Crises happen at work. AIM facilitator Sarb Chowdry shares 5 tips on how to respond, not react.
Ever find yourself in a stressful situation at work?
Perhaps you’re dealing with an overwhelming workload and unexpected demands on your time and energy. Perhaps it’s the sight or sound of your manager. Maybe it’s the number of unread work related emails or the subject line of a particular email. Or just thoughts of that difficult colleague or customer.
In these situations, it is important to understand the difference between being reactive or responsive.
Discovering your new purpose with your employees takes time and effort but can be very invigorating, unifying and rewarding. Let’s consider the example of McDonald’s. Over the years, we have seen a shift in purpose from a standard menu to a range that offers healthy alternatives and the customisable “Create Your Taste” option.
Things move quickly these days. That asymmetrical fringe you thought looked great in 2007 is now banished to the depths of your hidden Facebook photos. The same goes for your career – the skills and knowledge that have carried you up to this point might be close to running out of steam. So, how are you going to build some new momentum for taking your career forward in your current role, or potentially to find a new role elsewhere?
The verdict is in: companies need to get much better at cultivating people leaders.
It’s as simple as this – keeping great staff is a challenge for many organisations. But does it come down to quality leadership, or is there more to it?
Firebrand Talent surveyed 1,225 working employees around Australia (NSW, VIC, WA, QLD, SA) for their Talent Ignition Report and asked about their job role, skill development, career development and progression.*
As a business leader, it’s always tricky to determine the best possible use of your organisation’s resources. While the economy around you fluctuates and shifts, you’re likely juggling the competing demands for greater efficiency, boosted productivity and continuous innovation. Achieving your strategic organisational objectives can often be extraordinarily difficult when you’re dealing with near-constant marketplace disruption and the inherent internal obstacles of any organisation.
A powerful presentation is our most critical tool in an organisation today. We use them to build buy-in with our team members, to communicate our big ideas and connect with employees to inspire them into action. Yet the majority of the time our presentations are bland, boring and the only impact they have is to get staff running for the doors (if they haven’t already fallen asleep in their seats).
As companies strive to keep up with innovation, Design Thinking can’t be missed.
Andy Eklund is a facilitator at the Australian Institute of Management. He’s spent 35,000 hours facilitating 6,500 workshops for 11,000 participants in 24 countries on 5 continents. That’s ore 700 different clients in 75 different industries.
To be nimble is to survive. Innovation will kill the stagnant. We’ve heard it countless times – successful organisations are innovative and agile. We’ve also seen it happen right before our eyes. Uber putting the taxi industry on notice, the end of Blockbuster Video and rise of Netflix.
According to a US survey published in the Harvard Business Review, 91% of employees say communication and connection issues are major problems - hindering performance, purpose and engagement overall. If you’re failing to make genuine connections with your direct reports, then you may want to reconsider your approach. Regardless of technology and automations in place, there is nothing more powerful than a leader who truly connects and engages with those around them.
We invite AIM Business School Faculty member, Dr David Paul to discuss Mindfulness and the innovative new AIM Short Course: ‘Mindfulness: Raise your Leadership Effectiveness’. Dr Paul has over 25 years’ experience teaching Mindfulness techniques to some of Australia’s top leaders and Global Executives.