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,
If you believe the culture of your organisation isn't working for you - it isn't necessarily that the culture is bad. Simply that it doesn't serve the needs of the
The trick now will be to learn the lessons from the trial by fire, and work out the bits that don't work for each organisation. This may mean going backwards
It's a fine line between being a sticky beak and sticking our nose into unwanted territory - and looking after the welfare of our employees; but as we talked about
Risk is no longer just about having an ergonomic chair or table, a proper risk assessment is making sure that your employee is safe in their working environment, whether this
It's not about the offering of pawternity leave per se. It's about an organisation that is listening to it employees and offering them what they want.
This topic should feature on leadership team, executive team and board agendas as part of decent risk and governance; but often it doesn't go beyond the platitudes. If we are
The Way We Do Things Around Here Culture is usually front and centre of reports where things have gone badly wrong. The Royal Commission in Banking and Finance is a
Christmas parties should be fun for all. They should be a celebration of the end of a year, and of all the (hopefully) hard work that has gone before.
No one really wants to see either end of the spectrum of office romance .. That is, the loved up version or the sighing deeply and slamming door version. Keep