by Tarran Deane

Real Talk on Change: It’s Personal Before It’s Professional – for Change Leaders.

When my new Prosci colleague Kathleen Nash tagged me in Shane Tyrell’s brilliant Linkedin post recently (no pressure, right?), it got me thinking about my own journey in change management—and how personal leadership has been at the heart of it all.

If you’re part of the Prosci Change Collective Group you’ll be able to see Shane’s post. If not, the essence centres on:

Walking Your Talk

Shane, you hit the nail on the head: credibility isn’t just about talking the talk—it’s about rolling up our sleeves and diving into the nitty-gritty of transformation.

Be like Shane.

Be like Kath.

Be YOU.

Identity & Authenticity

And here’s the thing: our worth isn’t tied to whether everything goes perfectly—no matter how much we aim for excellence.

For me, the real question is, how are we leading change right now? Are we walking the talk when it comes to our organisation’s values? When the whole team is united and confident, navigating change becomes a whole lot smoother. And let’s be real—keeping that momentum going after go-live? That’s something we need to think about right from the start and carry through every step of the journey.

Relationship Building | Lasting Impact

This idea really hit home for me today. I attended a funeral for a man whose life clearly left a lasting impact. The stories shared weren’t about what he did but about how he made people feel—his genuine care and the legacy he left behind. It made me think: the work we do in change management is much the same. It’s transformational, not transactional. Our foundations matter. While we plan and measure, communicate and connect, it’s not about ticking boxes. As we implement frameworks—it’s about the relationships we build, the trust we foster, and the lives we touch along the way so those folks can get on with their purpose and ‘do change well’.

Be Intentional

That’s where Personal Leadership comes in. It’s not just about leading others; it’s about leading ourselves first, even when no one’s looking (especially then).

I published a leadership book in 2018 where I shared five simple but powerful principles for building trust and leading ourselves, using what I call the A.E.I.O.U. framework. And you know what? It’s just as relevant today as it was back then:

· A – Authenticity: Be the real you. People trust leaders whose words and actions match, even when they may not know you personally, things get tough, or they don’t have all the facts.

· E – Effort & Execution: It’s not just about having a plan; it’s about showing up every day and getting the job done. Turn up and turn on. A little sweat equity is good for our souls.

· I – Influence & Impact: Every little thing you do sends ripples. Lead with intention and know your influence reaches further than you think. Encourage one another, because it’s a big job we have!

· O – Opportunity & Opposition: Embrace the bumps in the road as much as the wins. Both shape who you are as a leader. Have some fun even on the toughest days.

· U – Unity: Change isn’t a one-person show. Bringing people together is what makes transformation stick. When working with leaders in organisations I ask them how their values align with those at work, and how might we rally others around those values to help pave the way for leaders to effectively sponsor change.

Shiny Happy ‘Tired’ People

I remember stepping into a big transformation project—the tech was shiny, but the teams were exhausted. Instead of diving straight into frameworks, I started with authenticity—sharing my own nerves about the change. Funny thing is, being honest didn’t weaken my role; it built trust faster than any slick presentation ever could. The outcome? Well that shiny tech ended up being rolled back, but capability and confidence grew in the enterprise change maturity and relationships were strengthened.

3 Takeaways

So, here’s my few cents:

📌 Lead yourself first: How you handle your own discomfort sets the tone for everyone else. Have a pit crew around you

📌 Ask better questions of yourself and others: Not just about the change, but about how you’re showing up in it. I had the odd cringe-worthy moments and learnt a lot.

📌 Celebrate small wins: Sometimes the biggest shifts come from the smallest moments—like when someone finally feels heard. Be bold and give yourself permission enjoy the work you do and love the company you’re in.

Community matters

I’m still learning (aren’t we all?), but one thing’s for sure: being part of this Prosci Advisory team reminds me that leading change isn’t something you do alone. It’s a team effort, and we each bring our own unique strengths to the table.

So, what about you? What’s one personal leadership principle you lean on when navigating change in life?

#LeadingChange #ProsciANZ #TransformationLeadership #PersonalLeadership

About Tarran Deane | Change Management Strategist in Australia

This is a thumbnail image of Tarran Deane

Tarran Deane is a Change Management Specialist in Australia – Expert Leadership & Transformation Senior Advisor, renowned for helping organisations navigate complex transformations with structured planning, practical execution, and a touch of humour. Based on the Gold Coast, she partners with organisations across Brisbane, Northern New South Wales, and Canberra, bringing over 21 years of expertise in driving meaningful, measurable change.

As a PROSCI® enterprise certified practitioner and transformation specialist, Tarran works with leaders in the Public Sector, Finance, Tourism, Health and Not-for-Profit Disability, Aged Care, and Community Services industries. She is passionate about building organisational agility, empowering leaders to eliminate fear, embrace sustainable change, and delivering outcomes that align with long-term goals.

Through a select number of engagements, Tarran delivers:

Change Management Consulting and contract engagements, typically spanning 1-3 years, focused on achieving long-term transformation goals.
Executive Coaching for C-suite and senior leaders,
Customised Training Programs designed to uplift change capability, and
Keynote Speaking Presentations that inspire and inform audiences.
Visit our Store to View Tarran’s resources

When she’s not consulting or facilitating, you’ll find Tarran cornering through the scenic hills of Southeast Queensland and Northern NSW on her Ducati 800 Monster motorcycle, spending time with family and friends, or cheering for her favourite riders during the MotoGP season on Kayo.

Connect with Tarran today at TarranDeane.com or on LinkedIn @TarranDeane to explore how she can support your organisation’s transformation journey.

