Navigating the Waves of Change: Leadership in a Multi-Generational Australian Workplace

As the world continues to navigate through the ripples of the global pandemic, the workplace has become a kaleidoscope of change, diversity, and innovation. It’s time to tune in to the pulse of the evolving workforce with the latest “Future Fit Leadership” podcast episode, titled “The Generational Masterclass with Ashley Fell from McCrindle Research”. This insightful discussion is not just a treasure trove of knowledge for current and aspiring leaders, but a guiding star for anyone looking to understand the seismic shifts occurring in the Australian workplace.

Ashley Fell, a renowned voice from McCrindle Research, takes us on an exploratory journey through the lens of leadership, work culture, and the colorful mosaic that is today’s workforce. If you’ve ever wondered how to successfully lead a team that spans from the experienced Baby Boomers to the dynamic Gen Z and the emergent Gen Alpha, this podcast is your masterclass in generational fluency.

Adapting to the Multi-Generational Workforce

The generational divide in the workplace has always been a topic of interest, but today, it’s a critical focal point for any leader. Fell deftly navigates the unique characteristics that define each generation, particularly honing in on the young blood of Generation Z and the nascent Generation Alpha. This episode isn’t just about identifying differences; it’s about harnessing the strengths of each demographic to create a harmonious and productive work environment.

Gen Z’s Unique Workplace Challenges

Have you noticed a trend of Gen Z employees willing to jump ship without a safety net? The episode delves into this generation’s struggles, from the housing market to their dependency on parental support and their distinct approach to career progression. Understanding these challenges is key to retaining these valuable young minds and keeping them engaged and satisfied in their roles.

The Dawn of Generation Alpha

While many are still trying to wrap their heads around the needs and desires of Gen Z, Generation Alpha is slowly stepping into the spotlight. This podcast doesn’t just skim the surface; it forecasts the significant impact this generation will have on future consumer patterns. If you’re wondering how to prepare for a demographic that will grow up in a world of rapid technological advances and societal shifts, “The Generational Masterclass” has got you covered.

The Shift to Hybrid Work Environments

The discussion around hybrid work environments is more relevant than ever. COVID-19 has irrevocably altered our work practices, accelerating digital integration and reshaping expectations. Fell’s insights into the evolution of workforce mobility and the transition towards remote and hybrid models are invaluable for organizations aiming to cater to the needs of their remote workers.

Embracing Diversity and Overcoming Challenges

From addressing the intricacies of reintegrating employees into office settings to unpacking post-pandemic migration patterns, this episode does not shy away from the tough conversations. The benefits of diversity, the ongoing housing crisis, and the impact of an aging population on sectors like aged care are all dissected with expertise and empathy.

Attracting and Retaining Young Talent

The challenge of attracting and retaining young talent stretches across industries, and “The Generational Masterclass” provides leaders with strategies to engage with younger generations, ensuring they feel valued and understood. It’s a clarion call for organizations to reassess their approaches and adapt to the evolving landscape of the Australian workplace.

The “Future Fit Leadership” podcast has outdone itself with this episode, and it’s one that promises to leave its listeners with a wealth of knowledge and a new perspective on generational dynamics. Whether you’re a CEO, a team leader, or an employee trying to navigate the changing tides, this episode is a must-listen.

Don’t miss out on the opportunity to gain a competitive edge in the ever-evolving workplace. Tune in to “The Generational Masterclass with Ashley Fell from McCrindle Research” and equip yourself with the insights needed to thrive in a world where the only constant is change. Subscribe to the “Future Fit Leadership” podcast now and join the conversation shaping the future of work.

The Generational Masterclass with Ashley Fell

Why I am voting YES

This piece is my personal opinion, and it is not a reflection of any business that I am currently associated with.

The debate for the Voice to Parliament has been gaining momentum with only a few weeks to go now before we vote.

 The choice to vote yes or no is entirely up to an individual, however before we do it is important that we do our own research prior to voting. Ensure that the choice we make is the right one for our First Nations People and we will be able to live with this choice in a future Australia.

