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What if the strengths that landed you a new leadership role ultimately become a hindrance? Today I am sharing insight from a coaching session where a 1:1 client needed to work on some blind spots to move forwards. In this episode I am talking about a particular coaching session, with an emerging leader within a professional services firm. They had received some feedback in a 360 assessment that revealed a number of key blind spots and realised these needed urgent attention for risk of further alienating the team. Interestingly, often the very strengths that helped get someone to a new position of leadership can actually become a liability.  For example, behaviours that previously may have been labelled as being 'highly detailed' may now be perceived as 'micro-managing'. This shift in perception is important to identify - and fix. So how can coaching help a client like this build awareness of the gap and work honestly and successfully through making some attitudinal or behavioural shifts to help build engagement with their team? I'm sharing some insights directly from this coaching session today. Rebecca, on recognising your blind spots:  "What got you here won't necessarily get you there. Sometimes the very strengths that helped get someone to a new position of leadership can actually become a liability.  High standards can become micro-management; drive can become impatience; knowledge can become superiority. These strengths, pushed to the extreme, can result in a leader alienating their team and creating deep disengagement” Links: Get a copy of Rebecca's 7 Strategic Shifts to Position You as a High-Impact LeaderListen to other episodes: How to Build Trust In Your Team, By Assuming Their CompetenceAnd this ep: Why Some New Leaders Fail to Build EngagementSpeak to us about your leadership development objectives Rate, Review, & Follow our Show on Apple Podcasts: Also, if you haven’t done so already, follow the podcast. We air every week and I don't want you to miss out on a single broadcast. Follow now! About Rebecca: Rebecca Allen’s coaching clients often refer to her as ‘warm’, ‘practical’ and ‘strategic’. She is an executive level, evidence-based leadership coach and facilitator with 14 years’ experience, coaching across a wide range of sectors including finance, professional services and energy. Her specialisms are in preparing emerging leaders for their next roles and leading through change. She combines strengths-based coaching with cognitive behavioural techniques to help her clients build self-awareness, leadership identity and to step up successfully to prepare for the next level of leadership. Connect with Rebecca today

We are all in sales. Today we are discussing common sales errors that companies make and the shifts in thinking and strategy that actually build revenue. My guest today is Susan Englehutt, Founder of The Way Buyers Buy.  Susan is often brought in to work with a Sales Division when revenue has slumped and panicked, knee-jerk, tactical responses are being employed such as hiring more (or different) sales people; seeking more leads; or re-training salespeople. All costly approaches that don't necessarily build revenue. In this interview, experienced sales expert Susan Englehutt explains how she helps businesses shift from these tactics to becoming more strategic about the long game of building revenue in the business.  If you're leading a business, in a sales team, or simply want to understand how to think in a fresh way about building revenue, this is the episode for you. Susan, on selecting the right buyer to speak to from the outset: "You have to increase your probability of winning a sale by being with a 'WHY' buyer during the 'WHY' part of the sales process and also asking the strategic question upfront, 'What has changed for this company to need us (and our product) now?' If nothing has changed for the business, you won't convert any sale."  Links: Connect with Susan on LinkedInVisit The Way Buyers Buy websiteFor emerging leaders' coaching, visit the Illuminate Leadership Growth website or connect with Rebecca Allen on Linkedin Rate, Review, & Follow our Show on Apple Podcasts: Also, if you haven’t done so already, follow the podcast. We air every week and I don't want you to miss out on a single broadcast. Follow now! About Susan: Susan Englehutt is the founder and creator of The Way Buyers Buy: the program growing and shifting companies actually need when they have hired more sales people, or purchased sales training and it didn’t work. A born simplifier and visual thinker, Susan is an expert sales consultant and trainer. Her specialty is helping the leaders of B2B companies and their teams. Susan has been a consultant to huge Fortune 50 companies like Verizon, IBM, Microsoft, and Dell and to small and medium companies too. Today, she loves working with nimble and innovative companies and teams who need quick shifts and lasting change in the way they think, behave, market and sell. About Rebecca: Rebecca Allen’s coaching clients often refer to her as ‘warm’, ‘practical’ and ‘strategic’. She is an executive level, evidence-based leadership coach and facilitator with 14 years’ experience, coaching across a wide range of sectors including finance, professional services and energy. Her specialisms are in preparing emerging leaders for their next roles and leading through change. She combines strengths-based coaching with cognitive behavioural techniques to help her clients build self-awareness, leadership identity and to step up successfully to prepare for the next level of leadership. Connect with Rebecca today