You’re welcome to share this article with your network.

in Leading Change

by Tarran Deane

Change Management – People and Perceptions

So, Last Change Didn’t Go So Well? Let’s Talk About People and Perceptions.

Suppose you’ve been around the block a few times in the workplace. In that case, you know the drill: new change comes in, people nod along, but behind the scenes, there’s a fair bit of eye-rolling, and everyone’s asking themselves the same question: Why does this feel so hard? Whether it’s a new tech rollout, process overhaul, or even just a reorganisation, the pattern can feel painfully familiar. And sometimes, it’s not just the change itself; it’s the way change is managed, and the way you respond to it. Change Management – People and Perceptions – a very interesting mix before the first plan is ever written.

“Resistance is not a call for change to stop, but a sign that people are concerned about how it will impact them.” — PROSCI® ADKAR

Ahhhh… People and Perceptions

So here’s the deal. Let’s first take a look at why perceptions of change managers swing wildly between “thank goodness you’re here” and “who invited this person?” Understanding the good, the bad, and the downright ugly sides of how we experience change—and the people managing it—might just give us the push we need to look at change a little differently.

Understanding Your Change Manager: The Good, the Bad, and the Ugly

Change managers have one of the toughest jobs in the change management process. When things go well, they’re the unsung heroes; when things don’t, they’re often the scapegoats. Here’s what we’re talking about when we say ‘the good, the bad, and the ugly’ of how change managers get perceived during organizational change.

The Good: Champions of Clarity

Good change managers make a difference. They keep people in the loop, clarify why things are changing, and answer the big “what’s in it for me” question. They’re not just ticking boxes; they’re helping make change actually work. They show up, listen, and understand that people need time to get on board.

The Bad: Process-Heavy and Detached

Sometimes, though, it feels like change managers are all about that process. You’ve seen the endless emails, the forms, the plans, the checklists, and the “touchpoints” that don’t touch anything relevant to what you’re doing. When change managers get too bogged down in theory, they start to feel like they’re missing the point—and that’s when people start tuning out.

The Ugly: Receiving Blame for Missed Marks

Then there’s the dark side. As the “face of change,” change managers can sometimes be on the receiving end when things don’t work as planned. They’re often seen as responsible for any disruptions, whether the issues stem from the change management process itself or from unrelated project challenges. This narrow view can turn change managers into easy scapegoats, even when they’re working hard with sponsors, project managers, and key stakeholders to make things go as smoothly as they can.

Why Are We Like This? A Look at Our Own Reactions

Alright, so maybe we’re being a little harsh on change managers here. It’s only fair to ask, why do we often react so negatively to change in the first place? Here’s the thing: it’s not really about the change manager—it’s about us. When we feel overwhelmed by change, it’s often because we’re carrying baggage from past experiences, and we’ve built up a few biases along the way.

You might have “confirmation bias” going on (where you’re just looking for reasons why change won’t work) or “status quo bias” (where doing nothing feels like the safest option). Either way, it’s easy to get stuck thinking, “Here we go again,” instead of giving it a fair shot.

The Secret Weapon: Personal Leadership (Yes, Even for You)

So what if, instead of waiting for the perfect change manager or the perfect project, we took a different approach? Let’s talk about something radical: personal leadership. It doesn’t matter if you’re the CEO or just starting out—showing up with a little personal leadership can flip your experience of change from something annoying to something, dare we say, interesting.

“Leadership is not about being in charge. It is about taking care of those in your charge.” — Simon Sinek

Lead by Example

Be the person who actually reads the updates, gets the basics, and shows a willingness to adapt. People notice, and it sets a tone for others. Leadership isn’t a title; it’s an attitude.

Stay Focused on the Goal

Instead of fixating on how clunky the process feels, keep your eye on the bigger picture. Rally behind the company values and see how this change, however uncomfortable, fits into that mission.

Own Your Part

Accountability isn’t just for managers. Taking responsibility for your role in the change—whether it’s adapting to new tools, supporting team members, or staying flexible—doesn’t just help you; it inspires others to do the same.

Be Open, Be Curious

Instead of “I don’t get it” or “We’ve never done it like this,” try asking questions and getting curious. You’ll be surprised how much just a little openness can change the way you feel.

Step Out of the Comfort Zone (a Little)

Growth doesn’t happen in the comfort zone. Pushing through the awkward parts of change helps everyone around you adapt faster and makes you a stronger contributor in the long run.

Be Welcoming

When organizational values are more than lip service, they show up in how you engage with everyone—including suppliers, customers, colleagues, permanent staff, fixed-termers, and contractors. Treating each person as part of the team and welcoming their ideas, perspectives, and experiences turns change from a top-down directive into a collaborative effort. Plus, it helps new faces, like change managers, feel like they’re working with you, not just at you.

Fact: Research by Gallup shows that teams with high levels of trust and inclusivity are 21% more productive.

What’s the Alternative? The Status Quo?

Here’s the kicker: if we don’t start seeing change as something we can work with instead of against, we’re always going to feel like it’s an uphill battle. So, what’s the alternative? Staying in the same place, missing out on innovation, and waiting for the “right” kind of change to come along? That’s not realistic. The truth is, growth means change—plain and simple.

People and Perceptions: Time for a Reality Check (and a Call to Action)

Let’s get real. The world’s not slowing down, and change isn’t stopping anytime soon. If anything, it’s speeding up. So next time a change is on the horizon, challenge yourself to step up and be the person who rallies behind it instead of fighting against it. It’s not about being a cheerleader for everything that comes down the pipeline; it’s about choosing to be proactive, engaged, and curious.

