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.”

  • Collaborative Teams

    Friday, 11 January 2019

    Many collaborative teams work together frequently but can spin off to other projects and collaborations when necessary. Building collaboration into teams allows team members to push each other to perform, give each other insights, and even help develop each other as professionals.

    With the move to agile business practices (or activity-based working) and work environments, it’s important to review whether your organisation is supporting collaboration. With fewer constraints and more flexibility, the focus shifts from where tasks are physically undertaken to performance and quality of outputs. Agile working looks at work as an activity rather than a place of work and it focuses on eliminating barriers which stand in the way of objectives being achieved. Not only does agile working offer employees more flexibility in today’s office environments, but it also:

    • Gives employees the freedom to work in the best location, utilising their time and resources most efficiently;

    • Reduces the amount of time spent travelling, by not having to always return to their desk to work productively;

    • Employs recent technological developments to improve efficiency and creativity, e.g., individually kitted-out workspaces for specific work needs, like brainstorm and presentation rooms;

    • Allows individuals and teams to work closely with one another, improving cross collaboration on tasks;

    • Gives workers the freedom to develop new, non-traditional working practices that can improve the way the business operates, e.g., by spending less time in the office, teams have more time to spend with their clients;

    • Encourages teamwork in a more open, collaborative space - which can do wonders for communication and trust across the team too.


    A recent Fast Company article outlined the following six steps to collaborative work.

    1. Don’t build all-star teams for key projects.

    According to Bryant University professor of management Michael Roberto, when there are too many ‘A players’ on a team, egos can get in the way. He suggests thinking carefully about the roles you need to fill and selecting team members with complementary skills and capabilities.

    2. Choose a unifying problem.

    Iwan Jenkins, president of leadership consultants The Riot Point, says your goal, objective, or strategy should match the ‘DNA’ of the team members. When all the team members are invested in the outcome, they’ll be more motivated to work together, he says.

    3. Be specific in your instructions.

    Collaboration can be a struggle when expectations are unclear, says Kate Zabriskie, founder of the leadership development firm Business Training Works. She recommends telling your employees how you want them to work together.

    4. Make sure each team member benefits.

    Every person should be better as a result of working on a project and when they experience this it augers well for future collaboration.

    5. Use techniques that broaden participation.

    Professor Roberto says leaders should work diligently to solicit ideas from all employees. One way to do this is through surveying staff on their thoughts on how a project is working—both during and post completion. Organisations are increasingly turning to systems that allow them to ‘crowd source’ input from employees as to how projects and initiatives are progressing. This gives a voice to quieter members who may have some real feedback and insights but may be reticent to speak out through more formal channels. It also harnesses people’s investment in their contribution across the broader working environment (e.g., business processes, project planning, strategy, leadership internal communication, etc).

    It is becoming increasingly important to ‘take the pulse’ of individual teams on initiatives and projects as they progress across all facets of business. This is a key factor in promoting collaboration in teams and between teams. Employees are asked to give honest feedback and the anonymity of their input encourages more direct and honest feedback which, in turn, leads to actionable insights, often with a direct bottom line impact.

    6. Don’t praise everyone equally for vastly different amounts of effort.

    Author Gina DeLapa says it can be painful to watch a well-intentioned boss praise an entire team equally, especially when one person has shouldered more of the work. This can create a huge disconnect, especially when it happens repeatedly, she says. Is your organisation supporting people to work to the best of their abilities? Here’s some food for thought and a last word from Caroline Boyce, a workspace change management expert with Lend Lease: “You can design an intuitive agile workplace with all kinds of great opportunities for collaboration, but that’s not enough to make organic change happen. People may be opposed to collaboration for a variety of reasons. There needs to be intervention to encourage the business to shift in that direction.”

  • 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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