As 2016 comes to a close, we’ve been reflecting on the year gone by – and what a year it’s been! We hope you’ve taken away some great ideas that made an impact in your organisation, and that have helped your organisation to make an even bigger impact in your community. We’re looking forward to […]
Your organisation might already have a broad mental health policy in place. But have you ever considered implementing an action plan tailored to each staff member’s individual wellbeing needs?
Michelle McQuaid is a best-selling author and workplace wellbeing teacher and coach, with more than a decade of senior leadership experience in large organisations around the world. We spoke to Michelle to find out more about the importance of building resilience and wellbeing in staff and teams, and why happiness shouldn’t be the holy grail at work.
Office Politics: in most organisations they’re probably unavoidable. But when manoeuvring for power or influence becomes more important to staff or volunteers than your NFP’s purpose or mission, then organisational dysfunction is probably just around the corner.
When a group of people come together in a work context, the strategies and schemes they might employ to their own advantage can be difficult to stamp out. So what can you do as an NFP leader or HR professional to stop office politics taking hold?
With almost 15,000 employees, Facebook has some serious experience with office politics – and they’ve come up with five tactics that they’ve found useful in preventing politics taking hold and keeping their organisational culture healthy.
Ahead of her talk about high-performing teams at the 2016 Not-For-Profit People Conference, the Climate Council’s Chief Operating Officer Katrina Porteus has given us a sneak peek of how the independent climate change organisation built a team that delivers real impact despite its small size.
Giving tough feedback to your team members is an inevitable part of managing staff or volunteers in any NFP, but can be incredibly challenging for a manager. But according to Jack Zenger and Joseph Folkman of US-based leadership development consultancy Zenger/Folkman, these conversations are often harder than they need to be.
We have known for many years that humans are driven by an innate desire to find or foster meaning in what we do, even under the most extreme of conditions. Given how central work is to most people’s lives, it is a key place to seek meaningfulness. Recent research with 135 people in a wide range of jobs set out to discover what they considered meaningful work, how work can be made meaningful, and how this sense of meaningfulness can be erased or destroyed.
In the lead-up to his presentation at the 2016 Not-For-Profit People Conference, Monash Business School professor and servant leadership expert Dr Sen Sendjaya shares his insights on servant leadership, including why it’s a particularly powerful approach for NFP organisations.
This is the story of how one fundraising team boosted their weekly productivity by 400 percent.
It wasn’t due to pay rises or catered lunches – or even an inspiring or well-trained manager giving staff the motivation to do their work better. So what was it?
Almost half of all Australians work through their lunch break. And more than a quarter of us – 3.8 million Australians – don’t take a lunch break at all, according to the Australia Institute. But while it might outwardly appear that your lunch-break-skipping staff are admirably committed to their work – and that’s good for your team and your organisation – the real impact is more insidious.