Blog

We have Australian politicians that are more preoccupied with being right and always disagreeing with the opposing party, than they are with improving the lives of all Australians. Just once I would like to hear a politician say that someone on the opposing side had a great idea and that it would be supported. Just once I would like to see political courage, the courage to do something that is not “political” but is in the best int....

One of the greatest challenges that business owners and managers face is the employee selection process, with most approaching it with trepidation and sometimes outright fear. Unfortunately this fear is well founded as the traditional recruitment process of resume, interview and reference checking only delivers a future high performing employee 26% of the time. However, you can dramatically improve your odds of selecting high performer....

 One of the fastest-growing recruiting trends in recent years has been social recruiting—searching and scouting people on social media networks such as Facebook, LinkedIn, and Twitter—to fill open positions. With billions of people using social networks, it’s no wonder that recruiters are turning to them to find potential candidates. If you’ve never done social recruiting or implemented a social recruiting ....

As many of you will have seen on LinkedIn we recently announced our partnership with NFP Good360 Australia. We’ll be providing a range of people capital services to them, assisting them to attract, select, develop and retain high-performers, all pro-bono. Good360 connects charities with businesses looking to donate excess non-perishable stock (kitchenware, clothing, furniture, Manchester, stationery etc) and was set up in Austral....

(an analogy that will make you rethink your current employee selection processes) Australian managers rate about one quarter of their employees as high performers, about 50% as being adequate to very good and the final one quarter as being not-yet-competent (sub-standard). Which beggars the question:   WHY??? Why do business owners and managers accept such poor outcomes and, even worse, are content to kee....

I guess that I have your attention now!   The full quote from Warren is:   “There comes a time when you ought to start doing what you want. Take a job that you love. You will jump out of bed in the morning. I think you are out of your mind if you keep taking jobs that you don’t like because you think it will look good on your resume. Isn’t that a little like saving up ....

Recently the ABC’s “WorkLife” Program conducted a very insightful podcast with Laszlo Bock and others on “Let’s improve the way we hire people” (listen).   The key message through this podcast is that the vast majority of employers are not very successful at selecting future high performers because their selection processes are less than adequate. I thought that Laszlo made some very ins....

There are three indisputable facts when it comes to providing coaching and training to managers and employees: We know that about half of the training is wasted, we just don’t know which half We find it hard to justify using an external resource, mainly due to us not wanting to admit we can’t do it ourselves There is not an obvious direct correlation between the benefits received and the cost of the se....

I recently read an article by Alec Bashinsky (Head of People & Performance, Deloitte, Australia) regarding Deloitte banning performance reviews. My first thought is that this is a classic case of throwing out the baby with the bath water until I read further that they are actually not banning performance reviews, they are in fact replacing yearly structured reviews with “…a more informal, continuous appraisal and performance f....

1. Establish Clear Goals Before implementing a 360 degree leadership development program, it is imperative that the management team first agree on the purpose of the program including expectations, timelines, measurements to be used and a process to ensure accountability for ongoing development (i.e. development of Leadership Action Plans). 2. Do not rely on Generic Surveys There are many 360 degree surveys available bu....