Robert Lattibeaudiere
Mindset & Life Coach

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Robert Lattibeaudiere
Mindset & Life Coach

Personal – Professional – Sport – Performance coaching

Monthly Archives: August 2015

Going back to school!

Through the work we do with SMEs, I was recently asked to be keynote speaker at the Leeds Enterprise Network event addressing the leaders & employees of early stage businesses and SMEs. It was to be held at Leeds City College and this made the decision to speak even more appealing as it was the college I attended after I left school.

It was a privilege to share the story of how I had come full circle, from having studied business at the college, to going through my career and setting up my business, T.H.E..

The network is a collaboration partnership between the Business Support Services, Leeds Beckett University Enterprise and Innovation Hub, Leeds City College, and Leeds College of Music. They all do a great job and offer fantastic services. When you get a chance check them out, they’re a friendly bunch!

I’m always excited to work with and speak to SMEs, and these networking events are a great way to meet new people and share experiences and ideas. Have you attended any good networking events lately, or do you run an event? Either way, please share by leaving a comment below.

Robert Lattibeaudiere


More and more businesses globally are realising the severity of having disengaged staff in their workforces, especially the impact to a company’s bottom line.

Quite often staff retention and engagement are left to HR to deal with, something which they are not usually specialised in. Their area of expertise may lie more in advising managers on the appropriate policies and applicable laws as well as resolving issues that arise between management and employees.

It’s actually more the responsibility of Directors, Senior managers, managers and team leaders. They are the ones who should be working together to help with the problem of poor retention and engagement. Staff members are also responsible to a smaller degree as well I feel, however, they do need a reason to be engaged at work before we can talk about how they can help to maintain it.

So, back to our leaders, these people also need to feel engaged so they can inspire their teams and in doing so alleviate the problem of disengagement. It therefore has to start with the people at the very top.

When it comes to work force engagement, everything must always come from the top and be in line with the business’ core values. Just as values can lose their potency over time and go off track, so can staff morale and their level of commitment to the business. Do they remember or even know why the company started in the first place and what it is all about?

Last year, Towers Watson published the results of a study of 31 economies around the world. It showed that more than one-third of employers surveyed (35%) reported an increase in employee turnover over the same period. Alarmingly, the study also found that just four in 10 employees report that they are “highly engaged”.

Many leaders tell us, with regard to engagement, that they run a ‘people survey’ and that engagement is the responsibility of HR or those running the survey.
The message, culture and ‘feel’ that comes out of the boardroom from all the directors and senior leaders, is that which will be carried all the way down to the newest and the least senior member of the workforce. This is THE place to start if you want to stop your people leaving.

Are you inspiring your team or getting in the way?


Leaders Inspire!

We often hear about owners of football clubs or large sports teams who can’t help but get involved in the day to day running of the team, especially when things aren’t going so well.  They often visit the changing rooms when the team’s had a particularly bad day, and undermine the work of the manager by charging in and trying to affect change with their own reasons as to why things are going wrong and what should be happening to put it right; and we all know how those stories usually end!

Sometimes the situation is that  your business could be doing well, or just okay, but you’re doing too much of the day to day management of your staff.  Or maybe the business isn’t scaling or is in trouble.  Perhaps you’re doing really well, but you’ve hit a plateau and don’t know how to take it to the next level?

It may be that you’re being guilty of managing rather than leading your business. Often with companies, especially the small to low-medium sized ones, it is all too easy to fall into the same trap as the aforementioned football club owners!

Business owners and their managers are two completely different things, but owners tend to overlook this, having built the company from scratch.  I see it so often where leaders who should be steering the ship, are so busy fire fighting alongside their staff, that they lose sight of the bigger picture and end up going further off course.

If your business is struggling in some way and you’re doing the same things over and over, trying to squeeze that little bit more from everyone in your team;  getting involved in the man-management of problematic individuals, working longer and longer hours to turn things around and standing over the shoulder of your managers in the hope that it’ll add weight to whatever it is that they are doing; you’re going in the wrong direction!  You need to step out of your comfort zone and do something different.

Go back to basics, look at what you can change, rather than doing more of the same.  If your business has gone ‘off course’ it needs to be realigned.  You need to do something different, be more connected with your people on a human level and more innovative mentally; do things you wouldn’t normally find in a book.

Leaders inspire! They surround themselves with good people, share with them and bring to life their vision, values, and goals. As soon as your team understands and buys into this, give them the freedom to get on with it. By empowering your managers to fully manage in their way, and supporting them when needed, you can take the helm and steer the ship safely to success without needing to run the main sail and mop the deck as well!