Mark LeBusque

If You Want Honest Feedback, Look in the Mirror First

Mon, 13 Apr 2026 05:35:42 GMT

If You Want Honest Feedback, Look in the Mirror First

Most organisations say they want honest feedback.
But what they really want is safe feedback, careful and ‘bruise free’ feedback.
Feedback that doesn’t disrupt, challenge, or make managers uncomfortable.

Honest feedback is different.

It doesn’t emerge because of a survey, a framework, or a performance cycle.
It emerges because managers behave in ways that make honesty possible.

Honest, ongoing feedback is not a people process.
It is a management responsibility.

And when managers don’t fully own that responsibility, feedback becomes avoided, softened, delayed — or delivered only when damage has already been done.

Feedback Isn’t an Event

In many organisations, feedback still only appears at predictable moments:

Performance reviews
After something has gone wrong
When an issue can no longer be ignored

When feedback is rare, every conversation carries weight.
It feels loaded.
Risky.

A heavy burden on those instigating it.

Growth doesn’t happen in those conditions.

Healthy feedback is normal, relational, and continuous.
And that doesn’t come from events — it comes from managerial discipline and presence.

When feedback is missing, it’s rarely because people can’t handle the truth.
It’s because the environment punishes honesty.

Management Behaviour Shapes the Feedback Culture

Feedback isn’t received in isolation.
It lands through a filter shaped by:

Trust
Past interactions
Perceived intent

This is where managers matter most.

Managers don’t just give feedback.
They demonstrate how feedback works around here.

If managers avoid conversations, feedback disappears.
If they only speak up when something goes wrong, fear takes hold.
If they wait for formal moments (usually the half and end of year performance reviews), silence becomes the norm.

Feedback culture is not what managers say they want.
It’s what their behaviour makes safe.

Management Conditions That Enable Honest Feedback

Strong feedback cultures consistently rest on three management conditions.

1. Creating A Safety Net

People don’t speak honestly when it feels risky, or when a Manager decides it’s time to have some really open and honest conversations.

Safety is built when managers:

Respond calmly to mistakes
Ask curious questions instead of assigning blame
Invite perspectives they may not agree with
Acknowledge their own learning edges

One defensive reaction can undo weeks of encouragement.
Behaviour always speaks louder than intention.

2. Clear, Human Intent

Feedback fails when people don’t trust the motive behind it.

Managers may believe they’re being helpful, while others experience control, criticism, or judgement.

Effective managers make intent explicit:

Focus on impact, not personality
Separate behaviour from identity
Anchor conversations in growth

When intent is clear and human, even challenging feedback can be constructive.

3. Frequency and Normalisation

In strong cultures, feedback isn’t saved for special occasions.
It’s part of everyday work.

Managers normalise feedback when they:

Share small observations early
Balance reinforcing and developmental feedback
Ask for feedback themselves

The paradox is simple:
The more frequently feedback occurs, the less threatening it feels.

Management turns feedback from an event into a habit when they give others permission to engage in the feedback process.

Management Is the Signal

Honest, ongoing feedback isn’t created by systems.
It’s shaped by what managers role‑model every day.

If you want a stronger feedback culture, don’t start with policy or process.
Start with behaviour.

Because people don’t follow frameworks.
They follow signals.

And management behaviour is the strongest signal of all.

If you’re serious about building a culture of honest feedback, ask yourself:

Do people feel safe telling me the truth — or just the version I’m comfortable hearing?
When was the last time I asked for feedback and listened without defending myself?
What behaviour am I modelling that tells people what’s really safe to say here?

If those questions make you uncomfortable, that’s the work.

Feedback culture doesn’t miraculously change when managers attend training and are sprinkled with ‘feedback fairydust’.
It changes when managers change their behaviour — consistently, visibly, and first.

Developing a healthy feedback culture starts with management capability. The Human Manager Academy supports managers to build human‑centred conversations that create trust, clarity, and growth.

Are your management behaviours building trust and growth — or quietly eroding them?

If you’re ready to honestly examine the signals you’re sending, get in contact by filling in the form below.

Keeping Humans at the Centre When Technology Speeds Ahead

Mon, 23 Mar 2026 01:00:59 GMT

Keeping Humans at the Centre When Technology Speeds Ahead

AI is now the loudest voice in the boardroom.
Fast. Efficient. Relentless.

But here’s what decades of working with humans has taught me:

When technology speeds up, people feel it first.

And when we don’t keep humans at the centre, culture pays the price.

When Tech Moves Fast and People Get Hurt

Atlassian recently announced 1,600 job cuts — around 10% of its workforce — as it shifted harder toward AI and enterprise sales.

Restructures happen. That’s not the story.

The story is how it happened.

People found out via a broadcast announcement, followed by emails confirming whether their role still existed. Those leaving had six hours of Slack access to say goodbye before being locked out.

For a company built on “heart and balance,” it landed hard.

This wasn’t about roles disappearing.
It was about humanity disappearing in the process.

AI changed the skills mix. That’s true.
But management decides how humans experience that change.

Culture Is Tested When It’s Uncomfortable

Culture isn’t proven in boom times.
It’s proven when choices are difficult.

And this is the real leadership challenge of the AI era:

Do we let technology dictate the pace —
or do we lead in a way that respects the humans who built the business?

When your brand is built on trust, safety and empathy, a cold, clinical process creates a gap people don’t forget.

This isn’t about blaming Atlassian because some might say they were ‘later to the psrty than a few others in recent weeks.
It’s a lesson for every organisation.

If your values only show up in good times, they’re not values — they’re posters.

How Organisations Keep Humans at the Centre

AI isn’t the enemy.
Automation isn’t the problem.
Progress isn’t optional.

Losing humanity is.

Here’s what human‑centred management looks like when tech moves fast:

Let Actions Match the Story

People don’t listen to what you say.
They watch what you do — especially when news is hard.

Slow Down the Human Moments

Machines operate at speed.
Humans need time — to process, grieve, ask questions and regain footing.

Speed is never an excuse for stripping out dignity.

Separate the Decision From the Delivery

Commercial decisions can be necessary and human.

You may not control the circumstances.
You always control the impact.

Final Word

AI will reshape work.
Jobs will change.
Skills will shift.

