Strategy, Leadership and Impact: Recent Episodes

Blake Repine

Welcome to Strategy, Leadership and Impact, where you will hear practical advice on thinking strategically, leading organizations to achieve success, and make an impact on your industry and career. Learn from the perspective of an experienced executive on how to drive a company whether internal or from a board perspective.

Delegation isn’t just about getting tasks off your plate—it’s about multiplying your impact as a leader. In this episode of Strategy, Leadership, and Impact, Blake Repine explores why effective delegation is essential for leadership success, how to delegate without micromanaging, and the critical difference between delegating authority and keeping responsibility.

You’ll discover practical tips on:

How to delegate with clarity and confidence
The common barriers that hold leaders back
Why trust and accountability must go hand in hand
How to empower your team without abdicating your role as leader

Whether you’re a CEO, manager, or aspiring leader, this episode will help you master the art of delegation so you can lead at a higher level, develop your team, and create lasting impact.

What can today’s leaders learn from the courage, resilience, and adaptability of history’s greatest adventurers?

In this episode of Strategy, Leadership and Impact, I dive into the leadership lessons of Ernest Shackleton, Sir Edmund Hillary, Tenzing Norgay, Douglas Mawson, and others who braved the most extreme conditions on Earth.

From surviving nearly two years trapped in Antarctic ice to summiting the world’s highest peaks, these leaders faced uncertainty, scarcity, and danger—but still inspired trust, unity, and extraordinary achievement.

You’ll learn:

✅ How to lead when the plan collapses

✅ Why purpose is the fuel that sustains teams under pressure

✅ The critical role of emotional intelligence in high-stakes situations

✅ How adaptability turns crisis into opportunity

✅ Timeless lessons that apply from the polar ice to the boardroom

Whether you’re leading a business, a project team, or your own life through change, this episode will equip you with proven strategies to lead with vision, resilience, and heart.

Leadership #Shackleton #Hillary #Exploration #LeadershipDevelopment #Strategy #Teamwork #Resilience

What if chasing profit is actually costing you performance?

In this episode, we'll break down a fundamental truth:
👉 Money is the by-product of great leadership—not the mission.

Too often, leaders focus on revenue, growth, and KPIs while overlooking the real drivers of sustainable success—clarity, culture, trust, and purpose.

We unpack:

Why leading with profit in mind can backfire
The 5 behaviours that define truly effective leadership
How purpose-led leadership isn’t just “nice”—it’s strategic

Whether you're running a business, leading a council, managing a team, or building something new, this episode will challenge you to think differently about success.

💡 Profit is the applause. Leadership is the performance.

🎧 Tune in now—and if it resonates, share it with someone who leads.

Leadership #Strategy #Podcast #BlakeRepine #Culture #Trust #LeadWithPurpose #LeadershipDevelopment #StrategicLeadership

In this episode of Strategy, Leadership and Impact, Blake Repine unpacks the increasingly popular, but often misunderstood, concept of psychosocial safety in the workplace.

You’ll learn:

What psychosocial safety really means (beyond the buzzwords)
How it can be misused to avoid accountability or suppress healthy conflict
The difference between safety and comfort, and why discomfort can be essential for growth
How effective leaders strike the right balance between trust, honesty, and performance

Blake shares practical insights, real-world examples, and five principles leaders can apply to build cultures that are both psychologically safe and high-performing.

If you're serious about leading with integrity, creating resilient teams, and making a lasting impact, this episode is for you.

📌 Subscribe for more weekly episodes on leadership, culture, and strategy.
💬 Share your thoughts or takeaways on LinkedIn and tag @BlakeRepine.

Leadership #PsychologicalSafety #Culture #WorkplaceWellbeing #Strategy #BlakeRepine #LeadershipPodcast

In this episode, we discuss the profound impact of generosity on personal growth and leadership. We define generosity as the willingness to give more than expected and emphasise its role in building trust, creating psychological safety, and fostering a culture of collaboration. Through personal anecdotes and reflections, we illustrate how acts of generosity can inspire others and create a lasting impact in communities. I challenge you to embrace generosity as a leadership imperative, one that requires courage and a commitment to giving without expecting anything in return.Takeaways- Generosity is the willingness to give more than expected.- It operates from a place of abundance, not scarcity.- Generosity builds trust and psychological safety.- Companies with generous cultures often outperform their peers.- Generosity is contagious and inspires others to give.- Acts of generosity can change lives and communities.- Generosity requires courage to give without controlling outcomes.- Investing in people can yield long-term benefits.- Reflect on who has been generous to you and how it impacted you.- Choose one act of generosity to practice this week.

Toxic behaviour can quietly destroy a team’s morale, trust, and performance — and as a leader, ignoring it isn’t an option.In this episode of Strategy, Leadership and Impact, Blake Repine dives deep into how to recognise, address, and lead through toxic dynamics in the workplace. You’ll learn:✅ The hidden cost of toxic behaviour✅ The most common types of toxic personalities✅ How to address issues early — without fear or drama✅ The leader’s role in protecting team culture✅ Why psychological safety doesn’t mean avoiding accountabilityWhether you’re leading a small team or an entire organisation, this episode gives you practical tools to confront difficult behaviours while reinforcing trust and performance.📌 Subscribe for more leadership insights, strategy tools, and practical impact#Leadership #ToxicWorkplace #PsychologicalSafety #Accountability #LeadershipDevelopment #TeamCulture #StrategyLeadershipImpact

In this motivating episode, we break down the essential steps to achieve your goals and stay focused along the way. Discover how clarity, consistency, and small daily actions build unstoppable momentum toward your biggest dreams. Whether you’re chasing a personal milestone or a professional target, this episode will remind you that progress comes from persistence, not perfection.

