Tag: motivation

5 ways to add some Taylor Swift sparkle to your leadership approach

As Christmas is almost upon us and the wind down is very much underway, I have kicked off my Christmas consumption a little early, tucking into my box of chocs and cosying up under my heated blanket on the sofa to start the TV viewing. 

There is nothing I like more than music and sparkle so what could be better than the Taylor Swift docuseries on Disney+, followed by both the Eras Tour recording AND the final show?!! This is absolute pop heaven and has added some extra sparkle to my Christmas holiday before it has even started.

For a sequin-loving glitter fan like me, this is joyful, unapologetic indulgence and the perfect way to round off 2025. It also has the added bonus of being a complete guide to leadership that combines people and performance to achieve record-breaking results.

If you need convincing, I’d say the numbers speak for themselves. The Eras Tour became the highest-grossing concert tour in history, surpassing $1 billion in ticket sales and rewriting the record books. More than 10 million tickets were sold worldwide, filling stadiums night after night. And beyond the venues, the tour generated billions in economic impact for host cities, boosting local transport, hospitality and small businesses – a phenomenon economists dubbed “Swiftonomics.”

The impact is undeniable and it offers five powerful leadership lessons we can all draw on to elevate performance in our own teams.

1. Representation creates belonging

Taylor Swift is intentional about who is on her stage. Her dancers are diverse and that is no accident. She wanted her audience to see themselves reflected in the people performing alongside her and she has delivered. She celebrates everyone in her dance team, even encouraging someone back from retirement to be part of the squad. The message is clear: everyone belongs and everyone’s contribution matters.

Leadership lesson: belonging doesn’t happen by chance; if it exists, then this is by design.


2. Great leaders see the whole person

In motivating others, Taylor speaks to people’s journeys. She acknowledges the ups and downs, the challenges they have overcome and the hard work and determination it has taken to get there. This is leadership that recognises effort as well as outcome. When people feel genuinely seen, they bring more of themselves to the role.

Leadership lesson: people don’t give their best when they feel managed, they give it when they feel understood.

3. Appreciation builds loyalty and trust

Gratitude shows up consistently, through words, actions and meaningful recognition. Taylor publicly thanks those around her and famously gave everyone working on the tour, including drivers, a significant bonus in recognition of their contribution. This isn’t performative. It’s thoughtful, fair and values-led.

Leadership lesson: recognition is a valuable tool and leaders should make their people feel seen and appreciated.

4. The strongest leaders are part of the team

Taylor is clear about her role as leader. She sets the standard, the boundaries and the direction. But she doesn’t place herself above the team, she works within it to create something special. This balance of authority and humility builds trust and collective ownership.

Leadership lesson: leadership is not about standing apart, it’s about taking responsibility within the group.

5. People and performance are not opposites

Taylor Swift is unapologetically ambitious. Standards are high, preparation is intense and excellence is expected. But this focus on performance is matched with care, rest and recognition.

Compassion is not a weakness here, it’s part of what enables world-class results. The outcome is a show that connects deeply with its audience and leaves people changed by the experience.

Leadership lesson: high performance is sustainable when it is rooted in care.

Final thought

Perhaps the real lesson is this: leadership doesn’t have to be loud, harsh or hierarchical to be effective. When people feel seen, valued and part of something meaningful, they don’t just perform – they shine.

Wishing you all a happy Christmas and very sparkly 2026.

3minuteleadership.com 

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From Fear to Freedom: Unlocking Your True Potential

What if fear of failure is the only thing standing between you and the life you actually want?

How many of us are afraid to put ourselves out there because we don’t want to fail? It’s a real dilemma – we don’t want to try something and look stupid so we can often just play it safe and stay in our lane. But progress and change require something different. It’s true that ‘outside of our comfort zone is where the magic happens’. So how can we build the courage and confidence to try?

In Amazon CEO, Andy Jassey’s top tips for success, he lists ‘don’t be afraid to fail’ as essential for invention. Inventing or re-inventing yourself is as important as anything else. Life has many chapters and we may need to invent ourselves many times. The key to pushing through a fear of failure is resilience and for me, a major part of resilience is learning.

