Leading the Way: Five Timeless Goals for Every Leader

What Defines Great Leadership? Beyond the Title, Beyond the Scale.

Leadership the word itself evokes images of strong figures, decisive actions, and impactful decisions. But what truly defines effective leadership, regardless of the arena? Is it vastly different to steer a small business than to guide a nation? Or to coach a youth sports team versus running a multinational corporation? The answer, surprisingly, is that the fundamental goals of impactful leadership remain remarkably consistent across all these scales.

At its heart, leadership is about people, vision, and progress. It’s about channeling collective energy towards a common objective, fostering growth, and navigating challenges with integrity. While the complexities and stakes may vary, the core principles that elevate a manager to a true leader transcend job titles and organizational charts. Let's explore these five timeless goals that every leader, from the sideline to the world stage, strives to achieve.

1. Fostering an Inclusive, Unified Culture

This is the bedrock of all successful leadership. A leader's primary goal is to intentionally create a culture where every individual feels a sense of belonging, and their unique identity, background, and perspective are not just tolerated, but celebrated. This involves actively building bridges between people and different groups, promoting respect, and ensuring that everyone feels heard, valued, and safe. A unified team, built on a foundation of inclusion, is a powerful force.

Think about it:

• For a kids' sports coach: This means ensuring every child, regardless of skill level, feels like a vital part of the team, gets playing time, and is encouraged. It's about building camaraderie and mutual support, not just winning.

• For the owner of a SME: It's about cultivating a tight-knit workplace where every employee feels their contribution matters, fostering an environment where ideas are freely shared, and differences are seen as strengths.

• For the CEO of a multi-national company: This scales up to creating a global culture that embraces diverse nationalities, work styles, and beliefs, ensuring that employees across continents feel connected to the company's core values and mission.

• For the leader of a country: It's the monumental task of uniting diverse populations, cultures, and political viewpoints under a shared national identity, ensuring all citizens feel represented and valued.

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2. Inspiring a Shared and Inclusive Vision

A leader's vision must resonate with everyone. The goal is to develop and communicate a compelling vision for the future that is broad enough to include diverse perspectives and goals. By co-creating this vision with the team, a leader ensures that everyone feels invested in the mission and understands how their individual contributions, no matter how different, are vital to achieving the collective objective.

Consider the parallels:

• For a kids' sports coach: The vision might be "to learn, have fun, and improve as a team," clearly communicating what success looks like beyond just the scoreboard.

• For the owner of a SME: It's articulating where the company is headed, what its unique value proposition is, and how every employee contributes to its growth and success.

• For the CEO of a multi-national company: This involves crafting a strategic vision that aligns thousands of employees across diverse business units towards common corporate objectives, such as market leadership or sustainable innovation.

• For the leader of a country: It's about presenting a national narrative, a vision for prosperity, security, or social progress that inspires citizens to work together for the greater good of the nation.

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3. Empowering Individuals and Promoting Team Growth

Great leaders recognize that a team is only as strong as its members. A key goal is to empower each person by providing the resources, autonomy, and opportunities they need to grow. This includes thoughtfully delegating tasks, providing mentorship, and promoting from within. By creating an environment where individuals feel empowered to take ownership and contribute their best work, leaders not only develop their people but also build a more resilient and dynamic team.

This applies everywhere:

• For a kids' sports coach: It means teaching skills, assigning different roles, and giving kids the confidence to try new things, make decisions on the field, and learn from mistakes.

• For the owner of a SME: It's about trusting employees with responsibilities, investing in their professional development, and creating pathways for career advancement within the company.

• For the CEO of a multi-national company: This involves building robust talent development programs, succession planning, and creating a culture where employees are encouraged to innovate and lead projects.

• For the leader of a country: It means investing in education, healthcare, and infrastructure to empower citizens, fostering entrepreneurship, and ensuring opportunities for all to thrive and contribute to society.

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4. Driving Equitable Results and Innovation

Leadership is about achieving goals, but it's also about how you get there. This goal focuses on guiding a diverse team to deliver results by leveraging the unique strengths of each member. An inclusive leader ensures that decision-making processes are fair and that everyone has an equal opportunity to contribute. This approach not only leads to better outcomes but also fuels creativity and innovation, as varied perspectives can lead to novel solutions and breakthrough ideas.