Tune in, get inspired, and start turning your vision into reality today.

In this compelling episode of the Strategy, Leadership & Impact podcast, Blake Repine sits down with adventurer, author, and motivational speaker Luke Richmond, the force behind OLOC Adventures (https://www.olocadventures.com/). From surviving addiction to rowing oceans, climbing the world's highest peaks, and crossing the Gobi Desert, Luke shares the mindset, grit, and strategy it takes to push beyond physical and mental limits.

Blake and Luke explore how extreme adventure shapes resilience, decision-making, and personal leadership. They discuss the parallels between leading in high-risk environments—whether in the boardroom or on a mountain—and how embracing discomfort can unlock purpose and performance. Luke also reflects on his military background, the importance of discipline, and how his philosophy of “One Life, One Chance” guides everything he does.

Whether you're leading a team, transforming an organisation, or facing a personal challenge, this episode offers raw insights and practical lessons on courage, clarity, and commitment.

Tune in to discover:

How to reframe fear and failure
The power of lived experience in leadership
Why adventure and adversity can be your best teachers
- What it means to live with intention and impactFind out more about Luke, his adventures, books and speaking at https://www.olocadventures.com/

Strategic thinking is a learned discipline, not just a trait some are born with. To get better at it, leaders need to intentionally sharpen their mindset, skills, and habits. Here's a practical breakdown of how to do that:

1. Shift from Operator to ArchitectOperational work focuses on the day-to-day, while strategic thinking focuses on shaping the future. You need to deliberately shift how you allocate time and mental energy.

Tip: Use the 70-20-10 rule—spend 70% on strategic priorities, 20% on enabling others, and 10% on firefighting.
Practice: Audit your calendar monthly. Are you spending time on what's important, or just what’s urgent?

2. Practice Systems ThinkingStrategic thinkers look beyond symptoms and see the systems at play.

Action: Map out cause-effect relationships when analysing challenges (e.g. using causal loop diagrams or fishbone diagrams).
Question to ask: What patterns or structures are influencing these outcomes?

3. Read Broadly and Cross-FunctionallyLeaders who think strategically draw insights from multiple disciplines—economics, psychology, technology, sustainability, etc.

Tip: Read one book or listen to one podcast a month that is outside your domain.
Challenge: Attend events or forums in industries different from your own.

4. Build Time for Strategic ThinkingYou can't think strategically in 5-minute gaps between meetings. Strategic thinking requires space for deep, uninterrupted thought.

Tip: Block “strategic thinking time” each week—treat it as a non-negotiable.
Tool: Use reflection questions like:
- What are the three biggest external forces that could disrupt us?
- If we had to start this company again today, what would we do differently?

5. Develop Strategic CuriosityCultivate the habit of questioning assumptions and exploring alternatives.

Practice: When someone proposes a solution, ask: What else could work? What would the opposite approach look like?
Tool: Use Edward de Bono’s Six Thinking Hats technique to consider issues from multiple angles.

6. Engage with Diverse ThinkersStrategic insight often comes from conversation, not isolation.

Action: Surround yourself with people who challenge your thinking—mentors, peers, advisors, even skeptics.
Tip: Create a personal “strategic advisory board” (formal or informal) to test your ideas.

7. Use Strategic Frameworks OftenFamiliarity with proven tools helps you think more clearly and consistently.

Examples:
- Porter’s Five Forces – industry competition
- Blue Ocean Strategy – innovation and differentiation
- Balanced Scorecard – aligning strategy to performance
- Scenario Planning – exploring future possibilities

8. Reflect on Strategic DecisionsLearn from the past to improve future choices.

Action: After major decisions, conduct a strategic review. What worked? What didn’t? What blind spots emerged?
Tool: Use pre-mortems and post-mortems for key initiatives.

Getting better at strategic thinking is a journey—it’s not about having the perfect answer, but consistently applying the discipline to see farther, think deeper, and lead with intent.

Balancing leadership and technical expertise is crucial for effective management, especially in roles where both strategic vision and deep subject matter knowledge are essential. Here's a breakdown of how to strike that balance:

Define Your Role's Priorities
Leadership Focus: As a leader, your primary responsibility is guiding the team, setting strategic direction, and fostering a positive culture. Ensure your leadership duties are prioritised.
Technical Involvement: Stay engaged in technical areas where your expertise adds the most value, but avoid micromanaging.

Tip: Delegate technical tasks to trusted experts and focus on decision-making, problem-solving, and empowering the team.

Maintain Technical Competence
Stay updated on industry trends, advancements, and technical developments without trying to master every detail.
Leverage learning opportunities (e.g., industry events, certifications, or discussions with subject matter experts) to maintain credibility with technical teams.

Tip: Show curiosity about technical work to demonstrate your commitment without overshadowing your leadership focus.

