Ready to explore a new way to grow your business? Here are some tips, tools and stories to help you on your way.
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.”
Workplace culture starts with involvement
Productivity grows out of involvement. If you want to build a more productive workplace culture, involve your people more meaningfully in your business.
How do we get balance in all respects?
How to get more women into senior roles? How to better celebrate the achievements of women? How to balance the demands of family and career? Jen McKay discusses how do we get a better balance in all respects.
Collaborative teams are units that bring together individuals with unique, disparate skill sets for a defined goal. Jude Manuel discusses how best to facilitate collaboration in an agile world.
How #MeToo has changed HR forever
The impact of the #MeToo movement has been far-reaching. What started as a campaign to build a conversation around sexual violence has gone on to permeate many aspects of our culture.
Beating the bullies
New Zealand has a shameful history of workplace bullying but there’s a growing movement among workplace culture experts to stamp it out. AskYourTeam CEO Chris O’Reilly investigates.
Today’s businesses are moving on from engagement, focusing instead on their employees’ experience of work and tapping into what they think, says Jude Manuel.
Checking the pulse
A new breed of digital HR tools in creating a people-led business revolution and providing a content read on the HR health of an organisation.
What is this thing called workplace empowerment?
When a person is genuinely empowered in their job and involved in their organisation, they will become highly engaged, productive, loyal and keen to share their ideas and talk about what they do with colleagues by default.
Attraction and retention of millennials through learning and CSR
Business success depends on having an effective career development strategy in place, but what role does workplace learning,and CSR play in the attraction and retention of millennial?
Creating a culture that inspires employee loyalty
Helping senior leaders to understand that they are an integral part in inspiring employee loyalty enables them to acknowledge the value of other people’s ideas and input.
From talent to team: HR’s generational change
Talent is no longer regarded as a raw material in the economic equation to be retained for the productive working life of a human, but something to tap into according to the changing needs of the organisation at any moment.
Are you implementing a culture of empowerment in your organisation?
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.
How to make Continuous Performance Management work?
Performance appraisals are widely unpopular with both staff and managers. People are now querying whether annual performance reviews and ratings are best serving the needs of organisations and individuals.
A time to reflect, redefine and upskill
In an age of disruption and transformation, career transitions are the norm. Equipping people with the skills to move on will differentiate an organisation in the eyes of those who remain.
The dictator is dead. Killed by technology.
The industrial age command and control leadership is dead. It was killed by digital technology that allows people throughout an organisation to have their say in how it should be run.
Anonymity key to overcoming unconscious bias
Unconscious bias is the great unsolved problem of modern HR and one of the intractable barriers to building a truly diverse organisation. Almost all people hold subtle biases based on gender, ethnic and other differences and we are surprisingly powerless to do much about it.
Digital tools create a people-led business revolution
In the past decade, the operations side of business has been revolutionised by digital connectivity. Now the smart businesses in every industry are looking for the next advantage by redesigning their organisations using a new class of digital tools and analytics driven data.
Wisdom from Women -New Zealand women leaders on leadership
What makes a great leader? Watch four inspirational New Zealand female leaders sharing their views and thoughts on the topic this International Women’s Day.
Building workplace cultures where unsafe behaviour is not tolerated
The consequences of allowing bullying to survive in a workplace culture can be profound. From mental health issues to lost productivity and talent retention problems, bullying has the potential to undermine an organisation and cause serious harm to its members
Why the future belongs to HR
There has been a seismic shift from management by engagement to leadership by involvement that is changing the way we think about everything from the war for talent to how we build organisational culture.
Strengths and Weaknesses of New Zealand Leaders
Powerful new benchmarking insights have been made available for the first time from leadership survey AskYourTeam into the strengths and weaknesses of Kiwi leadership.
5 Tips for Transitioning from an Engagement Survey to AskYourTeam
After years of using a traditional engagement survey, Smith&Smith made the transition to AskYourTeam. Pati Bloor, Smith&Smith's People and Leadership Director, shares her top five tips for a successful transition.
AskYourTeam: A System Your Leaders Will Love
Throughout my years as an organisational development specialist, I've noticed leaders are sometimes less-than-enthusiastic about 'HR' initiatives such as engagement surveys. I think that's understandable.
Engagement: Does it Matter Any More?
In the early days of ‘staff surveys’ we measured staff satisfaction. We then deepened our questioning to understand what made our employees feel committed to go that extra mile or ‘stay, say and strive’. It worked well for some organisations, but many have plateaued.
Are You Measuring What Matters?
