A few years ago, one of my sons and I completed a four-day bush walk,  lugging an enormous backpack along the extraordinary Tasman Coastal Trail in Tasmania’s southeast. Along with magnificent memories, aching knees and sore shoulders, I returned with a new insight into leadership style and performance.

Each day of the walk we encountered numerous snakes on the track. Most of them slowly made their way into the scrub and we were able to pass safely. A few lingered, making us wait until they were ready to move or find an alternative path. Knowing that every snake in Tasmania is poisonous, we were mindful of their presence and always on the look out.

On the third day, we walked out onto Cape Pillar, which has the highest sea cliffs in the southern hemisphere. We met a number of trail workers developing a new track to minimise the environmental impact of walkers. Chatting with one of them, I asked if they had many problems with snakes – he responded by holding up his gloved hands. ‘They are everywhere. We have to work on the assumption that there is a snake under every rock, every bag and around every corner’, he replied, before going on, ‘and it slows us down. If we didn’t have to worry about snakes, we would make twice the progress.’

 As I walked, and perhaps in a desperate attempt to focus on something other than the weight of my pack, I reflected on the impact of a potential snake under every rock. How different was the experience of these track workers from that of many people working in ‘safer’ indoor environments every day?

For many workplaces the snakes under the rocks are metaphorical – but the impact on productivity and mindset is just as real. When people worry about ‘being bitten’ they hold back. When they are worried about consequences rather than performance they commit less.

******************************************************
Want to check out how Authentic your organisation is? Take our free online Authentimeter Assessment tool here

You can find full shownotes for this episode and more here

Visit our website The Real Learning Experience

Follow us on instagram or Linked In

Got a question for the Podcast? You can drop us a voice message via instagram or email us at: theculturenerds@reallearning.com.au

Thanks to our Podcasting producer, Josh at Deadset Podcasting for all his work behind the scenes.

Thanks for listening!

In todays episode we delve into the often overlooked aspect of career progression: leadership obligations and the unconscious journey many individuals embark on when they accept promotions solely for career advancement without fully considering the responsibilities that come with leadership roles.

Drawing from experiences with various senior leaders, we explore how individuals are propelled into leadership positions driven by ambitions for career growth and financial gain. Yet, they shed light on the common scenario where these individuals find themselves ill-prepared for the complexities of managing people and relationships, realising too late the weight of leadership expectations.

Throughout the discussion, we continue to ask the question around the adequacy of organisational processes in preparing individuals for leadership roles. Do organisations do enough to explicitly outline the leadership obligations that accompany promotions? Are there alternative career progression paths that don't necessarily lead to leadership roles?

******************************************************
Want to check out how Authentic your organisation is? Take our free online Authentimeter Assessment tool here

You can find full shownotes for this episode and more here

Visit our website The Real Learning Experience

Follow us on instagram or Linked In

Got a question for the Podcast? You can drop us a voice message via instagram or email us at: theculturenerds@reallearning.com.au

Thanks to our Podcasting producer, Josh at Deadset Podcasting for all his work behind the scenes.

Thanks for listening!

Do you have a poor performer in your team? No someone who is doing well but could do better, which describes most people in most workplaces. We're talking about someone whose performance or behaviour is below a threshold of acceptability.

As uncomfortable as it may be, it is your responsibility as a leader (and not just a manager) to address this. The way to do that is by recognising there are only three outcomes when managing poor performance - and then eliminating one of them. Before we dive into those outcomes, let’s look at the consequences of unaddressed performance issues and a case study.

When you fail to eliminate one outcome, you allow several things to happen:

• The overall performance of the team suffers
• Morale in the team takes a hit and won’t recover until there are genuine efforts to address the performance
• Standards decline across the team. When you hear someone say, ‘what’s the point?’ you know they are about to make a conscious choice to reduce their own performance because their efforts aren’t making a difference
• The people your team exists to serve - internal or external - are going to get compromised outcomes
• People within your team, peers and senior leadership perceive you as an ineffective leader
• You develop or perpetuate habits that compromise your capacity as a leader

It’s a grim list, isn’t it? And it all comes back to not being prepared to eliminate one of the three outcomes. 

******************************************************
Want to check out how Authentic your organisation is? Take our free online Authentimeter Assessment tool here

You can find full shownotes for this episode and more here

Visit our website The Real Learning Experience

Follow us on instagram or Linked In

Got a question for the Podcast? You can drop us a voice message via instagram or email us at: theculturenerds@reallearning.com.au

Thanks to our Podcasting producer, Josh at Deadset Podcasting for all his work behind the scenes.