Leverage Your Team's Strengths
Build a team with complementary skills, allowing you to focus on leadership while relying on their technical expertise.
Encourage cross-functional collaboration to foster innovation and build trust.

Tip: Acknowledge team contributions and recognise when their technical knowledge surpasses your own. This builds credibility and respect.

Communicate Effectively
Translate technical concepts into strategic goals for stakeholders.
Align technical details with organisational objectives to bridge the gap between vision and execution.

Tip: Practice active listening to understand both technical and non-technical perspectives fully.

Avoid Technical Micromanagement
Resist the urge to dive too deep into technical tasks, as it can undermine team autonomy and stifle innovation.
Trust your team to execute while providing guidance and support when needed.

Tip: Focus on outcomes rather than methods, allowing the team to find solutions independently.

Develop Emotional Intelligence
Build rapport with technical and non-technical team members by understanding their challenges and goals.
Use empathy and adaptability to bridge gaps between diverse teams.

Tip: Regularly seek feedback on how you balance leadership and technical involvement to refine your approach.

Focus on Long-Term Impact
Shift your perspective from "how" tasks are done to "why" they matter for the organisation.
Develop systems and structures that ensure technical excellence while driving organisational growth.

Balancing leadership and technical expertise is an ongoing process. By fostering collaboration, staying informed, and focusing on the bigger picture, you can effectively lead while ensuring technical excellence within your organisation.

Navigating ethical dilemmas as a leader requires a blend of personal integrity, clear communication, and structured decision-making. Here are some strategies to help you address ethical challenges effectively:

Establish a Strong Ethical Foundation- Define Core Values: Clearly articulate your personal and organizational values. Use them as a compass for decision-making.

- Lead by Example: Demonstrate ethical behavior consistently. Your team will look to you as a model.

Create an Open Culture- Encourage Transparency: Foster an environment where team members feel safe discussing ethical concerns without fear of retribution.

- Provide Training: Regularly educate your team on ethical practices and scenarios, so they are prepared to handle dilemmas.

Utilise Ethical Decision-Making Frameworks

- Identify the Dilemma: Clearly define the problem and the conflicting values or interests.

- Gather Information: Collect all relevant facts and understand the perspectives of all stakeholders involved.

- Evaluate Options: Consider the consequences of each potential decision, focusing on long-term impacts and alignment with core values.

- Seek Counsel: Consult with trusted advisors or colleagues to gain different perspectives.

- Make a Decision: Choose the course of action that aligns best with ethical principles and organisational values.

- Reflect on the Outcome: After the decision is implemented, evaluate the results and learn from the experience.

Balance Stakeholder Interests- Consider the impact of decisions on employees, customers, shareholders, and the broader community. Strive for a solution that maximises positive outcomes while minimising harm.
Be Transparent in Communication- Explain Your Reasoning: When faced with tough choices, openly communicate the rationale behind your decisions.

- Acknowledge Mistakes: If an ethical misstep occurs, take responsibility quickly, and outline steps for rectification.

Prepare for Conflict- Ethical decisions often involve conflicting interests. Be prepared to manage disagreements constructively, focusing on respectful dialogue and mutual understanding.
Stay Informed and Adaptive
Continuously educate yourself on emerging ethical issues in your industry. Adapt your policies and practices to address new challenges proactively.

Applying these strategies will help maintain integrity and trust within the community and your team. By prioritising ethical leadership, you can build a culture of trust and accountability, positioning your organisation for sustained success and positive impact.

Identifying your leadership strengths and weaknesses is essential for personal growth and organisational success.

Here’s a practical guide to help you:1. Self-Reflection

Analyse past successes and failures: Reflect on scenarios where your leadership excelled or fell short. What contributed to these outcomes?
Identify core values: Consider what drives your decision-making and how those values shape your leadership style.

2. Gather Feedback

Ask for feedback: Solicit input from peers, team members, and mentors. Use anonymous surveys for honest responses.
360-degree feedback: Utilise formal feedback tools to gather insights from all levels of your organisation.

3. Assess Key Leadership Competencies

Evaluate yourself in critical leadership areas:

Communication: Are you clear, concise, and inspiring?
Decision-making: Do you make timely, well-considered decisions?
Emotional intelligence: Are you empathetic and able to manage emotions effectively?
Delegation: Do you empower others or micromanage?
Adaptability: How well do you handle change or uncertainty?

4. Use Assessments

Personality and leadership assessments: Tools like Myers-Briggs, DiSC, or Gallup StrengthsFinder can reveal tendencies and natural strengths.
Emotional intelligence tests: Assess how well you manage relationships and emotions.
Leadership surveys: Use validated tools such as the Leadership Practices Inventory (LPI) to identify specific traits.

5. Observe Patterns in Your Leadership

Analyse team performance: Are you fostering high engagement and productivity?
Review recurring challenges: Are there consistent issues that arise under your leadership, such as miscommunication or lack of clarity?

6. Engage a Coach or Mentor

Leadership coaching: A coach can help you identify blind spots and create a development plan.
Mentorship: A mentor can share objective insights based on their experiences and observations.

7. Create a Development Plan

Prioritize weaknesses: Focus on the areas that impact your team and organisation the most.
Leverage strengths: Double down on what you do well to maximise your effectiveness.
Set actionable goals: Create specific, measurable steps to improve in weaker areas.

