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The best way to achieve success in 2018

How can you achieve success in 2018?

One of the best ways to achieve success is to develop your own self-confidence!  Start every activity in 2018 without giving mental recognition to the possibility of defeat.  Concentrate on your strengths rather than your weaknesses; on your powers rather than your problems and on your opportunities rather than your obstacles.

To develop supreme confidence in yourself and your ability to succeed, identify your goals for the year in all areas of life and then outline clear plans of action for each of them.  Nothing gives you more confidence than having clear-cut knowledge of the actions you plan to take and the order in which to take them.  The mere existence of a written plan of action contributes immeasurably to your self-assurance and self-confidence.  The most important source of self-confidence is knowing that you can take the actions and make the necessary internal changes that are needed for your goals to become reality.

Confidence in yourself enables you to deal honestly with your shortcomings and compels you to consistently make corrections.  Confidence comes from experience. Experience comes from know-how.  Know-how comes from having the courage to submit yourself to obstacles, situations and circumstances from which the average person shies away.

Self-confidence stimulates your creative imagination.  No matter what you undertake, you will never do it until you think you can.  You will never master it until you have the confidence in yourself to act first in your own mind.  Anything you undertake must be mentally accomplished before it can be materially accomplished.

The primary element at the beginning of any goal, the one factor which will guarantee its success, is confidence in the beginning that it can be done.  The major difference between high achievement and failure is confidence – confidence builds your self-image.  You either succeed at failure or you succeed at success.  Both of these results are outward expressions of the attitude you hold toward them.  You can either think lack or abundance, poverty or plenty, obstacles or opportunities.  The choice is yours!

The degree of success you achieve in 2018 will be governed by your level of self-confidence and the degree of determination you apply to achieving your goals.  Every time you say to yourself, “I can do it, and I will do it,” you are strengthening your determination and reinforcing your positive self- image.  You are forming a habit of thinking which will manifest itself in behaviour that generates success.  You begin to look for ways that things can be done instead of looking for reasons why they can’t be done.

Determine to be successful in all areas of your life in 2018 by developing your confidence and taking control over your future! An LMA course could be a great first step – Click Here.


Soft Skills and Career Advancement

Even if you have a reputation as being the best at what you do, it will amount to little if you are unable to work well with others. According to recent research from the Deloitte Access Economics report, while the Australian workforce has a strong soft-skill base for now, the current rate of training around soft skills will not be enough to keep up with the demand for soft skills in the future.


What are soft skills? Unlike hard skills, which can be proven and measured, soft skills are intangible and can often be difficult to quantify. The report from Deloitte revealed the specific types of soft skills many employers will be looking for now and for years to come. These mainly included analytical thinking, verbal and written communication, and leadership.

With the demand for soft skills on the rise, it is important for everyone to consider how the focus on these often difficult to quantify skills will affect their career progression in the future.

One of the reasons that soft skills are now so revered is that they are the best tools to help facilitate better human connections, and therefore encourage closer and more productive working relationships between teams and colleagues. Critical soft skills for this development of positive interpersonal behaviour such as communication, presentation skills and conflict management abilities should be the focus of any training in the soft skills area. While these skills have been identified as essential for the future, often employees are seldom given the opportunity to develop these soft skills for their own benefit.

However, if you are given the opportunity to develop your soft skills through training and development, you will be taking advantage of improving a suite of skills that will steer you closer towards your larger career goals. Some of these key soft skills may be:

  • Honing of a more positive attitude – generation of strong, positive energy throughout a workplace encourages others to be optimistic and upbeat in the face of difficulties. The Performance Edge is a key course to cultivate an ‘Above the Line’ attitude in work and personal life.
  • Ability to work under pressure – the ability to still do your best work under pressure is an invaluable asset to yourself and others.
  • Better problem-solving skills – stronger problem-solving skills will allow you to become more resourceful in times of trial, thereby making you a better resource for others around you. Advanced problem solving skills are fundamental to being an effective manager, the Challenge of Leadership course delves into this in more detail.
  • Better flexibility/adaptability – the ability to adapt to changes and new situations is an invaluable skill now

Although soft skills can’t be ingrained in the same manner as hard or technical skills, the good news is that they can still be developed. To benefit from soft skills and develop a successful career, the foremost step for any professional is to develop their self-awareness regarding their own behaviour and gaps in their soft skills knowledge and practice. The ability to direct and fill in opportunity areas highly depends on career ownership and effective management of your own skill gaps, and understanding how these can be filled for your future benefit.

