When we are resilient, we are better able to focus and make better decisions. Our minds are not clouded by the stress and anxiety that is brought about through constant and uncertain change. Our emotions are balanced.
Read MoreOrganisations need to maintain a competitive advantage if they are to stay ahead of the competition and remain relevant.
Resilience provides a competitive advantage. A resilient workforce is not distracted and able to sense, innovate, adapt, respond and work in an agile manner.
Read MoreAn organisation full of pessimists will just give up when they face challenges or obstacles.
When the realistic optimist faces challenges or obstacles, they try harder, they propel themselves toward it, and find ways to overcome it and achieve their goals.
Read MoreEmployers who have invested in developing and maintaining a workforce resilient in the face of constant change reap the benefits because of their employees growth mindset and their grit.
Setbacks are inevitable. Resilient employees don’t see setbacks as bad things. They see them as opportunities to learn and grow. They know that through persistence and perseverance they can make change for the better.
Read MoreThe importance of employee engagement can't be overstated – employee engagement strategies have been proven to reduce staff turnover, improve productivity and efficiency, retain customers at a higher rate, and make more profits.
Now, more than ever, investing and supporting your workforce to develop and maintain resilience will equip your organisation to not only face current challenges now but to thrive in an uncertain future.
Read MoreWorkplace predictions in 2020 are still all about the people. The need to attract and retain talent in a competitive labor market will continue to intensify regardless of technological innovations through AI and automation. Developing a distinct employment brand and fostering a strong culture to attract and retain talent isn’t new, but it’s never been more critical.
Read MoreA 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.
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The 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.
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