Today we're exploring one of the most overlooked challenges in mergers and acquisitions - not systems integration, not organizational structures, and not even culture. But a turnover of your highest performers. One of the biggest risks in a merger is not losing poor performers - it's losing your best people.  Research shows that highly skilled employees and managers are the most likely groups to leave after a merger because uncertainty about their future, status, and career opportunities makes external options more attractive. A significant merger has just taken place.  Within the first weeks and months you’re starting to see your best people leave. The truth is while leaders have been focused on strategy, synergies, and culture integration , many of your best employees are asking a very different question: "What does this mean for me?" And if that question remains unanswered for too long, organisations often experience disengagement, declining productivity, an erosion of trust - and turnover. So today we'll unpack the psychology behind this phenomenon and explore how leadership coaching can help leaders guide people through uncertainty and toward a meaningful future. Rebecca, on asking yourself different questions as leader:  "Mergers can result in high turnover of your best talent which often stems from uncertainty. Rather than focusing on tasks and productivity, your people are consumed with thoughts that question their identity in your new culture. They worry about their growth and if there will be opportunities for them moving forward.” Links: Get a copy of Rebecca's 7 Strategic Shifts to Position You as a High-Impact LeaderSpeak to us about your leadership development objectives Rate, Review, & Follow our Show on Apple Podcasts: Also, if you haven’t done so already, follow the podcast. We air every week and I don't want you to miss out on a single broadcast. Follow now! About Rebecca: Rebecca Allen is a warm and dynamic Leadership Coach who helps build high-potential emerging leaders and their teams by working on 4-core pillars: how do we want to show up; how do we want to add value; how should we elevate our thinking; and how should we elevate our communication? Rebecca has coached emerging and senior leaders at companies including Woolworths, Coles, ANZ, RBA, J.P. Morgan, PwC, ANSTO, Ministry of Defence, Frontier Sensing and abbvie through her Roadmap to Senior Leadership coaching program. Connect with Rebecca

Today we are talking about what leaders can do to foster deeper inclusion and empower Asian women in their teams. My guest today is Natalie Wong, an experienced HR professional with 25 years experience with a passion for seeing more Asian women progress in their careers. Natalie is sharing practical advice to outline how may women are juggling multiple identities at once at work and the impact that can have on them, whether those identities are about ethnicity, gender, or otherwise.  We are talking a lot about the default communication styles of many Asian women and some practical ways leaders can support women of Asian descent to progress more rapidly, such as: Helping people promote their impactListening to understand, rather than listening to replyAnd looking out for affinity bias in recruitment Natalie, on leading with a DEI lens:  "It's important to have a diverse perspective and that can be challenging when other leaders don't have that lived experience too. Sponsorship, mentoring and allyship are all really powerful in supporting Asian women to succeed in their careers. And that includes understanding their values and cultural background and what might be holding them back from voicing their concerns."  Links: Connect with Natalie Wong on Linkedin Connect with Rebecca Allen on LinkedinGet a copy of Rebecca's guide, 7 Strategic Shifts to Position You as a High-Impact Leader  Rate, Review, & Follow our Show on Apple Podcasts: Also, if you haven’t done so already, follow the podcast. We air every week and I don't want you to miss out on a single broadcast. Follow now! About Natalie: Natalie Wong is a strategic and empathetic HR leader with over 25 years of experience spanning global multinationals, financial institutions, and professional services across Asia and Australia. Renowned for her collaborative approach and deep expertise in talent acquisition, executive recruitment, employee relations, business partnering, and learning and development, Natalie brings a wealth of insight to every engagement.   As a culturally diverse leader of Asian descent, Natalie is a passionate advocate for diversity and inclusion, and  has consistently championed the creation of inclusive workplace cultures throughout her career; as well as supporting the development of female leaders.   Leveraging her legal and business background, she is focused on delivering pragmatic, people-focused solutions that align with strategic business goals.   Natalie’s thought leadership and commitment to elevating the employee experience make her a compelling speaker and trusted voice in the HR community.    About Rebecca: Rebecca Allen is a warm and dynamic Leadership Coach who helps build high-potential emerging leaders and their teams by working on 4-core pillars: how do we want to show up; how do we want to add value; how should we elevate our thinking; and how should we elevate our communication? Rebecca has coached emerging and senior leaders at companies including Woolworths, Coles, ANZ, RBA, J.P. Morgan, PwC, ANSTO, Ministry of Defence, Frontier Sensing and abbvie through her Roadmap to Senior Leadership coaching program. Connect with Rebecca