Over the last couple of years, I have been going through my own reinvention with seismic shifts in my personal life leading to an adjustment in priorities. When this transition really hit a crisis point, I felt that my personal brand had fallen flat and I needed to really dig in to redefine my vision and goals.

It pushed me to develop my own consultancy offer and share my ideas with the world which is certainly outside of my comfort zone. There has been lots of trying new things and learning as I go. I’m very much on board with the idea that it is ‘better to ship passion than wait for perfection’ which is hard but I know that over time the approach will develop and whatever I do now, will transform gradually to become the final product.

Brené Brown puts Roosevelte’s ‘Man in the Arena’ quote at the heart of much of her work on vulnerability and I keep this close as I try new things. It basically says that the one who tries will either know the triumph of high achievement or ‘at the worst, if he fails, at least fails while daring greatly’ – the idea of this makes it much easier for me to push through the barriers.

Why are we afraid to fail? For many, failure connects to their self-worth and self-esteem. It’s the nervous system warning you of a threat and we want to avoid the shame and embarrassment of not achieving our goals.

Here are 3 things we can do to overcome the fear and remove barriers to success:

  1. Build a deep sense of self-worth – really work on you and know who you are. Focus on finding stability within yourself and understanding your worth on your own terms, not based on the validation of strangers.
  2. Identify what you are afraid of – consider what it is you want to do and identify what you are afraid of. Consider how likely it is that these things will happen, how others might perceive the ‘failure’ (it is often not the way you think!) and what you can put in place to reduce the risk of things not working out.
  1. Focus on the learning – think through in advance what you can learn if it doesn’t go exactly as you planned. Manage your expectations and consider next steps so that you can build or pivot if you don’t achieve your ideal outcome.

I’ve seen many people miss out on opportunities because they feel the fear and let it dominate their actions so whatever it is you dream of, consider how you can just get started and ‘do the thing!’.

Have you let fear hold you back? Or have you been able to learn from failure? I’d love to hear your story! Drop it in the comments and let’s learn from each other.

Image: Pete Linforth from Pixabay

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Can You Ever Be Too Senior to Be Playful?

Recently, I attended a course for senior executives focused on people-centric change. To my delight, at the end of the session, the course leader introduced an improv game.

Improvisation is something I’ve been exploring because of its value in fostering creativity and flow. But not everyone shared my enthusiasm – some refused to join in, missing the point entirely. Perhaps they saw it as frivolous or worried about looking silly in front of their peers. Maybe a better introduction would have helped them see the benefits of this approach.

But here’s the thing—playfulness isn’t just for children. It’s a powerful tool for innovation, problem-solving, and connection. It can relieve stress, improve brain function and increase energy.

Some of the most effective leaders I know create environments where curiosity and experimentation thrive.

Eager to find out how improv could be applied in leadership, I signed up for a six-week course. I can’t say I’ll ever be an improv genius (some participants were incredible!), but stepping outside my comfort zone gave me new insights into how playfulness can unlock creativity and strengthen teams.

What Improv Taught Me About Effective Teams

  1. Building on ideas – The core principle of improv is “yes, and…” Instead of shutting down ideas, you expand on them. Imagine how different meetings would be if we all did this more!
  2. Active listening – You can’t build on ideas if you don’t truly listen. To listen actively is to pay full attention to the person speaking, understand their perspective, and respond thoughtfully. In improv, missing a single word can throw off an entire scene. In leadership and team work, failing to listen can mean missing opportunities for collaboration and innovation.
  3. Unleashing imagination – There’s something beautiful about tapping into creativity. As children, we do this instinctively; as adults, we often lose sight of this wonder. Yet, in business, creative thinking is invaluable – whether solving complex problems, inspiring teams, or developing fresh strategies. A global study found that 96% of survey respondents agree creative ideas are essential to an organization’s long-term success and performance so its seems worthwhile for leaders to explore their playful side.

Why This Matters for Leaders

Too often, leadership is associated with seriousness. But the best leaders know when to bring a sense of fun. They encourage exploration, create psychological safety, and make room for unexpected ideas. Some of the big corporate firms use improv techniques to spark creativity – Google famously uses “Yes, and…” exercises in team meetings. Pixar has storytelling improv sessions. These organisations understand that playfulness isn’t a distraction—it’s a catalyst for innovation.

