The Positive Ripples We Create When We Align What We Do With Who We Are.

By Rob Bishop

Over the years, I’ve met hundreds of people at career crossroads. Some are riding the wave of a recent promotion, others are grappling with redundancy and many are just quietly wondering: What’s next for me?

In these moments, I often return to a deceptively simple idea: Motivational Fit.

It’s not just a recruitment tool. It’s not a buzzword. For me, it’s about alignment, that sweet spot where your skills, values and inner drivers come together in a way that feels energising and authentic.

Because when people say yes to roles they can do, but don’t want to do, the consequences often ripple out negatively in quiet but powerful ways – impacting wellbeing, performance, teams and culture.

Capability vs Motivation: A Subtle But Powerful Divide

Have you ever been told you’d be perfect for a job — and believed it, even if something in you wasn’t sure?

Or hit “apply now” on half a dozen roles during a time of uncertainty, even though none of them sparked anything beyond vague relief?

Or maybe you said yes to a promotion simply because it seemed like the logical next step?

These are common crossroads. And they’re easy to rationalise. But I’ve seen many people take those steps and slowly drift from the work that brings them joy — all while becoming more technically proficient, more relied upon, and more exhausted.

Some people rise to the challenge, tick every box… and quietly hate every moment.

Others realise, too late, that they’re out of alignment. They feel isolated, lose momentum, or second-guess their decisions. And because they’ve stepped “forward,” it feels hard to step “back.”

As a recruiter, I’ve watched people struggle when promoted into roles they weren’t motivated to do, or that demanded leadership without proper support or interest. These situations can lead to real disengagement; even in brilliant, capable people.

Thoughts Become Ripples

There’s a quote I’ve always loved:

“Watch your thoughts, for they become words.
Watch your words, for they become actions.
Watch your actions, for they become habits.
Watch your habits, for they become character.
Watch your character, for it becomes your destiny.”

– Lao Tzu

When we take the time to understand what truly motivates us — what energises us, aligns with our values, and feels “right” — we aren’t just making career decisions. We’re shaping our lives. Our energy. Our impact.

And the same is true for organisations. When teams or leaders can’t articulate what they stand for — when values are vague or disconnected from behaviour — people feel it. Trust erodes. Culture frays.

But when there’s clarity of thought and alignment between values and action, we create ripples of engagement, connection, and performance that go far beyond the individual.

Done well, your authentic self and your best self begin to look the same.

The Ripple Alignment Tool

To support this alignment, I often use a simple but powerful reflection exercise with candidates, clients and sometimes even whole teams. I call it the Motivational Fit Exercise, a kind of personal WOF that helps clarify what’s driving you.

It’s especially useful during times of change, decision-making, or growth.

✍️ The Exercise: Draw four columns and label them as follows

1. What I Can Do (Capability)

   • Skills, qualifications, experience. All the things in your toolbox.

2. What I Enjoy Doing (Motivation)

   • From column one, highlight the items that energise you — the work that flies by, that feels meaningful, that makes you smile more than frown.

3. What I’d Love To Do (Aspiration)

   • Future-focused. What roles, impact, environments or challenges light a spark for you? What do you dream about when no one’s watching?

4. Gaps To Bridge (70/20/10 – Experience / Coaching / Training)

   • What stands between today and that future vision? What do you need to learn, try, explore or ask for?

I encourage people to revisit this regularly — not just when applying for jobs. It brings insight, confidence and direction. It helps clarify what’s next, but also what matters.

And when used by managers with their team members, it becomes a powerful career development and engagement tool. It encourages genuine conversations about purpose, readiness and growth — and helps avoid the risk of mismatched promotions or burnout.

The Ripples of Motivational Fit

Motivational fit doesn’t just make people feel good — it changes how they behave.

When people are doing work that aligns with their values and energises them, they ripple positivity. They collaborate better. Think more clearly. Take feedback constructively. They recover faster from setbacks.