 The Voice isn’t for today, it is for a future Australia where our First Nations people should have a voice on decisions that directly impact them. I see it as a fundamental democratic principal that ensures that Indigenous peoples have a say in policies and decisions that impact their lives.  If Government were making wholesale changes in a sector – say housing or health, they would consult with that sector.

 For years now there has been decisions and policies made for our Indigenous population and not with them. They have been underrepresented in Government for far too long and we cannot depend on an elected First Nations person to be the constant representative.

 The Voice is the opportunity to change this.

 The key priorities to date include that The Voice will help to improve Indigenous health, education, housing and employment. It is also a way to acknowledge sovereignty, build recognition and inclusivity.

 If we are able to integrate Indigenous perspectives into policy making, won’t it lead to more effective and culturally sensitive solutions? Won’t it also help close the gap on significant disparities?

  We are being asked to participate in a decision that will impact 3 per cent of our total population who have been here for over 65,000 years and there is no reference to them in our Constitution.   

 Today our Indigenous community is the most marginalised, disadvantaged group in Australia with 30 per cent of Indigenous households in income poverty. Their current life expectancy is 20 years less, some remote communities live in absolute poverty with poor health care and little to no infrastructure. Sadly, they are also the most incarcerated people in the world, making up 29 per cent of the prison population (where the total population is 3 pper cent). Most Aboriginal deaths in custody are due to inadequate medical care, lack of attention and self-harm.

 Will The Voice solve these issues? Not directly. We all need to do the work on this as a collective nation. What it will do, however, is ensure that there is Indigenous representation to consult and influence decisions that will help create change. This is long term work, there is no easy answer.

 I am a migrant to this country and I know how lucky I am to have the life and opportunities I have here. I have spent most of my time being the first and only in business (woman and woman of colour). Even at weddings and parties with friends, I am often the only person of colour in the room.

 I have enormous empathy for our First Nations people and every time I hear someone, as an example, asking a football crowd to boo welcome to country, I am filled with dread and anxiety, and to an extent, fear.

 So, I am also very aware that the Voice to Parliament will not solve the issues around everyday racism, bigotry, inequity and the damage of colonisation.

 I do wonder if the fact that over half of Australia’s population is a migrant or from a migrant background – and whether that will have a positive impact on The Voice vote. These communities suffered high incidents of racism during COVID, while Black Lives Matter movement in Australia galvanised many migrant communities and heightened the awareness of the prevalence of racism in Australia and possibly as a result have connected with the Indigenous peoples struggles.

 My hope is that we land on a Yes Vote. That we recognise that Yes is a start of a long journey that we collectively as a nation have an opportunity to work on. That by having a Voice to Parliament means better consultation, understanding, connection and outcomes for everyone.

 How the Voice to Parliament will work is yet to be decided.  But we do know it will have no political or legal power nor will they be able to make decisions. We also need to ensure that however we create this, it cannot be undone by future Governments.

 The Uluru Statement from the Heart invites us to join our Indigenous people on their journey. I am an Island girl at heart. Born in Fiji where one grandparent was a slave and the other was a trader. I have seen first-hand the impact of colonisation, heard and read stories of the terrible acts that were done to my grandparents’ generation. I was four years old when we gained our Independence.

 Today, Australia is my home and I have an opportunity to help reset the past, of which I didn’t play a part and neither did my ancestors, however I play a part in the future. And I want a future where incidents of racism are reduced, where our First Nations people have opportunities for better health and wealth, where my grandchildren can look back on this time and say we made the right decision.

 I am taking up the invitation and walking with our First Nations people on a journey to a Yes vote, that is only at its beginning. I truly hope that many of you will be on that walk with me.

 

*Ref Parliament of Australia *Human Rights Commission

 

 

Gravitas, Communication, and Presence: Key Elements of Effective Leadership

Effective leadership is often associated with certain qualities such as confidence, charisma, and the ability to communicate effectively. Among these, gravitas, communication, and presence are three critical elements that distinguish successful leaders from the rest.

