As a nation, this month we will unite for the celebration and remembrance of Anzac Day and those who have died for the freedom of this great country in which we live. A past federal Treasurer speaking on Anzac Day a few years ago said Australian ideals had been both tested and proved at Gallipoli. Further, he said: “What emerged was a moral value that rapidly established itself as our supreme national virtue: a combination of bravery, resilience, the ability to improvise, and the duty to stick together in hard times and protect your friends.”
As someone who has lived my adult life in Australia, and who regards herself as a very patriotic Australian, these words resonated with me about what it means to be Australian – brave, resilient, adaptable, sticking together, looking after your mates, persevering , courageous and reaching out to our community!
I asked a number of Gen Y female entrepreneurs on social media the following two questions:
What are your top 3 issues for the election?
Are you engaged, disengaged or disillusioned with the current election campaign? Why?
Yes, that is correct – we need quotas for men! As we approach yet another International Women’s Day, and face questions such as:
- “When is International Men’s Day?” to which I usually respond with: “The other 364 days of the year!”
- “Should we have targets, or quotas?”
- “Won’t quotas result in reverse discrimination against men?”
- “Aren’t we risking not selecting people based on merit if we have quotas?”
- “Aren’t most women themselves against quotas?”
Over the past few months the media has been flooded with stories of corruption, bad behaviour and a complete lack of integrity in sport, politics and business! What must young people think when they look to supposed role models of leadership? I know what they are thinking because they tell me. Generation Y and now Generation Z (born 1996 – 2010) see no people in politics and business who they want to emulate, and now they are beginning to lose confidence in sports heroes too. And why wouldn’t they. What they are seeing is not what they would like to become as leaders themselves!
Congratulations to David Morrison on being named Australian of the Year 2016. Many have seen this as a great choice given David’s public commitment to gender equality, even being called an "equality warrior", while others in the media (and probably quietly in private conversations) have said it was a "politically correct" decision. I disagree with the latter. I know that David Morrison does care deeply about wounded soldiers; those suffering from PTSD; he loves the soldiers, male and female; and can care about all these things simultaneously. He does not have to choose one over the other, unlike the suggestion by a journalist in one of today’s papers.
Over the past decade I have interviewed over 100 effective and inspiring leaders prior to, and subsequent to the Global Financial Crisis (GFC) about what enabled them to transform their organisations and actively engage their people, in both the good times and more challenging times. These leaders have been from different industries and organisations; and what my analysis has shown is that they share twelve identifiable characteristics that have shaped their transformational leadership.
Is it just me, or are others over the use of the three latest buzz words: innovation, disruption and inclusion? If you are not using these words in everyday language you are so not cool, and out of touch! But let’s examine each of these words carefully, because unless they are truly new, we are just calling something by a different name!
To examine these three words I went to the Thesaurus to seek the most common synonyms for each of these words. Not surprisingly many of the synonyms used words and descriptors that we all already know and use.
There are currently a multitude of articles, interviews and conversations taking place in Australia and around the world about greater gender equality. This is a good thing because when we start talking about difficult, challenging topics it means we are thinking about it more, and therefore questioning the status quo.
Though the past four decades have seen significant generational shifts with more women entering the global workforce, we have a long way to go and much needs to be done to advance women to senior leadership roles. The promising news is that the number of women is growing, albeit it in middle management roles rather than at senior levels.
Over the past 5 years more than 200 women have completed my Great Leaders Are Made (GLAM) women’s leadership development program. More than 40% of them have been promoted or received a pay rise within 13 months of completing the program, or have gone on to be offered a more senior role in another organisation with greater responsibilities and remuneration than the previous role.
Four Corners investigates bullying and harrassment of young doctors in our hospitals...
In a shocking expose of the toxic culture within some of our major teaching hospitals, Avril Henry provides balanced insights into the devastating effects of workplace bullying. See the program via the link below...