But the things that build trust can’t be automated:

Empathy
Fairness
Transparency
Dignity

Technology may accelerate your strategy.
Only leadership protects your people.

And if you forget that — even briefly —
your culture will feel it long before your customers do.

What’s your next move?

Ready to lead in a way technology never can?

If you want to protect trust, dignity and culture — especially when the pace of change accelerates — share your details below and let’s talk about building leadership that keeps humans at the centre.

Self Leadership: The Foundation of Sustainable Human Leadership

Thu, 12 Feb 2026 04:11:34 GMT

Self‑Leadership: The Foundation of Sustainable Human Leadership

There’s a hard truth most organisations tiptoe around: you can’t lead others sustainably if you can’t lead yourself first. Not with a shiny title. Not with a lanyard full of access privileges. And definitely not with a laminated card describing your “type,” “colour,” or “spirit animal” according to the latest corporate profiling fad.

Real human leadership—the kind that lasts beyond the quarterly cycle and doesn’t collapse under pressure—starts with self‑leadership. And self‑leadership starts with the courage to look inward before you look outward.

Why Self‑Leadership Matters More Than Ever

We’re living in a world where humans are overwhelmed, overloaded, and quite frankly over‑managed. The instinctive response from organisations is to throw more frameworks, more models, more competencies, and more “leadership pathways” at people.

But here’s the kicker: none of that sticks if the human underneath hasn’t done the work.

Self‑leadership is the practice of:

· Letting go of the need to be the expert

· Taking responsibility for your behaviour

· Understanding your impact on others

· Managing your emotions instead of outsourcing them

· Being aware of your blind spots

· Choosing curiosity over certainty

· And—this is the big one—being willing to change yourself before demanding change from others, by identifying and embracing ‘your part in the mess’.

It’s not glamorous. It’s not easily packaged. And it can’t be completed in a two‑day offsite with a trust fall and a buffet lunch.

But it’s the only leadership that’s sustainable because it’s built on something real: you.

The Absurdity of Corporate Crystal Balling

Now, let’s talk about the elephant in the training room: the lazy overuse of profiling tools.

You know the ones

· The colour charts.

· The four‑quadrant personality boxes.

· The “spirit of the eagle” archetypes.

· The ones that claim to reveal your destiny as a leader based on 48 multiple‑choice questions you answered between emails.

I call this Corporate Crystal Balling.

It’s the modern organisational equivalent of reading tea leaves, except it’s wrapped in pseudo‑science and sold at scale by lazy consultants and google-eyed HR teams looking for the path of least resistance to labelling or categorising their people.

The problem isn’t that these tools exist. The problem is how they’re used:

• As shortcuts to understanding humans

• As labels that become excuses

• As ways to categorise people instead of connecting with them

• As a substitute for the hard work of genuine human leadership

When a leader says, “Oh, I’m a Red, so I’m just direct,” what they’re really saying is, “I’m outsourcing my self‑awareness to a colour code.”

When someone says, “She’s a High D, so that’s why she’s like that,” they’re not understanding her—they’re stereotyping her.

Humans are not colours.

Humans are not letters.

Humans are not spirit animals.

Humans are messy, complex, contradictory, confused evolving beings.

And that’s the whole point.

Self‑Leadership Is the Antidote

Profiling tools try to simplify humans.

Self‑leadership helps humans understand themselves.

And it takes time – more time that the first 40 minutes of a ‘rinse and repeat’ leadership program that serves to stifle the challenging ‘mirror’ work that is required.

In fact at marklebusque.com we believe strongly and design our experiences based on a 2:1:1 ratio – twice the amount of time on self-leadership, no gimmicks, no corporate crystal balling or categorising into corners of the room.

It’s not easy work, but change and self leadership isn’t easy but very easily avoided.

That’s because we know

Profiling tools categorise.

Self‑leadership humanises.

Profiling tools give you a label.

Self‑leadership gives you agency.

When leaders do the inner work—really do it—they stop needing shortcuts. They stop needing to hide behind frameworks. They stop needing to pretend leadership is a technical skill rather than a deeply human one. They sit uncomfortably with their mirror and look hard into it to understand their fears and opportunities if they shift their beliefs and behaviours.

They become:

• More grounded

• More adaptable

• More empathetic

• More accountable

• More capable of leading others without burning out or burning them

And that’s what sustainable leadership looks like.

The Future of Leadership Is Human, Not Programmatic

If organisations want leaders who can navigate complexity, build trust, and create environments where people thrive, they need to stop searching for the next magic model and start investing in the humans themselves. It should start with the Executive Team holding their mirrors up and experiencing the real discomfort that comes with the work of leading self.

Self‑leadership isn’t a packaged module.

It’s a mindset.

It’s a practice.

It’s a ‘hang on for dear life’ experience

It’s a lifelong commitment to being the kind of human others want to follow—not because they have to, but because they choose to.

And that’s the kind of leadership the world is starving for.

Ready to build real, sustainable leadership—starting with self‑leadership?

If you want your people to stop hiding behind labels and start leading like humans, fill out your details below and let’s talk.

Why Coaching (Not Telling) Keeps Your Best People

Sat, 17 Jan 2026 05:56:29 GMT

Why Coaching (Not Telling) Keeps Your Best People

Many leaders say they care about employee retention.
Far fewer realise that how they lead every day is one of the biggest factors influencing whether people stay or leave.

Let me be clear:

Most managers think they’re coaching.
In reality, they’re telling .

And while telling might feel efficient in the moment, it slowly erodes ownership, confidence, and engagement. That’s not just a leadership issue — it’s a retention risk .

If you’re serious about keeping good people, coaching isn’t optional . It’s strategic.

Coaching Is Not Telling (Even When Intentions Are Good)

Most managers were promoted because they’re capable, experienced, and results‑driven. So when someone brings you a problem, your instinct is to help by stepping in with the answer.

It feels responsible.
It feels efficient.
It feels like leadership.

But there’s a cost.

1. Telling Solves Your Problem — Not Theirs

When you tell someone what to do, you become the hero .

You get the quick win. The decision is made. The task moves forward.

But your people don’t:

Learn how to think through the issue
Build confidence in their own judgement
Develop problem‑solving capability

Instead, they develop dependence .

