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< PreviousO ne of the key strengths that I’ve built over the years - especially when working with clients and with my colleagues and team members - is being able to cut through the noise, then to be decisive with a bias for action. It’s a skill that was first mentored to me by Des Penny, the founder of Proteus. This was way back in 1999 when I first joined the business - and it’s stayed with me ever since! When someone shares what feels like a big, tangled challenge, I can usually see or get to the root cause quickly, map a I must admit that I’ve spent longer than I care to think about tying myself in knots over decisions, that looking back upon, weren’t actually that big a deal. And that’s exactly why the One-Way Door vs Two-Way Door approach hit me right between the eyes when I first came across it. It’s a simple idea - one that completely changed the way I think when making decisions. Especially when I’m stuck or find myself procrastinating over a personal dilemma, or a workplace challenge. way forward, and then spot the obvious next steps. It’s a skill that I’m proud of - and honestly, it’s helped a lot of people get moving when they were stuck. But if I’m being real... it doesn’t always work that way when it comes down to my own decisions. When it’s me on the hook - my work, my life, my risks - well, suddenly things can feel a lot more overwhelming, and more complicated than they probably need to. 10 proteuslifeBut most decisions are not One-Way Doors. They’re Two-Way Doors! You can step through, test the waters, and if it’s not what you hoped, you can step back, tweak things, and keep moving. There’s no need for drama. No need for paralysis. It’s a concept popularised by Jeff Bezos. Whether you love him, loathe him, or sit somewhere in the middle, it’s one of his most practical and useful contributions to leadership thinking. As he puts it: "Many decisions are reversible, two-way doors. If you've made a suboptimal decision, you don't have to live with the consequences for that long. You can re-open the door and go back through." The Doors We Create Not every decision carries the same weight - even though, in the moment, they can all feel massive. Some decisions are called One- Way Doors. Once you walk through, there’s no easy way back. You’ve committed. The stakes are high and very real. These calls deserve extra thought, perspective and care. 11 proteuslifeThe real trap? We often treat Two-Way Doors like they’re One-Way - blowing them out of proportion in our minds… slowing ourselves down when we should just be moving forward. Action Precedes Clarity (and Beats Perfection) The best leaders (as we know) aren’t perfect decision-makers - they’re just fast learners. They’re willing to decide, act, and course-correct if they need to. They don’t wait around trying to predict every possible outcome. One of our favourite Proteus mantras is a Peter Sheahan quote: "Action Precedes Clarity." Waiting for perfect clarity is a trap. And honestly? Most of the time, the clarity we’re waiting for only comes after we act, not before. That’s why great leaders create momentum - not because they know everything, but because they’re willing to move and take healthy risks. The Real Threat is Inaction There’s nothing wrong with being cautious when the stakes are genuinely high. If you’re making a call that is a One-Way Door - slow down. Stress- test it. Bring in your best thinking. But if it’s a Two-Way Door - and nine times out of ten, it will be - then make the call. Step forward. Trust your ability to figure it out. Brené Brown captures it perfectly: "There is no innovation and creativity without failure. Period." or as Arianna Huffington echoes: "Failure is not the opposite of success; it’s part of success." Leadership isn't about avoiding mistakes. It’s about having a Growth Mindset and building cultures where action, learning, and adaptability are the norm. And in truth, sitting still usually causes far more damage than making a decision and adjusting as you go - especially when it’s only a Two-Way Door challenge! Making the Shift Next time you feel stuck, before you spin yourself into another round of what-ifs, ask yourself two questions: 1. Is this decision a One-Way Door, or a Two-Way Door? 2. If it’s a Two-Way Door (and it probably is), what’s the next best step I can take? You don’t have to see the entire path. You just need to move through the door and trust yourself to navigate towards what’s next. At the end of the day, momentum beats perfection. Every Time. So back yourself. Make the call. The door’s right there - just open it! "Choosing courage over comfort is not always easy, but it is always worth it." - Brené Brown Richard Dore Co-CEO - Director of Partnerships / Director of South West Region Proteus Leadership 12 proteuslife6Sentences That Will Change Your Mindset and Life 1 “ Everything in life happens for me, not to me. ” Shift from a victim mindset to a growth mindset by seeing challenges as opportunities. 2 “ Small daily improvements lead to massive success over time. ” Consistency beats intensity; progress compounds. 5 “ Failure is not the opposite of success ; it ’ s part of success. ” Embrace mistakes as learning experiences instead of setbacks. 