y. This approach can help avoid distractions and makes sure all the most important work is done. It will also help to give you a better idea of what you can accomplish in a set period. You can assign blocks for breaks and lunch as well which will give your day mor routine and make it less stressful.

Batching similar tasks

When it comes to productivity, context switching – jumping between tasks that are unrelated – can be a killer. When you switch from one task to another your brain needs to re-engage with a new task, and this wastes mental energy and time. Task batching is the solution to this. When you group activities that are similar you can tackle them all at once, and this will ensure that you build efficiency and momentum which ensures you have more mental resources for difficult tasks.

The two-minute rule

The two-minute rule (made popular by David Allen, a productivity expert) is a hack that helps reduce procrastination. Take any tasks that will take just two minutes, or less, and do them immediately. When you do this, you can prevent annoying small tasks from pilling up and causing you additional stress.

Set boundaries, delegate

You are not supposed to do everything yourself. Key to making the most of your time is learning what and when to delegate. Consider your daily tasks and ask yourself if any of them could be done by someone else. When you outsource things like bookkeeping, daily admin and even management of your social media you can free up significant chunks of time. This will help you to be more productive in other areas.

Your most valuable asset is time. Implementing some of these hacks can help you become more proactive. This means you can shift from feeling overwhelmed to a position where you are more in control. You don’t need to be busy all the time, but you do need to use your time wisely. Essentially, this allows you to make the split between working hard and having some down time.

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Cultivating a Growth Mindset -The Foundation for Sustainable Business Success

Leave a Comment / Small Business Tips / Jo Jeffries

The concept of fixed and growth mindsets was introduced over 30 years ago. It was developed in order to explain how individuals perceive intelligence and learning. Those who have a growth mindset are people who believe that intelligence and skills can be developed as a result of persistence and effort.

For those who have a growth mindset this makes it easier to embrace challenges, refine your skills, and also seek opportunities which can help you to improve. This can be in professional development, learning, or even personal relationships. Those who adopt this form of mindset tend to be those who achieve greater success. This is because they approach obstacles with determination resilience and also are willing to grow. At a time when change is constant, and competition is strong, those businesses that thrive are those who embrace learning resilience and innovation.

Read on as we explore how you can cultivate a growth mindset. This will helpsustain success within your business. There are three practical steps you should take to ensure this approach is embedded in your workplace.

Secure leadership buy-in

If you want the growth mindset culture to really take root,then it is important that you start with those at the top. Employees look for cues from leadership be this on how to handle challenges, failure, or development. If the leaders of a company model curiosity, resilience, and also a willingness to learn then their team are far more likely to follow suit.

There are several different ways in which you can achieve this. You should encourage transparent leadership which means sharing stories of setbacks that you have overcome and highlighting the lessons that you have learned from this. You should also foster a culture that is feedback driven. Consider replacing right or wrong thinking with a more constructive feedback loop that focuses on achievements. There is also other language that you should consider changing. For example, instead of using the terms strengths and weaknesses consider using words like current abilities, and areas for growth. In this way you will openly and actively encourage your employeesinto a growth mindset.

Invest in training and continuous learning

Growth mindset isn’t simply about the desire to improve, it is also about making the right environment where learning will happen. For this reason, it is important to prioritise continuous professional development and training&nbsp. Thiswill help to empower your employees and give them the skills and mindset that they need to excel and adapt to everything around them.

This can be done through regular skill building sessions, by encouraging cross functional learning, and by supporting coaching and mentoring within your teams.

Recognise effort, not just outcomes

One of the biggest challenges faced within a growth mindset culture is rewarding only results, instead of progress and effort. When a company solely focuses on performance metrics its employees may fear failure. This can lead to them becoming reluctant to take risks or be innovative within their roles.

Place greater emphasis on recognising improvements that are continuous where there is resilience and effort rather than just the final results. It is also a good idea to consider aligning your performance reviews with learning goals. This will help you to move beyond performance that is static and will also include progress-based recognition

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Vulnerability team leader talking about project progress with remote team

Does Vulnerability in Leadership Really Build Trust and Connection With Others?

