The way organisations currently develop their leaders equips them for yesterday's predictable, process-driven workplace, but not for today's complex, uncertain business conditions, says HR expert Kevin Wheeler.
Organisations need to take responsibility for bullying because its presence in a workplace signifies "systemic dysfunction", says psychologist Evelyn Field.
Using incentives to motivate employees and boost their productivity is outmoded, according to author Dan Pink, who says it's time to employ three new motivators: autonomy, mastery and purpose.
HR professionals should demonstrate stronger intent and "a bit of guts" when seeking funding for their proposals, says leadership communication specialist Rod Anderson.
Inspirational leadership is not rocket science and shouldn't be overcomplicated, a BlueScope Steel manager told delegates at the 2010 HR Practices Day in Sydney last Friday.
HR professionals are most valuable when they help and support line managers with difficult performance management cases, says Defence director of military personnel administration, Jim Porteous.
An "engaged" employee can still be "a real flight risk", says SHL director Stephanie Christopher - especially in a situation where a leader, "who they may have personal respect for and loyalty towards", leaves the company.
HR professionals who make it to the top table will remain secondary to operational and finance heads unless they can show they're "not on another planet", says MACAW Consulting Group managing director, Tony Sernack.
Employers that want to access top talent fast and develop leadership skills among existing employees should consider implementing an intern program, says Ernst & Young managing partner and people leader Lynn Kraus.
Some employers have successfully stepped up to the task of managing psychosocial safety, but in many other workplaces, initiatives are falling flat. Join us for an HR Daily webinar to understand what's holding back progress in this critical space and how to move forward.
