Workplaces ‘Fit for People’ & 21st Century Management & Leadership


A parliamentary inquiry in New South Wales (Australia) into the alleged toxic culture of the NSW Work Cover health & safety regulator was damming. The report by PWC found among other things, a failure of management and leadership:

the leadership team has historically not demonstrated leadership capability and action concerning bullying and harassment”.

The PWC report referred to a worrying observation:

  • 40% of people at the regulator indicated that they had been bullied and/or harassed in the workplace and 52% of those reported the source of the behaviour was a manager or supervisor.

PWC was of the view that a ‘long-term commitment’ and ‘concerted focus’ on organisational culture was required along with a ‘spirit of cooperation’ between agency management, employees and their unions.  I agree with them and collaboration is vital. Values based leadership is a must for 21st Century workplaces to be ‘fit for people’. People can do their best work when they feel safe, engaged and valued.

When I read the PWC report I was saddened, and I asked myself what do organisations need from leaders in the 21st Century to prevent damage to people and reputation. How do we create organisations that are future focused and fit for people to work in ?

I remembered listening to a Gary Hamel presentation where he talked about creating workplaces that are ‘fit for humans. It is worth re-visiting what Gary Hamel had to say.

Gary Hamel - 'Web' AnalogyImagine, what would it be like to work in a place that embraced these 21st Century leadership values?


Bullying & Equal Opportunity Risk – Don’t panic !


Community debate prompting Federal and State action has brought reforms to reduce workplace bullying and equal opportunity legislation making workplaces safer.  The impact on organisations has been profound and will continue to be for the immediate future. Particularly due to developments in the Fair Work Act and the Fair Work Commission.

What can be done to limit the risk of workplace behaviour risk ?

 Doing nothing IS NOT AN OPTION:

The 10 things employers need to do now?

  1. Develop a focused short and long term strategy that reduces the opportunity for workplace bullying to occur through organisational systems, processes & structures (including remuneration strategies, reward & recognition)
  2. Make behavioural risk that is currently invisible ….. visible;
  3. Take a leadership position at every level of the organisation and at every opportunity.
  4. Ask the hard questions;
  5. Seek out behavioural risk;
  6. Show others what leaders stand for and how work is really done in your organisation;
  7. Take action to protect organisational values;
  8. Engage competent, licensed and qualified 3rd party specialist service providers to open up lines of communication and independent employee complaint response;
  9. Develop and implement a long term strategy based around organisational values to raise awareness and to impact positively on employee engagement and recognition;
  10. Create a system that exposes behavioural risk and allows for early intervention

Our mission? We believe that everyone should have a great day at work. Workplace by workplace we are reducing risk from inappropriate workplace behaviour. We find the problem and fix it, protecting brand, reputation, and people whilst reducing cost.

We can assist you, you are not alone.