That dependence might look like engagement at first — lots of questions, lots of check‑ins — but over time it becomes frustration. People stop growing. Decision‑making stalls. Capability flattens.

That’s not coaching.
That’s control.

And control is a poor long‑term retention strategy.

2. Coaching Builds Thinkers, Not Followers

Effective leadership coaching is not about having better answers — it’s about asking better questions.

Coaching shifts the focus from:

Telling → Asking
Directing → Exploring
Solving → Developing

Questions like:

“What do you think is really going on here?”
“What options have you considered?”
“What might you try first?”

My go‑to coaching question?

“What else?”

Because the first answer is usually just the starting point. Curiosity creates thinking. Thinking builds confidence. Confidence drives ownership.

When leaders coach:

Capability increases
Decision quality improves
Leaders stop being the bottleneck

When leaders tell, they get speed today — but limit performance tomorrow.

3. Coaching Improves Employee Retention

People don’t leave because they’re challenged.
They leave because they feel unheard, undervalued, and micromanaged .

Coaching sends a powerful message:

“I trust you.”
“Your thinking matters.”
“I’m invested in your development.”

Telling sends the opposite:

“Do it my way.”
“I know best.”
“Just execute.”

One builds commitment.
The other builds compliance — until people find a workplace where they’re treated with trust.

If you’re experiencing higher turnover, disengagement, or quiet quitting, it’s worth asking:

How often do your leaders genuinely listen?

From Telling to Coaching: Practical Shifts Leaders Can Make

Leadership coaching doesn’t require a qualification — it requires intention.

Ask More, Tell Less

Before offering advice, ask first:

“What do you think?”
“What’s your perspective?”

Then pause. Silence creates thinking space.

Listen More Than You Speak

A simple guideline: 80% listening. 20% talking.

If you’re listening to reply, you’re not coaching. You’re preparing to tell.

Make Coaching a Habit

Coaching isn’t:

A one‑off conversation
A quarterly performance discussion
A compliance activity

It’s a daily leadership behaviour . Small moments. Regular questions. Ongoing investment.

This is how leadership capability — and retention — compound over time.

Coaching Is a Strategic Retention Lever

If people aren’t encouraged to think, solve problems, and grow:

Engagement drops
Confidence erodes
And eventually, they leave

Not because they wanted out — but because they couldn’t see progress.

Coaching isn’t soft.
It’s human‑centred leadership in action.
And it’s one of the most effective employee retention tools leaders have.

Ready to Commit to coaching-led leadership?

If this resonates and you’re noticing that how you lead might be impacting engagement or retention, you’re not alone.

Many leaders were promoted for being good at doing the work — not for developing people. Coaching is a skill, and like any skill, it can be learned, practised, and embedded.

This is exactly the work I do with leaders and leadership teams — helping them shift from telling and controlling to coaching, curiosity, and trust through practical, human‑centred leadership development.

If you’d like to explore what coaching‑led leadership could look like in your context, get in touch using the form below.

Burnout: The Uninvited Guest in Your Leadership Lounge

Tue, 16 Dec 2025 05:49:59 GMT

Burnout: The Uninvited Guest in Your Leadership Lounge

Late last year I decided to ignore the signs of Burnout until BOOM – it hit me like a tonne of bricks around March-April this year.

`Thankfully I have an amazing Holistic Coach Loren Miller who has been helping me since with a gradual recovery.

Burnout doesn’t knock. It barges in, steals your energy, eats your confidence, and leaves you wondering why you ever said yes to that “quick catch-up” at 7:30am.

It’s not just being tired. It’s being done —mentally, emotionally, and physically. And if you’re a leader, it’s sneaky because you’re supposed to “have it all together,” right?

Wrong.

Three Signs You’re Burnt Toast (aka Burnout’s Here):

You’ve lost your BS filter. Everything annoys you. Even the way your team, partner or dachshunds breathe.
You’re faking the passion. You used to care, or you still care sometimes, but you want the work to be done.
You’re running on caffeine, excuses and resentment. Sleep is optional. Sarcasm is your new love language, and excuses become reality.

Three Ways to Recover (Without Quitting and Moving to Byron Bay):

Say “no” like a boss. Not everything is urgent. Not everyone needs you right now. Boundaries are gold. More work from my office has been part of the recovery.
Do something useless. Paint. Walk. Watch Seinfeld reruns ‘these pretzels are making me thirsty” anyone. Reconnect with joy that doesn’t have a measure. For me it was reading.
Talk to someone who gets it. Not a guru. A real human who’ll say, “Yep, I’ve been there too.” I shared some of my challenges on a recent Podcast with Tiff Cook titled, "Less Grind, More Truth: Burnout and Being Human

Burnout is real. Recovery is possible. And it doesn’t mean martyrdom—it means modelling what being human looks like.

Sometimes you’ve gotta eat you own dog food.

Ready to take the next step?

Remember, leadership isn't just a title; it's an action. It's about stepping up, taking responsibility, and making a positive impact on the world around you. Investing in yourself is the best way to invest in your team and your organisation.

Leadership isn’t a Line Item: 5 Reasons Why Development Matters When Budgets Shrink

Fri, 07 Nov 2025 02:50:48 GMT

Leadership isn’t a Line Item: 5 Reasons Why Development Matters When Budgets Shrink

Let’s be honest, humans – times are tight right now and everyone’s tightening their belts.

In the world of work, when the CFO starts sharpening the budget axe, leadership development is usually the first limb to go.

“We’ll circle back next quarter,” they say.
“Let’s just focus on delivery,” they say.

Translation? “We’re panicking and cutting the stuff that actually helps humans lead other humans.”

Here’s why that’s a mistake — and why leadership development isn’t just a fluffy line item, but the glue holding your chaos together.

1. Shrinking Budgets Don’t Equal Shrinking Workloads

When the budget shrinks, the workload doesn’t. In fact, it usually grows arms, legs, and a bad attitude. . ue the classic mantra: “Do more with less.”

Leaders who’ve been developed know how to:

Prioritise ruthlessly without burning out their teams.
Communicate clearly when resources are tight.
Keep morale intact when everyone feels the pinch.

