Some key people capabilities for companies to consider
Phoebe Reid writes about the key people capabilities companies need to consider. Capabilities describe the skills, knowledge or attitudes needed for a given task and are used to assess an employee's effectiveness. They can be looked at as human or people capabilities and technical capabilities. In this article we are focusing on some of the key people capabilities that companies should consider as essential for their organisation.
Capabilities describe the skills, knowledge or attitudes needed for a given task and are used to assess an employee's effectiveness. They can be looked at as human or people capabilities and technical capabilities. In this article we are focusing on some of the key people capabilities that companies should consider as essential for their organisation. These are particularly helpful in informing and supporting your decisions in attracting, developing, rewarding, and retaining employees.
Empathy
Empathy is the ability to understand someone else’s thoughts and feelings. It is about taking the time to listen to team members and fellow employees and consider their thoughts and concerns, not just your own. If you have empathy you are able to better communicate with others in a way that makes sense to the them. It also gives you a better understanding of how people are communicating and interacting with you.
According to Forbes, empathy is “increasingly recognized as a pivotal leadership tool in today’s global market, benefiting leadership effectiveness”. Where empathy can be very powerful at work, especially with leaders, is when empathy is demonstrated, it shows that they care about their team a human and individual and aren’t just following the policies and rules without considering the person. If you treat others as you expect to be treated and show empathy, this will almost always result in a better outcome for the individual and the organisation.
Communication
Communication is a fundamental capability that you need to have to be effective and ultimately successful. Communication skills are so important, they allow you to understand and be understood by others through; clearly explaining ideas to others, actively listening, speaking to audiences, and giving and receiving feedback.
Great communication is essential to having a productive, successful, and efficient company.
Effective communication plays a big part in helping to have a strong, efficient, and happy team, has a very positive impact on employee engagement, improves customer satisfaction and increases productivity.
Resilience
Headsup describes resilience as “the ability to cope with the ups and downs and bounce back from challenges”. At work there will always be tricky situations from workload pressures, difficult working relationships, and the challenge of juggling personal situations at the same time. If you have greater resilience this will go a long way in helping you manage stress. As it is well known, high levels of stress can often lead to mental health conditions.
Resilient teams are able to bounce back from setbacks and failures and embrace new challenges with energy. Having empathy and caring relationships within your team will assist your team in being resilient too.
If you are resilient you are usually able to demonstrate strength in being adaptable as well. During these Covid times, this has been more important than ever as many people have had to move from working very quickly in the office to home, dealing with so much uncertainty and change personally and professionally.
Flexibility
These days when we talk about flexibility we automatically think of working from home and having a flexible work arrangement. As a people capability, MindTools defines flexibility well as, “the capacity to adjust to short-term change quickly and calmly, so that you can deal with unexpected problems or tasks effectively”. Being open to change and different ways of doing things is critical to being successful as a ‘flexible’ employee. Employees and leaders who can demonstrate flexibility in a range of situations and can communicate well will be more efficient and effective.
An effective leader who has strength in this capability, listens to others, communicates well, adapts their style for the situation and audience, has strong relationships and easily change plans as the situations change.
Many of these capabilities link together, if you have strength in one you will often have strength in others. As an employer, if your people plan considers key people capabilities in all stages of the employee life cycle, this will have a positive impact on retention, productivity, engagement and ultimately your company’s success.
Looking to develop your team? Reach out.
Whiteark is not your average consulting firm, we have first-hand experience in delivering transformation programs for private equity and other organisations with a focus on people just as much as financial outcomes.
We understand that execution is the hardest part, and so we roll our sleeves up and work with you to ensure we can deliver the required outcomes for the business. Our co-founders have a combined experience of over 50 years’ working as Executives in organisations delivering outcomes for shareholders. Reach out for a no obligation conversation on how we can help you. Contact us on whiteark@whiteark.com.au
Article by Phoebe Reid
What does International Women’s Day mean to me?
Jo Hands, Whiteark’s Co-founder & Director, writes about what International Women’s Day means to her. A challenged world is an alert world. Individually, we're all responsible for our own thoughts and actions - all day, every day. We can all choose to challenge and call out gender bias and inequality. We can all choose to seek out and celebrate women's achievements. Collectively, we can all help create an inclusive world.
IWD 2021 — #ChooseToChallenge
“Article by Jo Hands, Whiteark Co-Founder & Director”
A challenged world is an alert world. Individually, we're all responsible for our own thoughts and actions - all day, every day. We can all choose to challenge and call out gender bias and inequality. We can all choose to seek out and celebrate women's achievements. Collectively, we can all help create an inclusive world.
From challenge comes change, so let's all choose to challenge.
Why I'm personally passionate about supporting women…
As a female Executive/Co-founder I'm super passionate about supporting other women in their leadership journey. From my experiences, mistakes and successes I love to provide career and life advice / lessons to other women and support them on their journey.
It’s great to have the opportunity to give back, and here are some of the ways I choose to use my time – and influence – to lift other women up.
Being part the SheEO activator community
An active Business Chicks business club member
Promoting women on our podcast The Chiefs, giving them the mic to share their own experiences, wisdom and learnings.
Partnering our business Whiteark with Femeconomy
Working with some amazing female leaders in senior roles across industry
Mentoring and leading a bench and teams of >50% women with flexible working arrangements
*In Progress* We are planning initiatives with a focus on junior business chicks to get practical experience in business at a younger age. Stay tuned…
A time for reflection…
Take a moment to ask yourself:
Who has supported you in your leadership journey? Take the time to thank them.
How are you giving back?
How can you lean in to #ChooseToChallenge in FY21 - what commitment are you going to make?
Thank women in your network that support, challenge, encourage and inspire you to challenge every day
“The most important thing one woman can do for another is expand her sense of actual possibilities.”
Find out more here or reach out to the team on whiteark@whiteark.com.au for a chat.
When should you recruit versus developing existing staff?
Phoebe Reid writes about recruiting versus developing your existing staff. It is fabulous when everything seems to be humming along with your team, they are working well together, have a good understanding of their role and business and are motivated and engaged. But then someone resigns!
It is fabulous when everything seems to be humming along with your team, they are working well together, have a good understanding of their role and business and are motivated and engaged. But then someone resigns! This can throw a real spanner in the works if you haven’t planned for it. By having meaningful succession and talent planning and robust career and development planning processes you are able to better plan and be prepared for these situations. This will help inform your decision to recruit externally or promote someone internally that you have already identified with the right skills and experience.
This article will look at the two options to filling vacancies when someone leaves your business, or a new role is created: recruiting externally or hiring from within.
Recruiting externally
There are a number of reasons to recruit externally, there are times when you need some new talent to bring new skills and different organisational experiences, so it is important to find the right balance between hiring new employees and promoting current employees. You will usually assess each role as the vacancy arises. Existing business challenges can sometimes be solved with new ideas, so recruiting a fresh set of eyes who can look at the role and business in a different way may be the right solution.
A clear and known recruitment policy will assist you in hiring right. By this we mean hiring not only the right person with the necessary skills and experience, but also the candidate with the right cultural fit – this is just as important. The selection and interview processes play a big part in hiring successfully and ultimately retaining these employees.
if there is a vacancy for a highly specialised role, you should consider the effort and resources needed to train an existing employee versus hiring a new one who already has the essential skills. It may be easier and more cost effective if you run a recruitment process and find an external resource.
