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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.”

  • Success through meaningful involvement

    Wednesday, 28 August 2019

    Diversity and inclusion drives brighter and better business. I’m sure you know that and are familiar with the terms demographic diversity and cognitive diversity.

    Demographic diversity gets the most press. That’s about equal ethnic, racial and gender representation and equity in the workplace. It’s about acceptance of LGBT employees. It’s accepting religious and other cultural differences. And it's enormously important. I've written a lot about it, particularly about our country’s appalling record of gender representation and equity in New Zealand senior management.

    But it’s not the reason diversity and inclusion is good for business. One of the major reasons we haven’t got there with demographic diversity yet, is because of our shallow understanding of the true benefits of diversity to organisational performance.

    We haven’t learned to understand the value of diversity of thinking.

    Diversity of thinking - or cognitive diversity - however, is the real new frontier. As HR people our greatest challenge - and the greatest benefit we can offer the organisations we serve - is to build organisations that are able to recognise the value of people who have different thinking styles and find ways to leverage them.

    That doesn’t mean we should minimise the importance of demographic diversity in our thinking. Quite the opposite.

    The fact is that people from different backgrounds, different cultures, are likely to think in different ways. And the fact that we think in different ways is the whole point of building diverse organisations.

    The tide must change

    A conscious effort is also needed to build a society with ethnic and gender balance and inclusive communities and businesses. We need leaders who foster an inclusive team environment, celebrate diversity of thought, and live and breathe leadership by involvement.

    After substantial research, Argentinean HR provocateur Tomas Chamorro-Premuzic wrote Why Do So Many Incompetent Men Become Leaders? (And How To Fix It), asserting many incompetent leaders being men who rise to the top, despite not having good leadership skills.

    He quotes a study from 2014 that analysed huge amounts of data about gender differences and concluded that there are indeed some slight differences between the genders. Among these differences are soft skills that make people better leaders.

    If leaders were selected on the basis of their emotional intelligence, self-awareness, humility, integrity and coachability, the majority would be female rather than male.

    Unfortunately, not all leaders are humble, inclusive women.

    Taking it for the team

    Everyone wants to be part of a team. For the human being, the need to belong to a team is utterly fundamental to who we are. It’s in our DNA.

    We need to belong. We need to feel valued in our group. We need to feel that we’re working toward our group’s shared goal.

    As HR professionals you know this. Helping people feel part of their group is fundamental to what you do. You’re trying to build work environments where your people feel they belong, feel their input is valued and feel they’re working towards a shared goal. Where people feel good because their team instinct is being fulfilled. 

    Involvement is also at the base of our human team instinct. To feel like they belong to a group, people have to feel meaningfully involved in what the group does.

    It’s a simple equation. Find ways to involve people meaningfully in their work. Find ways to make a highly diverse group of people feel like they are meaningfully involved in the work on a single team, and you'll be able to watch that team’s productivity and innovation soar. 

    And this is the inclusion part of the whole Diversity and Inclusion story.

    Inclusive leaders

    Can we coach people to practice leadership by involvement and create inclusive teams of diverse people? You bet. At AskYourTeam, we talk about the Three A’s of inclusive leadership; Awareness, Anonymity and Action. we work with organisations, that are prepared to adapt to new frontiers.

    We see first-hand, the success of inclusive leaders who are open to change, different perspectives and ideas. They are prepared to trust people even when they think differently to themselves. Such leaders foster growth, by unleashing the passion of their best assets, their people. They work inclusively to lift organisational performance. Taking on feedback, they implement positive change, and enter a cycle of continuous improvement.

     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.

    Download Report

    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.

    Download Discussion Paper

    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.

    Download Report

    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. 

    Download Paper

    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.

    Download eBook

    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. 

    Download eBook

    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.

    Download eBook