Why Audit Management Strengths? When facing a challenging times, many Business Owners and HR Directors would benefit from understanding the strengths of their team:
Which management/staff could take on more challenges? Which people could be let go with no disruption to the business? Who are the future stars to nurture and grow? Procrastinators who are “busy” instead of “productive” may need help to move forward
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Contents 8 Meet Kate Hudson
12
12 Tips for Managing Poor Performance in the Workplace
8 16
14 The Mine Field of HR 16 Reasons You May Not Have Realised Could Get You Fired
14
18 How To Work While Travelling the World 18
22 Business Chicks 24 Why Gossip Culture Is Ruining Your Workplace
22
24
26
26 The Motivational Wizardry of Dr Fox 33
30 Movement Therapist Vanessa Leone 33 Challenges for Women in Leadership
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Editor in
Chief Natalie Martin
W
elcome to Modern HR we are excited to share this inaugural issue with you.
Our philosophy at Modern HR is to help you in your worklife. To be a helping hand, a guiding light and sometimes the kick in the pants you might need to live your best life! The editorial team and I will strive with every issue to deliver you the right mix of tips and guidance. We want to be a cross between your best friend and your mother, always having your back and giving you the ‘kick in the pants’ when you need it! So you pick up our magazine and know we have your back and we understand the journey.
We are very excited to have Jason Fox in this issue, he is an absolute pioneer in the leadership space, sought after all over the world for his fresh perspective, contemporary philosophies and deep expertise in motivation design.Take some time to read his article, it won’t be a waste of your time! Other great info included in this issue is... »» Kate Hudson - a business women happy to share the bumps in the road! »» Reasons You Could Get Fired! »» Challenges For Women In Leadership »» Can You Work and Travel ? We hope you love reading this first issue as much as we have loved putting it together for you! Thanks for taking the time to read it!
Natalie Martin
CONTRIBUTORS Dr. Jason Fox Dr Jason Fox is a bestselling author, leadership advisor & wizard-rogue of ace repute. Often sought after for his fresh perspectives, contemporary philosophies and deep expertise in motivation design, Dr Fox shows forward-thinking leaders around the world how to unlock new progress and pioneer deeper into uncharted territory. His clients include the senior executives of Fortune 500 companies around the world, including: Microsoft, PepsiCo, HP, McDonald’s, Cisco and Salesforce, to other multinationals such as Toyota, Beam Suntory, Vodafone, Honda, Sony, Tableau, Gartner, Johnson & Johnson, Xero, HP, Bupa, Red Cross, Bulgari, Pandora, Arup, KPMG, The World Tourism Forum and The International Institute of Research. Jason is the bestselling author of The Game Changer and How to Lead a Quest: a handbook for pioneering leaders. His research has been featured in the likes of Smart Company, Huffington Post, BRW and The Financial Review. And, while thoughtfully inept at social media or marketing, his monthly ‘museletter’ is read by more than 10,000 people around the world. In addition to serving as a leadership adviser, Dr Fox is also an in-demand keynote speaker who works particularly well with sceptical audiences who have ‘seen it all before’. In 2016 he was awarded Keynote Speaker of the Year. @drjasonfoxcleverness @drjasonfox @drjasonfox
Steve Boatswain With more than 30 years experience specialising in workplace law, Stephen brings a high level of expertise to the firm. He provides strategic, solution-based advice across the full range of workplace relations issues and has particular experience dealing with executive transition, workplace agreements (contracts and policies), termination of staff, Work Health and Safety, unions and with sensitive issues like workplace investigations, sexual harassment and anti-discrimination in the workplace.
Vanessa Leone Vanessa has been moving and learning since the age of 6 months when she had my first swimming lesson. She has not stopped since. Vanessa will not stop until she can help as many people find betterment in their lives. Whether it be weight loss, pain management, fitness, strength gains, skill acquisition or all of the above. Attaining betterment in her career has included a Bachelor of Exercise Science and a Certificate IV of Training & Assessment. It includes 25 specialist courses and certifications of further education. It involves training clients and trainers all over the country and presenting at International Fitness Conferences in Melbourne, Sydney and New Zealand. What Vanessa stands for is doing things BETTER. Training better, eating better, living better. She stands for bettering herself, her skills and how she works with people everyday. Vanessa’s ethos for her clients, be better than they were, her ethos for the trainers she has trained, be more effective and have a deeper understanding to get out there to make YOU (the clients) BETTER! www.vanessaleone.com.au @vanessaleonemovementtherapy @vlmovementtherapist
Mark Doble As head of Eakin McCaffery Cox Lawyers' litigation department, Mark has expertise in both big-ticket litigation and high-volume debt recovery litigation and is well versed in securities law and the Personal Property Securities Act (PPSA). He has extensive experience in corporate insolvency and Bankruptcy and has established strong relationships with insolvency practitioners and members of the Bar who specialise in insolvency matters. He acts for the Australian Financial Security As a senior practitioner, Mark is well regarded by his clients and peers alike for his practical and outcome driven approach and his ability to analyse and break through complex issues.