So here’s the call to action: Try showing up differently for the next change that hits your inbox. You don’t need to love it, but see what happens when you choose to lean in instead of resist. Maybe—just maybe—you’ll find it’s not as bad as you thought.

About the Author | Tarran Deane

Tarran Deane is a leading change management strategist and advisor, helping organisations navigate the complexities of transformation with thoughtful planning and execution, humour and enthusiasm. As a PROSCI-certified practitioner, she empowers leaders to create sustainable change that delivers measurable outcomes in the Public Sector, Finance, Tourism, Not for Profit Disability, Aged and Community Services. Through a limited number of engagements each year Tarran delivers Executive Coaching, Training Programs and Speaking Presentations. When she’s not working you’ll find her cornering through the hills of Southeast Queensland and Northern NSW on her Ducati 800 Monster Motorcycle, connecting with family and friends and watching the MotoGP season on Kayo! To work with Tarran and learn more, connect with her via TarranDeane.com or on LinkedIn @TarranDeane.

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Fear, Trust, Values & Strategic Planning in the Age of Scrutiny

Start with the end in mind. The Royal Commission into Misconduct in the Banking, Superannuation and Financial Services Industry has yielded a whole serious of recommendations, that without accountability, and a systematic shift in how values inform strategic and operational planning, recruitment and performance management and clear action plans, may not go far enough.

Government has responded, but does responsibility end with them? I mean after all, they are people also working within a system. We are ALL people.

This lack of ethics and morals is a societal crisis. We see it played out across other sectors – like Aged Care and Disability, in this season where need is great, stakes are high and resources limited.

Why?

Fear.

Leaders are afraid to act. Will they be backed up by their uplines and Boards? Will problem generators in the workplace cause additional angst, because their own undermining or sucky attitudes have been explained away as ‘that’s just how so and so is’.

Since when did it become OK to put up with crappy attitudes, lousy service and poor performance?

There are heaps of cliches:

‘a leader gets the staff they deserve’
‘a team will only rise as high as their leader’
‘the skills that got you there won’t be enough to keep you there’

all of them true and sadly, unhelpful, because it ignores one thing; the responsibility of the follower, to follow well. If we approach this TOGETHER, we can all create a significant shift in society.

And it will require us to go from IDEA to EXECUTION. It will require us to INVEST our time, talent AND finance to bring about change. Now is NOT the time to step back in fear but rather to go boldly into this next season declaring, “Good things will happen on our watch!”

Fear, Trust, Values & Strategic Planning in the Age of Scrutiny

What if..

In spite of our legislative environment, that our leaders and teams were encouraged to be clear on what they stood for and how the organisational values played out in the business? From the coal face to the board room, what if ethics and morals as discussed in The Alphabet Principle ~ Your A-Z Guide to Being a Compelling Leader had aligning behavioural expectations assigned to them and every individual were held accountable for their behaviours at work.

When we know what each other stands for then we can build TRUST.

When TRUST is present we can navigate complex issues.

When TRUST is absent, society breaks down.

It starts with you and I.

2018 Strategic Planning Survey

I recently attended the QUT Business School, The Centre for Philanthropy and Nonprofit Studies, for an Annual Update. On this occasion, we were also keenly interested to participate in the “Strategic Planning: How to Engage Your Non-Profit Board and Staff” with Denise McNerney from the Association for Strategic Planning. Together we received a briefing on the ‘first round’ preliminary analysis / results from the 2018 ASP Strategic Planning Survey across industries and roles in North America. This Survey is a follow on to the initial 2012 Research conducted.

Strategic Planning: Do it well & right. It works, Denise McNerney

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When asked in the 2018 ASP Survey “does strategic planning help your business?”

90% of top performing organisations said YES
64% of bottom-performing organisations said YES

Their research shows high capacity organisations ‘report plan progress and achievements more frequently than low capacity organisations’. Staying in touch with those we consult through a “Communications Plan”, that while not perfect, sets intention, creates confidence and adapts to changing circumstances as needed.

This can only be a good thing for Leaders who have are considering recommendations, endeavouring to manage their own energy and leadership pace, maintain the planning cycles in what has now rapidly become, the ‘new normal’ of unpredictable change in the age of scrutiny.

What if…

You brought your team together and had a ‘nameless, rankless debrief’, completely fear free and got it all out on the table or up on the walls? You then communicated with your people and gained their insights. And to enhance trust in the process you decided to start with the end in mind.

What if…

You brought in independent, external support that gave you the breathing space and clear head to approach this season, not from fear and overwhelm, but from a place of adequate resourcing and empowerment?

Your strategic planning efforts drew on external consultants to facilitate an objective birds-eye view of the business, courting participation from stakeholders that strengthened your understanding of the where you’re at and sought out key ways to be disruptive, innovative, and accountable for the growth you aspire to lead?

Tired people make mistakes.

Need a Little Help at Your Place?

What Does All This Mean for You and Your Business?

In light of the recent recommendations from the Banking Royal Commission, many industries will be seeking to ensure they have the right checks and balances in place, without losing their human connection.

The underpinning competitive advantage for every business will be clear values, that permeate every aspect of the organisations’ 7 facets: people, practice, process, products/production, performance, promotions and profit.

Once you know what you stand for it’s time for you reassess, do you align with the company values and as a team, have the robust conversations about planning, engagement and continuous quality improvement,

Then the consumer can decide, does the shoe fit?