1 Comment / Small Business Tips / Jo Jeffries

As a result of the market shifts, global crises and challenges resulting from the disruptive events of recent years it has been necessary to look for multifaceted solutions. It is important for organisations who are looking to be resilient, innovative, and adaptive to make sure they have good team collaboration. Effective collaboration needs a good foundation of trust. and a trust deficit can all too often be the cause of failure. For any leader who want to be build a collaborative, strong team then it is important to demonstrate this vulnerability, even though it might seem counterproductive. When they embrace vulnerabilities, leaders can create deep connections. This can increase engagement and can drive better productivity.

Trust and vulnerability – the link

Trust is essential for successful teamwork. It allows team members to rely on each other, share ideas comfortably and address any issues without worrying about judgement. When trust is lacking, then a team can fall into a pattern where competition, designment and miscommunication occur. This make collaboration difficult.

One of the best ways to build trust is through vulnerability. Whilst a traditional leadership model my suggest promoting authority and strength, the modern work environment benefits when a leader shows openness. When a leader shows some of their own uncertainties and challenges they can model trust. This helps establish a norm where trust and collaboration can grow.

Vulnerability as a leadership skill

Vulnerability doesn’t mean oversharing to undermine your own authority. Rather, it means a strategic, conscious approach to humility and honesty. There are some key steps a leader can adopt to help encourage openness amongst their team.

Acknowledge emotional triggers and reactions

Leaders need to recognise their emotional triggers. Rather than impulsively reacting they should practise stopping for a moment to look at their emotions. When they are calm and measured in their response to a challenge this can help a team see that setbacks are a normal part of the growth of a project rather than a problem.

Shift from a mindset of ‘Prove Yourself’ to ‘Improve Yourself’

In settings of high-performance there can be a pressure to appear very competent all the time. But when leaders focus on constant image management, it can result in a culture where others feel the need to prove themselves, often at the expense of learning and collaboration. It is important that growth is prioritised over perfection.

Admit mistakes and uncertainties

One of the most powerful things a leader can do to show their vulnerability is admit when they have made mistakes, this level of transparency can make it easier for employees to also admit to their struggles.

Encourage feedback then act on it

When you embrace feedback it sends the message that everyone has an opinion that matters. It reinforces the idea that insights and knowledge are things that should be shared.

Be consistent

This type of trust is built by being consistent rather than from single moments. Consistently act on the same values and this will show your commitment to your team and result in much higher levels of engagement.

Need training for your team?

Learn more about professional project management certification, PM career pathways and the benefits of training and continuous development.

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Limiting beliefs future proof your career leadership training Imposter syndrome

The Power of Mindset – Overcoming Limiting Beliefs for Personal and Professional Growth

Leave a Comment / Small Business Tips / Jo Jeffries

Limiting beliefs are often not only ingrained but can really hold you back when it comes to personal and professional development. Whether these beliefs stem from past experience or cultural conditioning, they can often leave a person believing negative things. “I’m not good enough” or “I don’t deserve success” are common thoughts. These beliefs can create a barrier that makes it difficult to reach their full potential.

Limiting beliefs go beyond simple frustration. They affect how people feel about their own abilities and how they perceive themselves. It is important to be able to recognise these beliefs. By knowing your inner critic, you can overcome them in order to find personal and professional growth.

Common Limiting beliefs

Unfortunately, there are a number of negative beliefs, and at one point or another most people will have struggled with at least one of them. These include:

I am not good enough: This points to a fear of failure and oftens stops someone from taking risks or pursuing their dreams. This could be true whether this is a belief that you are not good enough for something that is work related or something more personal.

I am too young/old: Age should not be a barrier for anyone, but we often have self-doubt that age hampers us from succeeding in life or when it comes to changing careers
I am not smart enough: Underestimating how smart you might be, an inability to learn new skills or obtain and retain new knowledge is common, it is important to have the confidence to work through this.
Money is the root of all evil: This sort of belief can often hold you back from being financially successful and can result in a financial struggle

How do limiting beliefs impact on personal growth?

When it comes to personal growth, limiting beliefs has various impacts. They can create an unfortunate fixed mindset. It is often all too easy to muddle along in your comfort zone. It’s simpler keeping everything the same and not rocking the boat by trying anything new, learning a new skill, or even making a few simple changes. This can stop your personal development. It keeps you stuck in a rut where you are permanently in a state of self-imposed limitations.

How do limiting Beliefs impact on professional growth

With professional growth, limiting beliefs can also be incredibly damaging. Beliefs such as “I’m not smart enough” or “I am too old/young” can be detrimental. They can stop you from pursuing potential new career opportunities. You will miss out on valuable opportunities that could help with career growth and a sense of professional fulfilment.

