The only person that can be held accountable for my physical and mental well-being is me. If I want to be physically and mentally fit, I have an obligation to myself to take action, and I need a willingness to do so.

Ultimately, the buck stops with me.On the other side of the coin, when I am asked to work in an environment in which change is constant, uncertain, disruptive and unpredictable, that can cause stress, anxiety, fatigue and burnout, the organisation that asked me has a responsibility.

Read More

A key factor in high performing teams is the resilience of the team and each individual within it.

The Increased stress and anxiety brought about by constant and uncertain change means resilience is not just a ‘nice-to-have’ in the workplace – it’s vital.

Read More

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 More

Organisations 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 More

An 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 More

Employers 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 More

The 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 More

Workplace 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 More

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 More

Great interview with Rebecca Bradshaw about my book in the Lock Down Library

Read More

It was a pleasure to be interviewed by Yaja Nowakowski for her podcast ‘Empowering Leaders’ in an episode called “The emergence of resilient leadership.”

Read More

COVID-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 More

We 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 More

It 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 More

If 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 More

Investment 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 More

It was my pleasure to be asked to speak with Sudita Dasgupta about organisational change management on an edition of Vaartaalaap - which means conversation.

Read More

2020 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 More

Spending 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 More

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 More