Without these skills? You get chaos, missed deadlines, and a team that feels like they’re cannon fodder.

2. Culture Doesn’t Run on Leftover Pizza and Slack Emojis

You can’t build a resilient, high-performing culture by hoping people “just get along.” Culture isn’t a vibe. It’s a skillset.

Leadership development teaches humans how to:

Have hard conversations without blowing up relationships.
Build trust when uncertainty is high.
Keep people engaged when the perks disappear.

3. Cutting Development Is Like Cancelling Gym Memberships and Expecting Abs

You want strong, adaptable leaders? Then you need to train them. Cutting development and expecting performance is like cancelling the gym and hoping for a six-pack because you walked past a treadmill once.

Leadership fitness requires reps:

Practicing decision-making under pressure.
Learning how to coach, not command.
Building resilience for the long game.

No reps, no results.

4. Adaptive Challenges Don’t Care About Your Budget Spreadsheet

Shrinking budgets usually mean rising complexity. More ambiguity. More “WTF is going on?” moments.

Leadership development helps people navigate adaptive challenges — the ones you can’t solve with a checklist or a spreadsheet. You need leaders who can think, not just do.

And here’s the kicker: You won’t solve adaptive challenges by sending people to rinse-and-repeat LinkedIn courses. You need real, human-centred development that builds critical thinking and emotional intelligence.

5. Retention Costs More Than Development

When you stop developing leaders, they leave. Or worse — they stay and disengage. Either way, you pay.

Replacing a burnt-out leader costs far more than investing in their growth.

Think recruitment fees, lost productivity, and the ripple effect on team morale.

Final Thought

Leadership development isn’t a luxury. It’s a necessity. Especially when the budget’s tight and the pressure’s high.

So before you cut it, ask yourself:

Do I want leaders who can lead, or just managers who can tick boxes?

Looking to keep leadership development alive without blowing the budget?

Let’s talk. Get in contact below and explore cost-effective ways to build strong leaders who deliver when it matters most.

How to Become a More Human-Centred Leader: 5 Practical Steps You Can Take Today

Thu, 06 Nov 2025 04:05:12 GMT

How to Become a More Human-Centred Leader: 5 Practical Steps You Can Take Today

Let's be brutally honest for a moment. Is your leadership style really connecting with your team, helping them feel valued and motivated? Or are you caught up managing tasks, ticking boxes, and wondering why people aren't bringing their best selves to work? There's a growing realisation that the old command-and-control playbook is dead. The future belongs to human-centred leadership .

So, what is it? Simply put, it means putting your people—the actual humans—at the centre.

It’s about prioritising empathy, connection, and authenticity alongside performance. Forget the corporate jargon; this is about fostering genuine relationships and creating an environment where people feel safe, seen, and empowered.

Why does this matter now more than ever? Because organisations that embrace human leadership skills see massive benefits: higher engagement, better staff retention, increased innovation, and ultimately, stronger, more sustainable results. Ignoring the human element isn't just poor form; it's bad business.

This isn't about some mystical transformation overnight. It's about practical, deliberate actions. If you're looking for effective human-centred leadership training or simply want to develop better human leadership skills , here are five actionable steps you can start practicing today.

Step 1: Start with Yourself - Deepen Self-Awareness

You can't lead others effectively if you don't understand yourself. Clichéd but true. Real self-awareness is the bedrock of human-centred leadership.

Understand Your Triggers and Values

What pushes your buttons? What situations cause you to react defensively or shut down? Recognising your triggers stops you from projecting your baggage onto your team. Equally, what are your core values? When your actions align with your values, you lead with integrity. When they don't, people notice the disconnect. Understanding this interplay is crucial for consistent, trustworthy leadership behaviour.

Actively Seek and Embrace Honest Feedback

This isn't always comfortable – in fact, it rarely is. But you need to know how you're really perceived, not just how you think you are. Ask for specific, honest feedback from peers, your team, and your own manager. And when you get it? Don't justify or get defensive. Listen, absorb, and thank the person for their courage. That’s how you build trust and learn.

Make Time for Regular Reflection

Being "busy" is not a sign of honour. Carve out time – even just 15 minutes a day or week – to reflect. What interactions went well? Which ones didn't? What was your role in the outcome? What could you do differently next time? This conscious practice helps you learn from experience and avoid repeating mistakes.

(Deeper self-discovery is foundational. Explore resources like the Human Manager Academy's Leading Self module or consider the personalised insights gained through 1:1 leadership coaching ).

Step 2: Practice Genuine Empathy & Active Listening

Empathy isn't about being 'soft'; it's about understanding. And you can't understand if you aren't truly listening.

Focus on Understanding, Not Just Responding

How often are you formulating your response while someone else is still talking? Guilty? We all are sometimes. Make a conscious effort to quiet your own internal monologue and focus entirely on what the other person is saying – and feeling.

Listen More Than You Speak (And listen to what's not said)

Effective leaders often listen far more than they talk. Pay attention not just to the words, but to the tone, the body language, and the pauses. What's the underlying emotion or concern? Sometimes the most important messages are unspoken.

Ask Questions Driven by Curiosity, Not Judgment

Instead of asking leading questions ("Don't you think we should...?"), ask open-ended questions that encourage deeper thought ("What are your thoughts on...?", "Help me understand your perspective...", "What challenges are you seeing?"). Approach conversations wanting to learn, not wanting to be right.

Step 3: Show Up Authentically (Embrace Vulnerability)

Authenticity isn't about oversharing; it's about ditching the corporate mask and being real. Vulnerability isn't weakness; it's the courage to be human in front of other humans.

Ditch the "Leader Mask"—Be Real

Stop trying to project an image of perfection or always having the answers. People connect with real humans, flaws and all. Trying to be someone you're not is exhausting and erodes trust.

Share Your Own Challenges Appropriately

Letting your team see that you also face challenges, make mistakes, and learn along the way makes you relatable and approachable. It normalises struggle and encourages others to be open about their own hurdles. (Keyword: appropriately – maintain professional boundaries).

Admit When You Don't Know or Made a Mistake

Saying "I don't know, but let's find out together" or "I messed up here, and this is what I learned" is incredibly powerful. It builds psychological safety and shows humility—critical traits for human-centred leaders.