She is an actress, author, businesswoman, fitness fanatic and a soon to be mother of three but as Kate Hudson admits she has made plenty of mistakes along the way and is still learning as she goes!
Kate Hudson
Kate Hudson has long been known as a woman of immense energy and spirit. Born into Hollywood Royalty (Her mother is Goldie Hawn and Step father is Kurt Russell), Hudson is best known for her roles in Hollywood hits such as Almost Famous, You, Me and Dupree and Bride Wars. In addition she has written several books, launched her own clothing brand and started her own production company all the while raising her two sons with baby number three (a little girl) on the way. With her hand in so many pies it’s hard to imagine how Hudson finds the time? On the surface it appears that this is a woman who has it all and has seemingly created the perfect work/life balance. But Hudson is the first to admit that being famous does not make the juggle and the struggle of work, life and motherhood any easier. “I think every woman in every walk of life, especially when you have kids and complicated relationships and you’re working, has those moments when you think you’re failing at everything and trying to keep everything afloat.” Says Hudson. So if a Hollywood superstar finds the balancing act hard then what hope are there for us mere mortals? Hudson’s answer is refreshingly simple; #1 Learn from your mistakes Hudson is the first to admit that even being a Hollywood superstar does not make her immune from making mistakes and that she herself has made plenty of them both in her professional and personal life. But for Hudson, true success is found in how you deal with the mistakes, disappointments and failures. How you turn lemons into lemonade so to speak and she believes that this rule applies to all of us- teachers, office workers and screen goddesses alike.
“You have to go, how did I get myself here and how do I make this better for everyone?” she says. It’s good practical advice. #2 Enjoy every day – even the bad ones! Hudson is a big believer in taking life as it comes and making the most out of each day. “I have the optimistic gene,” says Hudson. “Life is so fleeting and short; I just want to have a great time doing it”. Hudson subscribes to the philosophy that you are here for a short time so you may as well have a good time. “There is a cliché of live every day like it’s your last. Well I go more realistic than that. I’m like, ‘well, we are all going to die’. And we don’t know when that’s going to happen, but we are all going to die” she says. “ And as you get older, the more you realise how fast life goes. “I just want to do the things that makes me feel like I’m living my life to the fullest, not necessarily the happiest”. #3 Stop chasing the perfect ‘balance’ Hudson also believes that women place too much pressure on themselves aspiring to achieve this elusive idea of the perfect work/ life balance when in reality women just need to do there best and enjoy the ride and realise that this idea of balance is not necessary in order to achieve your goals and be successful. “At the end of the day, how do we balance anything?” She says. “I never feel completely balance and I’m still happy”. Amen Sister!
Never get so busy making a living you forget to make a life.
Dolly Parton
G N I G A N A M R O F E H TIPS T N I E C N A M R O F R E P R O PO
E C A L P K R O W
Whether you’re a business owner, a top-level manager, the head of a department, or a HR executive, there will unfortunately be times when you need to address poor performance from your team. This often feels uncomfortable, but the sooner you take steps to work out what’s going on, and to remedy things, the better. You will stop problems from becoming bigger ones, teach your employees what is expected of them, and grow as a leader. Here are some tips to follow today.
of poor judgement or lack of attention; or fluctuations in performance (e.g. where a once steady employee goes through periods of high and then low output). You may also notice things like a significant increase in the amount of sick leave being taken or other absences or tardiness, elaborate excuses or lies being given, complaints from fellow workers or other contacts, numerous accidents occurring on or off the job, aggressive or moody behaviour, and/or an inability to pay attention during conversations.
Identify Poor Performance For starters, learn to notice, ASAP, when people aren’t performing at their best. This is most obvious when the results you require aren’t achieved, but there are numerous other signs to look out for too. For example, missed deadlines; a higher number of errors than usual because
Look for Reasons If you start to see these kinds of signs, look for reasons behind it. Be objective about this, by focusing on the person’s behaviour, not on their personality. In particular, try to notice if any type of interference is affecting the employee’s performance.