Productivity, competence and trust are all intertwined And today, we are exploring how essential it is for a leader to identify where people are strong, rather than to assume they will fail. It is easy to slip into negative habits that erode trust in the team. Habits such as: Excluding people from decision makingTalking over themNot delegating and micromanagingDelegating only low-impact tasksTelling people how to do thingsAssuming they will fail or make a mess of thingsToday we are taking a step back and looking at the power of the question: "How is this person smart?" * Thus identifying the strengths of your team and then playing to them. * A question posed by Liz Wiseman in her book, Multipliers Rebecca, on building trust in the team:  "When you assume someone is capable on your team, you help them focus. They are not distracted, worrying about how they will be perceived or if their work is valuable and valued - they simply get on with the task and are highly productive." Links: Get a copy of Rebecca's 7 Strategic Shifts to Position You as a High-Impact LeaderVisit Rebecca's website and develop your leaders and teamsConnect with Rebecca on Linkedin Rate, Review, & Follow our Show on Apple Podcasts: Also, if you haven’t done so already, follow the podcast. We air every week and I don't want you to miss out on a single broadcast. Follow now! About Rebecca: Rebecca Allen is a warm and dynamic Leadership Coach who helps build high-performing leaders and teams by working on 4-core pillars: how do we want to show up; how do we want to add value; how should we elevate our thinking; and how should we elevate our communication? Rebecca has coached managers through to CXOs at Woolworths, Coles, ANZ, RBA, J.P. Morgan, PwC, ANSTO, Ministry of Defence, Frontier Sensing and abbvie through her Roadmap to Senior Leadership coaching programs. Connect with Rebecca

As Rebecca's client Jen nears the end of her coaching program, she opens up about her coaching experience, what she learned and the benefits of working with Rebecca. What is a career and leadership coaching session like?What outcomes might a client get out of a coaching session, or program?Is coaching worth the investment? These are just some of the questions Rebecca's client Jen is talking about in today's episode. If you have ever been curious about how a career and leadership coach could partner with you to help you realise new levels of fulfilment and success in your career, this is the episode for you.  Jen, on her coaching experience with Rebecca Allen:  "When thinking about working with you, I saw the value in speaking to someone external to my industry. To grow, you really do need to open up and not shield yourself, which is easier to do with someone outside. As well as getting a pay rise the coaching also freed up a lot of time I was wasting procrastinating - there's no dollar value you can put on that." Links: Get a copy of Rebecca's 7 Strategic Shifts to Position You as a High-Impact LeaderVisit Rebecca's website  Rate, Review, & Follow our Show on Apple Podcasts: Also, if you haven’t done so already, follow the podcast. We air every week and I don't want you to miss out on a single broadcast. Follow now! About Jen: Dr Jennifer Snaith is a Sydney based Endocrinologist and clinical researcher. She did her PHD on non-insulin treatments for people with type 1 diabetes. This is something she is passionate about, and she now leads type 1 diabetes clinical trials. About Rebecca: Rebecca Allen is a warm and dynamic Leadership Coach who helps build high-performing leaders and teams by working on 4-core pillars: how do we want to show up; how do we want to add value; how should we elevate our thinking; and how should we elevate our communication? Rebecca has coached managers through to CXOs at Woolworths, Coles, ANZ, RBA, J.P. Morgan, PwC, ANSTO, Ministry of Defence, Frontier Sensing and abbvie through her Roadmap to Senior Leadership coaching programs. Connect with Rebecca

