Lucy Clark’s Post

Excellence Without the Need for Recognition Starting in a new role or environment is challenging. Learning the ropes, building trust, and navigating unfamiliar dynamics takes time. But some people excel at an extraordinary pace. They become the go-to resource for advice, solutions, and innovation within weeks. Teams depend on them. Leaders notice their contributions—even if silently. Yet, these same high achievers often ask themselves: • “Why am I not recognized first for opportunities?” • “Why does everyone else get celebrated for what we all achieve together?” Here’s the truth: The work speaks for itself. Being a good person, a reliable professional, and an asset to the team doesn’t require external validation. Instead: • Focus on your craft. • Support your team selflessly. • Continue to grow, even when applause is absent. When you become the person your team relies on, on any front, you’ve already won. Recognition is inevitable—but it’s not why we strive for greatness. To those navigating new roles and exceeding expectations: you’re seen. Keep showing up, keep delivering, and keep being the professional everyone depends on. Your time will come. What’s your secret to thriving in new environments? Share below.

Today is our Leadership Quarterly (EOS Worldwide) and we're coming off the back of an amazing quarter to celebrate. But, the work is never done and we've got a laundry list of things to tackle today! ✅ Share our personal and business best from the last 90 days ✅ Decide what is and isn't working within the organization right now ✅ Share our expectations for the meeting ✅ Evaluate our quarter from both a financial and team + client satisfaction perspective and take a minute to celebrate everything we have accomplished so far this year! ✅ Review our Vision ✅ Turn our priorities into rocks (goals/objectives) for the quarter for both the organization, as well as each leader individually ✅ Define what the purpose of each rock is and how we will know when it is complete, then add in all of the subtasks we need to accomplish to get there ✅ Tackle our long term issues list: what have we addressed with our rocks that we can now remove from the list? What will remain on the list? ✅ Finish the day by providing our individual feedback on how it went, whether our expectations were met, and rating the meeting out of 10 The beginning of a new quarter is exciting and also a LOT of work. Can't wait to get into it with Alli Rae Murphy and Tessa May Marr!

🌟 "Shoot for the stars; even if you fail, you'll land on the moon." 🌙 This is a mantra I carry with me wherever I go and whatever I do. 🌃 One regular working night, my manager brought me a shocking news. She told me that I would be receiving an award at one of the company's biggest, most glamorous rewards and recognition events, held annually. (I mean, it's normal to be a bit shocked, right?😆) Fast forward to the big night—there I was, on stage, receiving the "Top Performers" award 🏆 . I felt proud to be one of the few recognized in my function. But wait, there's more! I was stunned—frozen for about five seconds, as if time itself had stopped—when the host announced my name again, this time for the "Best Associate" award. 🏆 To me, this was like the "best of the best," the equivalent of a pageant crown in a lineup of top 10 finalists. (I’ll admit, I had my own "crowned moment" there. 😂) Looking back now, I realize these awards are just milestones, not the end goal. They’ve brought me three invaluable takeaways: ✅ I've learned critical skills to help the team reduce their "more" to "less." ✅ I've mastered the fundamentals of designing processes that actually work. ✅ I've learned how to execute and align my projects, initiatives, and ideas with company values and strategic goals. So yes—always shoot for the stars! ✨ P.S. Now, I want to give back in a meaningful way. I’m looking to pass the baton to a few exceptional individuals ready to make a change. I’ll only be working with a select few – this is about quality over quantity. Stay tuned – details to come for those ready to take on this journey.

Working hard won't get you promoted to leadership Because working hard is not enough. You need to get noticed. Remember NOTICED. That’s the key. Here’s a simple five-step approach to tackle this: 1/ Reflect on Your Achievements  ↳ List your contributions and their impact. ↳ Consider feedback you’ve received. Because reflection is the foundation for growth. 2/ Increase Your Visibility  ↳ Share your achievements in team meetings. ↳ Volunteer for projects that get you noticed. Because visibility is key to being considered for a promotion. 3/ Find a Mentor or Advocate  ↳ Seek a mentor within the organization. ↳ Build relationships with decision-makers. Because having an advocate can significantly boost your chances. 4/: Seek Opportunities Proactively  ↳ Ask for more responsibility. ↳ Propose initiatives that showcase your skills. Because opportunities often need to be created. 5/ Communicate Your Aspirations  ↳ Discuss your career goals with your supervisor. ↳ Express desire for growth during performance reviews. Because clear communication is essential. Remember, each step builds on the previous one. It’s a journey to lead you to the recognition you deserve. P.S. What else would you add? Repost if you learned something new ♻️ ________________________________________________ Every Tuesday, I share insights and tips to help managers level up their career Get it for free on the "Visit my website" link at the top of this post.

8 years. From last place to Premiers. 5 finals appearances before getting the flag. Patience & trusting the process was key. There's a lot we can learn from Chris Fagan & the Brisbane Lions who have been patient and focused on their team culture & the process of continuous improvement. We live in an instant gratification world, and the Lions could have easily sacked their coach when he didn't get the results sooner. But they didn't... They trusted their process and kept seeing improvement year on year. The same can be applied to our own personal growth or the corporate world. Putting in consistent work with a mindset of continuous improvement can lead to great success. There's already talk that the Lions will be even stronger next year. Why? Because they trust their process.