The principle holds true:

• For a kids' sports coach: Results might be improved teamwork, skill development, and good sportsmanship. Innovation could be trying new plays or strategies based on the team's unique talents.

• For the owner of a SME: It's about achieving business objectives efficiently, identifying new market opportunities, and encouraging creative problem-solving among staff.

• For the CEO of a multi-national company: This involves setting ambitious performance targets, fostering a culture of continuous improvement, and driving R&D to stay competitive and relevant globally.

• For the leader of a country: It's about implementing policies that lead to economic growth, social welfare, and national security, while also encouraging scientific and technological advancement for societal benefit.

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5. Leading with Authenticity, Empathy, and Integrity

The most effective leaders lead by example. This goal involves consistently demonstrating a strong moral compass, being transparent, and showing genuine empathy for others. By owning their mistakes, being vulnerable, and acting with integrity, leaders build trust and psychological safety. This kind of authentic leadership is what truly unites people and inspires them to follow, as they know their leader is a person they can depend on and a force for positive change.

This is universal:

• For a kids' sports coach: It's about being fair, supportive, and modeling good sportsmanship, teaching kids not just how to play, but how to act.

• For the owner of a SME: It's about running an ethical business, treating employees and customers fairly, and being transparent in decision-making.

• For the CEO of a multi-national company: This involves upholding corporate ethics, demonstrating social responsibility, and communicating openly and honestly with shareholders, employees, and the public.

• For the leader of a country: It's about governing with honesty, compassion, and a commitment to public service, earning the trust of the populace through consistent ethical conduct.

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Final Thoughts: The Enduring Power of Principled Leadership

As we've seen whether you're rallying a group of excited youngsters on a soccer field, steering a burgeoning startup, navigating the complexities of a global enterprise, or guiding the destiny of a nation, the core tenets of effective leadership remain steadfast. The specific challenges and contexts may differ dramatically, but the human element at the heart of leadership, the need to unite, inspire, empower, drive progress, and act with integrity, is a constant.

True leaders understand that their most profound impact comes not just from their decisions, but from their ability to cultivate a culture where every individual can flourish. It's about building bridges, not walls; fostering inclusion, not division; and always striving to leave the people and the organisation in a better, more unified, and more empowered state than they found them. This enduring commitment to people and principles is the hallmark of truly impactful leadership, no matter the scale.

Post written by Jason Jost

The CEO's Playbook: Winning Business Strategy for 2035

In today's rapidly changing global economy, CEOs of small-to-medium businesses face a mix of unprecedented opportunities and significant risks. A long-term strategy that balances innovation, technology integration, and sustainability isn't just an option, it's essential for survival and growth. This playbook outlines practical frameworks and future-proofing techniques to help leaders craft a winning strategy for the next decade, ensuring growth, resilience, and a lasting competitive advantage.

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Why Strategy Demands a New Mindset

The pace of change has never been faster. Emerging technologies, shifting consumer expectations, and intensified global competition are reshaping industries, leaving little room for complacency. The strategies that worked five years ago are unlikely to be effective in the decade ahead. For New Zealand businesses, the global market is more accessible than ever, but it also brings new vulnerabilities. Digital transformation, automation, and AI are democratising opportunity while simultaneously intensifying competition. Meanwhile, sustainability and ESG (Environmental, Social, and Governance) responsibilities are now critical factors shaping investment and customer loyalty.

At Josty, we believe empowering growth requires more than reacting to trends. It demands a proactive approach to business model innovation, underpinned by clear strategic planning, robust leadership development, and a commitment to continuous corporate development. The next decade will reward businesses that blend market analysis, data analytics, and risk management with a culture of agility and resilience.

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Core Elements of a Winning Business Strategy

A long-term strategy provides stability and direction in a world defined by volatility and uncertainty. Key factors driving this need include:

• Globalisation: SMEs must both compete globally and defend against international competitors in local markets.

• Technological disruption: Technology presents both a risk (e.g., cybersecurity threats) and an opportunity (e.g., automation).

• Customer expectations: Modern consumers demand innovation, sustainability, and digital-first experiences.

Future-proofing your business is about adaptability, not just efficiency. You must invest in innovation to stay relevant and build resilience into your operations by diversifying supply chains and adopting flexible business models.

Here are the core elements to focus on:

• Market Analysis and Foresight: A deep understanding of the market is the foundation of strategic planning. Use data analytics to track customer needs, competitor moves, and industry shifts. Conduct regular market analysis and invest in scenario planning to test the resilience of your strategy against multiple futures.