In today's episode we are exploring the primary role of a team leader and I am sharing some of the coaching questions I might ask a leader to help them develop team capability. Today we’re talking about a question every corporate leader eventually faces: “What is my primary role as a team leader?” Is it simply to deliver results?Is it to control outcomes?Or to take responsibility when things go wrong ?Or, is leadership actually about developing people so the team can consistently perform at a higher level and behave autonomously?This is what we are talking about today on the podcast - what the primary role of the leader truly is. I am also sharing 3 powerful coaching questions I might ask a leader, working with me for executive coaching, to help them develop team capability. Rebecca, on asking yourself different questions as leader:  "A leader who only focuses on targets may get short-term performance - while a leader who develops capability builds long-term performance. The question shifts from: “How do I get this done?”, to “How do I help my team become capable, confident, accountable, and high performing?” Links: Get a copy of Rebecca's 7 Strategic Shifts to Position You as a High-Impact LeaderBook a free 15 minute Career Strategy call with Rebecca to get your career off to a fresh start. Don't stay stuck - get new thinking and new action to move forward in your career Rate, Review, & Follow our Show on Apple Podcasts: Also, if you haven’t done so already, follow the podcast. We air every week and I don't want you to miss out on a single broadcast. Follow now! About Rebecca: Rebecca Allen is a warm and dynamic Leadership Coach who helps build high-performing leaders and teams by working on 4-core pillars: how do we want to show up; how do we want to add value; how should we elevate our thinking; and how should we elevate our communication? Rebecca has coached managers through to CXOs at Woolworths, Coles, ANZ, RBA, J.P. Morgan, PwC, ANSTO, Ministry of Defence, Frontier Sensing and abbvie through her Roadmap to Senior Leadership coaching programs. Connect with Rebecca

Have you ever had a proactive recruiter on your team, advocating for you in the background? Today I am talking with Jonathan Foxley about how to stand out in an increasingly competitive recruitment market. In this practical episode, experienced recruiter Jonathan Foxley and I are talking about a range of different topics including: 1. Getting hired in today's market 2. The impact of AI on your application and how to circumnavigate that 3. Real-world stories about how candidates have stood out amongst a sea of candidates 4. The critical advantage having an experienced recruiter advocating for you Jonathan, on the value a proactive recruiter can have on your career:  "My role is to advocate for candidates, understand their drivers, enthusiasm and ambition, where they want to go, and the impacts they've made in previous roles so I can talk to that when I'm advocating for them to my clients and essentially getting them a foot in the door." Links: Visit the Fox Talent websiteConnect with Jonathan on LinkedinConnect with Rebecca Allen on LinkedinGet a copy of Rebecca's guide, 7 Strategic Shifts to Position You as a High-Impact Leader  Rate, Review, & Follow our Show on Apple Podcasts: Also, if you haven’t done so already, follow the podcast. We air every week and I don't want you to miss out on a single broadcast. Follow now! About Jonathan: Jonathan Foxley is the founder of Fox Talent, a boutique search firm based in Sydney. Originally from England and raised in South Africa, Jonathan began his career as an accountant before moving into the talent sector in 2008. With over 17 years’ experience, he partners with growing businesses to find great people across finance, operations and beyond. He also leverages this experience to support senior professionals in navigating their career moves. Known for his strong networks and straight talking style, Jonathan is passionate about delivering a genuinely personal experience for both clients and candidates.    About Rebecca: Rebecca Allen is a warm and dynamic Leadership Coach who helps build high-performing leaders and teams by working on 4-core pillars: how do we want to show up; how do we want to add value; how should we elevate our thinking; and how should we elevate our communication? Rebecca has coached managers through to CXOs at Woolworths, Coles, ANZ, RBA, J.P. Morgan, PwC, ANSTO, Ministry of Defence, Frontier Sensing and abbvie through her Roadmap to Senior Leadership coaching programs. Connect with Rebecca

Today we’re talking about a situation that comes up sometimes in leadership coaching engagements - a newly appointed leader who inherits an existing team and then struggles to establish credibility. This is one of the reasons organisations bring me in as a leadership coach. On paper, promoting this person to leader makes sense. The leader is capable, experienced, technically strong, maybe high-performing in previous roles. But then they step into a new leadership position with an inherited team… and things start to wobble. Maybe the team doesn’t fully buy in. Momentum slows. Relationships become strained. The leader starts second-guessing themselves. In today’s episode we are exploring why this transition can be so hard and how coaching can help the leader build engagement and thrive. Rebecca, on taking a step back in the first few days and weeks of your new leadership role:  "What makes it particularly difficult is that many new leaders think they need to prove themselves quickly. So they overcompensate. They move too fast. And they try to establish authority before establishing trust." Links: Get a copy of Rebecca's 7 Strategic Shifts to Position You as a High-Impact LeaderBook a free 15 minute Career Strategy call with Rebecca to get your career off to a fresh start. Don't stay stuck - get new thinking and new action to move forward in your career Rate, Review, & Follow our Show on Apple Podcasts: Also, if you haven’t done so already, follow the podcast. We air every week and I don't want you to miss out on a single broadcast. Follow now! About Rebecca: Rebecca Allen is a warm and dynamic Leadership Coach who helps build high-performing leaders and teams by working on 4-core pillars: how do we want to show up; how do we want to add value; how should we elevate our thinking; and how should we elevate our communication? Rebecca has coached managers through to CXOs at Woolworths, Coles, ANZ, RBA, J.P. Morgan, PwC, ANSTO, Ministry of Defence, Frontier Sensing and abbvie through her Roadmap to Senior Leadership coaching programs. Connect with Rebecca