(Being real is a core theme in my book "Being Human" , and creating this safety is something we actively practice in the Human Manager Experience (HME) ).

Step 4: Build Trust Through Connection & Consistency

Trust isn't built overnight or through grand gestures. It's earned through countless small, consistent actions.

See Your Team as Whole Humans, Not Just Job Titles

Recognise that your team members have lives, interests, families, and challenges outside of work. Show genuine curiosity about them as individuals. Ask about their weekend, remember their kid's name, and acknowledge milestones. It shows you care.

Do What You Say You Will Do (Reliability)

This sounds basic, but it's fundamental. If you make a promise, keep it. If you commit to following up, do it. Consistency builds dependability, which is the bedrock of trust. Unreliability kills it faster than almost anything else.

Create Opportunities for Genuine Connection (Beyond work tasks)

Make space for non-transactional interactions. Team lunches (optional!), quick non-work chats at the start of meetings, celebrating small wins together. These moments build rapport and strengthen team bonds.

(Building these high-trust team dynamics is a key focus in our team workshops and the Human Manager Experience ).

Step 5: Commit Daily "Acts of Human Leadership"

Human-centred leadership isn't a special event; it's how you show up every day. It's woven into the fabric of your interactions.

Focus on Small, Consistent Actions

It's the daily stuff that counts most. A quick "How are you coping with that deadline?" A specific "Thanks for handling that difficult client so well." A simple check-in to see if someone needs support. These micro-interactions build a culture of care and recognition.

Balance Empathy with Accountability

Being human-centred doesn't mean avoiding tough conversations or letting standards slip. It means holding people accountable with clarity, fairness, and empathy. Address performance issues directly but respectfully, focusing on behaviour and solutions, not blame.

Adapt Your Approach (Treat people as individuals)

Recognise that different people have different needs, communication styles, and motivators. A one-size-fits-all approach doesn't work. Pay attention and adjust how you lead based on the individual human in front of you.

Ready to Commit? Resources for Your Journey

Becoming a truly human-centred leader is a continuous practice, not a destination you arrive at. There will be days you nail it and days you fall short. That's okay. The commitment is to keep learning, keep practising, keep showing up with positive intent.

Acknowledging you want to develop these human leadership skills is the first, vital step. If you're looking for structured support on this journey, there are different paths:

Online Learning: Build foundational knowledge and skills at your own pace with programs like the Human Manager Academy (HMA) , complete with community support.
Immersive Workshops: Dive deep with peers in experiences like the Human Manager Experience (HME) for accelerated growth and connection.
Personalised Coaching: Get tailored guidance and accountability with 1:1 Leadership Coaching to tackle your specific challenges.

Moving towards human-centred leadership isn't just a 'nice-to-have'—it's essential for navigating today's complex work environment and unlocking the true potential of your team. By focusing on self-awareness, practicing empathy and listening, embracing authenticity, building trust, and committing daily acts of human leadership, you can create a workplace where people genuinely want to be.

It requires conscious effort and a willingness to sometimes be uncomfortable. But the impact—on your team, your organisation, and even yourself—is profound.

So, choose one step from the list above. Just one. Commit to practicing it intentionally this week. Are you in?

(To explore programs designed to accelerate your human-centred leadership training , visit our Leadership Experiences page ).

Want to chat more about how we can help your leadership journey?

Should I Hire a Leadership Coach? (Hint: If You're Asking, You Should)

Thu, 06 Feb 2025 08:14:41 GMT

Should I Hire a Leadership Coach? (Hint: If You're Asking, You Should)

G'day fellow humans, Mark LeBusque here. Let's talk about something that's often seen as a luxury for the top brass: leadership coaching. But here's the thing – great leadership isn't just for CEOs and executives. It's for anyone who wants to step up, make a difference, and thrive in their role, whether they're managing a team of ten or a team of one.

So, how do you know if leadership coaching is right for you? And what can you expect to get out of it?

What is leadership coaching, anyway?

Alright, let's ditch the corporate jargon and have a real yarn about leadership coaching. It's not about some guru telling you what to do or waving a magic wand to make all your problems disappear. It's a partnership—a collaboration between you and a seasoned expert who's passionate about helping you become the best leader you can be.

Think of a leadership coach as your own personal trainer for your professional life. They're there to guide you, challenge you, and support you as you navigate the ups and downs of leadership. They'll help you:

Uncover Your Hidden Strengths (and Those Pesky Blind Spots): We all have 'em – those strengths we take for granted and those weaknesses we try to ignore. A good coach will help you shine a light on both, so you can leverage your strengths and tackle those blind spots head-on. They'll help you understand your unique leadership style, what makes you tick, and how you can use your natural talents to inspire and motivate your team.
Kick Those Limiting Beliefs to the Curb: We all have those nagging doubts and self-imposed limitations that hold us back. A leadership coach will call you out on your bullshit, challenge your assumptions, and help you break through those barriers that are preventing you from reaching your full potential.
Sharpen Your Leadership Toolkit: Communication, emotional intelligence, decision-making, problem-solving—these are the muscles of leadership. A good coach will help you hone these skills, giving you the tools and techniques you need to navigate challenges, build strong relationships, and make a real impact.
Build a Team That's Unstoppable: Leadership isn't a solo sport. It's about creating a team that's greater than the sum of its parts. A leadership coach will help you foster a culture of trust, collaboration, and accountability where everyone feels valued, empowered, and ready to contribute their best work.
Ride the Waves of Change: The world of work is constantly changing, and leaders need to be adaptable, resilient, and ready for anything. A leadership coach will help you navigate those choppy waters, embrace new challenges, and lead your team through uncertainty with confidence.
Achieve Your Bloody Goals: Where do you want to go? What do you want to achieve? A leadership coach will help you set clear objectives, develop a strategic plan, and stay motivated and focused on your journey to success.

In short, a leadership coach is your partner in growth, your sounding board, your challenger, and your champion. They'll help you unlock your full potential and become the leader you were meant to be.

Benefits of Hiring a Leadership Coach: More Than Just a Fancy Title

Alright, let's talk about the good stuff. What can you actually expect to get out of leadership coaching? Is it just about adding a fancy title to your LinkedIn profile, or is there something deeper going on?

