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How to Increase Employee Engagement in your Workplace

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How to Increase Employee Engagement in your Workplace

Filed Under: Culture, HR essentials, Leadership

A consistent, motivating, and rewarding remuneration and incentives program is key to improving employee engagement and retention. For many people, money is not always the key motivator. Other incentives that go hand in hand with remuneration can validate your employees’ choice to work for your company. A business that recognises this will attract and retain great talent who value their role and contribution.

Why is employee engagement important?

Since 2020, businesses in every industry have experienced enormous changes. Now, two years later, we need to look at different ways to engage our people, strengthen company culture and manage any uncertainty felt by our employees.

In her Quantum Workplace article, Natalie Wickham defines employee engagement as:

‘The strength of the mental and emotional connection employees feel toward the work they do, their teams, and their organization.’

Retention and engagement are more important than ever before – for your people and your business. Wickham goes on to define and explore 14 benefits of an engaged workforce as:

  1. Increased employee safety
  2. Better employee health
  3. Happier employees
  4. Greater employee satisfaction
  5. Better home life
  6. Lower absenteeism
  7. Higher retention
  8. Greater employee loyalty
  9. Better customer service
  10. Higher quality products and services
  11. Greater productivity
  12. Higher sales
  13. Higher profitability
  14. Higher stock price

Ways to strengthen employee engagement

Employee engagement is dependent on providing your staff with:

  • clarity
  • certainty
  • a clear direction for the company and themselves.

Consider the following questions:

  • Do your employees know and understand your business goals and vision?
  • Is their work meaningful and contributes to the business goals?
  • Are there opportunities to include your staff in future planning?
  • Are your leaders equipped to have regular conversations with their employees about job security, work arrangements and other sensitive topics?
  • Do you provide regular communication to your employees about your business performance and development?
  • Do your staff have the space and time to do their job at their full potential?
  • Do you recognise your employees’ efforts and provide suitable opportunities for development?

Once you have worked through these questions, you are well on your way to establishing the types of benefits that will improve your employee engagement and support your overall business culture.

Employee wellbeing is a primary focus of Future of Work

It is vital that the benefits you offer your employees reflect your company culture, and provide the opportunity to become more engaged and motivated.

A recent Price Waterhouse Coopers (PWC) report cites that:

‘85% of workers report that their wellbeing had declined throughout the various lockdowns’

and that,

‘More than one-third of workers (37%) consider their employer the main source of mental health support.’ 

Engagement benefits must work to create:

  • Social connection
  • Safe spaces for personal needs
  • Greater workplace flexibility
  • A focus on work/life balance and overall wellbeing
  • The opportunity to develop interpersonal skills for leaders and staff

Examples of perks / benefits you can offer your employees

Praise and Celebrate

Consistently acknowledge and celebrate the effort and successes of your employees. Show them how their work contributes to the overall success of their area, and the business as a whole. A ‘thank you’ goes a long way to increasing an employee’s sense of fulfillment.

Tools / Resources

Invest in the right technology, tools, and resources to enable your team to do their job safely and successfully.

Connect and Communicate 

Now more than ever, leaders must be as transparent as possible to provide support to their people. Creating connections by opening the lines of communication for a two-way conversation, shifts the employee/employer relationship into a positive space.

Focus on Wellbeing

Develop a wellbeing culture that promotes health and wellness across all aspects of your employee’s lives – not just at work.

Include inclusive programs that help reduce stress, promote good nutrition and exercise, and support your employees’ physical, mental and spiritual health.

Simple changes to your work environment can also help to improve the engagement and health of your staff. Tess Taylor states in ‘The Balance Careers’:

‘Today’s employees are looking for the entire package when it comes to their work experience. Companies that take the time to improve the work environment with soft seating arrangements, collaborative workstations, pleasant artwork, lighting and live plants are going to find that this translates to happier employees.’

Flexibility

A workplace that creates mobile-friendly, off-site or hybrid work options, can be a great way to improve employee engagement and retention.

Parental leave may be a priority for some employees, while a competitive bonus structure may appeal to others.

The option of additional unpaid leave may assist staff members with family overseas, particularly as travel becomes possible once again.

If it is possible, providing complimentary childcare can reduce parental stress and improve happiness.

Training and Development

Learning and Professional Development is a major boost to employee engagement and productivity.

