Gwen Meyer - CEO and Founder Incremental Steps
Brief us about your outset story of your career. My career in IT and management consulting started on a train in Paris, in 1984, when I found myself seated opposite a distinguished looking businessman in
the carriage in which I was travelling. Turns out this man was the Sales and Marketing Director for IBM Europe, based in La Defense, Paris…. and by the end of the train journey, I had accepted an invitation to take an aptitude test at their Head Office the next day.
We also discovered the most incredible connection. Not only was Alasdair South African but he was married to the sister of a very close family friend from the same small farming community in which I had grown up in Zimbabwe.
I was 20 years old on a post graduate travelling experience in France and was working as an ‘au pair’ for a French family, studying and tutoring French (which was one of my major subjects) and teaching English to the French children I was taking care of. I had been considering a career in translation in the diplomatic arena but ended up going to IBM to take that aptitude test and the rest is history….41 years later.
Alasdair was my first mentor and enabler in my career, and we are still friends today. In fact I met up with him in Adelaide early last year when he was visiting his daughter who lives in McClaren Vale. I realized very early on in my career, the power of mentorship and relationship building – and of course the Universal assistance of synchronicity and perfect timing.
What motivates you on a daily basis to continue pushing the boundaries and achieving new milestones in your industry?
I have always been ambitious and driven to learn more, simplify more and share what I have learnt. I discovered that to become a master of knowledge, wisdom and delivery I would need to teach it, to coach or to mentor.
I know that to master what I have learnt, I have to create an obligation to teach it. That it’s not only about understanding the content but embodying the characteristics, the values, the qualities and the abilities - to be congruent with my work, a role model. Also, to continue doing the inner work of processing and releasing my own fears, doubts and limiting beliefs towards building the world or reality in which I prefer to live.
Understanding my strengths, limitations, values and motivations have created a stable foundation for me and my business to grow and evolve further. Based upon this, confidence naturally arises. This kind of confidence doesn’t need to be faked or performed. It radiates. It is a quiet unshakable energy that people sense and respond to even if they can’t articulate why. The key is alignment. When your actions align with your thoughts, words and emotions (your authentic self) you begin to trust yourself implicitly. This trust is the core of confidence. You no longer second guess or seek approval or validation from others because you know you’re acting in harmony with your truth.
Your consistency and discipline will further your progress and the feedback will refine your skill. Following this process will lead to mastery.
You don’t become a master because you’re able to retain knowledge. You become a master when you’re able to release it.
The late spiritual leader Yogi Bhajan once said ‘If you want to learn something, read about it. If you want to understand something, write about it. If you want to master something, teach it.’
For the last 7 years, I have been teaching and coaching each of the programs I have personally undertaken, and have successfully tested their efficacy on individuals, groups and in organisations.
In the ever-evolving business landscape, how do you stay adaptable and keep up with the latest trends and innovations?
I learn about a topic or subject that relates specifically to my focused areas of interest each day. I do this by learning from other experts, by reading, through on-line education platforms, conferences, interviews, videos, podcasts and networking events. I take time periodically to withdraw, self-reflect, journal and follow practices that tap into my higher, creative mind to determine the next perfect step to take.
We can only adjust our internal beliefs in small steps, so this is a slow and iterative process. This can work without being consciously aware of the adjustments, just by focusing on the ability to change and improve. However, by making some change, taking action and choosing to push ourselves out of our comfort zone, we can use conscious effort and practice to make larger changes in our beliefs… and catch ourselves when falling back into ‘fixed mindset’ thoughts. When our beliefs and will are opposed, the beliefs will always win!
When steps are taken incrementally and consistently, it can lead to huge transformation. Change doesn’t have to happen all at once, we can make sure our habits are small & achievable enough to be sustainable - without the need for major sacrifice, which will deplete our willpower reserves. This is incredibly important. Small steps lead to big things over time.
How do you foster a culture of innovation and creativity within your organization?
I believe in the Japanese Kaizen philosophy, not only for the manufacturing industry where it was born but in all areas of life. It takes time, investment and tremendous belief.
It’s exceptionally rare for organisations to educate their teams on the philosophy of incremental improvement or gains; in all life zones…such as relationships, beliefs, self-awareness, human skills, change making etc.
I’m at the point in my company’s evolution, of expanding and do not yet have the scale to see it’s efficacy - although I do use this strategy for myself, personally. I have seen the process work in several organisations and know that to foster innovation and creativity you need to create a culture where people care enough, are motivated enough and are recognised sufficiently enough to step forward, contribute and invest their energy in the betterment of the company.
Under the Kaizen philosophy, you need lots of ideas, very often, to make meaningful progress over time. And in order to get lots of ideas, you need people to be driven by their own curiosity, motivation and care.
True innovation is always born from the sweat & determination of persistence, of individuals and great teams bound together by the right culture and philosophy, not from eureka moments, accidental fortune or intentional genius.
