Home' HR Monthly : June 2015 Contents HR TOOLKIT
June 2015 HRMonthly 49
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REVIEWS BY AMANDA WOODARD, EDITOR HRM
The authors were canny enough to get the likes of Josh
Baylis, CEO of Virgin Group to comment at the front
of this book. Baylis calls it “a truly enjoyable and highly
relevant read on leadership and engagement” and it’s
hard to disagree. In his introduction, M ichael Bunting,
Founder of WorkSmart Australia, adopts a matey,
across-the-table style as he dissects the challenges of
leadership in a country that coined the expression “tall
poppy syndrome” to express its fierce egalitarianism.
The good thing about Antipodean culture is that respect
isn’t automatic, leaders must actually lead and serve to
earn their authority says Bunting.
The first myth to be punctured by Kouzes and
Posner is that leaders are born into the role. Great
leaders are great learners, not afraid to make mistakes.
Trawling through global research, they have distilled
into five chapters the practices they believe characterise
exemplary leadership. They draw on engaging, real-life
examples to illustrate best practice. So in the chapter on
Challenging the Process, for example, we meet Wendy
Lenton, head of people and performance at George
Weston Foods, who took her underperforming team to
the Australian Institute of Sport to find inspiration in
the relationship between athletes and coaches.
This book reminds us says another advocate, Luke
Sayers, CEO at PwC “that leaders need to bring out the
best of themselves to bring out the best in others”.
FROM ME TO WE
EXTRAORDINARY LEADERSHIP IN
AUSTRALIA & NEW ZEALAND
JAMES KOUZES, BARRY POSNER WITH MICHAEL BUNTING
“Coming together is a beginning, keeping together
is progress, working together is success.” Not Janine
Garner’s words but the wisdom of Henry Ford
which opens the book. The idea of joining forces,
collaborating, sharing knowledge, insights and intellect
for mutual benefit was something the A merican
industrialist believed in wholeheartedly. So why, then,
asks Garner, has commercial collaboration not become
a business norm?
This book attempts to answer that question and offer
strategies for embedding a mindset of collaboration in
individuals and businesses. The starting point is with
oneself, the “Me” and while everyone has different
attributes and characteristics, Garner says that “we have
a choice as to the version of ourselves we want to be”.
The word “fear” is found in more business manuals
that horror novels these days. Garner proclaims fear as a
big inhibitor to realising potential. Case studies illustrate
successful collaboration models that will be useful
mainly for small businesses. She’s lighter on examples of
large organisations where the greatest problems often lie
with silos protecting their patch.
Garner is convincing when it comes to strategy
however. “It requires moving out of closed-door
boardrooms and corner offices, lowering personal
barriers that prevent transparency,” she says. “When
these things happen, is when we enter the We economy.”
to hire a person
Lower staff turnover rate
A person with a vision impairment
is more likely to show loyalty to
an employer, giving you a lower
turnover rate and a lower overall
cost of employment.
Due to the access challenges they
face every day, people with vision
impairment tend to be great
problem-solvers, flexible and
Less workplace incidents
People with a disability are far less
likely to have an accident at work
than their peers.
More days at work
People with a disability have lower
levels of absenteeism and use less
sick leave than their colleagues.
Diversity = good business
A more diverse workforce will
effectiveness. It will lift morale and
enhance productivity. In short,
diversity is good for business.
An untapped workforce
You are looking to recruit a new
employee for your business, but what if an
applicant is blind or vision impaired?
Understandably, you may initially question
how they can possibly do the job that you
advertised for – how would they read emails
or find their way to work?
You may also think, “What about
the extra costs and the changes
that I will have to make to my
To alleviate your concerns,
Guide Dogs NSW/ACT has
developed a handy guide to
highlight the benefits of employing
someone who is blind or vision impaired,
and provide solutions to common concerns.
These job-seekers are loyal, great
problem-solvers and can provide an
inspiration to your workforce.
All they need is an opportunity!
To download our free Employers’ guide for hiring
people who are blind or vision impaired please
22/05/2015 3:21 pm
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