Clear career development paths and on-the-job training programs are a great way to provide your employees with growth opportunities at no cost to them.

Financial Rewards

These can be in the form of profit sharing, stock ownership, bonus or incentive programs.

A well-structured and focused Leadership and Development team will help you explore your options to determine the most suitable perks / benefits for your workplace. By using the framework of staff retention and engagement as the core principles, you can develop your internal structure and workplace environment to provide the appropriate support, remuneration and incentives to increase employee happiness, satisfaction and wellbeing in these uncertain times.

If you are looking for ways to further increase your employee engagement, book in a free 30-minute consultation here.

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Strategies for Effective Team Communication: Why is it important?

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Strategies for Effective Team Communication: Why is it important?

Filed Under: Change management, HR essentials, Leadership

Staff retention is one of greatest challenges we face in business today. Ineffective communication is a primary cause of employee turnover. Developing clear lines of communication throughout a business will improve employee engagement, leading to an increase in overall productivity, retention, creativity, and more effective client and supplier interactions.  

So, how do we, as leaders, successfully connect with our teams and keep them informed about our business activities through clear and purposeful communication? 

In our post-pandemic world, with so many people still working from home, it is crucial that all businesses understand how to effectively manage employee communication. Although every workplace has its unique challenges, there are important factors to consider that will help you improve communication with your team members. 

 An Informed Employee is an Engaged Employee 

When a team member understands what is going on, what is expected of them, and why, they become more:  

  • Closely involved with business updates 
  • Dedicated 
  • Loyal 
  • Productive 
  • Closely aligned with the overall strategy.  

Informed employees better understand their role within the business and are more able to execute their assigned tasks because they have access to the information they need, no matter where they are. 

Challenges to Workplace Communication 

There are many challenges to the creation and maintenance of effective written and verbal communication.  

These include:  

  • Inconsistency in communication  
  • Reliance on technology (no face-to-face communication) 
  • Assuming the audience understands the jargon 
  • Not listening to your team 
  • Not making communication a leadership function 

Consider your business – how do these five factors play out in your work environment? 

Don’t Assume that Everyone is Skillful in Communication 

Assuming that everyone in your workplace can communicate effectively is a damaging notion.  

Some leaders lack the capability to communicate well and are unable to help others express themselves. On the flipside, employees may feel awkward when they are asked to express opinions, especially in front of more senior staff. Also, some leaders simply may not have the skills to sensitively facilitate staff involvement. 

Communication Channels 

While all communication channels have their merits, there is no one-size-fits-all solution.  

You will need to consider the challenges of your particular business environment and explore what works best. It may take some trial and error – so be open to feedback and review what is, and isn’t, working, then make any necessary adjustments.   

Success in communication comes from knowing how to pass on different types of information to the members of your team. 

  • Reduce the number of communication channels: Making information available in one place (if possible) makes the process more manageable for everyone. The more places your team must look, the more frustrating it can be, and the more likely they are to miss something.  
  • Consider who you are talking to and the outcome you need to achieve: If you are communicating a quick update that is relevant to everyone, a mass email or intranet post may be fine. If you are announcing a major change, you may need to use a more targeted, hands-on approach.

Again, determining what best suits the needs of your business, staff, and relevant timeframes will help you work out the most effective way to share all necessary information with your team. 

Building Connection – Team Meetings 

Every business has its own team rhythm and ways of working. A well-organised plan of daily, weekly, monthly, quarterly, and annual meetings helps to keep everyone aligned and accountable. 

  • Annual Planning Meeting (Owner and Senior Leaders): The purpose of the annual planning meeting is to align the team’s priorities for the year ahead to move the business closer to achieving their 3-5-year plan. 
  • Quarterly Meeting (Leaders): This is to determine how you will accomplish the annual plan and move the business forward. Generally held as a one-day meeting, the goal is to set up a road map for the next quarter that supports, focuses and motivates the team.  
  • Monthly Meeting (Leaders): A well-managed monthly management meeting should focus on learning, sharing and problem-solving. This provides a great opportunity to share the load and develop your upcoming business leaders in line with your succession plan. 
  • Weekly Meeting (Team): The weekly meeting keeps your team focused and accountable in execution of the priorities set out in your quarterly plan. 
  • Daily Huddle (Everyone): The daily huddle is a 5–15 minute catch up! This enables your entire team to be informed and aligned on the work that needs to be done. 

