Lisa Evans MBA, CSP

New Post: Leadership – what’s new? - https://lnkd.in/g9qFUvz2 the extent of research into and writing about the practice of workplace leadership, it’s remarkable that so many organisations, groups and teams perform with no better than average efficiency and effectiveness. Theorists disagree about causes and remedies but unite on the need to continue their research and publishing, adding to the plethora of conflicting approaches, mismatching “key principles” and “essential steps”. Alluring promises of breakthroughs abound but there’s much more theorising than on-the-ground progress. The phenomenon invites the conclusion that it might be best to stop paying attention to this stuff. Confusion is just a book or a blog away.  (Irony intended.) Why do so […]

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JUNG - SHORT: HOW TO LIVE LIFE https://lnkd.in/gFqpksm3 via @YouTube Have some fun with this brief Jungian practice. To join our Living Resilience Online Community Space Online Collapse-Acceptant Courses, Events, Support Groups https://lnkd.in/gMvCb4Wu

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***A powerful, beautiful video giving voice and vision to what is a remarkable new course for people ready to create real, profound change.*** That is how I understand Heather Luna's vivid description of POSSIBLE FUTURES Decolonial Collective's Intro to Decolonial Sustainability course. Links to more about the course, as well as taster workshops by way of "Should I Stay or Should I Go?" and "Intro to the Intro" below. You don't need to bring a life preserver to navigate these seas. You just need to realize you already have one built in. And then use it.

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This is happening tomorrow at 10:00 am Adelaide time! Got a great group from diverse industries and roles for this one. Few spots are still available. Join me for an insightful webinar on Psychological Safety in teams. Where I will share more about my Six Dimensions of Psychological Safety Framework. This makes it practical and actionable to instil a culture of team safety. ✅ Understand the meaning of psychological safety in teams. ✅ Discover a framework to assess and enhance team safety. ✅ Learn to apply the six dimensions of psychological safety. ✅ Know how to accelerate inclusion and foster a safe team culture. Don't miss this opportunity to learn a practical framework and make psychological safety in teams an actionable goal. 🗓️ Register now to reserve your spot! Link in comments. 𝗪𝗵𝗲𝗻 Wed, November 13 at 10:00 am ACDT 𝗪𝗵𝗼 𝘀𝗵𝗼𝘂𝗹𝗱 𝗮𝘁𝘁𝗲𝗻𝗱 Team leaders | Managers | P&C, HR, DEI and OD Professionals #PsychologicalSafety #InclusiveLeadership #TeamCulture

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Have you ever received critical feedback that you struggled to implement or understand? Do you want to improve how you give feedback? Do you want to improve how you receive feedback? Does your team struggle with giving/receiving feedback without hurt feelings? If you answered yes to any of the above you should join our next Psychologically Safe Feedback Course! Presented by our very own Brett Barker, this 1-hour course will help you get there!

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Our #RespectatWork sessions make space for deep discussions on the importance of #psychological #safety. This is one of our graphics developed for these programs. We may know a little about the nature of psychological safety however the specific stages are what leaders find fascinating. Pause and reflect on your everyday actions with team members and colleagues. How do these actions assist in progressing from one stage to another? Stage 1, #Inclusion - represents a sense of belonging, acceptance and of course, respect as a basic human right. Stage 2, #Learner - a feeling of comfort to make mistakes, and with support, learn from these mistakes without fear of punishment. Stage 3, #Contributor - being valued for your perspective and being comfortable sharing ideas without fear of any adverse consequence. Stage 4, #Challenger - given overt licence to challenge the status quo, speak up to improve how things are done. And most organisations would benefit from this form of openness and ideas!! Question: What stage would your team members feel they are currently, and what might you adjust in your actions, tone, or behaviour to advance your team members Stage 4 so they can contribute meaningfully to the challenges you and the organisation face? Can you afford to keep the status quo? Let me know your thoughts on this model. #respectatwork #respect #positiveduty #obligations #leadership

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Following on from yesterday's question about the best approach to creating change in workplaces, today I am wondering how to create real cultural change. Transcript: What does it take to change a culture, specifically a workplace culture? It's a phrase I often talk about and a question I often think about when I'm delivering and writing training courses for my clients. Whilst there's some information that's commonly repeated because it's important, I always make it my aim to make the information I prepare as tailored as possible to the clients. I try to find out what their company's visions and values are, I look at the information they share about themselves online to try and get a sense of who are they portraying themselves as and where does this education piece about what it means to be neurodivergent sit for them. But the one question that I always ask is what will it take to change your culture? Now I firmly believe there are some answers that would be the same for almost any organisation large or small and then  there are some answers that will be different. So what do you think it takes to change a company's culture? What do you think are the steps that are required to go from training and education to actual long term effective change that sees results?