Hiring from within
Many leaders think of recruitment as the only option when someone resigns, if you are a smaller business this may sometimes be the case, however in medium or larger businesses there will often be an internal option. A recruitment policy that consider hiring internally before looking externally is recommended.
Employees who are given training, development and have a career path defined for them, are more likely to stay in your business. The cost to hire is huge, according to Employment Hero, the average cost of a new hire can be anywhere between $3,500 to $5000, with executive roles being much greater than this. Then you have the expense and time it takes for the new employee to be trained and learn their role and business. So, this is a significant reason to focus on developing your staff where possible.
Look at the way you support and engage your existing employees. Support them with internal training and upskilling opportunities, which will have a positive impact on the culture and overall employee engagement. When employees feel challenged, supported and that their company invested in their growth and career, engagement is higher, and turnover reduces.
As part of your succession planning process you should consider which roles are the hardest to hire and invest in developing employees with these skills so that you have options. Ideally for some roles you will have a successor who is ready or possibly ready in the near future already identified in your business. This is also the case where there is a skill shortage and you know that skills are really hard to recruit in the market.
Looking to unite your team? Reach out.
Whiteark is not your average consulting firm, we have first-hand experience in delivering transformation programs for private equity and other organisations with a focus on people just as much as financial outcomes.
We understand that execution is the hardest part, and so we roll our sleeves up and work with you to ensure we can deliver the required outcomes for the business. Our co-founders have a combined experience of over 50 years’ working as Executives in organisations delivering outcomes for shareholders. Reach out for a no obligation conversation on how we can help you. Contact us on whiteark@whiteark.com.au
Article by Phoebe Reid
Being true to your values
Jo Hands, Whiteark’s Co-founder & Director, writes about what it means to be true to your values. She explains, “When growing up, we learn to understand the impact core values have on driving our behaviour and activity, as well as attracting those you work well with because you share similar values.”
When growing up, we learn to understand the impact core values have on driving our behaviour and activity, as well as attracting those you work well with because you share similar values. Your values are critical, they are at the heart of everything that you do.
I attended a Brene Brown course called “Dare to Lead” in 2020 - it was a chance to consider what kind of leader you want to be and understand your values.
My core personal values are:
Connection - I value having strong connections with people and I'm a connector. It drives me and my thinking. I genuinely love people
Achievement - I love to do a great job, I put 100%+ into everything I do
Passionate - I'm passionate about helping people / companies to deliver the best outcome. I have energy and drive to help people find their passion
Company values
Most companies have a set of values but unfortunately most don't live by them – it’s frustrating and impacts the culture of companies.
Company values and alignment with executives / co-founders and employees is important. Data, research suggests that companies where leaders align culturally and on values are 63% more successful than companies that don't.
Having a clearly defined set of values helps your stakeholders to understand what you stand for. Your values provide guidance to your employees in delivering their work and creates a sense of unity and belonging. Your set of values encourage your employees to make decisions that help them achieve the company’s vision and mission.
Whiteark
Once upon a time, in a land (not so) far away, two values aligned human beings came together to collaborate. The result? Whiteark was born. Whiteark is committed to bridging the gaps within organisations and making a lasting difference.
At Whiteark, we have spent the last 6 months refining and aligning on our Vision, Mission and Values before we launch with you all!
Our values are important to us and are at the core of everything we do, who we partner with, who collaborate with, and who employ to be a part of our team.
Here are our values that we live and breathe 😊
Leadership
Shaping the future.
Passion
Energising, engaging and inspiring.
Excellence
Achieving ambitious goals.
Value
Data drive outcomes.
Fun
Doing things differently.
Our values underpin our Vision and Mission and why we wake up every day, excited and ready to help our clients and our networks.
Watch the video that James and I put together for our value launch to understand what these mean to us.
If our values resonate with you and you'd like to have a conversation about working for us, working alongside us or if we can help you, please reach out.
The Importance of Connection
Jo Hands, Whiteark’s Co-founder & Director, writes about the art and inherent need for connection. Connection is defined as a relationship in which a person or thing is linked or associated with something else - and it’s important, probably more than you’ll know. But did it have to take a global pandemic, border closures and state lockdowns for us to realise just how important connection really is?
Connection is defined as a relationship in which a person or thing is linked or associated with something else. Connection is important. Did it have to take a global pandemic, border closures and state lockdowns for us to realise just how important connection really is?
If you’re feeling lonely, know that you’re not the only one. You don’t have to live in isolation. We live in a world with over seven billion people, and we all need connection.
The importance of human connection
What do you do from day to day to care for yourself? Most would say that to be healthy, you need nutritious food and exercise.
But what about your social connections?
Research shows us that loneliness is on the rise, and that a lack of human connection can be more harmful to your health than obesity, smoking and high blood pressure.
In today’s age, we live busy lives, trying to strike a balance between work, school, hobbies, self-care and more. Often, our social connections fall by the wayside. But connecting with others is more important than you might think. Social connection can lower anxiety and depression, help us regulate our emotions, lead to higher self-esteem and empathy, and actually improve our immune systems. By neglecting our need to connect, we put our health at risk.
The reality is that we’re living in a time of true disconnection. While technology seems to connect us more than ever, the screens around us disconnect us from nature, from ourselves, and from others. Wi-Fi alone isn’t enough to fulfill our social needs – we need face-to-face interaction to thrive. Technology should be enhancing our connection to others, not replacing it.
Our inherent need for human connection doesn’t mean that every introvert must become a social butterfly.
Having human connection can look different for each person. If you’re not sure where to start in finding meaningful connection, that’s okay.
Here are some ideas to help you out:
• Join a new club, or try out a group activity
• Reach out to an old friend you’ve lost touch with
• Volunteer for a cause you care about
• Eat lunch in a communal space
• Introduce yourself to your neighbours
• Ask someone for help when you need it
• Do a random act of kindness
Human beings are inherently social creatures. As far back as we can trace, humans have travelled, hunted, and thrived in social groups and for good reason. Humans who were separated from their tribe often suffered severe consequences.
Social groups provide us with an important part of our identity, and more than that, they teach us a set of skills that help us to live our lives. Feeling socially connected, especially in an increasingly isolated world, is more important than ever. The benefits of social connectedness shouldn’t be overlooked.
Social connections have four science / research backed benefits;
1. Improve your quality of life:
If you’ve ever moved away from your social “home base” then you have a good idea of just how much social connections shape your everyday life and well-being. One study showed that social connection is a greater determinant to health than obesity, smoking, and high blood pressure. And social connection doesn’t necessarily mean physically being present with people in a literal sense, but someone’s subjective experience of feeling understood and connected to others. One scale that experts use to determine a person’s subjective level of loneliness is the UCLA Loneliness Scale.
2. Boost your mental health:
Friendships offer a number of mental health benefits, such as increased feelings of belonging, purpose, increased levels of happiness, reduced levels of stress, improved self-worth and confidence. A study conducted at a free health clinic in Buffalo, New York found that respondents with insufficient perceived social support were the most likely to suffer from mental health disorders like anxiety and depression.
3. Help you live longer:
Research has shown that social connections not only impact your mental health, but your physical health as well. A review of 148 studies (309K participants) indicated that the individuals with stronger social relationships had a 50% increased likelihood of survival. This remained true across a number of factors, including age, sex, initial health status, and cause of death.
