Behind The Scenes

Below are a few leadership tips to consider. Be the last to speak. Your people won’t believe you trust their intelligence if you are always the one with the “best solution.” Share the vision. A shared vision is fundamental as it provides a common criterion for the teams to make their decisions. Leaders sets the tone The role of the leader is to show trust and respect for their people. Ask your team what’s in their way. Have your team recommend changes to make things r

Writing in C&IT Magazine, Andrew Reid says that the biggest problem faced at this tricky time is the uncertainty. No one knows how long things will go on as they are, or what the aftermath will bring. The key to survival, according to Reid, lies in “ collaborating as a tight-knit team ” focused on “ shaping the future and keeping communication real .” He suggests a number of leadership qualities you’ll need to help pull your workers and your business through to the other sid

Artificial intelligence is transforming the labour market, creating entirely new jobs requiring new in-demand skills. With this knowledge comes the challenging of securing the right people for your team. Being able to demonstrate one’s competency in these new skills along with the qualities of relationship management and workplace cultural fit have become the currency for talent mobility, as degrees have shown to be a bad proxy for possessing these in-demand skills. In fac

No matter the size or stage your business is currently at, having employees leave is just bad for business. If you want to avoid this negativity, it’s best to retain your best employees. And, you can do that by following these six tips. 1. Hire Selectively Before you can begin to retain employees, you have to make sure that you have the right employees to begin with. 2. Offer a Competitive Benefits Package Salary If you want to keep top-notch talent, then you’re going to

We hear it all the time, our most valuable asset is our people. But what do we do as leaders to support these words. As great leaders, we need to continually review what we are asking of our people and focus on our behaviours to ensure we are maximising their full potential and fully utilising the talents they have on offer. If we do not, we will find ourselves with a resource crisis • Time, they say, is what each employee has to dedicate to productive work daily (that do

We often feel that the point an employee hands in their resignation is the point of decision making and exit. The truth of the matter is that resignation is a far more complex process than writing an email to your boss. To get to the point of resignation an employee goes through a process of mindset adjustment before they make the ultimate decision to hand over their resignation letter. The first stage that is often un-noticed is what is called ‘Social Disengagement’. This

Below is a summary of an article by Aaron Goonrey, Partner, and Mayomi Kondasinghe, Graduate, Lander & Rogers At the heart of the issue is an employer’s legal obligation to ensure the health and safety of its employees. COVID-19 is a risk to health and safety in the workplace, which employers are required to manage. Work/Occupational Health & Safety obligations The NSW Personal Injury Commission recently published a decision in which an employer was held to be liable for a

The short but valuable Ted Talk from Matt Mullenweg, the owner of WordPress shares his views on his Distributor Workforce. He uses the term Distributor Workforce as opposed to Remote Workforce as there is an underlying reference when using the term remote that people could be left out. His top 5 tips are below. 1. Document everything so people have easy reference to what they need 2. Move communications to online enabling everyone to connect and be a part of the meeting 3.

You do not need to look far to see the talent shortage many markets are facing in a continuing pandemic climate. From closed international borders and fluctuating state borders, the need for businesses to look to their current talent and their company’s bench strength is more important now than ever. So how does a business identify and develop high-potential employees? The impact of coaching in a business has the capacity to create a fundamental shift in the workplace which

Even before the pandemic, remote working was becoming a more popular option for the workforce as companies came to the realisation that either part time options or work flexibility was important to retaining their people. However, after the outbreak of Covid-19, the practice became far more prevalent and continues to be a key factor to this day despite many countries and companies opening up to return to work. Now, as we move past the restrictions implemented to curb the vi

Anybody working remotely for the first time may find themselves unable to cope in their new environment according to Harvard Business Review’s article A Guide to Managing Your (Newly) Remote Workers. But what kinds of things might they have trouble dealing with? 1. A feeling of being left out Without the social interaction of the normal workplace, it’s easy for workers to feel lonely. They need to be able to connect to members of the team regularly to avoid feeling neglect

In order to be successful moving forward, the pandemic highlighted 1 critical factor we must all carry forward – be adaptable. Businesses that coped, or perhaps even flourished were the ones that had a high ability to adapt to restrictions and consumer demands. Rapidly analysing what the consumer wanted, and then reviewing the parameters set by governments or lockdowns and quickly moving towards making it happen for the consumer is what lead to positive outcomes. Businesse

During the months of September and October 2021, RdL assisted the world’s second largest gold mining company develop their online induction program for over 3,000 employees for one of their operations. Consisting of videos, voice over, slides and a randomised quiz at the end of each module, the business is now set up to assess and closely manage and monitor the results of their people from their desks. The heavy burden and risks of face to face facilitation during the pande

Simon Sinek, an International speaker on leadership shares 5 tips for improved leadership and finding the spark. Go for what you want but never deny others what they want Accept that sometimes we are the problem Take care of each other Be the last to speak Show humility To listen to Simon share these points, click the link below. You may find the introduction a little strange but stick with it.   https://www.youtube.com/watch?v=8l-YpiiBH4o

Liberating a workforce flows from the leaders of the company. If the leaders do not allow freedom or do not trust their people, it can only fail. Below are a few leadership tips to consider. Be the last to speak. Your people won’t believe you trust their intelligence if you are always the one with the “best solution.” Share the vision. A shared vision is fundamental as it provides a common criterion for the teams to make their decisions. Qualified people don’t need to be tol

I was very fortunate to begin my professional career working at McDonald’s in Australia. I started as a crew member, then became a crew trainer before becoming the youngest store manager for the company at the time. It was a great feeling running a multi million dollar business at such a young age. As I reflect, I look at McDonald’s of today (now more known as Macca’s) and ask myself where have the standards gone. Macca’s is very strict with their systems and processes as

Keeping people motivated to want to come to work is critical. Below are Seven deadly sins of Meaninglessness - things we do as leaders that may demotivate our people Disconnect people from their values Take workers for granted Give people pointless work Treat people unfairly/unequally Override people’s better judgement Disconnect people from supportive relationships Put people at physical or emotional risk Source Catherine Baily and Adrian Madden, MIT SLOAN Management Review

According to a Mercer survey of 2020, 99% of organisations say they want to embark on transformation, and almost all reporting significant skills gaps in their people with reskilling as the top talent investment capable of driving business success. Workforce capability and lack of future skills are seen as primary reasons why transformations fail, and reskilling is one of the investments that is critical for the ongoing adaption and growth of any organisation. Of those surv

We need to all come to terms with the fact that the rewards and benefits of the past no longer meet the ever-increasing needs of the modern employee. As leaders within the company, we have the mindset that it is an Employer’s market, but if we do not retain our top talent we will be faced with an operational disaster. The core elements of any benefits and compensation package need to incorporate as many of the following as possible; Be related to personal or team performanc

Many people and their company’s struggle with the successful concept of professional workplace coaches. Yet it is companies that engage a workplace coaching program that accelerate business growth and the development of their people. So why should we engage a coach? You receive an unbiased view of how you and your team are performing. Often when we are so busy doing the doing, we do not notice the lost opportunities that stand before us. You will receive constructive critici