DEFY EXPECTATIONS

What is your business going to do when there aren't enough workers? Recent data reveals a record-low birth rate in England and Wales, with around 605,000 births in 2022, the lowest in two decades. While this may offer short-term relief for schools and childcare services, the long-term implications are very uncomfortable: a shrinking working-age population and a rising number of older adults needing support. The total fertility rate is now well below the replacement level of 2.08 children per woman, necessary to sustain the population (Office for National Statistics). Combine that with an aging population, (The Oxford Institute of Population Aging forecasts that by 2040, about 25% of the UK population will be aged 65 or older), intensifying the strain on healthcare, pensions, and social services, and the economic impact is severe. Fewer young people entering the workforce means a smaller tax base and higher dependency ratios, challenging the funding of public services and economic growth. Old remedies such as immigration to replace lost workers are increasingly difficult so new ones need to be found. What steps should we be taking to ensure a strong future? Here are some things to think about: 1.     Invest in skills development for the next generation   Prioritise training in high-demand fields like technology, healthcare, and renewable energy. This will build a skilled, adaptable workforce to meet future demands. 2.     Retrain and retain older workers   As people live longer, it's time to rethink retirement. Offering re-skilling opportunities to older adults enables them to stay in the workforce longer, sharing their expertise and bridging skill gaps. 3.    Utilise AI and Automation to bridge workforce gaps  AI and automation can help address labour shortages, especially in sectors like healthcare. From supporting patient care to boosting administrative efficiency, AI can keep organisation running without overburdening the shrinking workforce. The problem is that we need to start doing all these things NOW. And that, to paraphrase Lord Kitchener means that your country needs you NOW. Implementing a long-term plan becomes critical. You and your business cannot solve the nation’s problems but if every business ensures its own future by having a plan, then there is hope us all. Talk to us at www.defyexpectations.co.uk if you want to take your business to a new level.

Unlock your leadersghip superpowers! ⚡ We're delighted to be speaking at BIDx™ The Big One from APMP UK on 5th-6th November in Birmingham! BIDxTM The Big One, delivered by APMP UK, offers unparalleled access to hundreds of bid and proposal management professionals who you don't have to explain yourself to and who understand your challenges. It is a huge opportunity to have fun, make connections, share knowledge and be inspired by presentations from some of the profession’s experts. Buy your ticket here and come and say hello! https://bit.ly/3Y7f6GT #BIDx #TBO2024 #ProudToBeAPMP #DefyExpectations #Accountability #Wisdom #leadership #transformation #learningjourney #purpose #action #leadershipdevelopment #capabilitybuilding #Accountability #Wisdom

When leadership is a matter of life or death. We talk glibly about great leaders and what a difference they can make by their actions. But how often do we see leaders put not just their business and their cash but their own lives and the lives of those who work with them at risk and then lead them to safety? I went to see “Endurance”this weekend, the documentary about Ernest Shackleton’s failed attempt to be the first to cross Antarctica from coast to coast. He set off with 27 men in the Endurance in 1914 in one of the worst years for ice. The ship became trapped and stuck in the pack ice before they got to land. No communication, no help. As the ship sank, they took to small wooden rowing boats and set off in the terrible seas of the South Atlantic. Eventually frozen in -15 temperatures, many sick and with food running short. they reached the desolate and uninhabited Elephant Island.  Shackleton then decided that their only hope of rescue was for a small party of 6 men to row the 800 miles to South Georgia to get help. It was a terrible journey with the boat covered in ice and the seas towering over them. In the end they made it to the whaling station on South Georgia and were able to send a ship to rescue the men left on Elephant Island. At the end of an expedition that lasted for two years the whole party was still alive, against all the odds. What kept them alive was Shackleton’s will power and his insistence on optimism. It was leadership at its greatest and most basic. The leadership that maintains hope and drives forward and never, ever, gives up. Please go and see it. It’s a humbling lesson for all leaders. 