4. Decrease your risk of suicide:
There are a number of factors that put people at higher or lower risk for suicide. One of these factors is connectedness, which the Centers for Disease Control (CDC) defines as “The degree to which a person or group is socially close, interrelated or shares resources with other persons or groups.” Relationships can play a crucial role in protecting a person against suicidal thoughts and behaviors.
If you’re not sure how to begin forming social connections start by looking inward. What are your interests or hobbies? What kind of personalities are you naturally comfortable around?
Devote time to becoming active in your community, volunteering, or joining a club or social organisation and if you meet a potential friend, create an opportunity to spend time together.
Remember that social connections that impact your overall health and well-being may begin with lattes or a shared meal, but they require time and effort. Forming strong, healthy relationships with others means opening up, actively listening, and being open to sharing what you’re going through. These relationships can change the course of your life.
““Never underestimate the empowering effect of human connection.
All you need is that one person, who understands you completely, believes in you and makes you feel loved for what you are, to enable you - to unfold the miraculous YOU.””
What does resilience and adaptability mean to you?
Common themes for 2021 off the back of the year we have had…resilience and adaptability. This article will explore what they mean (let’s get back to basics), how does it apply personally, how does it apply professionally and key practical tips to be more resilient and adaptable.
Common themes for 2021 off the back of the year we have had…resilience and adaptability. This article will explore what they mean (let’s get back to basics), how does it apply personally, how does it apply professionally and key practical tips to be more resilient and adaptable.
This all comes down to experience so keen to get your practical view and experience on this – what works and what doesn’t so we can share this as a community.
What does this mean?
Let’s go back to the basics, the dictionary.
Resilience is defined as:
the capacity to recover quickly from difficulties; toughness.
"the often remarkable resilience of so many British institutions"
the ability of a substance or object to spring back into shape; elasticity.
"nylon is excellent in wearability, abrasion resistance and resilience"
Adaptability is defined as:
the quality of being able to adjust to new conditions.
"adaptability is an advantage in the harshly competitive global economy"
the capacity to be modified for a new use or purpose.
"this is a good example of the adaptability of listed buildings"
How does it apply to me personally?
Change is constant.
Being able to adapt to change and deal with things life throws at you (resilience) is critical to your happiness and success. That doesn’t mean that you are always ok or you are always having a good day. It means that you take what life gives you and make the best of it. Some days this is not easy, other days it is.
Adaptability allows you to proactive change based on a change in circumstance.
It means embracing the change and looking for the positives, opportunities and way to make the best of the situation. It’s an important skill in your personal life for the challenges that life will throw at us.
My mother always told me …life is not fair…which I didn’t like and thought maybe she was wrong but I have learnt this also to be true. Life throws its challenge at everyone – what doesn’t kill you makes you stronger – but it’s how you bounce back is your true sense of character. Everyone has a story, everyone has tragedy – so that doesn’t make you unique but your response determines the impact to your life – if you are resilient you bounce back / recover quickly.
Most of you will resonate with this BUT it takes some difficulty in your life for you to really know and appreciate how resilient you are. Your inner strength, what you can deal with and how you respond normally surprises you – so be kind to yourself and reflect if this is true for you.
“It is not the strongest of the species that survives, nor the most intelligent. It is the one that is most adaptable to change.”
How does it apply to me professionally?
Managing organisational change – adapting, responding and showing resilience through change will make you a strong leader and role model in the organisation. It’s hard to find leaders that are happy to champion change. To be able to manage change well with your team you need to explain the why and how it impacts them and the team. Be a good communicator.
Leading by example & navigating your team through change – it ties into the managing organisational change but leading by example in words and actions and ensuring a clear message of leadership to your team. Teams go on a journey with change – people respond differently and go through various phases of responding to change as demonstrated by the change curve below. As a leader you are responsible to manage and help your team work through change to allow them to be both adaptable and more resilient.
“When something goes wrong in your life, just yell ‘Plot Twist’ and move on.”
Organisational change requires strong leadership, an ability to be decisive, communicate and take the employees on the journey with you. This is the role of the CEO and the leadership team and will define the success of a leadership team – the ability for them to make change and take the employees on the journey.
Practical Guide
At Whiteark we are all about creating practical guides and tools to apply for key principles. So see two below that we think are great for improving adaptability and resilience.
The 7 C’s of Resilience:
Dr Ginsburg, child paediatrician and human development expert, proposes that there are 7 integral and interrelated components that make up being resilient in Children that can apply to all of us – the detail is below:
Competence
People need to be seen when they are doing something right and to be given opportunities to develop specific skills. If people in business have a particular passion for something or aptitude for a specific skill, activity or sport, we need to recognise this and let them know we’ve noticed and encourage them.
Confidence
The solid belief in one’s own abilities is everything. As we teach and nurture, we build confidence. We need to be careful not to undermine confidence but develop it by pushing our team to achieve and creating age-appropriate opportunities for experiencing success.
Connection
When people are part of a community (class, team, club) they know they aren’t alone if they struggle and that they can develop creative solutions to problems. Close ties to family, friends, and building a sense of community at work can get team members sense of security.
Character
People need an understanding of right and wrong and the capacity to follow a moral compass. A fundamental sense of right and wrong helps people make wise choices, contribute to the world.
Contribution
The experience of offering their own service makes it easier for people to ask for help when they need it. Once people understand the feel-good factor of helping others, it becomes easier to ask for help when it’s needed – being willing to ask for help is a big part of being resilient. People who learn to cope effectively with stress are better prepared to overcome life’s challenges.
Coping
People need healthy coping strategies to manage their stress. Some strategies involve engaging and disengaging such as breaking down seemingly impossible problems and challenges into smaller, achievable pieces, avoiding things that trigger extreme anxiety, and just letting some things go.
Control
People need to feel like they have a degree of control over their lives and their environment. When they realise that they can control their decisions and actions, they’re more likely to know that they have what it takes to bounce back.
4 Ways to Boost Your Adaptability Skills
Change Your Thought Process. Let go of the “Well, that's the way we've always done it” mentality
Force Yourself to Take Risks. Little progress is made without risk. ...how do you encourage failure in our organisation and innovation as it’s powerful and important
Encourage Others to Be Open Minded. One of the best ways you can develop an open mind is to encourage others to do the same
Embrace Learning. Always learn from others, from situations and make the most of everything
Well it’s fair to say that resilience and adaptability are key skills to be successful in life and work – so very important.
These skills and the ability to be able to apply them in business will allow companies to respond to changes in market, customer and consumer expectations and unexpected financial or commercial issues that occur. Building a leadership team of resilient and adaptable people will be a key differentiator for an organisation.
Determine what kind of leader you want to be and be proactive in creating this. Start by having a think about what resilience and adaptability means to you? Join the conversation online by Searching for Whiteark on LinkedIn. Whiteark chat with a chief every week to learn from leaders in their field so if you want to learn from experienced leaders tune into The Chiefs podcast series.
At Whiteark we have hands on practical experience helping leaders to build resilience and adaptability. Please reach out for a no obligation conversation.
Whiteark is not your average consulting firm, we have first-hand experience in delivering transformation programs for private equity and other organisations with a focus on people just as much as financial outcomes.
