Team HC Kudos!

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Keep up with our adventures on Instagram!

Lights! Biscuits! Action! 🎞 Talk about a way to spend a weekend! @emily.mcqualter and pink blazer and matching nails reunited to MC the Australian Captains Summit this weekend with @etsyaus. Dream job much, Ems?! #etsyausummit #etsysummit #etsysummitau
Look at those cheekbones! 🤩And she’s even CUTER IRL, fam! Fam: meet @alex_gedye - Alex, meet The Online Fam. Welcome NEWEST HAPPINESS CONCIERGE Alex! Alex loves pop culture, dark and twisted Netflix specials AND - is our legendary coach helping legends slay. Specialising in Impostor Syndrome Training (they say teach what you know 🤪), Managing Expectations, Confidence Building and Owning your Brand, we just KNOW y’all are going to love working / meeting / high fiving Alex as much as we do. 🎉🥳👏🏼
Who are you under stress? Are you a Britney 07, showing it all on the outside? A Beyoncé - cool, calm, collected and internalising thoughts? Perhaps you’re a Bruno Mars: a social butterfly, or a Kanye: specific about your POV. 😂 . When we have a shared language for how we respond under stress, we are able to see the difference between intent and circumstances. Why is this helpful? Fun fact: studies suggest the biggest influence on performance is working environments. So if we are stressed, or on deadline, or work on competing projects, chances are we become versions of ourselves to help get the job done and slay. . Who we are in environments doesn’t always show who we are deep down; rather we evolve to cope with the demands of a role. So if we accept that - we can get on with learning about how others in our team rock up to work - and get on with accepting it’s temporary. For us? Once we become more aware: over time, we can temper the lessss helpful side and OWN the actually quite helpful side of healthy stress. . Made our day seeing these fun Stress Personas on a clients Culture Wall from our High Performing Teams toolkit. 💖👏🏼✈️
Look who spent her BIRTHDAY at Presentation Bootcamp for a client investing in their team to slay their pitching and selling ideas! 🐬👏🏼🎉 @nikhatherly 💖 sharing all the gems helping superstars ace their content structures, reframe fear as excitement (as both are states of arousal), deflection and how to answer tricky questions on the spot and getting to know audience Archetypes to be prepared for ANY question. PS how good does Nik look in blue seriously 🤷🏻‍♀️.
Ba-ba-ba-ba-baselining! . Why is this important? Well, as we step into a new era of empathetic, thoughtful, supportive, subservient leadership (depending on what methodology you subscribe to), often one thing can get overlooked and it’s super important: before I lead, inspire and manage my team, I have to understand what my team is good at. When we work with managers, especially new ones or those with established friendships / relationships with the team, we find it super common to overlook someones actual competency, fast tracking to their motivations in place of matching the skill with what job needs to get done. I suppose its’ the flip side to having a culture which is so passionate about helping people slay - often we actually forget the fundamental skills. . I know this because I am a product of this. When I started managing people I fell in love with their personalities and passion (come one who doesn’t want to bond over a Beyonce vibe), and I often, found myself asking ‘hmm is this a product of process or did I forget to get the skills right?’ . We reckon that’s why management training gets a ‘meh’ rep. It’s not sexy - really, outlining the job that needs to get done and ones skill set but what it does reveal is that if we dont have these fundamental skills in place, we can find ourselves really lost, overwhelmed, doing the work for our team and: fun fact, studies show often the work doesn’t get compromised: but the manager is compromised, the scope of what you can achieve is limited and the real zinger: you are actually unable to develop respectful relationships when you’re not happy with how things are humming systems wise. . Today in Sydney, I’m looking forward to chatting with seven legends on how they can ace their management skills and how once we have the basics right - we can help our teams and ourselves, really truly, slay.
"Not yet." . Sound familiar? . "Not me, not yet. I'm... I'm not ready." . It's familiar to us, as to be honest, we hear it a fair bit at Happiness Concierge. Superstars, people like you (people like us), waiting for the perfect time, the perfect amount of experience, the perfect...moment to be able to do one small thing to get closer to a career that would better serve them. . You know I think we can get lost, distracted even, in the idea of GO AFTER YOUR DREAMS and so on - and don't get me wrong, we're all about that life, but what we do forget is that living a life that serves us is about taking teeny, tiny, microscopic steps ahead of each other. . It's not uncommon for those who experience Impostor Syndrome, or a form of confidence barrier, to fall into the “not yets”, those who find value in external validation and creating a Game Plan to influence relationships at work, and those who sometimes need a small helping hand to help them make the first step. . The truth is, before we can believe it ourselves, sometimes 'believing' comes from external validation and having a supportive space to test those assumptions. . We'd absolutely love for you to consider taking one small step with us at Communicating with Influence in Sydney 18 October with Nicole and Melbourne 11 September with Fiona. . If you're a “not yet”, know that both Fiona and Nik have had their 'not me, not yet' moments and will help you create a plan to slay your teeny tiny step, together, high fives included. x
When your podcast host brings out M&Ms! 😋 Thanks for having us on your show, @digitalwomensnetwork! #podcast
Once a Leader I admire said to me: “I’m going to stop you there. You’re the problem.” She continued, “I can hear by the way you’re talking that you’re doing the work and your team are none the wiser.” . How to fix? It took many many months of rewiring against my automatic habit of ‘I’ll just do it myself’ to learn how to delegate. I had to start thinking about it differently. Instead of being the Cake, I had to get my team to be the Cake so I could be ICING, adding my flavour and sprinkle. . My real life experiences of not delegating inspired one of our most popular modules in our Essential Skills for Managers training programme: Delegation Toolkit. . Here's how to bring it to life: 🧁 In one column, write down your tasks. EVERY ONE OF THEM. 🧁 In the second, next to this column, write how it could be broken up into parts (don’t write down names just yet). 🧁 In a third column, consider: if my team had a template, had an example and - important - knew what GOOD looked like - who could do this instead of me? . Something really cool happens here. You start feeling pumped to help your team own their superpowers. . So, as a small mindset hack to take into work tomorrow: think about your current workload, are you all icing, or all cake? What opportunities exist to map out a plan where your team are delivering one boss as, flavoursome cake based on their competencies, so you can add your magic icing? . Fun fact: the more your team start baking that sweet cake, the less icing you’ll have to do. For real. And from there? Your job becomes less managing traffic flow and more encouraging your team to refine their critical thinking muscle so the quality of work (and deadlines LOL) become a well oiled machine. What does that mean? . 🥕Here’s a carrot we hope you’ll get into: you move away from icing the cake and to the SPRINKLES. Who doesn’t love that?!
Din Tai FUN!