Lisa Lie

Leadership advice you can’t afford to ignore Fast growth feels exciting… until it doesn’t. When your people are pulling in different directions, it quickly turns to chaos. Scaling without structure? 🙈 It’s like stretching an elastic band too far - eventually, it snaps. And no, sticking a plaster over the cracks won’t save you. 😳 I’ve seen this story play out too many times. Leaders with the best intentions, but stuck trying to fix it all themselves. Last week in Kilwa 🇹🇿working with the LINDI JUMBO LTD team, I saw the difference that happens when leaders choose to do it differently. ❌ They didn’t need a 50-page report nobody would read. ❌ They didn’t need endless meetings going in circles. They needed one simple question: “What actually matters right now?” We mapped it out with a simple traffic light system: 🔴 Urgent fires - where are the gaps? 🟠 Friction points - which teams aren’t working closely enough? 🟢 Wins - what’s already working and worth celebrating? That one page summary gave them: Clarity Focus Confidence Because real leadership isn’t about more noise. It’s about keeping things simple. Asking the right question. And giving your people a clear way forward. Want to try it in your own team? Drop me a DM. #hr #leadershipdevelopment

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What happens when a team is deeply engaged—but underperforming? In this episode, I sit down with Greg Pickering, Senior Manager at the Australian Financial Complaints Authority (AFCA), to explore what it really takes to lead complex, emotionally demanding teams toward high performance—without losing sight of trust, fairness, or being human. Greg brings a rich blend of leadership experience, personal insight, and even a touch of theatrical flair from his life in arts and podcasting. Together, we unpack how he led a cultural transformation inside one of AFCA’s teams—turning friction into flow, and resistance into results. Whether you're managing change, leading other leaders, or committed to building psychological safety at scale, this conversation offers practical insight and honest reflection on the messy, human side of leadership. In this episode, we cover:  — Why 100% employee engagement doesn’t always mean high performance  — How unconditional positive regard can unlock trust and candor  — Using data not just to measure—but to listen and understand  — What it takes to reestablish fairness in complex team dynamics  — How Greg balanced care and accountability to shift team performance  — What vulnerability, clarity, and psychological safety look like in action  — Leadership lessons from transforming a high-resistance, high-impact team What struck me most was how Greg uses data not just to inform—but to connect. By digging into the deeper story beneath performance and engagement, he uncovered insights that reshaped team dynamics in powerful, lasting ways. His approach shows that setting clear expectations and holding people accountable isn't harsh—it’s one of the most respectful things we can do when we lead with care. If this episode sparked something for you, I’d love to hear your reflections. 

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I mentor people who want to enhance their board careers. Often they seek professional mentoring because they have exhausted themselves trying to step from volunteer to paid boards, invested heavily in qualifications that don't open doors, or because years of coffee ☕ drinking with anyone who appeared to have an insight (or introduction) to share has not resulted in any real progress. The article below highlights the exhaustion felt by women, in particular, who may have disproportionate caring responsibilities. Men also report frustration and exhaustion. Sometimes this, alone, can be the thing that holds you back. You have the skills, qualifications, and experience. You lack the energy to display that vital spark, curiosity, and warmth. Directors need energy to invest in their roles. The answer is not to give up. You are more than enough. You are perfectly good at the things that make your most valuable contribution. The answer is to focus. Work out your unique contribution. Make it shine. 💡 #boards #governance #careers https://lnkd.in/gMkXdyrA

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“When someone quits, they’re dead to me. And I make sure they - and everyone else - knows it.” Actual words from a CEO, in a workshop I ran, talking about his strategy when staff members resign. To be fair, he changed his mind by the end of the session. Good job too. Unless there are major issues or risks associated with the exit, ALWAYS work hard and smart to help people leave well. Boomerang employees (those who leave and come back) can bring huge value (check out an article on this from Amy Brooks, below). And even if they don’t return, you want them to be out there advocating for you, as an employer and for the work you do / products and services you sell. It’s smart for recruitment and it’s smart for business. It’s also smart for culture. Your team is watching how people leave and you can be very sure people are talking about it. You can’t control what the leaver does, and it won’t always go the way you’d like. But being intentional about it, and staying as authentic as possible, will make a huge difference.

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On Friday I chatted with Toni Matthews on ABC Radio Sydney’s Drive show about the rise of conscious unbossing and how it’s impacting the way we lead and work.   I also got to answer questions from callers - and many of them reflected on how questioning the status quo of the workplace just wasn’t an option when we were younger. As part of Gen X, I built my career on the belief that there was only one way to succeed, and that climbing the corporate ladder was a linear process.     Despite what some people might say, Gen Z employees are ambitious and driven. They want to work hard and do well - but they also want their work to mean something.     Enter: conscious unbossing.     The idea of conscious unbossing can mean different things to different people, but at its heart it’s a call to question outdated assumptions about how we work. Because we can do better.     I loved this conversation, it’s so exciting to see how the conscious unbossing trend is gaining so much attention.     I always love the thrill of live radio too!     Did you hear the interview? You can listen to it in full from the 29.40 mark here: https://lnkd.in/gBMhtu_A #ConsciousUnbossing #GenZ #FutureOfWork #Leadership #CareerDevelopment

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Think psychosocial risk is just HR’s problem? Think again. (Because by the time it’s tested, it’s too late to get it right.) Too late to show your decisions were reasonable. Too late to demonstrate you handled sensitive issues responsibly. Too late to prove your systems actually worked. Psychosocial hazards aren’t just HR's problem. They’re a legal, safety, and business risk. Many workplaces think they’re managing them until a situation tests their approach. On 2 October 2025, join Greg Smith for a practical, straight-talking session on defensible psychosocial risk management. You’ll learn: How legal, safety, and HR obligations intersect. High-risk scenarios like bullying, harassment, absenteeism, and investigations. Not just what the law requires, but how to execute it in practice. How to make decisions that are practical, defensible, and improve outcomes. 📍 Perth WA | 📅 2 October 2025 | ⏰ 10am–4pm 🎯 Limited spots—small by design 🔗 Booking link in comments and flyer

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