We unpack how to create connections across cultures and enable Belonging for Everyone Equally in Australia in 2023.

Explore The Brain Science of Bias and the Psychology of ACT Theory to create Inclusive Behaviour and Belonging.

• How we move Beyond Bias to Behaviour and Belonging

• Explore your Privilege, degree of Inclusion and Wellbeing

• Identify 3 actions to create Belonging for Everyone Equally

The Powerful Impact of Language: Harmony Week vs. the Elimination of Racial Discrimination. Language has the potential to cloud or clarify.

What will your focus be on 21st March 2023?

What can you do to ensure Diversity Days are more than performative?

Embracing your Power: through influence and impact was the topic this International Women’s Day for an organisation in the tech sector. Whilst we’re not advocates for those with the least power being tasked with changing the system from within, I’ve seen the benefits for women of understanding they are not alone and embracing the power they do have. Learn more about:

• The Real Nature of the Challenge for Women

• Explore Communication for Connection

• How to Expand Social Capital, and

• Navigate Networks and Sponsors

At Google, the organisation which popularised psychological safety, also going through the current IT ‘bust cycle’, team members are asking “how safe it is really to speak up now”?

Psychological Safety, like trust, is a delicate creature.

• Will Eric Yuan’s announcement increase the workforce’s appetite for risk?

Despite the current economic uncertainty, The Australian Human Resource Institute’s monthly employee turnover data indicates the Great Resignation may be waning but is not yet over.

• Is our focus on fun events back in the office to create #connection and webinars to support #wellbeing, paying dividends?

• What can we learn from a "canary in the coalmine" industry?

• What are the 3 levers which can shift a GO decision to a STAY decision?

Now that we've been experimenting with #HybridWork rhythms and routines, the conversation is turning to Culture.

• How do we RETAIN it or better still, IMPROVE it?

• What type of #leadership optimises culture and performance?

• What role does #PsychologicalSafety play?

High Performance Hybrid Teams in the Endemic Era offer a unique opportunity to create competitive advantage.

• Which WorkPlace model enables the highest performance?

• Are Leaders and Team Members aligned?

• What guidance does the Research offer?

Research from the Human Behaviour Lab at MIT provides insights to explain why so many managers have a preference for physically co-located teams.

• Given the confluence of factors pointing to Hybrid WorkPlaces, how can Leaders and Teams maximise benefits and minimise risks to co-create a High Performance Hybrid Team?

With the coming of age of the Hybrid Workplace, there’s a massive opportunity to capitalise on today’s commercial and social landscape and create environments that increase performance because of your diversity not despite it.

• How can Hybrid increase performance and productivity?

• How can Hybrid retain talent?

• How can Hybrid capitalise on diversity?

If you are like most leaders I’ve spoken with, finding time to manage all the competing priorities and also look after your own needs - is a demanding juggle!

• Is it possible to grow your business and care for your team?

• What are the simple, but powerful skills which meaningfully impact innovation and performance; wellbeing and belonging simultaneously?

Have you lost your spark?

Covid has brought many of us to the brink and beyond, of physical and psychological health and wellbeing.

Brene Brown recently confessed to feeling ‘untethered’, in a podcast with Dr Susan David, a Harvard Psychologist.

• How can we Reconnect, Find our Foundations and Thrive again?

• How can Leaders create Thriving Cultures and Teams?

Psychological Safety is in the top 3 factors for increasing the Thrive Factor in your workplace and your team.

• What practical strategies are available to increase Wellbeing & Belonging, Innovation & Performance in your teams?

Let’s face it, in 2022 we’re going to be called on again, to be as brave as we were in 2020 and 2021.

There’s a big difference between the positive pressure of bravery, and the burden of bravado.

• When do you unconsciously select your ‘bravery suit’ over your ‘bravado armoury’?

It’s a new year and many teams will be calibrating their team focus and priorities.

The question on many leaders minds, is how can I support my team to move from Performing to Thriving and Innovating and take advantage of the opportunities disruption naturally creates?

• What are the rewards for teams who Ignite Innovation?

• What stage of Maturity is your team currently at?

• What are the characteristics of Leaders whose teams Ignite Innovation?

A new year creates an opportunity to refresh and re-energise strategy. Without alignment and commitment from the top team to the frontline - where it matters most - they languish and under perform relative to their potential.

It is as true of #Diversity #Equity and #Inclusion strategies as it is for any other high value business strategy.

• How do you create a message that resonates for Frontline Leadership, where we know fatigue (and fear) is common?

• Will your Frontline Leadership create a flourishing D, E & I Strategy in 2022?

If you’re achieving your Diversity goals and ready to focus on Inclusion - there are 3 critical factors to consider:

• Why Inclusion Matters to your Strategy;

• How to align Inclusive Leadership @ all levels

• WHY, WHAT and HOW at the Frontline.

Gaining Commitment to and Budget for a High Business Impact Diversity, Equity and Inclusion Strategy can be challenging for many HR Leaders.

What does it take to move beyond Diversity Days and Hiring Under-represented Talent to execute a robust D, E & I Strategy that delivers business value?

• How do you align Systems and People?

• Where are some common Disconnects?

Psychological Safety - does it compete with or complement achieving business results?

• How does Psychological Safety at Work contribute to better business outcomes?

• How does each Leadership Level execute Psychological Safety differently?

• How does Psychological Safety impact Wellbeing and Belonging?