What a privilege it was this morning to …

What a privilege it was this morning to host John McGrath, CEO of McGrath Estate Agents, at our professional services network breakfast seminar. I personally went in hungry, had only a light breakfast, and still came out full. Here is just a sample of the wisdom he deposited in a manner that left no excuses available to those who received it.

“Everyone on the planet has a desire to be great; some people have just forgotten”

“It does not matter where you are are right now; what matters is where you are thinking”

“Take of the mental handbrake”

“When you make a claim on a slogan; you need to make it happen”

“You must have clarity in what you want to achieve and convince yourself that it can be done”

I just want to publicly thank John for his generosity with his time and experience and for empowering our members to become who they need to become to have the world class business they know is within them. If you want more gems for your life and business you can follow this link to his blog.



Grant Herbert
The People Builder



You complete me

People expect to feel that what they are giving their time to, is fulfilling a higher purpose than the job at hand, if it is to satisfy them to the point of being engaged. As we all spend a large portion of our adult life working in some capacity, it is essential that it provides a sense of structure, belonging and identity.

As I look to my own example I see that my passion to make a difference in the lives of others, is fulfilled by engaging in an environment where my fire will not go out. Becoming aware of what does this for you, the leader, that is the prerequisite for being able to engage anyone else in your team.

I know I and many others have left well paying, safe and secure roles that have produced nothing more than financial reward. Everyone has an itch that needs to be scratched, the key is finding which itch to scratch and when.

The nature of the day to day work consistently energises the engaged person and brings a sense of achievement in three main areas:

Skills being utilised that we are good at and enjoy using,

Challenges that stimulate us in a positive manner, and

Meaning that is in line with our own interests, beliefs and value system.

When we meet these three elements with the people in our organisation, work is satisfying and less draining. The converse effect comes from situations such as a person being asked to collect debts from people in hardship or assuming that because someone is great with numbers that they enjoy working with them.

When people are doing what they love, they never “work”, they get rewarded to do what they love to do.

People engage in projects more that allow them to use skills they enjoy to use yet still challenge them enough not to cause apathy. The work is challenging enough without causing stress or anxiety. This is they key for the “Fulfillment” driver moving them into the engagement zone.

Regular communication before, during and sometimes after someone comes or goes from our team, is the only way we can facilitate an environment that brings out the best in people. Assisting people to reach a level of self-awareness where they know what gives them a sense of fulfillment is the first step. Armed with this information, a strategy based on encouragement and support, sometimes needing a redesign of the position they occupy, leaders feel empowered to not only attract and retain the right people, they engage them to produce a far greater outcome for themselves and the team.

Remember, engaged people produce more with less. A great leader will recognise the value in putting the effort in to engage them, simply because they first recognise the value of their people.

Have an outrageously fulfilling week. You deserve it!


Grant Herbert
The People Builder

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Reward is not all about the money

In a survey by the Saratoga Institute they found that whilst 89% of managers believed that employees leave for more money, only 12% actually leave for financial reasons. When engaging people in your team, the ‘reward’ driver is about far more than money.

Investing the time to find out what reward works for individual members will serve you well. As the leader, it is your aim to ensure there is a direct link between performance and organisational objectives where the individual feels “fairly” rewarded for their contribution to the overall success of the team.

It is not just about the money!

The reality is that some people on low salaries can be highly engaged and those on high salaries can still be miserable and just going through the motions. This shows us that whilst money can be a motivator, it may not work for everyone. The main issue with monetary reward is that it is linked clearly to objective criteria that are known and understood by individuals.

One shoe does not fit all!

The key to reward is to match them to each individual. A middle aged women receiving an xBox 360 or a teenage boy being rewarded with a spa treatment may not hit the mark successfully. Rewards that are not relevant may not only be pointless, they may be counter-productive. Communication and relationship building are paramount to a leader knowing what will motivate and what wont. Remember, the best rewards can be those that don’t cost a cent.

Pay more attention

Yes we do need to pay people more……pay them more compliments and more attention! People look to their leaders for the recognition and appreciation they desire to keep them motivated. When we starve them from it they will become disengaged, bitter and resentful. People give to their role in direct proportion to what they perceive they are receiving from it, and in most cases it has nothing to do with financial rewards.

Don’t assume you know what people want. Everyone is different and should be rewarded accordingly. Communication is the essential ingredient in the “People Putty” mix.

Reward is only one of 7 key motivational drivers we will look at in engaging our people. Balance, Opportunity, Relationships, Purpose, Fulfillment and Leadership are all important for us to attract and retain the right people; totally engaged and ready to produce more with less.

Have an outrageously productive week surrounded by fully engaged people. You deserve it!


Grant Herbert
The People Builder