Perhaps they don’t have the necessary resources to complete their tasks in a given timeframe, such as tools, skills, training, managerial support, or enough assistance from colleagues. They may have been inundated with too many jobs to complete at once, or a new procedure or system may be having a negative impact on their work day. Sometimes you’ll discover the problem has arisen because team members aren’t clear about the consequences of their actions, or a lack of action. If you have not set clear guidelines, or followed up when you said you would, this can lead to crossed wires. Plus, it’s possible that negative behaviour has been rewarded or reinforced when a whole team is praised for results, yet a certain worker hasn’t actually been pulling their weight. If so, they could have received undeserved recognition and encouragement, and feel their poor performance is considered good enough. Take Action Once you’ve worked out what’s going, don’t delay in taking action. The sooner you bring concerns to workers, the sooner they can start to make improvements. Don’t just go straight to firing someone, as this leaves you open
to legal action. Instead, have a frank (and private) discussion straight away, where you give feedback on performance and listen to a worker’s take on things. It might be tempting to look for ways to soften the blow so you don’t hurt someone’s feelings, but not being frank won’t lead to the results you need, or give workers the best chance to learn and grow. Don’t be tactless (and certainly never speak with someone if you’re angry and don’t have a lid on your emotions), but do make sure the staff member comes away from the talk being clear about the standard expected of them. Be very specific. Use evidence and data wherever possible (e.g. an email trail or examples of work), and phrase things in a factual manner, steering clear of hearsay. Plus, put strategies in place, after discussing things with the worker, to help them better achieve results in the future. Follow up later to ensure employees have received the additional support they require, or that roadblocks have been taken away. Also check to see if improvements have been made, and keep reevaluating performance as needed.
THE
MINE
FIELD OF
HR
Mark Doble
The realm of human resources has evolved dramatically in the past few decades and while in many areas it has become a complex minefield to navigate, two renowned lawyers who specialise in HR, employment and industrial law believe simply communicating effectively can be the best way to build a solid foundation in the workplace and prevent unnecessary problems from arising. Eakin McCaffery Cox Lawyers head of litigation and partner Mark Doble has been a lawyer for more than two decades and clearly remembers his first brush with HR law. “It was a restraint of trade case brought by my then boss against a former partner of his alleging that when he left, in breach of his restraints, he tried to poach existing clients of the firm,” he tells Modern HR Magazine. “We subpoenaed his diaries and credit card records to work out who he was wining and dining. In the end, it settled literally the day of the trial. It taught me a lot about the need to involve common sense and communication, which I think is essential in any HRrelated issue.” Stephen Boatswain, who is a Law Society accredited specialist in employment and industrial law, says the regulation of workplaces has progressed to a reliance
Stephen Boatswain
upon documented policies and procedures in the management of workplace obligations and expectations.
Mr Doble adds that it is important to have a “go to” person in any organisation who can mediate problems before they become a real issue.
“Statutory requirements dictate establishing and maintaining accepted/expected behaviours and an increased reliance upon being able to demonstrate compliance and processes to be adopted,” he says.
“Retention of talent is an ever-increasing problem, particularly in larger organisations. Again, respect and communication are key to this” he says.
“This includes general employment (Fair Work Act), contractual obligations, work health and safety. There was far less emphasis on workplace documentation in the early 90’s, which has steadily increased as the policy and procedurebased regulation, and the recognition of managing workplace exposure and workplace expectations has expanded.” Mr Boatswain says a holistic approach to workplace relations is necessary in the modern business, which requires an appreciation of the multiplicity of regulation while also effectively managing the workplace. “HR is a dynamic environment where differing personalities, expertise and aspirations constantly interact. ‘Cultural’ misalignment among staff, particularly the absence of an awareness of these issues and/or mechanisms to address any difficulties can result in workplace conflict,” he says. “These issues can arise at any time and at any level in the workplace. It is a function of diverse personalities/interests interacting in what can be demanding environments.” The primary advice Mr Boatswain gives to employees who come across problems in the workplace is to address it constructively rather than allowing it to fester and escalate. “Addressing the issue and considering a suitable outcome is recommended. Approaching a workplace issue “personally” rather than on the merits can be counterproductive,” he says. “Becoming familiar with the relevant processes and relevant persons is also preferable. It is appreciated that in some cases this is not possible, but utilising mentors or support persons in a constructive manner can be effective in such situations.”
