Bud Caddell’s Post

Overwhelmed. Over-burdened. Overloaded. I’ve heard these words more times than I can count when I’ve spoken to scaleup leaders about their challenges. Leading in the complex, novel world of scale up technology organisations can take a toll. It’s no surprise that 72% of startup founders have struggled with mental health issues. Often, I’m asked to help leaders build their personal resilience so they can better cope with change – there’s an implicit acceptance in that request that this is just the way it is and the best we can do is manage it: take a training, have a holiday to ‘recharge’ and then wade back into the fray. No one wonders whether the problem is not with the individual but rather with the way we’ve designed their role. Usually we’re asking managers to be all things to all people. They have to: ✅ build and grow a team and solve interpersonal issues ✅ be amazing coaches and develop individuals ✅ be the technical expert, problem-solver and decision-maker ✅ be the POC for every other team ✅ manage upward, understand the strategic direction of the business and prioritise ✅ manage the flow of work ✅ take care of all the HR admin This could overwhelm anyone but in a scaleup, where things change all the time and plans, deadlines and priorities are like shifting sands, it can prove to be an impossible list of tasks. Join me and The | Adjacent co-founders, Mark McCoy and Douglas Talbot to talk about how we can design a better approach to leadership that works for rapidly growing scaleups and the individuals who lead them. 

As humans we get wired to act in certain ways based on our life experiences. By the age of 35 we act 95% on autopilot. The way we behave, respond to challenges, build relationships, and act as leaders is a result of using old programming that we installed into our human system years ago. I see many executives and successful entrepreneurs battling burnout and loneliness. They’re struggling to balance professional demands with personal life, and losing their sense of purpose and fulfilment along the way. I was the primary example of living that life. The thing is, unless we hack our programming and reboot the system, our lives won’t change. We’ll keep getting bigger houses, cars, responsibilities, teams… but will continue feeling the same kind of miserable and unable to find the peace and balance we’re craving. If you want to learn how to hack our Human Operating System by integrating emotional and spiritual intelligence into your leadership, let’s connect. I’ll be happy to grab a virtual coffee and show you some shortcuts to feeling more at peace, even in the middle of challenging events and in a high-pressure environment. #peaceofmind #peakperformance #alignedintelligence

You know what the worst thing is at work? Losing hope. - that things can change - that you can make an impact - that your boss can see your value - that you'll be appreciated for what you do - that your company is on a solid path forward - that your ideas for improvement will be listened to - that anything will ever actually change for the better This is why people quit Why morale fades And how faith erodes The number one job of leaders is to give people hope To give them a vision and lead them toward it To harness their strengths and make them part of the change And to make them feel excited about it all It's true not just for leaders of teams And not just for leaders of companies But for companies that want to lead in their industry too Work during the pandemic was hard Balancing remote and hybrid was hard Meeting investor expectations was hard Big tech layoffs were super super hard Startup life was, as always, extraordinarily hard Discerning AI hype from reality has been hard Many aspects of life, and work, are just... hard. So as we head into a new week, let's acknowledge the hard, But focus on the hope. That's what everyone needs most right now. Across industries, as I talk to friends and work colleagues... There are positives. Signs of rebounding. Green shoots emerging. Let's focus on that. Let's give people a little hope.

57%. 63%. 78%. Family Businesses produce 57% of US GDP; Constitute 63% of the workforce; And account for 78% of new job creation. The health of the family is crucial. We spend so much time and effort in our lives building the hard skills that we believe will drive financial results, but it is the soft skills relative to emotional and relational intelligence that will equally influence our outcomes. Healthy families create healthy places to work. Happy places to work create better results, especially when the going gets tough. Healthy families are more honest families and create more honest organizations. Hope you’re all enjoying time with your families and friends today. If you want to learn more on the topic, this set from Harvard Business Review is a great place to start! HBR Emotional Intelligence Boxed Set (6 Books) (HBR Emotional Intelligence Series) https://a.co/d/bfV0uR #FamilyBusiness #EmotionalIntelligence #Leadership #whatinspiresme #worklifebalance

Here's a curveball on burnout - is it really about workload? To me, it's more about feeling like a cog in a machine. Finance teams should be given some reins, not endless tasks. Empowerment, not micro-management. Our team members are not robots created to complete an infinite to-do list. We are all humans, leaders, innovators. And we need to act like it. After all, aren't we better as hands-on leaders than burnout-bound employees? ---------- 🌱 I help businesses elevate their finance functions 📨 DM me to explore how I can assist 🔔 Follow for more!

