Missing Our Intern

Today I missed our intern. A lot. She began with us twelve weeks ago after a friend of hers put us in touch and she seriously made an impression during her time with myself and the team. The experience made me realise more than ever that the benefits of interns are absolutely mutual.

For years now I have organised, aided, supervised and guided internship programmes in my organisation across all areas of the business, except my own. I have ensured there was goal setting, training, mentoring, coaching and robust outcomes for the intern, working with multiple tertiary training providers depending on the nature of the internship and role or project on offer. I have been working lately on pulling together a nationwide internship programme across all of our departments to set minimum standards for expectations in relation to bringing interns into the business. So it’s been hugely valuable to me to experience the full programme first hand before rolling it out for implementation.

The benefits for the interns are well documented from networking opportunities, learning and development, insights to specific industries, building personal brand from CV through LinkedIn and social platforms, but so to there are the soft skill benefits of communication, organisational behaviour, norms & expectations. It’s important that when students take internships that they know what their goals are, what the expectations of the role are and what the outcomes will be.

Here are a couple of quotes from recent interns in our business:

“Doing an internship does not only allow you to gain more skills and knowledge, but also presents you with a new group of people that are already in the business and are happy to help you in the future.”

“Throughout my internship I was able to gain a good understanding of the 80+ brands under NZME and got a taste of each department’s responsibilities. I also learnt key skills that my current job requires. This allowed me to hit the ground running when I started working fulltime.”

Many of the benefits for employers have also been discussed before such as creating talent pools and being able to attract talented graduates. Gone are the days where the intern did the photocopying, filing and coffee runs. Interns need to have solid and measured goals and outcomes in place during their time in an organisation. Employers should keep in mind that interns will have desires that they hope will be met during the course of their programme ranging from client exposure through inspiring colleagues, mentors and competitive compensation.

On the note of competitive compensation, I’m a huge advocate of paid internships. I realise not all organisations are able to offer this, and that the experience itself is incredibly valuable to the students. But I wager that to keep bias out of the internship equation you need to offer compensation as some students may simply not be able to afford to not be paid, and therefore you miss out on them as potentials for your organisation.

This is something of a brain dump for me given my intern has just left and that she taught me many valuable lessons. We’ve changed a couple of processes as she had a better way of doing them. Her critical thinking and research into a project she was running has potentially changed the way we use some technology in recruitment going forward. Her open, frank and confident composure combined with her knowledge of her subject has left more of our managers open to interns, now they realise the value of them and that it’s not a ‘baby-sitting’ exercise. It’s also timely as I’ve been keenly following the #summerofbiz initiative and I’m keen to explore how that can be expanded in Auckland in conjunction with my journey on our in-house intern programme.

So yes, I’m missing our intern, for her vibrant personality, her ability to take a task and completely nail it, for the way she asks questions and the questions she asks and for the difference she made to our team and workspace.

I’d love to hear the thoughts, experiences and advice of others also working in this space!

(And yes, the pic is some of our team dressed as Where’s Wally :-))

Here’s where you can find out more about the #summerofbiz: https://hrmannz.com/2017/09/24/starting-out-part-2-all-kinds-of-awesomeness/

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Youth Employers – what do we want?

I’ve read a lot lately about millennials and Gen Y and what it is that they’re looking for in terms of employers. What it is that organisations can do, offer, provide to attract and retain this area of the employment population. But I’ve equally been thinking about it from the other perspective given I’m passionate about youth employment and the roles that everyone plays from Schools through tertiary training providers and organisations play in preparing youth for employment. I regularly attend Job & Careers Fests, WorkChoice Days, meet with Universities, host High Schools and the like in my efforts to bridge the gap as a representative of my views and that of my organisation and feel that an area we’re all missing is what the employers are looking for from the situation. Because 99% of the time a completed degree and an eye catching CV alone aren’t going to cut it.

 

So what do companies want from this largely technologically advanced, digitally savvy sector of the market? I’ve complied a wish list of sorts:

Experience: Those who take the initiative to work part time or during holidays undoubtedly have an edge. They’re already somewhat work savvy. They have likely had to stick to hours, deadlines and task requirements and many will have had to work as part of teams, communicate with others and ideally provide some level of customer service.

Resilience: The ability to spring back from adversity, take the knock, get back up and try again is essential. Being able to look at yourself and learn from situations, people and tasks – to rise from the ashes in the face of tough or difficult times.