“Recruitment is disruptive, time consuming and expensive both internally and externally, so the need to retain staff by way of encouragement, mentoring and training so as to have organic growth within the organisation is essential.” When it comes to employees and the role they have to play, Mr Boatswain says they need to be process-focused and respond quickly to any problems that arise. “Process focused relates to establishing what the relevant procedure should apply and then applying the established process to the situation. Take advice early and establish a plan to address the problem,” he says. “Avoid peremptory responses and attempt to manage the situation fairly and transparently. It is important to consider both short and long term issues arising from any employment scenario.” Mr Doble adds that it is important to realise that the aggrieved staff member will most likely have shared their issues with other staff members. “This makes it all the more important to address the issue effectively as soon as possible before the problem spreads,” he says. At the end of the day, both Mr Doble and Mr Boatswain agree that effective communication and a culture of inclusiveness are the best tools to implement to minimise the scope for conflicts to emerge and get out of control.
To Contact Eakin McCaffery Cox Lawyers 02 9265 3000 www.eakin.com.au
Reasons You May Not Have Realised You Could Be Fired! By Nat Martin
The last thing anyone wants to happen in their career is being fired. After turning up day after day, paying your dues, and expecting to one day leave a company because you quit (not because you were let go), it can be a huge shock to hear the words “You’re fired”.
to dismissals. Here are some reasons you could get fired, which you may never have considered.
There are actually many not-so-obvious factors which can come into play when it comes
We all tend to fudge the truth a little when applying for jobs, to give ourselves the best chance
Lying on Your Application Documents, or in Interviews
of success, and because it often seems like little white lies at the time. However, if you get caught, you can give your employer an excuse to get rid of you ASAP. If managers find your performance lacking, they may re-read your resume or other material. On closer inspection, they could find inconsistencies and other red flags in your documents, or decide to ask you for proof of credentials, attendance at events, results, or the like. An off-the-cuff embellishment may cost you your job, in turn. Remember that lies reflect on your character, and even if you’ve only fibbed about something small that doesn’t actually affect your performance, the very fact that you weren’t upfront could cause an employer to distrust you and not want to continue working with you.
Confidentiality Breaches If you’ve had a hard day at work, it’s understandable that you may want to talk about worries or challenges with a partner, friend, or other contact. Similarly, if there has been an exciting project breakthrough, or if an upcoming development will lead to key changes, you may also be inclined to share the news (a few drinks after work make this even more likely). The problem with being chatty though, regardless of whether you do this in person, over email, phone, social media or some other platform, is that doing so can get you canned. Many companies have staff members sign contracts prohibiting them from talking about sensitive or private company information, particularly in relation to trade secrets, confidential personal data,
financial details, the wellness of people, strategic plans, and so on. Share info you shouldn’t, and you may affect your company’s competitive advantage, break regulations or laws, and end up being given the boot.
Gossiping Sharing rumours or conversations at work is very common, but did you know that it can also get you sacked? If you spread vindictive gossip in your workplace, and intentionally tarnish someone’s reputation amongst colleagues, managers, and other contacts, this can be considered a form of bullying. Bullying not only reduces morale amongst a team, but also provides employers with grounds for termination.
Representing Your Company Negatively When you’re out and about, attending business events such as conferences, trade shows, expos, dinners and the like, you’re expected to act in a professional way that represents your company in a good light. Organisations expect you to be an ambassador for the firm in each situation, and to not misrepresent either the venture you work for, or the products or services it sells. If you bad mouth your employer or talk about its wares in a negative light, then, this could end up leading to your early exit.
HOW TO
WORK WHILE
Travelling THE
World
Escaping the daily grind of a 9-5 office job and working on a tropical island with a coconut in hand is something that many dream of, but how do you actually turn this dream into a reality? For flexibility reasons, it can be great if you can get into a field of work that is digital, as you’ll be able to work remotely and do most - if not all - duties over the internet. However, there are plenty of options when it comes to working while travelling, here we take you through a few potential careers which won’t see you sitting in a cubicle watching the clock tick down to 5pm.
F L I G H T AT T E N D A N T
GRAPHIC DESIGNER
If you have no problem with flying and are eager to see the world, then becoming a flight attendant could be the perfect answer. If you work for a big company, like Emirates, they often base you in luxe apartments in Dubai with a bunch of like minded people of similar ages. Gigs like this are very social and you’re constantly on the go, so they’re not for the faint hearted however they can be a lot of fun.