As leaders, it’s easy to measure what we're comfortable with, instead of what will actually have the greatest impact on the success of our business. But without a systematic approach to measuring what really matters, your business is unlikely to reach its true potential.
You Don't Have All the Answers (and that's OK)
Leadership is no longer about the visionary guru leading the charge. That idea belongs to a time when businesses operated in a slower world. Command-and-control leadership was the norm. Times have changed.
Why Smart Businesses are Focussing on Performance Before Engagement
The traditional way of thinking about engagement is linear - employee engagement leads to improved business performance. But recent research is pointing to a much more circular model.
The dictator is dead. Killed by technology.Thursday, 28 June 2018
History can teach us a lot about changing HR practice. The first principle of history is the same as HR -the technology that drives economic activity in any society also dictates the shape of that society, or organisation for that matter. As technology changes, so too do the societies and workplaces it supports.
That’s why industrial age command and control leadership is dead. It was killed by digital technology that allows people throughout an organisation to have their say in how it should be run. Leadership in the most progressive organisations today isn’t concentrated in the hands of one man - I’m being deliberately gender specific, because most old school dictator-leaders were men. Instead it’s distributed around a broad group of diverse leaders who share data sourced from all the people within the organisation, and together get insights to collectively push the organisation’s performance forward.
It’s a change so fundamental it should be recognised as a whole new paradigm. Distributed leadership has defeated command and control. Decision by data-driven consensus, rather than diktats. Continuous, incremental improvement instead of disruptive and backward looking annual performance reviews. An end to endless cycles of destructive restructures.
These changes are underway in organisations everywhere. And if you think that it’s a fad -think again. It’s an inevitable evolution of the way we relate to each other, driven by the technology underpinning our society and our organisations.
Let’s go a step further. In 2018, we’re living in a network era where we’re all connected as nodes -the internet is the best example. What’s new about today’s networks is that connection is easy and utterly democratic. It’s easy for everyone to be on exactly the same network, regardless of status or job title. And there’s no natural centre to these networks -all the nodes operate independently. If one is removed, the others continue. This means having a powerful command and control leader at the apex of a hierarchy is no longer so important.
So how has this killed old school leadership? When everyone’s connected it’s easy to share knowledge and insights with each other. Knowledge is no longer power like it was in the old days. In fact, often the opposite istrue, particularly in organisational leadership. Power doesn’t come from keeping knowledge tight to oneself, it comes from sharing knowledge.
The leader who is open and inclusive with information about performance and who is willing to listen to their team is far more powerful than the dictator who thinks their power comes from keeping team members in the dark.
Technologies that enable organisations to operate with this new model of leadership have exploded in the past five years. In every case, they enable a continuous flow of feedback from all the team members in an organisation back to a leadership team. Leadership teams use the insights gleaned from the feedback mechanism and act with their teams to improve performance based on their feedback.
The New Zealand-developed offer in this market is made by AskYourTeam. Our continuous involvement system is based on a comprehensive and anonymous survey of attitudes and opinions about how the organisation operates from every person who works for it.
The survey covers 13 different areas of business operation, from communication to strategy to operations, and collates a comprehensive dataset that provides an executive team with a to-do list for performance improvement. It provides data that allows objective comparison between groups within an organisation, explains performance gaps and highlights pinpoint areas where executive attention will have the greatest impact on organisational performance.
Importantly, AskYourTeam democratises and distributes leadership. Senior leaders in organisations using AskYourTeam that have the courage to share their results widely among their teams, report that leadership becomes easier the more knowledge they give away.
Team members are empowered in direct proportion to the degree of sharing from their leaders. Sharing knowledge helps everyone understand the reasons behind decision making and helps people to begin making leadership decisions for themselves. This takes a huge load off the people in the traditional hierarchical leadership positions as consensus replaces command as the central factor in the organisation’s culture.
And people love being asked what they think about the performance of their organisation and how to improve things. Participation rates in any survey can tell you a lot about its value.
Recently NZQA replaced their old staff engagement survey with the AskYourTeam feedback system. They were worried about survey fatigue -the numbers of people completing their engagement survey had
been dwindling, which was one of the reasons they looked for an alternative. They were pleasantly surprised to get a 91% completion rate from their first AskYourTeam survey, more than they’d had ever recorded in any staff engagement survey before.
Now they’re analysing the results of their first survey and preparing action plans based on what they’ve heard. Once they’ve implemented their action plan, they’ll be able to run the survey again with small workgroups or across the entire organisation and continuously measure their progress.
What it also means is that they’ve entered the new era of ongoing continuous improvement through distributed leadership. Give real power to the people.
*Original article: HRINZ magazine, Winter issue 2018.
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.Download eBook
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