• Technology Integration and Digital Transformation: Digital tools are no longer optional. Implementing automation can reduce costs, while leveraging AI can enhance forecasting and customer personalisation. Prioritise cybersecurity to protect your business in a digital-first world.

• Building Competitive Advantage Through Leadership and Culture: A winning strategy is executed by people. Strong leadership and a resilient organisational culture are crucial differentiators. Foster a culture of innovation, invest in leadership development at every level, and encourage cross-functional collaboration to enhance agility.

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Practical Frameworks for the Next Decade

• Data-Driven Decision-Making: Data analytics is a central driver of business innovation. Leaders must embed data into everyday decision-making, using analytics for predictive modelling and customer insights.

• Sustainability and ESG Considerations: Sustainability is no longer a choice it's a requirement from investors, customers, and regulators. Embedding ESG principles into your strategic planning can drive efficiency and enhance brand reputation.

• Risk Management and Adaptability: The only certainty about the next decade is uncertainty. Build risk management into your strategy by identifying key risks, creating contingency plans, and building flexibility into your organisational structure to pivot quickly.

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Emerging Trends Every CEO Must Watch

• AI, Automation, and Data Analytics: These technologies will redefine industries, driving efficiency and unlocking new opportunities. Businesses that embrace them early will establish a significant competitive advantage.

• Talent Management and Leadership Development: Future success hinges on your people. Retaining top talent requires a focus on organisational culture, flexible work models, and continuous leadership development.

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Expanding the Playbook: Strategic Priorities

• Customer-Centric Innovation: Place your customers at the heart of every decision. Use technology for personalisation and build feedback loops to act on customer insights in real-time.

• Strategic Partnerships and Ecosystems: No business operates in isolation. The future will reward companies that build strong ecosystems of partners and suppliers. Explore cross-industry alliances and consider mergers and acquisitions to accelerate growth.

• Agility in Business Model Innovation: The ability to pivot quickly will define the winners of 2035. Treat business model innovation as an ongoing process, whether through new subscription models, platform strategies, or hybrid operations.

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A 10-Step CEO Action Plan for 2035

1. Define Your Long-Term Vision: Create a clear strategic direction for the next decade.

2. Conduct Deep Market Analysis: Use data analytics to understand customers, competitors, and regulatory changes.

3. Prioritise Digital Transformation: Invest in automation, AI, and cybersecurity as core enablers.

4. Embed ESG into Strategy: Align operations with sustainability goals.

5. Strengthen Organisational Culture: Build a culture of innovation, wellbeing, and leadership development.

6. Diversify and Build Partnerships: Reduce dependency on single suppliers and explore collaborations.

7. Adopt Agile Business Models: Be ready to pivot with new revenue streams and offerings.

8. Build Robust Risk Management Frameworks: Prepare for supply chain, financial, and technology disruptions.

9. Set Measurable KPIs and Governance: Track progress with clear metrics and leadership accountability.

10. Commit to Continuous Adaptation: Treat your strategy as a living framework, refined regularly to align with new trends.

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Final Thoughts: Building the Strategy for 2035

The path to 2035 won't be linear. The challenges of globalisation, technological disruption, and sustainability will continue to reshape industries. However, with the right long-term strategy, small-to-medium New Zealand businesses can thrive.

At Josty, we are committed to empowering growth and securing success for businesses across New Zealand. Our expertise in strategic planning, leadership development, and corporate advisory equips SMEs with the tools they need to build winning strategies for the decade ahead. The next 10 years will reward organisations that act boldly, innovate consistently, and cultivate resilience at every level.

Post Written by Jason Jost

The Art of the Upsell: Sales Advisory for Hidden Revenue

The fastest path to business growth is often through your existing customers, not new ones. By taking a sales advisory approach, you can uncover hidden revenue through strategic upselling and cross-selling. This blog will explore why simple transactional selling fails and how frameworks like solution selling can generate long-term revenue.

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From "Is That All?" to Strategic Growth

For many businesses, sales is a simple transaction. You get an order, you fulfill it, and you ask, “is that all?” This approach is a missed opportunity. It closes the door on further value and leaves money on the table. Think of the difference between a simple transaction and McDonald’s famous "Would you like fries with that?" a small question that has generated billions in extra revenue. In the world of B2B sales, the opportunity runs even deeper.