Initiative / Nous: Understanding the reality/practicality of a situation outside of having knowledge of the theory, and being confident in suggesting improvements and solutions.

Curiosity: A thirst for knowledge; to continually grow, develop and learn in the present and into the future. Being confident in asking questions and developing an understanding of the business, departments and wider market.

Conscientiousness: An awareness of the world around them. Of colleagues, clients, the wider organisation and extending into the world around them. Collaborative and communicative, a team player.

Change Ready: Innovative, creative and forward in the generation of new ideas and ways of working. Comfortable with change and changing tack to adapt to our ever changing world.

 

Having these skill sets under their belts in conjunction with their learning’s will see millennials, Gen Y’s and the like well in their search for employment. Displaying an attitude or outlook that is clearly ready to get stuck in, help out where needed, and putting a hand up for all opportunities offered will definitely all be viewed positively by employers. Having engaged, enthusiastic employees who are innovative and willing to learn is the ultimate goal for organisations.

Millennials / Gen Y – I’d love to hear your thoughts and questions….everyone else, what would you add to the list?

Youth Employment and the Future of Work, Part 2 – Collective Mentality

In my last blog Youth, Employment and the Future of Work, I discussed youth today, millennials, their outlook and their readiness for work now and into the future, and what companies, organisations and training institutes can do to steer and better prepare these groups for the workplace and future careers.

In this post I want to explore another phenomenon I came across in my increased and intensive time with youth of late, their collective mentality. On the whole I’ve found they think in terms of we and us instead of the me, I and my that I largely hear in in the Gen X bracket. It’s not just youth and millennials however; there are many indigenous communities the world over who live their lives collectively, communally from a social and work perspective. Here in New Zealand the indigenous Maori people are a prime example. They care about the wellbeing of the group as opposed to the individual and identify more with cooperation over competition, interdependence over independence. I note too, the massive rise and fall of labour unions, from the peak between 1940 – 1960 and the steady decline ever since. So is collective mentality and thinking in the workplace cyclical like so many other things in life or are we about to see a massive shift in the world of work?

In my HR career to date countless times I’ve had individuals (Gen X!) complaining of workloads, managers (also Gen X!) who say to collaborate and share the load – but has this ever really eventuated? In some cases yes, but in most it’s paying lip service to a problem and quietly ignoring it and the individuals struggle on regardless. Certainly more of a collective mentality in the workplace, more we and us, would improve workloads for many individuals especially as these seem to be increasing at an alarming pace of late. So is this a solution? Real collaboration? Caring about the wellbeing of all? A more tribal attitude when it comes to workplaces?

I note that conscious capitalism is on the rise, I wonder if this is being driven by the increased number of millennials and youth in employment. This was a hot topic at the Festival for the Future I attended recently; over 100 youth/millennials whose voice was loud and clear about wanting to make a difference, wanting more equality for all, shifting wealth and changing political policies to benefit the wider community.

I’m wondering what effect this is going to have on the future of work – especially given there are ever increasing examples of collective thinking being demonstrated in organisations and many of these are or have been start up organisations run by millennials, our future leaders and the future of work. I predict more collective working examples of individuals coming together and working across platforms, disciplines and geographical distances on projects and pieces of work. I predict more collaborative working spaces, where individuals and organisations share not only workspaces, but ideas, clients and development opportunities. I predict organisational structures changing as people work more within large corporates, but without the restrictions of specific job descriptions, in areas where they can specialise and utilise their expertise. I predict hearing the terms holocracy and meritocracy with much higher frequency. I predict more contracting and less permanent employment, ever more start-ups and small to medium sized organisations as technology changes and continues to evolve and develop. I predict more mergers of larger corporates as they compete on a global scale and not just in local markets.

I could go on and on with my predictions, but I’d love to hear what you think. Both about collective mentality in organisations, youth employment and the future of work.

#WellnessWarrior

The hash tag in the headline is used across social media for those on a health kick and endorsing a healthy way of living, but it’s also used for those living with chronic illness or disease. The number of New Zealanders living with chronic illness is scarily high and on the rise according to figures from the Ministry of Health New Zealand Burden of Diseases, Injuries and Risk Factors Study, 2006–2016, and I feel certain NZ won’t be alone in this phenomenon. Those who I do think could be feeling very alone are those dealing with chronic illness at work. Be it physical or mental, these are illness’ no one else can see, often described as invisible illnesses and being chronic, won’t be just a one off occurrence.

