Archives

Leadership – The language of a leader is ‘truth’

Leadership

Culture is created through our leaders, their language and, the language of the tribes they live within.   The pathway to create and sustain preferred culture in the tribes where we work, live & love, is to support our leaders. Challenging them to greatness and encouraging them to understand that truth exists only in words. Leaders are the words they use. Just as culture is the words said within it and about it.

We look to our leaders for wisdom and guidance toward a vision. To be a leader is to be a learner. Constantly inquiring and learning new ways creates a vision of what is possible. Constantly finding new ways to inspire and move people. Taking us on a journey.

It was Socrates w220px-Socratesho is claimed to have said at his trial “… the unexamined life is not a life worth living …” In considering those words and the man, perhaps Socrates was commenting on the issue of being human as characterised by the capacity to transcend basic instinct and desire, to make decisions through conscious, ethical choices. If he was, then an examination of life may lead to a life which is intentional and informed and, is a life worth living.

We need great leaders. Leaders who can read the patterns of life, of work, and the tribes they live and work in. Leaders who make decisions with the wisdom from what they have learned.

I recently spent 3 days examining my own leadership. It was a valuable time and I was able to explore my own language of leadership, my purpose and my passion. To clarify what I would make a stand for.   It occurred to me that we are all interconnected and reliant. We are one but we are many. You are me and I am you. What happens to you happens to me and what happens to me happens to you.

Learning this, I am now unable to simply be an observer of things in my tribes that affect businesses and people. A failure to act on behalf of others is the standard I adopt.  As a leader I now identify that my role is to make a difference by moving and inspiring leaders to create amazing cultures and, to move and inspire organisations from good to great.

In the past, Risk to Business focussed on reducing risk to business and people from unlawful or unethical behaviours. As a leader in my new context of understanding I realise that Risk to Business was not playing a big enough game.   But now we are.

We are about changing how organisations are lead by inspiring and challenging leaders to take a risk. To take a risk in creating great cultures where people are engaged, included, valued and feel a part of something bigger than themselves.

We’ve built a company that listens, learns and shares. We know that organisations spend a fortune in time, energy and money in building their brands and growing it. Leaders often feel unsupported and vulnerable when going through times of change or increased competitive threat.  We also know what it takes to be a great leader in contemporary organisations. And, we know the power of a great culture in driving growth and productivity.

 

 

 

 

 

Supporting SMEs Toward Greater Productivity

We exist to keep people safe from bad behaviour at work and to protect the organisations they work in.

Small to medium enterprises make a significant contribution to the economy, accounting for just less than 50% of private sector industry employment and contributing approximately 33% of private sector industry value to the economy. SMEs generally do not have access to services that they need from a governance perspective and from an employee health and well-being perspective. Unfortunately, for many people working in SMEs, a day at the office can be unpleasant.

It doesn’t have to be that way! Our Great Day@Work platform is positively disrupting how people are kept safe at work, how people access help and how organisations are protected. Our platform services SMEs and big business throughout Australia.

Thinking of accessing an EAP for example ? the frequently asked questions are answered below:

Cost
The cost of an Employee Assistance Program is usually based on utilization. Usually15% of employees access an EAP program in a given quarter for an average duration of 3 consultations. Additional consultations may be arranged between employee and counselor. EAP’s are intended to be a confidential service supporting employees and their families in response to:

  • Interpersonal conflict with peers and supervisors
  • Work change / stress
  • Harassment / grievance issues
  • Disciplinary matters
  • Work performance and role issues
  • Management coaching
  • Career transition issues
  • Relationship and family matters
  • Personal / emotional stress
  • Psychological health issues (anxiety/depression)
  • Grief and loss
  • Alcohol and drug related issues
  • Work related debriefing post incident
  • Crisis intervention and trauma counselling for personal problems

Happy People Save Money

If 5% of your employees used the EAP the potential monetary savings would be 3.45% of payroll for reduced absenteeism and improved productivity from problem employees.

Reduce Absenteeism
15% of the work force causes 90% of absenteeism. Emotional factors account for 61% of time lost through absenteeism. Statistics suggest that the typical employee is absent 8 days per year. Their studies also show that absenteeism costs the employer 1.75% of an absent employee’s wages. Companies spend 5.6% of their payroll on absenteeism.

Increase Productivity
It is estimated that 10% to 15% of employees are likely to have severe emotional wellbeing problems. The work performance of these employees is at least 35% below expected levels. The reduced productivity of troubled employees costs companies 3.5% to 5% of payroll.
An employee with problems disrupts the working environment of others.