Communication through Difficult Conversations 

Difficult conversations are a normal part of life and need to be addressed in an open and constructive way. 

Many people put off uncomfortable conversations in the hope that the problem either fixes itself or disappears. This approach can have a damaging effect, particularly regarding how employees feel within their workplace. People want to feel heard, especially when they face uncertain circumstances such as created by the recent Covid-19 pandemic. Many employees have felt unsure about the direction of their workplace and worried about whether their roles will continue to exist. 

Preparation is the Key for Leaders and Managers 

Go into the meeting with a very clear understanding of the problem you are trying to solve. Before starting a difficult conversation, ask yourself these questions: 

  • Am I prepared? 
  • What information do I need from the employee? 
  • How do I think the employee will react?  
  • Do I have a clear understanding of the problem and outcome I want to achieve from this conversation?  
  • What solutions can I propose to resolve the matter?  
  • What would I like the employee to feel and do? 

Taking the time to prepare fully for your meeting will help you define any underlying issues and ensure your communication is clear and concise. 

It’s important to have the right communication mechanisms in place to build relationships and impart knowledge of common goals, listen and engage with team members, and to manage any issues and emerging risks. Poorly executed communication can cause employees to endure an unsatisfactory work experience, leading to a whole host of problems with morale, productivity and, in some cases, customer satisfaction. By focusing on providing the best possible communication to employees, you will ensure your team stays well informed with everything they need to perform their jobs at the highest level.  

Do you have the necessary communication strategies in place to drive and maintain team accountability and performance? Grab a copy of the checklist on ‘Team Communication’ in my HR Resources library here.

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How leaders and business owners in construction can support the mental health of workers

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How leaders and business owners in construction can support the mental health of workers

Filed Under: Advisory and compliance, Leadership

Supporting the mental health and wellbeing of every worker is essential. There are many things that can affect mental health, including work as it plays a significant role in our everyday life. Over time there has been a stigma around mental health illness and no more so than in the construction industry.

Now with the increased awareness, education and support services available and organisations, big and small in the industry making it a priority, this stigma is slowly being removed and more and more workers know it’s okay now to ask for help and are reaching out for the help they need.

The awareness and promotion of mental health illness needs to continue in the industry and organisations have a vital role in this. The continuation of the uncertainty in the world from the pandemic and other social and environmental factors makes mental health awareness an even greater priority.

If you are leading a team of people, in the office, remotely or on a building site, there are ways you can support and promote mental health and wellbeing in the workplace.

Here are some tips for you to take action:

Providing awareness, training and support

Communicating and providing awareness to your workers on why we need to discuss mental health, the problems it can cause people and warning signs to look out for if someone they know is struggling is important. Workers need to know that it’s okay to talk about mental health and seek support if they need it, who in the organisation they can go to if they need someone to talk to or how they can access the organisation’s support programs such as an employee assistance program (EAP).

Training certain individuals to be a person someone can turn to if they are in need of help is critical but also shows to all workers how serious the organisation is in supporting mental health and wellbeing. There are a number of organisations who run training sessions for people/workers who volunteer to be support person such as Mates in Construction and Beyond Blue.

Clear and consistent communication of your mental health and wellness support programs and resources and the people involved is crucial, especially on large worksites, so people know what is available to them. Promoting programs and resources through your organisation’s website or staff portal/hub, in breakout/tea rooms, email signatures, social media, when onboarding new workers, participating in charitable mental health events such as RU Ok? day, bringing in someone that is willing to share their personal experience with mental health, setting up information and training sessions and allowing workers time to attend them will create awareness of your mental health and wellness support programs.

What is an Employee Assistance program?

According to the Employee Assistance Professional Association of Australaisa (EAPAA), an EAP ‘is a work-based intervention program designed to enhance the emotional, mental and general psychological wellbeing of all employees and includes services for immediate family members.’ Having an EAP can help with early prevention and interventions of any issues related to work or personal that might be affecting a person’s ability to perform/reach their full potential at work and life in general.

Some large organisations may provide their EAP programs in-house but generally these are outsourced to a provider who have experienced counsellors, referral partners for different services that might be needed, and they understand the compliance and reporting required.

If your organisation has not created an EAP then it might be a good time to start. It’s critical with all the uncertainty around the pandemic and the effects of snap shutdowns in Victoria, reduced numbers on construction sites and increases in COVID-19 cases, workers of all ages need to be supported.