I once got a call from a customer who needed a battery charger. Instead of just taking the order, I asked a few questions and discovered they didn’t just need a charger they needed a complete system, including a cabinet, breakers, batteries, and commissioning. What could have been a low-value sale became a full project because I took on a sales advisory role.

The key to upselling is not to push unnecessary extras, but to uncover and solve your customers' unmet needs.

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Why Upselling Matters for Business Growth

Acquiring new customers is expensive. It requires significant investment in marketing, lead generation, and long sales cycles. In contrast, expanding with your existing customer base is incredibly cost-effective. They already know and trust your brand, so selling them additional solutions reduces your costs and increases profit margins. A customer who buys once may generate a small amount of revenue, but one who continues to engage in upsells and cross-sells becomes a high-value, long-term partner, dramatically increasing their lifetime value.

The transactional “is that all?” approach fails because customers don’t always know what they need. By asking deeper, consultative questions, you get a clearer picture of their full project or challenges and can identify revenue opportunities they haven’t considered. This shifts your role from a simple vendor to a trusted advisor.

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Sales Advisory: A Framework for Hidden Revenue

A sales advisory approach transforms the sales process from a transaction into a strategic partnership. Instead of just selling products, you become a problem-solver.

Consultative Selling

This method puts the customer's needs first. By taking the time to understand their challenges, you can build trust and credibility. This helps you identify gaps and opportunities for value addition across their business, positioning you as an advisor rather than a supplier.

Account Management and Growth Planning

Effective account management goes beyond just maintaining an account; it involves actively nurturing it for growth. This includes:

• Scheduled account reviews: Discussing upcoming projects and long-term goals.

• Opportunity mapping: Identifying where your products or services could align with their business pipeline.

• Proactive engagement: Don't wait for them to call you. Anticipate their needs and initiate the conversation.

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Practical Strategies for Upselling and Cross-Selling

Strategic upselling is relevant, and customer focused. It happens when you:

• Map the customer journey: Identify natural points for upselling, such as during onboarding or when they are due for an upgrade.

• Use solution bundling: Create more value by grouping products or services into convenient bundles that simplify the customer's experience.

• Leverage data: Use your customer relationship management (CRM) tools to analyze purchase history, usage data, and customer segmentation to tailor your offers.

Cross-selling expands the relationship across new categories. It works best when it follows structured frameworks like Solution Selling or Land and Expand. The goal is to provide a complete solution to the customer’s challenge.

In my own experience, this has led to incredible results. What started as supplying products to a customer for their equipment once turned into hiring out our test facility to them. This created a completely new revenue stream and transformed the relationship.

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Empowering Growth, Securing Success

The art of the upsell and the power of cross-selling are not about quick wins. They are about building sustainable business growth through stronger customer relationship management. Too many businesses rely on weak tactics like "is that all?" which fails to deepen customer relationships.

For your business, the message is clear: hidden revenue opportunities are already within your existing customer base. By strengthening account management, mapping the customer lifecycle, and building trust, you can unlock these opportunities and secure lasting success.

At Josty, our focus is on helping businesses like yours master these practices. If you're ready to move beyond transactional sales and discover how sales advisory can transform your results, now is the time.

What Are the 5 Qualities of a Good Leader?

 

Why Leadership Matters More Than Ever

In today’s fast-moving, high-stakes business world, strong leadership is essential, especially in New Zealand's dynamic and competitive landscape. Whether you’re running a startup or leading a national operation, leadership development isn’t a luxury, it’s a business necessity.

At Josty, we support businesses not only in improving systems and performance, but also in building leaders who inspire action, drive results, and grow teams.

So what makes a truly great leader? These are the five most critical leadership qualities we’ve seen across top-performing businesses.

1. Clarity of Vision

Great leaders know exactly where they want to take the business and communicate it clearly and consistently.

Why It Matters: Teams thrive when they know the mission. Without a clear direction, people work hard but not necessarily in sync.

Josty Insight: Every time a business defines and aligns their leadership vision, team productivity and engagement skyrocket.

2. Emotional Intelligence (EQ)

Strong leadership requires strong self-awareness and empathy. Emotional intelligence includes:

• Reading people and situations
• Active listening
• Managing conflict
• Responding with emotional control

Why It Matters: Your team won’t follow someone who doesn’t “get” them. People follow people not just positions.