Well, let me tell you, the benefits of leadership coaching go far beyond a few extra letters after your name. It's about transforming the way you lead, the way you interact with your team, and even the way you see yourself.

Think about it:

How well do you really know yourself? I mean, really know yourself? Your strengths, your weaknesses, the values that drive you, the things that make you tick? A good coach will help you peel back the layers and gain a deeper understanding of who you are as a leader. And trust me, that self-awareness is bloody powerful.
Are you a communication ninja or a conversational klutz? Leadership is all about communication. But it's not just about talking; it's about truly listening, building rapport, and navigating those tricky conversations with grace and confidence. A leadership coach can help you hone those communication skills and become a master of connection.
How do you handle a curveball? Leadership is full of surprises, challenges, and moments that test your resilience. A good coach will help you develop the emotional intelligence to manage your own emotions, understand the emotions of others, and navigate those choppy waters with a steady hand.
Do you second-guess yourself? We all have those moments of self-doubt. But a leadership coach will help you build the confidence and resilience to overcome those doubts, make tough decisions, and lead with conviction.
Are you a problem-solver or a problem-creator? Leadership is about finding solutions, not just identifying problems. A good coach will help you develop your critical thinking and problem-solving skills, so you can tackle challenges head-on and turn obstacles into opportunities.
Are you getting the best out of your team? Or are you just going through the motions? A leadership coach will help you unlock the potential of your team, build a culture of collaboration and trust, and achieve results that exceed your expectations.
Are you burning the candle at both ends? Leadership can be demanding, but it doesn't have to lead to burnout. A good coach will help you find a sustainable balance between work and life, manage your energy effectively, and prioritise your well-being.

So, if you're serious about becoming a better leader, investing in yourself and your team, and creating a more fulfilling and impactful career, then leadership coaching might just be the missing piece of the puzzle.

Signs You Might Need a Leadership Coach

Okay, let's get real. We all have those moments where we feel like we're just spinning our wheels, doubting ourselves, or wondering if we're even on the right track. But how do you know when it's time to call in the reinforcements? When is it time to invest in a leadership coach?

Here are a few telltale signs that you might be ready for some extra support:

You're feeling stuck in a rut. Your career's plateaued, you're not hitting your goals, and you're starting to wonder if this is all there is. Sound familiar? A leadership coach can help you shake things up, gain a fresh perspective, and reignite your passion for what you do.
Your team's a bit of a dumpster fire. Conflict is flaring up, morale is in the toilet, and productivity is at an all-time low. A leadership coach can help you identify the root causes of these issues, build a more collaborative and engaged team, and create a workplace where everyone thrives.
You've been thrown in the deep end. New promotion? New role? Massive organisational change? It's exciting, but it can also be bloody overwhelming. A leadership coach can help you navigate those choppy waters, build your confidence, and develop the skills you need to succeed.
You're battling imposter syndrome. That nagging voice in your head keeps telling you you're not good enough, you're going to get found out, and you're not worthy of your success. Sound familiar? A leadership coach can help you silence that inner critic, build your self-belief, and step into your power as a leader.
You're at a crossroads. You're not sure where your career is headed, or what your next move should be. A leadership coach can help you gain clarity, explore your options, and create a roadmap for a fulfilling and purposeful future.
You're hungry for growth. You'r e committed to becoming the best leader you can be, but you know you can't do it alone. A leadership coach will challenge you, support you, and provide the guidance you need to reach your full potential.

So, if any of these resonate with you, it might be time to consider reaching out to a leadership coach. It's an investment in yourself, your team, and your future.

Choosing the Right Leadership Coach: It's Not a One-Size-Fits-All Deal

Alright, so you've decided to take the plunge and invest in a leadership coach. Good on you! But now comes the tricky part: choosing the right one.

Not all coaches are created equal. Some are all about the theory, while others are more focused on the practical. Some are all sunshine and rainbows, while others will give you a good kick up the backside when you need it.

So, how do you find the coach who's the perfect fit for you?

Experience and Expertise: They've Been There, Done That

Don't settle for a coach who's just read a few books on leadership. Look for someone who's actually walked the walk, faced the challenges, and come out the other side with valuable insights to share. They should understand the specific nuances of your industry, your role, and the unique challenges you face.

Personality and Style: It's Gotta Be a Good Fit

Coaching is a personal journey. You need to feel comfortable with your coach, trust their judgement, and be open to their feedback. Some coaches are more direct and challenging, while others are more supportive and nurturing. Find someone whose style resonates with you and who you feel you can connect with on a human level.

Structured Approach: No Wishy-Washy Nonsense

A good coach should have a clear framework for their coaching process. They should be able to articulate their methodology, explain their approach, and provide you with practical tools and strategies that you can implement immediately. No vague promises or airy-fairy concepts – you want tangible results.

Passion and Commitment: They're Invested in Your Success

The best coaches are those who genuinely care about your growth and development. They're passionate about helping you become the best leader you can be, and they're invested in your success. You should feel like they're in your corner, cheering you on every step of the way.

Choosing a leadership coach is a bit like choosing a pair of boots. You need to find the ones that fit you perfectly – the ones that are comfortable, supportive, and will help you navigate any terrain. So, take your time, do your research, and trust your gut. The right coach can make all the difference in your leadership journey.

Questions to Ask Before Hiring a Coach: Don't Be Shy, Get Curious!

Alright, you've done your research, you've narrowed down your options, and you're ready to take the plunge and hire a leadership coach. But before you sign on the dotted line, there are a few crucial questions you should ask.

Think of this as your pre-coaching checklist, designed to help you find the perfect fit and ensure you get the most out of your investment.

What's your coaching experience and background? Don't be afraid to dig deep here. What kind of experience do they have? Have they worked with people in similar roles or industries? What qualifications do they hold? What's their leadership philosophy? The more you know about their background, the better you can assess whether they're the right fit for you.
What's your coaching approach and philosophy? Every coach has their own unique style. Some are more direct and challenging, while others are more supportive and nurturing. Some focus on specific skills, while others take a more holistic approach. Find out what makes them tick and how their approach aligns with your learning style and goals.
Let's talk about the elephant in the room: fees and payment options. Coaching is an investment, and it's important to be clear about the costs involved upfront. Ask about their fees, payment options, and any other relevant financial details. Don't be afraid to negotiate or explore different options to find something that works for your budget.
What do you expect from me as a client? Coaching is a two-way street. A good coach will have clear expectations of their clients, such as commitment, engagement, and a willingness to do the work. Find out what they expect from you and make sure you're both on the same page.
Can you provide testimonials or references from past clients? Don't just take their word for it. Ask for testimonials or references from past clients to get a sense of their track record and the impact they've had on others.

