Tell us a little bit about you and your business Total Construction is a privately owned national construction company that was started in 1995. In 2013, the founding shareholders decided it was time to restructure the business for its next stage and the opportunity became available for me to become CEO. Along with developing a sustainable strategy for the business, the challenge was to harness the strength of the senior management team that had adopted a silo approach to working together. Why did you approach Human Tribe initially? Over the course of 12 months I interviewed a number of
People
Harris Farm Markets
Tell us a little bit about you and your business Harris Farm Markets is a family owned fresh food business with 25 retail markets and complementary wholesale and independent distribution businesses. My role here is as Director of People and Culture. It is a broad role, and in addition to a fairly typical HR portfolio, I also work closely with the CEOs and Leadership team to drive ongoing performance within the company. Why did you approach Human Tribe initially? The biggest problem that HFM faced as an organisation was its capacity to lead and manage at all levels and after years of
The thing about accountability
What words come to mind when you hear "accountability"? Seriously, think of a few, I’ll wait. I ask this question at the beginning of the Accountability module of The Effective Manager Program. Here’s the answers I usually get: Ownership Responsibility Leading by example Hard Awkward Necessary Follow through Did any of these come to mind for you? We all know teams and individuals need accountability, but how often do we stop and think about what accountability actually means? Here’s my favourite definition: Think about that for a second. It’s not
The magic of effective onboarding
Imagine this... You see the job advertisement and you feel like this is the role you’ve been waiting for. You get your CV and Cover Letter just right and hold your breath as you press submit. You’re stoked when you get called for a phone screen and double stoked when you get asked in for an interview. By the end of it, you’ve been through a solid recruitment process of 2 face to face interviews, you’ve met with some business leaders and your references have been called. You REALLY want this job. You’re over the moon when you get the call offering you the job. You sign the contract, confir
The Anatomy of Trust
Last week I left you with the pretty scary stat, that when employees don’t trust organisational leadership, their chances of being engaged are only 1 in 12! I also shared an encouraging one: when trust is established, the chances of engagement skyrocket to better than 1 in 2. And, I dangled the million dollar question; how do you build trust? So, how do you?! Trust is a BIG word. There’s a lot to it and it’s not just about doing one thing and then you’ve got trust. There’s different aspects to trust, and being able to break it down can help you navigate why you trust or distrust someone,
