0 Workplace Investigations – Interview with Kali Frost

In this interview I speak with…

Kali Frost, a HR professional who has offered to share her insights regarding workplace investigations

0 The Necessary Conversation – Interview with Dr Linda Burrows Part 2

This interview with Dr Linda Burrows focuses on the negative impact on staff when managers can be too quick to promote EAP rather than having a meaningful conversation themselves with the staff member.

0 The Necessary Conversation – Interview with Dr Linda Burrows

This interview with Dr Linda Burrows focuses on managers and the concept of ‘doing a better job to support staff’.

0 Servant Leadership

Respect is one of those words we use so often we rarely pause to consider its meaning. It describes an attitude, yet its latin root, specere, to look, indicates that this is really a form of attention. To be respectful is to attentively incline oneself towards the other in recognition of their autonomy and integrity. There is […]

0 The 4 Leadership Zones – Are Your Leaders Contributing to or Detracting From the Organisation’s Strength?

Remember the organisational strength model below from my last post in which I discussed the need for the ‘Inspired Leadership’ pillar – the central pillar – to be the most prominent contributor to organisational strength?

This led to a discussion of the ‘4 Leadership Zones’ and the presentation of the next model. Were you a little curious to know what ‘Leadership Label’ the two question marks are referring to?

0 The Necessary Conversation – Interview with Lincoln

In this interview I speak with…
Lincoln an employee who has offered to share his insights about the ‘Necessary Conversation’ from an employee perspective.

Summary of Lincoln’s comments/insights:
It’s important in the conversation for the employee to have:
Ownership of the decisions made
The ability to contribute and express their insights, desires and concerns

0 When to Engage an Accredited Mediator – Interview with Matt Connell

In this interview I speak with… Matt Connell. Currently: General Manager People & Culture Multicultural Community Services Geelong.

Some of Matt’s take away top tips:
Appreciating the skills of an Accredited Mediator:

There is a difference between formal mediation and ‘having a chat’ with a staff member Being able to have a structured conversation as part of a formal conflict resolution approach
The ability to listen effectively

0 Having the Necessary Conversation – Interview with Michael Sims

In this interview I speak with…
Michael Sims. Currently: Academic Lead, University of Tasmania

In the discipline of Agriculture and Food Systems in conjunction with the Tasmanian Institute of Agriculture

Some of Michael’s take away top tips:
Having effective communication skills are crucial in dynamic environments with lots of distractions
The Coach (Leader/Manager) is a role model and needs to prepare for the conversation and set the right tone

0 Where Is Your Organisational Strength?

Most organisations believe strength = success = profit and the higher the profits the stronger the organisation is.

So these organisations put a sole focus on increasing profit – and they attempt to do just that.

From the outside, on paper, that company is looking strong. But take a look under the roof – the ceiling is collapsing and those working in the company know just how unhealthy the business is.

0 What Are The Three Main Pillars That Support Business Success?

The three main pillars which underpin and strongly support business success are also those which are developed when an organisation understands that a broad and continued focus on workplace culture is the number one priority.

When workplace culture is seen through a narrow lens as a single point outcome or stand-alone project with a siloed approach, one or more of these pillars will not function to optimum capacity.