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.
Every organisation has expectations of how their staff should behave at work. But without writing down those expectations, it’s easy for misunderstandings or differing expectations to form among your staff and volunteers.
To help avoid this, more NFPs are turning to a written employee code of conduct to provide clear expectations about what how staff should or shouldn’t behave at work.
How is it possible that in a sector so dedicated to social justice and equity, descrimination and unequal outcomes for Indigenous Australians and people of colour persist?
When it comes to influencing our decisions and judgments around people, cognitive or unconscious bias is universally recognised to play a role in unequal outcomes.
So what can your organisation do?
For many workers, working 100% remotely during most of 2020 has been hard. But as states and industries look towards fully reopening in a new post-Covid-19 world, new people challenges are starting to emerge.
As many as a quarter of Australian employees say they don’t want to return to their offices until they feel safer – or perhaps ever.
So how should your organisation address this potential challenge?
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.
The leadership of your NFP probably has an outsized influence on the success or failure of the whole organisation, and the impact you’re able to have.
When the stakes are so high, moving an organisation’s executive team from average to good – or from good to great – can make a huge difference to how successful the organisation as a whole is.
Their five questions can help make the leadership team in your NFP more effective and potentially transform the impact your organisation has.
We spend, on average, about 90,000 hours at work.
Given this, most of us want work that’s more than just a source of income. We want work that’s satisfying, significant, valuable. Work, in other words, that is meaningful.
Here are three keys to making work more meaningful for staff at your NFP.
Who could have predicted that 2020 would be such a challenging year for so many people and organisations, right across the world?
Challenging times can bring out the best and the worst in organisations, but whatever the impact of the pandemic for your NFP, having an HR team – or person – that has the confidence and trust of the your staff and volunteers is critical.
So how can HR professionals stay relevant during challenging times?
When the COVID-19 pandemic struck, many people usually based in the office were forced to work from home too, putting remote workers on an equal footing with their office-working colleagues.
So, what have we learned that can make sure our remote workers don’t feel excluded in the future?