There are some critical elements that need to be considered when putting together an EAP such as the goals and needs of the EAP, if it will be outsourced, training staff, how the EAP will be communicated and tracked, development of policies, procedures and guidelines and compliance/legal and confidentiality requirements. An experienced Human Resources consultant like, Catie Paterson HR Business Consulting can help you and your team put together an EAP that is the right fit for your organisation and your onsite workers.

Not only are EAP’s there to help your workers, they can also help an organisation with less employee absenteeism reducing costs, increases in engagement and retention, to mitigate risks and health and safety concerns and improve productivity levels.

Learn to be a good listener and attuned to how your workers are really feeling

A strong leader is able to engage their people to maximise their people’s potential to be better, communicate effectively, regularly solicit feedback and new ideas and have the ability to problem solve and react quickly to the changing environment.

Whether you are managing one worksite or multiple sites or a small business owner with apprentices, being a good listener and building that human connection that develops trust and loyalty with your workers is essential for a good working relationship and for them to feel they can be open with you. It can also help you, as a leader, to gain knowledge and even new ideas.

To further encourage open communication, it’s important to consistently make time and space for each of your workers to be able to speak with you and for you to check in with them. This will help you get to know and understand their individual circumstances from both a personal and work point of view. The check ins are not only important for collecting feedback from your worker but allow for uninterrupted time to discuss any problems they might be experiencing, work in progress, professional development and performance. Having conversations like these will also help you align the needs of the team with the business.

With immense time pressures on building sites and trades, finding the time to meet with each worker during the week can be difficult. It’s important that these check ins are not rushed or continuously rescheduled.

To make the most of your one-to-one check ins:

  1. Set re-occurring check ins at a frequency that suits you, your workers and the business and limit the time to 30 minutes.
  2. Keep them as formal or casual as you like or what suits your business. However, it can be useful to structure them or have an agenda in mind to ensure what needs to be discussed is and to keep to time.
  3. Take some time before the meeting to collect your thoughts and remove any distractions so you are fully present.
  4. To encourage a flow of conversation and to ‘break the ice’, start with a non-work-related simple question to relieve any tension and to start off positive i.e. How was your weekend? If you know of an activity they like or involved in, ‘Did you play football this weekend?’ You could also start off with something around well-being ‘How are you feeling this week?’
  5. Ask questions with intent and really show you are listening and interested with what they have to say.

It is especially important leaders are communicating and checking in on their workers. At the same time, leaders also need to be checked on, as they are working extra hard to protect the wellbeing and safety of their workers and steer their business through economic uncertainty. As such, there needs to be a process or system in place to make sure leaders and the business owners are also being checked on regularly. This could be a colleague or someone outside the organisation.

The role of a leader is significant in creating a safe work environment and inspiring others to do so. Not only enforcing the legal obligations of safe work but having a workplace where their people are able to effectively do their work to their full potential. During these times of uncertainty, it’s essential to keep people well-informed of current situations and how they might be affected. This can alleviate some stress and anxiety.

If you or someone you know is suffering with their mental health, contact Beyond Blue on 1300 224 636. 

If you’re currently experiencing an increase in difficult, sensitive and overwhelming issues with your workers and need help finding an engaging approach for you or your leaders, please don’t hesitate to contact Catie Paterson HR Business Consulting today on 0409 545 634 or catie@catiepaterson.com.au.

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Being a volunteer mentor with Gettin’ Ready 4 Life Inc.

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Being a volunteer mentor with Gettin’ Ready 4 Life Inc.

Filed Under: Leadership

A good education is so important in life and something that should be supported in the youth of today.

One of my goals for 2021 was to find a way I could support a young person by offering my time, skills and experience. Through a business connection, an opportunity presented to be part of a mentoring program for high school students with an organisation called Gettin’ Ready 4 Life Inc.

Greg Blake, co-founder of Gettin’ Ready 4 Life Inc., runs a school mentor program for year 12 VCAL classes at Braybrook College and next term Year 11 classes will also be included.  Volunteer mentors, like myself, are matched with two students and we meet once a week for 1.5 hours to discuss anything, but mostly their path for the future after school. As their mentor, I share information about my own experiences as well as provide them support and guidance for when they finish school at the end of the year.