There is much written on this topic on line and in papers & magazines from the individual perspectives of those dealing with these situations; they describe  reactions from others towards them and their situations as ranging from disdain to disbelief and vague understanding to sincere sympathy. But even given how much information is out there and being written to raise awareness and understanding I think more often than not they simply exist without any acknowledgement. Most people living with chronic illness, especially those that can’t be seen prefer to do so in private for a whole host of reasons. They don’t want to be judged. They don’t want pity. They want to be able to join in conversations on normal topics without their viewpoints being taken the wrong way. And most of all they want to appear normal. Chronic illness or disease is often multifaceted, so not only will it recur, but there are so many moving parts to it in some cases that people feel unable or unwilling to explain the extent of their illness, using an umbrella approach or describing one part of the issue/s if at all.

So what can be done to help those living day in day out with chronic illness or disease? First and foremost as with everything in life be mindful; treat others as you would have them treat you, if you haven’t got anything positive to say don’t say anything at all and all those other wonderful mottos to live by our parents gave us. Just be aware that we don’t always know what other people are dealing with. And should they choose to confide in you be understanding, be sympathetic but don’t be patronising. And try to avoid offering helpful advice if you haven’t got any first-hand experience on what they’re going through. Suggesting trying yoga to someone in chronic pain or sympathising with how tired you are too to someone which chronic fatigue won’t help and are things they’ve probably heard a million times before. Instead ask them what, if anything, can be done to help them during the bad times, encourage them to let you know when they’re having particularly hard times so at the very least they’re not going through it alone.

There are many things that can be done in the workplace to help ease these situations, make the circumstances more manageable for people and to provide support. Many firms offer the likes of flexi working arrangements where days and hours of work can be negotiated; others offer on-site occupational health and safety in the form of nurses and or wellness advisors. Employee Assistance programmes can be useful too; both for those dealing with mental and physical illness as both can be a burden and talking it through with a professional can be immensely helpful. Above all creating a diverse and inclusive workplace culture will go a long way to making people feel they can be honest about these situations in the workplace. In today’s fast paced, technology driven, innovative, ever changing world many would feel it a sign of weakness to admit to and be honest about an illness, so it’s important we all work to create environments where this is ok.

As individuals I think if we all took just five minutes to Google a couple of hash tags we would learn a whole lot about living and working with chronic illness, and that in turn would bring more awareness in general. Hopefully that would also bring about more conversation and create more accepting and inclusive workplaces whereby people feel they can bring their whole selves to work. Therein lays my challenge to you: three hash tags, one minute for each on your choice of social media…#chronicillness #spoonie #invisibleillness to increase your own awareness.

Another Google search quickly unveiled a number of support groups, both in real life and via social media for an immense range of chronic illnesses. Ensure if someone does come to you or let you know they are dealing with something that you take it and them seriously and that you respect them coming to you. They may or may not know what other support is available out there, so help them explore the options available to them.

Be well!

Where have all the Millennials Gone?

I’ve been posing the same questions to most of the Agency Recruiters I’ve met with over the past couple of months (they are many) and it goes along the lines of “Are you finding a skills gap in the post university, couple of years’ experience under their belt, mid-twenties (ish), talent market?” and “Is it industry specific or across the board?”. The answers…yes and across the board.

I found this somewhat relieving in the one sense. As whilst I’m recruiting in the media industry the breadth and depth of roles is vast from sales & marketing to creative, IT, editorial, accounting, events, call centre, production and machine operators to name a few. So it was nice to know it wasn’t just us. I’d kind of already worked this out given for most of the role we advertise we’re (thankfully!) inundated with quality candidates and haven’t had much trouble finding talent to fill the roles.

However, when it’s come to those roles that are not entry level, need qualifications and a certain level of skill set, the next step or two up the ladder from graduate, it feels like a ghost town with tumbleweed blowing through. Now this is something of an exaggeration and I realise that – we’ve hired some awesome people in this bracket, but they’re hard to find, tough to convince, know their worth and where they’re going – and rightly so. I’m not sure what we should be calling them so forgive the broader term millennial in the heading!

I’m blaming it on the all-important OE. Something of a Kiwi tradition and coming of age, not specific to New Zealanders, but an ongoing phenomenon of our society none the less. I’m also blaming it on the OE not being the same as it used to, and the group we’re seeing in this stage of their lives now being somewhat more on to it than those who’ve gone before in terms of what they’re getting out of the OE. What was once a one to two year stint in London where you took whatever job you could get because let’s face it, the job was necessary to fund the ongoing partying in the likes of the Church and the Walkabout, house parties where 14+ Kiwi’s and Aussies were all dossing down together and jaunts around Europe whenever and wherever the funds allowed. And they were undoubtedly fun, character building and an opportunity to make friends for life and create memories you probably won’t tell your grandchildren about; but they weren’t about career. As a result when returning home to NZ these people were there to fill the gaps they created when they left in the market, and as everyone was doing it there was a continuous churn in and out.

This generation though are doing it different. They’re going over to do the partying, see the world, build character, relationships and memories; but they’ve also got career in mind. They’re arriving in London and the likes with jobs lined up in specific, strategic industries and organisations to ensure it’s a career building and development/growth exercise as well. And it’s working. Smart. These people are coming home far more experienced than when they left; they’re getting international exposure to markets much bigger and in some cases more advanced than ours (some cases not!) and on return they are no longer at the level they were when they left. In most instances they’re considerably further ahead than that in terms of skill set, experience and salary level. And here’s where the gap in the market becomes evident.

I don’t know what the solution to this is. I commend this group on their foresight and career planning. Not just career planning, they’re life planning too – coming home able to buy houses in the Auckland market which is something out of reach now for so many, but that’s another story.

I wonder what effect Brexit will have on this phenomenon, if any? A couple of people I’ve spoken with have ventured that it may strengthen the somewhat dormant Commonwealth and see a resurgence there. Others have suggested with travel getting harder for those on British passports the OE’s won’t last as long. I wonder whether we should be doing more to grow and develop these people within NZ and our organisations? Will we revert to careers here with overseas travel as holidays as opposed to the extended terms of one and two years? As I say I don’t have the answers, but I’m looking for them, so I would love to hear your thoughts, comments, experiences…..and potential solutions!

You’ve Got Mail

I recently spent some time out of the office, and pre heading on annual leave tried to reduce the looming experience of a ridiculously overflowing inbox on my return by unsubscribing from the multitude of sites, newsletters and updates I’ve signed up to over the years. At the same time I read a “hack” on reducing the stress of your inbox, that included the likes of mail rules and auto-filling and quietly congratulated myself on how much easier my return to work would be, given I had full intentions of “switching off” for twelve days. It occurred to me at this point how obsessed and overwhelmed by email we have all become.

How many emails a day does your inbox average? How many inboxes do you have? I confess to three personal email addresses, two work ones that filter to the same inbox and a generic work one I hold responsibility for but others’ have access to. Six all up. No wonder I’m reading hacks on filtering email and the other blogs and posts I’ve read in the past on time management, claiming back your work day and the like, largely focused on reducing your email time.

I wonder too whether we’ve come to a point where we rely far too heavily on email as our main means of communication? Are we hiding behind it? Will we lose the art of conversation simply because it’s easier and more convenient to whip out an email than pick up the phone or walk across the office? And have we utter lost the ability to write a letter, falling into the less formal speak of email?

In thinking on all of this I came across some great articles such as this Four Influential People Who Ditched Email which detailed not only the people (who will surprise you), but also their reasoning, alternatives and tips for doing the same. Most featured around work lie balance and being more productive in your working day – gaining hours of time back. However, they almost all used alternatives and usually social media, the likes of facebook, twitter and LinkedIn. I’m somewhat sceptical of this also as surely they’ll take up as much time, but block out the junk, newsletters and the like?

I’m all about social media, so don’t get me wrong here, I love it for what it is. The virtues of which I’ve written about many times over due to the networking, learning & development, true friendships and the like I have benefited from on a global scale that I would never had achieved without it.

I haven’t tried forgoing email, and given my job I can’t see myself being able to any time soon, but I’m intrigued. For right now I’m thrilled with averaging 80 emails a day in the main inbox as opposed to the 200+ I was getting before with the hacks I’ve put in place. There seriously is a lot in sending certain mail direct to folders and unsubscribing from the 101 things you’ve signed up for. But what I’m interested to hear is who else has tried something like this? No email or other hacks – and what have you found works?