You can feel it in how they talk. You can see it in their work.

And when they’re misaligned? That ripples too — through disconnection, frustration, or quiet underperformance.

These ripples shape culture more than most strategy documents ever will.

Final Thoughts: Check In Before You Step Forward

Not every job will tick every box. And that’s okay.

But before you say yes to something new — or stay too long in something old — take a moment to check in with yourself.

Ask:

• What gives me energy?

• What am I doing when I feel most like myself?

• Where do my values and actions line up and, most importantly, where don’t they?

Because the better we understand what moves us, the better the choices we make and the more intentional and constructive our ripple becomes…

If you’d like a downloadable version of the Ripple Alignment Tool feel free to get in touch.

Real Life Isn’t a Highlight Reel

…And That’s Okay.

Lately, I’ve been noticing something — in conversations, emails, pauses between meetings. Many people are quietly doing it tough.

Not in dramatic, headline-worthy ways. More like a slow erosion. A kind of emotional wear and tear. A death by a thousand small cuts.

Work stress. Rising costs. Health worries. Political unease. Uncertainty about the future. Add in everyday disappointments — missed sleep, a hard conversation, a child struggling at school, a nagging sense of not being “enough” — and the load adds up.

And yet, so often, this is carried in silence.

The Social Media Mirage

What makes this quiet struggle harder is the contrast we’re constantly exposed to.

On social media, we see the best bits of people’s lives — sunsets, stylish homes, overseas adventures, smiling faces. It looks effortless. Glossy. Happy.

I often remind my kids that ‘comparison is the thief of happiness’, and that much of what they’re seeing is a highlight reel, not a documentary. But even when we know this, it’s hard not to internalise the message:

Everyone else seems to be thriving. So if I’m not… maybe I’m doing something wrong.

A Personal (and Slightly Tragic!) Reflection

It would be remiss of me to talk about comparison without confessing my own somewhat awkward position in the glamour stakes.

Scrolling through social media, I’m often met with sun-kissed influencers and impossibly symmetrical humans doing yoga on paddleboards. And then I catch sight of myself in the mirror, usually mid-yawn, holding a piece of toast, wondering when exactly my eyebrows started migrating in opposite directions.

I think I probably peaked in my early twenties — for about three days! There was a brief moment, possibly around 1994, where I thought, you know what, I don’t look too bad today. It didn’t last. That moment has since been eclipsed by decades of awkward angles, thinning hair, and the sudden appearance of body parts I don’t remember ordering.

And yet here I am. Still loved. Still showing up. Still good enough.

A Death by a Thousand Small Cuts

This isn’t about one big crisis. It’s about the slow accumulation of small things.

A difficult email. A child’s tantrum. A missed opportunity. A dent in the car. An awkward conversation. A power bill. A tightening chest at 2 a.m.

Alone, each one is manageable. But they don’t always happen alone. They stack. They echo. They wear you down.

And still, we often smile and say, “I’m fine.”

The Wisdom of Pooh and Piglet

There’s a passage I’ve always loved from A.A. Milne’s Winnie the Pooh:

“Today was a Difficult Day,” said Pooh.

There was a pause.

“Do you want to talk about it?” asked Piglet.

“No,” said Pooh after a bit. “No, I don’t think I do.”

“That’s okay,” said Piglet, and he came and sat beside his friend.”

“What are you doing?” asked Pooh.

“Nothing, really,” said Piglet. “Only, I know what Difficult Days are like… But goodness, Difficult Days are so much easier when you know you’ve got someone there for you. And I’ll always be here for you, Pooh.”

Sometimes, that’s what we need most — not advice or inspiration. Just someone who’ll sit beside us quietly, even when there are no words.

A.A. Milne

Embracing the Struggle

This isn’t one of those posts with five tips for instant wellbeing. I’m not here to tell you how to fix things. Sometimes things can’t be fixed in a tidy way.