Leadership. Sales. Marketing. Work-life balance. Let's learn it all from D'Leanne Lewis. My guest today is Dleanne Lewis a Principal Real estate agent of Laing & Simmons in Double Bay, Sydney. D'Leanne is responsible for the sale of some of Sydney's most prestigious properties. She has won multiple awards for her work and commercial impact and was also one of the agents featured in Luxe Listings Sydney, a high-end real estate reality show which premiered in 2021 on Amazon and aired for 3 seasons.  In today’s conversation D'Leanne is talking about her early career, how she now balances a phenomenally successful career with motherhood, and shares too her leadership, sales and marketing philosophies with us.   D'Leanne, on the value of building relationships:  "Vendors should expect a higher level of service [from their agents] - they should demand it. The industry should be lifted to expect that. The seller must know fundamentally that you're doing everything you can and that they can trust you and that you'll go beyond expectations to deliver for them." Links: Visit D'Leanne's websiteConnect with Rebecca Allen on LinkedinGet a copy of Rebecca's guide, 7 Strategic Shifts to Position You as a High-Impact Leader  Rate, Review, & Follow our Show on Apple Podcasts: Also, if you haven’t done so already, follow the podcast. We air every week and I don't want you to miss out on a single broadcast. Follow now! About D'Leanne: D'Leanne is a Principal of Laing & Simmons Double Bay and a licensed Real Estate Agent, responsible for the sale of some of Sydney's most prestigious properties. Working with Laing & Simmons Double Bay over the last 30 years has seen D'Leanne develop and maintain a strong understanding of sales and marketing in all areas of the residential and commercial property market. She also offers a breadth of experience in consulting on residential properties and development sites. Her personal philosophy behind her many successes is simple and unwavering: consistently deliver the highest level of service and commitment to buyers and sellers alike. D'Leanne has been honoured three times as the New South Wales Residential Salesperson of the Year and awarded Australian Residential Salesperson of the Year also by the Real Estate Institute of New South Wales. D'Leanne has been the highest income producer within the national Laing & Simmons Group for the last 25 years and featured in the Amazon TV Series Luxe Listings Sydney which aired for 3 seasons. On a personal level, D’Leanne is a mother to 3 beautiful girls and enjoys having the best of both worlds, combining motherhood and her professional life.    About Rebecca: Rebecca Allen is a warm and dynamic Leadership Coach who helps build high-performing leaders and teams by working on 4-core pillars: how do we want to show up; how do we want to add value; how should we elevate our thinking; and how should we elevate our communication? Rebecca has coached managers through to CXOs at Woolworths, Coles, ANZ, RBA, J.P. Morgan, PwC, ANSTO, Ministry of Defence, Frontier Sensing and abbvie through her Roadmap to Senior Leadership coaching program. Connect with Rebecca

Today I am going to help you get that promotion. Because today, we are challenging the assumption that your boss is rooting for you... Wake up! I mean that in the kindest possible way. :) Assuming your boss is currently consumed with all the reasons s/he should promote you is a massive mistake. Because here's the thing: perhaps they are looking for all the reasons not to. In this episode I am sharing three reasons your boss won't promote you. This 12 minute clip could be all you need to shake things up and finally.... get that promotion! Rebecca, on challenging your assumptions:  "You might have been asking yourself: 'What do I actually have to do to get promoted?!' and no doubt it's driving you crazy. Well, here's the thing: promoting you is a potential career risk to your boss - so why should they promote you?" Links: Book a free 15 minute Career Strategy call with Rebecca to get your career off to a fresh start. Don't stay stuck - get new thinking and new action to move forward in your career Rate, Review, & Follow our Show on Apple Podcasts: Also, if you haven’t done so already, follow the podcast. We air every week and I don't want you to miss out on a single broadcast. Follow now! About Rebecca: Rebecca Allen is a warm and dynamic Leadership Coach who helps build high-performing leaders and teams by working on 4-core pillars: how do we want to show up; how do we want to add value; how should we elevate our thinking; and how should we elevate our communication? Rebecca has coached managers through to CXOs at Woolworths, Coles, ANZ, RBA, J.P. Morgan, PwC, ANSTO, Ministry of Defence, Frontier Sensing and abbvie through her Roadmap to Senior Leadership coaching programs. Connect with Rebecca