We understand that execution is the hardest part, and so we roll our sleeves up and work with you to ensure we can deliver the required outcomes for the business. Our co-founders have a combined experience of over 50 years’ working as Executives in organisations delivering outcomes for shareholders. Reach out for a no obligation conversation on how we can help you. Contact us on whiteark@whiteark.com.au
Development planning for your team to set them up for success in 2021
Phoebe Reid writes about how the global Covid pandemic has brought uncertainty to both businesses and life. To be set up for success in 2021, it is important that employees can shift their mindset from just surviving each week to truly thriving.
The past year has been like no other for organisations with the global Covid pandemic and the uncertainty that it has brought to businesses and life. To be set up for success in 2021, it is important that employees can shift their mindset from just surviving each week to truly thriving.
To achieve this, key people and culture processes need to keep happening! One of the key people processes that may have been overlooked in 2020 is development and career planning discussions.
With the start of a new year it is a good time to re-visit development plans with your team. This should be an ongoing conversation, not a document that you dust off once a year to tick the box. Employees really need to own their development plan with their managers coaching, input and support. You want your employees to know what career progression opportunities are available, so documenting and regularly discussing this will help facilitate their career progression. Employee development plans help address future business needs and also succession planning.
Why have development plans?
Most people are motivated by self-development. If self-development is aligned to the company’s goals, this helps to build employee motivation and engagement for your business. If you have an effective development planning process both employers and employees will benefit.
For employers, spending the time and effort on employee development throughout the year can have a financial impact to your business, as an effective process can save you time and money on recruiting, inducting and training. It also gives you valuable data to feed into your talent and successful planning processes. Meaningful and realistic development and career plans will help to retain your top talent as they have a clear understanding of their career path and opportunities.
According to a Deloitte survey, more than two-thirds of millennials believe that it is management’s job to provide them with accelerated development opportunities in order for them to stay. This highlights that this is an essential step to the manager employee partnership.
Employees want to learn and grow within an organisation and an effective development plan supports this. Focusing on career development is one way to positively impact employee engagement levels. They will feel more engaged if they believe that their employer is focused and committed to their growth.
One of the main reasons employees resign from their role is because of the lack of career progression. Defining career paths and having two-way realistic development and career planning conversations are ways to reduce this reason for leaving.
Steps to an effective development plan
Many employees have a career and development plan, but it isn’t meaningful or realistic. Achieving a successful employee career and development plan can be broken down into a few steps;
Consider and reflect on the business priorities and individual development areas
Discuss and define SMART development goals
Managers realistically assess their employees’ potential for career progression and that the plan reflects this
Follow-up and revisit this plan throughout the year, remain flexible and priorities and needs can change
Looking to unite your team? Reach out.
Whiteark is not your average consulting firm, we have first-hand experience in delivering transformation programs for private equity and other organisations with a focus on people just as much as financial outcomes.
We understand that execution is the hardest part, and so we roll our sleeves up and work with you to ensure we can deliver the required outcomes for the business. Our co-founders have a combined experience of over 50 years’ working as Executives in organisations delivering outcomes for shareholders. Reach out for a no obligation conversation on how we can help you. Contact us on whiteark@whiteark.com.au
Article by Phoebe Reid
What does good leadership mean to you?
There are many resources you can draw on to understand what makes a good leader but you will find there are many varied opinions. In my experience, I have learnt the most from the poor leaders I have worked for as they have really emphasised what not to do if you want to be a good leader. Below is a list of what to avoid if you want to make a good leader...
There are many resources you can draw on to understand what makes a good leader but you will find there are many varied opinions. In my experience, I have learnt the most from the poor leaders I have worked for as they have really emphasised what not to do if you want to be a good leader.
Below is a list of what to avoid if you want to make a good leader:
A leader who is self serving
A leader who doesn't listen
A leader who wants yes people that will not challenge their ideas
A leader who doesn't care about your career development
A leader that doesn't have your back
A leader that changes their mind
A leader who is more interested in being political than driving an outcome
A leader that doesn't communicate
A leader that doesn't practice what they preach
A leader that thinks they are the smartest person in the room
A leader that is more interested in being popular than making good commercial decisions for the business
A leader that is disconnected from the customer and consumer
Being a leader is hard, lonely and requires you to make difficult decisions for the good of the company, not individuals or divisions but the collective good. You don't always get it right, but you are focused on what matters most (clear priorities) and set the organisation up for success.
Being led by a good leader is life changing as you feel supported and you do your best work. The power of a team that is being led by an amazing leader that empowers, encourages and challenges is beyond belief.
As a leader you have a very important job - to coach, mentor, guide and set a vision for your employees - to get the best out of everyone. The power of getting people to run in the right direction, is unbelievable.
Everyone has worked for a bad leader and I hope you've had the opportunity to work for a good leader, regardless, make sure you proactively shape the leader you want to be knowing that your leadership will have a lasting impact on the company and your employees. Make sure it's a good legacy, one you will be proud of.
The Top Three
If you want to be an amazing leader there are three key things to consider:
Make decisions for the good of the business - hard decisions that will ensure the business achieves the outcomes
Treat people with respect and kindness and take care of people - don't underestimate kindness
Always listen - understand challenges and people ideas
Determine what kind of leader you want to be and be proactive in creating this. Start by having a think about what good leadership means to you? Join the conversation online by Searching for Whiteark on LinkedIn. Whiteark chat with a chief every week to learn from leaders in their field so if you want to learn from experienced leaders tune into The Chiefs podcast series.
“Wherever you are, be all there.”
At Whiteark we have hands on practical experience to help CFOs navigate and set their company up for success, whatever is the challenge. Please reach out for a no obligation conversation.
Whiteark is not your average consulting firm, we have first-hand experience in delivering transformation programs for private equity and other organisations with a focus on people just as much as financial outcomes.
We understand that execution is the hardest part, and so we roll our sleeves up and work with you to ensure we can deliver the required outcomes for the business. Our co-founders have a combined experience of over 50 years’ working as Executives in organisations delivering outcomes for shareholders. Reach out for a no obligation conversation on how we can help you. Contact us on whiteark@whiteark.com.au
The life of a CFO – how to thrive
The CFO role is not an easy one - there is a real struggle between short term financial objectives and long-term strategic outcomes. Both are very important but need to be balanced. Getting your priorities right will ensure you thrive and not just survive which ultimately is the goal for every organisation.
The CFO role is not an easy one - there is a real struggle between short term financial objectives and long-term strategic outcomes. Both are very important but need to be balanced.
Getting your priorities right will ensure you thrive and not just survive which ultimately is the goal for every organisation.
While there is a lot to do, I have narrowed down 5 key priorities that any CFO can apply to their role.
The key 5 priorities of a CFO
1. Financial Governance
Focused on financial governance through month-end, balance sheet reviews and working capital management. This eliminates any surprises during an audit. Building a robust process for accurate and timely reporting and forecasting so that good decisions can be made in a timely manner. This creates confidence with regulators and auditors.
2. Optimise the financial position
A CFO is expected to proactively manage and optimise the financial outcome. This requires good forecasting ability, business partnering and the ability to make good commercial decisions.
Work through strategic and operational strategies to optimise the financial position of the company by:
o Actively focusing on working capital management
o Actively managing investments including cashflow timing
o Actively managing government rebates, tax benefits and obligations
o Actively managing strategies to deliver financial outcomes both short term and long term
3. Alignment to strategy
The CFO must work closely with the strategy department to ensure alignment between long term strategies, priorities and the 3-5 year business plan and associated financials. This clear linkage is critical to ensure it all hangs together and will give confidence to the board. The CFO must work through the linkage to ensure key metrics are measured and tracked to ensure lead indicators for managing the success/delivery of the strategy.
