In our teamโs Big AI Chat, we didnโt just share tools, we unpacked the emotions around AI: fear, overwhelm, and value anxiety. Discover how weโre approaching AI with intention, team alignment, and emotional safety.
Closing a Chapter: Reflections from the PSA Boardroom
How to get people to do what they promised...without shaming them
Picture this. You have your weekly one on one. Your team member promises to complete the inventory report for the project by next week. Next week arrives and itโs not done. What do you say? Is it, โWhy didnโt you complete the report?โ If youโre like most leaders, thatโs exactly what youโd say. Or at least, itโs what you want to say.
Why diverse teams have the worst time
We know that diverse teams deliver the goods. Science knows it. Academia knows it. And anyone whoโs worked on a diverse team knows it. But what we don'tโ talk enough about, is how it feels to be a part of this diversity. If we are doing our job, showing up with ideas, challenging other team members, and generally pushing ourselves and each other to be brilliant, then diversity feels difficult. There is push back. There is scepticism. There is discomfort. BUT...if we can just hang in there long enough, trust our colleagues enough, and have faith that we all want to make a positive difference, then we can reap the rewards that diversity offers.
What does gender bias 'in the system' really look like?
When it comes to gender equity, the most elusive part of the problem is the invisibility of the real problem โ the second-generation bias that pushes implicit bias underground. This kind of bias is the policy and procedure and the โway we do things around hereโ that gets woven into the fabric of the organisational culture.
Implicit bias however remains in the shadows. Hard to spot until someone deliberately shines a torch on it. Itโs time to get our torches out and shine a spotlight on the hidden obstacles for women. Those that are stuck in the systems, ingrained in our cultures and waiting to create confusion about whatโs really going on for women at work.
Big news!!! My new book is available for pre-order! (The Gender Penalty)
๐๐ญโ๐ฌ ๐ก๐๐ซ๐! ๐๐ญโ๐ฌ ๐ก๐๐ซ๐! ๐๐ญโ๐ฌ ๐๐ข๐ง๐๐ฅ๐ฅ๐ฒ ๐๐๐๐!
I am so thrilled to share my latest book with you ๐๐ก๐ ๐๐๐ง๐๐๐ซ ๐๐๐ง๐๐ฅ๐ญ๐ฒ: ๐๐ฎ๐ซ๐ง๐ข๐ง๐ ๐จ๐๐ฌ๐ญ๐๐๐ฅ๐๐ฌ ๐ข๐ง๐ญ๐จ ๐จ๐ฉ๐ฉ๐จ๐ซ๐ญ๐ฎ๐ง๐ข๐ญ๐ข๐๐ฌ ๐๐จ๐ซ ๐ฐ๐จ๐ฆ๐๐ง ๐๐ญ ๐ฐ๐จ๐ซ๐ค.
Do you...
๐น ๐ง๐ฆ๐ฆ๐ญ ๐ถ๐ฏ๐ฅ๐ฆ๐ณ๐ท๐ข๐ญ๐ถ๐ฆ๐ฅ, ๐ฐ๐ท๐ฆ๐ณ๐ญ๐ฐ๐ฐ๐ฌ๐ฆ๐ฅ ๐ฐ๐ณ ๐ช๐จ๐ฏ๐ฐ๐ณ๐ฆ๐ฅ ๐ข๐ต ๐ธ๐ฐ๐ณ๐ฌ?
๐น ๐ธ๐ข๐ฏ๐ต ๐ฑ๐ณ๐ข๐ค๐ต๐ช๐ค๐ข๐ญ ๐ด๐ต๐ณ๐ข๐ต๐ฆ๐จ๐ช๐ฆ๐ด ๐ต๐ฐ ๐จ๐ฆ๐ต ๐ข๐ฉ๐ฆ๐ข๐ฅ?
๐น ๐ธ๐ข๐ฏ๐ต ๐ต๐ฐ ๐ด๐ถ๐ค๐ค๐ฆ๐ฆ๐ฅ ๐ข๐ด ๐ข ๐ธ๐ฐ๐ฎ๐ข๐ฏ ๐ธ๐ช๐ต๐ฉ๐ฐ๐ถ๐ต ๐ค๐ฉ๐ข๐ฏ๐จ๐ช๐ฏ๐จ ๐ธ๐ฉ๐ฐ ๐บ๐ฐ๐ถ ๐ข๐ณ๐ฆ?
๐๐ก๐ ๐๐๐ง๐๐๐ซ ๐๐๐ง๐๐ฅ๐ญ๐ฒ is a playbook for navigating career success in a male-dominated environment. If you want to stand out without stepping on toes, get what you want without compromising who you are, and make your mark without becoming someone youโre not, this book is for you. (Plus you can take men with you on the journey. Hooray!)
Packed with easy-to-follow practical strategies, insights, case studies and stories, (and a bunch of bonus resources) this book will help you not only overcome the gender penalties on the field, but also change the game of work for good โ for yourself and other women.
Would you do this challenge?
๐๐จ๐ฎ๐ฅ๐ ๐ฒ๐จ๐ฎ ๐๐จ ๐ญ๐ก๐ข๐ฌ ๐๐ก๐๐ฅ๐ฅ๐๐ง๐ ๐?
I recently walked around with a bunch of bananas on my head in the supermarket (as you do). I did this as part of a challenge issued at the last Professional Speakers Australia event. We were challenged to walk around the supermarket with bananas on our head and take a picture of it. Why? I hear you ask. To show how little others care about or take notice of what we are actually doing. To face into our fears of judgement and to know that they are usually unfounded. This is about freeing us up to be perfectly imperfect humansโฆ and embrace it.
The power of burnout
There is much being written right now about employee burnout. And for good reason. Employees are burning out. Thereโs been a lot going on. A pandemic. A shift to remote work. The flu season. A shift back to the office. Travel back on. More pandemic. Travel off. A shift back to remote workโฆ oh, and the great resignation, which means new jobs, new expectations, new workloads or (for those left behind) shrinking teams doing expanding work, and less people delivering more projects. And so on it goes.
All the while, dedicated and committed employees have been working their butts off to keep up. People are trying to stay on top of the rising pressures of โjust getting on with itโ. But they are struggling.
Donโt let the experience of burnout be your teacher. Let the idea of burnout be your preacher. Let it be the motivational speech that spurs you into action, before itโs too late.
Live or Online? What type of training provides the best results?
Now we are back in the office (in some way, shape or form) we need to decide what comes back with us, and what stays on line. This is particularly important for training and development and team building. Over the last few years, we have proven that not only can we work remotely, we can also learn remotely.
So, should we go back to doing these things in person now that we can?
Read the full article to know more.
The secret to getting people back to the office
The secret to getting people back to the office, is not to get them back to the office. Yep. You read that right. It might not be the answer you want to hear, but itโs the reality.
Of course, thereโs a little more to the story but letโs start by ripping the band aid right off. Blanket mandates forcing people to come back to the office, will have dire consequences. Not only will your people resist coming back, they are likely to leave altogether.
Thankfully, over 15 years of studying human behaviour and obsessing about why people do what they do, has shown me that there are other options.