There are plenty of great improv games available online, many of which can be done in person or virtually. They’re fantastic for energising teams, lightening the mood, and bringing creativity into problem-solving. Session Lab is a great place to look if you want to explore some new ideas.

So, can you ever be too senior to be playful? I don’t think so. If anything, the higher up you go, the more important it becomes.

Have you ever tried improv games with your teams? How did it go? Share your experiences in the comments below.

Image by Maike und Björn Bröskamp from Pixabay

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From the Past to the Present: Leadership Lessons from Charity Adams and the 6888th Batallion

I’m inspired by women in non-traditional roles and WW2 is an interest I inherited from my Dad so I was excited for the new Netflix offer ‘The Six Triple Eight’.  The film tells the story of the first and only all-black unit of the women’s army corps which was led by Charity Adams who was the first African-American woman to become an Officer. With the level of racism and sexism in America in 1945, it seems an impossible feat.

Facing challenges at every step and deliberately set up with an impossible task, Charity had a determination that allowed her to become the highest ranking African-American woman by the end of the war. 

Her trailblazing journey highlights themes of inclusion, resilience, and effective leadership under pressure that are deeply relevant today. Here’s why her legacy continues to inspire and guide modern conversations about diversity and leadership:

1. Breaking Barriers in Leadership

Then: Charity Adams broke racial and gender barriers in a time when opportunities for Black women in leadership roles were virtually nonexistent. She led the “Six Triple Eight” to overcome systemic discrimination, logistical challenges, and the monumental task of sorting millions of pieces of undelivered mail to boost the morale of soldiers during the war.

Now: Her story underscores the importance of representation in leadership. Diverse leaders bring unique perspectives to problem-solving and decision-making, which are essential in today’s globalized and inclusive work environments.

2. Demonstrating Resilience and Excellence

Then: Despite facing racism, sexism, and immense pressure, Adams demanded excellence from herself and her team. She emphasized the value of discipline, collaboration, and purpose in achieving their mission.

Now: In modern workplaces, leaders must navigate complex challenges while fostering resilience in their teams. Adams’ example reminds us that adversity can be overcome through strategic thinking, strong leadership, and a commitment to the mission.

3. Advocating for Equity and Inclusion

Then: Adams proved that Black women could lead effectively in roles traditionally reserved for white men, challenging stereotypes and paving the way for future generations.

Now: Organizations still struggle with inequities in leadership opportunities for women and minority groups. Her example encourages leaders to actively address bias, create inclusive environments, and champion equitable opportunities.

4. The Power of Purpose-Driven Leadership

Then: Adams was not motivated by power or personal gain but by a sense of duty to her country and her team. Her purpose-driven leadership inspired her unit to achieve a seemingly impossible mission.

Now: Purpose-driven leadership resonates deeply in today’s world, where employees and stakeholders value leaders who prioritise social impact, ethical practices, and meaningful change.

5. Legacy as a Catalyst for Change

Then: Charity Adams’ story was not widely celebrated for decades, reflecting how the contributions of marginalized groups can be overlooked. Recent recognition highlights the need to acknowledge diverse histories.

Now: Her legacy serves as a call to action for modern leaders to recognize and amplify under-represented voices, ensuring that everyone has a seat at the table and their contributions are valued.

In today’s era, where diversity and inclusion are business imperatives, Charity Adams’ life offers timeless lessons on how to lead with integrity, resilience, and purpose. Her example encourages us to challenge systemic inequities, inspire others through our actions, and lead boldly in pursuit of a better, more inclusive future.

Charity Adams’ story reminds us that leadership is not about titles or power but about purpose, resilience, and inclusion. Her legacy challenges us to build workplaces and communities where everyone has the opportunity to lead and thrive.

If you’re looking to foster this kind of leadership in your own organisation or develop a culture where inclusion and resilience are at the forefront, I’d love to help. Through leadership development, culture support, and tailored coaching, I work with teams and individuals to inspire meaningful change and unlock their potential. Let’s connect and explore how we can create a better future together.

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‘Playing to win’ with Race Across the World

As fans prepare for the launch of ‘Celebrity Race Across the World’ series 2, it seems like the perfect time to consider what the show can teach us about a winning mind set.