Gravitas refers to the quality of seriousness and importance that a person exudes. It is the ability to project a sense of authority, credibility, and wisdom that inspires respect and admiration in others. In essence, gravitas is about having a deep understanding of one's role, responsibilities, and the impact of one's actions on others.

Communication, on the other hand, is the ability to convey thoughts, ideas, and information in a clear and concise manner. Effective communication involves not only speaking but also listening actively, understanding different perspectives, and adapting one's communication style to suit different audiences and situations.

Presence refers to the way a person carries themselves, their body language, and overall demeanor. It is the ability to create a sense of connection and engagement with others by being fully present and attentive. Leaders with a strong presence are confident, authentic, and empathetic, which makes others feel valued and respected.

Combining these three elements is essential for effective leadership, as they all work together to create a powerful and lasting impact on others. Here are some ways in which leaders can develop and enhance these qualities:

  1. Develop Gravitas

Gravitas can be developed by cultivating a deep understanding of one's role and responsibilities, being knowledgeable and well-informed about one's field, and demonstrating a commitment to excellence. Leaders can also develop gravitas by being authentic, trustworthy, and consistent in their actions, and by cultivating a sense of humility and openness to learning.

  1. Master Communication

Effective communication involves not only speaking clearly and concisely but also listening actively and adapting one's communication style to suit different audiences and situations. Leaders can improve their communication skills by practicing active listening, seeking feedback, and being open to different perspectives. They should also be aware of their body language, tone of voice, and other non-verbal cues, which can have a significant impact on how their message is received.

  1. Cultivate Presence

Presence is about being fully present and engaged with others, which requires a combination of self-awareness, authenticity, and empathy. Leaders can enhance their presence by being aware of their body language, maintaining eye contact, and projecting confidence and authenticity. They should also be attentive to the needs and concerns of others, and demonstrate empathy and understanding.

Gravitas, communication, and presence are critical elements of effective leadership. Leaders who cultivate these qualities are more likely to inspire respect, build trust, and create a sense of connection and engagement with others. By developing these skills, leaders can enhance their ability to lead, inspire, and achieve success both personally and professionally.

Click on the link to listen on Spotify Gravitas, Presence and Communication with Louise Mahler

Moving to a Circular Economy is better for the planet and your profits

A linear economy is a traditional economic model that follows a "take-make-dispose" approach to resource consumption. In this model, natural resources are extracted from the environment, used to manufacture products, and then discarded as waste at the end of their life cycle. This approach is often criticized for its wastefulness and negative impact on the environment.

In contrast, a circular economy is an alternative economic model that aims to minimize waste and promote sustainability by keeping resources in use for as long as possible. The circular economy model is based on the principles of designing out waste and pollution, keeping products and materials in use, and regenerating natural systems. In a circular economy, products and materials are reused, repaired, and recycled to extend their life cycle and reduce the need for new resources.

Overall, the key difference between a linear and a circular economy is the way they approach resource consumption and waste management. While a linear economy is based on a "take-make-dispose" approach, a circular economy seeks to create a closed-loop system in which resources are used and reused in a sustainable way.

To hear more on this topic link into our podcast with Ashleigh Morris from Coreo

Click here for link to Spotify Circular economy is better for the planet and profits

The Modern Informal Leader needed today

How we lead organisations is changing, our people expect a modern day informal leader which is very different to what we have been used to.

Leading with your head and heart came to the forefront during covid and now in this post covid world it is expected that this is how we will lead.

In her book head and heart leadership Dr Kirstin Ferguson writes that leadership is simply a series of moments and every moment gives you the opportunity to leave a positive legacy for those you lead.

There fore we are all leaders and I love this paradigm shift we no longer need to have a title to be seen as the leader.

There are two leaders that are being constantly spoken about when we talk about modern leaders. One started their career as a disc jockey and became the youngest leader of New Zealand and the other as a comedian who found himself leading from a bunker refusing to leave.