Learn More about Our Strategic Planning Consulting

ABOUT TARRAN DEANE

Described as a warm, vibrant communicator and modern-day wordsmith, Tarran Deane loves helping Leaders to lead in industries like Aged Care, Disability, Mining, Franchise, Tourism, Health and Finance. As a Trusted Executive Advisor, Leadership Keynote Speaker, Change Consultant we work with Senior Leaders during times of stress and significant change to align organisational and personal values, bridge the internal silos and increase vibrant connection with all stakeholders, enhancing the capability of the team & exceeding commercial objectives – so everyone can make it home and stop cheating on their families.

Tarran Deane is Executive Director of Corporate Cinderella Leadership Development Company, the 2018 National President of Professional Speakers Australia, Ambassador for the Australian Smart Rider Motorcycle Safety Program, Telstra Business Woman of the Year Nominee, and the Author of “CLIQUE”, “The Alphabet Principle: Your A-Z Guide to Being a Compelling Leader for Real Life@Work” and Emotional Intelligence for Profitable Leaders. Tarran is also the Chair of Professional Speakers Australia and serves as a Director for “Ganggalah Training Centre and Ganggalah Church”, Indigenous community organisations.

Media & Speaking Enquiries: Call Tarran’s Team Direct on 0417 654305

Consulting | Training | Executive Advisory Services: Request a Call Back at Your Preferred Time HERE

in Featured

by Tarran Deane

Consultation Does Not Abdicate Decision Making

In an environment where everyone has an opinion, both online and off, organisations that get the balance right between consultation and making the tough decisions, actually inspire confidence and ultimately, have a competitive advantage.

And yet, it’s not always easy.

Healthy teams respectfully offer viewpoints as it relates to process, procedure, policy, product, program or even positioning, without making it ‘personal’, damaging workplace culture or eroding their professionalism.

They also recognise through the importance of self-reflection and are accountable if they miss the mark and slip into attacking a person, rather than a problem.

This type of behaviour raises its’ head most often, when the decision made by a leader or designated authority, is not something you want or would personally do.

Leadership requires leaders to make the tough calls. Trust in the role. Trust in the person and the portfolio of responsibility they have.

Leaders aren’t parents, and yet they are seen as people in authority. At times, team member hang-ups from childhood cloud judgement, rejection raises its head, social justice tries to find a hook to hang its’ hat on and come hell or high water, a small minority may object to the decisions made by the leader.

Dr Michael Carr-Gregg, Adolescent Psychologist, in his book “Princess Bitchface Syndrome“, available on Audible, shares the importance of adults having a healthy mindset of positive expectation before engaging in challenging situations. Believing the best and anticipating a warm response from the other person, psychologically puts you into a more positive mindset where you won’t be primed for offence and are less likely to be reactive yourself. And, you know, it’s not so different in adult to adult encounters either.

Next time you’ve been asked to consult on a matter, or offer feedback, check yourself.

Are you getting caught up in the emotion and being dishonouring or disrespectful, perhaps even lacking in civility or are you role-modelling what it means to contribute from a place of boldness and humility?

Consultation does not abdicate decision making.

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Embrace boldness and humility and with wisdom, process the results of feedback and present a united front to your client base.

Trust is a two-way street.

in Critical Thinking

by Tarran Deane

How to Set Up Your Youtube Banner with Canva When You Want to Lead Change Online

Do you have curb or even kerb appeal online? “Location, Location, Location!” they cry in real estate and your online real estate is no different. Here’s how you can set up your Youtube Banner with Canva when you want to be positioned as a Leader Online!

Did you at one time complete a work personality profile that revealed you maybe weren’t as creative as you thought you were? Have you avoided Youtube and other creative outlets?

Are you nervous because you don’t have a design budget, let alone a concept layout?
Are you new to designing or think that’s the marketing departments’ job?
Are you frustrated because you don’t know the SIZE of the Banner you need?

You know these are little problems that can be fixed right? Let’s challenge some of that status quo and you’ll be setting up your Youtube banner in no time!

In this #QuickTip you’ll need to have:

a Youtube channel account
knowledge of the required SIZEs for social media. You might find this Cheat Sheet helpful, if you want to design other for other platforms
a Canva account
some of your own photos – professional or organisational ready to upload
Review the results and appearance on different devices so your head isn’t cut off!

Do These 5 Steps and You Can Create Something Like This:

Okay, here’s the finished product: Note I have used optimised or Low Res images for this blog post. Originals are High Res.

Canva - Want to avoid your head being cut off? Create a border around the image template and centre your images in the centre alignment using #Canva Youtube. This quick tip is brought to you by TarranDeane.com #online #leadership

Creating a Youtube Banner or Channel Art? Want to avoid your head being cut off? Use Canva and create a border around the image template and centre your images in the centre alignment using #Canva Youtube. This quick tip is brought to you by TarranDeane.com #online #leadership

Here’s the How-To in 5 Easy Steps:

Youtube channel account.
Have you got one? The company got one?- If you don’t have one, set yourself a 90 day goal to get cracking and have your own Youtube Channel up and humming within the next 3 months.
– If you DO have one, how well is it being utilised? what simple changes could you make using a Banner [also known as Channel Art or Header]Read this to learn the difference between a personal or branded channel account

Communicating with video offers unique positioning for entrepreneurs and intrapreneurs who are leading change. Learn how here

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How to set up a Youtbe Channel using a Google Login. See how I’m logged into my Google Account? Then simply click on the red Youtube icon to begin by Tarran Deane #online #leadership
Need to knowledge of the required SIZEs for social media. You might find this Cheat Sheet helpful, if you want to design graphics for other platforms

Download (PDF, 151KB)
a Canva account – Create it and login. It will then open up at the “Create a Design” homepage

Create Your Canva Account & Login. Notice the PLUS sign on the top right hand? Click this to open up more template size options- by @tarrandeane #Leadingonline #online #Leadership.png

Then click on the PLUS + sign, scrolling down:

You’ve clicked on the PLUS sign and scrolled down the page. Now you can see the Social Media & Email Headers. Select Youtube Channel Art and Voila! Click and begin designing by @tarrandeane #Leadingonline #online #Leadership
Have some of your own photos – professional or organisational – ready to upload instead of using stock photos and you’ll save on licensing fees.