Most people are not aware of this but Race Across the World was first broadcast in the 90’s and I was an avid viewer of this late-night TV show (as it was at the time).

Back then, teams were dropped at a random location somewhere in the world and they had to figure out where they were and race back to Trafalgar Square by whatever means possible. There were no pre-arranged job opportunities and no rest breaks in those days. Teams were given some money and they had their passports. After that, they had to get themselves back through their own resourcefulness. [view vintage edition]

There are many key moments that I still remember – a team trying to figure out where in the world they were whilst life was going on, at pace, around them; a team lost in the arctic and being helped by local people; and a team finding themselves in a sticky situation in Turkey. 

In those days, there were no well-being breaks and no crew to help them. Teams were given a crash course in filming documentary and packed off to fend for themselves. 

The show today doesn’t have the same edge but there is still a lot to learn from the contestants about nurturing a winning mindset.

Here are my key takeaways:

  1. Run your own race – the teams spend a lot of time thinking about their place in the race and where the other contestants might be. When they find themselves on the same train or bus, they run through a range of scenarios about the other team. It’s natural and probably helpful to consider what the game plan of your opponents might be but advice from top athletes would be to run your own race and focus on your own performance rather than being distracted by what others might be doing. For more inspiration on this, watch former Olympian, Sally Gunnell – Run your Own Race
  1. Think positive – in series 4, Alfie and Owen race to catch a ferry to the final checkpoint, only to find there are no boats until the next morning and another team right on their tail. With the adrenaline they spent to get there, only to be stopped in their tracks, they were naturally feeling defeated. At this point you hear Alfie say ‘we just need to keep a positive mental headspace’. The race wasn’t over and by staying positive, they were able to plan ahead and ensure they were on the first boat out the next day. For more on this read – The Power of Positivity in Leadership
  1. Keep your cool – after they crossed to the island where they would find the final checkpoint, they were given directions. Part of the instruction was to ‘head north’ which would usually have been straight forward but they had ditched their bags which meant they had no compass. They knew that they could use the sun but they were struggling to think because they were under so much pressure. Thankfully, they were able to clear their heads and take a moment to think so they could be confident in the direction they needed to take which won them first place. To find more calm, read How to Stay Calm Under Pressure

I’m unable to finish a blog about RATW without mentioning Harry Judd and his mum! If you don’t know what I’m referring to, catch up on BBC iPlayer – it’s worth it ❤

The BBC have just shared that radio personality, Scott Mills, is a star of the forthcoming series. In promoting the show, he said that it is by far the most challenging thing both physically and mentally that he has ever done so worth tuning in when the new series begins next week.

Have you ever challenged yourself? Do you have your own tips for resilience? Share them in the comments below. 

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What Strictly teaches us about giving A-MA-ZING feedback (dah-ling)

As we wait in anticipation for the Strictly Come Dancing 2021 final, it is the ideal time to set out what we can learn from the judges in how they offer feedback.

Giving feedback is something that many of us dread.  Perhaps we lack confidence in our expertise or maybe we anticipate that the individual will react badly.  Whatever the reason, we often shy away from giving feedback which actually has a negative impact on performance regardless of whether the observations are good or bad.

We know feedback is important for development and for me, I certainly know I want to receive it.  Good feedback gives me an important boost that keeps me motivated and driven whilst constructive feedback helps me to be the best I can be.

It is also fair to say that when we do give feedback, it doesn’t always land well and if you want to understand more about the responses people might have and how to deal with those, I recommend the work of Douglas Stone and Sheila Heen – Thanks for the Feedback: The Art & Science of Receiving Feedback Well (Even when it’s off-base, unfair, poorly delivered and, frankly, you’re not in the mood).  This can help if you offer feedback and the individual responds badly to what you are sharing with them.

However, what we have in Strictly is a masterclass in giving feedback.  If you watch carefully, you will hear the judges generally offering praise first. They recognise what went well and what has improved before honing on the next area of improvement. Generally, they make the individual feel a-ma-zing and then they offer some specific expert advice to help them progress.

On the occasions when things didn’t go well and they are unimpressed, they generally offer their feedback with care and compassion which allows the individual to feel supported whilst hearing something uncomfortable.

