Managing People Well

What is a “growth mindset” and why is it so important for your staff?

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.

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How to help your team get more sleep

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.

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Agile Retrospectives are a powerful tool for your NFP. Here’s how to run one

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”.

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Why employees hesitate to speak up at work — and how to encourage them

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?

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This Valentine’s Day show your team some love. Here’s why and how

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.

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How hiring and accommodating workers with autism can benefit NFP employers – and all of us

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.

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What is ‘inclusion’ and how to be an inclusive leader for your team

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.

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