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How To Keep People At The Heart of A Company Restructure

In a highly competitive and dynamic business environment, SME companies have to be quick to adapt to change whether it's due to a merger, buy out or change in business strategy. We often get asked what the best way is to manage and approach internal change, especially as a poorly managed restructure can quickly snowball into an organisational disaster with long term negative effects for all involved.

In this video discussion with Katriina Tahka and Simone Gigg we share the three key factors that keep people at the heart of the process.

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How to create an informal coaching culture

 

Can we talk about coaching for a moment? We need to demystify it. A few months ago we soft launched our coaching suite to the market (you didn’t know? check it out here). We launched it because coaching was often too far out of each for most people, in terms of price and accessibility, which doesn’t make sense to me. Since the soft launch and wrapping a recent client engagement on creating an internal coaching culture, I’ve become even more certain that the way to embed coaching is to look for the moments that matter the most, formalise informal coaching, and let teams design the way.

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Coaching: moving beyond the framework

Most of us love a good framework. Nothing gives us more comfort and confidence that using a tried and tested framework or model, especially if it’s from a slick university or professional services firm. The challenge with most frameworks though is that we like to follow it a bit like a recipe - so that we don’t get it wrong. Coaching is a great example of where we sometimes follow a framework a bit too closely and then miss the human connection.

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Coaching: moving beyond the framework

Most of us love a good framework. Nothing gives us more comfort and confidence that using a tried and tested framework or model, especially if it’s from a slick university or professional services firm. The challenge with most frameworks though is that we like to follow it a bit like a recipe - so that we don’t get it wrong. Coaching is a great example of where we sometimes follow a framework a bit too closely and then miss the human connection.

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The Future of Work is... here!

Predicting the future is something humans have been doing for centuries.   When it comes to work, the future of work is a hot topic that many people are debating. But are we being brave enough in our thinking?

A few weeks ago my Co-CEO Simon and I were super excited to join the collective thinking around the Future of Work at the Vivid Ideas festival in Sydney with the lovely folks from the Centre for Workplace Leadership. Ever since then I have been reflecting on the core question of what might be the future of work; and I landed on two big #ahamoments which I wanted to share and test out with you our big thinking readers and followers.

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Consciously cultivate an innovation culture in your business

A-HA! congratulates each of the winning companies named today in the 2015 BRW Most Innovative Companies List.  

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Is bravery the best leadership trait?

The wonderful Margie Warrell (http://margiewarrell.com) released her book called “Brave – 50 everyday acts of courage to thrive in work, love, and life”. We caught up at a leadership event where Margie was talking about being brave and how it manifests in every part of our lives. 

It got me thinking. It’s something we were told when we’re afraid of an outcome. It’s deemed a noble trait to have bravery and valour, but so many of us would prefer to bury our heads in the sand and hope the moment passes.

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