The Directing Change Scholarship will tackle the lack of people with disability in Australian boardrooms. This scholarship will utilise the skills of both the Australian Network on Disability and AICD by providing training, mentoring and support to 15 leaders with disabilities, alongside building the disability confidence in current Australian board directors, so they can welcome people with disability.
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Employees are hungry for feedback from their leaders, managers and peers. They want to gain insights that advance their abilities and future potential. And more than ever, feedback is pivotal for engaging employees: Gallup data show that when employees strongly agree they received “meaningful feedback”, they are almost four times more likely than other employees to be engaged.
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The purpose of this policy is to outline the strategies and actions that your organisation intends to take to prevent the transmission of infectious diseases through the use of vaccination.
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“To create success, organizations must try new approaches to their current processes, then measure their successes and recalibrate as needed. Create an organization and culture that others look to as the gold standard across every part of your business”
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Lockdown has been reflective and clarifying for many Australians. They want change, and they’re using the power of their voice and wallet to bring it about.
This is good news for non-profits & social enterprises wanting a corporate partner in their corner. Charities are no longer just the caring sector, but a powerful ally helping companies to meet consumer demand. There’s a prediction of growth in corporate-cause partnerships in the coming year.
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If pursuing agility yields benefits, what is the recipe for success? A McKinsey Global Survey of 2,190 respondents across industries and geographies asked about the real impact of agility on business.
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“People might return to their old jobs after a short while, but the true test of a successful boomerang employee is how long they stay. Alburey thinks that the people who come back to their old workplace in the coming months may be jumping back too soon”
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“360 reviews, ‘culture pulses’ and staff surveys are the go-to tools for leadership evaluation and understanding company culture, but ‘shadow values and principles’ stop them from revealing the full picture. Here are three steps to identify and address shadow values to better understand you company’s culture.”
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Nearly half of U.S. workers are watching or hunting for job opportunities. Robust retention strategies should include stay conversations in order to reduce employee turnover. These proactive conversations will be very important for adaptive leaders.
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“The Centre for Social Impact has identified the need to take the ‘pulse’ of the sector to uncover how it is faring in a range of areas such as financial, technological, human capital, adaptation, and of course, meeting its purpose.”
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