Josty Insight: Team audits find communication breakdowns often trace back to leaders with low EQ. Fix that, and trust improves immediately.

3. Accountability

Good leaders don’t pass the buck. They take responsibility and set the tone for accountability at every level of the business.

Why It Matters: A culture of accountability reduces fear, boosts confidence, and fosters innovation.

Josty Insight: We help transform teams simply by coaching leadership to step up and own outcomes. The result? Less blame, more progress.

4. Adaptability

Effective leadership means being able to adjust course quickly. Whether it’s a market shift, staffing change, or supply chain issue - great leaders are ready to pivot.

Why It Matters: The best business strategies are nothing without leaders who can adapt when reality changes.

Josty Insight: The companies that thrive after setbacks all have one thing in common - adaptable, forward-thinking leadership.

5. Ability to Empower Others

Micromanaging kills growth. Great leaders trust, delegate, and uplift others. They invest in their team and create space for people to grow.

Why It Matters: Empowered teams take ownership, solve problems, and stay committed.

Josty Insight: A simple mindset shift from "doer" to "developer" turns stuck managers into inspiring leaders who multiply results through others.

Final Thoughts: Leadership is Learned - Not Just Appointed

Strong leadership isn’t about a job title, it’s about impact.

At Josty, we help businesses build better leaders through practical coaching, development, and planning.

Ask yourself:
✅ Do I clearly communicate direction and purpose?
✅ Do I connect with my team emotionally not just functionally?
✅ Am I creating a culture of ownership, growth, and adaptability?

If the answer is “not yet” that’s okay. Leadership is a journey, and we’re here to help you grow.

➡️ Need support with leadership development or business planning?
Let’s talk — because your business deserves a leadership team that delivers.

The Two-Sided Coin of Respect: Earned in Drops, Lost in a Deluge

 

I've had the privilege of working with countless leaders and professionals at every level. If there’s one universal truth I’ve observed, it’s this: respect in the business world is incredibly difficult to earn, but astonishingly easy to lose.

We often think of respect as a given, a default setting that comes with a title or a position. But it's not. It's an intricate mosaic-built brick by painstaking brick. It’s the sum of a thousand small actions: keeping your promises, showing up with unwavering integrity, listening more than you speak, and treating the intern with the same courtesy you afford the CEO. It’s the quiet consistency of your character that people observe and trust over time. You earn it in drops, a timely follow-up, a shared credit, or a moment of empathy in a difficult conversation. Each drop is a deposit into a bank of trust that, over time, creates a powerful and resilient foundation.

And yet, that hard-won foundation can crumble in an instant, something I've seen happen far too often. One moment of arrogance. A single lie. A decision made without integrity. A public slight. A drop in quality. A missed deadline. A failed promise. It only takes one misstep to erode years of trust and respect. The drops of respect you've accumulated are no match for the flood of doubt that a single breach can unleash.

This dynamic plays out on both the internal and external stages of a business.

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Internal Respect: The Glue of High-Performing Teams

Within an organisation, respect isn't just a soft skill; it's the essential glue that holds high-performing teams together. It's the unspoken agreement that allows for healthy debate and constructive conflict without fear of personal attacks. When respect is present, colleagues feel safe to voice innovative ideas, challenge the status quo, and admit mistakes without fear of retribution. This psychological safety is the engine of creativity and problem-solving. A leader who respects their team's expertise empowers them to take ownership, innovate, and contribute their best work. When team members respect one another, collaboration becomes fluid and efficient, and collective goals take precedence over individual agendas.

Conversely, in a disrespectful environment, communication breaks down, silos form, and talent stagnates. Gossip and backbiting replace honest feedback, leading to a toxic culture where no one feels valued or motivated to do more than the bare minimum. A lack of internal respect is a direct line to employee turnover and a decline in quality, as no one feels personally invested in the collective outcome.

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External Respect: The Currency of Enduring Partnerships

Externally, respect is the currency of enduring partnerships and customer loyalty. How a company interacts with its clients, vendors, and the wider community is a direct reflection of its values. When a business consistently acts with integrity, communicates transparently, and honours its commitments, it earns the respect of the market. This respect translates into brand reputation, repeat business, and powerful word-of-mouth referrals. Customers are more likely to forgive minor setbacks when they know they are dealing with a company that respects their time and investment. Similarly, vendors are more willing to go the extra mile for a partner who treats them fairly and pays their invoices on time.