Thanks for listening!

I finished my presentation and the CEO beamed at me.

‘That’s brilliant,’ he said. ‘It’s great to have confirmation that we are doing all the right things.’

He smiled around at the rest of the assembled executive team, stopping only just short of reaching up to pat himself on the back. Meanwhile, one executive rolled their eyes at another, while three more stared down at the table.

The presentation was called Demystifying and Transforming Workplace Culture. I had offered to do it for the executive team after meeting the People & Culture manager, who was now staring fixedly at the table, at an event the previous month. She had confided in me that the organisation was having significant issues with accountability, performance, morale and retention. This toxic workplace culture was flowing through to bottom line performance. Yet here was the CEO proudly proclaiming that their culture was remarkably good.

Everyone else sitting at that table wanted to call ‘bullshit’. But they either didn’t dare or knew it would be pointless, so they sat in silence which the CEO assumed to signify agreement.

******************************************************
Want to check out how Authentic your organisation is? Take our free online Authentimeter Assessment tool here

You can find full shownotes for this episode and more here

Visit our website The Real Learning Experience

Follow us on instagram or Linked In

Got a question for the Podcast? You can drop us a voice message via instagram or email us at: theculturenerds@reallearning.com.au

Thanks to our Podcasting producer, Josh at Deadset Podcasting for all his work behind the scenes.

Thanks for listening!

If we want high performance from team members, we have to set them up for success.

There are two critical things that you, as the leader, can provide make that high performance significantly more likely. They are both free and abundantly available to leaders. 

Both of these ingredients - the bookends of high performance - are misread by most leaders. They believe they are providing much more of them than their teams believe they receive - and that is flowing through to performance and engagement.

What are these mystery ingredients? Surely some sparkling new concept or revolutionary new leadership theory? 

Nope. Clarity and feedback. What is missing isn't leaders knowing about these concepts - it's being able to apply them, regularly, in busy workplaces.

Listen in to hear what clarity and feedback look like when done exceptionally - and for strategies to make them part of your leadership routine.

******************************************************
Want to check out how Authentic your organisation is? Take our free online Authentimeter Assessment tool here

You can find full shownotes for this episode and more here

Visit our website The Real Learning Experience

Follow us on instagram or Linked In

Got a question for the Podcast? You can drop us a voice message via instagram or email us at: theculturenerds@reallearning.com.au

Thanks to our Podcasting producer, Josh at Deadset Podcasting for all his work behind the scenes.

Thanks for listening!

Every leader has done it - 'thrown someone in at the deep end.'

But is it the right thing to do? Does it help people grow, sort those who can cope from those who can't, or make them stronger?

Or are those just comforting cliches we use to make us feel better about lazy leadership? Would it be better to work out how well someone can swim and throw them in at the appropriate depth? Perhaps get people wet at the shallow end, teach them to swim and nudge them into deeper waters equipped with the skills and confidence they need to thrive there?
 

******************************************************
Want to check out how Authentic your organisation is? Take our free online Authentimeter Assessment tool here

You can find full shownotes for this episode and more here

Visit our website The Real Learning Experience

Follow us on instagram or Linked In

Got a question for the Podcast? You can drop us a voice message via instagram or email us at: theculturenerds@reallearning.com.au

Thanks to our Podcasting producer, Josh at Deadset Podcasting for all his work behind the scenes.

Thanks for listening!

The line between flexible work arrangements and some emerging employee trends is becoming blurred.

On one had, too many employers refuse to offer flexibility because of outdated systems and beliefs - leading to employees being dissatisfied and pushing the boundaries.

On the other hand, insidious trends like quit quitting and being over employed are being used by a small number of employees - leading to cynicism and caution about flexibility from employers.

Who is right? And should flexible working arrangements be a right or a privilege? Listen in to hear what The Culture Nerds think.

Resources referred to in this episode:

The ABC News Article

Business Insider article

The Overemployed website

Previous podcast episodes where we discussed flexible working arrangements:
Truth & Trust
Just to be clear - from Elon Musk

******************************************************
Want to check out how Authentic your organisation is? Take our free online Authentimeter Assessment tool here

You can find full shownotes for this episode and more here

Visit our website The Real Learning Experience

Follow us on instagram or Linked In

Got a question for the Podcast? You can drop us a voice message via instagram or email us at: theculturenerds@reallearning.com.au

Thanks to our Podcasting producer, Josh at Deadset Podcasting for all his work behind the scenes.

Thanks for listening!