Today I had the privilege of interviewing Nicole Yade, CEO of WAGEC (Women and Girls' Emergency Centres) established to support women and their children, seeking support from situations of domestic violence.  Australia continues to struggle with a national crisis in terms of violence against women with 1 in 4 women having experienced violence from an intimate partner since the age of 15 and nearly 9 in 10 hospitalisations for assault by a partner – were for females (Source: AIHW). Today, Nicole Yade is sharing insight from her diverse role as CEO at WAGEC and how she needs a multitude of skills to adapt to lots of different stakeholders including individual women and their children; communicating with Ministers; and meeting with people with inter-generational wealth who want to invest their money into an NGO such as WAGEC.  We also talk about the misconception that NGOs struggle to attract the best talent... and the kinds of people who do well in NGOs. Nicole, on NGOs attracting the best talent:  "One of my pet peeves... is hearing the idea that if you were really good at your job you'd be working for government or in a corporate setting. But for me, nothing could be further from the truth. What I see everyday at WAGEC, I see people [in our team] who are really good at their jobs, with incredible heart and soul and professionalism and adding wisdom to some of the most complex problems in our community." Links: Connect with Nicole and the work of WAGEC at www.wagec.org.auConnect with Nicole Yade on LinkedinInstagram follow Nicole Yade (@nicoleyadee)Connect with Rebecca Allen on LinkedinGet your copy of Rebecca's free guide, 7 Strategic Shifts to Position You as a High-Impact Leader Rate, Review, & Follow our Show on Apple Podcasts: Also, if you haven’t done so already, follow the podcast. We air every week and I don't want you to miss out on a single broadcast. Follow now! About Nicole: Nicole Yade is the CEO of the Women’s and Girls’ Emergency Centre. She has over 25 years experience leading, designing, and delivering services for marginalised people in the NGO sector. Much of this work has involved working across cultures with traumatised populations, including extensive work with victim survivors of violence, refugees, and Aboriginal communities. In 2024 Nicole was awarded the Chief Executive Women Not for Profit scholarship which enabled her to attend Harvard University to study leadership development. Nicole holds a MA in Counselling and Psychotherapy and a Bachelor Arts with Honors in Anthropology from The University of Sydney. She is a proud victim survivor advocate and was recently nominated as Advocate of the Year in Marie Claire’s Women of the Year Awards.    About Rebecca: Rebecca Allen is a warm and dynamic Leadership Coach who helps build high-performing leaders and teams by working on 4-core pillars: how do we want to show up; how do we want to add value; how should we elevate our thinking; and how should we elevate our communication? Rebecca has coached managers through to CXOs at Woolworths, Coles, ANZ, RBA, J.P. Morgan, PwC, ANSTO, Ministry of Defence, Frontier Sensing and abbvie through her Roadmap to Senior Leadership coaching programs. Connect with Rebecca

Today I am giving you an insight into a real client coaching session by sharing 3 powerful questions that I use with clients to help unlock their potential. There are many different kinds of coaching question. And I have seen, over the decade I have been coaching, that a single question might be all that's needed to unlock a client's pain or 'stuckness' - and help them move forwards to achieve new goals. Today I am exploring questions that might help you break a negative belief pattern; that will help you see your 'reality' in a new way to challenge your own assumptions; and help you see how you might be adding layers of meaning to situations - that simply aren't there. Rebecca, on being more aware of your actions:  "Human brains intrinsically want to be correct so when you run a belief, particularly over a number of years, the brain will continue to look for 'evidence' to support the belief so that it can hold. But often when you ask a client what their 'evidence' really is - there isn't any!" Links: Book a free 15 minute Career Strategy call with Rebecca to get your career off to a fresh start. Don't stay stuck - get new thinking and new action to move forward in your career Rate, Review, & Follow our Show on Apple Podcasts: Also, if you haven’t done so already, follow the podcast. We air every week and I don't want you to miss out on a single broadcast. Follow now! About Rebecca: Rebecca Allen is a warm and dynamic Leadership Coach who helps build high-performing leaders and teams by working on 4-core pillars: how do we want to show up; how do we want to add value; how should we elevate our thinking; and how should we elevate our communication? Rebecca has coached managers through to CXOs at Woolworths, Coles, ANZ, RBA, J.P. Morgan, PwC, ANSTO, Ministry of Defence, Frontier Sensing and abbvie through her Roadmap to Senior Leadership coaching programs. Connect with Rebecca

