High Impact Consulting

03/03/2022

Hi All, very pleased to share with you a new group I am working with in the tech space.

The Glasshouse is about to build out a whole new entity of support shared services in tech start ups. Ideal for people with music, entertainment, hospitality, and sporting background.

Go follow Glasshouse Enterprises on Linkedin and keep an eye out for the opportunities coming up as we build out the team. For now, here are three fantastic opportunities!

11/05/2021

22/04/2021

We've posted about it before, but not all businesses want or need a full time HR resource, especially for the basics! But it is still important to have things covered and a little structure.

Gain access to our portal for a subscription amount, contact us for more details or to tailor something for your company.

21/04/2021

We are looking for an Accounts Payable Officer, based in South Yarra!

https://www.linkedin.com/talent/hire/479341810/job-post

11/04/2021

I am working with the Davie Group on all things HR & they are rapidly expanding. Think The Oodie, Calming Blankets, Pupnap to name a few of their brands.

See link below for a brand new role they are implementing in their business:

Posted 3 minutes ago. Davie Group is one of Australia’s fastest growing e-commerce conglomerates. It is composed of…See this and similar jobs on LinkedIn.

05/04/2021

One of the most rewarding aspect of what I do, is the people I meet from all corners of the world.

Before the world closed down, I was fortunate enough to get to Kuwait and see the new arena next to the Rafa Nadal academy and work with the awesome team there.

Maya was appointed as their new HR contact and was navigating the crazy world of entertainment in a joint venture relationship. Together we set up policies that would work for both businesses, rolled out benefits and training. I learnt so much from her and her team! Thanks Maya for your recommendation!

05/04/2021

I have 2 spots available for coaching. This isn’t just for leaders, but also for professionals wanting to build on their skills and thought process.

Why go through a profiling process and receive coaching? To unlock potential, create better thought patterns and approach, to understand your impact on others and how to maximise relationships - these are just a few reasons.

Our coaching is tailored to the individual’s situation and needs.

* Transition coaching: Working with leaders who are new to a role or company.
* Career coaching: Focusing on talented individuals building a development plan to help them align with your organisation.
* Technical expert to people leader: where people are changing from a technical expert to a people leader is a challenge that coaching can assist with.

What’s involved?
- 1 profiling assessment done by self
- 3 debriefing sessions (as a start)
- Assistance in building a plan

We can also roll this out as a group program.

26/03/2021

Feedback can be daunting when it’s not all positive right? But the longer you leave it the harder it becomes.

Here’s four quick steps to structure those hard to have conversations..... obviously being non-emotive and keeping the flow of discussion two way is key, but here’s some other things that could help:

1. Observe. Always give specifics about what had been seen in terms of behaviour, never on their character traits. For example “you’re a bit lazy” ❌ try “I noticed it took you a long time to finish that report today. Can you talk to me about it?

2. How do you impact a person giving feedback? If it is directly attacking “you should, you are”, people can feel shut down before you start. Talk about the impact their behaviour or standard of work has on you or others: “when you ignore my emails, I feel it is impacting my work as I cannot get the data i need to do my job.”

3. Listen, stop and reflect on their response. Give them a chance to digest the information and reply or ask questions.

4. Offer suggested improvements. Suggest ways to learn or people to learn off.

22/03/2021

How covered is your business?

All companies should strive for zero tolerance to any form of harassment, bullying and discrimination.

But how many of us know what we can be liable for and how to handle such sensitive issues?

To minimise liability employers must show that they have taken all reasonable steps to prevent discrimination or harassment from occurring in their workplace. The law is pretty clear, and understanding your liability as a bystander, a manager, a business owner is imperative.

“Not knowing” is not an excuse.
“Not providing education” and pathways to resolve issues is an issue.

How does your workplace create a respectful and safe workplace? How often do you raise awareness on what to do? Do you know how to deal with these issues formally and informally?

The impact of a toxic culture that ignores this type of behaviour is huge. It impacts morale, productivity, reputation of manager and the business, turnover of team members, mental health & absenteeism... the list goes on!

If you need help setting up a simple framework, contact me for more details to be tailored to your business!

15/03/2021

As mental health becomes something we talk about more, it is also something that workplaces now need to be better prepared to respond to.

Back in the early 00s, I was sent on a Mental Health First Aid Course. Not only did it open my eyes as an HR practitioner about how to better cope with those who disclose their conditions or challenges, but it allowed me to identify it a little easier in team members.

To drive a healthy culture, many workplaces these days not only have their standard Safety Committees, but invest in Mental Health First Aid trained team members. Implementing this in your workplace will give people the knowledge and practical skills to recognise signs of mental ill-health, help team members, friends and family members experiencing mental ill-health and will actively reduce stigma around mental health. It takes a lot to disclose that you are finding things challenging, so we should respond accordingly.

Here are some tips to learning how to create a mentally aware and health workplace culture:

- Prioritise Mental Health and openness to discuss – as much as you do about safety
- Ensure you have an EAP or a Mental Health First Aid program or support to team members who require it
- Recognise the importance of work/life balance and provide team members the opportunity to balance the demands of work and personal life.
- Create a respectful and equitable culture
- Train your leaders on empathy and behavioural impact on others, not just technical skills
- Match job roles to people's skills and abilities, and roles or training to support new roles to team members.

How do you respond if anyone discloses to you that they are experiencing difficulties:

1. Don’t ignore it or brush it off with a “you’ll be right”, be present
2. Thank them for telling and trusting you, with the goal to normalise the conversation
3. Listen, no judgement
4. Tell them you want to support them – don’t overpromise
5. Don’t make it about you, everyone is different
6. Help them decide how to take some course of action
7. Maintain confidentiality
8. Check back in

15/03/2021

We are currently supporting a few clients with recruitment & are looking for an HR Advisor & an Allocator - both roles based in Hawthorn.

10/03/2021

The 7 main patterns fuelling underperformance in the workplace.

When reviewing productivity and team or individual performance, you must be able to see and break these co-created patterns in order to create a higher performing business. Which pattern resonates most with what you see in your business?