In all individuals or companies that have reached the summit of their industry or potential, there is no ‘one’ decision, invention or innovation that got them there. Steven Bartlett, Diary of a CEO got his teams to ‘out-care the competition’. Keith Ferrazzi, American author and Entrepreneur talks about the power of team relationships and hiring the right people. He says your team has to be the highest team you sit on. You need to consider yourself the leader even though you’re not the formal leader. There needs to be intimacy, generosity, candour and accountability. All cornerstones of any great relationship. In that environment, your team will flourish.
“Every team has the wisdom of Yoda in it but NOT as one person!”.
When you create culture through recognition, celebration and evidence, the easiest and most accessible things can have the biggest of impacts. ‘One percent’. Identify and encourage those 1 % gains, wherever they might arise - in the individual or the organisation.
As Charles Darwin argued, an individual’s success won’t be determined by a single stroke of genius. Instead, it will be the by-product of a philosophy that fosters gradual evolution, mutation and adaptation in any and every aspect of an organism, over an extended period of time.
The Kaizen philosophy isn’t just about business, efficiencies or improvements; it’s about continually ensuring you’re on the right path and heading to the destination that you intend to, want to and desire to visit.
Carving out time for solitude is essential. Implementing practices that help you to quieten the Default Mode Network, the ruminating, over analytical part of the brain, allows you to tap into higher states of consciousness which are essential for insight and receiving inspiration.
What is your philosophy on leadership, and how do you inspire and lead your team to success?
I believe that Leadership isn’t merely about title, rank and authority. Many leaders ascend to their positions through long service and accumulated knowledge and experience, not necessarily through a conscious choice or innate leadership skills. And many I have not chosen to follow. In contrast those who truly lead inspire others, driven by a purpose greater than themselves, rooted in service and contribution. People follow these leaders because they resonate with their cause and purpose.
We face a crisis of leadership globally, and I believe we need to look to the next generation of world leaders for inspiration. I believe inspirational leadership can be learned. To drive change we must acquire knowledge, skills and understanding that lead not only to insight and paradigm shifts but to action and expansion. Change making is an approach to leadership and accountability for positive change lies with each of us individually. Leadership demands an extensive toolkit with open minded and open-hearted curiosity to progress solutions for the world’s most complex adaptive challenges.
My own deep dive into understanding the brain and mind sciences– beliefs, mindsets, the subconscious mind, positivity quotient (mental fitness), emotional intelligence, neuroplasticity, quantum physics, behavioural sciences - spirituality and the mind-body-soul connection, has provided me a level of self-awareness, self-confidence and self-trust that is truly empowering. It has opened up my mind to increased creativity, energy and countless possibilities and connection to my intuition has increased dramatically – so much so that I have tapped into a level of inner knowing and clairvoyance that has been profoundly transformational in my life.
My PQ or Positivity Quotient has raised to a level where my mental fitness is at a consistently high level. I know this because I am able to stay centred and calm no matter what is happening around me. My level of influence and impact is growing and I am attracting more aligned people into my business and my life. There is a level of energy contagion that happens and I find people respond differently to me when I am around them. Many people have actually fallen away from my environment because there is a disconnect in frequency and alignment.
PQ measures the relative strength of your positive versus negative mental muscles - effectively the measure of your mental fitness. Raising PQ automatically develops 17 of the 18 emotional intelligence (EQ) competencies.
I believe we need to create environments in which our teams can work at their natural best. Environment is key. Based on research carried out by Marcelo Lacerda, on happiness and high performing teams, observing interactions between the various members in low, medium and high performing teams, identified the most dramatic differentiator between high performing teams and low performing teams is positivity/negativity ratio. There is a tipping point for PQ equivalent to 75%. High performing teams equivalent score is 85%. Low performing teams are 29%.
This corresponds to Barbara Fredrickson’s work which earned her the Templeton prize after completing her PhD from Stanford for positive psychology. She rates individuals as flourishing or languishing. Flourishing was determined by reviewing 33 factors. Fredrickson’s results translated to 77% for flourishing individuals versus 69% for languishing individuals - validating the tipping point of 75%.
Can you highlight any notable collaborations or partnerships that have played a significant role in your business journey?
My most recent, notable collaboration has been with the Australian Rural Leadership Foundation (ARLF)
The Australian Rural Leadership Foundation (ARLF) introduced a new Changemaker Workshop to their list of Leadership Programs at the start of 2024. It has been delivered by the ARLF in partnership with the Foundation for Rural and Regional Renewal (FRRR) support for communities as part of Helping Regional Communities Prepare for Drought Initiative (HRCPDI), funded by the Australian Government’s Drought Fund (Department of Agriculture, Fisheries and Forestry). It has been selected by close to 80% of all regions (35 in total) and has been recognized internationally by the United Nations, with a specific focus on the impact by women in the regions.
As one of the facilitator’s delivering this program, we expect to engage a network of over 2000 participants, all committed to driving positive change in their communities.