This is just a moment of recognition — that struggling doesn’t mean you’re failing. That feeling overwhelmed isn’t a sign of weakness. That you’re not broken because you’re finding life hard.

You’re living a real life. Messy. Complicated. Entirely human.

A Gentle Path Forward

If today is a Difficult Day, here’s your Piglet moment — a quiet voice saying:

“You’re not alone. I’ll sit here with you.”

Don’t underestimate the strength it takes to keep going, especially when things feel heavy.

Hope doesn’t always come as a burst of motivation. Sometimes it’s just a soft voice saying: Tomorrow, we try again.

Until then, be gentle with yourself and keep going, it’s worth it.

Final Thought

If this resonated with you, maybe pass it on to someone who could use a little Piglet in their day.

You don’t need to fix the world. Sometimes just letting someone know you’re there is enough.

__________

Rob Bishop is the Director of Bishop Associates, a Christchurch-based recruitment and HR consultancy known for its values-led approach and deep commitment to people. With a background in psychology and psychotherapy, Rob brings a thoughtful, human lens to leadership, wellbeing, and workplace culture. He writes occasionally about the mess and magic of being human — often with a touch of humour, always with heart.

rob@bishopassociates.co.nz | +64 3 2650 666

The Self-Help Journey (That Wasn’t in the Plan!)

Most of us don’t start out on a self-development journey with a clear map in hand.

More often, we find ourselves drifting into it sideways — prompted by some quiet internal nudge, a difficult moment, or a sense that something inside us is asking for change.

We think we’re buying a “steamboat” — something with power, direction and purpose — but instead, we find ourselves on a leaky raft called personal growth, bailing water with one hand and Googling answers with the other.

In truth, human development is rarely neat or linear. We like to imagine it as a staircase: each step a course, a breakthrough, a better habit. But in my experience, it feels more like learning to float in unpredictable weather. One day you’re calm and confident; the next, you’re tipped sideways by a passing comment or some old fear you thought you’d long outgrown.

From Siddhartha to Sarcasm: What’s Actually Helped

I’ve spent a fair bit of time reflecting on this over the years.

Some of the books I encountered in my teens—The Road Less Travelled, Siddhartha, Brave New World—gave me a language for that search, even if I didn’t always know how to apply it. Later, I dipped into frameworks, theories, and modern approaches to self-awareness and leadership. Some helped. Some didn’t. Most made more sense in hindsight than in the moment.

What I’ve come to believe is this: true development is less about fixing ourselves and more about learning how to be with ourselves. To stay afloat, even when the sea is uncertain. To be curious, not just competent. And to know the difference between a life raft and a real sense of direction.

Meaningful self-development books

The Poem That Floated Up

Those that know me well know I occasionally write, mostly overly dark and pessimistic poetry! This one is a little lighter so potentially okay to share without causing any psychological harm to anyone! It came from that place of reflection – a slightly bewildered take on self-esteem, self-help, and all the awkward beauty of becoming a more whole version of oneself.

It’s funny because it’s true!

And it’s a little tender because, like many of us, I’m still learning how to sail this thing…

If you’ve ever found yourself spinning in circles, second-guessing your progress, or rolling your eyes at the latest “life hack” while secretly hoping it works – this one’s for you:

I Bought Myself A Steam Boat

I bought my self-esteem boat,
A typo, really, truth be told.
I meant to get a simple skiff but
They said this one was good as gold.

She came with sails of “Yes, You Can!”
The deck stamped simply “Learn to Thrive.”
The manual read “Be Love, Be Man”,
And I guess at least I tried.

She floated fine when I tested fate,
Though slightly tilted to the side.
I told myself, “You’re doing great,”
While Googling, ‘How do boats decide?’

The sea was deep with aging doubts,
And waves kept asking, “Who are you?”
I answered with a nervous shrug,
The self-reflecting thing to do.

The deck was cluttered with history,
Childhood fears, half-done plans,
A tatty box of Impostor Thoughts
And dreams I never quite began.

