A mentally healthy workplace is one that protects and promotes mental health and empowers employees to seek help for depression, anxiety, stress (and any other related issues) for the benefit of the employee and the organisation.
While creating a mentally healthy workplace is everyone’s responsibility, mental health is a leadership issue, and change must start at the top.
Read MoreGreat interview with Rebecca Bradshaw about my book in the Lock Down Library
Read MoreIt was a pleasure to be interviewed by Yaja Nowakowski for her podcast ‘Empowering Leaders’ in an episode called “The emergence of resilient leadership.”
Read MoreCOVID-19 has been a catalyst for change.
It has caused many organizations to step back and re-evaluate the common practices of change management.
Since March 2020 many long-held assumptions have been challenged and proven false.
Read MoreWe are in print and sales have already kicked off. I’m doing a happy dance.
My latest two books “Unleash the Resiliator Within. Resilience – A Handbook for Individuals” and “Unleash the Resiliator Within. Resilience – A Handbook for Leaders” are published.
In this article I answer some questions people have asked me.
Read MoreIt is this simple.
If you don’t invest in building and sustaining a resilient workforce, it will cost you dearly.
You cannot afford not to do this.
For those who like facts and figures here you are.
Read MoreIf we want our organisation to be successful and able to outride each storm when it hits, we need our people to be prepared. We cannot ask them to face constant, volatile and uncertain change without providing the support to do so.
We need to enable them to be storm-riders.
Read MoreInvestment in creating a resilient workforce is your get out of jail card.
In essence, the concept of workplace manslaughter involves an employer’s negligent conduct – whether action or inaction – which causes the death of an employee or a member of the public.
There are 3 basic criteria for an employer (or officer) to potentially fall foul of this new law: first, the employer’s (or officer’s) negligence; secondly, the employer’s (or officer’s) breach of a duty owed to an individual; and thirdly, that individual’s resulting death.
Read MoreIt was my pleasure to be asked to speak with Sudita Dasgupta about organisational change management on an edition of Vaartaalaap - which means conversation.
Read More2020 sees publication of the revised edition of ‘Balanced Diversity: A Portfolio Approach to Organizational Change.’
Register here to receive your free download of the Balanced Diversity framework poster.
Read MoreSpending money on building a resilient workforce returns dividends. Employee engagement increases and turnover decreases. Absenteeism and sick leave decrease, and productivity and motivation increase which leads to increased profitability.
Read MoreThe one question we should not be asking at this time
When will we return to normal?
I recently wrote this post about the return to the office (or not) following the COVID-19 pandemic.
John Belchamber responded to the post with this comment:
“Perhaps the scariest question I’m hearing/reading is “When will things get back to normal?” Let’s learn and adjust not return to ‘the way we’ve always done things’!”
John inspired me to write this article.
Read MoreI recently did a series of short videos on LinkedIn entitled 13 Reasons Why exploring why every organisation needs to invest in building and sustaining a resilient workforce.
I received positive feedback on the series and was asked to augment it with a series of articles on the same subject.
Before I explore the 13 reasons we need a resilient workforce, I wanted to bust five myths.
Read MoreIn 27 days’ time, if you are responsible for negligently causing death in your workplace, you will be fined and go to jail.
The new Workplace Manslaughter Laws (Victoria, Australia) come into effect on 1st July 2020 and can impose fines of up to $16,522,000 and jail sentences of 20 years.
Read MoreThe Protector protects the team by making sure it has the capabilities and resources to be resilient.
The Protector’s language and behaviours say, “I care about you and I value your contribution.”
Leaders who protect their employees, support and stand up for them. They make sure they have everything they need to get the job done. They are not left to fend for themselves and flounder.
Read MoreThe Restructurer uses cognitive restructuring to challenge negative and reactive thinking.
What we say and how we say it can shape how we think. What we think can increase the intensity of our emotions and the way in which we perceive difficult situations. Therefore, the use of negative language can create negative emotions, which will result in low resilience.
Read MoreThe Enquirer asks questions—a lot of questions.
Leaders have to stop telling people what to do. Effective leaders lead with questions.
When leaders have a conversation based on questions, employees feel valued, motivated and empowered. This helps build resilience in the team.
Read MoreKaren Ferris joins Pedro Soto in this episode of Westbury Analytics talk radio to talk about the role of analytics in managing change and How Getting Change Right Puts You Ahead of the Competition.
Read MoreThe Reflector provides time for individual and team reflection.
The Reflector encourages every member of the team to reflect on their recent experiences. Discussion about the challenge and how employees coped is encouraged.
This activity facilitates team members in supporting one another. The process can include action planning for the team. Reflection improves resilience.
Read MoreSuperpower - Direction. The Director provides clear direction for themselves and their employees. They provide clear direction but not at the expense of employee autonomy.
They provide clear direction without being prescriptive or micromanaging.
They enable resilience by providing clear direction, and when setbacks occur, they are able to get everyone back on track and working towards shared goals.
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