Jun 13

How to reduce the risk of elder abuse

The United Nations has designated 15 June as World Elder Abuse Awareness Day (WEAAD). The objective of WEAAD is to raise awareness and to focus global attention on the problem of physical, emotional, and financial abuse of elders and how best to reduce incidents of abuse of elders, increase reporting of such abuse, and to […]

May 30

The potential dangers of instant messaging at work

Employers are embracing instant messaging platforms as a tool towards cultivating an engaging workplace culture which values collaboration and open communication. When used correctly, instant messaging platforms in the workplace can be a very effective communication tool for employees. Today, staff at many organisations – particularly those with multiple or international sites – often utilise […]

May 23

The Five Keys to Happiness and Engagement at Work (Part Two)

In Part One of this blog post, we considered the experiences that commonly build feelings of pride, fulfilment and satisfaction at work, reflected on the impact of technology on communication and connection and discussed the importance of happiness and engagement to building and sustaining a productive, engaged and loyal workforce. So, how do we achieve this? The Five […]

May 16

The Five Keys to Happiness and Engagement at Work (Part One)

In our recent webinar, Increasing Happiness and Engagement at Work*, we asked the questions: When have you felt the most proud, fulfilled and satisfied at work? What factors contributed to those feelings? The webinar attendees’ responses included: Achieving as a team, all working as one. So proud. Little things. I was able to help a colleague who was […]

Apr 26

Reducing bullying, discrimination and harassment of young workers in Australia

“World Day for Safety and Health at Work” is an annual international campaign which promotes safe, healthy and decent work. It is held on 28 April each year. In 2018, the focus is on highlighting the critical importance of addressing the challenges that exist for improving the safety and health for young workers aged between […]

Apr 18

Dealing with Support People in Workplace Investigation Interviews

Being interviewed as part of a workplace investigation can be a stressful, emotional and intimidating experience for all parties – the complainant, the respondent and witnesses. Being able to bring along a support to attend the interview with them can be comforting for participants. But is also important to establish some clear ground rules, to […]

Apr 04

Conflict Management Coaching in Action

Conflict management coaching involves a coach working one-on-one with someone experiencing conflict with another person. The coach uses a structured model to help the person in conflict (the client) discuss their conflict through a self-reflective process and help the client gain the ability to manage, prevent or resolve a dispute, or their interpersonal conflicts generally. […]

Mar 22

[WEBINAR ON DEMAND] How to increase staff happiness, engagement and productivity

Happy and engaged workplaces increase staff satisfaction and productivity, whilst minimising turnover. Join Rose Bryant-Smith, Co-Founder and Director, as she discusses how you can improve your workplace to be more harmonious and engaged. Watch webinar How to access our Webinars On Demand To access these webinars on demand, simply click on the watch webinar link […]

Mar 21

How to get the best out of mediation for your organisation and your staff

At its best, mediation can be a very effective and even a transformative process, which assists parties who have been engaged in conflict to resolve the issues that have arisen in their working relationship. With the assistance of a mediator, the participants are empowered to resolve the dispute themselves on their own terms, in a […]

Feb 21

6 of the Best Self-Care Tips for Investigators

Interviewing staff who are traumatised, emotionally distressed or highly resistant to your process, takes a toll on the impartial investigator. Analysing evidence and defending your impartial findings can also be draining, and lonely, when subtle or overt pressures are brought to bear on your professionalism, or your conclusions. Effective investigators should exercise self-care to remain […]

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