Crafting Your Dream Job: The Power of Visualisation When my clients set out to find a new job, one of the most valuable exercises I give them is to write a detailed job description for their ideal position. This isn’t just about listing skills or responsibilities; it’s about creating a vivid picture of what your dream job truly looks like. Imagine this: Job Title: Senior Leader of xxx Location: A vibrant city centre with easy access to parks and cultural events. Industry: Tech – specifically, a company specialising in innovative solutions for sustainability. Company Size: A mid-sized organisation (200-500 employees) known for its collaborative environment and commitment to employee growth. Company Culture: An inclusive, open-minded culture that values diversity and fosters creativity. There’s an emphasis on work-life balance, with regular team-building events and a strong focus on employee well-being. Your Role: You lead a dynamic team of 8 talented professionals, encouraging collaboration while driving projects forward. You’re at the forefront of strategy, ensuring that innovative ideas translate into actionable plans. Then think about the personal: Lifestyle Questions: - Where will you live?  Places that inspire you, are safe, and have a sense of community - How long is your commute? Ideally, it’s under 30 minutes by public transport or a bike ride away. - What does your ideal workday look like? Think about flexible hours, remote work opportunities, and time for creativity. Spare Time Activities: - What will you do after work? Maybe it’s joining a local book club, hiking on weekends, or exploring new cuisines at local restaurants. - What will your family be doing? Picture family outings, school events, or community involvement. Education for Family: Consider quality schools nearby and extracurricular programs that foster growth. Remember, this is about crafting a holistic vision of your future. Don’t let ego get in the way. This may not be as senior as the job you are doing now, or maybe it’s more senior? Work on genuine desires and aspirations. Start writing. Describe your dream job in as much detail as possible. The more you visualize, the clearer your path to achieving it becomes.   Apply for jobs that meet your dream, turn down those that don’t. Talk to me at www.defyexpectations.co.uk if you want to transform yourself or others.

Unlock your leadersghip superpowers! ⚡ We're delighted to be speaking at BIDx™ The Big One from APMP UK on 5th-6th November in Birmingham! BIDxTM The Big One, delivered by APMP UK, offers unparalleled access to hundreds of bid and proposal management professionals who you don't have to explain yourself to and who understand your challenges. It is a huge opportunity to have fun, make connections, share knowledge and be inspired by presentations from some of the profession’s experts. Buy your ticket here and come and say hello! https://bit.ly/3Y7f6GT #BIDx #TBO2024 #ProudToBeAPMP #DefyExpectations #Accountability #Wisdom #leadership #transformation #learningjourney #purpose #action #leadershipdevelopment #capabilitybuilding #Accountability #Wisdom

Are You Coachable? In the early stages of a coaching career, it’s natural to take on any client—you’re focused on building your business. But over time, you learn that not everyone truly wants to be coached. I've encountered clients who initially seem eager but then disengage as the process moves forward. Why? It often boils down to two things: arrogance or fear. Some clients believe they already know everything they need to:  - “What could you possibly teach me that I don’t already know?”  - “I’ve been doing this for years, I don’t need help.” Others, however, are driven by fear:  - “What if they discover I’m not as good as I seem?”  - “I’m scared they’ll realise I don’t have all the answers.” So, what happens when a coaching relationship starts strong but loses momentum? When clients disengage, it’s often a signal that either fear or pride has crept in. You can’t ignore this—both coach and client have to address it directly. For the arrogant client, there needs to be constructive challenge. Create scenarios based on their work that push them to reflect on what they don’t yet know. Instead of simply telling them what they need to learn, create opportunities for them to discover it themselves. Often, the best breakthroughs happen when they realise there’s more to learn than they initially thought. However, for this approach to be effective, particularly for coaches without deep experience in the client’s field, you need a solid understanding of their job and where the challenges are likely to arise. For the fearful client, it’s about building trust. You have to be very clear that coaching isn’t about judgment—it’s about growth. As a coach, you’re there to help, not to criticise. Everyone has areas where they can improve. Sometimes, fear stems from being a round peg in a square hole. Acknowledging this can help the client realise that they may need to move on to something that better utilises their talents. Now, I only coach people who are willing to learn and grow. Coaching is a partnership, and it works best when both sides are committed to the process. If you’re not ready to face your fears or set aside your ego, you may not be ready for coaching. Talk to me at www.defyexpectations.co.uk if you want to transform yourself or others.