This epsiode is an audio blog

A theme has emerged in several workplaces we are currently working with to help them shape their culture. Each of these workplaces have solid workplace cultures but are striving to create excellent ones. In each of them, we have been asked the same pair of questions.

The question from the leaders. How much impact do the decisions we make have? Decisions are only intentions, but culture comes down to what everyone does and the choices they make. 

The question from team members. Do our choices actually make a difference? Leaders have all the influence.

In one workplace, a team member described this with an analogy. What’s the point of the separating my recycling if the oil companies don’t change their practices?

Starting with the assumption that everyone wants to work in the best workplace culture possible, both perspectives are valid.

******************************************************
Want to check out how Authentic your organisation is? Take our free online Authentimeter Assessment tool here

You can find full shownotes for this episode and more here

Visit our website The Real Learning Experience

Follow us on instagram or Linked In

Got a question for the Podcast? You can drop us a voice message via instagram or email us at: theculturenerds@reallearning.com.au

Thanks to our Podcasting producer, Josh at Deadset Podcasting for all his work behind the scenes.

Thanks for listening!

“If you treat an individual as they are, they will remain how they are. But if you treat them as if they were what they ought to be and could be, they will become what they ought to be and could be.”

Quote by Goethe (with slight modifications to ensure the language is inclusive)

Does the way a leader thinks about a team member impact the way they treat them? Absolutely.
 
And does the way they treat them change the way the team member performs and develops? Again, absolutely.

If we apply Goethe's logic, by thinking about a team member in terms of their potential, we help them fulfil that potential.  Sounds simple, but the reality is that leaders often think about people in terms of first impressions, hearsay, personal compatibility, and a whole raft of other, often superficial, factors.

In this episode we discuss some fascinating research on the Pygmalion Effect, share some examples and observations from our work with organisations, and discuss how leaders can use this understanding to help people become what they are capable of becoming.

******************************************************
Want to check out how Authentic your organisation is? Take our free online Authentimeter Assessment tool here

You can find full shownotes for this episode and more here

Visit our website The Real Learning Experience

Follow us on instagram or Linked In

Got a question for the Podcast? You can drop us a voice message via instagram or email us at: theculturenerds@reallearning.com.au

Thanks to our Podcasting producer, Josh at Deadset Podcasting for all his work behind the scenes.

Thanks for listening!

https://reallearning.com.au/podcast/

Have you done an engagement survey in your workplace that suggests that you should find it easy to retain and attract excellent people, everyone should be happy at work, and results should be both excellent and sustained?

Yet, that doesn’t seem to translate to real world outcomes?

That’s because you are expecting the engagement survey to do something it can’t.

Let’s be clear. There is nothing wrong with engagement surveys. What they measure is useful. When they are well designed and credibly tested, they really do measure engagement. 

The problem is that engagement surveys are often (we would even suggest usually) used to measure something they don’t. And can’t. 

******************************************************
Want to check out how Authentic your organisation is? Take our free online Authentimeter Assessment tool here

You can find full shownotes for this episode and more here

Visit our website The Real Learning Experience

Follow us on instagram or Linked In

Got a question for the Podcast? You can drop us a voice message via instagram or email us at: theculturenerds@reallearning.com.au

Thanks to our Podcasting producer, Josh at Deadset Podcasting for all his work behind the scenes.

Thanks for listening!

Most people want to work in the best workplace culture possible. Assuming that you don't already have a perfect culture (spoiler alert: you don't) that means change.

The problem many organisations have is that they make knee jerk changes based on what they THINK will be effective. Wouldn't it be better to do things that you KNOW would be effective?  That's why you should measure your workplace culture (and it doesn't have to cost you much - or even anything).

By the way, if you're thinking - we already measure our culture with an engagement survey  - bad news. You aren't measuring your culture which is why some of the things you thought would help, don't.

Listen in for the full story!

Looking to use our free culture measurement tool?

This questionnaire will give you an insight into how aligned your organisation is.

If you answer the questions honestly, it will provide a strong measure of your organisation's culture - and allow us to identify specific areas you could work on.

After completing this questionnaire, you'll receive an overview of how Authentic your workplace culture is and the main challenges you face based on your responses.

You can access the tool here - Is your Organisation Authentic? - The Real Learning Experience

******************************************************
Want to check out how Authentic your organisation is? Take our free online Authentimeter Assessment tool here

You can find full shownotes for this episode and more here

Visit our website The Real Learning Experience

Follow us on instagram or Linked In

Got a question for the Podcast? You can drop us a voice message via instagram or email us at: theculturenerds@reallearning.com.au

Thanks to our Podcasting producer, Josh at Deadset Podcasting for all his work behind the scenes.