You may have heard the term digital nomad being thrown around a lot in recent years and a graphic designer is the perfect example of a digital nomad. Thanks to the rise in technology and the popularity of the internet, the demand for graphic designers is constantly growing - in particular for digital graphic designers.
How to become one: Apply directly through the airlines website. Often you’ll need to start on smaller airlines before working your way up to international flights. Of course, there’s visa issues too, but the airline will work this out for you once you prove you’re a good employee.
How to become one: Most graphic designers have a degree in Graphic Design, this is often known as a Bachelor of Creative Media. After achieving your degree it usually takes a few years of in-house work to learn the ropes and gain contacts before it’s possible to go freelance.
ENGLISH TEACHER
S U P E R -YA C H T S T E WA R D E S S Want to roll with the rich and famous? As long as you’re happy picking up after their every need, you can have the opportunity to mingle with some of the world’s richest people as a super yacht stewardess. Plus, you’ll earn a pretty penny in tips too. According to some studies, the average tip comes in between USD $1000-4000 per crew member per week! How to become one: because of its high tips and degree of luxury, become a stewardess can be quite competitive. As a beginner, experience in the hospitality industry is highly regarded and there’s many courses you can take to increase your chances of being hired. Contact companies and offer to work for free, once you have experience, it’ll be a lot easier to find your next paid job as a stewardess.
Contrary to popular belief, you don’t actually have to be a teacher to become an English teacher. Also, contrary to popular belief, English teacher jobs aren’t just limited to a classroom - there’s actually a huge amount of work online. Teaching English through Skype is a booming industry and especially popular for Chinese students. If you’re living in an Asian country, where the cost of living is low, the pay can be extremely lucrative too, at around USD $18-20 per hour. How to become one: Usually, the bare minimum requirement is a TESOL or TEFL certificates, which are training in teaching English to children. These can be gained through a 120 hour online course, and aren’t too pricey. Once you have that you can either apply to be an English teacher in a school in the desired country or apply online to be an online English teacher. Job boards like this.
Helping Australian female entrepreneurs overcome challenges, develop, grow and work on both their business and themselves!
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hen Emma Isaacs dropped out of university she never thought that a few years later she would become the founder of Business Chicks, a female-focused networking community with a global membership of 45,000. But that was the path that this dynamic young entrepreneur was heading on and over the years she has grown, what started out as a small community based business into Australia’s largest community for women - attracting some pretty impressive business icons such as Richard Branson and Diane von Furstenberg as guest speakers and influencers. The Sydney born mother of five feels passionately that all women can achieve success in the business world but that they can’t necessarily do it alone. And that is where Business Chicks comes in, offering its members a whole gambit of services, forums, tools and support. “When you’re a member of Business Chicks, there’s not just one woman who has your back, there are thousands,” is the message that their website www.businesschicks.com tells its visitors. The Business Chicks ethos is very much about the empowerment of women in the workforce on whatever level.
“Despite our name, we’re not only for women in ‘business’ or about women who own their own businesses,” says the Business Chicks Team. “Business Chicks is about helping all women to play a bigger game. Whether you’re running your own show, surrounded by others in an office, or just missing a sense of connection and support. Business Chicks is all about giving you the tools you need to propel yourself and your business forward.” So who can join and what does Business Chicks offer its members? This is the great thing about Business Chicks is its inclusivity! Anyone can join and that includes men! It also includes people who are unemployed and people from a variety of industries. Business Chicks does not discriminate because it believes that everyone has something to learn and everyone has something to offer! Business Chick Members receive a subscription to the network’s magazine, Latte, and are also invited to attend popular events headlined by household names including Nicole Kidman, Jamie Oliver and Arianna Huffington. Business Chicks also regularly holds leadership trips, workshops, dinners and “speed networking” events. There is also the website www.businesschicks.com that offers a range of forums, information, articles and webinars.