– Remember if you do purchase images, save your invoices as proof of the purchase if you’re using them for commercial use inc. blogging

FYI: Tarran’s layout theme was achieved by selecting:
Elements on LHS > then GRIDS. That’s how I was able to upload 7 distinct images

Create your Youtube Banner, upload own images or logo Leave a border on the top and bottom to allow for devices Save the file name with the size Upload to youtube – Tarran Deane #Leadingonline #changemanagement #communicationstrategies
#online #leadership

Bonus Tip:

(a) You may need to make the file size smaller for uploading to WordPress. I use this free tool by Web Resizer to achieve about an 80% smaller file. This leads to faster load times on the website and a better viewer experience.

(b) Make sure you add YOUR metatags to you image file name when saving for SEO purposes and then google will also index your images with higher result. Clever huh? See how I did it in mine in all the images I have included in this article?
Review the results and appearance on different devices so your head isn’t cut off!

Okay, so how does it look?

5.1 Finished product from Canva looks like this:

Canva – Want to avoid your head being cut off? Create a border around the image template and centre your images in the centre alignment using #Canva Youtube. This quick tip is brought to you by TarranDeane.com #online #leadership

I’m happy with that, but let’s check the quality when it appears on Youtube and other devices.

5.2 On my laptop Youtube it looks like this:

Notice how it has lost the top and bottom borders? If we didn’t have them then you’d likely see my head cut off! Additionally, if you have completed your Channel Profile with your website and social media links they’ll appear as an overlay on the bottom right of the official Youtube Channel. It happens by default. This is why we don’t put text on the right handside.

Canva – Now see what it looks like on the laptop version – Youtube Banner_opt version by @tarrandeane #Leadingonline #online #Leadership #communicationstrategy #changemanagement #professionalspeaker

5.3 On my iPhone 6 Youtube looks like this:

Okay, see this: we’ve lost an image on the left and right, reducing the columns from 7 to 5 and the round thumbnail now covers some of the banner.

Youtube Banner made by Canva: Now how does it look on the iPhone 6 Youtube App once uploaded?
Play around with the image until you’re happy it represents you well and gets your message across. This ‘How-To’ Blog is brought to you by @TarranDeane #corporatecinderella #online #Leadership #professionalspeaker #changemanagement #communicationstrategies

You and I know the power of window shopping and drive-by’s, even in the online space. Leading change and being being an influencer requires us to understand the pull marketing of kerb appeal and the unique positioning it offers new, prospective and current clients – internal and external – who want to come live in your neighbourhood. Let’s make it easy for people to know, like and trust us.

Let’s step up our efforts!

So that’s it for this quick tutorial! Come follow me on Youtube right HERE as I begin focusing more the branding of this Channel.
Check Out Other Tutorials on Our PlayLists
Our next focus will be to build brand consistency and develop Youtube Thumbnails for each of the videos already uploaded on our Corporate Cinderella ChannelSee you online at www.Youtube.com/user/corporatecinderella

in 006. Online Leadership

by Tarran Deane

A. Authentic – An Extract from The Alphabet Principle: Your A-Z Guide to Being a Compelling Leader by Tarran Deane

A. Authentic Leadership

adj. AUTHENTIC: not false or copied; genuine; real; reliable; trustworthy; having the origin supported by unquestionable evidence; entitled to acceptance or belief because of agreement with known facts or experience; authenticated; verified.¹

When we speak the seed of value over the lives we are entrusted with, a root of quiet confidence begins its journey of conviction into the battlefield of the mind. The seed is watered, valiantly breaking new ground in the face of discouragement and word storms. The leader emerges to stand not in the shadows cast by others, but rather to turn her own face to the sun, certain of her place in the world.

– Tarran Deane

Just Who Are You?

The rise of social media has led to a shifting of real and perceived authenticity. People post with certain filters. They’re now able to tag the topic and context of their post in their personal profiles. As workplaces are increasingly disrupted by automation and shifting goal posts, the leader who has a clear sense of his or her identity and is able to articulate it with word and deed.

As a compelling leader, you can inspire your team, tribe or community by providing opportunities to others to:

understand individual strengths and inspire personal accountability
promote unity and share the vision
require peak performance and set clear expectations
rejoice in the outcomes
honour the role of family in the life of the team.

Oh, Have You Got Your Copy of Tarran’s Book “The Alphabet Principle: Your A-Z Guide to Being a Compelling Leader” Yet? Click Here to Order a Copy for You and a Colleague!

Strip Back the Layers

It takes significant courage to lead from a clearly-stated values position in mainstream organisations. Those who do set themselves apart from the competition are fine with knowing they risk polarising some folks at work and in their target market.

So, get your brave on. Step into a higher level of personal satisfaction. Encourage your people to identify their values and take responsibility to genuinely declare the company principles or values as ‘this is how we do things around here’. is possible to be a compelling leader who has a clear vision whether you wear a pair of jeans or a pin-striped suit. It is less about what you wear and more about the vision you sow and the difference you’ll make.