Here are some examples of the reading I did in all my thinking about this:

http://99u.com/articles/7274/how-i-gave-up-email-and-reclaimed-3-hours-a-day

http://www.chrisducker.com/7-email-hacks-productive/

http://www.forbes.com/sites/jaysondemers/2014/02/05/9-email-productivity-secrets-that-will-get-your-life-back/#40b56d94c5d5

On Leadership…

Picture this; average day, school pick up, Miss Six in the back chattering away in her usual way. Endless questions, comments on who she’d played with that day, what she’d observed whether she ate the carrots in her lunch box, and then wham! One of those moments of pure wisdom that children bring, cutting through to the crux of something that adults the world over struggle with, study, research and theorise over. Now my child does appear to be beyond her years, regularly surprising me throughout her short existence with her knowledge, depth of questioning and grasp of language…..though I’m probably biased!

On this occasion the topic in question, Leadership. Word for word it went like this:

Miss Six: “No, I didn’t eat my carrots Mama. I know about Leadership”

Me: “Oh yes honey, (choosing to ignore carrot comment) – what do you know about Leadership?”

Miss Six: “I know that a Leader is someone who helps other people. They are patient and kind and show other people ways to do things they might not have thought of before”

Me: “That’s exactly right my darling, is there anything else you know about leadership?”

Miss Six: “Yes a leader should look after people and care about whether they feel happy or sad and make sure they’re included. They need to be good at listening.”

Me: “Have you been learning about this at Kura (school – Miss 6 is in a bilingual class)?”

Miss Six: “No. I just know. Mum, if I eat my carrots can I get an ice cream at the mall?”

In a matter of minutes she’d nailed it. Leadership doesn’t need to be as complex as many of us seem to want to make. Break it back down to the basics. The best leaders I know and the top leaders in history (by and large – there are exceptions to every rule!) share the characteristics Miss Six identified:

  • They help; they are genuinely interested in and care about others
  • They take the time to give direction, and step back to let people find their own way
  • They ask questions to encourage thinking outside the square
  • They listen

Now, I could categorise all this with words like communication, integrity, authenticity, influence and write screeds about all of these things and what they mean, how they’re displayed and how to achieve them, and in turn greatness in leadership through them. But why not leave it at that. In the words of a six year old that can be understood the world over, plain and simple?

What price {cost} a smile?

How far does a smile go? Ever walked past someone at work, on the street, in a queue who’s absolutely beamed at you…and found yourself genuinely smiling back? Or caught someone’s eye across the room and shared a grin? And have you ever had one of those moments where you’ve been feeling down or similar and had received a smile, a real smile from someone you knew or otherwise that actually made you feel a little better?

So what price a smile? It costs nothing, yet are you distributing them enough? Are you taking those couple of seconds to look people in the eye, acknowledge them and smile? Appropriately! For there are a hundred different types of smiles of course! But really, it’s such a small simple act, but can change a day, a mood, an outlook. And truly make a difference to another person.

I’m not sure there’s enough happiness in the work place anymore. People are heads down, bum up working harder, faster, smarter and more to innovate, challenge, create and service. And in doing so we’re achieving amazing things. But are we happy? And are we taking the odd moment to stop and notice, reflect and connect with those around us?

A smile doesn’t cost a thing; but is there a cost in a lack of smiles? Would people be more productive if they were happier at work? And would they be happier with more smiles – given and received? There are multiple types of people in workplaces, but have a think who are the ones who stand out? For the right reasons? I’d hazard a guess it’s the person quick with a smile, who’s head held high catching peoples eye and acknowledging them be it in the lift, walking the floor or coming into the building.

We should all be caretakers of morale at work as we all have the ability to directly affect it, in how we interact with those around us. Happiness is catchy and so are real and genuine smiles. Throw a few around the place a bit more often and see what comes back to you. It won’t cost a thing and you might even find you feel better in yourself for it. Smile!

Reflections

I’m noticing a lot of blogs popping up at the moment on being thankful, giving back, and reflecting on the year gone by. To use a cliché I think it’s “that time of year” when many of us pause for a moment to be thankful and reflect, check box goals, have a moment of clarity and/or be mindful. And I 100% prefer reading these sorts of uplifting blogs than the other ones doing the rounds of what not to do at the Christmas party and HR’s obligations or not (for the record I’m going to ours dressed as a wider group of Woodstock attendees – the clothed kind J).

My New Year’s resolution this year – and it’s the first one I’ve had in 10 years since I resolved to quit smoking – was to be kinder to myself. By this I meant not needing to be super woman; to go easy on myself when I don’t exercise as hard, fast or often as I’d like; to give up the working mum guilt; to do the best for right now and the situation; to take time out and to stop offering to organise everything for everyone. I’m actually not sure I achieved this – I think I may need to make this a goal for next year! As it’s been a massive year, fun, and successful, though very fast paced and jam-packed.