She rocked with every passing doubt,
Each breath of feedback less secure,
And though I tried to steer with clout,
Sarcasm patched a broken oar.

I tried affirmations to the stars,
But stars are cold and don’t reply.
I offered them my “growth mindset”,
They sent me back a silent sky.

Still on I navigate churning drink,
Patched-up hopes and half a map,
Becoming quite adept, I think,
At blaming all the usual crap.

Some days she glides. Some days she spins.
Some days I can barely raise my mast.
But here I am, afloat enough,
Not drowning but nor evolving…fast.

So if you spot me from the shore,
Still bailing doubts to stay afloat.
Just know I never hid my flaws,
I only meant to buy a boat.

Calibrating self-esteem!

And Now, Over to You

So here’s a question:
What have you found actually helpful in your own journey of self-understanding or growth?

Was there a book, idea, person, or even a mistake that shaped you in some lasting way?

I’d love to hear what helped you stay afloat.

__________

Rob Bishop is the Director of Bishop, Executive Search Consultant and apparently occasional poet!

rob@bishopassociates.co.nz | +64 3 2650 666

Could it be Intellect, Empathy and Pragmatism?

I’ve had a challenging year on the personal front. Various things with kids, work, selling the family house, moving offices, family health issues and some anxiety and depression problems within my ‘very special people’ group. Fair to say there has been a lot to manage and digest whilst also ensuring the business continues to offer the best recruitment and HR consulting services (yup – that was the plug!).

I have reached out to a few of my closest buddies to share what’s been going on, talk about my feelings, feel their care and listen to any pearls of wisdom and support they offer.

One friend is always particularly incredible in the way she balances practical advice, caring and kind thoughts as well as smart ideas about what possible action points. I wanted to thank her and let her know what made her support so special. I landed on telling her that the unique blend of intellect, empathy and pragmatism she offered was what made her such a diamond. Her formula for incorporating facets of heart, head and hands had a genuine positive impact on my wellbeing and made me thankful to have her in my life.

This got me thinking…!

This combination of attributes definitely make for special and valuable friendships; do they also have the potential to make special and valuable leaders, colleagues, teams and cultures…? Are we on to something here?

In today’s fast-paced and ever-evolving business landscape, success is not just about caring for your people, making the right decisions or having a brilliant mind. Is it perhaps about striking a harmonious balance between intellect, empathy, and pragmatism? Think of it as the secret sauce to thrive in the modern business world where the intricacies of human interaction, teamwork, and leadership success play a pivotal role.

The Brain Power (Head)

Let’s start with intellect, the intellectual horsepower that fuels innovation, problem-solving, and strategic thinking. In the business world, having a sharp mind is like having a Swiss army knife – it’s incredibly versatile. Intellect helps you see opportunities in challenges, envision the bigger picture, and make informed decisions. It’s the tool that allows you to think outside the box, devise groundbreaking strategies, and adapt to rapidly changing market dynamics.

The People Power (Heart)

Empathy, often undervalued but never to be underestimated, is perhaps at the heart of the equation. In an era where collaboration and teamwork are key to success, the ability to understand and connect with others on a deeper level is a game-changer. Empathy fosters trust, encourages open communication and promotes a healthy work environment. It enables you to walk in someone else’s shoes, see their perspective, and build stronger relationships with colleagues, clients, and partners.

Imagine a business leader who not only understands the needs of their team but also cares about their well-being. Such leaders are more likely to foster a culture of trust, loyalty, and commitment among their employees. Empathy is the glue that holds teams together, making them more resilient and capable of overcoming challenges.

The Pragmatic Approach (Hands)

Now, let’s add a dash of pragmatism to the mix. Whilst intellect fuels innovation and empathy nurtures relationships, pragmatism is the bridge that turns ideas into reality. Being pragmatic means making decisions based on practicality, feasibility, and resource availability. It’s about setting achievable goals, crafting actionable plans, and managing risks effectively.