To start your people on the journey to better soft skills, both Thrive Alliance and LMA have a range of short to longer term courses that can help you to achieve your goals. For a course designed to develop the ‘total person’ through permanent behavioural change and a deeper development of soft skills, learn more about LMA’s The Performance Edge course. To learn more about how a better understanding of emotional intelligence in the workplace can assist your leaders and team members, visit and view the available short courses here.


Introducing Emotional Intelligence Short Courses

We are very excited to announce our partnership with Genos International to deliver their Emotional Intelligence short courses and assessments through the Thrive More product range.

As a world leader in emotional intelligence assessment and programs that enhance self-awareness, empathy, leadership and resilience, Genos were the obvious choice provider to extend our offering in this exciting area.

In the modern workplace where change is constant, the benefits of Emotional Intelligence development occur within and outside of the workplace. When strong emotional intelligence is displayed relationships improve, stress is reduced, change occurs more efficiently and performance increases.

In the workplace, Emotional Intelligence is fundamental to strong self-awareness, empathy, leadership and resilience. People who work on developing their emotional intelligence feel better at work, facilitate a more productive work environment, and better lead and engage others.

To facilitate the development of emotionally intelligent behaviour our short courses provide cutting-edge content, assessments, frameworks and tools which transfer into real, practical behavioural changes that create lasting results.

Available as a half, one or two day course, in an Open environment with Participants from other organisations, or delivered in-house for a selection of your team members, our Emotional Intelligence short courses help participants explore and practice tools and techniques for applying emotional intelligence at work and outside of the workplace.

Click here for more information and upcoming open courses.


End of Financial Year: Review, Plan, GO!

The end of financial year signifies more than just an opportunity to close off another official tax year; it presents the perfect opportunity to review the year that has been. Analysing the performances that got you there provides you with the opportunity to develop plans for further success in the next financial year.

In order to carry out an effective analysis of the previous year’s performance and results, you need to review your business performance against very clear measures; measures that give you an understanding of every relevant aspect of your business.


Different businesses spend the lead up to June 30 in a variety of ways. However, there are some close to universal actions which all businesses can apply to successfully review the undertakings of the year and apply these finding towards analysis and planning for the future:

  • Review your actual business performance against your budgeted performance, including all your known variables. There is no better place to start to improve than by knowing exactly how well you did, according to how well you thought you would perform.
  • Review the key drivers of the business and compare how these may have changed according to the previous five years. Have you been doing something differently that may have spiked or slumped your performance this year?
  • Prepare a forecasted budget for the coming financial year, including your known variables as far ahead as you can see them. It’s impossible to predict the future, but you can forecast into the year by looking back on what you know has happened in the past.
  • Consider the current state of your business plan and strategy. Has the core nature of your business shifted, either slightly or dramatically? Are there gaps in the market you can take advantage of with a clearer business vision for the New Year?
  • Review your key staff and their performance. Your staff members are one of your most important assets. Are their performances in the expected range, or is extra training and support necessary to achieve your individual and collective goals? Review if you have been checking in with them regularly about their role, or decide whether you may need to review how you are tracking performance for the best information. This essential staff member review stage can be actioned through the engagement with The Performance Edge course, which will enhance existing capabilities of your high-performance team members as it focuses on crucial interpersonal and professional skills such as productivity, performance and personal leadership.

No one is capable of growth or improvement without self-reflection. Businesses are no different; they require constant maintenance and reflection to be able to plan for a better and brighter future.


Once you have reviewed the technical and operational aspects of your business leading up to the end of June, you can proceed to the planning stage.

Set your priorities

No matter what type of business owner you are, narrowing down your ideas from among all the worthwhile possibilities (whether it’s an opportunity to expand to a new market or choosing a better time management strategy), it can be difficult to focus on one thing at a time.

At the same time you review and update your business plan for the coming year, focus on what are the most important things for you to achieve this coming year. With your new priorities in mind, break them down into written goals, and then break them down again into smaller milestone tasks. By following this priority setting pattern you will maximise productivity, and enjoy the little successes that lead to big changes.

Think outside the box

Your priorities in the coming year may be to hit an ambitious revenue target, tap into a new market or relaunch your brand with a fresh new face.

Whatever they may be, an important thing to keep in mind, as you make plans to move your business forward is how you’ll stay relevant and engaging in an increasingly competitive market.

As part of your planning process, spend some time on market reconnaissance and research. Look back into previous SWOT analyses and see how you can plan new business moves that swing success in your favour. Understand what your unique selling position is and include it in as many plans as you can for your future moves.