What can we learn from this when giving feedback in the workplace?

  1. Be positive – help the individual to see what was good and offer the feedback on what needs to be improved. Positive psychology says you need a balance of at least 3 positives to every negative so remember to share what’s going well before giving advice on improvement.

  2. Be specific – general statements don’t help the individual to understand and improve. E.g. ‘you didn’t get the role because you weren’t strategic enough’ – that is feedback that isn’t feedback. For this to be worthwhile, there needs to be detail that demonstrates what could have been different. To be effective, the sentence above needs to go on to give examples of what would have been better. Otherwise, the candidate is still in the dark and is likely to make the same mistakes next time.

  3. Be genuine – feedback is for the good of the individual so keep that in mind in the discussion. If you keep the individual at the heart and offer your feedback with sensitivity, compassion and with their best interests at heart, they should be able to open themselves up to whatever you have to say and feel glad that you are taking the care to offer it for them.

Do you have examples to share of good or bad feedback? What did you learn from this? Share your thoughts in the comments below.

3minuteleadership.org

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How Olympic achievements can inspire us to aim high and keep going

After a long wait and a lot of uncertainty, the Olympic games have finally commenced.  For the athletes that have made it, this is their chance to fulfil a lifelong dream.  All the training and sacrifice has brought them to this point where they will be tested against the best in the world. There will be many competitors that are happy just to be there and beat their own personal best whilst there are some medal hopefuls for whom the pressure is great.

For me, the opening ceremony was moving as I thought about the dreams of all these athletes. Timing is critical and with an extra year to wait after the games were postponed in 2020 due to Covid, there must have been some who wondered if they would make it. Indeed, sadly, some have had their hopes dashed as they failed to qualify, found themselves injured or been prevented from travelling as a result of Covid.

One achievement that has shone through in the early days of these games is that of Tom Daley who many of us have been rooting for over the last 20 years.  He was 14 when he went to his first Olympics and we have watched him grow up with Team GB.

Tipped for success from the beginning, the main prize has stayed just out of reach. Securing his second bronze medal in Rio, Tom told journalists he was ‘heartbroken’ and would be at Tokyo for a fourth attempt.  The journalist very insightfully responded that it would make for a better story in the long term.

On Monday, Tom won his first gold medal alongside his diving partner, Matty Lee. Tom’s story confirms what I have always believed:

If you want something badly enough and are willing to work hard for it every day, it will be yours.     

After the games in Rio, Tom kept hold of his dream, focused on training and technique and achieved that long sought after gold medal in Tokyo.  We have seen him deal with many challenges throughout his journey and I certainly am so inspired by the resilience, grit and determination that has led him to this point.

Of course, Tom isn’t the only one celebrating at the games so far and many are hoping that their efforts will inspire others to achieve their own goals, sporting or otherwise. In an interview with the BBC yesterday, another gold medallist, Adam Peaty said:


“If there is one thing you do today, just do one thing better.”

Their achievements may be personal but their legacy is universal.  Each of these athletes have made huge sacrifices to reach the games and their families the same. They all have a unique story but it is ultimately about challenge and achievement.  We can all learn something from their efforts and the questions is… where will your journey take you?

Have you been inspired by our Olympic champions? Have you taken something valuable from watching them compete? Share your thoughts in the comments below.

3minuteleadership.org

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Passion and purpose – what Tom Brady’s record-breaking career tells us about motivation

According to the talent scouts, Tom Brady was far from spectacular.  He didn’t have any of the things that marked him out as in an up and coming sports star which meant he was overlooked when it came to selection time. 

And yet, on Sunday, Brady won his 7th Superbowl at the age of 43 with a team that was bottom of the league last season.  To date, he has started a record 10 superbowls in his 18 year career.  With an average career of 3 years in the sport, Brady defies the odds and shows no signs of retiring just yet. 

One of the key themes throughout his career has been the lack of recognition for his talent.  Before he began his time with the New England Patriots, he played for Michigan college team.  In his sophomore year, a new quarterback joined the team and the coach was unsure which of them to play.  He kept switching them to keep them both in the game.  Many times, the coach had to bring on Brady to save the game and he did it. He came on to the field and brought them back from the brink for a win. This happened so many times, they called him ‘the comeback kid’.