Front and foremost Business Chicks offers its members a sense of community and a belief that they CAN achieve anything. Business Chicks is about supporting women to excel in the business world and assisting them to breakthrough traditional stereotypes and boundaries to achieve success on an even playing field. “We don’t want to live in a world where a Google image search for ‘CEO’ yields pictures of only men, where women need to work an additional 70 days a year to earn the same as men,” explains the Business Chick Team. “We want to live in a world where workplaces adapt their structures around mothers instead of mothers adapting their work lives around having children, where the ‘gender pay gap’ no longer makes headlines – because it doesn’t exist.” Business Chicks is all about supporting women to aim big and showing them that they can achieve the highest level of success! It provides a safe place for its members to strive towards the next level of professional achievement and career success. Helping its members to identify where they are heading and giving them the tools to get there whilst all the while inspiring them along the way to never give up and showing them that they are truly capable of achieving the success to which they aspire. To learn more visit: https://businesschicks.com/ @businesschicks @businesschicks
Why Gossip Culture is Ruining Your Business And how to stop it in it’s tracks Discussing the revealing neckline of your co-workers, Becky’s, top or debating whether she’s got a thing for Ben over in accounts, may seem like harmless chit-chat to you, but it’s actually gossiping - something that could not be hurtful to Becky - but can cause a significantly negative impact to a workplace. While, in the past, gossiping has often been brushed off as a standard workplace indulgence, anti-gossiping rules have recently become increasingly popular with Australian employers in an aim to create a happier working environment.
Gossiping is officially defined in the Cambridge English dictionary as, ‘conversation or reports about other people’s private lives that might be unkind, disapproving, or not true.’ Of course, different people interpret gossip in different ways, some may believe that the topic must be malicious to be considered gossip while others believe any discussion about a person who isn’t present is gossiping. While both are technically considered gossip, it’s the former that’s the most hurtful and what must be managed in the work place to maintain a productive and harmonious environment.
At most organisations, teamwork is an important pillar to a successful workplace. Malicious gossip is a sure way to destroy any sort of teamwork, as it’s been proven to create divisiveness and demolish morale between co-workers. Gossiping forces team members to pick sides, creating a wedge and also brings forth a feeling of distrust, generating the mindset that if someone can talk about others behind their backs, they can do the same to you. Once trust is destroyed it’s virtually impossible for people to work together seamlessly as it results in low employment morale and a toxic culture. In short, gossiping is a form of bullying, in particular when it’s aimed at one person. Speaking negatively about someone - especially when the topic is exaggerated or untrue - often causes them to feel attacked; lowering their self esteem and making them feel unhappy. When the source of ones unhappiness is directly associated with coming to work, it often results in the employee leaving the company. This makes the bully, or gossip, even more dominant in the organisation and creates a sense of fear among other employees who have witnessed the attack, again resulting in a toxic workplace. Common personality traits associated with those who gossip is a feeling of insecurity and self doubt. Gossipers often attack those that they feel inferior to - like people more successful them
themselves - in an attempt to ‘bring them down to their level’. This is why managers, leaders and presidents of companies are often found to be the target of often untrue and hurtful gossip. Not only hurtful to the individual, this also undermines their credibility. If the lies that are being spread about either (or both) their professional and personal life are believed by the superior’s workers, these individuals will be less inclined to treat their bosses with respect which can have catastrophic effects for a workplace. Essentially, a happy workplace is a healthy workplace - both for employers and employees. Once gossip culture starts dominating a workplace, bullying becomes rife, trust is destroyed, fear is developed, teamwork is challenged and credibility is ruined. As a workplace leader it’s immensely important to stop this kind of behaviour in it’s tracks when first signs become evident. The best way to do this is to address the matter with the individual before it starts having a negative, domino effect on other employees. As an individual you can help stop the negative effect of gossip by not participating when a co-worker speaks unfavourably about anyone in your organisation and by confidentially reporting it to your HR department if you’re noticing a pattern of instigating gossip from a particular person.
The Motivational Wizardry of Dr Fox
D
r Jason Fox is no ordinary motivational speaker. In his words, he offers a “more thoughtful, introverted alternative to the fluff and fist-pumping rah-rah.” His highly intelligent, refreshing take on the theme has transformed corporate thinking, unlocked previously unknown potentials and given leaders around the world the tools and insights to progress beyond any preconceived notion of success. Beginning his career in systems thinking, Dr Fox began lecturing in motivation and behaviour science but quickly became disheartened by the same old rhetoric. There was more to ‘motivation’ than cracking a whip or unravelling self-esteem issues he sought instead a more sustained approach based on fresh-thinking alternatives and contemporary philosophy. His forward-thinking take on motivational design and leadership strategies has seen him work with Fortune 500 companies and global multinationals. With wit, skill, incredible intelligence and his business manager/partner/amazing illustrator Dr Kim Lam by his side, Dr Fox has changed the world of innumerable businesses for good, and this is just the beginning. The corporate landscape as we know it is changing rapidly, and leaders
have the unrivaled opportunity to grow with it. With the right tools, mindset shifts and perspectives, businesses can thrive in the new age, hit unforseen targets and shoot productivity through the roof. “When we are able to venture beyond reductive binary thinking, whole new vistas of possibility open up to us,” Dr Fox said. Today’s hyperconnectivity brings challenges and unpredictability, but technology also enables fluidity. Dr Fox encourages leaders to be openminded, break free of archaic methods and embrace the opportunities the modern-day business world provides. “Instantly accessible and shareable information rewrites the future as swiftly as it can be understood, thus making it increasingly difficult to predict. ...In the absence of (good) collaboration software or asynchronous comms, conversations are limited to emails, phone calls and meetings—all of which are severely limited for navigating complexity and ambiguity. “We need new shifts in the dance... Such change veritably behooves a refreshed leadership philosophy, enterprise strategy and culture. One that’s fit for a world less predictable.” Dr Fox notes.