A business that shows disrespect to its customers perhaps through deceptive practices or poor service will quickly find its reputation tarnished. In today's interconnected world, a single negative experience can be amplified across social media, and that one lost drop of respect can become a tidal wave of public disapproval. The moment a company fails to deliver on a promise or lets quality slip, it’s not just a transaction that’s lost; it’s a piece of its reputation.

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So, How Do We Navigate This?

Respect is a daily, mindful practice. It is the foundation of every successful relationship, both in and out of the office.

1. Prioritise Integrity Over Expediency: Don't take shortcuts. The respect you gain from doing the right thing, even when it’s hard, is far more valuable than any short-term gain.

2. Be a Consistent Role Model: Your actions speak louder than your words. People are always watching how you handle success, failure, and everything in between.

3. Own Your Mistakes: When you fall short, admit it. A genuine apology and a clear commitment to do better can sometimes salvage a situation and even deepen respect.

4. Embrace Humility: The most respected leaders I know are often the most humble. They know they don't have all the answers and value the contributions of others, creating an environment where everyone feels respected and heard.

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Final Thoughts

Ultimately, the journey of building respect is a marathon, not a sprint. It’s an ongoing commitment to upholding your values in every interaction, from the smallest email to the most critical negotiation. The most successful professionals understand that respect is a fragile asset that must be protected at all costs. It’s the ultimate measure of your professional character and the true bedrock of your long-term success. What drops are you adding to your foundation today? 

Ready to dive deeper into business strategy? Explore more insights on our website at Josty.NZ.

Be Local, Think Global

"The work you do in your own backyard can ripple across the world."

That statement has been the constant thread running through my career. From the seas around New Zealand to global shipping lanes, from local energy infrastructure to international projects, I’ve seen first-hand how local actions can create a global impact.

My professional journey began in the Royal New Zealand Navy, a place where discipline, teamwork, and adaptability weren’t just encouraged they were essential for success. The Navy taught me to work under pressure, to adapt quickly to new challenges, and to understand the importance of every role in achieving a bigger mission. Whether it was navigating unpredictable seas or operating in challenging international waters, I learned that the decisions we made locally could have far-reaching consequences.

After my time in the Navy, I joined Wrights, servicing marine electronic equipment for merchant ships, naval vessels, and superyachts. This role took me into the heart of global trade, where reliability was everything. Ships needed to stay on their routes to keep goods, resources, and people moving. Whether docked in port or halfway across the world, I was tasked with repairing and maintaining systems that were critical to their operation. It was satisfying to know that my work helped keep trade flowing between countries and economies.

From there, I moved to Helios Power Solutions, where I designed and supplied power conversion and backup systems for critical infrastructure. This role expanded my scope beyond maritime work into industries and facilities that simply cannot afford downtime. In New Zealand, our solutions became integral to the critical infrastructure so much so that you can’t do much on the grid without them being used multiple times. Internationally, we delivered customised systems to industries where precision and reliability could mean the difference between success and failure.

Throughout my career, I’ve had the privilege of contributing to some significant moments:

• Being part of peacekeeping missions in the Solomon Islands, where operational readiness and technical reliability directly supported stability efforts.

• Repairing and maintaining systems to keep vessels moving on their global trade routes, ensuring goods reached their destinations on time.

• Designing tailored power solutions for industries worldwide, providing the assurance that even in challenging conditions, essential systems would keep running.

But the phrase “Be Local, Think Global” isn’t only about what I’ve achieved professionally. It also speaks to my commitment to making a difference in my own community. Over the years, I’ve volunteered as a coach and manager for local sports teams, investing in the development of our youth. These roles have reminded me that leadership, guidance, and teamwork aren’t skills reserved for the workplace they’re just as vital on the playing field. Helping young people grow in confidence, resilience, and cooperation is one of the most rewarding ways to contribute locally.

Now, through Josty, I’ve found a way to bring together all these experiences the discipline and adaptability from the Navy, the technical expertise from servicing marine electronics, and the systems-thinking from delivering critical power solutions. At Josty, we help businesses combine local commitment with global scalability from day one. That means working with clients to design business models that aren’t just effective in their home market, but are also ready to adapt, expand, and succeed internationally.

