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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.

 

 

 

 

 

How can your leadership change the world of one person?

I love this short story about ‘The Star Thrower’ because I believe that people should have a great day at work, every day. I believe that we all have a leadership role to play.

  •  The Australian Sex Discrimination Commissioner reported that 28 per cent of women had experienced sexual harassment in the workplace, compared to seven per cent of men. The best way to reduce these figures is to not be tolerant of sexual harassment.
  • Over the past five years there has been a 56% increase in the number of inquiries made to the Australian Human Rights Commission in regard to incidents of discrimination. Values based leadership and programs reduce discrimination.

Adapted from The Star Thrower, by Loren Eiseley (1907 – 1977)

I believe that we can all make a contribution – person by person, workplace by workplace. I believe that people do their best work when they feel safe, engaged and part of something bigger than themselves. I believe that no person should be bullied, discriminated against or sexually harassed at work. I believe we can all make a difference, through our leadership and values. Contribution is important.

How can your leadership change the the world of one person?

 

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

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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?

Amazing!

Bullying & Equal Opportunity Risk – Don’t panic !

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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.