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 Asset, 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.”

  • The Three Cs for creating a culture of involvement in your workplace

    Tuesday, 6 August 2019

    It has become the number one jargon buzzword in business over the past five years.

    “Culture”. It gets used a lot, but seldom explained. “Good workplace cultures” get celebrated, “bad workplace cultures” are derided. But very few people are able to tell us what they actually mean by those phrases, other than places where workers are either happy or unhappy.

    At AskYourTeam we have a very clear, one word understanding of what makes a great workplace culture. Involvement. When everyone in an organisation feels involved in running the business, then you have a great workplace culture.

    Building a culture of involvement requires a modern kind of leader, someone who is willing to leave their ego at the door and to operate with empathy and humility. We call this leadership by involvement.

    People who practice leadership by involvement see their primary role as empowering the people they lead with three things: Control. Competence. Connection.

    They make sure their team members feel that they are allowed to control how they get their work done.

    They make sure they feel competent, that they have the skills to get their work done really well.

    They make sure their team members understand how their work is connected to the organisation’s overall mission.

    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.

    Leadership by involvement is about seeing competence as abstract problem solving abilities, not just specific skill acquisition. Old school command and control management trained people by 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 upskilled and empowered to solve any number of problems that nobody has conceived of yet.

    Leadership by involvement creates a deeper connection between the workforce and the organisation. Someone who practices command and control management only ever asks “do you like your job?” By contrast someone who practices leadership by involvement asks their team members “do you understand how your role contributes to the organisation's mission vision and goals?” and then they ask “do you think your talent, skills and capabilities are being fully utilised?”

    In the fast-paced world of business today, leaders who don’t create cultures that are driven by the ever greater involvement of their people, risk being left behind by faster, more adaptive, more responsive organisations where involvement is the norm.

    We live in an age when bosses who involve you more in the decisions that affect your work, are regarded as the great ones. And that’s what empowerment means. It means getting the people you lead more involved in organisational decisions, and trusting the outcome will be better for everyone.

    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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