In the business world, pragmatism keeps projects on track, budgets in check, and timelines met. It ensures that ambitious ideas don’t remain mere dreams but become tangible achievements. A pragmatic leader knows when to take calculated risks and when to rein in enthusiasm to avoid overextending resources.

A Winning Combo?

So, what happens when you combine intellect, empathy, and pragmatism in the world of business?

Perhaps you get a recipe for success that’s hard to beat. Intellect provides the vision, empathy builds strong relationships, and pragmatism ensures results.

In today’s business world, where collaboration and innovation are paramount, this winning combo becomes even more critical. A leader who embodies these qualities can not only inspire their team but also navigate the complex challenges of business, emerging technologies and changing market forces with finesse and style.

Success is not a one-size-fits-all concept. Perhaps it is about being intellectually agile, emotionally intelligent, and practically effective.

My friend really is a diamond – I appreciate how she leaves me feeling seen and understood but how she also has great ideas about potential solutions I might try and the wisdom to know what sort of things are likely to work and when I need to let go and trust the process.

Food for thought. Perhaps think about how you display these attributes and whether you’ve got the winning formula in you too. Do you have the potential to set free your inner diamond, develop your own secret sauce and ensure the people who’s lives you touch are also genuinely grateful you exist…

Rob Bishop

021 995 495

Anxiety has been on my mind recently for a variety of reasons. For mental health awareness week I thought it would be worthwhile to mention how often we find cases of anxiety at executive levels within organisations. People often seem to think that once you achieve seniority and success, you’ve naturally got your ‘stuff’ together and are less likely to suffer the ill effects of mental health.

In today’s fast-paced business world, leaders face not only the typical challenges of running an organisation but also the often-overlooked challenge of managing their own anxiety and mental health challenges.

Recognising and addressing anxiety at leadership levels is crucial for maintaining wellbeing, engagement and ensuring organisational success.

Spotting Anxiety in Leaders

Anxiety can manifest differently in leaders. Look out for signs such as:

• Increased Stress: If you notice a leader becoming more stressed than usual, it might be a sign of underlying anxiety.
• Perfectionism: Striving for excellence is admirable, but an excessive need for perfection can indicate anxiety.
• Overthinking: Leaders grappling with anxiety may overanalyse decisions or become indecisive.
• Physical Symptoms: Anxiety can manifest physically through headaches, sleep disturbances, or other ailments.

Managing Anxiety at Leadership Levels

Is is essential that organisations develop strategies for anxiety management, such as:

• Self-Awareness: Leaders should be encouraged to acknowledge their anxiety. Self-awareness is the first step toward effective management.
• Open Communication: Encourage leaders to discuss their anxiety with trusted colleagues or mentors. Sharing burdens authentically can be incredibly liberating and it sets a good example to people at all levels.
• Mindfulness and Stress-Reduction Techniques: Where possible organisations should promote mindfulness and stress-reduction exercises as regular practices to keep anxiety in check.
• Delegation: Leaders often take on too much. Encourage delegation to avoid burnout and reduce anxiety.
• Set Realistic Expectations: Help leaders set achievable goals and expectations, both for themselves and their teams.
• Professional Support: Don’t hesitate to seek or offer professional help when needed. Therapists, coaches and EAP support services can provide valuable guidance and help during challenging times.

Creating a Supportive Culture:

Leadership should foster a culture where addressing mental health and anxiety is encouraged and supported. This includes:

• Training and Education: Educate your leadership team about the importance of mental health and how to support one another as well as their teams.
• Flexible Work Arrangements: Where possible encourage flexibility to accommodate personal well-being.
• Eradicate Stigma: Encourage open conversations about mental health. A stigma-free environment is more likely to encourage and deliver help when necessary.

