Ready to explore a new way to grow your business? Here are some tips, tools and stories to help you on your way.

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  • Here at Milford, we’ve moved from being focused on employee engagement, to how we can get everyone involved in continuously improving our business. We aren’t concerned with just “how do you feel” - we’re actually getting to the underlying information that helps to strategically steer the organisation.

    “When you make it everyone's job to drive the business forward, you get more a more involved and fulfilled team. That’s what we’ve realised since using AskYourTeam.”

    Across the energy sector, there’s been a cultural shift over the last decade. At Contact Energy, that meant an overhaul of processes and leadership around health and safety. The result? A huge change in organisational culture.

    “Our people are more empowered to make their own decisions, and assess risk - without the fear of blame or judgement if things go wrong.”

    “AskYourTeam allowed Oil Intel to easily distinguish what areas employees felt needed to be improved.

    AskYourTeam enabled us to pinpoint those areas that were most important to our people”

    Read how Smith&Smith achieved better productivity and business performance by taking the guesswork out of leadership.

    “As a leader I don’t guess anymore. I know exactly what to focus on to get the biggest improvements out of my team.”

    Read how Swanndri built a more collaborative workplace and accelerated their growth curve with AskYourTeam.

    “It allows for everyone to have an equal voice, not just management or the vocal few.”

    Learn how the Canterbury Employers Chamber of Commerce built a culture of continuous improvement with AskYourTeam.

    “It reinforces that continuous improvement is a really important part of any business.”

    Find out how Pipfruit NZ built a more confident and connected membership with AskYourTeam.

    “I haven’t found any other system that offers a more comprehensive methodology to survey our members.”

  • Are you implementing a culture of empowerment in your organisation?

    Monday, 20 August 2018

    Empowerment in any workplace starts with leadership. It has to because at its essence, empowerment is a transfer of power from a leader in authority to someone lower down in the organisation chart.

    When the leader is able to unleash the power of the many, they create what an American leadership thinker and MIT guru Deborah Ancona calls “collective genius” –and that’s when organisations become truly innovative and can truly achieve peak performance.

    Genuine cultures of empowerment can only come about when leaders realise that empowerment isn’t an act of benevolence toward those lower down the pecking order than them. Empowerment is an act of collegiality on the part of leaders that involves relying on others to make up for your own weaknesses and restrictions.

    So as HR leaders within your organisations, one of your greatest challenges is to get the senior leaders you work with to embrace the fact that they are incomplete leaders. To realise that the moment they embrace their weaknesses, they actually begin to emphasise their strengths.

    We expect to be asked for and listened to

    That’s when true empowerment is able to begin. Every great leadership thinker in the world agrees that this all starts with listening.

    Listening has always been important for leaders. And it’s getting even more important. It used to be that some command and control bosses could get away without really listening. But in a world where having a workforce of empowered individuals is important, then it’s utterly critical.

    10-15 years ago, maybe you could dictate to your staff and they would grin and bear it. But not anymore. We’re living in a different world where our expectations of how we will be treated in the workplace have changed. It’s a reflection of a fundamental shift in our culture that has been born of our networked world that’s profoundly interconnected and informed – you know the story – smart devices, the net, social media platforms. We’re always in touch.

    It’s causing a shift in power relationships between individuals and institutions of power,away from strict hierarchies towards flatter power relationships. If we don’t like the service we’re given, we email the CEO of the company. And we expect a reply, or else we’ll broadcast our discontent to our social media networks.

    Sometimes people tell me that these are the demands of the new millennial employees. I disagree. I think they are the basic expectations of most people in workplaces today. From baby boomers through gen x to gen y.

    When we have a strong opinion at work, the new normal is that we expect it to be asked for and listened to. And if we aren’t listened to, then we’re far more likely to walk out the door and go work for someone who will listen.

    That means building a workplace culture of empowerment based around the three Cs -Control Competence and Connection is not just a nice to have any more. It’s the table stakes just to play the game.

    Leadership by involvement 

    For the HR profession this has profound implications. It means HR professionals must raise their sights on the level of influence they have on their organisations.

    HR has one great mission right now - leading the shift from twentieth century management philosophy to twenty-first century leadership thinking. We call it leading the shift from old school management by engagement - to leadership by involvement.

    Management by engagement is all about creating a culture where your staff are happy to be instructed what to do. Leadership by involvement is about creating cultures where your team members have real control. They’re motivated to, and capable of working out what’s the best thing to do next, without needing to be told or having to ask permission.

    Leadership by involvement is about seeing competence as problem-solving abilities, not just specific skill acquisition. Managing for engagement is about looking backwards -training your workforce to deal with a finite set of possibilities. Leading through involvement is about looking forward -it’s about making sure your workforce is up-skilled and empowered to solve any number of problems.

    Leadership by involvement creates a deeper connection between the workforce and the organisation. Someone who practices management by engagement only ever asks “do you like your job?” By contrast someone who practices leadership by involvement asks their team members “do you understand what our purpose is?” and then they ask, “what could you do to help us achieve our goals more effectively?” “what should we change?”

    If you’re serious about changing the culture of your organisation to emphasise empowerment, you can start by finding out:

    Do people feel that they have control?
    Do they feel that they’re competent?
    Do they feel connected?

    All these things can be affected by the behaviour of managers, but it’s important to remember that empowerment isn’t a set of management practices. It’s a state of mind that lives in the heads of your front-line team members.

    For more leadership thinking and insights, visit our resource hub, follow us on Twitter and connect on LinkedIn.

  • Deloitte: Global Human Capital Trends 2019 Report

    An intensifying combination of economic, social, and political issues is forcing HR and business leaders to learn to lead the social enterprise - and reinvent their organizations around a human focus.

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    Diversity & Inclusion: Anonymity key to overcoming unconscious bias

    Diversity and inclusion are priorities for every HR pro today, but too often we shy away from conversations about the biggest barrier to creating more inclusive organisations - unconscious bias.

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    Deloitte: Global Human Capital Trends 2017 Report

    Deloitte’s 2017 Human Capital Trends survey of leaders from around the world identifies the critical trends shaping the HR agenda.

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    Becoming Irresistible: A New Model for Employee Engagement 

    Josh Bersin, Principal with Deloitte Consulting, on why the traditional employee engagement survey - devoid of modern, actionable solutions - has passed its used-by date. 

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    AskYourTeam for Business

    We analysed the world’s top leadership models to understand what the most successful businesses have in common. Then we built an independently-verified system to help you get to the heart of how your business is doing in each of these make-or-break areas. Find out how AskYourTeam generates breakthroughs in business performance.

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    AskYourTeam for the Public Sector

    We’ve created a system especially for public sector organisations that assesses performance against the Performance Improvement Framework (PIF) and Leadership Success Profile (LSP) models. Find out how you can take your organisation from good to great with AskYourTeam for the Public Sector. 

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    AskYourTeam for Membership Organisations 

    No matter the industry or the size, all membership organisations face similar challenges around growth, retention, and nurturing active involvement from their members. Find out how you can create a voice for your members with AskYourTeam for Membership Organisations. 


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    AskYourTeam for Local Government

    In consultation with EquiP, we've developed a system especially for New Zealand’s Local Government sector. AskYourTeam for Local Government optimises the underpinning processes of the Local Government Excellence Programme. Download the ebook to find out how AskYourTeam can transform your council.

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