Thanks for listening!

When people return to work after a break, there are two, and sometimes three, reasons that are driving them to come back.

 1.      They are compelled to because their approved period of leave has ended, and simply not turning up for work is just not an OK thing to do (for most people)

2.      They need to because they don’t have the financial independence to pay the mortgage or rent, put food on the table, and fund their lifestyle without the income

 These two reasons apply in every workplace. From a leadership perspective, they are terrible reasons for people to be coming to work. They add nothing to the workplace experience of team members, the cohesiveness and productivity of the team, or the overall results.

They are about attendance rather than performance. Which brings us to the third reason.

 3.      They want to

 This absolutely does not apply to every workplace. Many managers can’t understand why they only get adequate levels of performance, engagement, and motivation. After all, people are being paid, aren’t they?

 If you are one of those managers, there is a direct link between that thinking and the fact that people don’t really want to be in your workplace. 

 If you want your people to produce exceptional results in the coming year, you need to create an environment in which they WANT TO come to work. Before you decide I am delusional and stop reading, let me be clear. I love my work, but if you offered me a week on a tropical island with my family, I’m going to take. Just because I love doing other things doesn’t mean I don’t also like work. In fact, if your people resent work because it stops them doing the things they love, it’s because they hate work. In what universe can we realistically expect that to lead to high performance?

This audio blog outlines eight tips that will help you, the leader, ensure work is one of the things people like in their lives.

You can read the full blog post here.

******************************************************
Want to check out how Authentic your organisation is? Take our free online Authentimeter Assessment tool here

You can find full shownotes for this episode and more here

Visit our website The Real Learning Experience

Follow us on instagram or Linked In

Got a question for the Podcast? You can drop us a voice message via instagram or email us at: theculturenerds@reallearning.com.au

Thanks to our Podcasting producer, Josh at Deadset Podcasting for all his work behind the scenes.

Thanks for listening!

There is a strange dynamic about the end of one year and the start of the next. A disproportionate number of people spend time reflecting on where they are, and how that compares to where they want to be.

That's a great thing - and an opportunity for leaders - except that ... this often translates to new year's resolutions which have a deservedly bad reputation. 

91% of news resolutions don't even survive until mid January - which creates disillusionment and disappointment. 

So what's the opportunity in this for leaders? Whether you are thinking about your own growth for the coming year, or focusing on growing your people (you're doing both, right?) you know something critical. People, including you and your team, are in a reflective and growth oriented mindset - all you need to do is harness with these steps outlined by Kirralea. She uses them as a professional leadership coach - and you can apply them when you decide to add some coaching to your leadership style.

******************************************************
Want to check out how Authentic your organisation is? Take our free online Authentimeter Assessment tool here

You can find full shownotes for this episode and more here

Visit our website The Real Learning Experience

Follow us on instagram or Linked In

Got a question for the Podcast? You can drop us a voice message via instagram or email us at: theculturenerds@reallearning.com.au

Thanks to our Podcasting producer, Josh at Deadset Podcasting for all his work behind the scenes.

Thanks for listening!

Welcome to the podcast formerly known as Authenticity, Transforming Workplace Culture.

We decided we need a freshen up and let's face it. The old name was a bit stiff and starchy. So we looked for something fun, something that described the pod, and something suitable for the hosts.

We totally nerd out on leadership and culture - which is why we are good at them. And Simon is obviously a nerd. Kirralea, less so at least according to her.

You'll still get the same mix of strategies, tips, tools and anecdotes, all based on the lived executive experience and lessons learned from working with thousands of clients around the globe. And, we'll have some fun while we do it.

******************************************************
Want to check out how Authentic your organisation is? Take our free online Authentimeter Assessment tool here

You can find full shownotes for this episode and more here

Visit our website The Real Learning Experience

Follow us on instagram or Linked In

Got a question for the Podcast? You can drop us a voice message via instagram or email us at: theculturenerds@reallearning.com.au

Thanks to our Podcasting producer, Josh at Deadset Podcasting for all his work behind the scenes.

Thanks for listening!

Workplace culture is how your people feel on Sunday evening about going to work on Monday morning.

That's not a 100% accurate description of culture - but let's not let being pedantic get in the way of a critical message for leaders. The reality is that most people want to do contribute and something meaningful with their lives. The second reality is that some workplaces give them that opportunity, while others kill the buzz!

How your people feel on Sunday evening is an excellent measure of the impact your workplace culture and your leadership has on morale and engagement - which flows through to results and productivity.