These students have so much to offer, they just don’t know it yet. This program allows me to contribute to their life experience and mentor them in a constructive way so they can take positive steps forward into the world that awaits them.

A little bit about Gettin’ Ready 4 Life Inc.

Greg Blake has been a Youth Worker for two decades and a significant part of his career has been running school mentor programs. The program has run continuously at Braybrook College for 18 years, a testament to the difference it makes for students. Having the support of a mentor with life experience, willing to be there and support them, building a relationship each week that can’t be built with a parent or teacher, sees incremental shifts in a student with their confidence and motivation to achieve their goals.

What it means to me as a mentor

I was fortunate enough to have amazing opportunities growing up including attending a really good high school which included non-academic endeavours as well as study. Although, money was never abundant growing up, my parents always found a way to ensure that we had as many life experiences as possible as well as a great education. Given those privileges, I have a fundamental belief (a responsibility) that we should be able to support those who are less fortunate, to share those experiences and give them a helping hand. The Gettin’ Ready 4 Life Inc mentoring program gives me the opportunity to make a difference in a young person’s life now and in their future. Every student has something amazing to share in this world. They may just need some help to find it.

I have really enjoyed being part of the program. Both Greg and his partner Paige do amazing work supporting these students. I love Greg’s belief that ‘we are creating the runway for young people to help them ‘take off’’. Thank you to both Greg and Paige for providing me the opportunity to be involved.

Interested in being involved?

Gettin’ Ready 4 Life Inc. need more mentors for Year 11 VCAL classes starting in Term 3 on Wednesdays, from 11:20am to around 12:45pm. These students are exiting the school system this year and need all the support they can get. If you or someone you know would love to make a difference in the life of a young person, contact Greg on 0478 484 424 or Paige at runway@gr4life.org.au.

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How to manage teams and culture in a hybrid work model

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How to manage teams and culture in a hybrid work model

Filed Under: Culture, Leadership

The pandemic certainly accelerated the change for businesses to adopt more flexible work arrangements. This giant world-wide experiment has led employers to see, if managed correctly, their employees can be just as productive working remotely as in the office. Employers have also found other benefits such as improved retention, attraction of talent and employees having more of a balanced work and home life.

With flexible and remote working being part of a ‘post-covid’ normal, many workplaces are putting in place a hybrid work model which allows their people to work both remotely and in the workplace on certain days. There are a range of these models emerging and being tested, especially in the technology industry such as Google, Facebook and Amazon. However, there isn’t a ‘one size fits all’ model and each business needs to update their policies and choose a model that fits around their employees and customer needs.

Although there are many advantages to a hybrid work model, there can be many challenges for managing teams. For some employees, they may feel disconnected, missing opportunities to understand the full picture of what is happening in the office as Managers may (not realising it) communicate with the onsite employees more often. It can also be difficult for those working remotely to build those important social relationships with their team members.

Many of these challenges can be overcome if preparation and planning is done to understand what might be the best hybrid work model and hybrid work teams are managed effectively.

Managing hybrid teams

It is essential for leaders to prepare their teams to work productively together in a hybrid work model and be proactively finding ways for the team to build positive working relationships ensuring fairness and equality for all employees. How can you do this? Here are some tips to consider when managing a hybrid work team:

– Change/update policy and procedures to support a hybrid work model. This will help with consistency and fairness.

– Agree a set of principles for how the team want to communicate with each other. The remote workers need to feel like they are being included. This might be a series of virtual meetings set up at the same time each week. There are also plenty of good communication tools such as Slack and Microsoft teams for internal group chats.

– Make sure each team member, no matter if they are in the office or working remotely, receive the same amount of support from their Manager. Offer regular one-on-one catch ups with both remote and onsite workers.

– All team members need to be clear on when each team member is working. A good way to do this is by a shared work calendar. You may also like to establish key hours for when everyone seems to be in the office together, to allow for some face-to-face interaction.

– From the start, set expectations and a process so the team know who is doing what tasks and by when. You may like to implement a weekly team meeting at the start of each week or a frequency that suits the team.

– Find ways to bring the whole team together face-to-face to allow them time to build the social relationships with their team members. This can also help increase morale.

– Ensure performance is managed fairly and measured more by the output rather than strictly by the hours someone is working. Any rewards and other benefits need to have options for remote workers.

– Make sure remote workers have access to the technology and support they need to effectively perform their role remotely.