How to break free from limiting beliefs

It is easier than you might think to break away from these limiting beliefs that can hold you back. Self-awareness can be incredibly important. Therefore you need to find time in your busy routine to identify those negative self-limiting beliefs that might be holding you back.

You should also challenge your limiting beliefs. Are they true or are they based on unfounded assumptions? Remind yourself what you are capable of and what you have already achieved.

There are a great many things that you should be doing to ensure that you overcome you limiting beliefs so that you can improve your personal and professional growth.

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The benefits of networking with other business leaders

2 Comments / Leadership / Jo Jeffries

When it comes to career growth, active networking on a professional level is essential. There might be some off-putting connotations to the idea of networking. However, creating good professional working relationships is essential.

Why is networking so important?

It is essential for business leaders to master the skills involved in networking. This is the same across all industries and regardless of your level of experience. Good industry networking is the difference between having an okay career and a fantastic career.

With the right approach, networking can help you to build relationships that will be mutually beneficial with other professionals within your industry. With a solid network of professionals in place, you will be one of the first to hear about new and exciting job opportunities within your industry. You’ll also know when people with the right skills are looking for a new role and would fit nicely into your team and reap a whole host of other benefits.

Who should your professional network include?

You need to make sure that you have the right contacts in your professional network. This is something that will help you to maximise your learning opportunities and career growth. You should consider building your industry network to include the following groups of individuals:

Former and current colleagues
Study peers and classmates
Friends in the industry
Members of the appropriate industry-related associations
Peers from other digital networks like LinkedIn
Recruiters who are specialists in your field

The type of networking that you do may vary but could include everything from informal chats at social events to attending events that are specific to your industry. The goal of networking is to open up the lines of communications and begin to make network relationships

The benefits

There are many benefits to be had from networking, and if you are not doing your networking effectively, then you could be damaging your career prospects. These benefits include:

Strengthening your business connections within your network
Tapping into your network when you need ideas and perspectives
Raising your professional profile
Helping you to grow your own personal brand
Getting access to job opportunities
Exchanging best practice knowledge with members of your network
Getting support and career advice
Boosting your confidence
Gain a perspective that is different
Develop long lasting relationships that can also be social as well as professional
Get answers when you have questions
Find your ultimate dream job

How do you start networking?

Building networks is incredibly beneficial for your career but for many individuals the work that is necessary to build up a network is not something that comes naturally. Not everyone is comfortable starting conversations with individuals that they do not know and even the idea of sitting next to a stranger at a conference can fill them with dread.

You can prepare for such eventualities by planning ahead and making sure that you have a couple of relevant points for discussion in your arsenal so that when you find yourself making small talk with new people you have something to discuss. Not all discussion points need to be about work, they are simply ways of getting conversations started.

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Flexible Mentoring – How To Adapt to Your Mentee’s Needs

Leave a Comment / Leadership / Jo Jeffries

Mentoring is about guiding someone’s development, but it’s not a one-size-fits-all process. Flexible mentoring recognises that each person being mentored is unique and, as such, it requires a tailored approach. Here’s how to create a mentoring plan that adapts and evolves with your mentoring relationship.

Clear goals but a flexible framework

Start with a clear understanding of what your mentee wants to achieve. Is it a promotion, new skills, or increased confidence? Establish expectations for both of you. This can include how often you’ll meet and what topics you’ll cover. However, you need to remember that these initial goals might change, so be ready to revisit them.

Listen and understand

To be a flexible mentor, you need to be a good listener. Pay attention to your mentee’s aspirations, challenges, and preferred learning styles. Do they learn best by doing, observing, or discussing? Ask questions and create a safe space for open and honest conversation. This will help you tailor your guidance to fit their needs and their personality.

Expect the odd curveball

Life isn’t linear and mentoring is no different. Be prepared for unexpected events that might require adjustments to your plan. A job loss, a family emergency, or a change in priorities can all impact your mentee’s needs. See these changes as opportunities to help them navigate challenges and develop resilience.

Mix it up

People learn in different ways. To keep your mentee engaged, use a variety of mentoring methods. One-on-one meetings offer focused support, while group workshops can encourage peer learning. Online resources like articles and webinars provide easy access to information. Consider arranging job shadowing too, to give them real-world experience.