8. Continuously Learn and Adapt

Seek feedback regularly: Make it a habit to ask for input and evaluate progress.
Invest in growth: Attend workshops, read leadership books, and network with other leaders.
Adapt to changes: Leadership needs to evolve, so periodically revisit your strengths and weaknesses.

Influence and authority are essential in leadership, but they operate differently and yield different outcomes. Understanding the distinction and interplay between the two is key to effective leadership, especially in environments prioritising collaboration, innovation, and change management.Authority: The Power of PositionAuthority comes from a leader's formal position or title within an organisation. It is tied to the structure and hierarchy, giving leaders the right to make decisions, enforce rules, and allocate resources.Strengths of Authority:- Provides clear decision-making power.- Ensures accountability and structure.- Useful for enforcing compliance and maintaining order.Limitations of Authority:- Can lead to resistance if overused.- Often limited to the boundaries of the role or organization.- Less effective in inspiring intrinsic motivation or creativity.Authority works best in situations requiring quick decision-making, crisis management, or when roles and responsibilities are explicitly defined.Influence: The Power of ConnectionConversely, influence is the ability to shape opinions, behaviours, or outcomes through persuasion, inspiration, and relationship-building. Unlike authority, influence is earned rather than granted.Sources of Influence:- Personal credibility and expertise.- Trust and strong relationships.- Emotional intelligence and understanding of others’ needs.- Vision and ability to inspire.Strengths of Influence:- Encourages collaboration and buy-in.- Generates trust and loyalty.- Extends beyond formal boundaries, creating impact even without positional authority.Limitations of Influence:- Building influence takes time and effort.- Requires consistent authenticity and competence.- Can be undermined if trust is lost.Influence is particularly effective in driving change, motivating teams, and fostering innovation, where collaboration and engagement are critical.The Power of Combining BothThe most effective leaders know how to balance authority and influence. While authority provides the foundation for decision-making and accountability, influence ensures that others are engaged, motivated, and aligned with the vision.When to use Authority:- During emergencies or when swift action is required.- To clarify roles and enforce non-negotiable standards.When to use Influence:- To inspire change, foster creativity, or build culture.- When working with peers, stakeholders, or external partners where authority may not exist.Developing Influence as a Leader- Cultivate Trust: Be consistent, honest, and reliable.- Build Relationships: Take time to understand the people around you and their motivations.- Demonstrate Competence: Show expertise and a willingness to grow.- Communicate Effectively: Be clear, empathetic, and persuasive.- Lead by Example: Model the behaviour you want to see in others.By mastering influence and authority, leaders can create a lasting impact and drive results while fostering a positive, motivated, and aligned team culture.

Being a first-time leader comes with many challenges as you transition from an individual contributor to someone responsible for guiding and motivating others. Here are some key challenges you might face:1. Adjusting to a Leadership MindsetChallenge: Shifting from doing the work yourself to enabling and empowering others to do it.Why it’s hard: Many new leaders find it difficult to let go of tasks they used to excel at and delegate effectively.2. Building Credibility and TrustChallenge: Earning the respect and trust of your team, especially if you were recently promoted from within the same group.Why it’s hard: People may perceive you as “one of them” rather than a leader, and you need to prove your leadership capabilities.3. Balancing Relationships and AuthorityChallenge: Maintaining professional boundaries while being approachable and supportive.Why it’s hard: New leaders often struggle with wanting to be liked while needing to enforce rules and make tough decisions.4. Decision-Making Under PressureChallenge: Making decisions that affect your team and possibly the organisation.Why it’s hard: There’s a fear of making mistakes or being judged for poor choices.5. Managing ConflictChallenge: Addressing interpersonal conflicts or underperformance in a fair and constructive way.Why it’s hard: Conflict resolution can feel uncomfortable, especially for first-time leaders who may want to avoid confrontation.6. Time Management and PrioritisationChallenge: Balancing your own tasks with leading others and meeting organisational expectations.Why it’s hard: It’s easy to feel overwhelmed when juggling leadership responsibilities and personal work.7. Giving FeedbackChallenge: Providing constructive feedback without demoralising team members.Why it’s hard: Many new leaders hesitate to give critical feedback for fear of damaging relationships.8. Dealing with Imposter SyndromeChallenge: Feeling unqualified or doubting your ability to lead effectively.Why it’s hard: First-time leaders often feel the pressure to prove themselves and fear being perceived as a failure.9. Aligning with Organizational GoalsChallenge: Understanding and implementing the broader vision and strategy of the organisation within your team.Why it’s hard: It can be difficult to translate high-level goals into actionable steps for your team.10. Navigating AmbiguityChallenge: Leading in situations where there are no clear answers or a playbook to follow.Why it’s hard: Uncertainty can be intimidating, and new leaders may feel they lack the experience to handle it.Strategies for Overcoming These ChallengesSeek mentorship or coaching: Experienced leaders can provide guidance and advice.Focus on continuous learning: Leadership is a skill that improves with time and practice.Communicate openly and often: Build trust by being transparent and fostering dialogue.Set clear expectations: Provide clarity to your team about goals and performance.Ask for feedback: Actively seek input on your leadership style to improve.