On the topic of stigma – it is amazing that in this ‘enlightened’ age, mental health issues are still treated very differently by many employers than physical health and other illnesses. Building an awareness of the potential for negative bias is the first step in embracing a more level playingfield.

Leadership is about more than just decision-making and strategy; it’s about nurturing a healthy and resilient team. When leaders manage their anxiety effectively, they set a positive example for the entire organisation and contribute to a happier, more productive workplace.

It is essential that organisations create a culture that values the well-being of its leaders and team members alike.

It is entirely possible to achieve success whilst positively and actively maintaining our mental and emotional health.

#MentalHealthAwareness #LeadershipMatters #MentalHealthMatters #AnxietyManagement #LeadershipDevelopment #AnxietyManagement #Anxiety

In today’s fast-paced world, time management and productivity are crucial skills for professional success. However, many of us find ourselves caught in the grip of procrastination. We may delay tasks or miss deadlines – often beating ourselves up as a result and reinforcing negative self-talk …. which then just makes things worse!

Procrastination has long been attributed to laziness, poor self-discipline or inefficiency. Research suggests however that procrastination often stems from a more complex underlying issue: anxiety.

I originally trained in psychology and psychotherapy and have found over the years that many of those frustrating things that we consider negative traits in ourselves are housed more in anxiety than in thoughtlessness, inefficiency or laziness.

I thought it might be good to explore the connection between procrastination and anxiety, delve into the various forms and symptoms of anxiety, and offer some practical strategies to overcome performance-related anxiety. In the spirit that understanding something better helps us manage it – hopefully this might be useful in helping you combat procrastination.

The Anxiety-Procrastination Connection

Procrastination can be seen as a coping mechanism employed to manage anxiety and stress. When faced with a challenging task, anxiety can emerge, triggering a series of cognitive and emotional responses that hinder our ability to act. The fear of failure, perfectionism, overwhelming workload, or self-doubt can intensify these anxious feelings, creating a cycle of procrastination that further perpetuates anxiety.

Forms and Symptoms of Anxiety

Anxiety manifests in numerous forms, affecting all of us differently. Generalized Anxiety Disorder (GAD) involves excessive worry about everyday activities, whilst Social Anxiety Disorder (SAD) causes a fear of judgment or embarrassment around other people. Other anxiety disorders include Panic Disorder, Obsessive-Compulsive Disorder (OCD), and Post-Traumatic Stress Disorder (PTSD).

Anxiety can also manifest through a variety of physical symptoms such as restlessness, rapid heartbeat, fatigue, irritability, and difficulty concentrating. Recognising the way anxiety might manifest is an important pathway toward addressing the root causes of those negative behaviours you may beat yourself up about, such as procrastination.

Strategies to Reduce Performance-Related Anxiety and Combat Procrastination

• Break down large tasks into smaller, more manageable tasks. This will make the task seem less daunting and less anxiety-provoking.
• Set realistic deadlines for yourself. This will help you avoid feeling overwhelmed and stressed.
• Take breaks when you need them. Don’t try to power through a task if you’re feeling overwhelmed. Take a break, clear your head and come back to the task when you’re feeling refreshed.
• Reward yourself for your accomplishments. This will help you stay motivated and on track (although try not to reward yourself with wine – trust me on this one!).
• Identify and challenge negative thoughts: Procrastination often arises from irrational beliefs and negative self-talk. Challenge these thoughts by examining the evidence supporting them and replacing them with more rational and positive alternatives. Encourage yourself to develop a growth mindset that embraces mistakes as learning opportunities, rather than viewing them as personal failures.
• Talk to someone you trust about your anxiety. If your anxiety is more severe or debilitating or even just causing you to worry, don’t be afraid to seek support – it really is nothing to be ashamed of. Talking about your anxiety can help you to feel less alone and more supported.

Remember – procrastination is not necessarily a character flaw but often a symptom of anxiety. By understanding this link, we are more likely to be able to overcome the inertia of procrastination and unlock our true potential for enhanced productivity.

