Ian Plowman
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A blog post by Ian Plowman was featured

It's about time !

 It’s about time!Our management meeting ran overtime and so I was late for the client meeting. The client was not happy.I don’t know why we schedule the meeting for 8.00am when the boss does not turn up till 8.15.We spent so much time on Sophie’s agenda item, we ran out of time to deal with my issue.Time management is often a negative for meetings.  Here is how to turn it into a positive.  There are three distinct aspects of a meeting where clever time management pays off handsomely.Starting…See More
21 hours ago
Ian Plowman posted a blog post

It's about time !

 It’s about time!Our management meeting ran overtime and so I was late for the client meeting. The client was not happy.I don’t know why we schedule the meeting for 8.00am when the boss does not turn up till 8.15.We spent so much time on Sophie’s agenda item, we ran out of time to deal with my issue.Time management is often a negative for meetings.  Here is how to turn it into a positive.  There are three distinct aspects of a meeting where clever time management pays off handsomely.Starting…See More
yesterday
Ian Plowman updated their profile
yesterday
A blog post by Ian Plowman was featured

Our conscious values don’t matter a damn if our unconscious behaviour in meetings lets us down

Ground-rules for meetings: Why they matter; how to create them, and how to best use them.Last week's blog talked about setting and honouring the 'social contract' for meetings.  Today, we will talk about what is commonly the missing third of that 'social contract', namely the behaviour of those attending.  Some of those behaviours are detrimental.People keep drifting off the topic.Fred keeps bringing up the same issue we dealt with three meetings ago.Most of us just sit there and don’t say…See More
Apr 19
Ian Plowman posted a blog post

Our conscious values don’t matter a damn if our unconscious behaviour in meetings lets us down

Ground-rules for meetings: Why they matter; how to create them, and how to best use them.Last week's blog talked about setting and honouring the 'social contract' for meetings.  Today, we will talk about what is commonly the missing third of that 'social contract', namely the behaviour of those attending.  Some of those behaviours are detrimental.People keep drifting off the topic.Fred keeps bringing up the same issue we dealt with three meetings ago.Most of us just sit there and don’t say…See More
Apr 18
Lewis Stratton liked Ian Plowman's blog post Want to bring joy to the workplace?
Apr 16
Ian Plowman posted a blog post

Are you violating a social contract? Do your meetings match what people expect?

Are you violating a social contract?  Do your meetings match what people expect? Have you ever attended a meeting that, for any reason, left you annoyed, angry, disappointed?Unconsciously, each participant in your meetings has signed up to a ‘social contract’.  Evidence for this is most obvious when the ‘social contract’ is violated.The reason this negative emotion arose for you is probably because something occurred that you thought was inappropriate.  And you can probably name a handful of…See More
Apr 11
A blog post by Ian Plowman was featured

Want to bring joy to the workplace?

Want to bring joy to the workplace?  Want to improve the level of employee engagement and retention?  Want to improve the quality of workplace communication? What would be the benefits to your organisation if employee turnover could be reduced?What would be the benefits if every employee was creatively focussed on the shared purpose?What would be the benefits to morale if organisational communication was multi-directional?What if your employees looked forward to meetings as a vehicle for mutual…See More
Apr 5
Ian Plowman posted a blog post

Want to bring joy to the workplace?

Want to bring joy to the workplace?  Want to improve the level of employee engagement and retention?  Want to improve the quality of workplace communication? What would be the benefits to your organisation if employee turnover could be reduced?What would be the benefits if every employee was creatively focussed on the shared purpose?What would be the benefits to morale if organisational communication was multi-directional?What if your employees looked forward to meetings as a vehicle for mutual…See More
Apr 4
A blog post by Ian Plowman was featured

Who should attend our meeting?

For meetings that matter, who should attend our meeting?   Why do we often forget to ask the most important stakeholders?We’ve held our meeting.  We’ve made our decision.  We are just getting into the execution of that decision when we are suddenly confronted with an objection we did not anticipate.Has this ever happened to you?  Have you ever participated in a meeting where a decision was made, after which there was some unexpected pushback?  Have you ever seen a meeting make a decision in the…See More
Mar 26
Ian Plowman posted a blog post

Who should attend our meeting?

For meetings that matter, who should attend our meeting?   Why do we often forget to ask the most important stakeholders?We’ve held our meeting.  We’ve made our decision.  We are just getting into the execution of that decision when we are suddenly confronted with an objection we did not anticipate.Has this ever happened to you?  Have you ever participated in a meeting where a decision was made, after which there was some unexpected pushback?  Have you ever seen a meeting make a decision in the…See More
Mar 23
Ian Plowman is now a member of HR Daily Community
Mar 23

Profile Information

What would you like to share about yourself?
I'm passionate about giving every employee or organisational member a voice, thereby strengthen engagement, reducing turnover and boosting innovation.
Company website/blog
http://www.cooperativeconversations.com.au
Personal blog
http://see above
What areas of HR are you particularly passionate about?
Engagement, retention, communication, innovation
What kind of networking are you open to?
Open networking

Ian Plowman's Blog

It's about time !

Posted on April 25, 2018 at 21:49 0 Comments

 

It’s about time!

  • Our management meeting ran overtime and so I was late for the client meeting. The client was not happy.
  • I don’t know why we schedule the meeting for 8.00am when the boss does not turn up till 8.15.
  • We spent so much time on Sophie’s agenda item, we ran out of time to deal with my issue.

Time management is often a negative for meetings.  Here is…

Continue

Our conscious values don’t matter a damn if our unconscious behaviour in meetings lets us down

Posted on April 18, 2018 at 18:00 0 Comments

Ground-rules for meetings: Why they matter; how to create them, and how to best use them.

Last week's blog talked about setting and honouring the 'social contract' for meetings.  Today, we will talk about what is commonly the missing third of that 'social contract', namely the behaviour of those attending.  Some of those behaviours are detrimental.

  • People keep drifting off the topic.
  • Fred keeps bringing up the same issue we dealt…
Continue

Are you violating a social contract? Do your meetings match what people expect?

Posted on April 11, 2018 at 17:30 0 Comments

Are you violating a social contract?  Do your meetings match what people expect? 

Have you ever attended a meeting that, for any reason, left you annoyed, angry, disappointed?

Unconsciously, each participant in your meetings has signed up to a ‘social contract’.  Evidence for this is most obvious when the ‘social contract’ is violated.

The reason this negative emotion arose for you is probably because something occurred that you thought was…

Continue

Want to bring joy to the workplace?

Posted on April 4, 2018 at 17:42 0 Comments

Want to bring joy to the workplace?  Want to improve the level of employee engagement and retention?  Want to improve the quality of workplace communication? 

What would be the benefits to your organisation if employee turnover could be reduced?

What would be the benefits if every employee was creatively focussed on the shared purpose?

What would be the benefits to morale if organisational communication was…

Continue

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