We know that the calendar new year starts on the 1st January each year. But for most of us, we are mid way through a holiday of some description and the new year feels more like a celebratory party date than anything else.
The big takeaway from 2020 is that what was thought to be too hard to do, ended up being very easy when push came to shove.
The trick now will be to consolidate that, and then see what other benefits are relatively easily available.
As long as we make leadership something bigger than us, as long as we keep leadership beyond us and make it about changing the world, we give ourselves an excuse not to expect it every day, from ourselves and from each other.
A contract protects both you as the employer, and the employee. It allows you to be specific about what you expect of your employee and what happens if it all goes wrong. It is a safety net for you both. It's different to an award which is the minimum; you need to comply whether you want to or not.
Whilst the issue of what is a "casual" and how do employers balance the need for flexibility with fairness and equity to their employees continues to be debated in the courts and within politics, employers continue to get frustrated.
The first question after the initial navel gazing is whether an organisation has the appetite for embarking upon such a journey. If there's a sufficiently compelling "why". And if not, how much of the impact of the current culture is the organisation prepared to tolerate?
Then there re are power differentials, emotions, egos and other reasons which also get in the way of being a good listener. And perhaps, a thought that to listen makes you more vulnerable. Less in control?
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TTC acknowledges the traditional custodians throughout Western Australia and their continuing connection to the beautiful land, waters and community on which we work and live. We pay our respects to all members of Aboriginal communities and their cultures, and acknowledge the wisdom of Elders both past, present and emerging.