Have you ever felt frustrated and undervalued because you know your skills aren’t being fully used in a role you could do with your eyes closed? You know you have the skills and abilities to do much more, but the opportunity hasn’t presented itself. It’s certainly a feeling I experienced in my former corporate life. I had been in a role for 10 years and had started to get bored. My behaviour had begun to reflect this. A new Senior Manager came on board that I could learn from, who had a great track record and invested in her personal development. Learning and self-development are key drivers for me, and I knew if I was going to get where I wanted to go, I would have to change my attitude. I needed to show my new boss the ‘brilliant me’. Once I made the change, I started to shine, my boss started to see the seed of potential growth, and the flower of engagement started to bloom. I came into work energised, enthusiastic and positive. I was forward-thinking, and I implemented action plans to move the team forward. But the change didn’t just happen within me; I started to see a difference in my team as well. Because the difference in my thoughts and attitude impacted not only my behaviour but also that of my team. Giving me the seeds that I could nurture within my team. IF YOU’RE A BUSINESS LEADER, IT’S IMPORTANT TO REALISE THAT THE CHANGE STARTS WITH YOU. Read more about inspiring YOUR team at -> https://buff.ly/3xHmMEj

Are your QBRs a strategic powerhouse everyone looks forward to or just another boring meeting that eats into your travel budget? Done right, QBRs are a vital tool for reflection, alignment, and driving action. Here's how to make your next QBR the best one yet: 1. Actionable Reviews: Ditch the status updates. Instead, have each team lead an "after action review." This framework dives deep into recent wins and losses, analyzing what drove success and where things went off track. 2. Tactical Training Sessions: Integrate focused training sessions that address key skills gaps or reinforce leadership principles. Elevate your team's capabilities and foster a culture of continuous learning. Bonus points if you get a dope speaker to come and train! 3. Tactical Planning Sessions: QBRs shouldn't just be about strategy, they're where strategy gets translated into action. Dedicate time for tactical planning, breaking down high level goals into specific steps and assigning clear ownership. 4. Have Some Fun: Incorporate team-building activities or social events to boost morale and foster stronger connections. At Attyx, we've done the Grand Ole Opry, Atlanta Braves Game, Seahawks Game, and Noodling (look it up 😂 ) Your QBRs should be an engine for growth and success heading into the next quarter, not just another box to check for the board! Anything you'd add?

Reflecting on yesterday’s Achievers Recognition Next conference, I’m feeling energized and encouraged on the state of recognition. Loved the opportunity to knowledge-share with other leaders in the field and hear about what’s working and what’s lagging. Some high-level takeaways for me: - ⤵️ Top-down recognitions have never been more important in making employees feel valued and appreciated. - 💸 Recognition is linked to key business outcomes, productivity and retention; not leveraging available options means leaving money on the table! - 🤝 Decouple rewards from recognition. Recognition doesn’t need to be monetary to be significant. - 🎯 Make sure your recognitions are specific, meaningful and authentic. “Thanks” isn’t going to cut it! - 🔐 An organization’s purpose and values should remain the same but everything else is subject to change. Pictured: A fabulous panel discussion on “The View From Here” chatting about the differentiators positioning organizations for growth and success.

Curious about what a board director’s day really looks like? 🤔 We caught up with Robert Fry's, one of our board directors, to give you an inside look into his busy day. 📊 From high-level strategy meetings to critical decision-making, his role is full of challenges and excitement. 👀 Stay tuned for a further peek into Rob’s day-to-day at Morgan Hunt! #DayInTheLife #BoardDirector #LeadershipInsights

Wrapping up a week at Berkshire’s Leadership Conference in Dallas Texas. Feeling inspired and proud to work for a company that has an all women led Regional Vice President executive team. Also, we were just named top 30 out of 50 Multifamuly owners. Final take away @brenebrown Barrette’s elements of BRAVING: BOUNDARIES: Setting boundaries is making clear what’s okay and what’s not okay, and why. RELIABILITY: You do what you say you’ll do. At work, this means staying aware of your competencies and limitations so you don’t overpromise and are able to deliver on commitments and balance competing priorities. ACCOUNTABILITY: You own your mistakes, apologize, and make amends. VAULT: You don’t share information or experiences that are not yours to share. I need to know that my confidences are kept, and that you’re not sharing with me any information about other people that should be confidential. INTEGRITY: Choosing courage over comfort; choosing what’s right over what’s fun, fast, or easy; and practicing your values, not just professing them. NONJUDGMENT: I can ask for what I need, and you can ask for what you need. We can talk about how we feel without judgment. GENEROSITY: Extending the most generous interpretation to the intentions, words, and actions of others. The BRAVING Inventory can be used as a conversation guide that walks us through trust-building from a place of curiosity, learning, and connection.