The reality is that in today’s world, very few businesses operate in isolation. Even if your customers are all in one country, your supply chain, technology, or competition is likely global. That’s why the mindset of “Be Local, Think Global” matters more than ever. It’s about understanding your immediate environment deeply knowing your market, your community, your customers while also recognising that you’re part of a much bigger picture.

For me, this mindset isn’t abstract theory. It’s a lived experience. I’ve seen how decisions made in a local workshop can affect the performance of a vessel thousands of miles away. I’ve seen how a power system designed in New Zealand can keep operations running in another hemisphere. And I’ve seen how coaching a local sports team can shape the values and potential of our future leaders.

As I look forward, my goal remains the same: to keep making an impact locally while ensuring that the solutions I deliver stand up to the demands of a global market. Because when you build with both perspectives in mind, you create something stronger, more resilient, and more valuable for everyone it touches.

So, I’ll leave you with a question one I often ask myself and my clients:
What does “Be Local, Think Global” mean in your world?

The Friday Afternoon Rhythm: Are You Rushing or Resting?

It’s Friday afternoon, and the office is buzzing with a unique kind of energy. But what does that rhythm look like for you and your team?

For some, it’s a mad dash to the finish line, frantically completing tasks and tying up loose ends before the week is over. Every email is urgent, every call a priority. The feeling of being behind is a common one as you race against the clock.

For others, the rhythm is entirely different. The pace slows down. It's a time for a late lunch, a casual debrief with the team, or a moment of reflection. The focus shifts from the urgent to the important planning for next week, setting strategic goals, or simply winding down and recharging.

Then there are those who have already checked out, mentally or physically. The laptop is closed, the notifications are silenced, and the weekend has officially begun.

For me, the Friday rhythm has a unique cadence. It involves heading to a local cafe for a couple of hours. Over a coffee and a burger, I shift gears. It's a focused period where I complete a few final tasks, review the week's wins and lessons, and map out the start of next week. It's not about escaping work; it's about creating a predictable and sustainable routine. This habit reflects a business that's not in a constant state of panic, but one where systems and planning create the space for both productivity and personal downtime.

The "mad dash" Friday isn't just about a stressful afternoon; it’s often a symptom of a deeper issue. It signals a business operating in a constant state of reaction, always fighting fires and never quite getting ahead. This kind of culture is a direct path to burnout, reduced morale, and poor decision-making. Your team learns that chaos is the norm, and they'll never feel truly secure or empowered. It's a cycle that prevents meaningful, long-term growth.

In contrast, the proactive close is an investment in your business and your people. Taking time to reflect on the week's performance, what worked and what didn't, allows you to apply those lessons immediately. Planning for the week ahead with a clear mind and a full stomach ensures you hit the ground running on Monday, avoiding that familiar start-of-week scramble. It's about building momentum, not just finishing a race.

As a leader, your Friday afternoon routine sets the tone for the entire team. By demonstrating a calm, focused, and organized approach, you give your team permission to do the same. You show them that success isn't about constant firefighting, but about thoughtful, deliberate action. This cultivates a culture of trust, confidence, and ultimately, sustainable success.

What does your Friday afternoon routine say about your business culture and your approach to leadership? Does it reflect a business that's always in crisis mode, or one that's planned, prepared, and ready for sustainable growth?

At Josty, we believe that a well-managed business allows for a relaxed and productive end to the week. It's about building processes and strategies that prevent the Friday panic and enable you to focus on what truly matters.

What does your Friday afternoon routine look like? Let us know in the comments!

For insights on how to streamline your operations and build a more resilient business, visit our website via the links in our bio.

What Makes a Successful Business? People!

 

When people talk about building a successful business, the first things they often mention are strategy, capital, market conditions, or innovation. While all of these are important, the real engine behind sustainable growth is people.

People are what drive a business to success.

Whether you're running a startup or leading a large-scale operation, the strength of your team will make or break your long-term outcomes. It’s not just about hiring people it’s about hiring the right people. Skill sets matter. Attitude matters more. And aligning both with your company’s purpose and values is where the magic happens.

A business isn't just a collection of products, services, and systems it's a living, breathing organisation powered by human knowledge, behaviour, and relationships. When you bring together a team with complementary skills, shared values, and diverse experiences, you're building a workforce that can adapt, innovate, and solve problems.

But it doesn’t stop at hiring.