Despite this, when it came to the draft, he wasn’t selected until the 6th round. Number 199 out of just over 200 places, making him the 7th quarterback taken. His nerves were on edge as his time was running out but he was finally signed and so began his professional career in American football.  Brady is now considered best NFL draft pick of all time.

The report on him ahead of the 2000 draft was unimpressive. It included:

  • Poor build
  • Skinny
  • Lacks great physical stature and strength
  • Lacks mobility and ability to avoid the rush
  • Does not roll a really tight spiral
  • System type player who can get exposed if forced to ad-lib
  • Gets knocked down easily

Brady was hugely under-estimated and struggled to gain recognition but he never lost his self-belief.

Throughout his time with the Patriots, he demonstrated the talent and skill which has made him the sport star he is today. Still, his talent was played down and often attributed to the coach. In his latest Superbowl achievement, he has finally proven that he is the magic ingredient and getting the credit he deserves.

According to his Dad, when they carried out that assessment: “they missed the most important thing: heart.  They didn’t understand what drives somebody.” It isn’t something that can be measured. And it cannot be defeated either.

Others have commented on his backbone and resilience: “All the intangibles that a quarterback is supposed to have? They were overlooked. Because with him, it was burning on the inside”.

What can we learn about leadership from the greatest quarterback of all time?

  1. Never let anyone tell you what you can and can’t do – it isn’t for someone else to decide what you are capable of, it is up to you.  If you are willing to work hard, take on board the feedback and improve, you can achieve your goals.

  2. Resilience is about understanding your values and purpose and staying true to them – it doesn’t matter what people say or think. To succeed, you need to keep your goal close to your heart and keep going.

  3. Follow your passion – if do something you love, you will bring maximum energy which will drive you to work hard, master your discipline and achieve success.

Have you been inspired by Tom Brady’s success? What is it about him that stands out to you? Share your thoughts in the comments below.

3minuteleadership.org

Image by Alexandr Nebesyuk from Pixabay 

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Why a bit of ‘warm & fuzzy’ is important for motivating teams

How to motivate people has been a topic of conversation which has come up several times for me over the last couple of weeks.

Previously, I have written about the principles of autonomy, mastery, purpose which Dan Pink promotes in his book ‘Drive’. The theory set out in the book is one I believe in strongly but talking about it with others has made me realise that there is a further aspect that needs to be considered.

I’ve also written before about the value and importance of the ‘cuddle’ hormone oxytocin and I think there is something important here that helps to motivate people to come to work and give their best.

It’s a complex environment we are working in today and technology has sped up the pace of change. News is instant and we are expected to be able to respond and change direction very quickly. Certainly, working with lots of small charities, I see leaders and staff delivering in tough conditions, trying to push on forward despite high levels of uncertainty.

It takes a lot of resilience to keep going under these circumstances and I think that there is some ‘warm fuzzy stuff’ that leaders can easily implement which helps to keep people motivated.

Recognition – firstly, when people work hard, they want to be recognised for their efforts. This doesn’t have to take the form of big awards but just something to show that they have been noticed, whether that is an individual or the whole team, sometimes both probably, just let them know they have been seen.
Appreciation – say thank you! In whatever form you are most comfortable with and preferably often. A common view seems to be that work is transactional i.e. people come to work, do the job and get paid which should be thanks enough. It isn’t enough though if you want a motivated, high performing team. For that, you need to give a bit more which means saying and doing things that make people feel appreciated.

Celebration – celebrate often, let staff enjoy being at work and feel good about what they have achieved. Far too often, we finish one thing and move straight on to another with no looking back. If your team works hard and delivers success, encourage them to take time out to reflect and celebrate their achievements however small.

Whilst I believe these things are important all year round, I also think that Christmas is a point in the calendar where we should take a moment to reflect on what’s gone well, thank people for their contribution and celebrate the achievements of the year gone by.  So this year, why don’t you think about how you use these ideas to ensure you have an empowered and motivated team for 2020.

 

Like this article? Have your own experience to share? Let me know what you think in the comments below.

 

3minuteleadership.org

 

(Image by Free-Photos from Pixabay)

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