4. Holding the business to account
As the CFO it's your job to hold the leadership team and the organisation to account on expenditure, investment, key metrics and achievement of the plan. You must do regular call out of results and ensure you hold the business to account.
5. Building an exceptional team
The quality of the finance team is paramount and ensures the business has the commercial support for decision making. The role of the team to provide insights and business partnering is critical to ensure the Executives and others in organisations have the support to make good commercial decisions.
The CFO role is not easy, but it is enjoyable and rewarding helping the organisation navigate through strategy and financials and measuring success while having the confidence of the regulators and auditors. There is always a lot to do - so focusing on your top 4-5 priorities.
“Measurement is the first step that leads to control and eventually to improvement. If you can’t measure something, you can’t understand it. If you can’t understand it, you can’t control it. If you can’t control it, you can’t improve it.”
At Whiteark we have hands on practical experience to help CFOs navigate and set their company up for success, whatever is the challenge. Please reach out for a no obligation conversation.
Whiteark is not your average consulting firm, we have first-hand experience in delivering transformation programs for private equity and other organisations with a focus on people just as much as financial outcomes.
We understand that execution is the hardest part, and so we roll our sleeves up and work with you to ensure we can deliver the required outcomes for the business. Our co-founders have a combined experience of over 50 years’ working as Executives in organisations delivering outcomes for shareholders. Reach out for a no obligation conversation on how we can help you. Contact us on whiteark@whiteark.com.au
Obsessed about business optimisation
Optimisation is an overused word that can mean a lot of things, so let me explain... can a business perform better than they currently are? Can they improve customer experience, their pricing strategy and financial outcomes to drive a better return? In most cases the answer is yes!
Optimisation is an overused word that can mean a lot of things, so let me explain... can a business perform better than they currently are? Can they improve customer experience, their pricing strategy and financial outcomes to drive a better return? In most cases the answer is yes!
I'm that person at the cafe that worries about how the owners are affording to pay all their staff (overstaffed), that nail place that isn't charging enough to make ends meet, the tradie that doesn't make me pay when the service is done but a month later, the discounts in the department stores, the amount of stock on the shelves and the cashflow management of companies.
The COVID period has shown us that companies need to be:
More efficient
More commercial
Focus in on cashflow more
Get the pricing right
Focus in on customer experience
Small, medium and large businesses all have areas that they can improve. Research shows that business optimisation can improve the financial performance of your company by 21%+.
Business owners and leaders need to focus on business optimisation. What are the 4-5 things that will move the dial for your business?
Cashflow optimisation - maximising your working capital through tactical and strategic levers. Are you putting enough focus on this?
Pricing rationalisation - are you charging enough for your product and service and how you do compare to your competitors?
Strategic sourcing - are you strategic around how you manage your vendors to drive cost improvements and working capital outcomes?
Process optimisation - improve process efficiency and effectiveness by reducing complexity in the process.
Property management - lease costs cost approximately $10-12k per person per year. With the new ways of working and companies adapting to remote working, review your lease arrangements and assess whether your company really needs all that space. Can you sublet the space or hand it back to the landlord? Many companies are considering other options in relation to rental space. Are you?
One way to really reset the cost base of a business is the zero-based budget. Read our recent Whiteark article that explains why, how, and when you should use this technique. With a focus on what money is spent on and the return on investment including dollars and time to recover cost outlays, you can significantly change your cost base.
“If I had one hour to save the world, I would spend fifty-five minutes defining the problem and only five minutes finding the solution.”
Do you need to create a business optimisation plan? Let us help.
At Whiteark we have professionals that have practical, hands on experience on how to optimise business. Understanding every business is different and there is no one size fits all but we would be very happy to have a no obligation conversation around your business optimisation plan. Our co-founders have a combined experience of over 50 years’ working as Executives in organisations delivering outcomes for shareholders. Reach out for a no obligation conversation on how we can help you. Contact us on whiteark@whiteark.com.au
It’s time to simplify
Create some momentum in the organisation to simplify - give the executives and leaders the challenge of identifying areas that the company can simplify and put a program of work together to drive change and promote continuous improvement. Be structured and be clear on mandate. Remember what measures gets done.
There are a lot of reasons to simplify but why don't companies do it? Because it's hard work. It takes time, money, effort and a lot of change. It's never too late to start and I suggest you make 2021 the year.
Companies have grown too complicated and it results in:
• Customer dissatisfaction
• Errors in reporting
• Lack of good commercial decisions
• Higher costs
• Poor management of cash
• Higher prices
• Longer lead times to deliver
• Lack of problem management
• No accountability
• Too many people
Companies need to simplify to:
• More effective
• Improve the timeliness of data for decision making
• Improve your competitive advantage
• Be more price competitive
• Improve customer experience
• More efficient
Key considerations to simplify;
• Less executives
• Clearer accountability for process and outcomes at the Executive level and clear delegations
• Black belts to undertake process reviews from end to end and identify areas of waste and the key metrics to focus on to drive process improvement
• Streamline systems and transition everything to the cloud
• Determine your outsource strategy - what you want to own v outsource
• Vendor consolidation to drive savings
• Create one centralised data hub where all reporting and information is stored as the source of truth
Create some momentum in the organisation to simplify - give the executives and leaders the challenge of identifying areas that the company can simplify and put a program of work together to drive change and promote continuous improvement. Be structured and be clear on mandate. Remember, what gets measured gets done.
“It’s like doing a spring clean of your cupboards - there is some therapeutic and liberating about it and you find the piece to the puzzle that’s been missing. Imagine how you’ll feel when you simplify your organisation - there will never be the perfect time - so decide today to start the process of simplification.”
Looking to simplify the structure and set-up of your organisation? Let us help.
If you need assistance, please reach out to Whiteark as we have extensive experience in simplification programs focused on improving the financial performance of companies, we would be happy to help. Our co-founders have a combined experience of over 50 years’ working as Executives in organisations delivering outcomes for shareholders. Reach out for a no obligation conversation on how we can help you. Contact us on whiteark@whiteark.com.au
How to build the right culture in your company?
Most people assume building the right culture within a company is simple, but the reality is, it’s quite difficult and very few do this well. Being a start-up or smaller company makes it easier to manage, influence and build the desired culture but as companies grow and evolve it is important that you hold the right culture, and ensure it is driven from the top down.
Most people assume building the right culture within a company is simple, but the reality is, it’s quite difficult and very few do this well.
Being a start-up or smaller company makes it easier to manage, influence and build the desired culture but as companies grow and evolve it is important that you hold the right culture, and ensure it is driven from the top down.
Let's explore factors that drive culture in organisations:
Recruitment.
Companies recruit based on whether the candidate is the right fit for the company’s culture.
Performance.
Are employees rewarded for practicing the right behaviours, that align with the culture of the organisation.
Values.
Most companies have values that are core to their operations. These are usually displayed on their website, the walls in their office and screensavers to remind their community of what their foundations are built around. Many companies have values but very few actually live them; this needs to be driven from the top. Do your executives live/display the company’s values?
Leadership.
