Home' HR Monthly : March 2015 Contents AHRI AWARDS
Director of Human
Synergistics NZ Ltd
and Human Synergistics
Australia pty Ltd,
Dave Ulrich HR Leader Award
Dave Ulrich HR Rising
HR Student Award
Lynda Gratton CEO Award
Fons Trompenaars Award for
Innovation and Creativity
Ian Kiernan Award
for Corporate Social
Rob Goffee Award for Talent
Wayne Cascio Award for
Organisational Change and
Peter Williams Award for HR
Marshall Goldsmith Award
for Talent Development
20 HAVI hrmonline.com.au
Q. What are three challenges facing Australian
CEOs in 2015?
TL CHALLENGE 1. Making the organisation more
relevant to employees and customers. It's essential
that companies give consumers a reason for
engagement, beyond the functional benefit of
the products or services they offer. People expect
organisations to have transparency, ethics and a
purpose. At I(FC we provide opportunities for young
Australians, as well as serving freshly prepared,
great-tasting food to our consumers - and we think
we do this better than anyone else.
CHALLENGE 2. Embracing digital. Marketing today
is a multifaceted conversation across new channels,
requiring significantly higher levels of transparency.
We see this as both a challenge and an opportunity.
CHALLENGE 3. Building a company culture that
allows the organisation to continually improve,
organically reinforcing its good qualities and
shrinking the weaker ones.
Q. How is the digital revolution changing the way CEOs
do business? And how much of an impact has it had on
your leadership approach?
TL It's vital for any retail brand like I(FC to stay
contemporary and flexible - and that's also required
of a leader. When it comes to communication, I
blog, I tweet and I now spend more time in front of a
camera than ever before. To stay relevant, I need to be
"WE'VE DEVELOPED AN EXCEPTIONALLY
STRONG CULTURE FOSTERING
TEAMWORK, HONESTY AND
ILOW EGOCENTRIC' BEHAVIOUR."
KFC AUSTRALIA CEO TONY LOWINGS
immersed in the digital world. I see this as an exciting
opportunity, particularly for a dynamic retail brand
with a youthful workforce. Internal communication
is just as important as communicating to consumers,
and we have great initiatives to articulate our purpose
and vision, recognise and celebrate success and,
importantly, get feedback from the team.
LYNDA GRATTON CEO AWARD CO-WINNER:
KARL REDENBACH, FOUNDER AND DIRECTOR,
Q. With your business partner, you established
nSynergy in 2002 and cloud operation OSC in 2008.
Business has since grown to 11 offices on four
continents. Along the way, what has been the most
valuable business lesson?
KR That culture and brand values are not fluff.
[Business partner] Peter and I decided that, if we were
going to stick at this, then we'd better recruit people
who shared our values. These have become the pillars
of our company: respect, humility, accountability,
passion, honesty and entrepreneurship. We soon
found ourselves connecting to like-minded businesses
around the world. nSynergy started a new chapter
when we joined forces with rhipe, the cloud channel
company, last year. It's a company that very much
shares our brand values.
Q. In 2013 you completed an Owner Principal
Management Course at Harvard University. Best advice
from that course?
KR That you must empower your people. If you can't,
it comes down to one of two things: you've hired
the wrong people, or you're not prepared to back
yourself. The adage "If you want it done properly,
then do it yourself" is often used to justify micro-
managerial tendencies. But such an attitude will
become the chief blocker of growth.
Q. You've heavily invested in building a flexible online
community, with your business partner Peter being
based in Melbourne and you being based in New York.
Advice for operating across multiple time zones?
KR It comes down to drinking your own champagne.
Building and designing platforms for enterprise that
inspire collaboration, connection and social bridging
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