Organisations seeking to avoid sexual harassment scandals should rely not on policy or procedure to change their culture, but on the behaviour of their leaders, says Professor Julie Zetler of the Faculty of Business and Economics at Macquarie University.
HR professionals need to consider three levels of integration to ensure people strategies are aligned to clear business outcomes, says experienced HR executive, Frank Kennedy.
Three distinct barriers are holding back progress in diversity initiatives in Australia, but HR professionals can take steps to break them down, according to Mercer's head of leadership, diversity and learning solutions for Asia Pacific, Alison Tickner.
Executives who are encouraged to pursue personal interests are more resilient to stress and achieve greater results as leaders, a briefing heard yesterday.
Organisations should include a balance of young and old managers in their decision-making processes, says Monash professor James Sarros, whose research shows workers in different age groups bring different types of intelligence to the table.
Offering leadership programs that suit diverse learning styles and preferences doesn't have to be expensive, says a regional lead of learning and development at Google.
A major project such as a business restructure or system implementation could be a great opportunity for an existing manager to try something new - but it could also spell disaster, according to Vantage Performance managing director Richard Dunks.
To encourage a culture of innovation, employers should think twice before characterising setbacks as mistakes, and use disappointing results to encourage learning, development and growth, says Hay Group Pacific head of leadership and talent, Wendy Montague.
Organisations that plan professional development without consulting the individuals it targets should not expect great results, says coach Robyn Creed.
A pressing need for "a stronger, deeper leadership pipeline" is nearly universal, but according to Deloitte's latest human capital report, some leadership development programs actually slow down development and heighten retention risks.
