Heather McKoy (nee Dickinson)

Have a plan to bring awareness to the loneliness problem and let's remove the stigma. Let's have the courage to start the conversation with our teams/colleagues. If you need help on how to get started, just reach out to me or organisation like Ending Loneliness Together. #loneliness #lonelinessawareness #abetterworkplace #leadership

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Do you have a Capability Framework? If not, AHRI has a Capability Framework that you can adopt that defines capabilities, skills, knowledge and behaviours to deliver employee experience and drive strong organisations. A Capability Framework also defines accountability...another tool in your organisation toolkit! https://lnkd.in/gEZ8y9wi

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This article looks into a case where a determination needed to be made as to whether or not the actions of the employer were considered to be reasonable management action or bullying. https://lnkd.in/gQWsjVcw   This is a situation that I am asked to consider on a regular basis when I am conducting investigations into bullying allegations against managers.   The Fair Work Act in s789FD (2) states; Behaviour will not be considered bullying if it is reasonable management action carried out in a reasonable manner. This exclusion is comprised of three elements:  * The behaviour must be management action * It must be reasonable for the management action to be taken, and * The management action must be carried out in a manner that is reasonable When making a determination on a complaint of bullying against the managers I take into consideration the following; * Fair Work Act s.789FD (1) * Fair Work Anti Bullying Bench book https://lnkd.in/g2Hj8E3F * The comments made by Commissioner Hampton in the case of Re Ms SB [2014] FWC 21042 – paragraphs 48 & 51 https://lnkd.in/gkHAG7d9 * The SafeWork Australia Guide to preventing & responding to workplace bullying, page 7 - https://lnkd.in/g9JvsSHi If you are not sure about how to make a determination on the difference between workplace bullying and reasonable management action please contact me. As a result of conducting so many investigations against managers I have developed the Management Essentials training program which clearly outlines what reasonable management action is and also provides guidance on conducting performance management to avoid proven complaints. I refer to this as preventative first aid for managers. The details are here - https://lnkd.in/gFvJY7vF Remember, you want me for traiing before you need me for an investigatgion. #Hr #HRmanager #HRadvisor #humanresources #Training #reasonablemanagementaction #workplacebullying #workplaceinvestigation

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Coaching is there to help people work through a challenge, problem or change, working out a way forward that is right for them at that time and unlocking insights that help to achieve this. That’s why I work with clients in two ways. 1. A six session coaching program that the client can use at the pace that’s right for them. 2. Power Hours so that clients can keep the learning and development alive and moving forward. To find out how this could work for you, drop me a DM for a chat or book in a free discovery call (link in comments). Don’t get stuck like these folk I met on this morning’s dog walk, let’s work together to find your way forward to elevate your career. #coaching #noocoaching #career #development #leadership #grow

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Some red flags to take into consideration when we come across training requests (as internal or external L&D professionals). Long story short, training is not always the solution (and definetly not the only one) and the training request rarely reflects the real need => more indepth analysis should be made before deep diving into designing development solutions. Thank you Lavinia & Offbeat for sharing! These are important lessons that some of us had to learn the hard way 😊

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Since when did we decide that work had to be draining, taxing, and exhausting? There is now so much research showing how productivity increases when we provide workplaces where employees thrive. Surely leaders want higher profits, lower costs, and more efficiency! So why the constant battle to 'milk' employees to get more out of them even though that negative costs are now well known. I love psychologist Naomi Armitage's quote "Work should make us well not sick." It is so much in line with Dan Pink's quote "There's a mismatch between what science knows and what business does." His 2009 TED Talk was already showing the massive gap between what social scientists could prove and what business was and was not doing. https://lnkd.in/gcFGF_jP The pandemic was the catalyst to change the way we work and I hear daily stories of businesses that have successfully evolved into the new way of working. Sadly, we still hear of so many other businesses operating in the outdated mindset of profit over people regardless of the damage being done to their employees, now and in the future. What we are seeing is a massive gap between those businesses and industries that have the best applicants on waiting lists versus those that keep complaining that they can't find workers. Want to be an employer of choice? Then focus on creating the environment where your people thrive regardless of the kind of work they are doing. Remember culture is not just about free lunches or beanbags. It's so much more than that! Let us help you to better understand your brain so you can understand others and lead with the brain in mind. Remember, if you're not training your brain, someone else is doing it for you. For more info go to www.neurocapability.com.au and sign up for our monthly newsletter and also follow NeuroCapability. Join Penny Curnow, Jeff McKeon, myself and the team, on my mission of changing the world one brain at a time. #innovation #management #leadership and #neuroscience

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A 2-hour workshop isn't going to change most people's behaviour. Most people know what they need to do, in terms of having a difficult convo, they just can't bring themselves around to actually doing it. That's where a coach and ongoing support comes in. Orgs wanna run a 2-hour Feedback workshop and hope that at the end everyone will miraculously become brave. To be clear - those workshops do make change, and even if one person applies those skills then the workshop pays for itself. But, if there's a deep desire to change the feedback habits of the folks in charge, on-going tailored support is what's needed to make a lasting change. 98% of the time a workshop on giving effective feedback is only going to make people who already give feedback better at it...which isn't a bad thing, but it's not org-wide change.

