Driving return on investment through people
Leaders who have learned to be vulnerable have a stronger impact on people and business results. What is a vulnerable leader? It is a leader who has accepted that she does not have all the answers – and more importantly, that she must not have all the answers all the […]
The leader of the future is the antithesis of many current leaders who focus on their silos to achieve results, writes Jerome Parisse-Brassens, who explains that HR needs the appropriate tools to support the development of new culture leaders There is a significant shift occurring in organisational cultures, in response to […]
There are a number of steps organisations need to follow in order to move from the process of Agile to fostering a truly Agile culture in which leaders transition from the command and control mindset, writes Jerome Parisse-Brassens After ten years of implementation of Agile by organisations around the world, I’m […]
In the wake of the Royal Commission into banking and now other sectors, many companies are looking at how to create a culture of psychological safety to get their people to speak up, writes Jerome Parisse-Brassens Creating a safe space is also referred to as psychological safety. The term psychological safety […]
HR teams need to take a proactive and early role in potential a merger or acquisition, according to Jerome Parisse-Brassens, who details a 3-step process to ensuring a successful cultural due diligence and resulting M&A integration Most organisations start thinking about culture after a merger or acquisition deal is signed […]
3 key elements of Mastercard’s “triple crown” of talent management https://www.insidehr.com.au/mastercard-talent-management/
It’s never too late to become a great listener and there’s a lot of power in sharing with your team that you are focusing on becoming better at ‘listening and learning’ in order to help you, them and the team be more successful. https://www.insidehr.com.au/the-power-of-listening/
Not every request from others adds value to the strategy/mission. It’s not that the request is bad, it simply may not add real value. https://www.insidehr.com.au/overcome-the-yes-reflex/