Let’s empower ourselves and others to break free from the clutches of procrastination, harness our strengths, and achieve our goals with confidence and purpose.

Go well.

Rob Bishop

My view is that culture is generated and maintained from the pointy end of an org chart and based on sound and authentic values that are lived at every level of an organisation.

New Zealand is a country where we believe anything is possible – including the potential for each of us to form and build a company based on our ideas, skills and capability. In forging a new company, we create a living entity with its own flavour, personality and unique attributes…what we also call culture. Culture must be modelled from the top and allowed to flow throughout the organisation. This doesn’t always happen.

I have worked over the years with a lot of SME’s built by technical experts with a great idea. Whether the idea was a machine that shells peas or a piece of software that helps people manage investment properties; businesses are often built on the merits of the product or service by smart, technical people, passionate about what they’ve created.

Those same people with the million-dollar idea do not always possess the leadership attributes to build and maintain culture. High IQ and a single-minded focus to create a product or service doesn’t always lend itself to having the high EQ required to inspire and develop people.

The best of these entrepreneurs recognise their leadership gaps and hire great people around them to achieve cultural goals. Many, however, are more bullish and believe their people should simply be as passionate as they are about the product or service they created. However, you can’t expect the people within a business to model values that the business owner, CEO or MD isn’t able to demonstrate themself.

In today’s competitive business landscape, it’s more important than ever to get the right cultural and values fit when hiring executives. Recent research has shown that having the right values is more important than having specific skills or qualifications for long-term success.

The Harvard Business Review found that companies with strong cultures may outperform their competitors by as much as 125%. The study also found that companies with weak cultures are more likely to underperform their competitors by 75%.

So, what does this mean for hiring executives? It means that you should focus on finding people who share your company’s values, even if they don’t have all the specific skills or qualifications you’re looking for. Many Boards focus on fiscal experience over cultural competence. Whilst you should never neglect core competencies, it is essential to achieve cultural alignment.

Here are a few tips for hiring executives who share your company’s values:

• Start by defining your values – What are the most important things to you as a company? What do you believe in? Once you have a clear understanding of your values, you can start looking for leaders who share them.
• Ask questions about values during the interview process – This could include questions about their past experience, their goals, and their experiences changing or improving company culture. You might also consider asking them to describe a time when they had to make a decision that potentially went against their values.
• Do your research – Look for people who have a history of living their values. This could include looking at their LinkedIn profiles, their volunteer work and their past work experience.

As well as supporting search and selection services, the team at Bishop are well versed in helping our clients develop and refine their ‘secret sauce’, the values and attributes that can really influence team engagement.

It is worth bearing in mind that:

• Values are more difficult to change than skills – Once someone has developed a set of values, it is very difficult for them to change those values. This means that if you hire someone who shares your company’s values, you can be more confident that they will continue to share those values in the future.
• Values help to create a strong company culture – A strong company culture is one that is based on shared values. When employees share the same values, they are more likely to be aligned and work together towards common goals. Values can help to attract and retain top talent.
• Employees are more likely to want to work for a company that shares their values – This means that if you hire executives who share your company’s values, you will be more likely to attract and retain top talent. So at very least a smart business owner should be able to talk about their values and what makes the company a great place to work.

The Bishop values hinge around Collaboration, Quality and Kindness. Each member of the team can speak to what that means to them.

As leaders, we often expect ourselves to exude unwavering confidence and certainty in our abilities. We believe that doubting ourselves may potentially be a sign of weakness or incompetence. Don’t our people after all expect us to confidently lead the way forward without doubt or question?

The reality is that self-doubt is a natural part of being human, and it may even be concerning if we never experience moments of insecurity and uncertainty.

The Dunning-Kruger effect, a cognitive bias where individuals with low ability or knowledge overestimate their skills, sheds light on the importance of self-awareness and humility. As Charles Darwin wrote, ignorance more frequently begets confidence than does knowledge. The smarter someone is, the more they tend to recognise the vastness of the world and their own limitations.

