Behind The Scenes

For decades, finance teams have been the backbone of corporate decision-making, ensuring fiscal responsibility and long-term sustainability. However, in many organisations today, finance departments are overstepping their mandate—micromanaging other business units rather than guiding them towards better financial discipline. Instead of enabling growth, they have become barriers to innovation and operational efficiency. The Shift from Strategic Guidance to Operational Overreac

For decades, Human Resources has been dismissed as a cost centre—necessary, but not revenue-generating. This outdated perspective is costing businesses millions. In reality, HR is one of the biggest drivers of profitability, directly influencing workforce productivity, operational efficiency, and long-term financial performance. Yet, too many companies still treat HR as an administrative function rather than a strategic asset. The Data Proves It: HR Drives Profitability A 202

For too long, HR has focused on surface-level engagement strategies while failing to address the systemic issues that hinder productivity. Workplace friction—those daily inefficiencies caused by outdated processes, poor communication, and rigid policies—is costing businesses billions in lost productivity and talent turnover. A 2023 Gallup study revealed that only 23% of employees globally feel engaged, with a primary cause being barriers that prevent them from working efficie

Once the backbone of organisational success, HR has now become a corporate bottleneck, stifling growth, accountability, and performance. Rather than enabling businesses to thrive in an era of rapid change, digital transformation, and workforce evolution, HR is failing leaders, employees, and the bottom line. The Accountability Crisis Instead of empowering leaders, HR drowns managers in red tape, making it easier to retain underperformers than remove them. It has become too bu

The Human Resources (HR) function has always been positioned as the champion of employees—a department that advocates for fairness, well-being, and development. Historically, HR's primary allegiance seemed to rest with the workforce, creating environments where trust flourished, and employees felt genuinely supported. But as businesses evolved into profit-centric entities, the role of HR has dramatically shifted, leaving many employees questioning where HR’s loyalty truly lie

Human Resources (ie; People and Culture, Talent Management, Human Capital, People Resource Centre) is often touted as the lifeblood of an organisation, but in many cases, it’s a failing system that neither serves the employees nor the business effectively. Despite being tasked with building strong workplace cultures and driving employee engagement, HR has become a bureaucratic obstacle, more focused on compliance than transformation. RdL, Result Driven Leadership has been pas

Leadership is the backbone of every successful organisation. Yet, according to recent industry research, up to 70% of employees leave their jobs due to poor management , not the job itself. This startling statistic highlights the urgent need for businesses to address the damaging impact of ineffective leaders who stifle innovation, lower employee engagement, and ultimately hurt profitability. Here at RdL we have experienced first hand the negative impact poor leadership has o

Passive-aggressive behaviour in the workplace is characterised by indirect resistance, subtle defiance, or negative attitudes disguised as cooperation. Examples include procrastination, backhanded compliments, or intentionally withholding information. While it may seem minor, unchecked passive-aggressive behaviour can undermine teamwork, erode trust, and harm organisational culture. To address this behaviour effectively, leaders and colleagues need to act with awareness and t

Organisational transformation is an intricate and deliberate process, requiring a well-structured strategy, defined objectives, empowered leadership, and steadfast commitment. While it is not an overnight achievement, with the right approach, organisations can attain measurable and enduring success. At RdL (Results Driven Leadership), we pride ourselves on guiding organisations through this transformative journey, blending cultural alignment with operational excellence. Here’

The aging workforce presents a critical challenge for organisations worldwide as baby boomers retire in record numbers. This demographic shift is creating talent gaps, threatening business continuity, and risking the loss of invaluable institutional knowledge. Industries heavily reliant on experienced workers, such as aviation, engineering, mining, automotive, healthcare, and energy, are particularly vulnerable. To ensure sustained success and competitiveness, leaders within

In today’s fast-paced business environment, organisations must be nimble and responsive to stay competitive. Traditional strategic planning, which often relies on long-term predictions and rigid frameworks, can leave businesses vulnerable to disruption. An agile strategy provides the flexibility to pivot and respond to changes while keeping long-term objectives in sight. Key Principles of Agile Strategy Continuous Feedback and Iteration : Agile strategies thrive on real-time

When businesses undergo restructuring or downsizing, employers may offer redeployment as an alternative to redundancy. However, it’s critical that the redeployment offer is considered "reasonable" under Australian employment law, ensuring both the employee's and employer's interests are protected. A reasonable redeployment offer is generally defined by the Fair Work Act 2009 as one that aligns with the employee’s skills, experience, and current pay level. To be legally suppor

Australia's new ‘Right to Disconnect’ legislation, designed to give employees the ability to disengage from work outside of standard hours, has sparked debate but should be used as a basis for all organisations to learn from. While it promotes work-life balance, it has also led to pushback from organisations concerned about its impact on productivity, responsiveness, and company culture. To address this resistance, organisations must shift their mindset and approach the legis

Clear Vision : Communicate a compelling vision that aligns with the organisation’s strategic goals, ensuring all stakeholders understand the “why” behind the transformation. Lead by Example : Demonstrate adaptability, resilience, and openness to change. Leaders who embody the transformation inspire others to follow. Engage Early : Involve employees early in the process, seeking input and addressing concerns to reduce resistance and build commitment. Empower Teams : Give teams

In today’s fast-paced business environment, fostering a culture of high performance is not just a competitive advantage—it’s a necessity for long-term success. High-performance cultures are defined by their ability to align employees’ contributions with the organisation’s strategic goals, driving innovation, accountability, and continuous improvement. At the core of a high-performance culture is the belief that excellence is a shared responsibility. It begins with leadership’

As HR functions broaden, aligning people strategies with business objectives is increasingly crucial. HR Business Partners (HRBPs) play a pivotal role in facilitating this alignment, connecting high-level vision with operational execution. Research shows that effective HRBPs can significantly influence business outcomes, with Gartner reporting up to a 22% boost in employee performance, a 24% increase in retention, and a 9% rise in profitability. These statistics underscore th

Unlock your personal and professional potential with the RdL Progress Journal —the ultimate tool for achieving your goals! Created by our founder and managing director, this unique journal is unlike anything else on the market. With a focused 90-day structure, monthly reviews, and daily motivational quotes, this journal keeps you on track and inspired every day. Not only will it help you reach your personal and leadership goals, but it also encourages daily reflection on your

At RdL, we had the privilege of collaborating with the top 14 leaders of Datec (Papua New Guinea's leading provider of innovative ICT solutions and services, delivering end-to-end technology support to businesses and communities across the nation.) as they embarked on an exciting journey to shape their 2025-2027 strategy. This was no ordinary exercise—it was a deep dive into the fast-moving world of tech, pushing boundaries to envision what their customers will need in the fu

RdL recently visited Flight Coffee in Wellington New Zealand to conduct Executive Leadership Coaching with 3 of the founding partners. Flight Coffee is a part of the Nomad Coffee Group, a company RdL has had a relationship with since 2015 and between the Nomad and Flight team, it was agreed that RdL facilitate an Executive Coaching program over 11 weeks to assist in the development and strategic direction of the leadership mindset. It started with an intensive 5 day on the jo

Inclusive Leadership is a critical skill that enhances the employee experience. Here are 5 top tips to improve your inclusive leadership approach Foster Diversity: Actively seek out diverse perspectives and backgrounds when forming teams or making decisions. Encourage individuals from different backgrounds to contribute their unique viewpoints and experiences to discussions. Promote Equity: Ensure fairness and equal opportunities for all members of your team. Recognise and a