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This is a great post Karen Lord because it captures so much of what is currently challenging many public sector organisations. A perspective we adopt in Mindsmith Thinking because it is a solution for current challenges. #Leadership #Intrinsicleadership #culture

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This article from Australian HR Institute (AHRI) struck a chord with me, not only because I am a non executive director with HR expertise but because it signals that change needs to occur, and be seen to occur, at ALL levels of our organisations. Does your Board need HR expertise? In the past I've contributed as a facilitator for Board processes as well as being an active Board member. Let's get a conversation going that leads to some change. #directorship #strategicHR #leadership https://lnkd.in/gMnyZuRw

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ENROLMENTS CLOSING SOON: Dare to Lead™ Public Program starting Thursday 25 July 2024 Will this be the year you finally have that tough conversation you've been avoiding? Will this be the year you consciously cultivate your courage as the leader of your career and your life? Will this be the year you invest in deepening your relational and emotional intelligence? Will this be the year you add new language, insights and tools in service of having greater confidence and better boundaries? Will this be the year you give yourself permission to know yourself better so you can show up and speak up with authenticity and grace? Starting Thursday 25 July 2024, you're invited to join an intimate group of curious leaders as together we dig into the four critical skills of daring leadership: 1. Rumbling with vulnerability (defined as risk, uncertainty and emotional exposure) 2. Living into your values (a unique way to define your two core values and the behaviours that support them) 3. Braving trust (dig deep into the seven behaviours of trust building: boundaries, reliability, accountability, vault, integrity, non-judgment and generosity) 4. Learn to rise (a process for bouncing back from a failure, disappoint or setback) Details: - Commencing Thursday 25 July 2024 - 3 hour sessions over 8 consecutive weeks (10am - 1pm AEST) - Accessible to leaders and their teams everywhere - Highly interactive and engaging program delivery - Limited numbers for deeper impact - Evidence-based curriculum - Support available if you're unable to attend a live session - Minimal out-of-session work required - 12 months of ongoing post-program support - Digital certificate of training on completion - Delivered by Certified Dare to Lead™ Facilitator, Kylie Lewis Join us. Let's grow together. Bookings and information here: https://lnkd.in/diBqvhrn

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I’ve been exploring the latest research on self-regulating wellbeing in the workplace, and the insights are both eye-opening and exciting. There’s a clear shift happening, organisations are adopting proactive, structured, and collaborative strategies to boost workforce health and resilience. From fostering psychological safety to leveraging technology, these strategies are transforming the way we approach employee wellbeing. As much as I’m excited about the progress, I’m also eager to hear from you. 💬 I’d love your thoughts on this: 1. What wellbeing strategies have made a real impact in your organisation? 2. Are there any technologies or approaches you’ve found particularly effective? 3. How can organisations integrate these practices into their culture for long-term success? Your insights would be incredibly valuable! 👇 #WorkplaceWellbeing #EmployeeHealth #WellbeingTech #Innovation #EmployeeEngagement

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At Headtorch we're often asked about the Business Case for workplace mental health, i.e. what's the point? Well there's a lot of point, ethically, legally and financially. Looking after your people is not just a 'nice thing to do,' it's essential for morale, energy, purpose and performance. What's more it's measurable. Let Data Do The Talking - it's a no brainer #workplacementalhealth #employeengagement #purpose #

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🌟 Embrace Neuro-Inclusive Leadership and Uncover Hidden Potential 🌟 Online Workshop: 16 October 2024, 12-3 PM Link to book is here: https://lnkd.in/gwCM-uXE 🌟Embracing Neurodiversity: The hidden potential in your workplace🌟 As workplaces evolve, understanding and embracing neurodiversity is essential. With a growing number of neurodivergent individuals in the workforce, it’s more important than ever to leverage their unique strengths. This awareness workshop is designed for managers, team leaders, and professionals and all those new to the term Neurodiversity, eager to create workplaces where everyone thrives. During this three-hour online session, you’ll gain practical strategies to: * Recognise neurodivergent traits in your team * Leverage diverse thinking for improved performance * Build a more inclusive and understanding workplace 💬 Testimonial from a recent participant: A big shout out to Jessica Bandiera and the EPA Gippsland Leadership Team who attended my Neuro-Inclusive Edge Leadership program last week. Jessica shared: "Wow! What a day my leadership team and I are all the more richer in knowledge after Patricia Falcetta OAM Global Goodwill Ambassador whom workshopped Inclusive leadership covering neurodivergent, psychological safety and creating inclusive workplace. Fantastic tools and discussion the start of a new area of our growth as a leadership team here at EPA." Don’t miss this opportunity to start your journey towards inclusive leadership. Register now:https://lnkd.in/gwCM-uXE for the 16 October online workshop. 👉 Sign up today! https://lnkd.in/gwCM-uXE #Neurodiversity #InclusiveLeadership #PsychologicalSafety #NeuroInclusiveWorkplace #LeadershipDevelopment

