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.”

  • You Don't Have All the Answers (and that's OK)

    Friday, 21 April 2017

    Leadership is no longer about the visionary guru leading the charge.

    That idea belongs to a time when businesses operated in a slower world. The goal was incremental change and increased efficiency. The tools were systems, processes and a hierarchical structure. Command-and-control leadership was the norm.

    Today we live in a more complex environment. The market is in a state of constant flux, customer expectations are increasing, and people at all levels of the business need the autonomy to respond rapidly to new challenges and opportunities.

    The great business leaders of today are what Harvard Business School’s Linda Hill describes as “social architects” who know their primary role is “building the stage, not necessarily performing on it.” When the leader is able to realise the power of the many, they create what she calls “collective genius” – and that’s when businesses become truly innovative.

    It’s time to embrace being an ‘incomplete leader’

    Perhaps the most pervasive fallacy in business is what MIT leadership guru Deborah Ancona calls the “Myth of the Complete Leader”: The incredibly hopeful idea that there is a flawless person at the top of every successful organisation who’s got it all figured out.

    In today’s world, the executive’s job is no longer command-and-control, but to cultivate and coordinate the actions of others at all levels of the organisation. Only when leaders come to see themselves as incomplete – as having both strengths and weaknesses – will they be able to make up for their missing skills by genuinely relying on others.

    Right now we’re living through a great shift in organisational structure – a move away from hierarchical structures to more collaborative forms. That’s inevitable. Organisations are geographically dispersed, knowledge is more specialised and the incredible pace of change is only increasing. It’s utterly impossible for any one person to be across every place and everything. So as leaders, our greatest challenge is to embrace the fact that we are incomplete. To look for ways to emphasise our strengths at the same time as we embrace our weaknesses. To be genuinely committed to increasing the involvement of everyone in our teams.

    Your profession is listening

    Most great leadership thinkers in the world agree that this all starts with listening. Here’s what Richard Branson has to say about leadership: “Any organisation’s best assets are its people. You move things along just by paying attention to what employees are saying”.

    Management legend Tom Peters goes even further. He says that as a business leader, listening is your profession.

    The single most significant strategic strength an organisation can have is not a good strategic plan. It’s a commitment to strategic listening on the part of every member of the organisation: Strategic listening to frontline employees, strategic listening to vendors and to customers.

    It’s one of those points that’s so simple it almost sounds trite. Of course listening is important, but it can be surprisingly difficult - especially for the kind of people who tend to become leaders. They’re ambitious, they have high standards for themselves, and they expect to have all the answers to every question they encounter. The hardest thing for many leaders is to accept that their goal shouldn’t be to have all the answers. Their goal should be to ask more questions, and to learn how to really listen.  

    The benefits of asking

    Here’s what you gain when you start asking the right questions, and really listening to the answers:

    1. High-performing employees. People who are listened to feel ownership of the work and of the solutions they help to identify. They’re not just a cog in a machine; they’re an autonomous person with responsibility for their own excellence.

    2. An elimination of blind spots. There’s a tendency of some people in leadership teams to only tell you the good news. What you really need to hear about are the areas of concern that need your input and expertise. You won’t get that without a strategic approach to asking and listening.

    3. A nimble business. To stay agile and competitive in today’s hyper-dynamic business environment, you need ideas and solutions from all corners - not just one person at the top.

    A new approach to strategic listening

    A good CEO will take every opportunity possible to ask questions of people in all areas of their business. A lot can be gleaned from a casual chat by the coffee machine, and from more formal meetings. But unless you have a very small team, it’s impossible to get in front of all your people regularly. And even if you do, there’s no guarantee that everyone is going to be comfortable giving you their honest opinion.

    AskYourTeam was born in response to the need to make listening systematic and scalable. We’ve developed a real-time, always-on system that allows leaders to get honest feedback about the things that drive business success.

    If you’re ready to get strategic about listening, we’re ready to help. Book a demo today.

  • 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.

    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. 

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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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