Is it possible to be a compelling authentic leader who has a clear vision whether you wear a pair of jeans or a pin-striped suit? It is less about what you wear and more about the vision you sow and the difference you’ll make. Like walking your talk.

This takes time. I’ve read excerpts from The Four-Hour Workweek by Tim Ferriss² and thought at the time that every workplace has its own context. There’s no way I could have cut down my executive hours working in Human Services.

Authentic Leadership doesn’t demand you throw in the towel and join a start-up or ridicule policies and procedures that are their for your protection and quality outcomes for the business. If you try to fake who you are or your preferred work style, then you may well live on coupons and go around the mountain a few more times before you realise that:

work is a noble pursuit and you don’t have to leave your job to be entrepreneurial
you may not have to leave your own business and ‘get a real job’ either
to serve in the shadows can be more rewarding and influential than being in the spotlight
relationships matter – it is important to be kind to one another, set clear boundaries and expect more of each other and yourself.

Wouldn’t life be easier if everyone on your team kindly respected each other’s differences and yet came together under ONE Vision? Let’s help you to help them be the best version of themselves. Buy Tarran’s book “The Alphabet Principle: Your A-Z Guide to Being a Compelling Leader” here and we’ll send it right to you!

What’s the Alternative?

Often we need someone close to us or with an objective viewpoint who can challenge us if it looks like we’re ‘faking it’ or self-sabotaging. Blind spots, unconscious bias, lack of personal accountability and a readiness to blame are incredibly short-sighted and could exacerbate tensions with family and work colleagues.

If we’re afraid to pull back the layers and shy away from encouraging our people to do the same, then we may begin to see an increase in:

workplace conflicts
disengaged personnel
individual burnouts and mental health issues
loss of credibility and influence
loss of intellectual property
union involvement
lack of succession planning
loss of top talent.

Trust through Transparency and Track Record

The case is strong. You’re most compelling as a leader when you’re comfortable in your own skin and committed to learning, giving your best, bringing others on the journey with you, honouring commitments and keeping the lines of communication open.

Your life experience within your community, current industry or volunteer service will continue to shape you. Spend time to reflect on your achievements and celebrate the person you have become. Encourage yourself and be mindful that the person you become in pursuit of a goal is often as important as the goal itself.

Your team will be watching. Sometimes, it will seem like the whole world is watching how you move and respond to changes and confrontations. A lousy attitude hurts your health and limits your opportunities.

Your attitude determines your altitude in business and in life. – David Armstrong, Principal Advisor, Financial Planning, National Australia Bank

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If you want to go far and go together, then navigate the tension of likeability while embracing the principle of ‘It’s none of my business what other people think of me’. Your language expresses a confidence of personal conviction and teachability, leading from a position of boldness and humility.

Vision – What Are You Aiming For?

Our values become clearer when we’ve come face to face with what we don’t want. Over time, were confronted with the opportunity to become better or bitter. Compelling leaders choose to become better, to develop a thirst for finding the good in other people, to pursue a cause greater than themselves and to delight in the simple things. See chapter V. – Vision.

Buy Your Copy of Tarran’s Book “The Alphabet Principle: Your A-Z Guide to Being a Compelling Leader” & We’ll Send it Right to You!

Serving One Another – Become Better at It

If I am ever stuck or become increasingly tired and forget who I am and what I’m meant to be doing, then I am too busy in my ‘doing’.

Personally, I get on my knees and read the Good Book. I spend a bit of time reading my favourite passages of the Bible, listening to worship music and recharging my soul and gaining a fresh perspective on the challenges at hand.

Your Authenticity Checklist

Here are a few questions to ask yourself. Oh, and they’re great questions to use when you’re coaching a direct report as well.

What makes you happy or sad?
What ticks you off or inspires you?
How do you like to process information?
How do you like to connect with people?
Close your eyes and reflect on the company you Are those people encouraging you to be a better person, personally and professionally?
Do you understand why you like to work the way you do? Consider undertaking a work-preference style assessment with an accredited facilitator so you can gain a deeper understanding.³
Watch the old movie Runaway Bride and ask yourself, How do I really like my eggs? What sort of woman am I? What kind of man am I? What can I do better? Do I use banter in a harmful manner that erodes another person’s confidence?
Create a Timeline of Events and update it Record the date and the nature of your feelings about various key events in your life and the lessons learned.

Enough. Your alleged authenticity is not an excuse for inappropriate behaviour,” Tarran Deane, Author The Alphabet Principle Leadership Book

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You can no longer justify yourself by saying, ‘It’s just the way I am!’ or ‘This happened to me when I was younger.’

If you are self-righteous, rude, have a problem dealing with anger and avoid taking responsibility for yourself, then your time is up. You’ve been outed. Get help from your local doctor, healthcare professional or career coach.

Real Leaders understand the impact they have and are wisely responsible AND Authentic.

Be the real version of you on your best day.

That’s Authentic Leadership.

Be the Best Version of You. Buy Your Copy of Tarran’s Book “The Alphabet Principle: Your A-Z Guide to Being a Compelling Leader”. It’s Time for You to Shine and Stand Up for What You Believe In!

Footnotes:

Dictionary.com, Authentic, http://dictionary.reference.com/browse/authentic
The 4-Hour Workweek, http://fourhourworkweek.com/
Visit https://www.tarrandeane.com and work with us!