At this stage you’ll be excited to get your ideas out there and enact all of your carefully considered plans. While you can do much as a one man band, you can’t do it all alone. Before you can really hit the ground running you will need to rally your team, no matter how large or small, to drive the best performance you can into this coming year.

How are you managing motivation in your business?

Motivating staff at any time throughout the year is a bit of a management art. However, the EOFY time is a perfect one to check in with what is driving your staff members to perform in the roles, and see how your new plans for the year can fit into their own individual goals.

  • Have one-on-one meetings with all of your staff to communicate any new points of direction with them that may be happening in the business, as a result of your reviewing and planning stages
  • Provide an opportunity for staff members to express their concerns and ideas coming into the New Year
  • Determine what are the internal drivers of each of your staff members and allocate new or changed tasks from your review process, to better suit team members’ different strengths and interests

By properly reviewing the year that has been, planning ahead with priorities and focus, and engaging your team in your plans for the future, you will truly be ready to hit the ground sprinting towards your goals for your business.


Get the most out of your people

In a time where a business can thrive or falter depending on a few vital decisions, it is important to be aware of what proactive moves you can make to stay ahead of your competition.

To remain competitive, a business must continually search for ways to improve it’s overall bottom line. Most companies aim to improve their position through two simultaneous methods; growing revenues and increasing efficiencies.

What many people don’t see is that the people you have working with you are the common thread that links these two methods.

When your people are performing at their highest level, they are working to achieve both the aims of increasing revenue and increasing efficiencies. Your people are your brand, your reputation, your networks and the future of your business. Luckily, if you invest in their skills and future you will also be investing in the continued success of your business.

LMA’s The Performance Edge (TPE) course is the ideal way to invest in the essential skills your people require to perform at their very best. The TPE course will enlarge the already existing capabilities of your high-performing team members, while opening them to new possibilities in their own performance, both in their professional and personal lives.

With a unique focus on The Total Person® Concept, the TPE course allows participants to achieve results in all areas of their lives. Previous participants of LMA’s TPE course have said they felt happier, less stressed and achieved a healthy work/life balance as a result of their engagement with the course. All have noted the considerable ROI that comes as a result of the TPE, with many gaining hundreds of thousands of dollars in measurable productivity improvements per year.

The TPE successfully brings out the best in your people by focusing on essential interpersonal and professional skills such as:

  • Productivity and Performance
  • Organisational Skills
  • Communication
  • Team Development
  • Personal Leadership

By helping your people focus on these key areas, you can experience a Slight Edge – oftentimes that small difference in performance that makes all the difference in results.

A proactive business is a business that has that Slight Edge. A proactive business is one that knows that it’s employees are it’s greatest assets and that they can generate this Slight Edge.

The TPE course is one that works to improve the existing skills of your team members, while also ensuring they are prepared to take on any future challenges.

Knowing that you value the improvement of your bottom line and the continued security of your organisation’s future, you might consider the TPE course as an ideal investment for you and your team members.

Gain that Slight Edge – check out the TPE here.

NEW Feedback Online LMA App

What is the FBOL app?

The FBOL app is a cut down version of Feedback Online for iOS (Apple) and Android mobile devices.  The first release of the application is participant focused, and access to features of the application require an active enrolment in Feedback Online.  It features the following functionality from the web site:

  • For each course that a participant is enrolled in:
    o   Manage Win-Win Agreements, including viewing, adding and updating a participant’s Win/Win Agreement goals
    o   View and add comments to a participant’s comments stream
    o   Stream or download and listen to course audio for those courses that currently provide CDs and/or USBs
  • Manage Personal Goals
  • Receive notifications of new comments, goals nearing or passed target dates, and action steps nearing or passed target dates

Why an FBOL app?

Reasons why the FBOL application has been developed:

  • Allow participants to easily listen to the course audio from their mobile device, without requiring them to rip CDs or copy files around from USB to PC and then onto their phone or tablet
  • Allow participants to easily view and manage their goals, particularly while in a workshop environment – the FBOL web site isn’t well suited to mobile devices
  • To provide innovation and continuous improvement in the area of technology for the LMA brand

How to install and use the FBOL app

The FBOL app will be available for download through both Apple’s App Store for iOS devices and Google’s Play Store for Android devices.  Direct download links can be found on the Feedback Online website:

Once downloaded and installed, participants can log in using their FBOL User ID and password – please note that your password is case sensitive (this may be different to the website, but in order to securely protect user login credentials, this is required).  At the time of login, users can elect to have the application remember their User ID and Password; this can be turned off in the app’s Settings area by deselecting the “Remember My Details” setting.