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Two countries, two approaches—how Australia and Indonesia’s unique cultural contexts shape diversity, equity, and inclusion (DEI). Driven by migration, Australia’s DEI practices are formal, backed by strong laws, focusing on measurable outcomes like leadership diversity and equal pay. Yet, gaps remain, especially in Indigenous equity and representation. Indonesia’s diversity is primarily driven by its indigenous ethnic groups, languages, and cultures spread across its many islands, with a focus on unity and social harmony. Inclusivity is more about community values and social justice than formal DEI policies. Read more in ... https://lnkd.in/gKS8Pqkn Furkan Karayel Sarah Britton Sean Dubberke Louis L. Yue Pan-Donath Toyin Odusanwo Marinda Seisenberger Alena Ipanova Cener Doğan Hatice Sitki George Simons Papa Balla Ndong Raya Nunez Mahdi Kasia Grabda Hendro Fujiono PhD. #DEI #Diversity #Equity #Inclusion #CulturalIntelligence #Australia #Indonesia

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This week on Mindwise, join Susan Graham-Ryan and me as we discuss how Memes tap into our basic human need for social connection and shared experiences. On ABCNQ, just after the 10:30 am news. #drjo #mindwise #thegameplan #theelite #meetthepressmasterclass #susangrahamryan #abcnorthqueensland #MemeScience #ViralPsychology #DigitalCulture #SocialMediaTrends

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Ever pondered the reasons behind the failure of certain change initiatives? It's frequently the aspect concerning human behaviour that tends to be disregarded. Vanessa Auditore's latest publication extensively explores the comprehension of fear, the management of resistance, and the cultivation of resilience. By arming yourself with the necessary tools for implementing successful change, you are better equipped to navigate the complexities of organisational transformation. Understanding the psychological barriers that can impede progress, such as fear of the unknown or resistance to change, is crucial in steering initiatives towards favorable outcomes. Auditore's insights shed light on the importance of addressing these human factors in any change management strategy. By honing your skills in these areas, you can enhance your effectiveness as a leader and positively impact the trajectory of your business. #OrganisationalChange #EmployeeEngagement #AdaptabilitySkills. Set your change project up to succeed! ORDER YOUR COPY today and receive BONUS Organisational Readiness Survey (ORS)

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EMCC Global Conference starts today - an honour to be recognised for coaching supervision. I continue to learn so much from all those who I supervise - whether in groups or individually. You teach me how I can contribute to coaching , and in particular ethical coaching practice. Shout out to Tammy Turner, MCC, ACTC, Master EIA and ITCA, GISA (Australia) and Jo Birch (UK) for their achievements and contributions to coaching supervision. #excellence #professionalcoaching #EMCC #coachingsupervision #supervision

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Ever wondered how to truly drive meaningful change in your organisation? By adopting a shared decision-making framework, you can involve people with lived experience at the strategic level, engage stakeholders to enhance programs, and co-create personalised support. #shareddecisionmaking #codesign #organisationalchange

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I was once told before starting a new role leading an organisation to remember the importance of being a custodian. Whilst I would naturally come with fresh ideas, enthusiasm to improve and a desire to make my mark, my wise counsellor clearly and kindly explained: * The organisation had existed for a long time before me. * It would exist after me. * Many of the people that I would lead would experience several leaders; I was “just” another one. * The organisation had a wide range of valuable physical resources (people, equipment, facilities and services) for which I would be ultimately responsible. * It had conceptual resources, such as intellectual capital as well as moral resources, such as ethos. * All these would need maintaining and sustaining. What I learned then (often by getting it wrong) was that treasuring the moral and trusting the people resources often produced great sustainable value. What I now know is that also being custodians of the most significant resource - our planet - delivers the most meaningful sustainable value. #value #triplebottomline #sustainability

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As facilitator of men’s behavioural change programs, moments like these affirm my belief in the transformative power of change. The quote in this image is from a partner of a perpetrator who completed a men’s behavioural change program I facilitated. It speaks volumes, not only about the positive impact the program has had on this man's life but also on the lives of those around him. Witnessing partners recognise the growth and calmness in the men who once terrorised them is a testament to the profound shifts that can occur through dedicated support and intervention. It's moments like these that remind me why I'm deeply passionate about facilitating these programs. Men who have been violent have the capacity for change, and every transformed life ripples outwards, creating safer, healthier homes and communities.   Not every man who uses violence will undertake a program and not every man who attends a program will achieve behaviour change. Whether that’s due to a lack of readiness, failure to see the need to change, or an out-of-control addiction. I recognise there are survivors who watch their abusers leave the home and wait desperately for the possibility they will return having made even the smallest steps to change. Not everyone’s experience of a behaviour change programs is like this and it’s why there is a crucial need to invest in having quality facilitators and safety mechanisms which surround the program.   I've facilitated group programs working with perpetrators of violence as a second job for 7 years now. I just can't walk away. I feel like it keeps me grounded in the work and a humbling reminder of what life is like for victims of abuse. When we get this kind of feedback it motivates me to continue providing a space where men can confront their harmful behaviours, unlearn dangerous beliefs, and ultimately build nurturing relationships. #domesticviolence #behaviourchange

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UTD Defence - Training When attempting to de-escalate aggression or diffuse an argument, the goal is to stay calm, use non-confrontational language, and show empathy. MAXIMIZE CHANGE IN YOUR TEAM Our workshops are a strategic opportunity to educate, train, and improve resilience in your organization. By allowing our Coaches to align with, understand, and educate your team, you’re maximizing the opportunity to build a strong mindset.   Our workshops are custom fit to your team's needs and objectives to ensure everyone gets benefits.  ​ Our workshops can be one of the best team-building experiences for your company.

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The safety and quality of conversations occurring across your organisation are the key to unlocking psychosocial safety.

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