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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

Trust is an essential management tool in business and in any relationship. Building up trust within your organisation and employees is now more important than ever Trust is imperative for your business to function. Employees need to trust in one another and in those that lead them. To be at their most effective, your team needs to be fully engaged in decisions impacting them and their work routine as to increase their commitment to achieving it. We speak of Trust as somethi

There are no formal theories, yet companies have been shifting towards what is now known as Corporate Liberation. A liberated company allows employees freedom and responsibility to take actions that they, not their managers, decide are best for their company’s vision. That doesn’t mean the company is not managed. It simply shifts the hierarchical role of the manager to one of leader and coach, developing and guiding their people towards personal and company success. A spec

Strategic planning, whether that be annual or long term planning, use to be an event that established the business plan and financial budgets for the coming period. It was developed into a nice document and often neglected after the huge investment upfront. In order to be successful, this old approach will not work. Strategic documents, whether long or short term must be a living breathing document that is active and reviewed no less than each quarter to confirm its relevanc

The past 15 months have seen some huge changes in work patterns. Below are some facts from Harvard Business School you may find interesting. 2.95% more recipients to each email. 5.2% more emails sent daily. 8.3% more emails were sent after business hours. 13% more meetings. 12% reduction in duration of meetings. 14% more people invited to each meeting 10.6% longer days worked

If anything, the past 15 months have proved to us all both personally and professionally that we are very good at adapting rapidly. From a personal point of view, this gives us the confidence, self belief, and inspiration to deliver better than we ever have. This however carries with it a consequence we did not dream of, our key stakeholders also noticed our ability to rapidly adapt and have taken note and will now be using this as their new benchmark moving forward. Boards

― people with the ability to bring creativity and ingenuity to their work. Companies that acquire and retain exceptional talent are 20% more productive than the rest due to the way they onboard, develop, collaborate, engage, and lead their people. Remote work has increased this number due to the fact that your exceptional talent can engage virtually in a broader range of initiatives and teams than they could physically — multiplying the influence these individuals have on p

In highly productive organisations, employees have capitalised on new technologies and work routines to stay connected with customers and co-workers. It is estimate that the best organisations have seen productive time increase by 5% or more. But it all comes down to a matter of Trust. Companies that trust their leaders and people increased their productivity significantly, where those companies that did not, suffered with meeting and email overload. In research carried ou

Over the past 18 months companies have had to adapt to new ways of doing things. From working at home, using new technology, to new ways of operating at the workplace. Our people have been doing their best to deliver, but how well are you doing? The truth is, it depends on how well you were doing before the sudden change and the quality of your leadership. Businesses that had great leadership and were doing well prior to the sudden change continued to adapt and perform wel

The ability to develop fresh skills and gain new knowledge is a critical factor with the ever-changing times we have been facing and it applies to both leaders and employees. Companies have always focused on the development of their people but have for far too long overlooked the importance of leadership development. It is the leader that sets the tone of the company and if there is a skills gap in leadership then the business and people will suffer. With the current rate o

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

Being a leader is like being a shepherd to a flock of sheep. The primary responsibility of a shepherd is the safety and welfare of the flock. To guide the sheep to feed, protect the sheep from harm and to keep the sheep together. Being a leader is exactly the same. As a leader we need to; Guide your people to success. Give them quality time, support and coaching to help them get the nourishment they need to grow and be a successful member of your team. Protect your people f