Leadership is the ability to guide, inspire, and influence individuals or groups toward achieving common goals or objectives. It involves creating a vision, setting direction, and motivating people to work collaboratively while fostering an environment that encourages growth, innovation, and resilience.

At its core, leadership is about influence, not authority. A great leader earns the trust and commitment of their team, rather than relying solely on positional power. Effective leadership requires a mix of skills, traits, and behaviors, such as:

1.Vision: Setting a clear, compelling direction for the future.

2.Communication: Sharing ideas and expectations in a way that resonates with others.

3.Empathy: Understanding and valuing the perspectives and needs of others.

4.Adaptability: Navigating uncertainty and adjusting strategies as circumstances change.

5.Integrity: Leading by example through honesty, accountability, and ethical behavior.

6.Decision-Making: Making informed and timely choices, often in challenging situations.

7.Inspiration: Energizing and motivating individuals to strive for excellence.

Leadership takes many forms, from transformational leadership that drives cultural or organizational change, to servant leadership that prioritizes the growth and well-being of team members. Ultimately, it is about creating positive impact, aligning people’s efforts, and enabling them to achieve more together than they could individually.

Avoiding burnout requires a proactive approach to managing stress and maintaining a healthy work-life balance. In this episode, our host, Blake Repine, shares 10 strategies that can help you avoid burnout. Everyone is different, and finding strategies that work best for you is essential. If you continue to struggle with burnout despite implementing these strategies, consider seeking support from a mental health professional who can provide personalised guidance. Remember, it's okay not to get it right the first time. Be patient with yourself and keep trying different strategies until you find what works best for you.

In this episode, we talk about identifying the signs of burnout. Burnout is a state of physical, mental, and emotional exhaustion caused by prolonged stress and overwhelming work demands. It can affect various aspects of your life, including your job, relationships, and overall well-being. Recognising the signs of burnout is essential for taking steps to address it.

Psychosocial hazards are hazards that arise from or about the design or management of work, the working environment, and workplace interactions or behaviours and may cause psychological and physical harm. These hazards can lead to conditions such as anxiety, depression, post-traumatic stress disorder (PTSD), sleep disorders, musculoskeletal injuries, chronic diseases, and physical injuries following fatigue-related workplace incidents. The body's reaction to these hazards is stress, which can have physiological and psychological effects. While stress is not an injury, frequent, prolonged, or severe stress can cause harm. It is essential to manage psychosocial hazards to protect workers' health andsafety, reduce costs and disruptions associated with injuries, and improve overall organisational performance and productivity.

Understanding financial metrics is essential and can empower CEOs, senior executives, and board members. It's the key to unlocking an organisation's success. In this episode, we will demystify some crucial financial metrics that every business leader should be well-versed in. This will give you the control and confidence to steer your company towards prosperity.By understanding and tracking these key financial metrics, you can make informed decisions to help your business grow and thrive.

Leading by example is an effective way to inspire and motivate others to follow your lead. When you lead by example, you set a positive and influential precedent for those around you. Here are some steps to help you lead by example:

Define your values: Clarify your values and the principles that guide your actions. Identify the qualities and behaviours you want to exemplify as a leader.
Be authentic: Authenticity is crucial when leading by example. Stay true to yourself and your values. People are more likely to trust and respect a genuine and consistent leader.
Demonstrate integrity: Act honestly, fairly, and ethically in all your interactions. Uphold high standards of integrity and be transparent in your decision-making processes.
Exhibit professionalism: Maintain a professional demeanour and approach to work. Be punctual, reliable, and organised. Take your responsibilities seriously and demonstrate dedication to your role.
Show empathy and respect: Treat others with compassion and respect. Listen actively to their perspectives, value their contributions, and show genuine care for their well-being. Create a supportive and inclusive environment.
Take initiative: Proactively take on tasks and responsibilities without waiting to be asked. Show initiative, be self-motivated, and demonstrate a strong work ethic. Your willingness to take the lead can inspire others to do the same.
Communicate effectively: Practice clear and open communication. Share information, goals, and expectations openly with your team. Be a good listener, offer constructive feedback, and encourage open dialogue.
Embrace accountability: Hold yourself accountable for your actions and decisions. Admit and learn from mistakes and take ownership of the outcomes. When others see you taking responsibility, they will be likelier to do the same.
Continuously learn and grow: Cultivate a growth mindset and commit to lifelong learning. Stay updated on industry trends, seek opportunities for self-improvement, and encourage others to develop their skills and knowledge.
Inspire and motivate: Stay positive, enthusiastic, and motivated to inspire others. Celebrate achievements, recognise your team's efforts, and provide encouragement when challenges arise.

Remember, leading by example is an ongoing process. Consistently demonstrate the qualities and behaviours you wish to see in others; your actions will positively impact those around you over time.

Corporate responsibility, also known as corporate social responsibility (CSR) or corporate citizenship, refers to a company's commitment to addressing and managing its impact on society and the environment. Integrating social, environmental, and ethical considerations into a company's business practices and decision-making processes.

Corporate responsibility extends beyond the pursuit of profit and encompasses a broader set of responsibilities towards stakeholders, including employees, customers, communities, suppliers, and shareholders. It recognises that businesses have a role in contributing to sustainable development, fostering positive social outcomes, and minimising negative environmental impacts.