In this episode we unpack the key drivers that determine how you and your team arrive at work after a weekend or a holiday. Do you drag in miserable at the reality of another week of grind, just hoping to endure for another pay period? Or do you bounce in excited at the prospect of working with a team that energises and achieving something meaningful?

Whether it is the way you feel about returning to work, or the way the team you lead feels, there are four things to address:
1. Whether the work is still meaningful - has it become stale or stopped being a challenge?
2. Gratitude - have you, or your team, stopped appreciating the opportunities? Have you started taking them for granted? 
3. The leadership style that you - or your team - are exposed to
4. The team dynamics that you and your teamwork amongst

In the pod, we look at practical actions you can take for each of these factors.

******************************************************
Want to check out how Authentic your organisation is? Take our free online Authentimeter Assessment tool here

You can find full shownotes for this episode and more here

Visit our website The Real Learning Experience

Follow us on instagram or Linked In

Got a question for the Podcast? You can drop us a voice message via instagram or email us at: theculturenerds@reallearning.com.au

Thanks to our Podcasting producer, Josh at Deadset Podcasting for all his work behind the scenes.

Thanks for listening!

What if the path to a more inclusive, diverse, and fulfilling workplace culture was just a conversation away?

Archie Beetle (they/them) is the Founder and Director at Queer Town (IG: @queertown.workshops), a queer-led business delivering educational workshops and training in workplaces and schools across Australia, with a focus on LGBTIQA+ inclusion and allyship. 

We talk to Archie about how leaders can approach a topic that many of them have no lived experience of, that they are confused by, and that often makes them outright nervous about getting it wrong.

Some of Queer Town’s clients include: The Australian Ballet, Cotton On Group, Federation Square and GMHBA.  

During their career, Archie has led the establishment of LGBTIQA+ advisory boards and working groups at a number of Victorian institutions, including: Melbourne Museum, The Immigration Museum and Scienceworks, and has served as a board member at Proud2Play, a not-for-profit increasing LGBTIQA+ engagement in sport and exercise.  

Archie's mission is to ensure all workplaces and schools in Australia provide safe environments for LGBTIQA+ people to live and work authentically.

If you would like to connect with Archie: 

Website: Queer Town | LGBTIQA+ Allyship Training and Educational Workshops

Instagram: @queertown.workshops

Linked In here

******************************************************
Want to check out how Authentic your organisation is? Take our free online Authentimeter Assessment tool here

You can find full shownotes for this episode and more here

Visit our website The Real Learning Experience

Follow us on instagram or Linked In

Got a question for the Podcast? You can drop us a voice message via instagram or email us at: theculturenerds@reallearning.com.au

Thanks to our Podcasting producer, Josh at Deadset Podcasting for all his work behind the scenes.

Thanks for listening!

Sarah Horton, a senior leader at Mars, is an inspiring leader, a culture shaper, and a natural story teller. Her leadership journey has spanned continents, cultures, and challenges. Sarah shares insightful leadership lessons and her reflections on the dynamics of workplace culture in a riveting conversation that fosters learning and sparks self-reflection. 

Sarah's enchanting experiences from training in Switzerland to leading a team in Korea, and her current role at Mars, all contribute to the rich tapestry of her leadership journey. Her story underscores the value of investing in training, embracing the challenges of leadership, and the critical role of adaptability in varying cultural environments. We discuss the importance of including quiet voices in decision-making, creating a psychologically safe environment, and the family-like culture within Mars Petcare. 

We also highlight how understanding the intricate data behind an organisation's culture can paint a comprehensive picture of the work environment. And for those eager to further hone their leadership skills, we chat about Real Learning's smorgasbord of events and programs that promise intellectual stimulation and growth. Join us in this enriching journey that explores leadership, workplace culture, and so much more!

******************************************************
Want to check out how Authentic your organisation is? Take our free online Authentimeter Assessment tool here

You can find full shownotes for this episode and more here

Visit our website The Real Learning Experience

Follow us on instagram or Linked In

Got a question for the Podcast? You can drop us a voice message via instagram or email us at: theculturenerds@reallearning.com.au

Thanks to our Podcasting producer, Josh at Deadset Podcasting for all his work behind the scenes.

Thanks for listening!

Most leaders want to create a workplace where each individual feels empowered to take on more responsibility, challenge themselves, and step into leadership roles. In our latest episode of Authenticity, Transforming Workplace Culture, we look at the potential barriers that hinder team members from stepping up and discuss strategies to overcome these hurdles. We discuss insights from a recent leadership development program, and consider how fostering a supportive environment and creating safe spaces can accelerate an individual's growth and align the workplace culture effectively with the team's goals.