I remember Ardens speech after the terrorist attacks in Christchurch, where she refused to take the name of the perpratator, she put on her head scarf and embraced those who had lost loved ones. In her speech in parliament she made sure she created a sense of belonging and show enormous compassion

Zelensky is seen standing side by side with his people, he hasn’t fled the country instead making a strong statement along the lines of the fight is here, I need ammuniation not a ride.

The world is using these two as examples because they are rare and they integrate their personal life with their public role and they lead with their head and heart

We are now understanding that managing people to do their jobs, drive revenue and profits is not what we want from leaders. Authentic leadership is the currency that is in play today, those leaders who have a growth mindset, are self awareness and have an informal informal style are being seen as the modern leaders.

A modern leader doesn’t feel they need to have all the answers, they are not perfect, they make mistakes and they know when they need to lead with their hearts and when to lead with their heads.

In her book Ferguson writes about how today we seek leaders who understand their limitations, have the strength to be vulnerable, they are humble, courageous, curious, value feedback and know that they will always be working on how to be the best leader they possibly can.

If you haven’t bought the book please do so, I have been listening to it driving into work and am excited to bring you this conversation with Dr Kirsten Ferguson

To access the podcast go to Head and Heart Leadership Podcast


 

Why I can't celebrate IWD anymore!

There was a time when I looked forward to the 8th of March. I would embrace the theme, share social posts, speak at conferences, and genuinely hold onto the belief that in my lifetime I would see significant change.

Just as a reminder to those who may not know what IWD is about – it is the global celebration of the social, economic, cultural and political achievements of women. In 1908, 15,000 women marched through New York City demanding shorter working hours, better pay and the right to vote. In 1910 Clara Zetkin suggested it become an International Day and in 1928 Australia held its first IWD day in Sydney where women called for equal pay for equal work. That’s 95 years ago.

We are almost at the 100-year anniversary of International Women’s Day in Australia.

Women and allies have demanded equality, equity, and inclusion for nearly a century in this country.

What has changed?

That’s why I am finding it hard to celebrate this failure. We haven’t been able to achieve equality for the decades of women on whose shoulders I stand and the young women stepping forward into the future.

Shouldn’t we already be living in a world that is free from bias, discrimination, that is diverse, equitable and inclusive?

I grew up in an environment that was discriminatory, I removed myself from that part of the family and never re-engaged. It is much harder to do this in everyday life. You may be surprised to know that on a regular basis, I face discrimination; I get strangers telling me to go back to my country and I am tired of fighting the good fight. So, to mark IWD this year, I am simply going to point out the facts.

As we head towards IWD on the 8th of March, take note of how many men roll their eyes or don’t feel comfortable participating in IWD. I invariably hear the comment “what about International Men’s Day” which, by the way, is on the 19th of November.

If you are attending a breakfast – often difficult for women with children – how many speakers are from a diverse background? And by diversity, I mean people who come in different packages – ability, sexuality, neurodiversity and nationality.

It seems that IWD has been hijacked by Corporates who make a song and dance about the current theme, give a token thought to having a diverse line-up, ensure that men attend the event, acknowledge their gaps and make no commitments as to what changes they are going to make over the next 12 months to genuinely close these gaps.

I stopped accepting speaking opportunities years ago because I wasn’t being paid the same as other speakers, or wasn’t being paid full stop. And today I know that despite the fact I am presented as an option to speak at events around the country, I am still seen as a high risk speaker….will I connect with the audience given I am an outspoken woman and Indian? One day I will turn up and do my entire presentation in an Indian accent, just for fun!

I don’t want to be asked how I balance my work and home life, or how men react to how confident I am, or how I broke through a double-glazed glass ceiling. And worse, pronouncing my name incorrectly because it’s inconvenient to find out how to do so.

It is hard to celebrate IWD when one woman every week continues to be killed in Australia despite the work done by many victims and survivors, the national pay gap sits at 13.3% (Workplace Gender Equality Agency), women retire on 23% less superannuation then men (ATO 2022). In the property industry, the pay gap sits at 15%, which has reduced from 17% so we are moving in the right direction.