3 “ I attract what I focus on, so I choose to focus on the positive. ” Your thoughts shape your reality; cultivate optimism. 6 “ My past does not define me ; my present actions do. ” Let go of past regrets and build the future you desire. 4 “ I am in control of my thoughts, actions, and reactions. ” Take responsibility for your life and focus on what you can control. 13 proteuslifeW e used to picture mentorship as a one-way street: the seasoned executive takes a younger employee under their wing, dispensing wisdom like a corporate Yoda. And while that still has value, today’s workplace calls for something more dynamic, more human, and frankly - more mutual. Mentorship is evolving. It’s less about hierarchy and more about connection. Less about instruction and more about conversation. It’s no longer just about passing down knowledge - it’s about creating spaces where people can grow together, challenge each other, and expand their thinking. In short: mentoring has gone from a program to a mindset. The Myth of the "All-Knowing Mentor" Let’s start by dismantling a common misconception: that mentors must have all the answers. They don’t. Great mentors aren’t fountains of wisdom - they’re mirrors and guides. They ask good questions. They listen well. They share their experiences, but they don’t position themselves as the hero. Because growth doesn’t come from being told what to do - it comes from feeling seen, heard, and supported to figure it out. The moment we stop seeing mentorship as a transfer of knowledge from “expert to novice,” we open the door to something far more impactful - relationships based on trust, curiosity, and mutual growth. Rethinking Mentorship: Three Modern Models Here are three ways mentorship is being redefined in forward-thinking organisations: 1. Reverse Mentoring In this model, younger or less tenured employees mentor more senior leaders - often on topics like technology, culture, inclusion, or emerging social dynamics. A senior exec might learn from a Gen Z team member about how social justice shapes consumer behaviour. The benefit? Perspective. Relevance. Humility. Reverse mentoring breaks down ego and hierarchy - and builds bridges across generational divides. 2. Peer-to-Peer Mentoring Not all growth comes from above. Some of the most valuable insights come from someone walking beside you - someone who gets the day-to-day realities. Peer mentoring encourages open dialogue between colleagues at similar levels. It can be structured or informal, but it always leans on shared experience and emotional support. Especially powerful in high-stress environments, or during career transitions. 3. Cross-Functional Mentoring Imagine pairing someone in marketing with someone in finance. Or a leader in IT with a junior designer. Cross-functional MENTORSHIP IN THE MODERN WORKPLACE Rethinking the Roles! Why mentoring is no longer top-down and how to lead from any seat. 14 proteuslifementoring helps break silos, expand empathy, and foster innovation. It’s about broadening horizons. Helping people understand the business through a new lens - while growing their communication and collaboration skills. The Leadership Opportunity: Be a Mentor, Seek a Mentor, Create Mentorship Moments You don’t need a formal title or program to mentor. You just need intention. Here’s what leadership in this space looks like: • Be a mentor. Find someone who could benefit from your experience - and offer your support. You don’t need to have all the answers. Just show up, listen, and create space for growth. • Seek a mentor. No matter your level, there’s always someone you can learn from. Be proactive in seeking out people who challenge your thinking and expand your worldview. • Create mentorship moments. Not every mentoring relationship needs a calendar invite. Sometimes, mentorship is simply pausing to share what you’ve learned from a hard moment. Or asking someone, “What do you need right now?” in a meaningful way. These micro-moments of guidance and support - offered consistently - are often more powerful than formalised programs. Culture Shift: From Competition to Contribution When mentorship is embedded in the culture, something beautiful happens: the focus shifts from climbing ladders to lifting others. You start to see people looking out for each other’s development. Celebrating wins. Offering honest advice. Sharing resources. Culture becomes less about competition and more about contribution. And that changes everything - engagement, retention, even innovation. Because when people feel supported to grow, they give more, risk more, and care more. Final Thought: Leadership Isn’t a Level - It’s a Choice Mentorship in the modern workplace is about showing up for each other. It’s about creating relationships that cut through the noise and help people feel seen. It’s about leading from wherever you are, with whatever experience you have. So don’t wait to be asked. Don’t wait for a program to start. Don’t wait until you’ve “made it.” Start mentoring now. Start learning now. Start growing - together. ORSHIP MODERN KPLACE the Roles! no longer top-down d from any seat. 15 proteuslifeLindy Parfrey Creating A Positive