Critical areas of corporate responsibility often include:

Environmental Sustainability: Companies are expected to adopt practices that minimise their environmental footprint, such as reducing greenhouse gas emissions, conserving resources, promoting renewable energy, and implementing waste management and recycling initiatives.
Ethical Business Practices: Conducting business with integrity, transparency, and fairness. Companies must adhere to ethical standards, combat corruption and bribery, and ensure responsible governance.
Social Impact and Community Engagement: Companies are encouraged to engage with and positively contribute to the communities in which they operate. This can include supporting local initiatives, investing in education and healthcare, promoting diversity and inclusion, and respecting human rights throughout their supply chains.
Employee Well-being and Development: Ensuring employees' well-being, safety, and fair treatment is an essential aspect of corporate responsibility. This involves providing a safe working environment, fair wages, equal opportunities, and supporting employee development and work-life balance.
Stakeholder Engagement and Dialogue: Companies must engage in open and transparent dialogue with their stakeholders, including customers, investors, employees, and communities. This helps build trust, allows for feedback, and enables companies to understand and respond to societal expectations and concerns.
Responsible Supply Chain Management: Companies ensure that their supply chains operate ethically and sustainably. This includes monitoring suppliers for compliance with labour and environmental standards and addressing any issues.

Corporate responsibility is not only driven by ethical considerations but also by the recognition that responsible business practices can lead to long-term financial success. It can enhance a company's reputation, attract and retain talented employees, strengthen customer loyalty, and mitigate risks associated with environmental and social issues.

Many companies now publish sustainability reports or CSR reports to communicate their commitments, goals, and progress in these areas, allowing stakeholders to assess their performance and hold them accountable. Additionally, various frameworks and standards, such as the Global Reporting Initiative (GRI), the United Nations Global Compact, and the new IFRS (International Financial Reporting Standards) Sustainability Disclosure Standards S1 are the general requirements for the disclosure of sustainability-related financial information and S2 climate-related disclosures which came into effect 1 January 2024.

The power of collaboration lies in its ability to leverage diverse perspectives, skills, and resources to achieve common goals more effectively and efficiently than individuals working alone. In this episode, we explore these key aspects:

Synergy
Shared Resources
Enhanced Learning
Increased Efficiency
Risk Sharing
Improved Decision Making
Building Relationships
Fostering InnovationThrough collaboration, individuals and organizations canachieve greater impact, innovation, and success than they could on their own.

Ethical leadership plays a pivotal role in fostering organisational success and societal well-being. In this episode we explore the concept of ethical leadership, its significance, and the key characteristics and behaviours associated with ethical leaders. We also delve into the importance of trust, integrity, and social responsibility in ethical leadership and highlight the potential benefits and challenges faced by ethical leaders in various contexts. Additionally, we share some real-world examples and practical strategies for developing and promoting ethical leadership in organisations. Ultimately, the goal is to highlight the transformative power of ethical leadership in creating sustainable and morally upright environments.

In this episode, we discuss leadership, and leading, during times of crisis. Leadership in times of crisis is a critical and challenging task that requires a unique set of skills and qualities. Crises can come in various forms, such as natural disasters, economic downturns, pandemics, orsocial and political unrest. During these difficult times, effective leadership becomes even more crucial to navigate uncertainties, provide guidance, and inspire confidence among individuals and communities. Here are some key principles and qualities that are important for leadership in times of crisis that we discuss further in the episode:

Calmness and Composure
Clear Communications
Decisiveness
Empathy and Support
Adaptability and Flexibility
Collaboration and Teamwork
Ethical and Values-based Leadership
Resilience and Optimism
Learning and Adaptation
Long-term Vision

As mentioned in the show, see episode 25 - What is Resilience to learn more about this topic.

Starting a new job, whether in your current career field or a new one, can be rewarding and daunting. Understanding the benefits and challenges can help you to smooth the transition.

In this episode, we discuss the difference between organisations and leaders that focus only on compliance and those that focus on gaining commitment from their team. There is a big difference between the two and one is definitely better than the other.

In this episode, we discuss 25 things that can help you to create a growth mindset.

A growth mindset is one where you believe that your talents, skills and abilities can be developed through things such as experience and learning. Do you have a growth mindset?

In this episode, we discuss why trying to get everything perfect can keep you from achieving. Some of us place a requirement on ourselves, both in our professional and private lives, that things have to be perfect and that you have to be perfect before you can do certain things. Being perfect is subjective and more than likely things will never be perfect. However, things don't have to be perfect to be right and you don't have to be perfect to be successful.

In this episode, we explore the topic of managing up. We talk about what managing up means and some strategies you can use to successfully manage up. Whether you have an incompetent supervisor or want to help your boss be as successful as they can be, there is a way to manage up.

In this episode, we explore unconscious bias (also known as cognitive bias), the various types, how to recognise them, and address them in yourself and the workplace.

Link to the article Bias Blind Spot: https://pubsonline.informs.org/doi/pdf/10.1287/mnsc.2014.2096

Link to the Harvard Implicit Association Test (IAT): https://implicit.harvard.edu/implicit/takeatest.html

One of the things that can move us forward to our goals is accountability. Allowing others to hold us accountable along the way may be uncomfortable but it is definitely worth it.