Regularly check in – but don‘t hover

Schedule regular check-ins to track progress and make adjustments. These meetings allow you to celebrate successes, identify roadblocks, and ensure you’re both still on the same page. Is your mentee feeling overwhelmed or lacking support? Regular feedback helps keep the mentoring relationship on track. However, it’s important to let them make some mistakes, and learn some lessons themselves. Don’t hover.

Learn from everything – even mistakes

Acknowledge and celebrate achievements. These successes build confidence and motivate your mentee, but don’t shy away from setbacks. Analyse what went wrong, identify areas for improvement, and use these experiences as learning opportunities. Did a networking event not go well? If so, help them reflect on why and develop their networking skills.

It’s a two-way street

While you’re guiding your mentee, be open to learning from them too. They might have fresh perspectives, new ideas, or different ways of doing things that can broaden your own knowledge and understanding.

Flexible mentoring is about creating a supportive structure that can adapt to your mentee’s individual journey. By being responsive, understanding, and willing to adjust your approach, you can help them reach their full potential.

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Why AI fails at mentoring

Leave a Comment / Small Business Tips / Jo Jeffries

AI has made significant steps in recent years. It is now even able to generate information in a more conversational manner. In fact, some of the AI-generated chat programs that you will find out there are incredibly good at what they do. In some cases, it is often impossible to work out if you are speaking to a real person of not. When it comes to business, this offers fantastic potential. However, it also invites some difficult questions. Is AI also capable of replacing social institutions, friendships or peer-to-peer interactions? Worse still is, it possible that it could be used to replace mentorship?

There are certainly many things that AI can do but it cannot yet replace the more intangible aspects that are associated with human interaction. With this in mind, we explore why AI fails at mentoring.

What AI is good at

Before we consider why AI fails at mentoring lets take a very brief look at what it is really good at:

· Finding patterns – AI can sort through large amounts of information and data and find patterns to make predictions.

· Automating lists that are repetitive – Because it’s good at finding patterns, it is also great when it comes to creating commands for repetitive activities.

What can’t AI do?

AI is however not very good when it comes to generating new information. When it comes to interacting with humans it can really struggle. Furthermore, it can’t really respond all that well to a prompt where it simply doesn’t have the information necessary to hand.

The lack of human element

To put it simply, if you were looking for advice from a mentor in areas which you were struggling in and wanted advice, support and a little guidance, AI simply doesn’t have the capacity to give you this. It would be more likely to give you some random information that it was able to find that it believed would fit what you were looking for. Unfortunately, this usually would be way off the mark.

A mentor is there to guide you and no matter what the problem send you in the right direction. It may not be with the full answer that you need but rather the right guidance to find that answer or the information that would lead you to the solutions. This requires a significant amount of knowledge and often the ability to think outside the box. Essentially this is something that AI has yet to master.

When you choose a mentor, you do so for many reasons. One of these is that you want someone you can learn from, who has been in the position you are in themselves, and so understands. This is simply not something that AI will have any knowledge of. Therefore, any answers that it gives you will be based on guess work and probability.

A mentor is also someone who can help you when it comes to networking. Again, this is something that AI simply has no real knowledge of. It might be able to suggest ways in which you can network, but it does not have the human connections to help you.

There are many ways in which AI is a great and incredibly valuable tool. However, when it comes to mentoring, the human touch is essential and this is not a bad thing.

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The Imposter Syndrome: How To Combat Self-Doubt For Career Advancement

Leave a Comment / Career, Leadership / Jo Jeffries

The term ‘imposter syndrome’ has been in use since 1978 when it was introduced by psychologists Suzanne Imes and Pauline Rose Clance. Both of whom struggled with self-doubt despite their obvious success in their chosen field. It was this which led them to embark on a study program of other successful women similarly afflicted by self-doubt.

The American National Institute of Health describes imposter syndrome as ‘a behavioural health phenomenon described as doubt of intellect, skills or accomplishments among high-achieving individuals.’

Self-doubt, feeling like a fraud and subsequent fear of failure can affect anyone in any field. It can happen at any stage of their career.

Combating self-doubt in order to advance your career involves a combination of strategies. These are aimed at building self-confidence, gaining clarity and then taking action.

Identify the reason for imposter syndrome

What triggers your self-doubt? Is it the fear of failure or feeling not good enough in comparison with others? When you understand the root cause you can begin to address the problem.