Perhaps as a goal I’ll achieve it. As the goals I set for this year I’m happy to say I’ve smashed out of the park, personally and professionally. I think sitting down at the beginning of the year and consciously thinking about goals, shaping them and desired outcomes then putting them into writing has kept me on track. I’ve aimed at keeping myself accountable and enlisted the help of my partner and got him on board for personal goals and a mentor for the professional ones. Both were brilliant at asking the right questions, offering advice and setting me back on course if/when I wandered somewhat.

I’m hugely grateful for the wonderful opportunities that have come my way this year, those I’ve taken up and those I’ve been unable to for one reason or another. 2015 hasn’t been without its challenges, both personally and professionally also, and it’s another cliché but it’s true – what doesn’t kill you makes you stronger. Challenges broaden your experience and expertise, test your resilience and ability to cope under pressure, so recognise them for what they are and know you’ll be better for it when you come out the other side.

Which leads me to the “thank you’s”. Thanks to the family, friends, colleagues, mentor and networks who affected my life this year. I’ve laughed, cried, learnt, taught, expanded, tested, initiated, organised, played, danced and have affected and been affected by so many positive actions from others that have grown, shaped and developed me throughout the year. Thank you and with a big lovely glass of bubbles, Cheers to you!

What’s the Point? Finding Your Purpose.

I’ve stolen the first half of the title for this blog from Jonathon Hagger, after reading his post “What’s the Point?” directly after I read David Cullen’s #NZLead tweet chat recap “Why do we work? Meaning in the Workplace”. Both struck a chord.

It’s no secret that work’s been pretty busy for me of late (always if I’m honest!), but the coming together of three of NZ’s biggest media players has definitely been a game changer and one that’s been incredibly exciting to be a part of. The values and purpose of the three individual organisations have changed somewhat, but also remain largely intact within the new, larger group company. We have a new shared sense of direction in our vision and mission as a group. But how has this worked for individuals? Sure, there have been changes and therefore the why has changed for some people and in the course of this I’ve had some very frank conversations with numerous talent within our organisations and asking them similar questions to those posed in the posted linked above has yielded some interesting outcomes, situations and realisations.

For some people their drive and their purpose is to affect greater change. They may not align and be in utmost harmony with the wider group at this point, but they see an opportunity to make a difference and are striving towards that – these are the people who think big, the disruptors, those that will change the face of workplaces in the world. Then there are those who do buy in to the company “way we do things round here” and are if not 100% behind the purpose of the company then they’re close to it. This is something of a seamless alignment in thinking and an ideal, most people would be striving to find in life.

The opposite end of the scale from the descriptions above are the actively disengaged, or aligned and those who are indifferent. A complete disharmony between employee and organisation is a dangerous situation to have in play as these people may be actively working against the organisational purpose and/or attempting to persuade others’ away from it. Those who are indifferent will do less damage internally and externally to the employer brand and culture, but from a productivity perspective are equally bad for business. Hopefully there aren’t too many of these in a business, but if so it’s in these instances that organisations should be able and brave enough to have upfront conversations with people to help them find their point, purpose, why – whatever you choose to call it. Help them recognise where their strengths lie, where their skill sets are better suited, where they will feel happier and more fulfilled in their work. It may be that these people were once “on the bus” – but as technology, business, and the world around us changed they may be surprised to find that they no longer “fit” with the organisation they’re in. They may need help in recognising this, and in finding alternatives and seeking out their point or finding a new environment where their point aligns with company purpose.

If done well people will thank you for these difficult conversations. It may not be straight away, and it may take some considerable time before they’re ready to make a move or to try something new. But in the end it benefits both them, the original and the new organisation.

I’ve found through these processes too, that sometimes people may be unsure of their purpose, but realise in having a conversation with another that they do share the vision or direction of the organisation; so managers, HR and the like need to ensure they take the time to have open dialogue with talent within the organisation. Many times I’ve had people walk into my office feeling uncertain, or unclear, worried about change and the like, but having vented and received feedback, or a different perspective on the situation they’ve left feeling happy and clear in their future direction.

And to answer the questions???

My purpose is people. Communities within workplaces. Open conversations with real feedback. Finding meaning in work. Creating thriving workspaces. Showcasing, developing and attracting talent. Working smarter, utilising technology. Successful change. Growth & future. My purpose is people.