The leadership in the organisation sets the tone, and ultimately that culture of an organisation.
We all want to work for a company with the right culture. While there are some things we can control – culture is the responsibility of the leadership team to drive.
“If you change your mindset, you have the ability to change your whole world.”
4 key things to consider when influencing culture:
Leadership team - right people, right behaviours and help build out the culture in organisation.
Reward performance/behaviour aligned with culture and values.
Continuously remind/train employees on what is expected of them from the time they join
Ensure there is an outcome if employees are not aligned to expectations
As a leader in a company you must set the right culture and foster it. A positive culture is the biggest driver of productivity in any organization and people spend a lot of time working, so it is important to create an enjoyable workplace environment.
You can have the best business strategy in the world but if your culture is rotten you won't be successful in the long-term.
“Alone, we can do so little; together we can do so much.”
Looking to create a lasting culture and rally the team in your organisation? Let us help.
Whiteark is not your average consulting firm, we have first-hand experience in delivering transformation programs for private equity and other organisations with a focus on people just as much as financial outcomes. We understand that execution is the hardest part, and so we roll our sleeves up and work with you to ensure we can deliver the required outcomes for the business. Our co-founders have a combined experience of over 50 years’ working as Executives in organisations delivering outcomes for shareholders. Reach out for a no obligation conversation on how we can help you. Contact us on whiteark@whiteark.com.au
The New War For Talent - Get Ready in 2021
Are you ready for the new war on talent? Does your company have the capability it requires for the new post COVID world? Are you actively searching for the capability your business is missing. If not why not. Through 2020 companies have pivoting on strategy, priorities, reset targets and navigated the new uncertain environment that we now live in.
Are you ready for the new war on talent? Does your company have the capability it requires for the new post COVID world? Are you actively searching for the capability your business is missing. If not, why not?
2020 brought:
Headcount freezers
Salary reductions
Low or no bonus payments
Lack of job security
High unemployment rate
Increase in gig economy employees
Through 2020 companies have pivoting on strategy, priorities, reset targets and navigated the new uncertain environment that we now live in.
In light of these changes companies need to critically assess the capability of the business / teams to ensure that the organisation is set up for success in this new post COVID world.
As a leader making difficult people decisions is the hardest and most important part of your role. Looking at the overall capability of the team / business versus what is required to deliver on the strategy and priorities and hiring the right person / right level is critical.
If you lead a business or team have you reassessed the capability required for your new priorities and have you ensured the team is set up for success. It’s critical that you identify these areas early and ensure that you utilise a good recruitment firm that understands your business, your culture and understand what you need to be successful.
2021 is the year of the ‘new war’ on talent. There is talent in the marketplace that wouldn’t normally be there due to COVID, people are looking for new opportunities and change in priorities and it’s a really active market. Don’t miss the opportunity to get the right talent for your business.
Areas that are going to be hot in the market in 2021:
Process reengineering – being able to process improvement efficiencies across the business to drive overall reduction in costs and better customer experience
Transformation leads – to be able to help business execute changes to drive sustainable savings. These are unicorns to find people that can execute transformation and ensure savings can be realised
Data & analytics – do we really understand our customer, consumer trends and how this impacts their behaviour and using predictive analytics to drive operational and strategic decisions
Cashflow management – process, cashflow forecasting and tactical and strategic levers to maximise cashflow and minimise working capital management
Reporting – regular reporting and insights on key lead indicators to understand the performance of the company and ability to pivot where changes are required to be made
You are a leader of your organisation / team – make bold people decisions that drive the best outcome for your shareholders / members and ultimately your employees. Your decisions might not be popular but they should be strategic and focused on ensuring the organisation can maximise the outcome.
The biggest differentiator in any organisations results is the leadership team – right people, right structure and clarity on accountability between the key areas of the business. An open culture where the leaders are encouraged to challenge each other and put ideas and thoughts that focus on the strategy of the organisation. When Private Equity companies buy companies they assess the investment teams considering the strength of the management team and providing structure and incentives to drive the best behaviour. When a company is bought normally 65% of the leadership team are changed and CEO is removed in first 12 months. Private Equity companies understand the value of the right leadership team and the sooner they get this sorted the sooner they can focus on maximising the business outcomes.
Many leadership books talk about lessons learnt and many say – I shouldn’t have wasted time to make changes to the team, I should have moved earlier and wanting to be popular leader made me not want to make the changes that were required and ultimately didn’t generate the respect of the people in my team.
As a leader you have a massive responsibility to navigate and ensure the business is making the right business decisions – start with your people. If you haven’t got the right leadership team you can spend all the money in the world on transformation, system changes, processes etc but it won’t give you the outcome that is critical.
Don’t miss out on good talent that your business needs. 2021 is the year to be bold in business which means getting your leadership team right and ensuring that capability gaps are fixed with the perfect hire.
Keen to know what you think on the challenge on talent... Let us know on LinkedIn and tag us in discussions on #whiteark
2021 will bring:
New strategy
New priorities
New operating model
It’s the time to assess the capability in your own organisation. What capability does your company need? What are you missing?
Looking to capitalise on these trends and plan your own people strategy? Let us help.
Whiteark is not your average consulting firm, we have first-hand experience in delivering transformation programs for private equity and other organisations with a focus on people just as much as financial outcomes. We understand that execution is the hardest part, and so we roll our sleeves up and work with you to ensure we can deliver the required outcomes for the business. Our co-founders have a combined experience of over 50 years’ working as Executives in organisations delivering outcomes for shareholders. Reach out for a no obligation conversation on how we can help you. Contact us on whiteark@whiteark.com.au
The 4 Rs - Reflections & considerations as the year closes out
It's been a tough year for many -- and people are limping to the finish line. It's time for a break and get yourself ready for 2021. 2021 is going to be another busy year so getting yourself refreshed and ready is critical and taking the time to relax, refresh reflect and reset is critical.
It's been a tough year for many -- and people are limping to the finish line. It's time for a break and get yourself ready for 2021.
2021 is going to be another busy year so getting yourself refreshed and ready is critical and taking the time to relax, refresh reflect and reset is critical.
Christmas is generally crazy eating, parties and a lot of people to connect with. It's fun but can leave us feeling more tired.
Relax
What makes you relax? Everyone is different. For me going for a walk, writing in my journal and doing a jigsaw puzzle all are things that help me relax.
Refresh
Taking time for yourself. Sleep, exercise and eating healthy are a good start! What's does refreshing look like for you?
Reflect
In the craziness of the year it's hard to really reflect - what worked well this year, what are my priorities for next year and what do o need to change to make this a reality?
Reset
Be bold. Make sure you make the change to ensure you achieve your priorities. It's not easy - and it's normally outside your comfort zone so be accountable to drive through outcome.
Ensuring you take the time on the 4Rs is critical to ensure you are refreshed for 2021. These 4 Rs are critical for you personally but also for your business, especially the last two.
Reflect - On key lessons learnt for the year (2020) in your business and team. What worked well? What could be improved?
Reset - What are the priorities for 2021? What changes are required to deliver these? How do we measure success across the year?
For most businesses 2020 has been a challenging year, it's imperative that they start 2021 with the following:
Alignment and clarity on what good looks like - reset priorities, measuring success and understanding the impact of changing consumer and customer trends
Transitioning the team back to the office - it's an interesting challenge
Assessing capability in the business - what is missing and focus on development and recruitment
Many organizations are organising planning sessions with leadership in new year to align. It’s an excellent idea to get this alignment underway early in the new year.
