Welcome to Episode 77 of our podcast, Courageous Conversations, hosted by Leanne Pilkington.
In this episode, we welcome back one of our previous guests, Kylie Walsh, Director of REGROWTH. She talks about her new business and what it seeks to achieve, why she pursued this new venture, her recruitment advice for real estate teams, how the concept of leadership has changed dramatically, and the importance of a restart and refresh mindset as high performers.
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00:10 – What Kylie is up to now in her new coaching and consulting business, and what it involves.
01:25 – Kylie’s work in customer experience analysis with a part-time team
02:00 – How the general reactions have been from clients that Kylie has conducted customer experience analysis with
03:50 – Advice to anyone recruiting right now; state the flexibility of the job. It’s one of the top questions asked when going in for job opportunities, etc.
04:30 – From moving to corporate to being your own boss; how putting her kids first led Kylie to make this decision
06:00 – Being a high performer but knowing when to stop and have a hard look at yourself
07:30 – Comparing servicing ourselves to how we service our cars. Choosing blocks of time to take a break
09:00 – Why we need to understand the difference between being a leader and a manager or business owner (lead, inspire, nurture)
10:30 – Reflecting on how leadership has changed over the years; the usual 4 C’s is probably now 20 C’s! There’s a lot more involved, and the pandemic has encouraged us to realise this
11:30 – If the leadership isn’t done right, you will have disengaged employees and a massive turnover
12:00 – “Good leaders create more leaders, not followers.”
12:20 – Being a leader is a lonely journey; this is why dedicated leadership training and face-to-face training is beneficial.
13:50 – Different learning styles for different personality styles; leaders need to understand this concept to be effective. While profiling helps, it’s important leaders need to understand their driving force behind why they’re hiring certain people (your greatest strength is your greatest weakness)
15:30 – Reflecting on the benefits and impacts of profiling
16:45 – The risks of hiring people who are just like you and not addressing what you are seeking in the role