“You are a successful leader if your staff/students achieve more than yourself…”
So begins the interview with Megan Motto – CEO of Consult Australia – previously known as Association of Consulting Engineers Australia
Megan is a vibrant CEO, who has developed a successful team, whilst maintaining flexibilities within her workplace.
It is also interesting to note that Megan has experience in the field of teaching/education which are now attributed to many of the qualities brought to Megan's leadership of Consult Australia.
Regarding the core methodology behind success, Megan explains, "You have to not be afraid to give kudos to staff instead of yourself... it is not about driving an ego based business."
It is also not about working harder and longer for most businesses these days which focus on services, but working smarter.
"We shouldn't be looking at when people clock in and out. Visibility management is much better replaced by encouraging outcomes through productivity and performance. It is about unveiling new things cognitively," Megan explains.
"When it comes to management, it is not for example about a manager increasing the businesses database by 10%, whilst at the same time nobody likes them and morale is low. Whilst measurable KPI's are important, managers need to have holistic performance based conversations and these are often the hardest conversations to commence."
"What we find in management are the best results come from mentoring staff, from encouraging the positive ways staff approach challenges. By discussing how improvements in behaviour and finesse are the characteristics that lead to improved performance by the individual and thereby the company they represent."
Skills can be learnt and the best method of doing this is by mentoring. Megan has a variety of mentors. A combination of both men and women - probably more men than women given where Megan works. Though Megan believes successful leadership has nothing to do with the leaders gender - she has seen both good and bad across leaders from both sexes.
The unfortunate view observed by Megan is - from experience, less than half of leaders Megan has met follow the leadership systems outlined above. Productivity in Australia is not at the high level we deserve when compared with other OECD countries. [Australia are currently #13 as per table below]
As globalisation continues across the planet, our need to maintain global competitiveness increases, so we will need to continuously work towards improving the productivity and performance of our people. This will happen to some extent through improvements in technology and communications. Though these are broadly available. The key to Australia's success is the development of the performance of our people, through rewarding leadership and management that encourages staff to perform at their best whilst developing skills.
I left Megan to head off to SBS where they had a discussion on Insight about juggling work and family responsibilities, the future of maternity/paternity leave in Australia, its impact on families, businesses and as a political issue leading up to the next election. Watching last night it was interesting to hear Megans views. As the last speaker of the night, Megan explained what happened when she returned to work after her first child was born.
Megan took maternity leave to enjoy life and quality time with her son when he was born. On return to work...
People asked, 'Where's your son?'
I said, "well he's clearly not here," looking around, "he's at home."
The second question-
'Is your Mum looking after him?'
Answer:
"No, he's at home with my husband."
The 3rd question-
'Oh, is your mother-in-law coming over to look after him?'
Isn't it funny how often people make assumptions based on their expectations of others and their line of questioning reflects those assumptions...
The general view of the level of men's capability caring for infants is clearly exposed in the questioning above.
Have you been thinking about what assumptions you have made about your staff - before having discussions and asking the right questions to find the honest reality behind their capabilities and where their skills can be enhanced to improve their performance?
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