Over the Christmas break Whiteark will continue to give you podcasts, thought leadership and thought provoking polls to help you through your 4 Rs and get your head focused on returning back to the new year with a good reset.
Whiteark has extensive experience in resetting strategy, defining priorities and identifying and measuring key success metrics. If you need some help reach out to us.
Christmas Reflections & Message from Jo
My childhood Christmas was centred around the church. My dad was an Anglican minister. Attending church services, involvement in plays and focus on supporting others who were not as lucky as us during this time. I always enjoyed the midnight service on Christmas Eve and after it we sat and ate some amazing food / gifts that were shared with us. People were very generous and great cooks.
I'm a sucker for Christmas.
Since I've been a little girl, I’ve loved Christmas - so many great childhood memories:
Fresh pine branch - cut down by my dad / brother from our front yard
Very authentic Christmas decorations that were homemade and brought out year after year including decorated pine cones
Stockings filled will lollies and wisdom for the year ahead. My dad gave us a letter every Christmas to tell us why he was proud of us and reminders for the new year. I still have those letters and they have some pearls of wisdom for the new year.
Spending time with family and friends and having a laugh, sharing some food and appreciating the simple things
Summer break was a time to reset, relax and plan for the year ahead - lessons learnt and how to make the most of the new year
My childhood Christmas was centred around the church. My dad was an Anglican minister. Attending church services, involvement in plays and focus on supporting others who were not as lucky as us during this time. I always enjoyed the midnight service on Christmas Eve and after it we sat and ate some amazing food / gifts that were shared with us. People were very generous and great cooks.
As you get older things change, life goes quickly and before you know it it's another Christmas to celebrate! It's easy to make it too hard, stressful and a challenge but it's always good to remember what matters most - spending time with people you love most and to take a break, to breathe and plan your next year - what can I do better and what will make me happy?
For me Christmas means:
1. A real Christmas tree - can't beat the smell!
2. Find a way to send a positive message to the people that I love
3. Finding time to connect with the people closest to me
4. To reflect on the year and key changes for the upcoming year
My dad always thought about others, he was known for his caring nature and being there for others. I learnt from my dad about kindness, generosity of spirit, and making the best of every opportunity.
2020 wasn't the year that anyone planned but it was a great year. So many lessons and experiences and a good chance to reassess priorities and what is important and appreciate the simple things we take for granted.
Take time this Christmas break to;
Enjoy time with family and friends
Take a break and reflection time to think on what is important for you for 2021 and how do you achieve that
Build your goals for 2021
… and remember
Smile and enjoy life – you only get to live once and leave your legacy.
“It isn’t how much time you spend somewhere that makes it memorable: it’s how you spend the time.”
Jo Hands, Whiteark Co-Founder
What are the key considerations for successfully transitioning your staff back to the office?
Phoebe Reid writes about us moving towards the new working landscape. As we start to move towards Covid normal, businesses are starting to plan for their employees to return to the office. Here are some things to consider and action from a people perspective.
As we start to move towards Covid normal, businesses are starting to plan for their employees to return to the office. Here are some things to consider and action from a people perspective.
Flexibility
A company that embraces flexibility around work location is here to stay. If they haven’t already, every organisation should start working on a plan that details what this looks like for their business.
Ideally the plan should be developed with HR, managers and employees. We suggest that it considers areas such as technology set up and support at home, learning and development opportunities, engaging the team in multiple locations, the risk management impacts on the business and having a robust performance review process to support employee performance.
Staggered start times, a roster for when employees are in the office with workforce bubbles, and working from home days, are all considerations. In most workplaces a hybrid model will need to be agreed. Businesses need to be also able to flex back to working from home as required until we have a vaccine, so flexibility really is key.
Health, Safety and Policies
The health and safety of employees is a critical consideration. It is important that you consult www.coronavirus.vic.gov.au or your equivalent state site to create your Covid Safe Plan.
Some items to consider;
Do you have the right policies?
Do you have a policy and process if an employee be required to self-isolate?
How will you keep confidentiality and privacy in dealing with employees who have suspected or confirmed COVID-19?
Do you have a policy for employees that have travelled to another country and need to quarantine?
Does your working from home policy needs updating?
Some other thing that you need to plan for are; your office layout, signs for meeting rooms, making sanitiser and masks available, cleaning schedules, a register of who is in the office.
Communication
Communication is critical to the success to any change, but especially relating to people.
Start planning;
How you communicate key messages about social distancing, personal hygiene and associated policies
Using www.coronavirus.vic.gov.au posters and hand outs to communicate the key message
Where possible have meetings by phone or online instead of face to face
Your mental health plan to be proactive in supporting employees who are struggling
Employee wellbeing
For many people, especially those with an existing mental health issue, returning to the workplace can bring up a range of feelings including fear and anxiety. If you have one, promote your Employee Asisstance Program (EAP) to help support your team’s wellbeing. These organisations will also have support materials that you can share with the team. If you don’t have one, consider partnering with a provider.
Beyond Blue have some great tips to help manage mental health as employees transition back into the physical workplace. They are;
Prioritise self-care by maintaining positive habits
Manage your information intake
Understand what constitutes a mentally healthy workplace
Celebrate the opportunity to reconnect
Send out a short pulse survey to employees to get a feel for how people are feeling about returning and what would make the transition as smooth and positive as possible. As always employee feedback is key to the success of any change. Book in one on ones, check in to see how people are feeling and plan some fun Covid safe team activities.
Focus on recognition
According to the Achievers Workforce Institute, 2020 Culture Report, recognition is the number one request from employees in the postCOVID world.
When employees were asked “how organisations could better support them through the COVID-19 pandemic”, one-third said they wanted more recognition.
To be effective it is important that recognition is; timely, specific and ideally values based. If recognition aligns to your company values, you are constantly reinforcing the values and the behaviours that ultimately under pin your culture.
Looking for a harmonious transition? Reach out.
Whiteark is not your average consulting firm, we have first-hand experience in delivering transformation programs for private equity and other organisations with a focus on people just as much as financial outcomes.
We understand that execution is the hardest part, and so we roll our sleeves up and work with you to ensure we can deliver the required outcomes for the business. Our co-founders have a combined experience of over 50 years’ working as Executives in organisations delivering outcomes for shareholders. Reach out for a no obligation conversation on how we can help you. Contact us on whiteark@whiteark.com.au
Article by Phoebe Reid
How to proactively manage the mental health of your employees
Phoebe Reid writes on the effect of Covid19 on mental health and wellbeing. According to The Australian newspaper, over 1 million Australians have sought mental health treatment during Covid 19. In Victoria this is a real worry with a 30% rise in mental health cases…
According to The Australian newspaper, over 1 million Australians have sought mental health treatment during Covid 19. In Victoria this is a real worry with a 30% rise in mental health cases presenting over the 4-week period from mid-September.
Mental health is a concern for businesses in normal times, but in these unpreceded times this data demonstrates the potential crisis that our society is facing.
Beyond Blue www.beyondblue.org.au shares that around one in five Australian employees are working with a mental health condition. Mental health conditions are common and don’t discriminate, the most resilient person can be affected by work stress, as well as other life challenges.