Still with me? If you've made it this far, you're clearly serious about investing in your leadership development.

Now, it's time to take that next step and start asking those tough questions. The right coach can be a game-changer for your career and your life, so don't be shy – get curious and find the perfect partner for your leadership journey.

The Value of Investing in Yourself and Your Team:

Leadership coaching is an investment in your future. It's a chance to work with an experienced professional who can help you unlock your full potential, achieve your goals, and become the leader you were meant to be.

Ready to take the next step?

Ditch the Work-Life Balance Myth: It's Time to Design a Life You Love!

Wed, 05 Feb 2025 00:54:39 GMT

Ditch the Work-Life Balance Myth: It's Time to Design a Life You Love!

Imagine a life where you feel energised, fulfilled, and aligned with your values, both at work and outside of it. That's the promise of life design. In this article, we'll explore how to create a life that truly works for you.

We're told to juggle work, family, friends, hobbies, and self-care, all while maintaining a perfect equilibrium. But let's be real – life isn’t a circus act! It's messy, unpredictable, and constantly throwing curveballs our way.

So, what's the alternative? Ditch the balancing act and embrace the power of life design .

The Work-Life Balance Myth: Why It's Time to Let it Go

We've been sold this idea that work and life are two separate entities, constantly battling for our attention. We're told to strive for "balance," as if it's some magical state where everything fits neatly into little boxes. But that's a load of crap, isn't it?

Life is fluid, dynamic, and full of surprises. There will be times when work demands more of our energy and times when our personal lives take centre stage. The key isn't to find a perfect 50/50 split, but to design a life that works for you – a life where you feel fulfilled, energised, and aligned with your values, both at work and outside of it.

Life Design: Taking the Reins and Creating a Life You Love

Life design is about being intentional with your time and energy. It's about making conscious choices about how you want to live, rather than just letting life happen to you. It's about ditching the autopilot and asking yourself some tough questions:

What truly matters to me? What are my passions, my values, and my non-negotiables?
How am I actually spending my time? Is it aligned with what I truly care about?
What can I change to create a life that feels more authentic and fulfilling?

Watch Mark Talk About Life Design

The Benefits of Life Design: Why It's a Game-Changer

Stress Less, Live More: When you're in the driver's seat of your life, you're less likely to feel overwhelmed and stressed. You have the power to set boundaries, prioritise your well-being, and create a sustainable pace.
Unleash Your Productivity: By focusing on what truly matters, you can unleash your creativity and achieve more with less effort. You'll find yourself saying "no" to the things that drain you and "yes" to the things that light you up.
Build Deeper Connections: Life design allows you to make time for the people and activities that bring you joy, strengthening your relationships and creating a more fulfilling life. It's about being present, not just physically but emotionally and mentally.
Know Yourself Better: The process of designing your life requires deep self-reflection, helping you understand your values, passions, and goals. It's a journey of self-discovery that can lead to greater clarity, purpose, and confidence.

Life Design in Action: How it Works for Everyone

Life design isn't just for CEOs or entrepreneurs. It's for everyone, regardless of your role, industry, or life stage.

For Individuals: It's about creating a life that aligns with your values and aspirations, whether that's prioritising family time, pursuing a passion project, or simply finding more joy in your everyday routine.
For Teams: It's about creating a workplace culture that supports individual needs and promotes well-being. This leads to greater engagement, productivity, and a stronger sense of community.
For organisations: It's about that employees are whole people with lives outside of work. By supporting their well-being and personal growth, organisations can create a more loyal, motivated, and high-performing workforce.

Ready to Ditch the “Work Life Balance” Myth and Design Your Life?

Action Points:

Grab a notebook and pen. Start by reflecting on your values, passions, and goals. What truly matters to you?
Do a time audit: Track how you spend your time for a week. Are you surprised by the results?
Identify your energy drains: What activities or commitments leave you feeling depleted?
Set some boundaries: Start saying "no" to things that don't align with your priorities.
Prioritise self-care: Make time for activities that nourish your mind, body, and soul.

Remember, life is too short to be on autopilot. Take control, design a life you love, and lead with purpose and passion.

Want to chat more about how we can help your leadership journey?

Leading Yourself: How to Set Expectations with Your Manager

Tue, 05 Nov 2024 03:59:52 GMT

Leading Yourself: How to Set Expectations with Your Manager

G'day Humans! Mark LeBusque here

Let's talk about a topic that's close to my heart: leading yourself.

Now, before you roll your eyes and think this is all about meditation and mindfulness (though those are bloody important too!), let's get real. Leading yourself is about taking charge of your own growth, setting clear boundaries, and communicating your needs effectively—especially with your manager.

The Raw Strength of Self-Awareness:

Before you can lead others, you've gotta lead yourself. This means understanding your strengths, weaknesses, values, and what truly makes you tick. It's about recognising your triggers, managing your emotions, and knowing when to push yourself and when to take a step back.

Why Set Expectations with Your Manager?

Let's face it, most workplace drama stems from mismatched expectations. Your manager might expect you to be available 24/7, while you're trying to prioritise your family time.

Or maybe they expect you to be a mind-reader, while you're struggling to understand their vague instructions.

Setting cle ar expectations is like drawing a line in the sand. It helps you:

Avoid misunderstandings and conflict: When everyone's on the same page, there's less room for miscommunication and frustration.

Build trust and respect: Open and honest communication fosters a stronger working relationship.

Increase autonomy and ownership: When your manager knows your boundaries and preferences, they're more likely to empower you to make decisions and take ownership of your work.

Reduce stress and burnout: Clear ex pectations help you prioritise your workload and protect your well-being.