Other app settings available are (all OFF by default):

  • Download Audio – audio files will be downloaded into private storage of the application for playback.  Audio files for a module are only downloaded when a user selects a specific module for playback.
  • Remember Last Track Played – remember the last track played for each course/module.  This track will be highlighted (and possibly auto-played, see below) when the user returns to that module for playback.
  • Auto Start Playback – automatically start playback of the first (or remembered) track when a user selects a module for playback.
  • Notifications – receive app notifications for these specific events occurring:
    o   Goal nearing target date
    o   Goal passed target date
    o   Action step nearing target date
    o   Action step passed target date
    o   New comment(s) received

Support and feedback

Support for the FBOL app will be through the current support mechanism, via email to  Any other feedback for the app is welcome through either this email address, or via customer feedback on the relevant app store page.


Build a Strong Foundation for Success

When you participate in leadership development training, you’re building on your previous experience and success. Your improved skills will enable you to get more done in less time and with less wasted effort, and as a result, you will become increasingly valuable to your chosen organisation.  Improved skills means less stress related to your responsibilities, so you will find yourself enjoying your job even more.

As you grow as a Leader, you will have a positive influence in three areas:

  1. In the organisation overall,
  2. With your own team members, and
  3. The work climate as a whole.


  • Your influence in the organisation: Organisations are much like human beings. Each copes with challenges in its own characteristic way and, operates in a manner designed to preserve its existence and succeed. An organisation is simply two or more people working toward a common goal. Regardless of the size of your organisation, being a leader calls for willingness to identify with your organisation’s purpose, to support it with your attitudes and your actions, and to facilitate the changes needed for the organisation’s ongoing success. Regardless of the type of your organisation – whether it’s a provider of services, a distributor of goods, or a manufacturer – you’re expected first of all to get results through your people in order to operate at a profit. Given defined human and financial resources, you must reach certain productivity goals. The nature of “profit” takes different forms according to the nature of the organisation, but the principle is the same.  “You are effective as a leader only when you manage the available resources to make the product or service worth more to the organisation than the cost of producing it.”  Although your personality characteristics and skills are important, your value to the organisation is generally measured by how effectively you’re fulfilling its mission and achieving cost-effective results.
  • Your influence on team members: In addition to understanding your responsibility to the organisation, you must also understand the needs and wants of the members of your work group. If you concentrate exclusively on your own needs and goals and neglect those of your team members, a deep rift in team relationships could develop. If you’re achievement oriented, you may be tempted to boost your own self-esteem by downplaying the contributions made by other team members. But when other team members feel that their efforts have been ignored or that their value has gone unrecognised, they view themselves as relatively unimportant to the organisation. Consequently, they feel less responsibility for being personally productive. Avoid this destructive pattern at all costs! Both you and your team members will enjoy the positive results of shared responsibility, achievement and recognition.
  • Your influence on the work climate: When you adopt a no-limitations belief in the potential and worth of every individual, you begin coaching each team member with an enthusiasm that says, “You can do it!” Your confidence in them gives them maximum opportunity to grow, to meet their own needs, and to contribute to the success of your department or work group. When you believe in the ability of people to perform productively, your expectations become a self-fulfilling prophecy. People tend to live up to what’s expected of them by others, especially by those they consider authority figures. When you demonstrate that you believe your team members can succeed, they’re willing to take more growth risks. A no-limitations belief in people also makes it easier for you to delegate various responsibilities and to trust your team members to get the help, resources and training they may need to successfully complete the tasks you assign. When you demonstrate your confidence in their ability to perform successfully, they will accept the challenge and work harder to meet your expectations.

Embracing Positive Change

As a decision maker and problem solver, you must be prepared to embrace all of the risks associated with change.  There are common pitfalls that often ride on the back of both proactive and reactive change.


However, you can avoid these pitfalls if you are willing to pay the price of disturbing your own psychological comfort when choosing to change.

