Guest

1. EMPLOYEE ENGAGEMENT IN MODERN BUSINESS

Kris Cole provides a range of tips on how to engage people
in the modern workplace. She argues that the following
strategies are critical to increasing employee contribution
and productivity:
* Exploring why people come to work. What do people want in regard
to atmosphere, flexibility, social responsiblity and technology?
* Clearly communicating employer brand and its value proposition to
staff.
* Examining what changes need to be made to attract and keep talent.
* Helping staff to short-circuit the potential conflicts and
miscommunications and build shared understanding.
* Encouraging casual, contractor, part-time and temporary workers to
be part of the team.
* Measuring and monitoring the performance of knowledge workers. How
can you best manage workers you rarely see?

Reference: "Brace yourself! Employee engagement has never been more
essential", Public Administration Today, October-November 2010,
pp18-22 by Kris Cole.


2. GETTING YOUR LEADERSHIP BACK ON TRACK

During the last few decades there has been much written about how to
get your career on track after hitting hard times. Improving self
awareness is a consistent theme in helping people through these
transitions. In a recent article by William Gentry, he provides some
practical advice for managers. He suggests that five actions can assist
leaders improve and grow. These comprise:
* Reflecting on life-shaping moments and what impact they had on you.
* Using executive/life coaches.
* Seeking out and using mentors.
* Taking personality tests.
* Keeping a regular reflective journal.

Reference: "Derailment: How successful leaders avoid it' by William
Gentry, ASTD, In Practice, January 2011.

3. RECOVERING FROM MENTAL ILLNESS

A workplace can aid recovery from an episode of mental illness
if well considered plans are implemented.
Charmaine Smith from Sane Australia suggests the following:
* Show understanding, support and a willingness to learn.
* Discuss what level of disclosure the person is comfortable
with in terms of their co-workers.
* Address reasonable workplace modifications, such as starting
times ( due to reactions to medications), quieter work environments
and productivity levels.
* Mutually agree on a plan should the person become unwell.
* Mutually agree on the correct response in the event of a crises.

Reference: "Out from the shadows", HR Monthly, November 2010, pp28-32
by Gabrielle Pollock.


4. BE AWARE OF HOW SOCIAL MEDIA CAN HURT YOU

There appears to be a trend in the US for employers
to ask job candidates to log in to their Facebook pages during
interviews. Similiarly prospective employees are carefully
scrutinising companies too, to see if they agree with their
values. So be aware!

Source: "Beware getting off your Facebook", The Sun-Herald,
Sunday 2nd of January , 2011, pp 13 by Sarah Whyte.


5. BOSSES OVERESTIMATE THEIR MANAGEMENT SKILLS

Consulting firm Development Dimensions International(DDI) has
unveiled results of a survey of 1,100 front-line managers.
72% of respondents said during their first year as manager, they
never questioned their ability to lead others. "It doesn't matter what
industry you're in. People have blind spots about where they're weak,"
says Scott Erker, a senior vice president at DDI. Separately, DDI
compared some managers' self-assessments to performance in business
simulations. Managers were found to consistently overrate their
abilities in delegating and coaching, says Erker, and they did not
display any consistent pattern of "hidden strengths."

Reference: Wall Street Journal , 01 November 2010 by Joe Light

6. RECENT CONSULTING PROJECTS

Here are a selection of my latest projects:
* Guest facilitator for Spirituality Leadership and Management
Conference held in Sydney
* Change management and team building support for Bega Shire Council
* Presented a training session on positive leadership for the National
Local Government and Customer Service Network.
* Conducted team building and executive coaching for Pfizer Australia
* Facilitated a strategic planning conference for Manly Council

7. PHD REACHES NEXT STAGE

In February the first draft of my thesis was completed. The aim
is to submit the thesis for examination in June. The current title
is -'Individual commitment over time: Tensions and paradoxes of
making meaning and ecological sustainability'.


7. ENROLLED IN 2011 SYDNEY LEADERSHIP PROGRAM

I have been accepted into the Social Leadership program conducted by
the Benevolent Society. The 12 month program assists individuals in
becoming leaders for social change. I see it as part of the next step
in my life . It will harness my ability in making a positive
contribution to society in the decades ahead.

To learn more about this exciting program visit:
http://www.benevolent.org.au/leadership