Culture Virtual Workshop Naomi Shaw Creating A Positive Culture Virtual Workshop Courtney Hamilton In House Workshops Rana Havard Leading and Managing Yourself Virtual Workshop Christine Smith Presenting With Confidence Masterclass Sally Salter Leadership Breakfast Series Amy Stockman Leading People and Culture Face-to-face program Christine Smith Presenting With Confidence Masterclass Sheree Wingard Emerging Leaders Face-to-face Program 16 proteuslife 16 proteuslifePROTEUS Virtual PROTEUS Face To Face View 2025 Dates “I have done leadership programs before and this was the best I have attended by a large margin.” Simone Mills City Of Marion "This course was my eye opener to lead the team in regard to people who are diverse and work and learn differently." Mohammad Alam Boeing Defence Australia Limited Join us for the Emerging Leaders program, designed specifically for professionals and leaders who aspire to drive change and make a significant impact within their organisations. Our exclusive program is a game changer for individuals seeking to: • Develop Leadership Competencies • Improve Team Performance • Strategic Thinking • Communication Skills Are you ready to take your leadership skills to the next level? REGISTER NOW Don’t miss this opportunity to advance your leadership journey! 17 proteuslifehow they show up. In the meetings they attend, the promises they keep, the way they listen when no one’s watching. That’s the quiet power of consistency. Consistency Builds Credibility People follow leaders they trust. And trust is built, not through occasional brilliance, but through reliable behaviour over time. Think about it - would you trust a leader who gives one inspirational talk and then disappears for three weeks? Or one who checks in regularly, follows through, and communicates clearly even when the news isn’t great? Credibility comes from alignment: between words and actions, values and behaviour. When leaders are consistent, people know where they T here’s something magnetic about bold leadership. Big gestures. Rousing speeches. High-impact decisions that ripple through organisations. It’s what we often celebrate - the dramatic moments that seem to define what it means to lead. But here’s the truth: those moments, while powerful, are only part of the picture. The real measure of a leader isn’t found in the big wins. It’s found in the daily rhythm of who they are and stand. There’s no second-guessing, no reading between the lines. That clarity is powerful - it reduces friction, anxiety, and wasted energy. The Ripple Effect of Steady Leadership Inconsistent leadership creates a kind of cultural whiplash. Teams don’t know what matters. Priorities shift. Values feel performative rather than lived. But when leadership is steady, the ripple effects are profound. People start modelling that behaviour. They become more dependable themselves. Culture stabilises. Performance improves. And perhaps most importantly - people feel safe. Not in the sense of being coddled, but in the sense of being anchored. Consistency, in this way, becomes a cultural tone-setter. It’s not loud, but it’s incredibly effective. Why steady beats flashy - every time 18 proteuslifeSmall Acts, Big Impact Let’s be clear: consistency doesn’t mean being rigid. It doesn’t mean never evolving or sticking to outdated methods. It means being intentional - showing up in a way that reflects your values and priorities, especially when it’s hard. A leader I once worked with made a point of spending 10 minutes each morning walking through the office, simply saying hello. It didn’t seem revolutionary. But over time, it became a symbol of his leadership. He was present. Approachable. Grounded. When a crisis hit, that trust was already there. It’s these micro-behaviours - how we handle feedback, how we run meetings, how we respond under pressure - that define us far more than any keynote or strategy offsite. Three Ways to Lead with Consistency 1. Create behavioural anchors Identify the non-negotiables in how you lead - not just what you believe, but what you do. For example: “I always follow up within 24 hours,” or “I give recognition publicly, criticism privately.” These anchors become your leadership habits. 2. Communicate clearly, even when it’s uncomfortable. Consistent communication doesn’t mean sugar-coating. It means people know they’ll hear the truth from you, delivered with respect. Over time, this builds enormous goodwill. 3. Show up - not just physically, but mentally. Being present is one of the most underrated leadership skills. Your consistency of presence - especially during tough times - signals to your team that they matter. The Long Game In a world that moves fast and prizes disruption, consistency can feel boring. But the most effective leaders aren’t trying to dazzle - they’re trying to build something that lasts. And that kind of leadership, the kind that endures, is rarely about one defining moment. It’s about a thousand small ones. So if you’re wondering how to lead better - start by asking how you’re showing up, not just today, but every day. Because in the end, it’s not what we do occasionally that defines us as leaders. It’s what we do consistently. 19 proteuslifeNext >