Think about people who are different to you. Different in skill-set, values, beliefs, gender, ethnicity, family upbringing, sporting preferences, personalities, communication styles, interests etc.Read more...

In Unconscious bias is a business issue, not just a diversity issue, I highlighted how often we are affected by unconscious biases in business… and the need to find ways to counter these biases.Read more...

You may have heard of unconscious bias in the context of diversity and inclusion in organisations. Some of you may have done training in it. It’s an important concept to understand in developing diverse and inclusive organisations.Read more...

So often we’re too busy to listen well. Too busy with our daily tasks and to do lists. Too busy in our minds thinking about our tasks and to do lists. Most of us know that listening is important and still put it at the bottom of the priority list.Read more...

When a person or groups of people are marginalised and are unable to realise their potential, they suffer, but it also costs the entire group. My last article, Stop focusing on diversity as a compliance issue, explained the missed opportunities for leaders and organisations who do not attract and leverage diverse talent.Read more...

When it comes to diversity, those who ‘get it’ are frustrated with the slow progress. Those who don't fully appreciate the issue see it as a distraction, potentially seeing it as hindering performance and a tick the box compliance issue.Read more...

The best workplaces are where you feel you can be yourself, contribute your best, challenge and be challenged and feel like you are making a difference. You don’t feel you need to hold back.Read more...

Most of us don’t like being wrong. When someone disagrees with us, our fight/flight reaction kicks in to protect ourselves from being the one that’s wrong. It’s often how overt and covert conflict begins or worsens.Read more...

My last article “Power Blindness” pointed to how easy it is for us to be blind to the impact we can have on those with less power than us. In organisations, we tend to think of the power dynamics in terms of positional power and hierarchies, but there is so much more.Read more...

Not only can we be poisoned by power (see my recent article “Power Poisoning”) we can be blind to the impact we have on others who have less power, rank and privilege relative to ourselves.Read more...

I heard Kimberly Wiefling speak at the PMI Melbourne Symposium this week and learned a new phrase – Power Poisoning.Read more...

There is increasing dissatisfaction about performance rating and review systems in organisations, with lots of articles and perspectives on why they don’t work, what some companies (like Deloitte, Accenture, SEEK, Adobe etc.) are adopting instead, what might actually work.Read more...

My Blog

  • Quiet ≠ Quietly Powerful
  • If only you had listened and been open to being influenced…
  • 8 Quiet advantages that most of us tend to miss