A successful team must be utilised based on their strengths. Too often, businesses overlook their own internal capabilities. Staff are siloed, talent is underutilised, and valuable knowledge sits untapped. Leaders need to empower their people, not micromanage them. Create space for their ideas. Let their experience shape the path forward.

Success doesn't happen overnight. It’s developed over time as people grow into their roles, learn from challenges, and gain momentum together. Culture plays a huge part in this. When people feel valued, heard, and supported, they do better work. They stay longer. They go the extra mile. That’s where performance and loyalty intersect.

So, what’s the real formula for business success?

✅ Hire the right people.
✅ Build trust and alignment.
✅ Let them lead in their areas of strength.
✅ Support their growth, and yours will follow.

We see this not only in business but also in sport.

Think about the NBA this year, teams packed with superstars didn’t always go the distance. Why? Because a group of individuals doesn’t automatically equal a team. The Oklahoma City Thunder, on the other hand, built a core from the ground up, focusing on development, trust, and cohesion. Their progress wasn’t instant but with time and investment in each other, they rose to become champions.

The same happens in business.

A flashy hire or an impressive CV doesn’t guarantee alignment. It’s the shared experience, the journey, and the growth together that forms a high-performing unit. A great team is forged, not bought. It’s about resilience, accountability, and having each other’s backs when things get tough.

Businesses that succeed long-term understand that people aren’t just resources they’re the heartbeat of the organisation.

This is the kind of people-first thinking we live and breathe at Josty. Whether you’re looking at leadership structure, talent strategy, or team engagement, we help businesses align people with purpose.

Want to know how your team can be your greatest asset?
Visit our website via the link in bio or head directly to https://www.josty.nz to explore how we can help.

Let’s put people at the centre of your success story.

How Team Mental Health Drives Business Performance

Team mental health is no longer a soft issue; it's a critical component of business success, directly impacting productivity, retention, morale, and the customer experience. Businesses that proactively invest in consistent, inclusive employee well-being initiatives can prevent burnout, boost staff engagement, and minimise costly errors that damage reputation and profitability.

The Business Case for Mental Health

When employees feel supported, they are more motivated, engaged, and resilient. This leads to higher performance, better decision-making, and improved service delivery. Conversely, neglecting mental health issues can quietly drag down productivity and collaboration. Poor morale often leads to high turnover, increased errors, and slower decision-making, while a supportive culture fosters loyalty and improved performance.

Burnout, in particular, is a significant financial drain, causing absenteeism, presenteeism, and disengagement. While some businesses may push for greater productivity during tough economic times, this often creates a false economy. The short-term gains are outweighed by the long-term costs of reduced resilience and high employee turnover. Prevention through a consistent mental health policy is far more cost-effective than dealing with the aftermath of staff burnout.

Furthermore, client relationships can suffer when a team is under mental strain. Missed deadlines, poor communication, and broken promises are often a symptom of overwhelmed staff. Customer-facing roles are especially vulnerable; when employees are running on empty, their patience and attention to detail drop, leading to service errors and reputational damage. This is a predictable result of systemic neglect, not a personal failing.

Common Challenges and Proactive Solutions

Many businesses struggle to support mental health effectively. Inconsistent leadership direction such as shifting priorities can cause anxiety and confusion. Non-inclusive support systems, where aid is offered selectively, can breed resentment. The lack of regular check-ins means early signs of distress are often missed.

Building a culture that supports mental health requires a strategic approach:

• Consistent and Equitable Wellness Practices: Ensure that support systems and policies are inclusive and apply equally to everyone, regardless of tenure or role.

• Encourage Flexible Work: Offer options like remote days and flexible hours. Flexibility is a performance enabler, reducing daily stressors and accommodating personal responsibilities.

• Create Routine Check-ins: Implement regular one-on-one and group catch-ups to uncover issues and build trust before stress escalates.

• Instill Psychological Safety: Foster a culture where employees feel safe to speak up, admit mistakes, and ask for help without fear of retribution.

Ultimately, mental health is a business imperative, not just an HR checklist. Organisations that adopt consistent, inclusive mental health approaches build stronger cultures and brands. They retain talent, deliver better results, and more reliably meet client expectations. Your investment in your team's well-being is an investment in your company's long-term resilience and success.

Head over to the Josty Blog to read the full article: Team Mental Health Drives Business Performance