Sexual harassment, power and hierarchy

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Sexual harassment has again been in the news in that last week – this time focused on the Australian film industry. Whether it is sexual harassment or bullying or intimidation – all these behaviours result in people being diminished and their potential being unrealised. There are two issues within this that are relevant to all ...

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Embedding Sustainability into Organisational DNA: A story of complexity

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My doctoral thesis research into “Embedding Sustainability into Organisational DNA: A story of complexity” is complete! I’m so delighted that after eight years, it has been signed off and my qualification will be conferred in January 2018. Much of our work at The Partnership is a reflection of this research. So what’s in it? Below ...

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Your Organisational Identity: More Than Your Logo

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Organisational identity is important because it’s your corporate DNA. Being able to influence your DNA and connect everyone to it, gives you the ability to evolve a more adaptable organisation – one that is more likely to survive in the longer term. All living systems (and your organisation can be viewed as such) organise and ...

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How to Influence Organisational Identity

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I have previously written about what comprises your organisational identity and why it’s essential that you focus your leadership attention upon it. Your organisational identity, or who you are as an organisation, comprises: 1. Your organisational vision or purpose; and 2. Your shared values. What your organisation stands for. The shared values that have stood ...

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Cultural transformation: How can we help you win?

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Many people ask me how it is that The Partnership’s cultural transformation (or evolution as I prefer to call it) programs deliver results when so many appear to fail. I’ve found the answer to this question difficult to write down in one place outside a specific proposal for a specific client because our work is ...

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Getting people off autopilot in your organisation

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Autopilot – our term for living and working in an unquestioning and largely unconscioous manner. Many people in the organisations in which we have and are currently working, are working and living on autopilot. Perhaps you are too? You know the feeling, get up go to work, do what you usually do, go home…. do ...

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Are you grappling with how to change the culture?

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Our clients grapple with the question of how to change the culture because the world is changing so quickly around them. Their organisations need to learn how to adapt more quickly to remain relevant and survive. The nature of this adaption is typically identified as: A need to shift from an inward focus to a ...

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Evolving from Moribund to Innovative

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Most organisations are moribund! It’s a big statement that you may feel somewhat insulted by. But everyone’s high degree of interest in ‘innovation and being innovative’ supports my claim. The high level of interest would not exist if everyone had the answer. And, if you are the CEO, it’s not your fault. It is a trend ...

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Keys to success in leadership development

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After each program we deliver, we set time aside to chew the fat and reflect on what woked well and what we can learn to do better. We are always learning. But increasingly two keys to success are standing out in the design of our programs. These are decisions that concern the length of the ...

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Top 3 employee engagement strategies for better customer service

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Typically, our clients are service providers – and providing excellent customer service is a core element for them as they seek to remain viable, relevant and effective now and into the future. Meeting rising customer expectations depends on your ability to engage your people in an organisational vision and build their capability to bring it into ...

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