In this episode, we discuss 3 key ingredients that you need in order to have a successful business. Of course, there are many things that need to happen along the way to creating your business but if you have these three things, your business will rocket to success. The 3 Key ingredients that will propel any business forward are:

Addressing a need or solving a problem.
Passion.
The right mix of skills and personalities.

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In this episode, I had the pleasure of sitting down with Katie Tebbatt and Ben Groth to talk about their new company 360 View. Katie and Ben, along with Janelle Davey, established 360 View to help people achieve their highest level of potential. The 360 View concept addresses the wholistic person and multiple aspects of their lives. In this episode, Katie and Ben share with us why they founded 360 View, what they hope to achieve and how they're overcoming challenges along the way.

If you'd like to connect with 360 View they can be found:

https://www.360view.co/

https://www.instagram.com/360view.co/

https://www.facebook.com/360view.co

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In this episode, we discuss the phenomenon of imposter syndrome. We talk about what imposter syndrome is and how common it is. We also offer four steps to address imposter syndrome. The four steps are:

Recognise that you are not alone, it is not uncommon
Remove self-doubt, have confidence in yourself and your abilities
Keep learning and improving your skills and knowledge
Realise that something doesn’t have to be perfect to be right

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Over the years, I've heard and believed many myths about leadership. For this episode, I've shared 4 myths of leadership that I've probably heard the most. While I've only shared 4, I do recognise that there are many more. Here are the 4 I've shared:

You are a leader because of your job or title.
Once you're in a senior/leadership position, everyone will do exactly what you say.
Once you're in a senior/leadership position, you can do whatever you want and the rules won't apply to you anymore.
You'll have more time to relax; your work will get easier.

I'd love to hear about some of the myths you're familiar with. Feel free to share them with through one of the platforms below.

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Building a tribe means creating a following of people who respect you, believe in you, support you, and want you to succeed. Anyone can have a tribe of like-minded people; these tribes can be good and bad. There are 7 and a half billion people in the world, there are bound to be people who think like you or have similar values to you. Like attracts like. Once you’ve identified who you are, what your values are, then you can develop your personal brand, key messages and start to build your tribe. It may not be easy but they’re out there, you just have to find them.

4 Steps to building your tribe –

Understand who you are
Be genuine, open and true
Be consistent
Value and be loyal to your follower; build trust

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Starting and growing a business can be stressful. However, there are some things that you can do to alleviate your stress. In this video, I share four tips on what you can do to reduce your stress when you're starting or growing your business. Tip 1 - Get Expert Advice/Help Tip 2 - Learn to let go and allow others to make decisions Tip 3 - Find a sounding board Tip 4 - Find time for yourself Connect with me - LinkedIn - https://www.linkedin.com/in/blakerepine/ Instagram - https://www.instagram.com/blake_repin... Facebook - https://www.facebook.com/strategylead...

The definition of success is 'the accomplishment of an aim or purpose'. Everyone's aim or purpose in life will be different and that is why everyone will define success differently. However, it is up to you to define what success is for you. If you want to feel fulfilled, then work toward your definition of success and not what others tell you it should be.

Have something you want me to discuss on a podcast? Contact me at blakerepine@gmail.com

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We've been hearing a lot about resiliency in the media lately and recently I had someone ask me what exactly does it mean to be resilient and how do we know when we've developed resiliency. In this episode, I define what resilience is and how we develop it.

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In this episode, I had the chance to interview Jane Williams. Jane’s background is in nursing in rural and remote communities. She is a registered nurse with several years' experience in delivering care to people in rural and remote communities across Western Queensland. Jane has also been on the board of the Central West Hospital and Health Service since 2012 and is currently the Chair of that board. Additionally, Jane is on the board of Health and Wellbeing Queensland, Health Workforce Queensland, the Rural Flying Doctor Service Foundation, and the Queensland Music Festival. As you can see, Jane is a very experienced board member and Chair. Jane is also extremely passionate about improving the lives of the people and the communities in rural and remote Queensland.

Have a topic that you would like for me to discuss or feedback? Contact me via email at blakerepine@gmail.com

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www.blakerepine.com.au

www.soldiertoexecutive.com

I've talked a lot about moral courage over the last few episodes and several people have asked me what exactly is moral courage. In this episode, I define what moral courage is and give a couple of examples. Also, the podcast is now available as a video on YouTube (link below).

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Comments, questions and feedback:

blakerepine@gmail.com

In this episode, we share why you need to understand what your personal value proposition is and why you need to have one. Companies use their value proposition to define what sets them apart from their competition. You should have a personal value proposition that shows your employer or potential employer what sets you apart from others and how you add value to the organisation.

We also share 3 tips for developing your personal value proposition. These tips are:

Quantify or qualify what you have achieved.
Show how you have achieved, or will achieve, where the organisation has failed (the problem you will solve)
Show how you are unique

Have a topic that you would like Blake to discuss? Send any requests or feedback to blakerepine@gmail.com

Join Blake's network by connecting with him on LinkedIn at https://www.linkedin.com/in/blakerepine/

In this episode, Blake talks about developing Key Performance Indicators (KPIs) that are relevant and achievable. Getting your KPIs right can propel your organisation to success.