They also state that the many benefits of a mentally healthy workplace include; improving productivity, increased employee engagement, lower turnover, meeting ethical and legal obligations and employee connectedness is greater.
As a manager or leader, you can help support your team in managing their mental health. Here are some tips to doing this.
Listen and be flexible
Listen to your team and be as flexible as you can, understand their personal situation and be as adaptable as possible to help support their work-life balance and mental health. Working from home for many people has created new challenges and extra stress, so offering flexibility, having realistic expectations and understanding their personal situation will help you support your team members with their individual needs. Show your true self, sharing a personal story with your team can be very powerful, revealing that you can also be vulnerable allows others to connect with you more and see you a person, not just their manager.
Communicate regularly and share what is going on
Regularly check in with your team and ask them how they really are going is important. Truly listen and understand what their needs are. Seek to find out if they need any extra support, again listen and keep the communication lines open. Each person will be different and how they are feeling will change, so keep asking and adapt your style to suit the individual. Where possible share as much as you can with your team about what is going on in the business and be clear and realistic in your expectations of them.
Workplace connectedness
Research is showing that connectedness is at its greatest at the moment within many teams. Which is fabulous, we all need human connection for our overall wellbeing. Teammates play an important role in supporting each other as well as managers. If colleagues feel comfortable to share and check in with each other this can help to make them feel more valued and connected to their workplace. This usually happens organically but if it doesn’t promote this in your teams. Team activities and working on shared projects or goals can help bring these work connections together. Having fun also helps! Chat to your team about what activities make work fun.
Wellbeing initiatives and mental health support
Encourage your team to take up any wellbeing initiatives that your company offers. Some employees might be interested in knowing about personal and professional development opportunities to keep them motivated. This doesn’t have to be costly, there are lots of free webinars available at the moment. Where possible provide access to counselling services and mental health and wellbeing support, is a key component to supporting the mental wellbeing of employees. If you have an Employee assistance program, they usually in addition to counselling have access for employees to mental health and wellbeing education sessions, that is just as important as educating leaders and managers.
Provide ongoing training for leaders on mental health and wellbeing. Not for profit organisations like Beyond Blue and Black Dog Institute have many valuable resources that everyone can access.
Take a break
Currently in Melbourne we are unable to travel very far, so people haven’t been taking annual leaving and having a break. Encourage your team to take a long weekend or some time off. This is really important for mental health and recharging their social and emotional wellbeing. People are feeling burnt out which can often trigger mental health concerns. Lead by example and take a break yourself, a refreshed manager is much more effective for their team!
Looking to unite your team? Reach out.
Whiteark is not your average consulting firm, we have first-hand experience in delivering transformation programs for private equity and other organisations with a focus on people just as much as financial outcomes.
We understand that execution is the hardest part, and so we roll our sleeves up and work with you to ensure we can deliver the required outcomes for the business. Our co-founders have a combined experience of over 50 years’ working as Executives in organisations delivering outcomes for shareholders. Reach out for a no obligation conversation on how we can help you. Contact us on whiteark@whiteark.com.au
Article by Phoebe Reid
Six tips for leading people through change
When leading people through change, the most effective leaders devote substantial effort in engaging everyone involved in the change, and understand that people need time to adapt to the change. There are six key competencies required…
All companies undergo change, but few execute change successfully.
When leading people through change, the most effective leaders devote substantial effort in engaging everyone involved in the change, and understand that people need time to adapt to the change.
The magic six
There are six key competencies required to successfully lead people through change - communicate, collaborate, commit, support, influence and learn.
Communicate.
Communicate what the change is and the purpose and benefits of the change, this will increase buy-in.
Collaborate.
Bring people together to plan and execute change - encourage employees to break out of their silos and don’t tolerate unhealthy competition. It’s important to include employees in decision-making early on to strengthen their commitment to change.
Commit.
Display resilience, persistence, and willingness to adapt to challenges and remain positive and patient with results.
Support.
Remove barriers to employee success, including personal barriers such as wounded egos and a sense of loss, as well as professional barriers such as the time and resources necessary to carry out a change plan.
Influence.
Influence is about gaining compliance and commitment to drive change. Identify critical stakeholders and define what “buy-in” looks like from each of them to result in leading to a successful outcome. Communicate the vision for the change in a way that resonates with their value drivers.
Learn.
Never assume you have all the answers, ask questions, and gather formal and informal feedback. Input and feedback will allow you to make constant adjustments during the change.
Navigating change is not easy, hence it is critical for leaders of change to be resilient, because it helps people cope with the inherent pressure of change, uncertainty, and any setbacks.
Need to lead your team through change? Let us help.
Focused on delivering both commercial and financial outcomes, we take care of your people to ensure they remain engaged and excited. We understand that when it comes to strategy, execution is actually the hardest part, and so we roll our sleeves up and work with you to ensure we can deliver the required outcomes for your business. Our co-founders have a combined experience of over 50 years’ working as Executives in organisations delivering outcomes for shareholders. Reach out for a no obligation conversation on how we can help you, by emailing us on whiteark@whiteark.com.au
Top tips for managers and leaders to successfully lead their team through Covid 19
Phoebe Reid writes on how Covid-19 has changed the way we work and lead teams. It is really important that managers and leaders can recognise the new challenges facing employees. The isolation of working from home impacts individuals differently and so…
Covid 19 has changed the way we work and lead teams.
It is really important that managers and leaders can recognise the new challenges facing employees.
The isolation of working from home impacts individuals differently and so leadership styles need to be reflected on and adapted to this new way of working.
Communicate, communicate, communicate
Communicate clearly, often and simply
Provide a clear understanding of what is expected from your team, set clear priorities and expectations of roles
Be available via regular catch ups individually and team – phone and zoom/Microsoft teams mix it up as people are getting Zoom /Microsoft teams’ fatigue! Don’t cancel these unless really need to
A robust performance appraisal process with measurable KPI’s will help with this. But these may need to be reviewed and adjusted, make sure they are realistic
Share what you can about how the business going
People are uber sensitive about their job security, so it is important that they have a sense of being informed and kept up to date
Stay true to your values and culture
Core values inform and reinforce your company’s culture, strategic direction, recruitment processes and how you interact with your customers and clients
Acknowledge that the meaning of values might vary with these challenging times, with most people remote working
Lead by example
For employees to adapt they need to feel valued. This will assist in their productivity and ultimate success.
You want your culture to be one that is supportive, empathetic, inclusive, collaborative, proactive and encourages initiative
Recognize and reward employees who embrace and live the values, call this out int team forums
Genuinely care about your teams’ well-being
Check in regularly and ask how your team really are, truly listen
Be flexible to their person circumstances
Show that you are human too, be authentic, talk about your fears, answer questions and reassure them about work and personal issues
Have fun – in these challenging times find ways to connect and have fun…ask the team what works for them
Promote your company Employee Assistance Program - make sure employees know where to find information, guidance and support for mental health
Find out from your team what in terms of wellbeing initiatives, some suggestions are 10,000 /day step challenge, 1 hour/ day to do someone that makes you feel good, exercise/cooking relaxing this helps connectedness with employees and increases morale
Promote the wellbeing initiatives that already exist
Need a hand building your organisations capabilities to lead through Covid-19?
Let us help. To learn more about building and executing an inclusive strategy for your employees, contact us on whiteark@whiteark.com.au
Article by Phoebe Reid