Key themes have emerged from over 1000 participants to date:
Discovering a space in their region where an unexpected group of people from different walks of life (some in positional, and some in no-positional leadership roles) can come together in a shared process to make change happen is both surprising and welcomed by participants. There is recurring emphasis on listening to diverse perspectives, involving stakeholders early in decision-making, and fostering a collaborative environment to create inclusive and sustainable change. This message reflects a shift towards community-centred approaches that ensure initiatives are relevant, supportive and empowering for all involved.
Attracted to an approach where adopting strategic and adaptive approaches to problem-solving are encouraged. This strategic mindset helps organisations and individuals create lasting impact by understanding and addressing the complexities underlying their challenges.
There is a strong focus on confidence-building, both for participants themselves and for those they work with. Many participants are working to overcome self-doubt, embrace their leadership roles, and empower others within their teams and communities. This message underscores the importance of fostering confidence, courage, and resilience to lead positive, impactful change effectively in both organisational and community contexts.
ARLF Australian Women’s Drought Resilience Efforts Recognised Internationally by the United Nations
Please tell us about your organization.
In November 2023 Incremental Steps was recognised as the top leadership development services provider in Australia by global Manage HR APAC Special Magazine after being listed in the top 5.
In August 2024, as CEO and Founder I was recognised as one of the most inspirational business coaching leaders of 2024 and was on the cover of CEO Time magazine.
Whilst these accolades are gratefully and humbly received, I only conceptualised the vision and mission of my business because I had become so disillusioned by the pervasive acceptance of mediocre and uninspiring leadership, and the level of unhappy working environments and underperforming cultures in which I was working. I wanted to make a difference.
In 2018, a year before the pandemic I started my Coaching and Training business, Incremental Steps.
Our Vision: To nurture the next generation of inspiring global leaders and change makers.
Our Mission: To cultivate thriving cultures of learning, development, and empowerment through technology, mental fitness, well-being and excellence.
What are some key lessons you've learned from your failures or mistakes, and how have they contributed to your growth as a business leader?
As a recovering perfectionist, I have learnt it’s ok to fail and make mistakes, that in fact you learn quicker and more effectively if you take imperfect action, than no action at all.
My biggest learnings and growth, both personally and professionally have been reflected in my relationships, strategic alliances and partnerships.
I have learnt who to trust, who to align with and who to let into my world. I have learnt that actions speak louder than words. As a former people pleaser, I have learnt to value reciprocal relationships and guard my own energy.
I have learnt that the relationship you have with yourself determines the relationship you have with other people. This is the game changer. When you can be fully and unashamedly and authentically you, your life starts to shift in the most magical ways.
I no longer invest time and energy in people I like. I invest time and energy in people who invest in me, my cause, or my business!
Character can only be determined over time.
How do you balance your professional life with personal commitments and maintain a healthy work-life balance?
The key is to focus on quality not quantity… to maintain a small but aligned network of people with aligned energy & values. I schedule dedicated time to spend with, or talk to, trusted friends and family or to attend uplifting gatherings.
I spend a fair amount of time in solitude and have learnt to set boundaries around my priorities aligned to my values and goals. This ensures I don’t feel isolated and still feel deeply connected to others.
Can you share any upcoming projects or initiatives that your audience can look forward to?
We are currently enjoying a strategic hiatus for a period of rest - to step back, reflect and refine plans for new initiatives and projects. We are refining requirements for our next aligned partnership - to expand our client reach and create greater impact in Corporate and business communities.
In early 2025, we are extending the reach of the Changemaker workshop (which is a 2 day experiential journey) to change makers in the Corporate IT and Technology industry. This is for progressive and forward thinking leaders who are open to building high performing teams and environments using the latest psychologically structured, evidence-based tools, models and frameworks for Change.
We would like to work with people and communities open to change, learning and continuous growth and improvement. People who are bold and passionate about leadership, change, technology, mental fitness, well-being and excellence.
A century after Viktor Frankl first placed the burden on each of us to determine what gives us meaning, we have more tools than ever to answer that call.
We have three primary levers we can tug -- agency, belonging, and cause. We have three principal stories we can tell -- our me story, we story, and thee story. We have three prevailing life shapes we can choose -- lines, circles & stars. And every now and then, if our life takes a swerve, we can alter these priorities as we wish. Bruce Feiler, in his book “Life is in the Transitions: Mastering Change at Any Age” calls this process shape-shifting, and it’s a powerful way we make meaning in times of personal or business change or evolution.
What legacy do you hope to leave in your industry and for future generations of business leaders?
We are connected to all that is possible and all that is possible is possible for each of us – there are countless possibilities.
We want to be the highest, truest expression of ourselves so that we can share our knowledge, lived experience and wisdom to educate and empower the next generation of aspiring leaders and change makers to mobilise change in their communities and organisations – to progress solutions for the world’s most complex and adaptive challenges.
To be the most powerful versions of ourselves we need to be unashamedly, authentically ourselves. We need to tap into our own internal guidance systems and be inspired to do what gives us joy so that we can create the world we prefer to live in.
“As a leader, it is crucial to understand the transformative power of progress and the ways in which it can be nurtured and catalysed”.