6 Principles to developing meaningful KPIs that will move the organisation forward:

They must be relevant to the organisation’s strategy
They must be relevant to the role
They must be within the individual’s control
They must be limited in number
They must be measured regularly
They must be achievable

Connect with Blake on LinkedIn at https://www.linkedin.com/in/blakerepine/

For comments or topics that you would like to hear from Blake about you can contact him at blakerepine@gmail.com

In this episode, Blake talks about using Strategy Maps to understand how an organisation fulfills its mission, identify opportunities, and achieve success. The idea of strategy maps was introduced by Robert S. Kaplan and David P. Norton in their article "Having Trouble with Your Strategy? Then Map it" that was published 1 September 2000 by the Harvard Business Review. Blake shares examples of how he uses strategy maps and gives practical advice on how you can apply the strategy map concept to any organisation.

Link to the Harvard Business Review article mentioned in this episode:

https://hbr.org/2000/09/having-trouble-with-your-strategy-then-map-it

There is a big difference between leading your team and managing your team. The more experienced your team is, the less you will have to manage them, and the more you will need to lead them. It's important that we know the difference. Once you have put together a great team, get out of their way and let them perform.

In this episode, Blake shares with you how to get started on your way to success. Many people talk about how they dream of achieving things in their lives but they never do. One of the main reasons why they don't achieve their dreams is because they never get started working toward them. If you ever want to achieve anything, the first thing you have to do is get started, even if the pathway is not clear. Once you get started, you'll learn along the way and eventually, you will find your way.

In this episode, we talk about how senior roles come with a high level of authority and how we should use that authority responsibly. We have to realise that often there is no difference between asking and telling. Additionally, we should never use our authority to put someone who works for us in a position where they may have to compromise their integrity.

In this episode, Blake shares with you how he starts his day off in order to be at his best. Blake discusses how it is important to find time to focus on yourself so that we can be there for others.

In this episode, we discuss how not everyone you work with will like you and you are probably not going to like everyone you work with. However, this does not mean that you cannot get along and work well together. It is still possible to have a strong professional relationship that is productive. As a leader, there are times when you are going to have to make decisions that are not popular and people will be angry with you but you have to have the courage to make the decision.

In this episode we explore how you can become a great leader by focusing on your people. The people you lead determine whether or not you succeed or fail. By focusing on developing your team you will be successful. Richard Branson is quoted as saying, "Clients do not come first. Employees come first. If you take care of your employees, they will take care of the clients." The same is true for leaders. Leaders don't come first, their people do. Great leaders put their people first and work hard to develop them to their fullest potential. If you want to be a great leader, then start by focusing on your people. Create opportunities for them to grow and add value.

This past week I had the opportunity to attend and speak at the Northern Territory State Conference for the Australian HR Institute (AHRI). During the conference, I was able to interview the CEO of AHRI, Lyn Goodear. Throughout the interview, Lyn gives us great insight into the professionalization of the HR profession, the value that well-developed HR can bring to organisations, and the importance of HR in organisational culture.

I've heard a lot of people say 'that's not my job.' There are various reasons why someone might say this but at the end of the day it is self-limiting and leads to you being marginalized. If you want to be successful and grow in your career, then you need to do the complete opposite. Instead of saying 'that's not my job', look for additional tasks that will challenge you.

We all have relationships, both personal and professional. The types of people we keep in our circle can have a major impact on our lives and careers. If these relationships are toxic it will hold us back. However, if they are positive and supportive they can be beneficial in our journey to success.

There are a number of leadership principles that apply to the company director, executive, or anyone in a leadership role. In this episode we discuss these principles as well as my recent experience attending the Company Directors Course with the Australian Institute of Company Directors (AICD).

Communications sucks, in most organisations. This week we talk about communications. The main focus is communicating within organisations but we also discuss communicating to stakeholders and others outside the organisation.

In this episode we briefly discuss what is a leader. There is not a universal definition of what makes a leader or what exactly leadership is but there are common themes or qualities.

Over the past few weeks many people have commented that they either want to move up in their career or move into a new career altogether however, there is always something holding them back. In this episode, we talk about overcoming obstacles that may be holding you back and put things into perspective about reinventing yourself to achieve what you want.

In this episode, we discuss taking care of ourselves and some principles about how to look at our personal lives. We can all get busy and focus on things that don't make us happy or lead to positive outcomes. However, this does not have to be the case!

In this episode we discuss some of the outcomes from the Royal Commission into Misconduct in the Banking, Superannuation and Financial Services Industry (the Hayne Commission). Particularly, we discuss culture and how boards need to focus on monitoring culture. Additionally, we discuss how leadership should be looked at has a hard skill and not a soft skill particularly for senior executives. There are methods to measure one's leadership ability and there are metrics that measure the culture of an organisation. There is a need for boards to include more members who specialise in leadership and organisational culture.

The topic for this episode comes from a listeners request. This week we discuss having confidence in yourself, taking advantage of opportunities and living a life without regrets.

In this episode we discuss what is culture and how to identify a bad, or toxic, culture. We also talk about how it is an executive's responsibility to ensure that the culture of an organisation is positive.

In this episode, we discuss the ability to work across multiple industries. There are a number of skills that someone can successfully apply to any organisation regardless of the industry they operate.

In this episode, we talk about what strategic thinking is. There isn't a generally accepted definition of what strategic thinking is or what specifically constitutes strategic thinking and, at times, it can be a bit ambiguous.