Stanford psychology professor Carol Dweck has spent her life studying human motivation. She’s undertaken decades of painstaking research to understand why people succeed (or don’t) and what’s within our control when it comes to success and failure.
Typically skills and experience are high on the list of priorities during a recruitment process. But Dweck’s theory suggests that mindset may be an even more powerful determinant of both professional effectiveness and leadership potential.
Lack of sleep may be triggering the next workplace health crisis: almost four in ten Australians admitting they aren’t getting a good night’s rest.
Educating managers about sleep and its benefits is crucial to ensuring they can manage teams to deliver maximum impact to your organisation – and your clients who depend on them.
Employees who trust their organisation are more loyal, engaged, committed, and will advocate for their workplace – so how can leaders build an organisation-wide culture of trust?
If you’d like to build greater trust in your NFP’s workplace, here are 5 key ways trust can be built and improved.
Have you noticed a workmate behaving differently? Do they not seem their usual self?
Many people will be hesitant to start a conversation but this may be pivotal in them getting the help and support that they need to get and stay well.
Here are some tips for having that conversation.
Agile is a framework for working that’s transformed and revolutionised technology development over the last couple of decades.
At the heart of Agile are ideas about experimenting, learning quickly from successes and failures, gathering feedback and iterating.
For NFPs that mostly aren’t developing software, Agile still has a lot to share.
Perhaps the most widely relevant and useful practice to come out of Agile – and one of the easiest to implement – is the “retrospective”.
Employee voice — speaking up with ideas, concerns, opinions or information — is vital for organisational performance and innovation. Yet studies consistently show that employees are reluctant to speak up, and are even hardwired to remain silent, with 50 per cent of employees keeping quiet at work.
Why is this the case, and how can we help people voice their opinions at work more effectively?
Did you know that people are less likely to express gratitude at work than anywhere else?
While it can sometimes be hard to see the value of a pat on the back – particularly in response to work someone is paid to do – the truth is that staff not shown gratitude are often less satisfied, less engaged and more likely to move on.
This Valentine’s Day, here’s some practical tips for how you can show your staff some love – not just today, but all year round.
People often debate what makes a great leader.
Recent research finds that leaders who can focus equally on results and people achieve the best results. That’s because they manage to do five things that few other leaders are able to accomplish.
NFP organisations seek to super-charge their impact and achieve their missions by hiring talented people, yet many capable workers are overlooked because they have autism.
Why is it happening? Largely because autism is poorly understood and managers are ill-informed about how to accommodate affected workers.
Fortunately, research has provided us with many strategies to make workplaces more inclusive.
NFP organisations have long focused on trying to make their workforces more diverse. But research shows that simply enhancing the representation of employees from diverse backgrounds is not enough. To fully tap into the positive outcomes of diversity, organisations need to focus on inclusion.
But what’s really meant by inclusion? Here’s how to be an inclusive leader for your team.