How to Have the Conversation:

Choose the right time and place: Don't ambush your manager in the hallway or fire off a demanding email. Schedule a dedicated time to chat, preferably in person or via video call (worst case scenario).
Start with self-awareness: Before the meeting, reflect on your own needs, priorities, and working style. What are your non-negotiables? What are you hoping to achieve?
Be clear and specific: Don't beat around the bush. Clearly articulate your expectations around communication, workload, feedback, and any other relevant areas.
Focus on collaboration: This isn't about dictating terms; it's about finding solutions that work for both of you. Be open to compromise and feedback.
Document the agreement: Onc e you've reached an understanding, summarise the key points in writing (an email is fine) to avoid any confusion down the track.

Example Conversation Starters:

"I've been working on improving my work-life balance, and I'd like to discuss how we can best manage communication outside of work hours."
"I'm keen to take on more responsibility, but I need clear expectations and support to ensure I can succeed."
"I value your feedback, and I'd appreciate it if we could schedule regular check-ins to discuss my progress and any areas for improvement."

The Ongoing Journey:

Setting expectations is not a one-time event; it's an ongoing process. As you grow and evolve, your needs and priorities will change. Don't be afraid to revisit the conversation with your manager and adjust your expectations as needed.

Remember:

Lead with empathy: Put yourself in your manager's shoes and consider their perspective.
Be respectful but assertive: Don't be afraid to stand up for your needs, but do so in a professional and constructive manner.
Focus on solutions: Work togethe r to find solutions that benefit both you and the team.

By taking the initiative to set clear expectations with your manager, you'll not only create a more positive and productive working relationship, but you'll also demonstrate your commitment to self-leadership and personal growth. And that, my friends, is the foundation for becoming a truly effective leader.

Mark LeBusque

If You Want Honest Feedback, Look in the Mirror First

If You Want Honest Feedback, Look in the Mirror First ﻿

Feedback Isn’t an Event

Management Behaviour Shapes the Feedback Culture

Management Conditions That Enable Honest Feedback

1. Creating A Safety Net

2. Clear, Human Intent

3. Frequency and Normalisation

Management Is the Signal

Are your management behaviours building trust and growth — or quietly eroding them?

Keeping Humans at the Centre When Technology Speeds Ahead

Keeping Humans at the Centre When Technology Speeds Ahead

When Tech Moves Fast and People Get Hurt

Culture Is Tested When It’s Uncomfortable

How Organisations Keep Humans at the Centre

Let Actions Match the Story

Slow Down the Human Moments

Separate the Decision From the Delivery

Final Word

Ready to lead in a way technology never can?

Self Leadership: The Foundation of Sustainable Human Leadership

Self‑Leadership: The Foundation of Sustainable Human Leadership ﻿

Why Self‑Leadership Matters More Than Ever

The Absurdity of Corporate Crystal Balling

Self‑Leadership Is the Antidote

The Future of Leadership Is Human, Not Programmatic

﻿ Ready to build real, sustainable leadership—starting with self‑leadership?

Why Coaching (Not Telling) Keeps Your Best People

Why Coaching (Not Telling) Keeps Your Best People ﻿

Coaching Is Not Telling (Even When Intentions Are Good)

1. Telling Solves Your Problem — Not Theirs

2. Coaching Builds Thinkers, Not Followers

3. Coaching Improves Employee Retention

From Telling to Coaching: Practical Shifts Leaders Can Make

Make Coaching a Habit

Coaching Is a Strategic Retention Lever

Ready to Commit to coaching-led leadership?

Burnout: The Uninvited Guest in Your Leadership Lounge

Burnout: The Uninvited Guest in Your Leadership Lounge

Three Signs You’re Burnt Toast (aka Burnout’s Here):

Three Ways to Recover (Without Quitting and Moving to Byron Bay):

Ready to take the next step?

Leadership isn’t a Line Item: 5 Reasons Why Development Matters When Budgets Shrink

Leadership isn’t a Line Item: 5 Reasons Why Development Matters When Budgets Shrink

1. Shrinking Budgets Don’t Equal Shrinking Workloads

2. Culture Doesn’t Run on Leftover Pizza and Slack Emojis

3. Cutting Development Is Like Cancelling Gym Memberships and Expecting Abs

4. Adaptive Challenges Don’t Care About Your Budget Spreadsheet

5. Retention Costs More Than Development

Final Thought

Looking to keep leadership development alive without blowing the budget?

How to Become a More Human-Centred Leader: 5 Practical Steps You Can Take Today

How to Become a More Human-Centred Leader: 5 Practical Steps You Can Take Today ﻿

So, what is it? Simply put, it means putting your people—the actual humans—at the centre.

Step 1: Start with Yourself - Deepen Self-Awareness

Understand Your Triggers and Values

Actively Seek and Embrace Honest Feedback

Make Time for Regular Reflection

Step 2: Practice Genuine Empathy & Active Listening

Focus on Understanding, Not Just Responding

Listen More Than You Speak (And listen to what's not said)

Ask Questions Driven by Curiosity, Not Judgment

Step 3: Show Up Authentically (Embrace Vulnerability)

Ditch the "Leader Mask"—Be Real

Share Your Own Challenges Appropriately

Admit When You Don't Know or Made a Mistake

Step 4: Build Trust Through Connection & Consistency

See Your Team as Whole Humans, Not Just Job Titles

Do What You Say You Will Do (Reliability)

Create Opportunities for Genuine Connection (Beyond work tasks)

Step 5: Commit Daily "Acts of Human Leadership"

Focus on Small, Consistent Actions

Balance Empathy with Accountability

Adapt Your Approach (Treat people as individuals)

Ready to Commit? Resources for Your Journey

Want to chat more about how we can help your leadership journey?

Should I Hire a Leadership Coach? (Hint: If You're Asking, You Should)

Should I Hire a Leadership Coach? (Hint: If You're Asking, You Should)

What is leadership coaching, anyway?

If You Want Honest Feedback, Look in the Mirror First

Self‑Leadership: The Foundation of Sustainable Human Leadership

Ready to build real, sustainable leadership—starting with self‑leadership?

Why Coaching (Not Telling) Keeps Your Best People

How to Become a More Human-Centred Leader: 5 Practical Steps You Can Take Today