Changes at work can stir up anxiety, anger, and frustration. Whether you are navigating layoffs, reorgs, or financial performance, it’s common to feel uncomfortable. This article outlines six strategies to try to help yourself stay grounded amidst uncertainty.  #culturematters #culture #leadership https://lnkd.in/gbnwDf6e

What’s Flow got to do with Human Performance at work? Consider this: What if the success of your organisation depended less on top-down strategies and more on unlocking HUMAN performance? Flow isn’t just beneficial; it’s a game-changer!  We’ve seen it guide Founders and CEOs beyond merely achieving business results towards creating meaningful legacies.  It’s about reshaping your organisation as a powerhouse of HUMAN performance and a place where people genuinely love to work. Are you curious about how this transformation can happen in your workplace?  Check out our video from the Flow Centre™, featuring Cameron Norsworthy and me to hear more. P.S. Once you’ve finished, let’s connect. We’re always eager to discuss how leaders like you use our scientifically backed Flow Code to grow thriving organisations. #Founders #CEOS #HUMANperformance #Flow

Hi. It's me again. The man with the child in his eyes 😊 If you create pyramids, you have to expect mummies. Over the course of human history, power, and influence generally have been devolved from top down. It is time for us to change that. Both as individuals and in organizations. Towards democratic autonomous organizations. DAO. Why? A very simple answer: the leadership values that create the best results is this; I am another you and it is my response-ability to inspire you to find your inner voice as it is for me. Ask: What does it mean to be human? What would happen if we lived according to these principles: We are connected through love, care, and compassion for others. Commitment to others. Is that crazy to call THAT human? I am another you. I am. Because we are. From EGO to ECO. From ME to WE. Look at these numbers and you will understand how ridiculous the whole setup of how we run organizations is and why you should start the transformation process to a DAO: -Only 15% of employees worldwide feel engaged. -Engaged employees are 87% less likely to resign from their companies. -39% of employees feel underappreciated at work. -81% of employees are thinking of quitting their jobs for better offers. -66% of employees were motivated to stay at their jobs with the presence of a corporate incentive program. -87% of employees expect their employer to help them find a balance between work and personal obligations. 100 years from now, people will look back and say what were they thinking back then? To survive in modern times a company must have an organizational structure that accepts change as its basic premise. and foster a power that is derived from respect, not rules. In other words, successful companies will be the ones that put quality of life first. Do this and the rest - the quality of product, the productivity of workers, and profits for all will follow. Concentrate on building organizations that accomplish the most difficult of challenges; To make people look forward to coming to work in the morning. #leadership #organizationaldevelopment #potential #teal #selforganization #democraticorganizations #profit #tobehuman #humanbusinesslab Human Business Labs GmbH

Looking to define your business's purpose and drive meaningful growth? 🌍✨ Discover 6 essential questions to help you find and clarify your purpose. Click the link to start your journey to a more impactful business! 💡 #BusinessPurpose #Leadership #MeaningfulGrowth #EntrepreneurMindset

I find there's one MAJOR thing that separates a 'Good' organisation from a 'GREAT' organisation. They close the loops. What do I mean by that? Great organisations have a culture built into them, that nothing slips between the cracks. There's always an expectation that confirmation of something happening, or not, will be given. Their leaders have so much less stress in their minds, because their cognitive load is less. They don't spend all day worrying that they'll forget something. Systems and processes are built around it, and so people can step away, and get some down time. They can focus on other areas without having to worry about all the other areas. Do YOU close the loops in your organisation? Or do you worry about everything you delegate out? ___ #CEO #Founder #Tech #Retail #Coaching If you like my content, ring the bell on my profile to ensure you see more! If you'd like to know more, drop me a DM, or email me at [email protected]