The introduction of the National Disability Insurance Scheme (NDIS) has been a catalyst for high levels of change in Australia’s NFP workforce.
With greater empowerment and choice for NDIS participants has come greater demands on service providers and their staff.
In turn, old workplace structures, processes and practices have sometimes struggled to keep up with new demands for flexibility, responsiveness and client-centred approaches.
One innovative solution lies in equipping staff with the autonomy to make their own decisions.
Everybody disagrees, sometimes.
But despite disagreements being widespread in the workplace, they can often remain unresolved.
Simmering below the surface, unresolved conflicts can negatively impact organisational culture, productivity and staff/volunteer morale.
Enter the concept of “Conflict Intelligence”.
Forget the gadgets and “lifehacks” to increase productivity – managers need to become coaches to get the best out of their employees. In practice there are four things managers should do during coaching.
Happy New Year! As we’ve ticked over into 2018, your organisation has likely done some strategic planning around your people and culture goals for the year ahead – and how you plan to achieve them.
But have you considered how the changing external world will impact on these goals, and the future of people in your organisation?
It’s hard to believe that 2017 is almost over! We hope it’s been a great year for you – and that the ideas and perspectives we’ve been able to bring you this year through the Not-For-Profit People Blog and Conference have made a positive impact for you and your organisation’s staff and volunteers.
We’re looking forward to bringing you more organisation-changing ideas to attract, manage, train and retain the very best people in 2018 – but in the meantime, we hope you enjoy taking a look back at our 10 most popular posts of 2017.
Happy and safe holidays!
Are teams in your organisation open to new ways of working?
While “innovation” may be something everyone says they love, when push comes to shove, convention and tradition – ‘the way things have always been done’ – often rules supreme.
That’s because innovation can be risky, unproven – and scary. But given that not-for-profit organisations deal with some of our society’s most important problems, the need to apply creative solutions in order to make an impact is even more important – particularly with a rapidly changing external environment and increasingly strained budgets.
Enter “Design Thinking”.
Burnout is a common problem in Australian workplaces – and in the NFP sector in particular.
Among the “most at-risk occupations” for mental heath claims, community sector workers – “social and welfare professionals” and “health and welfare support workers” – occupy two of the top five positions.
So do your organisation’s leaders recognise the role that your own processes might be playing in creating a high-stress environment?
You’ve probably noticed that the world of work is changing fast – probably faster than ever before.
Driven by technological changes, generational shifts and increasing demands for flexibility from both employers and employees, we’re rapidly leaving behind the traditional idea of the workforce to make way for new ways of working.
So how should Australian NFPs approach the changing landscape of work?
Why do some teams succeed and ‘flow’ while for others, every day seems like a struggle?
Tthe success or failure of teams often comes down to communication. Not just good communication, but great communication.
But what does great communication look like?
A key part of any manager’s job is to know how to approach staff who are struggling to do their job to the required standards or expectations.
But with increasing recognition of mental illness in the workplace, before you begin a performance management process with a staff member, it’s important to ask: could this be a mental health problem, rather than a pure performance problem?
And how do you tell the difference?