The Huddle 2025
Hey Huddler,
Thanks for stopping by.
Here is an overview of all the concepts I shared in my presentation about what it takes to be a modern leader.
I’ve added a couple of bonuses, including a concept that didn’t make the cut in my main presentation.
Plus, there is an extra resource recommending my favourite leadership books.
If you dig my vibe, hard agree on what I talked about and are keen to explore how we could work together to help you lead your team, love your work and grow your business - let’s start with a conversation.
What it takes to be a modern leader.
The one thing I wish more people understood about leadership is the importance of relationships.
Have you ever worked with an old school manager?
They tell you what to do, not why.
They don’t work well with others.
The moment for Micro Managers is done.
Being a modern leader requires placing importance on relationships, learning new skills and continuing to develop personally and professionally.
Leadership has changed
“No longer do we expect or want our leaders to be wise, heroic figureheads with decades of experience and who may have inherited their place in the world.
We understand we can, and should, learn from everyone. We don’t want leaders who only seek to command others, but instead who draw on the strengths and collective leadership of those around them.” Kirstin Ferguson (2023) Head & Heart - the art of modern leadership.
Leadership has changed. Those changes are significant. And to be honest, it is about time.
People are no longer willing to accept command and control tactics in a workplace.
Do you want to be the boss who is invited to celebrate personal milestones? Or criticised in the secret team chat (spoiler alert: it’s not a secret)?
When leaders don’t make conscious decisions about the type of leader they want to be, they restore to factory setting and end up mirroring the leadership styles they have seen in action. And unfortunately, bad boss behaviours starts to creep in.
So, what needs to look different?
People value working in an environment that values them and their contribution. People want to make a difference, be purposeful with their time and have an impact on the world.
And this change requires a different leadership approach.
Leadership & management
Leadership and management are terms that can often be used interchangeably. When in fact, these terms have very different meanings.
Leadership is people focused.
For example:
creating a psychologically safe workplace
providing emotional support
coaching for growth
having difficult conversations
Management is task focused.
For example:
recruitment
distributing resources
managing cashflow
compliance
The key to effective leadership is being good at both and knowing how to combine these efforts to create an environment where your dream team will thrive.
But combining these efforts can be tricky.
Leadership v’s management:
“I don’t want to be a micromanager!”
To learn more about how to practically evolve your leadership style and practices, join me for Rethink Leadership.
Rethink Leadership is a one-day workshop for leaders who are ready to take an honest look at their leadership practices and find better ways to lead their team.
Registrations are restricted until Friday 30th May when tickets become available to the general public. Run, don’t walk.
The 8 attributes of a modern leader
Based on the findings of a study Kirstin Ferguson, published in “Head & Heart: the art of modern leadership” there are 8 attributes of a modern leader.
Curiosity: asking questions with a thirst for learning what we don’t know and rethink what we think we understand.
Wisdom: collecting insights, identifying cognitive distortions, weighing up risk and reward, and navigating optimal paths forward.
Perspective: to empathetically “read the room” and understanding the context and implications of actions, including picking the right opportunity and time to push.
Capability: to offer not just your own best but to bring out the best in others.
Self-awareness: insight into own limits, abilities, character, motivation, triggers and cognitive biases that hamper judgment and decision-making, and how we impact others.
Empathy: understand and value the feelings and differences of others to derive better outcomes.
Courage: to speak up and make decisions that are right and create culture for others to do the same.
Humility: to accept our own limits and eagerly seek the contributions and new ideas of others.
Managing people can be so difficult. Not only do we experience our own challenges, but we are also faced with needing to navigate other people’s challenges.
There are no simple solutions to create a dream team. But here is a combination of strategies that will take you closer.
What I didn’t talk about at The Huddle, but really wanted to:
How to show appreciation at work
You’ve heard about “Love Languages” but have you heard the work version?
Dr Gary Chapman created the Love Languages in 1992 then collaborated with Dr Paul White to create “The Five Languages of Appreciation at Work”.
In your goody bag resource, you will see I have created a resource to remind you about how you can show appreciation that hits the mark and avoids you feeling disappointed when your gesture falls flat.
But first, know that how you give and receive appreciation will be different to your team.
Pip may love quality time, but she may prefer to receive acts of service.
Jess may buy gifts for everyone, but she may prefer a heartfelt high five when she has a win at work.
My factory setting is words of affirmation, but I understand not everyone wants a shout-out in front of the team.
When we show appreciation - it’s essential to understand exactly how each person in your team prefers to give AND more importantly, receive appreciation.
Understanding the preferences in your team are a great and practical way to practice curiosity, demonstrate empathy and bring out the best capabilities in the whole team.
Learn more here - Rethinking Edition one.
There are no simple solutions to create a dream team. But here is a combination of strategies that will take you closer.
The 8 attributes at a glance
Curious to see my reading list of favourite leadership books?
Download this resource to see which leadership books I most often recommend to leaders keen to develop and learn.
Building a Dream Team Culture
Identify your core values and embed these across your business. Let these values be your guiding light and stay on track by setting and holding clear boundaries. Feedback allows us to let other know what is ok and what isn’t - remember: feedback isn’t code for being an asshole.
“Belinda is really intuitive she can quickly understand the complex needs of an organisation and is able to implement strategies and work with key members of the business to create personal growth.”
— Rachel Kerin, Founder & Director, Kerin Health Co (leadership teams and projects across organisation client)
My Services
Working 1:1 with leaders
Working with leadership teams
Capacity Building Projects Across Organisations
Keynote address at your next event
“Belinda was able to support the leadership team to move through a couple of storming phases which through the trust the team had developed assisted us to address the challenges as they arose and remain a productive team with little impact to our clients.
It has seen a healthy culture maintained in the unit despite changes to our leadership team.”
— Senior Leader, Human Services Sector, NSW Government (leadership team client)
Recommended Reading List
Want to know which books I commonly recommend to leaders?
Download this resource for my top 8 picks - plus a few bonus recommendations especially for founders.
“Thank you for all your wisdom and work.
The things you taught me in those few sessions have been profoundly helpful.
It has changed how I show up and work and in life.”
— Senior Leader, Human Services Sector, NSW Health (1:1 client)
Meet The Speaker:
Dr Belinda Mawhinney
I work with leaders at all stages of their career - from the very start of their journey through to working with leaders with decades of experience.
I created my consultancy practice for the simple love of helping people. Leadership can be complicated, overwhelming and has a tendency to keep people awake at night. But it doesn’t need to.
Find out more about my values, qualifications and what type of Doctor I am by selecting the button below.