When it comes to motivation, influence is at the cornerstone; with the right influence in place, staying motivated is a no-brainer. To guide his clients, Dr Fox has developed a clever design for managing influences, formulated over many years of study, over-thinking and commitment to the cause. As a taster, he has kindly offered some tangible, practical, key tips to providing motivation and direction in the workplace: a) The first rule of motivation is: do not talk about motivation. It’s almost never about motivation. b) Our motivation/focus/attention/ behaviour will naturally gravitate to the things that provide the richest sense of progress. The most important question we can ask is: is this meaningful progress? Or, are we potentially indulging in a rich delusion of progress? c) Meaningful progress requires curiosity, empathy, and a willingness to venture beyond the default. d) Build rituals into your days, weeks, months, quarters and years to ensure you’re making meaningful progress. e) If your intention is too complex to be reduced into a ’smart goal’, choose one word or frame your
intent as though it were a new chapter in an unfurling story. Dr Fox has many, many more insights to share just head over to his website: www.drjasonfox.com @drjasonfoxcleverness @drjasonfox His museletter is also certainly worthy of your attention (11,000 other subscribed leaders would agree). To join the group: www.drjasonfox.com/ahoy Browse Dr Kim Lam’s work at dangerlam.com Source: www.drjasonfox.com/blog/awkward-motivation
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V A N E S S A
L E O N E
Imagine you are two weeks post break up. You walk past your favourite cafe that was your regular haunt when you were with your boo. You reach for your phone to text said person, then you remember; you are not together. They are not good for you and you know it. It hurts to think about all the fun times you had there with them. It would be so easy to just message them and bring all those warm fuzzy feelings back. Photo by Annie
A
Spratt on Unsplash
s you continue to walk past the cafe and think a little deeper into your feelings your brain starts working again. Your ex treated you like dirt. You continually fought and could not find common ground on a lot of things. Sometimes the thought of being with them would make you feel sick and anxious. You have finally resisted the temptation to go back to them and you feel good about yourself. It gives you strength to know that one day you will not have such strong feelings for them and you can move on to something/ someone amazing.
those feelings have gone away. The common denominator is feeling lousy for a while and then waking up one day and you’re over it.
I’m sure a lot of us can resonate with what it feels like to break up with a partner or a friend. Some of us do fall into bad habits and go back to the ex but if they aren’t the person for us, eventually we have gotten over it and
So what do we need to do to get over someone? Or get over a bad habit? I am going to list some of the patterns and behaviours you need to accept to finally change!
What if we treated our bad habits like breaking up with someone? You know you need to kick that after dinner snacking habit. You know it’s bad for you, unproductive and makes you feel guilty. It’s like you are getting back with your EX every evening and then breaking up again straight away. What’s the point? What are you achieving? Why do you repeatedly go back to these abhorrent behaviours?