Our conversation further evolves as we examine the significance of providing opportunities for practicing leadership skills and shaping a feedback-oriented atmosphere. We give you an inside look into the dynamics of leadership development, the essence of creating opportunities, and the impact it has on team members and workplace culture. What stands out is our emphasis on the need for leaders to step back, to create a vacuum that drives team members to step up and fill. The episode is a genuine conversation that challenges the conventional norms of leadership and work culture, and encourages leaders to create opportunities, foster growth, and prepare their team for future leadership roles. This episode is a must-listen for leaders, aspiring leaders, and anyone invested in creating a healthy, growth-oriented work culture.

******************************************************
Want to check out how Authentic your organisation is? Take our free online Authentimeter Assessment tool here

You can find full shownotes for this episode and more here

Visit our website The Real Learning Experience

Follow us on instagram or Linked In

Got a question for the Podcast? You can drop us a voice message via instagram or email us at: theculturenerds@reallearning.com.au

Thanks to our Podcasting producer, Josh at Deadset Podcasting for all his work behind the scenes.

Thanks for listening!

Is it possible to lead with vulnerability and authenticity while maintaining a strong, commercial approach? Our guest, Alison Geale, CEO of Bravehearts, says "Yes." Transitioning from the media sector to a non-profit organisation dedicated to preventing and treating child sexual abuse, Alison takes us through her remarkable journey. From discussing her initial caution approaching such a sensitive subject to how the words of her daughter sparked her determination, Alison's story is as inspiring as it is insightful.

Navigating the for-purpose space entails a different energy and dynamic compared to the corporate world. Alison opens up about the unique challenges and rewards of working in this sector. She sheds light on the implementation of KPIs and scorecards to evaluate performance based on skill rather than just devotion. 

Leadership, at its core, is about collaboration and authenticity. There's no room for silos when your mission is to make a difference. We discuss the importance of active listening, managing a remote workforce, and the art of balancing a commercial head with a people heart. Alison’s experiences and insights remind us that it’s not just about being acknowledged for our work, but recognizing that when we partner with others, we can achieve more. Tune in for an episode filled with valuable leadership lessons, and discover how vulnerability and authenticity can transform the way we lead.

******************************************************
Want to check out how Authentic your organisation is? Take our free online Authentimeter Assessment tool here

You can find full shownotes for this episode and more here

Visit our website The Real Learning Experience

Follow us on instagram or Linked In

Got a question for the Podcast? You can drop us a voice message via instagram or email us at: theculturenerds@reallearning.com.au

Thanks to our Podcasting producer, Josh at Deadset Podcasting for all his work behind the scenes.

Thanks for listening!

In this episode we chat to Miguel Diaz, CEO of Parkinsons Australia.

Join us as we uncover the secrets to creating a thriving workplace culture in the age of remote work, and unlock the potential of purpose-driven organisations. Our insightful discussion will leave you with valuable insights on how to balance financial sustainability with mission-driven success, and how to navigate the challenges and opportunities that come with working for a greater cause.

Change is inevitable, and it's never been more important to master the art of change management. Miguel shares his experiences on how to bring people on board with new initiatives, create buy-in, and leverage purpose-driven motivations to power your team through uncertain times. Discover the resilience he gained from the pandemic and how striving for positive change can make a lasting impact.

Miguel talks us through how we  shift, rather than pivot. He talks us through the  power of planting your foot and changing direction without losing sight of your goals.

We are so grateful for Miguel's time, and listeners can connect with him on Linked In here

For more resources, check out our website, and find inspiration to fuel your journey towards a high performing culture of Authenticity.

******************************************************
Want to check out how Authentic your organisation is? Take our free online Authentimeter Assessment tool here

You can find full shownotes for this episode and more here

Visit our website The Real Learning Experience

Follow us on instagram or Linked In

Got a question for the Podcast? You can drop us a voice message via instagram or email us at: theculturenerds@reallearning.com.au

Thanks to our Podcasting producer, Josh at Deadset Podcasting for all his work behind the scenes.

Thanks for listening!

Are you ready to revolutionize your work-life balance? Discover how Bunnings' landmark agreement to trial a four-day work week is shaking up the corporate world and potentially benefiting employees and employers alike. We dive into the research behind this agreement and explore the myriad of advantages it brings, such as reduced absenteeism, improved work-life balance, and enhanced overall well-being.

