Wiser Elite’s Post

In a study of skills that distinguish star performers in every field from entry-level jobs to executive positions, the single most important factor was not IQ, advanced degrees, or technical experience, it was EQ.  - Daniel Goleman, Author of Emotional Intelligence

The only way to gain freedom is to become the BEST and TOP-qualified specialist in what you do. You aren't promoted? Go read, and increase your skills.  You aren't paid enough? Go read, and increase your skills.  You aren't getting the professional recognition you deserve? Go read, and increase your skills. Trust me. In long-term you will win.  

Couldn't agree more. I think there are two area where people struggle the most.. 1. Emotional intelligence. Esp while ignoring other people's feelings by being to task oriented. Employee feedback is a great indicator of this. 2. Resilience. When the focus is on short term success, or winning the next deal, vs. truly building solutions that last. This is painfully obviously when you look at customer satisfaction scores and defect leakage.

🌟 What an inspiring reflection from our CEO, Harold Landers! 🌟 It's truly uplifting to see our leader prioritize the success and growth of others amidst a world often focused on individual achievements. Harold's recent encounter with one of our Directors beautifully highlights the essence of effective leadership – it's about empowering and uplifting those around us, rather than seeking personal accolades. As this Director so eloquently expressed, true fulfillment is found in witnessing the progress and achievements of our team members. It's a powerful testament to the impact leaders can have on their teams' growth and success. Harold's post serves as a poignant reminder that our life's purpose often lies in the positive influence we have on others. Creating an environment where everyone can thrive and succeed together is key. Let's take a moment to reflect on how we, too, can prioritize the success and well-being of those around us. How can we contribute to fostering a culture of support and empowerment in our own spheres? Thank you, Harold, for sharing this insightful perspective. Here's to embracing a mindset where being a winner means lifting others up! 🚀 #Leadership #Empowerment #Success #Teamwork #RosieCares

When I previously started my roles, I never had a plan what I was going to do first 3 months. Usually people would tell me. This time it’s a bit different. It should be different if your role involves leadership. This time I should come up with a plan what I am going to do. When Laurent Christoph started his leadership role, he told to me he had 90 day plan. He shared it briefly to me. At that moment, I thought how structurally and sensibly he approached his new role. I did a mental note that I should give it a go when I have a chance. This time I have a plan. The first 90 day plan to be precise. My first 90 day plan includes meeting as many people as possible, learning about the company, business and systems we use (deep technical learning included), understanding the priorities, where the major gaps are, building feedback loop to create the confidence in deliveries and decrease the risks. Having a long term strategy for building quality in, continuous testing and sustainable delivery is something I am also thinking of. Loads of thinking. Loads of alignments. Loads of doing and building. Most importantly, do one thing at a time, maintain the focus and build consistency. That’s my challenge friends.

A very good summary of how one can work towards becoming a star performer! I quickly ran my last week to see how many points i scored on this. For most of us this will always be work in progress. One of the things I personally struggle with is how to judge "when to push down the accountability and when to take back the responsibility " Would be great to hear your thoughts

🤔 Does being great at your job make you a great manager too? In my early days as a Financial Adviser, I was progressing very well – gaining trust from clients, being referred to their network, and receiving various industry awards. Then, I decided it was time for me to step up and lead a team. That was when my career truly tested me. When I first became a manager, I was excited and eager to teach everything I knew about advisory to my team. I thought if I, as an introvert, could succeed in sales and advisory, my team could too. As a systematic and process-oriented person, I detailed exactly what I did and said to my clients and began training my team. However, I encountered many challenges and achieved little success. Frustrations set in, and doubts crept into my mind. It started with finger-pointing: “Why don’t they get it?”, “If I can do it, why can’t they?”, “Why can’t they just put in more effort to learn?” Then it turned into self-doubt: “Am I a lousy manager?”, “Was my early success just a fluke, and my methods don’t actually work?” It was only through this journey that I realized what works for me doesn’t necessarily work for others. Each of us has unique strengths and weaknesses. Rather than enforcing a specific approach that suits me, I needed to embrace and guide my team to realize their potential. Instead of memorizing sales scripts and presentations, I focused on coaching them on the mentality and principles behind our planning philosophy. Instead of drilling them on sales and objection-handling techniques, I trained them to connect with clients on a deeper level to uncover their true needs and concerns. Now I lead a team of over 70 advisers who are proud of who they are and what they do. They have each achieved success in their own way, with more than 75% of them achieving MDRT 🔥 (top 10% performers in the industry). I am really proud of them! Are you an individual contributor transitioning into a managerial role? Or a newly promoted manager? Do share the challenges you are facing, and let’s learn from each other. *Here’s a photo of some of our award winners at our recent Gala Dinner :)

Recognition is 10 x more powerful that reward and the best part is that it's FREE! Spend the week ahead recognising the positive things your team are doing (and that you'd like to see them do again) and notice the difference.

A common trait of the world’s best performers: They believe they can be the best before anybody else sees it in them. The drive to reach the top starts before other people start lavishing them with praise. This internal guide allows them greater stability as they rise.

Throwback to our first awards' night together ♡ Why 𝑷𝑳𝑼𝑺? It's simply about encouraging everyone to be a 𝑷𝑳𝑼𝑺 to the environment. It's easy to feel that your current job environment isn't giving you enough. It's healthier to consider what more you can give to the environment. Recently, a candidate asked me what it takes to be on the PLUS team. I replied, 'I'll take you under three conditions that you must agree to.' These conditions are 𝘂𝗻𝗶𝗾𝘂𝗲 to each candidate. 1. For the amount of grievances you have now, I hope you'll maintain the same level of gratitude when you succeed. 2. Allow me to remind you each time defensiveness surfaces, just for a year. Allowing me to remind you means you actually recognize and accept it. 3. Complete your homework. Guess which one he said was the hardest? What would be the hardest for you? Are you able to tell which values I am focusing on? If you share the same values and are passionate about making a meaningful impact, I warmly invite you to join our team and contribute to the 𝑷𝑳𝑼𝑺 vision. 💪🏻