Recent research, including articles from sources such as the Harvard Business Review, emphasise the prevalence of insecurity and imposter syndrome among leaders. Even the most accomplished and talented individuals often harbour doubts about their abilities. This is a testament to their awareness of the complexity of their roles and the ever-evolving nature of their industries.

Robert Greenleaf’s theory of Servant Leadership provides an interesting perspective on self-doubt. According to his theory, the most effective leaders are servants of their people. They prioritise the growth and well-being of their team members and, in doing so, they recognise that they do not possess all the answers or expertise. This mindset allows them to be open to learning from others and to embrace their own vulnerabilities.

Here are ten reasons why is it important for leaders to have moments of self-doubt:

• Learning from experts: Leaders who learn from experts in their field often hesitate to place themselves in the same category. They understand that true expertise is a continuous journey, and are humble enough to acknowledge the vastness of knowledge that exists beyond their own.
• Awareness of limitations: Smart and capable leaders are acutely aware of how much they don’t know. Their awareness of their limitations dwarfs their existing knowledge, driving them to seek further growth and development.
• Humility in wisdom: They understand that their expertise and wisdom are just a small part of what defines them. They avoid being overly self-assured about their education or experiences and recognise wisdom can be found in every individual.
• Valuing others’ perspectives: Leaders who doubt themselves will prioritise the wisdom and contributions of others. They strive to create inclusive conversations and avoid making everything about themselves.
• Focus on what they lack: Rather than fixating on their experiences and credentials, leaders may tend to focus on what they don’t have. This mindset fuels their drive to continually improve and acquire new skills. This will also encourage good hiring decisions to improve the depth of their team capability.
• Mission over personal branding: Leaders who care deeply about their work and their mission may feel that personal branding is trivial and cheesy in comparison. They channel their energy into making a meaningful impact rather than showcasing themselves.
• Discomfort with the limelight: Many leaders are uncomfortable being in the spotlight. They prefer to lead from behind the scenes and derive satisfaction from helping others and ultimately their organisation succeed.
• Finding fulfilment in helping others: Instead of seeking validation through self-promotion, leaders gain satisfaction by supporting and uplifting their team members. Their focus is on the success of those they lead rather than on personal accolades.
• Setbacks and challenges: Self-doubt can emerge from setbacks or challenging experiences in a leader’s career or personal life. These moments can shake confidence, but they also offer opportunities for growth and resilience.
• Lack of support: Some leaders may lack role models, mentors, or supporters who provide the encouragement and affirmation they need. Building a network of people who believe in their abilities is crucial for developing and maintaining confidence. Having a good coach is also important for leadership development.

It’s important to remember:

Almost everyone struggles with self-confidence at times. The fluctuation of confidence is normal and does not diminish a leader’s capabilities. If you find yourself experiencing self-doubt, here are a few suggestions:

• Engage in physical activities: Take a break from the demands of leadership and engage in physical activities, preferably in nature. Exercise and time spent outdoors can help clear your mind and provide a fresh perspective.
• Seek support from friends and mentors: Surround yourself with people who believe in you and can offer guidance and support. Lean on your network for encouragement and advice during moments of self-doubt.
• Reflect through journaling: Consider starting a journal where you can express your hopes, concerns, and thoughts. Writing (and perhaps researching a LinkedIn article on the topic!) can be a therapeutic outlet for processing emotions and gaining clarity.
• Create a vision for yourself: Visualise the leader you aspire to be and explore that vision both inside and outside your working life. This process can help you reconnect with your passions and reinforce your sense of purpose.

Remember, you are more powerful and capable than you can imagine. Confidence is not about proclaiming yourself an expert or visionary; it’s about embracing your strengths and continuously growing. Embrace the ebb and flow of self-confidence, and trust that your talents will shine appropriately and with humility when the time is right.