But what about striking the perfect balance in our daily lives? Join us as we tackle the concept of life balance and how it differs from work-life balance, along with discussing the importance of trust and faith in the workplace. We also highlight a fascinating study conducted by the University of Reading, revealing a 71% productivity boost after reducing meetings by 40% - and how this small change can have significant impacts on employee stress levels and overall happiness.

Finally, we take a deep look into the implications of inflexible workplace structures and how challenging traditional norms can lead to a more inclusive and authentic environment. Offering a variety of working styles not only benefits employees, but also ensures organizations don't miss out on the very best talent. Don't miss out on this eye-opening conversation as we explore the future of work and the incredible potential of flexibility in the workplace.

******************************************************
Want to check out how Authentic your organisation is? Take our free online Authentimeter Assessment tool here

You can find full shownotes for this episode and more here

Visit our website The Real Learning Experience

Follow us on instagram or Linked In

Got a question for the Podcast? You can drop us a voice message via instagram or email us at: theculturenerds@reallearning.com.au

Thanks to our Podcasting producer, Josh at Deadset Podcasting for all his work behind the scenes.

Thanks for listening!

How do you navigate difficult conversations as a leader while maintaining your integrity and character? This episode of Front Page Leadership shines a light on the personal toll leadership can take, as we discuss the recent resignation of Hawthorn Football Club CEO Justin Reeves and the challenges leaders face when making tough decisions. We emphasise the importance of being a leader with integrity, good intentions, strong values, and a focus on caring for people, all while understanding that not everyone will agree with your decisions.

Through personal anecdotes and stories, we explore the necessity of having a respectful relationship between managers and team members, and how crucial it is to separate the decision from the character of the leader who made it. We share strategies and skills needed to make difficult decisions and take a stand without feeling the need to please everyone. Join us for this insightful conversation about the challenges leaders face and how to navigate them with courage and integrity, and learn how to communicate your decisions in a way you can be proud of.

******************************************************
Want to check out how Authentic your organisation is? Take our free online Authentimeter Assessment tool here

You can find full shownotes for this episode and more here

Visit our website The Real Learning Experience

Follow us on instagram or Linked In

Got a question for the Podcast? You can drop us a voice message via instagram or email us at: theculturenerds@reallearning.com.au

Thanks to our Podcasting producer, Josh at Deadset Podcasting for all his work behind the scenes.

Thanks for listening!

The first of our Authentic Conversations podcast episodes - this format is a shortened version of our normal episodes where we discuss leadership topics that have arisen be that in conversations with clients or in our general lives.

The "fishing in a shallow pond" problem refers to the challenge organisations face in attracting and keeping top talent because of a limited pool of qualified candidates. This problem is exacerbated by accepting poor performance and neglecting employee development.

Polluting the pond
Many organisations fear losing employees, leading them to tolerate under-performance. This acceptance creates a toxic work environment, dampening motivation and preventing top talent from joining. When poor performance is accepted, there is no motivation for improvement, and it becomes the norm.
The lack of investment in employee development limits the potential of the workforce and makes it difficult to attract new talent.

Attracting the big fish
Top candidates look for organisations that invest in their staff, offer growth prospects, and cultivate a culture of growth. Invest in employee development, create a positive work environment, and hold employees accountable to address the shallow pond problem.. Tough decisions may be necessary to maintain a high-performing workforce.

Consequences
Consequences can be a powerful motivator. Holding employees accountable encourages them to take ownership of their actions.. The goal is to manage employees up, making them better through honesty and integrity.
Organisations should not fear accountability but embrace it. Establishing a high-performance culture requires clear expectations and support for employees to improve. Establish clear expectations and support employees to improve or replace them with the best to build a deep and diverse talent pool.. Offering attractive incentives and benefits helps attract the top performers.

Thriving in a shallow pond
By taking these actions, organisations can thrive in the competitive business landscape. Embracing accountability, investing in employee development, and creating a high-performance culture will enable them to overcome the shallow pond problem and attract and keep top talent. 

You can read an expanded blog on the topic here  Fishing in a Shallow Pond.

******************************************************
Want to check out how Authentic your organisation is? Take our free online Authentimeter Assessment tool here

You can find full shownotes for this episode and more here

Visit our website The Real Learning Experience

Follow us on instagram or Linked In

Got a question for the Podcast? You can drop us a voice message via instagram or email us at: theculturenerds@reallearning.com.au

Thanks to our Podcasting producer, Josh at Deadset Podcasting for all his work behind the scenes.

Thanks for listening!

This week’s podcast features an interview with David Schwarz, the CEO of Board Direction. 

David is Australia’s leading board recruitment expert and the author of the internationally selling book  Board Appointments: The Definitive Guide to Gaining a Non-Executive Directorship. 