Challenge negative thoughts

When self-doubt creeps in, challenge this with evidence-based reasoning. Ask yourself if you have any actual reason or evidence to support this feeling or if they’re based on past experiences or assumptions.

Be kind to yourself

Acknowledge that everyone experiences self-doubt at some point. Even leader Elon Musk has admitted to suffering from self-doubt over public speaking. Give yourself a break when things get a bit challenging. Focus on your strengths and talents and leverage them throughout your career. Keep reminding yourself of past successes and times when you’ve overcome challenges – keep a written record of these.

Continuous learning

Invest in your personal and professional development through ongoing learning and skill-building activities. The more you learn the more confident you’ll become in your abilities.

Set realistic goals

Break down your career goals into small, achievable steps and celebrate each time you achieve a new milestone. Keep a record of your progress to help build confidence and block imposter syndrome. Visualise yourself achieving all your career goals and imagine how you will feel. This helps to reinforce positive thinking.

Seek feedback from supportive people

Ask for feedback from trusted colleagues, mentors or supervisors. Constructive feedback can provide you with valuable insights and help you recognise where your strengths and talents lay. Surround yourself with supportive people who believe in you and encourage you in your career goals. Avoid those who would undermine your confidence or feed your self-doubt.

Take positive action against imposter syndrome

Sometimes the best way to combat self-doubt and power through your career is to take action despite those niggling feelings. Break out of your comfort zone and take calculated risks. Once you have done this for the first time your confidence will get a massive boost and you will find it becomes easier and less nerve-wracking to keep taking those small steps forward. Don’t be afraid to sometimes seek support from a mentor as you advance in your career.

Overcoming self-doubt is an ongoing process so be patient and keep taking those small steps to greater self-confidence.

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Leaderships That Really Worked

3 Comments / Leadership / Jo Jeffries

There are quite a few examples of how leaders have been successful in their chosen fields. However, some leaderships have undoubtedly been more spectacularly successful than others. Often, this is down to how they lead and how they treat the people who work for them.

Whether setting up mentoring schemes – proven to work well in a wide variety of industries – as we know only too well here at EL Mentoring, or driving people to effect change, the right leaderships can change fortunes and change the world.

Successful leaders exhibit a combination of strategies and qualities. Here are a few examples of outstanding leadership styles and individuals who are widely recognised as being the best.

Elon Musk

The CEO of Tesla and SpaceX, Elon Musk is often considered to be eccentric and combative. He is also one of the world’s most devisive leaders. However, his innovative style of leadership shows a man unafraid to take risks and push boundaries in the pursuit of his own personal vision for the future. He has the ability to inspire and lead in a highly competitive market. This way, he can ensure his status as an industry leader in the field of electric vehicles and increasingly artificial intelligence.

Steve Jobs

The co-founder of Apple Inc was a charismatic leader. He was known for a ferocious work ethic and his ability to inspire and motivate his team to achieve groundbreaking, indeed world-leading innovations in the technology industry. His charisma, single-mindedness and attention to detail became the rock on which the success of his company grew.

Angela Merkel

Not a business leader but a highly effective one nevertheless. The former German Chancellor was known for her adaptive leadership style. It helped her successfully navigate the challenges posed by the European economic and refugee crises. She is widely respected among the German people and world leaders. Her ability to adapt to changing circumstances contributed to a long and successful political career.

Sheryl Sandberg

She was the Chief Operating Officer at Facebook from 2008 to 2022. She then, after a stint at Google, moved on to found her own enterprise Leanin.org. This was based on her recipe for success at work and in life. Her leaderships encompassed high expectations and encouragement of the people around her to reach goals. She is known for praising those who do good work. Plus, she takes steps to work out an individual’s talents, pushing them to improve.

Jeff Bezos

The founder of Amazon, which started out as an online bookstore. Bezos has turned his company into the world’s biggest online seller. He is known as a transformational, decisive but often autocratic leader. This is due to his high standards and tendency towards micromanaging. Through his analytical thinking and calculated risk-taking style he has made his company successful. He has done so by splitting his workforce into small teams. They are then trusted to complete required tasks. He is also focussed on improving communication to create a healthy but driven competitive environment among employees.

Companies and businesses can come and go, however it is clear that the key to lasting success is great leadership. This means that can adapt and innovate when required to best suit the needs of their teams and achieve their goals.

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