If you are hiring new employees, you need to adjust your onboarding program to make sure it provides a positive experience for employees onsite or working from home. For example, you may choose to have a mix of onsite and offsite training or a virtual meet and greet their first day so they can meet all team members. Information and documents such as procedures and policies may also need to be able to be accessed and shared digitally.

Culture in hybrid work models

 

Many workplaces have seen culture shifts due to new flexible working arrangements, in particular, hybrid work models. Some of these shifts have been positive and others, with the sudden shift to remote work last year, have impacted even the strongest workplace cultures.

If you are planning on making flexible working arrangements permanent, leaders will need to work on strategies to build or maintain a positive workplace culture. With the right approach, a positive culture can still thrive in a hybrid work model.

It’s important to:

– Collect and be open to receiving feedback from your employees so you can look to improve the employee experience and why someone has chosen to still work remotely.

– Be sure to have channels for open communication and ensuring all team members are up to date with latest business decisions.

– Be proactive in making sure leaders are accessible and visible and your employees feel connected and engaged with their team as well as the company purpose.

– Continue to provide individual learning and development for each of your employees and adjust these to suit the individual’s flexible working arrangements.

– Provide training to Managers on how to engage and facilitate in a hybrid work model.

– Allow for opportunities for your employees to connect socially with their team and people in other areas of the business.

Maintaining culture isn’t easy. However, putting frameworks and measures in place will keep you on track to building a positive culture now and for the future.

It’s time to accept flexible working

2020 really showed businesses the possibility of offering more flexible working arrangements, where appropriate, which previously for some businesses was never going to happen.

There are so many ways businesses can make flexible work happen and there are many benefits to it. With many now facing hybrid workforces and some employees preferring to work from home, now is the time to review remote work policies with a new approach.

Are your flexible working policies up to date? At Catie Paterson HR Business Consulting, we can help you set up new flexible working policies and strategies for effectively managing hybrid work teams. Get in touch with us today!

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Business update: Beginning my learning journey in Positive Psychology and Wellbeing

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Business update: Beginning my learning journey in Positive Psychology and Wellbeing

Filed Under: Leadership

People are the backbone to any business and I have made it my life’s mission to empower organisations to create a positive workplace culture and an environment for their people to thrive.

In the world of Human Resources (HR), each new year comes with a new innovation or trend and I’m always excited to welcome positive change if it’s going to improve the employee experience. One of my personal goals is to always keep learning and an area that is becoming extremely important is positive psychology and wellbeing. In March, I will embark on completing a Diploma of Positive Psychology and Wellbeing with the Langley Group Institute.

What is positive psychology and how does it benefit a workplace?

 According to Psychology Today Australia, “positive psychology is a branch of psychology focused on the character strengths and behaviours that allow individuals to build a life of meaning and purpose—to move beyond surviving to flourishing.”

One thing that became clear to me as we all went through the difficulties and challenges of the pandemic and workplace stress continues to increase, focusing on the positives for both an individual and business wellbeing is essential. According to a recent study, ‘Resetting Normal: Defining the New Era of Work,’ by The Adecco Group, found, “28% of respondents said their mental wellbeing had worsened due to the pandemic, with only 1 in 10 rating their managers highly on their ability to support their emotional health.”

To increase individual, business and collective wellbeing

By completing this course, I will be able to support my clients with a range of positive psychology activities, tools, and strategies to help their people and business flourish.

Workplaces that look for ways to maximise and apply an individual employee’s key strengths and abilities will see higher rates of retention and productivity. Leaders who invest time in getting to know their people, value their contribution and their overall wellbeing will foster a culture of innovation and engagement.

Work plays a significant role in our everyday life and our overall wellbeing. We want our people to feel like they want to come to work. Making work purposeful and meaningful and they feel satisfied they are accomplishing something, will build teams that are highly motivated and driven to achieve positive outcomes for not only themselves but for the business.

My learning journey begins

Over the next few weeks, I’m incredibly excited about taking these next steps in my learning journey and hearing about the latest research of positive psychology, wellbeing and neuroscience. Creating workplaces for people to grow, ensuring diversity and fairness and an overall positive workplace culture is something I’m passionate about and I’m looking forward to sharing with you some of the key learnings.

My aim is for leaders to see their employees as ‘people’ who all have their own strengths and abilities and interests.

Over the coming weeks, I look forward to sharing with you more of my key learnings from my course.

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