GRIEVE. Be upset, feel sad, lonely, unworthy, angry or all of the above. You must accept that you are going to lose something. Eg a partner, or that block of chocolate. It’s okay to be upset about it. There are a lot of good feelings still associated with that chocolate but losing it is not the end of the world. You will most likely get to experience it again in your life. FIND A SUPPORT NETWORK. First thing we do in a break up is look for our best mates. We go to them for support, friendship and love. We talk it out. All those emotions you have been feeling, tell someone about it! Life is much easier to conquer when you have people to share your thoughts with. Make sure they are on the same wavelength and won’t tempt you with treats (as per my first blog). GET A HABIT OR GET BUSY! There is nothing worse than sitting at home on your own after a breakup. Your mind starts to wander and before you know it you are stalking them on
social media. Or you have downed a bottle of wine after dinner when you told yourself you weren’t going to. So get busy. Practice yoga, read a book, go for a walk, write, paint, colour. Do SOMETHING! Sitting in front of the TV with your phone and your laptop open on social media won’t help. Be mindful and complete tasks. Start something new. Changing behaviour can sometimes just mean replacing it with something much more productive! ACCEPT THAT YOU MIGHT FALTER. If you do this is not the be all and end all. You can pick yourself up and start right back again. This is not your opportunity for a downward spiral or binge. It is your opportunity to have another try. You will keep trying until you succeed. RESIST TEMPTATION. Everyone gets tempted. EVERYONE GETS TEMPTED. Remember that. You are not alone. You aren’t the only person to want to get back with their ex, or shovel a whole packet of Tim Tams down your throat. Take strength in knowing that somewhere someone in the world has conquered that behaviour that you are trying to beat. If they can of course you can too. Fight it with everything you have and just like a break-up you know that with time it will get easier. The temptation will fade. And you would have won. At the end of the day to get over a break up or a bad habit you need to WANT to do it. You have to sacrifice something knowing that by doing that you will be better for it. There are no quick fixes, no genius secrets and no ways around it. You have to do the work again and again, day in and day out and you can make the change.
To hear more from Vanessa please visit: www.vanessaleone.com.au @vanessaleonemovementtherapy Photo by Annie
Spratt on Unsplash
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Career Challenges Faced by Women in Leadership Positions I
t’s no secret that women get the short straw when it comes to equality in the workplace. The pay gap is real, gender bias has been proven and the statistics of women in power speak for them-selves. As of 2018, there are only 24 women in CEO positions in the Fortune 500 companies, meaning females make up just a meagre 5% of leadership roles in these powerful companies. For years, many women have struggled to be both recognised and rewarded for their hard work. While many pioneering companies are, in fact, working to balance out gender inequality, figures show that at the current economic rate it will take over 100 years for the world to balance the gender gap. While many (dare we say, misinformed) individuals may be willing to roll their
eyes at feminists and dismiss gender inequality as a myth, numerous stats and studies confirm that it’s a problem that many, many women tackle in every day life. “One of the biggest problems facing women leaders and those who aspire to leadership positions is perspective. Society has a mental image of executives as being male, and of the qualities that make a good leader as being somehow masculine,’ states Alaina Percival, CEO of Women Who Code. This is a sentiment that many women who have aspired to climb the career ladder can relate too. The reason for this lies with many of the unconscious assumptions that people automatically associate with men and women.
Unfortunately, women who push for change, ask questions or request a pay rise are seen as ‘pushy’, while men who do the same are considered ‘assertive.’ In fact, a study showed that women who ask for a pay negotiation are 30% more likely than men to be considered as ‘aggressive’ or ‘bossy’. Because of age old stereotypes - which are most certainly outdated - women are often expected to be more submissive. However, being considered equal in positions of power isn’t the only challenge that women in the workforce face, in fact it’s just one of many. The career vs family decision is something that obviously only affects women too. Many women know that by choosing to have a family, their career will suffer and it is a choice that many females find extremely difficult. In Australia, maternity leave is mandatory and an employee is entitled to come back to the job that they had before going on leave. However, many women have returned to the workforce only to find that their job has changed, that they can no long progress or that they’ve been made redundant, which is considered maternity discrimination. Recently the Guardian reported a study that found 50,000 women lost their job over
maternity discrimination. Having to make the life changing decision between family or a career is not one that men are directly faced with. Another battle that women face in a similar vein to the career vs family decision is battling their own expectations. A women who is successful is expected to have it all, a doting husband, a successful career and an adoring family. Having to juggle so many things can be exhausting and can put a lot of pressure on a woman. Plus, because of these ‘homemaker’ expectations, women can also feel an added pressure of guilt about being away from their families whilst at work. Of course, equality in the workplace and the pressures women face when it comes to their careers is a complex issue and includes many, many more obstacles. However, it’s clear to see that there are different struggles that women face as compared to men. Like any stereotype, gender stereo-types are hard to break and something that we must all work together to overcome. If you are in a position where you are experiencing workplace gender inequality, the best thing to do is to directly address it with a superior so that we can do our bit to help change the workplace into a more positive and equal environment.
S o u r c e s www.rewardgateway.com/au/blog/we-askedthey-answered-what-challenges-have-youfaced-as-a-female-leader www.bbc.com/news/world-41844875
www.catalyst.org/knowledge/women-ceossp-500 www.vox.com/identities/2016/9/29/13096310/ wage-gap-women-negotiate-lean-in
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