ABOUT THE AUTHOR

Tarran Deane is the Author of “The Alphabet Principle ~ Your A-Z Guide to Being a Compelling Leader, for Real Life@Work”. With executive and leadership experience, covering more than 41,000 hours, across human services, non profits, workforce planning, associations and peak bodies, along with banking and tourism, Tarran has spoken at conferences and events in Australia, New Zealand, Asia and the United States on strategic and operational elements of Leadership, Communication, Change Management, Diversity, Inclusion and Workforce Engagement.

As a wife, mum & step-mum, Tarran loves the tapestry of family life and recharges by serving others, chilling out and racing her Ducati 800 Monster through the hills of Northern NSW.

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Are You Being Taken Seriously - Leadership Podcast with Bella in Your Business & Tarran Deane

by Tarran Deane

Leadership: Are you being taken seriously?

[Podcast] Interviewed by entrepreneur Bella on her Jump Consulting Episode 37: “Leadership, Strategic Planning, & Vision” Tarran asked the audience “Leadership: Are you being taken seriously?”

I loved it when Bella invited me to be on her PODCAST!

I first met Bella at a little soiree in a funky part of Phoenix, Arizona in the American Summer of 2016. Arriving a few days early for the annual #NSAInfluence Convention I joined my Australian friend and colleague Trish Jenkins who happened to be in town to speak at a different conference. Trish is brilliant at building relationships through LinkedIn and on this occasion had reached out to a contact Gelie Akhenblit. Social proof and a track record on LinkedIn gave Trish ‘credibility’ and made it easy for Gelie to decide to coordinate the soiree and welcome Trish and I. Trish enquired about a possible lift from one of the other women driving in and who do you think picked us up? The fine Bella!

And that was it.

Instant friends, we knew we’d end up doing something together to serve our respective worlds.

And so here we are with our Leadership PODCAST for you!

Listen to the Podcast with Bella and Tarran HERE

Podcast Duration: 27:41 minutes — 20.2MB

Summary of What We Cover:

How, as a woman, you can be taken seriously in the corporate world
Dealing with problem generators in the workplace. it’s not easy but you can RESOLVE issues
Why vision and strategic planning matter whether you’re in corporate land or self-employment
Tarran’s “Signature 7 Leadership Framework” for planning out your work week. (Infographic can be downloaded at https://www.tarrandeane.com/signature7leadershipinfographic/)
Share this PODCAST with your friends

Visit Bella’s website HERE

Tarran Deane is Interviewed by Bella on the Jump Consulting PODCAST speaking leadership, are you being taken seriously? Strategic Planning and more.

Meet Tarran’s great friend Bella, CEO of Jump Consulting!

Tarran Deane - Thanks for listening to the PODCAST

Leadership & Life ~ Change ~ Technology ~ Strategic Planning ~ Vision ~ Workplace Culture ~ Communication ~ Public Speaking ~ Online Leadership

How to Request a Podcast Interview with Tarran Deane

Click Here to Schedule a 15 Min Preliminary Call

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by Tarran Deane

Ten Reasons Why You Should Care About Your Professional Brand at Work

Professional branding is one way we’re recognised and draw or repel business. Do you remember seeing those brave souls standing on the sidewalks, wearing billboards or chicken suits, beckoning you to come inside their business and buy their burgers? That’s kind of like you and me, only we’re the billboard and you’re wearing a different kind of suit.

We’re brand ambassadors. That’s why so many popular TV shows in recent years are gaining attention. They’re combining high end suits, lifestyle and ethics in a package, which in turn is selling a service or communicating a message. You’re the BRAND.

Definition of a Brand N. Unique design, sign, symbol, words, or a combination of these, employed in creating an image that identifies a product and differentiates it from its competitors. Over time, this image becomes associated with a level of credibility, quality, and satisfaction in the consumer’s mind.^{^[1]}

“A brand for a company is like a reputation for a person. You earn reputation by trying to do hard things well.”
– Jeff Bezos

The commercial world thrives on brand recognition. Coca Cola, McDonalds, IBM, Apple, Fedex. The brand is only as effective as the product it sells and the people who serve there.

The ‘dis-service’ to an organisation’s brand occurs when the employee’s behaviour does not line up with the customers’ expectation. The company has a brand. They have made a significant financial investment in developing a marketplace presence that includes stationery, advertising, website, uniforms, signage, and…you.

YOU’RE A BILLBOARD

You, the employee, are the walking billboard for your company. If you’re representing your business, organisation or church in any capacity, you’re representing the Brand.

Some customers may never access the internet or pickup a brochure. Some potential students or community members may never go to your school or enter your church because of appearances. You may be the only thing they know about the organisation you represent. How you speak of the business, talk about the product or extol the values of the personnel, will influence an individual’s ‘buying and buy-in’ decision.

WHY YOU SHOULD CONSIDER THIS AND ITS’ AFFECT ON YOU

In answer to your W.I.I.F.M. (What’s In It For Me) question, you’ll see the following unfold in your work-life:

achieve greater referrals from your clients
achieve increased sales conversions
achieve increased job satisfaction
achieve positive marketplace positioning by your company
achieve excellent feedback at your annual performance reviews
achieve longevity of employment and promotion
encourage your team’s development
enhance your workplace culture
make your boss look good to the board, and
impact your community for the greater good.

It does seem to make sense: You want to stand out because of who you are, the work you do and the difference you make; not because you’re awful.

Want to turn up the feel good factor and focus on what IS in your control?

