On The Ground

From an operational point of view there are many names for HR and it is not Human Resources, nor are they flattering. HR, or People and Culture as it is now often referred to, have traditionally had a poor reputation across many organisations as the policy police, putting the brakes on innovation and creativity resulting in a process and policy drive which in turn has stemmed the overall company results and built a wall around HR excluding them largely from the reality of wh

With changing times and the free flowing profits of old no longer an everyday part of life we drive for increased outputs from our people. There are a few very loyal employees that accept the challenge and bend over backwards to assist the company in achieving the result, but the reality is the new generation do not appear to have this same level of dedication and commitment. Their focus is on self rather than on company. So what can we do as leaders to build loyalty and co

In business we often hear about staff motivation and the pressures on management to improve staff motivation and staff turnover. We have always heard that we can not directly motivate people but need to create the right environment for them to motivate themselves. With this, we have always worked on trying to create the right environment, ensure we hire the right people, looked at teams and many other aspects, but the reality is we may have been doing this all wrong and mis

Preparation by both parties is extremely important. Make sure you know what you want to discuss covering the entire review period Complete a self-appraisal at least 1 week in advance Create a win folder that summarises your year. If you do not have this, review your calendar and emails to help you remember the period that was Think about your goals and see how you can bring them into your review Share you career goals with your manager Your review is an opportunity to share w

Below we have listed 5 simple tips to assist you in becoming a better coach Be a great communicator Ensure you are dependable Show loyalty to gain loyalty Encourage change and growth and do not hinder it Play the role of an educator

Below are some simple tips to assist you in maintaining or building a high performing team. Show appropriate leadership Ensure you and the team have clear objectives Demonstrate you are open and accepting of new or different ideas and ways of doing things Provide a safe environment where your people feel support and trust Encourage robust discussions where the team agrees the best way ahead Ensure there are regular reviews and monitoring and do not be afraid to change if need

We see it time and time again, senior managers thinking they are the only ones who know how to fix what may be wrong. The reality is that the people who are doing the doing day after day are the ones in the best position to share with management what could be done to fix it or make it better. Failure by management to listen to their employees leads to a culture where employees just give up sharing because no one ever listens to them. Recent work carried out by RdL proved th

Coaching has been a part of business now for many years but is it really adding value to the organisation and the individual undergoing the coaching? Organisations that have the right focus and intent in their coaching program have most success. People often mistake coaching with performance management and it is not. Coaching is successfully partnering with an individual with the ultimate goal of highlighting their talents and using these to assist them in personal and prof

Whether we like it or not, not all leaders are perfect. Leadership has generally been seen as a positive force where people will choose to follow leaders who provide direction, motivation, make decisions, have a vision and purpose and most importantly are open to the value their people have to offer. It has been proven that successful leaders have high levels of behavioural integrity, by this we mean that they align their behaviours with their words. Most organisations inv

I would like to take this opportunity to thank you all for your support throughout 2017. We here at RdL wish you all a very safe and special Christmas period and safe travels and holidays. Enjoy quality time with those who matter most. I wish all the graduate of 2017 a long and successful career as leaders and look forward to hearing your success stories. To one and all, Merry Christmas and we at RdL look forward to partnering with you in 2018.

Here are some great yet simple tips to assist you on your journey of success Passion – have a passion for what you do Work Hard – nothing of value comes easy Push – push yourself beyond your comfort zone Confidence – remove any self doubt and replace it with belief Ideas – always seek new and fresh ideas Persist – never give up. At times it may seem easier to quit but don’t

There has always been this misunderstanding that managing and leading are the same – this is just not the fact. Managers are appointed to a role and generally are responsible for the delivery of results using all available resources. They are task driven and usually have a solid technical knowledge of the role or department they are managing. Leaders on the other hand are individuals who take full self responsibility and drive for growth and people development that leads to

A great study was carried out by Jack Zenger and Joe Folkman that showed the quality of leaders determines the quality of ultimate profits a company may produce. Many others have insinuated that there is a link between leadership and the bottom line but never has a detailed study been carried out to confirm this. We often look at our competitors or other companies and wonder what they are doing differently that is making them perform better than we may be performing. We ma

SP Brewery, PNG’s largest brewer and a member of the Heineken group continues to invest in the leadership development of their people. The First Line Manager (FLM) program was developed in Holland and RdL has been approved to facilitate this program on behalf of Heineken. The change in behaviours in some of the leaders as a result of their participation is remarkable and only goes to confirm that investing in the development of your leaders is a wise decision.

Hargy continues to invest strongly in the development of their leaders as they continue on their journey with RdL and the Emerging Leader Program. They are currently completing week 3 of their program and took some time out to participate in a team building activity where they all flew high. Team activities are an important learning tool to assist the team understand the pressures and behaviours of work in an accelerated learning experience. The team will complete their 12

Nambawan Super in PNG, the countries largest superannuation fund engaged the services of RdL to further develop their team as they participated in the Traveller Program. Participants walked away with a new look on how they can build and maximise their relationships. A great day was enjoyed by all and the team continues to learn and grow Nambawan Super continues to invest in their people and have a long term strategy in place to ensure long term success

Stan Joyce, General Manager of Heineken's South Pacific Brewery in PNG presented 20 of his senior managers with their graduation certificates following the completion of their FLM Program in Port Moresby. This group of leaders is showing all the amazing qualities to be quality leaders and drive growth and opportunity for the company. True to form, the very next day, Stan also launched the next FLM program with another 22 senior managers commencing their leadership journey.

For the past 12 years, RdL has been successfully providing leadership development and support to our corporate clients and we have a solid reputation of excellence and behavioural change. But are you aware that through RdL’s sister company, Motivate Me International (MoMe) we also provide coaching and personal development programs to the general public? Our successful model enables people to change their lives forever by attending either a 1 day or 4 day events in their loc

In business, we spend millions or billions investing in our equipment in an attempt to become more efficient and ultimately more profitable. Reality is, without our people effectively operating this equipment we get nothing. A person’s willingness to help or hinder a company to be successful largely stems from the environment that is being created for the people – otherwise known as Workplace Culture. If we invest a fraction of the money we invest in equipment into creatin

Week 1 of the Management Fundamental program this week for ANZ is proving to be a great success. To date they have covered Manage v Lead, Relationship Management, and Manage Oneself. Today they had a team building activity that proved challenging at the start but in true ANZ form, they persisted and came out winners. Well done to the winning team. We look forward to seeing the great winning spirit in the leadership behaviours you demonstrate in the near future