In a survey I published a few years ago now, where I interviewed 230 women, this is what I found (and I don’t believe that these numbers would have changed much):

·       52% have experienced inappropriate behaviour in their workplace.

·       70% were interested in owing or a shareholding in the business and only 36% were provided opportunities

·       83% were interested in leadership roles such as General Manager or CEO

·       95% stated that flexibility was critical to them

·       61% felt their business could be more supportive of women

For most of my career I have stepped into environments that are either 100% male or where women are in the minority. My call out to these board rooms, management and executive teams is to make deliberate decisions now to bring more women to the table. You will never be as strong or as relevant or impactful until you have diversity.

So how do we drive change so that we do have something to celebrate?

Let’s see brave leadership embracing the following:

·       mentoring and sponsoring women into leadership roles, allowing women to bring diversity of thought, capability, experience and leadership style to the table

·       take the time to understand women’s ambitions and map a pathway to enablement

·       ensure a talent pool of women in succession planning pipelines

·       ensure there is parity in the organisation

·       ensure women are respected

·       ensure there is equal billing and intersectional diversity at all conferences

·       ensure flexible and family-friendly policies

·       make deliberate hiring decisions that value broader cultural experience, cultural capabilities and language skills

·       curate boards and internal teams that are genuinely and intentionally diverse

·       keep the conversation going past IWD

Women on their own cannot change the status quo, we need men standing with us to do this. Maybe we do need to set targets and quotas to move the dial forward rather than waiting for organic change? This is not something I generally support, but right now I feel we are stuck.

It concerns me that my daughter's generation are not as connected to this day as we once were. To me, this shows that we are failing yet again as a generation of change-makers don’t genuinely believe they can move the dial. Why should they have to have the same fight we and generations before have fought?

IWD is not a day that empowers me, rather reminds me of how little we have progressed. The theme for 2023 is #embraceequity. I see equity not as something we need to embrace as a nice to have, but as a fundamental human right.

We shouldn’t have to fight for equity, or justify it, it should be a given. Equity is about the financial, emotional, and physical safety of women. Equity is over 280 years away.

We need to accelerate far beyond equity and into full empowerment of women.

Because when we lead with diversity, everybody, every ecosystem and every form or life benefits.

Hopefully I have given you a different perspective of IWD. Celebrate the day, eat an IWD cupcake if you feel inclined. However, make sure that you don’t sugar-coat progress. Please make at least one fundamental change in your business that will create equity.

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Build, Buy & Borrow Talent - Overcoming the Talent Drought

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We have a talent war on our hands, finding and keeping people in our businesses has become harder. 

The pandemic blended the world of work and home in a way that has never happened. We went from sharing stories about our pets, children and partners at work to seeing them online as we held our meetings.

The workplace got humanized, we saw people in their natural environments and the concept of work life balance that we searched for, did training and coaching on simply moved to being about life.

So before you go on your next recruitment drive consider exactly what you are offering, is it competitive and who is the talent you are trying to attract into your business. 

Hybrid models enable people to work from anywhere, how you manage their work flows and productivity becomes a challenge.

And there isn’t a one size fits all. Remember we have gone from – you come into the office to do the work, to finding out how you prefer to work, overlaying that with the business needs and finding a win win solution that works for the employee and the business.

We have gone from standard workplace contracts or agreements to bespoke ones, we now need to match how the work is done to how the employee prefers to do the work. 

There is no going back, the horse has long bolted on this issue, I know many people who have said to me that if they take the flexibility away then I am leaving the job. Employers who feel that they can hold onto the “old” ways of recruiting and retaining talent will the most under threat.

If how we work has changed then how we recruit must also change and wouldn’t hybrid models actually increase the talent pool and make you attractive as an employer.

To dive deeper into this topic, I reached out to Michelle Loader who is the Managing Director of Future Leadership. You can listen to our conversation on Future Fit Leadership Podcast.