Your Branding Checklist – some practical tips to help you stand out for the right reasons…

Attitude: a ‘can-do’ willingness to go the extra mile and join in unity for the success of the business and to have a positive impact on clients
Language: every word implies “I’m with you on this journey and I want us all to succeed.” No swearing, snide remarks, red-faced temper outbursts, or false accusations.
Suits, Trousers, & Shirts: Clean, ironed, in good repair AND appropriate to your industry
Uniform: wear it the correct way, in good repair
Hair: clean, cut to suit position or type of work – no mullets please (but that’s a personal bias I admit)
Face: clean shaven (for the men) and washed – unshaven faces only look good when you’re fishing on vacation.
Piercings & Tattoos: unless you’re on NCIS or work at a body art parlour, keep these respectful. Also check your organisation’s PP&P regarding this
Shoes: Safety first for the tradesmen (and women – rubber soles only for casual or nonslip environments; no broken heels, peeling leather, or broken zippers
Laptop: take your personal photos off the screensavers BEFORE you show your presentation, unless you have a casual relationship with the audience or it adds to your introduction
Workspace: clearly defined work areas, orderly filing and completion areas. No confidential data to be left out in view of unauthorised individuals. Clear desk. Clear mind.
Car: if you travel with your work, maintain the vehicle mechanically and keep it clean, inside AND out.
Socially Smart: Safeguard your reputation online and be wise about what you share and post
Execution: Honour your word, complete the functions of your role and the emerging responsibilities as effectively and timely as you can. If you come across obstacles make sure you’re keeping people in the loop.

Feeling a Little Strung Out?

Don’t let your reputation slide. Engage an external 3rd party and gain a fresh perspective and keep a short account with a few key people you trust. Let them speak into your life and highlight if it seems you’re becoming more reactionary or allowing yourself to be emotionally hijacked. Or if you’re beginning to look like a freaky wild man or woman and you’ve stopped taking care of your health or presentation. That should definitely be a give away.

If you need to, apply for leave and make sure you gain some much needed downtime.

Burnout is a sign you’ve been doing way too much for way too long. Take a look in the mirror. How are you really feeling about this? What’s your reflection saying back to you? You’re both a message and a messenger.

The Final Word

The final word on branding goes to Rachel Quilty, the author of “Brand Yourself” and a past guest at the Professional Speakers Australia Queensland Chapter Meeting. Rachel’s advice goes, “Branding should confirm your confidence, vitality, and competency. Your presentation should not get in the way of your message.

It begs the question, what are you saying?”

_____________

Have you ordered Tarran’s Book: “The Alphabet Principle ~ Your A-Z Guide to Being a Compelling Leader”? Grab your copy today, right HERE and follow Tarran’s Signature 7 Leadership Framework Posts on Social Media everyday of the week. Simply choose your favourite social platform and you can start right away`!

in 001. Personal Leadership

Credibility

Walking Your Talk

Identity & Authenticity

Relationship Building | Lasting Impact

Be Intentional

Shiny Happy ‘Tired’ People

3 Takeaways

Community matters

About Tarran Deane | Change Management Strategist in Australia

So, Last Change Didn’t Go So Well? Let’s Talk About People and Perceptions.

Ahhhh… People and Perceptions

Understanding Your Change Manager: The Good, the Bad, and the Ugly

The Good: Champions of Clarity

The Bad: Process-Heavy and Detached

The Ugly: Receiving Blame for Missed Marks

Why Are We Like This? A Look at Our Own Reactions

The Secret Weapon: Personal Leadership (Yes, Even for You)

Lead by Example

Stay Focused on the Goal

Own Your Part

Be Open, Be Curious

Step Out of the Comfort Zone (a Little)

Be Welcoming

What’s the Alternative? The Status Quo?

People and Perceptions: Time for a Reality Check (and a Call to Action)

So here’s the call to action: Try showing up differently for the next change that hits your inbox. You don’t need to love it, but see what happens when you choose to lean in instead of resist. Maybe—just maybe—you’ll find it’s not as bad as you thought.

Contact Us

Schedule a Call Here or Send Tarran a Note Below:

Fear, Trust, Values & Strategic Planning in the Age of Scrutiny

2018 Strategic Planning Survey

What Does All This Mean for You and Your Business?

ABOUT TARRAN DEANE

Do you have curb or even kerb appeal online? “Location, Location, Location!” they cry in real estate and your online real estate is no different. Here’s how you can set up your Youtube Banner with Canva when you want to be positioned as a Leader Online!

In this #QuickTip you’ll need to have:

Do These 5 Steps and You Can Create Something Like This:

Here’s the How-To in 5 Easy Steps:

Need to knowledge of the required SIZEs for social media. You might find this Cheat Sheet helpful, if you want to design graphics for other platforms

a Canva account – Create it and login. It will then open up at the “Create a Design” homepage

Have some of your own photos – professional or organisational – ready to upload instead of using stock photos and you’ll save on licensing fees.

Review the results and appearance on different devices so your head isn’t cut off!

A. Authentic Leadership

Just Who Are You?

Strip Back the Layers

What’s the Alternative?

Trust through Transparency and Track Record

Vision – What Are You Aiming For?

Serving One Another – Become Better at It

Your Authenticity Checklist

ABOUT THE AUTHOR

[Podcast] Interviewed by entrepreneur Bella on her Jump Consulting Episode 37: “Leadership, Strategic Planning, & Vision” Tarran asked the audience “Leadership: Are you being taken seriously?”

Leadership & Life ~ Change ~ Technology ~ Strategic Planning ~ Vision ~ Workplace Culture ~ Communication ~ Public Speaking ~ Online Leadership

How to Request a Podcast Interview with Tarran Deane