Dive into the future of HR and how it can enable business results with a focus on employee retention. Listen to the podcast coversation with Anne Donovan here: https://bit.ly/3BCNgLg #DefyExpectations #Accountability #Wisdom #leadership #transformation #learningjourney #purpose #action #leadershipdevelopment #capabilitybuilding #Accountability #Wisdom

How do you measure success in coaching? With Defy Expectations coaching we are often asked by both clients and their employers what measures of success we use. When we think of sports, like football or tennis, success for a coach is often measured by team performance or tournament wins. But in professional or personal development coaching, the measure of success is much harder to define. How do you know if coaching works? It’s not just about immediate results or ticking boxes. True success in coaching comes from observing behavioural change in those being coached. Whether it's improved decision-making, increased confidence, or the ability to handle challenges differently, the real transformation happens over time. For behaviour change to really stick takes between six months and a year. The key takeaway here is that success is in the eyes of others, not in the eyes of the person being coached, and not even in the opinion of the coach themselves. But in a busy organisation how do you ensure others notice the positive changes? Here are some tests that we use: 1.     Gathering Feedback from Peers: Regular peer or team feedback captures others' observations of behavioural shifts. 2.     Progress Reflection Sessions: Creating spaces for the coachee to share their progress with managers or stakeholders. 3.    Visible Leadership Actions: Ensure the coachee has opportunities to lead, allowing others to witness their new skills in action. 4.    Mentoring or Peer Coaching: Encouraging the coachee to mentor others, showcasing their growth. 5.    Track Metrics: This is not always possible but where KPIs can be aligned with coaching goals it can give effective indicators. By creating visibility and encouraging feedback, you help ensure the positive changes coaching brings are recognized by those around them. Talk to us at www.defyexpectations.co.uk if you want to transform yourself or others.

We thought it would never stop. The amazing human ability to believe things go on forever. Humans have to believe in a future. Since thinking got in the way of instinctive reaction a few tens of thousands of years ago we have learnt to believe in the future as a way of making sure the human race continues. We tend to be optimists rather than realists. That’s a characteristic that keeps human’s breeding but it’s one that needs to be carefully managed from a business perspective. We tend to think that the good times will go on – a fact brought into sharp relief by the announcement from Peleton that it would lay off 15% of its staff and part company with its CEO as it worries about its cash flow. Peloton was one of the stars of Covid. We all stayed at home and pedalled. But then Covid was over, and everyone went back to work and back to the gym. The Peloton sat in the corner and gathered dust. This should sit high on any list of business risks (but generally it doesn’t). What are the events that could put you out of business? Take that question seriously. Do not complain, do not run to the regulator, and do not, like the Hollywood writers, go on strike. All of those things may give you short-term relief but in the medium term, they will fail. Work out what your next move is. How do you embrace change, what do you need to learn, where do you need to pivot? Make a plan and take action. To read more from our blog, please visit https://bit.ly/3ytMi2O #DefyExpectations #Accountability #Wisdom #leadership #transformation #learningjourney #purpose #action #leadershipdevelopment #capabilitybuilding #Accountability #Wisdom

What is it we really do? Yesterday, I talked about how leaders should take a closer look at the mental health support their company offers. But there's a bigger question: Do we, as leaders, really understand the full scope of what our company delivers? It’s easy to present numbers to shareholders, but how often do we dig into the experience of our customers, suppliers, and—just as importantly—our employees? ·      Park where your employees park. Is it convenient, safe, and accessible? ·      Commute like your junior staff does. Is the journey easy or exhausting? ·      Call your company anonymously. How smooth is the process for customers reaching support? ·      Order one of your own products. Is the delivery time fast? Is the product quality consistent? Was the invoice correct? ·      Ring your accounts department with a query?   How long before you can talk to someone with the authority to fix a problem? ·      Raise a complaint. Who responds and how good is the response. By putting ourselves in their shoes, we gain valuable insights into the true customer and employee experience. This deeper understanding isn’t just an exercise—it's key to driving meaningful change. You might be surprised by what you uncover! Talk to us at www.defyexpectations.co.uk if you want to transform your business.