Like most HR professionals, I have been on the dishing out end of grievances, disciplinary processes and investigations. As a licensed private investigator, I now investigate harassment, bullying and other complaints when required by clients. So I know my way around the law and the standard HR policies.
The standard code of conduct and ways of working policies have a dual purpose - to establish the framework for appropriate behaviours and to protect the organisation in the event that…Continue
Of all the questions I get asked about managing people, this one would have to be at the top of the list. “How do I manage person x? They are just so difficult.” It’s one of the aspects that I spend a lot of time on with my coaching clients.
Difficult people suck life and energy out of the working (or other) relationship. They can make the workplace a tense or unpleasant place to be. They can take up a disproportionate amount of time and energy…Continue
You have all heard of high potential employees but have you heard of “high impact” employees? Now, I bet your mind has gone straight to the high performers, the ones that are closing the deals, making the savings, making the noise. And you’d be right — they are most definitely high impact employees, and rightly so.
But, there’s another group of employees that have impact — but unfortunately, impact of the negative kind.
These are the toxic employees that take up a…Continue
I was speaking at an event a few weeks ago on leading through change. It’s a great topic — a timely and timeless one; as change will not go away and leading well through the change it is the only way to affect proper change. I went through the practical steps that a leader can take to affect change — what we know works and what we know almost guarantees failure.
In going through this, there’s one thing that is glaringly obvious — and that is a leader cannot…Continue