Reduce Turnover
Only 15% of terminations are the result of employees’ inability to perform their job function. Personal and interpersonal factors account for 65% to 80% of all terminations. EAP helps employees resolve personal and interpersonal problems before they think leaving you is the answer.

Disability
Stress contributes to 85% of accidents. An effective EAP will reduce the stress of your people. This will reduce the claims and rates of your extended work cover claims. Your long-term absentees will reduced as a result of the lower risk of your employees.

 We want to help you help your team toward greater engagement and productivity.

 

 

Will your children be safe @ work?

SONY DSC

I recently celebrated my 54th birthday and I reflected on what an amazing journey my life has been and remains. I have a wonderful partner, amazing children (shown above), great family and friends. I also thought about what my contribution has been to community and to my work. I feel very fortunate to have been in positions where I could make a positive difference which I am very grateful for.

I am passionate about people having a great day at work and being safe while they are there. I remember the young people such as Shane Albino and Brodie Panlock badly affected by the workplace behaviour of others. Their experience of behaviour at work drives me to do what I do.

I have intentionally shifted the conversation about behaviour risk in workplaces so that we talk about workplace behaviour risk in the same way as we discuss trip hazards and machines missing a safety guard. There is no difference. These hazards potentially lead to serious injury.

I think about the four young adults in my immediate family. I wonder as they are starting out in work and in life, whether their workplaces will be safe for them. I hope so…. but ‘hope is not a strategy’. So please take a moment to watch an edited version of my presentation made to the Comcare 2014 National Conference in Melbourne, Australia.

I urge you to play a bigger game and not be satisfied if your organisation is focused on compliance instead of best practice. I also ask that you share my passion and this blog with your community. Powerful movements start with small beginnings.

 

 

Finding bad apples

bad apple

Bad apples exist throughout society and business is no different – these people need to be found before they make the other apples bad. Before the rot sets in – as they say. I have spent much of my life finding the bad apples. I have observed that Business and employees need protection and that compliance alone is not adequate.

CCndexLast week I was fortunate to be the keynote speaker at the 2014 Comcare National Conference in Melbourne. I shared with more than 650 delegates about where my passion for keeping workplaces safe. I went on to tell of my deep sense of purpose and my thoughts about preventing inappropriate behaviour in the workplace. The central point of my presentation was that staying in a place of compliance is not a safe place for organisations to be and that ‘hope is not a strategy’.

I challenged the audience to consider:

If you focus, take a systems approach and you are tenacious, you get to play a bigger game.

For most organisations the response to prevention of workplace behaviour risk is defined by the ‘risk appetite‘ of the executives, directors and leaders within and of course, budget. The obligation on directors & organisations to provide a safe workplace is very clear. Regulators and tribunals know this and encourage compliance to a standard. A standard developed which is a minimum standard. This standard is often patently inadequate given the resources available to larger organisations.

We are seeing increased compliance and regulation placed on organisations around safety because compliance alone isn’t preventing or reducing workplace behavour risk adequately. It isn’t fueling the adequate pace of reduction in injury and cost reduction.

Cats ndexAdopting a minimum standard is like a sporting side taking the field in a ‘do or die’ final and the players only doing their minimum, instead of playing full on. Imagine the coaches and supporters viewing such an approach from their team. I have no doubt that changes would be made quickly to improve performance.

To me the approach for us is no different but the stakes are much higher. We are not simply playing for a trophy and accolades. We are playing for greater engagement, productivity and the improved health and well being of Australian workers and their families. Not just for now but for future generations.

Here is the irony – I know we have done a great job for our clients when they no longer need us…

Could you play a bigger game to keep your team safe?

Effective Leadership Requires Hard Questions

elephant-in-the-room

If leaders are to be effective in reducing risk the answers to these questions will serve to focus them:

1. What would our organisation look like if we had a workplace culture that truly embraced the concepts of inclusion and equality of opportunity and where people felt truly safe and engaged?

2. How will I know when our workplace culture is a success?

3. Where are the gaps between where we are and where we need to be?

4. What behavioural risk can’t I see?

5. What part of our current culture do I actually own – what values do I reinforce through my own behaviour?

6. What do I need to give up to champion our preferred workplace culture?

7. Who can help us on the journey, to be the best we can be?

8. When people disagree with me do I respond in line with our values?

9. What gaps are there between the organisation’s stated values and the behaviours I observe?

10. How does my leadership positively influence others?