Today I have a real treat for you - I am interviewing my client Gill who is sharing her experiences working with me on her career. Today I am interviewing my client Gill about what she loved (and found surprising) about her coaching journey, what she learned and the game-changing impact coaching has had on her - and her career. Gill, explaining what she got most from her coaching program:  "Coaching has helped me get clear on what I want from my career next and become clear on the value I bring and what I can do to my career to the next level. It's also been really useful to identify stakeholders inside and outside the business to shape how I sell myself and what that value is and these conversations have helped me make those bigger asks in my career and I became confident enough to have those conversations." Links: Get your copy of Rebecca's free guide, 7 Strategic Shifts to Position You as a High-Impact LeaderSpeak to Rebecca today: book a free 15-minute Career Strategy call with Rebecca to make sure you're a great fit for one another, to discuss your career goals and current challenges and work on your plan moving forwards. Rate, Review, & Follow our Show on Apple Podcasts: Also, if you haven’t done so already, follow the podcast. We air every week and I don't want you to miss out on a single broadcast. Follow now! About Rebecca: Rebecca Allen is a warm and dynamic Leadership Coach who helps build high-performing leaders and teams by working on 4-core pillars: how do we want to show up; how do we want to add value; how should we elevate our thinking; and how should we elevate our communication? Rebecca has coached managers through to CXOs at Woolworths, Coles, ANZ, RBA, J.P. Morgan, PwC, ANSTO, Ministry of Defence, Frontier Sensing and abbvie through her Roadmap to Senior Leadership coaching programs. Connect with Rebecca

If you’re interested in being an effective leader that means also investing in understanding your own blind spots. In this ep, I am talking about 3 common blind spots that hold leaders back. Technically blind spots are beliefs, attitudes and behaviours that you are unaware of.  In actual fact you might be aware of them, but to date haven’t wanted to acknowledge them, or haven’t known how to address them.  Leading without addressing your blind spots can cause all sorts of problems: You might be unaware of your impact on individualsYou might be allowing negative behaviours to persist (in you and others)Those patterns might be eroding trust in your leadershipAnd those patterns might also be negatively impacting your credibility and reputationWorking on blind spots isn't a nice-to-have - it's absolutely mission critical. Rebecca, on being more aware of your actions:  "We talk a lot in my business about observable behaviors. What observable behaviors are influencing how other people experience and see you ? Do you have patterns where you repeatedly tolerate poor behaviours yourself? Do you have an avoidance pattern for example? It's important to differentiate between - and be aware of - your intentions and your actual patterns of behaviour." Links: Book your 90-minute Leadership Reality Check session with Rebecca right away! Your first step is to book a free 15-minute 'alignment' call with Rebecca to make sure you're a great fit for one another, to discuss your career goals and current challenges Enjoy this related episode: Leadership Fundamentals: Integrity and Self-Awareness (15 mins)And this blogpost: 10 Ways to be a More Self Aware Leader  Rate, Review, & Follow our Show on Apple Podcasts: Also, if you haven’t done so already, follow the podcast. We air every week and I don't want you to miss out on a single broadcast. Follow now! About Rebecca: Rebecca Allen is a warm and dynamic Leadership Coach who helps build high-performing leaders and teams by working on 4-core pillars: how do we want to show up; how do we want to add value; how should we elevate our thinking; and how should we elevate our communication? Rebecca has coached managers through to CXOs at Woolworths, Coles, ANZ, RBA, J.P. Morgan, PwC, ANSTO, Ministry of Defence, Frontier Sensing and abbvie through her Roadmap to Senior Leadership coaching programs. Connect with Rebecca