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Disconnection at work is often a sign of an unattended culture. During a recent client engagement workshop, I asked participants to describe their organisational culture. One person responded, "We don’t have a culture." He didn’t realise that in saying this, he was actually describing his experience of the culture: he felt no connection to it, and it didn’t inspire or support him. His stiff expression spoke volumes. I followed up, asking, "When was the last time you spoke to someone in a different department?" He replied, "I hardly ever speak to anyone outside my own department." This is a clear example of a disconnected culture. The truth is, every organization has a culture, whether it’s positive, toxic, or simply neglected. If people don’t feel connected to their culture, if it doesn’t inspire them, how can they thrive as productive and happy employees? But a better culture can always be cultivated. Like a garden, with the right attention and care, it can flourish. When we nurture connection and engagement, we create a space where people feel valued, aligned, and excited to show up. Even if the flower has withered, a little care - fertilizer, water, and sunlight - can revive it. #moveyourthinking #organisationalculture

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👇If you are navigating a toxic work environment, I promise you aren’t alone. More than likely you belong to a larger system that regularly sweeps bullying under the rug or perhaps even more astonishing, actively promotes and deploys it behind closed doors. If you’re feeling isolated, it’s more than likely true that you are experiencing something many others have too. So many people are surviving in these spaces and keep their heads down to avoid becoming a target (or even more of one). 💡The trick is remembering that you are deserving of a psychologically safe work environment. They do exist! Find support in spaces that feel safe to you. ⚓️Coaches are a wonderful resource to help you explore the belief systems you may have attached to while in these environments.

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A potential client asked me a great question last week - She shared that the Leadership Lift program sounded great but that she'd love to know more about 'why Jane' when she sells this leadership program to her c-suite. She asked 'What is it about you? What does Jane bring to this that someone else won't?'. I don't think anyone has ever asked me this question before. There were a few things I could share - First, they're in the financial industry and I've worked in HR in that industry before so I understand some of the dynamics, challenges and can speak their language. But when I gave it more thought, I narrowed in on two things I could share with her that makes me a bit different: 1. I take a fresh approach to leadership development that considers the current landscape of workplaces and how the expectations of employees are continuing to evolve. We're digging into what is needed from leaders today and what skills and practices leaders need to build going forward to respond to the evolving talent market and evolving expectations around how we balance performance and well-being in the workplace. 2. My goal is to bring a real spark to new and seasoned leaders that gives them the momentum to start being more intentional about the how they lead and try some new practices and strategies. I endeavour to spark a real mindset shift around how they lead, how they connect with their team and how they drive their vision forward. My favourite thing to hear from past attendees is when they share that the leadership training has left them feeling energized and motivated to move forward and take ownership of their leadership journey. So thank you to this potential client for helping me reflect and clarify the 'why me' question! Feel free to share in the comments your 'why you' answer. What makes you different or unique? #leadership #leadershipdevelopment #humanresources *Also shout out to the QNET Manitoba headshot lounge at the conference a few weeks ago for this pic! Thanks Patricia Chartier Photography.

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Want to create a psychologically safe workplace? ✨ Empower everyone on your team to set appropriate boundaries and speak up about what does and doesn't work for them. Encourage personal accountability for speaking up and listening to others with an open mind to collaboratively create solutions. #HR #Leadership #Trust #PsychologicalSafety #BetterCulture

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It is no secret that we can build high performing teams by developing high performing individuals, and that only happens in a sustainable way if the team members feel safe and valued. Consistent and inclusive leadership is a key to making sure that is how they feel. Inclusive, consistent and genuinely caring leadership decisions must be be embedded into daily practices, not turned on and off to suit leaders. If there is any flakiness or inconsistency here, people are likely to either rebel or to withdraw physically or emotionally. Hence I say, let's start with empathy again from the emotional intelligence stable. Tune-in to 'The Flourishing Introvert Talks' podcast, episode 240 - 'Building Dynamically Inclusive Teams' for my perspective, and I'd love to know your thoughts and perspective too! You can also listen-in here - https://lnkd.in/ebXzEp4X Quietly, and consistently yours, -Joanna #Consistency #InclusiveLeadership #PsychologicalSafety #WorkplaceSafety #JobSecurity #ReliableLeadership #Introverts #FlourishingIntroverts #IntrovertInclusiveWorkplaces #Podcast #Empathy #IntrovertedLeadership

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Here is my article on Psychological Safety.  As a DEIB Advocate, I strongly recommend the role of a leader in creating a Psychological safe environment for the team.  Read and let me know how this resonates with you ?

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