Listed below are a few challenges that should be considered when making a move towards change:

  • It will become necessary to defend yourself against traditional ways of thinking “We have always done it that way”. You may have to do without social approval for a time. You may also encounter resistance, especially if you are young or new at the job. Not only do some people instinctively resist change, they may actively insist that they are unable to learn a new procedure or change an old habit. When you believe in your decision, be consistent, stay firm and reinforce the need to change, even if you must do so repeatedly. Remain calm and unemotional, but determined. Be confident and lead by example.
  • People will be more likely to accept change when they see you embracing it with enthusiasm. When they see you not only survive, but thrive in a changed environment, they will be more willing to take the risks associated with a given change. Let your team members know that change is inevitable, and that your organisation will find a way to capitalise on change to succeed.
  • Sometimes, when seeing the scope of change in its full extent, it can seem completely overwhelming. Often change cannot be made in one easy step. Usually multiple areas of change happen concurrently or in gradual steps. It is easy to forget, that in life we rarely make entire changes in one attempt. One of the best ways forward is to break larger change projects down into smaller pieces that can be undertaken one piece at a time.  As a guiding rule for most people– ‘It is easier to embrace change when that change is gradual.’
  • Don’t be afraid to try new ideas or processes. However if you fail, fail in a correct way. In many organisations, people don’t understand the value of a failure. This is unfortunate because failure when innovating or experimenting with change, can be a good thing.  When implementing change, the correct way to fail means doing it quickly, at a low cost and never the same way twice. You don’t want to have too much money or time hinging on any one outcome. If you do, then failure is harmful, taking time and money away from other opportunities.  Testing your process on smaller scales projects allows for the risks to be lessened and the flow on effect to other areas is reduced.  Don’t forget to learn from your failures so that you don’t repeat them in the future.

Change IS necessary and it’s NOT evil. Learn to love change and you will be in a great position to succeed.  Leadership Management Australia has a variety of complementary resources which can be used to help support any change environment.


Learning to Work with the Digital Age

Many industries have already started to ask key questions:  What will the workplace look like in an age of disruption from the status quo? What will employees be doing and how will managers be able to best guide those around them through a digital transformation? How many of the roles around us will be automated, or obsolete? What will ‘work’ look like in the next 10, 20, 30 or even 50 years?

Although these may seem like abstract questions to be asking, they are in fact pivotal questions for any forward thinking organisation and industry to be asking now. While a complete digital transformation may yet be decades away, those who start putting into place policies and practices now are more likely to be ahead of the pack when the disruption does come.

According to many experts in this area, there are a few fundamental forces that are driving change in the workplace:

  • There has been a notable shift from traditional hierarchies and social contracts to more flexible working arrangements. Also, work is becoming more project based and collaborative across various teams and networks.
  • With the rise of diversity in our professional vocabulary, we are experiencing an increasingly inclusive workforce with individualised work policies to support the diversity around us.
  • Increasingly more work is done virtually or remotely.
  • Instead of changes taking years to enact, industry has become used to adapting on a continual basis, rapidly reinventing itself as necessary.
  • We have accepted that automation is now a part of our lives, and we have developed work around the presence of the automated processes around us.

For many who study the field of digitisation in work, the last point seems to be the catalyst for the previous four. As automation takes over more jobs and more industries, we can tend to think negatively about how many people this will put out of work.

We recommend approaching it from a different angle. Instead of focusing on the loss that comes from automation, we can start to think about the space that is opened up to personal and professional development, ongoing rigour in our pursuit of meaningful, even joyful work, and the possibilities that can come from a digitally agile business.

While this all sounds extraordinary in principle, the real challenge is putting this attitude and the policies that come with it into practice. In an age when technology reigns supreme, people will still remain a company’s greatest asset. After all, collective knowledge, collaboration and innovation are fuelled by people, not algorithms or disruptive technologies.

So, how do you embrace the technological onslaught while still maintaining the strong position of your people? In short, not without a lot of planning and with digitally agile people at the helm. Research suggests that it will take a few key underlying capabilities to succeed in this task:

  • Hyper-awareness – the ability to gather and analyse data from employees, contractors, customers, competitors and the changing marketplace. For us in the field of developing people, this means gathering as much information as we can through in-depth surveys such as the annual L.E.A.D. Survey to inform future decisions according to the changing market. How are you staying in touch with your industry and the changes that are happening within it?
  • Informed decision making – namely, the ability to use the collective intelligence, talent and creativity of the workforce to make good strategic and operational decisions. How are you using the talent around you to hone decision making for the future?
  • Execution with agility – the ability to act quickly to find the talent needed to elevate the organisation to the next level and ensure that those loyal to the company are given the tools and training to continue to work to achieve the strategic goals of the company.

While it sounds like a lot to be aware of, there is one underlying factor that can assist in facilitating any amount of change or disruption: that is the willingness to change. New capabilities call for a fundamental desire to listen to those around you and accept the need for change. Digital changes emphatically insist on a willingness to accept them. To be able to face the coming changes, the way we work on a daily basis needs to be examined and adapted, and new ways of thinking need to have the space to come into our workplaces for the better of everyone involved.  LMA offers a wide range of courses related to this field, click here to check them out!