He passionately believes that every leader benefits from a board role. In our interview, he addresses some mindsets that prevent people from exploring the opportunity

The Good, The Bad or The What-The?

Last week, Simon facilitated an activity for some young, emerging leaders. One team had varied views about how to approach a situation and had the courage to sit with uncomfortable, discuss their differences, and arrive at a conclusion - instead of just 'making nice.' The result? An exceptional decision, which produced an outstanding result. More importantly, they saw the value of a workplace behaviour that will make them outstanding leaders. We loved seeing people grow through the power of experiential learning to create real world outcomes.

Words of Authenticity

It’s not our job to make it comfortable, it’s our job to make it respectful - Kirralea’s advice for leaders as they coach their people

Worth The Time

The Discomfort Zone: How Leaders Turn Difficult Conversations into Breakthroughs by Marcia Reynolds.

Interview Summary

Our interviews aim to be conversational, so they aren’t always linear. These are the main points, roughly in order.

• Not even the no 1 David Schwarz!
• What a board appointment will do for EVERY leader’s career
• The risks versus rewards of board appointments 
• Developing strategic capability
• Relationships that pay off for a lifetime
• Enhance promotion and consulting prospects
• What is the right board for me?
• Ensuring you and the board are a cultural fit
• Governance versus operational
• The time commitment to be on a board
• Dealing with impostor syndrome
• Aspiration, Articulation & Application
• Identifying and articulating the value you offer a board
• The great news about how 80% of board appointments are made
• Building connections who will help you gain the right board appointment
• The power of loose ties

The debrief–what we

******************************************************
Want to check out how Authentic your organisation is? Take our free online Authentimeter Assessment tool here

You can find full shownotes for this episode and more here

Visit our website The Real Learning Experience

Follow us on instagram or Linked In

Got a question for the Podcast? You can drop us a voice message via instagram or email us at: theculturenerds@reallearning.com.au

Thanks to our Podcasting producer, Josh at Deadset Podcasting for all his work behind the scenes.

Thanks for listening!

This week’s podcast features an interview with Tim Davenport, the Director of Fundraising & Sponsorship at OzFish Unlimited.

Tim spent a significant part of his career as a senior executive in the media. After a period of stability, the organisation changed constantly and rapidly. That involved a succession of mergers, acquisitions and takeovers - each coming with change and a clash of workplace culture. His insights for leaders dealing with change (so all leaders!) are invaluable.

The Good, The Bad or The What-The?
Really Elon? When Space -X blew up their own rocket shortly after take-off last week (another Elon inspired act of self destruction), the company described it as a Rapid Unscheduled Disassembly. Leaders everywhere - please just say what you mean, don’t hide behind slippery talk.. No-one trusts language like that, nor do they trust the people who use it.

Words of Authenticity
Rules prevent poor performance, values inspire high performance (Simon Thiessen)

Worth The Time
The Lion Tracker’s Guide to Life - Boyd Varty

Interview Summary
Our interviews are conversational, and not always linear. These are the main points, roughly in order.

• Sitting in a boardroom making decisions that affected other people’s lives
• Helping people get comfortable being uncomfortable
• Communicating to team members about change
• Conveying clinical decisions in humanistic ways
• Being the guy who has to deliver decisions that were imposed on you
• Stay mentally healthy as the leader delivering challenging messages
• Taking time out in a busy leadership routine to reflect and learn
• A strategy to have your partner be a sounding board without making home a place where the stresses of work derail the rest of your life
• A story of delivering bad news with incredible humanity
• When people thank you for taking away their jobs
• How visionary leadership transformed the outcomes of a basket case
• Taking a year off (paid work) and growing as a leader and as a human
• Leaving the party when it’s still fun
• The greatest success as a leader - growing others
• The importance of an excellent mentor

The debrief–what we learned from Tim
For Kirralea, Tim's willingness to sit in the uncomfortable while he worked out his next moves was the standout.

Simon enjoyed the humanity Tim brings to uncomfortable situations - he doesn’t avoid the difficult things but he approaches them with compassion, empathy and a concern for people’s dignity.

******************************************************
Want to check out how Authentic your organisation is? Take our free online Authentimeter Assessment tool here

You can find full shownotes for this episode and more here

Visit our website The Real Learning Experience

Follow us on instagram or Linked In

Got a question for the Podcast? You can drop us a voice message via instagram or email us at: theculturenerds@reallearning.com.au

Thanks to our Podcasting producer, Josh at Deadset Podcasting for all his work behind the scenes.

Thanks for listening!