Australian Not-For-Profit Workforce Study: Your chance to participate

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Recently the Centre for Social Impact at the University of Western Australia launched the Australian Not-for-Profit Workforce Study: designed to become the largest ever research study on and for all NFP organisations, employees and volunteers. It addresses important themes such as staff development, well-being, engagement, leadership, and more.

This national survey is a unique opportunity for the sector and supported through the Australian Research Council. Moreover, it’s purpose-built to directly support NFP organisations and their people: everyone obtains sophisticated workforce analytics to understand and improve the impact of their work, all for free. Everyone’s perspective is important to advance practice, policy and funding that make NFP organisations more sustainable and successful.

Participation requires no specific invitation: anyone interested just starts at

How To Mentor A Remote Employee

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Full or part-time remote work is growing trend. Gallup’s “2017 State of the American Workplace” report found that nearly four in 10 employees does some work from home.

Gallup’s research found remote workers overall to be slightly more engaged than their in-office counterparts. However, the report also indicated that those who spend more time working remotely rather than in the office may miss “important social and collaborative opportunities that are integral to engagement and well-being.”

But Jody Greenstone Miller, CEO of Business Talent Group, says that managing remote workers isn’t much different than managing other employees. By building relationships and mentoring workers, you can develop employees and keep them feeling very much a part of the team, she says. And while mentoring people who work elsewhere offers some challenges, it’s not much different than mentoring people you see regularly, she says.

To create an effective remote mentoring program, focus on four key pillars.

10 Warning Signs That Your Leadership Pipeline Is At Risk

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Leadership readiness is among the greatest risks companies face today. According to the 2016 Global Human Capital Trends report by Deloitte, 89% of executive survey respondents “rated the need to strengthen, re-engineer, and improve organizational leadership as an important priority.” But “more than half of surveyed executives (56%) reported their companies are not ready to meet leadership needs.” According to its 2017 Global Human Capital study, “organizational capabilities to address leadership dropped by 2%.”

The demand for talent that is identified and ready to step in has never been greater. Traditional models of leadership development are still used but are not developing the type of leader necessary for today’s business environment.

Be aware of how well-prepared your leadership pipeline is and how effective your leadership talent management practices are at producing the next generation of highly capable leaders. Here are 10 warning signs to watch for, beyond the typical misses in financial performance, that may indicate challenges with your leadership pipeline and related talent management practices: