Leadership Courses

Frequently Asked Questions about Leadership

What careers can a Leadership and Management qualification get me?

A qualification in Leadership and Management can grow your career into many jobs in virtually any industry. After studying a Diploma of Leadership & Management (BSB50420), you may be suited for a range of careers such as a team leader or office manager. A Diploma of Business (Leadership) (BSB50120) can set you up for a range of skills to become a Business Development Manager, too.

An advanced diploma can grow your career even further and put you on the path to becoming an Operations Team Manager or a Business Manager. The opportunities in Leadership and Management are abundant.

What skills do I need for a career in Leadership and Management?

Our Leadership and Management courses are designed to equip you with the technical and interpersonal skills you need to be successful in your leadership career. A qualification in Leadership and Management will demonstrate that you have the key skills to get ahead, including:

  • Strong communication and interpersonal skills
  • People management, and
  • Workplace planning skills.
Do I need a degree for a career in Leadership and Management?

You don’t need a degree to become a leader or manager, but a Diploma is well sought after by employers and will teach you a range of practical and interpersonal skills that will allow you to thrive in a senior role.

Studying a Leadership and Management course will give you the foundation skills you need to kickstart your career and apply practical skills like communication and people management straight into your job. With a few years of experience, the right set of hands-on skills, and a recognised Advanced Diploma qualification, you can look to make a move into becoming Business Manager, or other managerial roles in the industry.

What are the best Leadership & Management courses to study in Australia?

The best Leadership and Management courses to study are vocational qualifications, including the Diploma of Leadership and Management (BSB50420) and the Advanced Diploma of Leadership & Management (BSB60420). Getting qualified with a Nationally Recognised course demonstrates a level of skill that employers can rely on, with the right combination of practical skills and interpersonal capabilities to move up the career ladder and apply your knowledge in various roles and sectors relating to leadership and management.

What are three careers in leadership and management?

The careers you can pursue with a diploma in leadership and management are endless. One career you can pursue with a leadership diploma is the role of team leader within your respective industry. Team leaders have responsibilities over other individuals in the team and provide guidance and leadership to the team. They delegate tasks, manage workloads and help with any issues to ensure the smooth running of a team. Team leaders can expect to earn around $66,000 average annual salary (PayScale).

Office managers are crucial to the successful running of an office. Office managers oversee any office departments, and look after administration software, processes and functions, implementing office procedures, staff needs, and solving any problems that may arise within the office or administrative spheres. Office managers can expect to earn an average annual salary of around $61,000 (PayScale).

General managers are in charge of organisation, planning and managing day-to-day operations and overall departmental functions. General managers in Australia can expect to earn a starting average annual salary of $113,000 (Job Outlook). Becoming a business development manager is another important business management job role you can pursue as a qualified professional, and is more focused on the strategic direction, growth and achievement of the organisation’s long-term goals.

Can I study a Leadership and Management course online?

Leadership and Management courses are a perfect fit for online and self-paced study. By learning at your own pace, you’re not held back by the speed of the classroom and you have the freedom to pause and pick up your studies around your own schedule.

Whether you’re looking to upskill, change career or kickstart a new pathway, studying leadership and management online is a smart choice to earn the practical skills you need to excel paired with the flexibility to study when and where it suits you.

How long does it take to study a Leadership and Management course?

A Diploma course can take approximately 12 months to complete if studying full-time, Certificate IV courses can be as short as 10 months full-time, while you should expect around 18 months to complete an Advanced Diploma. The duration of your qualification is also dependent on how many hours you put in each week to study, however at CAL all students are offered a generous 24-month enrolment period to complete their Leadership and Management qualifications at their own pace.

Do you need to study a Leadership and Management course to become a CEO?

Becoming a CEO usually needs at least an Advanced Diploma-level qualification coupled with a few years’ experience to be taken seriously in the industry. A Leadership and Management course will teach the relevant technical skills and know-how like persuasive communication and how to liaise with stakeholders and managers, as well as the transferable people and business management skills essential for getting ahead in the leadership and management industry. Industry experience is strongly recommended, with most professionals having two years of experience before undertaking a Leadership and Management Diploma.

Your future in Leadership

Leadership and management careers are best suited to those with strong interpersonal skills and qualities such as people management, strategic thinking, and communication. While many of these skills are abilities found through experience and personal values, many can be learned through a formal qualification.

Skills developed in a leadership and management course at the College for Adult Learning will put you straight into high-level management positions in your chosen industry. Common practical skills in management you’ll learn are client management, understanding of workplace regulations, risk awareness, data analysis, and report writing.

Studying a qualification at CAL is the first step into your career pathway in leadership and management. Find out more about the skills required to excel in these positions, and what roles and salaries you can expect upon completion.

Discover your future here

About Leadership

Tribal Leadership by Dave Logan

10 Leadership Books To Help You Grow

In today’s fast-paced and ever-changing business landscape, effective leadership has become more crucial than ever. Great leaders possess the ability to inspire, motivate, and guide their teams towards success. If you’re seeking to enhance your leadership skills and unlock your full potential, look no further. We have compiled a list of transformative leadership books that will empower you to become a better leader. Deep Work by Cal Newport In a world of constant distractions and information overload, the ability to focus deeply on meaningful tasks is becoming increasingly rare and valuable. Cal Newport’s ‘Deep Work’ is a ground-breaking leadership book that explores the concept of deep work and its impact on productivity and professional success. By adopting strategies to minimise distractions and carve out dedicated time for focused work, you can unlock your full potential as a leader. Newport’s insights will help you cultivate the ability to produce high-quality work in a world filled with endless demands for attention. Originals by Adam Grant Innovation and creativity are vital for any leader who wants to drive meaningful change. Adam Grant’s ‘Originals’ delves into the fascinating world of non-conformists and trailblazers who challenge the status quo. Through captivating stories and rigorous research, Grant reveals how original thinkers generate and champion new ideas. By understanding the principles of originality and fostering a culture that encourages diverse perspectives, you can inspire innovation within your team and organisation. Tribal Leadership by Dave Logan Leadership is not just about individual capabilities; it also involves effectively managing group dynamics and building a cohesive organisational culture. In ‘Tribal Leadership’, Dave Logan explores the stages of tribal development within organisations and provides practical strategies for leaders to create high-performing teams. By understanding the different stages and leveraging the strengths of each, you can foster a culture of collaboration, trust, and shared vision, propelling your team to new heights. Cut the Noise by Chris Helder Leadership requires effective communication that cuts through the noise and delivers clear, compelling, messages. In ‘Cut The Noise’, Chris Helder offers powerful strategies to enhance your communication skills and influence others positively. By distilling complex information into concise and impactful messages, you can engage and inspire your team, stakeholders and customers. Helder’s leadership book will equip you with the tools to become more persuasive and influential. Useful Belief by Chris Helder Our beliefs shape our actions and ultimately determine our success. In ‘Useful Belief’, Chris Helder introduces the concept of adopting beliefs that empower and propel us forward. By replacing limited beliefs with useful ones, leaders can overcome challenges, foster resilience, and inspire their teams. Helder’s practical techniques will help you develop a positive mindset and create an environment that encourages growth and achievement. Leaders Eat Last by Simon Sinek In ‘Leaders Eat Last’, Simon Sinek explores the importance of fostering a culture of trust, collaboration and selflessness within organisations. Drawing upon examples from the military and successful companies, Sinek empahsises the significance of leaders who prioritise the well-being of their team members. This leadership book teaches you how to create an environment where individuals feel valued, safe, and motivated to contribute their best work. Dare to Lead by Brene Brown Brene Brown’s ‘Dare to Lead’ challenges conventional notions of leadership and encourages leaders to embrace vulnerability, courage, and empathy. Brown argues that true leadership requires authenticity and a willingness to lean into discomfort. Through powerful storytelling and research backed insights, she offers actionable strategies to cultivate brave leaders and foster a culture of trust and innovation. This leadership book will inspire you to lead with your whole heart and create a workplace that encourages growth and resilience. The Five Dysfunctions of a Team by Patrick Lencioni Building and leading a cohesive team is a fundamental aspect of effective leadership. In ‘The Five Dysfunctions of a Team’, Patrick Lencioni explores the common pitfalls that hinder team performance and provides practical solutions to overcome them. By addressing issues such as trust, conflict, and accountability, you can foster a highly productive and harmonious team that achieves outstanding results. Emotional Intelligence by Daniel Goleman Emotional intelligence is a critical skill for leaders to navigate complex interpersonal relationships and understand the emotions of their team members. In his book, ‘Emotional Intelligence’, Daniel Goleman explores the five components of this soft skill and highlights its significance in leadership success. Through real-life examples and scientific research, Goleman demonstrates how leaders can cultivate self-awareness, empathy, and effective communication to inspire and motivate their teams. This book will help you harness the power of emotions and lead with greater understanding and impact. Drive by Daniel H. Pink Motivating and engaging your team is a key responsibility of a leader. In ‘Drive’, Daniel H. Pink challenges traditional notions of what drives human motivation. By examining research from the fields of psychology and behavioral economics, Pink introduces the concept of intrinsic motivation and highlights the importance of autonomy, mastery, and purpose in the workplace. This leadership book offers valuable insights into creating an environment that fosters individual and collective motivation, enabling you to unleash the full potential of your team. Your leadership journey Becoming a better leader is an ongoing journey that requires dedication and continuous learning. By immersing yourself in the wisdom and insights offered by these books, you will gain valuable perspectives, practical strategies, and tools to enhance your leadership abilities. Grab a copy of these books, invest in your personal growth and unlock your potential as a leader. Formalise your soft skills and learn the technical abilities you need to be a strong leader with the College for Adult Learning’s Diploma of Leadership and Management (BSB50420). This qualification will equip you with the skills to communicate with influence, drive performance and innovation, and achieve organisational goals. Take the next step in your career with a leadership qualification. Share you favourite book Download our FREE 'Your Career in Leadership & Management' Guide Find the latest information in our eBook about a career in leadership and management, including current job opportunities, soft skills you need, salary information and more. DOWNLOAD MY FREE GUIDE

how to run a modern business organisational development

How To Run A Modern Business Using Organisational Design

The business landscape has changed drastically in the last twenty years, and perhaps even more so in the last two. It’s vital that organisational development managers adapt to the ever-changing needs of each industry, while also curating a great work environment for its employees, to create a thriving modern business. We live in a fast-paced world, and things will continue to change and shift at an accelerated rate. This includes businesses, employees, and leadership. It takes strong and clear management to lead a team through the changes and challenges of a 21st-century workplace. Challenges facing modern businesses There are many challenges businesses are now facing that are new and unknown. While modern technology has allowed us to broaden our horizons and opened the doors to new and exciting ways of working, it’s not without its issues. With all new inventions, comes unheard-of and brand-new problems. A few problems facing modern businesses are: Productivity Though working from home and hybrid working models have helped businesses and employees have a more balanced work and home life, some worries about productivity can arise. Employee retention More than ever, employees are changing jobs quicker, and staying with one company for an entire career is not as common as it once used to be. Employees will ultimately stay if it’s a right ‘fit’ for them. Talent acquisition Skills and labour shortages present great opportunities for jobseekers, but can be a major concern for some businesses. Having an enticing workforce is necessary. Generation Z, those born in ‘96 and beyond – who essentially only have memories of the 21st century – are less likely to stay at their job for more than two years, and have a heavy emphasis on wellbeing. This group of workers will make up one-third of the global workforce. They don’t know or resign to the belief of the 20th century working systems, because they have simply never had to work within them. It’s time for leaders to create a strong and positive company culture to keep up with the needs of the newest generation of employees. A fully engaged workforce Organisational cultures need to move from communities of the compliant to communities of the willing – a workforce happy to use initiative, committed to their organisations, and passionate about their work. To do this management must reinvent itself – to shift its paradigms from control-based success to freedom-based success – to reinvent itself so that it inspires people to use all of their capabilities in their workplaces every day. Hierarchical management facilitates planning and organising, but it certainly does not facilitate initiative, commitment, and passion – the gifts people give to their organisation when they are fully engaged. This is more necessary than ever when 67% of Australians are now either working from home* or undertaking a hybrid working model. Connection is now virtual – and managers have to pivot and figure out how their employees want to stay engaged and involved. This lends to the new way of life where employees’ needs and wants getting met are a key component to creating success. *Source: Australian Institute of Family Studies The modern business model Much of 20th Century management theory was directed at achieving a ‘robotic’ response from its workforce – the ‘one best way, performed, consistently, on command and without question’. The simple truth is machines make great robots, humans don’t. Management must find ways of unleashing and co-ordinating the profound power and challenges of the humanness of its workforce. Humanness describes those attributes that make us human – the pair of hands, plus the brain, plus the heart, beliefs, and ethics. Human beings are social beings who thrive in competent relationships and struggle in dysfunctional relationships. Successful modern cultures will deliver on the following critical ‘human needs’: Dignity – each person will know that they are respected as the individual they are. Equity – each person will be treated and remunerated equitably and ethically. Significance – each person will have a sense of purpose and achievement in the job roles. with the consequent opportunity to take pride in what they do. Communication – each person shares 360° communication about their job, its role in achieving their organisation’s objectives, and progress towards attaining those objectives. Identify/Inclusion – each person will have a sense of belonging and inclusion in their workplace. Safety – each person will feel safe – physically, emotionally, and intellectually. Delivering on these will ‘flick the switch’ on passion, creativity, and commitment. Essential managerial skills to facilitate this will also include: Intellectual intelligence – ‘grey matter grunt’ Emotional Intelligence – characterised by strong interpersonal relationships maturity Ethical Intelligence – the ability to know the right thing to do and the courage to do it. Successful human relationships are premised on trust and respect. Without these, the quality of the relationship is compromised. The above three intelligences go a long way in underpinning competent relationships. Relationships will remain the largest single factor influencing human productivity, as we aim to reconnect through as many channels as we’ve ever had before. People are generally favouring a strong work/life balance over salary, and fostering that going forward is how you will build a thriving modern business. Boundaries are important and clear, and healthy relationships with open communication and trust are absolutely paramount. Organisations inevitably have to be different to respond to the challenges modern business. Those that do it ‘smart’ will have a great commercial advantage, particularly those that recognise the huge potential of the management of ‘humanness’. The College for Adult Learning can help your organisation change its management style to develop and encourage employees who are effective, efficient, and engaged in turn producing highly successful organisations. CAL’s Diploma of Business (Organisational Development) (BSB50120) teaches you the key skills to support the strategic development of people and culture within any business. Download our FREE 'Your Career in Records and Information Management' Guide Find the latest information in our eBook about a career in records and information management, including current job opportunities, skills you need, salary information and more. DOWNLOAD MY FREE GUIDE

using soft assets as a human resources manager

How To Increase Profits Using These 7 Key Soft Assets

  The assets entrusted to managers and supervisors in order to achieve business unit goals and organisational objectives comprise of both ‘hard’ and ‘soft’ assets. Those currently working in HR or in leadership are already working with one of the most valuable soft assets an organisation can have – a team. What is a soft asset? Soft assets are valuable assets to every business, but can’t be tracked on a balance sheet. Soft assets can sometimes be characterised as the human resources of the company. It is the skills and experience of its employees, and their overall productivity. While you might not put it down on the profit and loss sheet, it is a key component to whether your business is and will be profitable or not. They are intangible, and can also be classed as: Information Branding Reputation Soft assets still make up a large part of the overall financial health of a business. If a business’ soft assets are weak or find themselves failing – the business can soon follow. Difference between hard and soft assets ‘Hard’ assets are assets that are able to be capitalised and commonly measured in the balance sheet or profit and loss statements such as: Buildings and equipment Finance and debtors Land and investments These ‘hard’ assets don’t execute strategy, make sales and so forth – it takes people to do that. People are the ‘soft’ assets organisations use in order to execute strategy. Mismanagement of soft assets Mismanagement of these ‘soft’ assets can have very hard consequences – just as there are big payoffs in managing them well. Essentially, for the same cost, two very different outcomes can be achieved. The better the soft management, the more an employee will increase their effort resulting in higher productivity and engagement – all for the same cost. While an employer can force attendance, they certainly can’t force creativity, passion, and commitment. These are controlled by the employee, who decides the extent to which they want to get involved. It is within the power of supervisors and managers to empower their staff to turn on their thinking, creativity, passion, and commitment. It is also very easy for supervisors and managers to de-motivate people. There is an anecdotal saying that ‘people join organisations but leave managers’. Key soft assets for profit and growth Managers are entrusted with key soft assets. The assets are the make or break of the company and a strong leader will know how to utilise them to create profits and growth. These assets include: Time and talent Organisations purchase time and talent in order to execute strategy. Purchase costs per minute for a wage of $50,000 is around 55c-60c per minute. A minute of time can be used only once. The cost is incurred irrespective of the outcome achieved by its use – or the lack of it. Wasted time incurs an unnecessary cost for the organisation. Supervisors and managers have managerial responsibility to ensure that time wastage is minimised. Staff goodwill Most employees start off their day wanting to do a good day’s work. Regretfully, some conclude their day’s work believing that they have been messed about by fools. This compromises a measure of goodwill which, in turn, compromises productivity and engagement. Supervisors and managers have a direct responsibility to manage the goodwill of their staff. Culture The competency of the culture in a work unit has a major impact on the productivity the unit achieves. Functional cultures are more productive than dysfunctional cultures. The better or more functional the standards, the better the relationships within the group. The better the relationships, the better the group productivity. Relationships The degree of functionality of the relationships between a group is the single biggest determinant of its productivity. The functionality of relationships correlates directly with the levels of emotional intelligence within the group. Business units pay a massive price for dysfunction, both financial and emotional. Again, managers and supervisors have responsibility for the quality/functionality of the relationships within their business unit. Psychological contract Each person has sets of beliefs and expectations that define their relationship with their organisation. When organisations nurture and deliver on these beliefs and expectations, people get engaged and committed. When they aren’t delivered, the relationship starts to fracture. This has a major impact on employee engagement. Supervisors and managers are the human interface between the organisation and its people. Significance and pride Every person, even the most humble, has a need for their significance as an individual to be recognised. Organisations, because of their hierarchical nature, often treat people differently based on their organisational position. The reality is that we are all equal – a person can’t give more than 100% of their best efforts. It is important that each person understands the significance of their role (and its tasks and activities) and understands their contribution to achieving organisational goals and objectives. The sum of an organisation’s success is made up of the contributions of each of its members – some contributions will be greater than others, but the whole will remain greater than the sum of the parts. The contribution each person makes according to their talent, abilities, and effort should be recognised. People who have their significance recognised feel better about themselves and have the opportunity to take pride in their contribution. Delivering significance and pride can unlock energies and motivation, just as their denial will kill motivation. Supervisors and managers have a major responsibility to deliver on and nurture this crucial asset. Processes and systems All work is done through a process and system. Obviously, some processes and systems are far more competent than others. Process and system competency is a major asset entrusted to supervisors and managers. Often, supervisors and managers are captives of the system rather than its managers – they are working in it rather than on it. Seeing your employee’s as a soft asset will grow your business, and can turn a whole team and business around to drive profits. Soft assets are real assets, so make sure you are investing the time and right management skills to create a great work environment and get profits, and productivity, up. Refine your skills in leadership and secure your future with an Advanced Diploma of Human Resource Management (BSB60320). Enquire today to get started. Download our FREE 'Your Career in Leadership & Management' Guide Find the latest information in our eBook about a career in leadership and management, including current job opportunities, soft skills you need, salary information and more. DOWNLOAD MY FREE GUIDE

good decision making skills in leadership

How To Make Good Decisions in Leadership

We make decisions at work every day. Some big, and some small. Some good, and some bad. Working in a leadership position means that we are stepping into the office every day with an abundant amount of choices to be made. Being an effective decision-maker isn’t just a nice skill to have in this profession – it’s critical. There are three groups of people involved in decisions – those who make them, those who must carry them out, and those who will be affected by them. As you can imagine, every different person in this process will have their own set of needs, wants, and desired outcomes. It’s your job as a leader to come to the most effective resolution that will cater to all three groups. Decision-making styles Every leader will have different decision-making styles. This can help or hinder a leader when making the right decision for their business or team. Before settling on which decision-making process is right for you, first, you need to figure out what your decision-making style is. Most experts agree that there are four different decision-making styles. Each has its own set of unique understandings and challenges, and it can be incredibly insightful to understand which one best reflects yours. Analytical Analytical style decision makers generally take the longest time to come to conclusions. They like to take their time, look at all of their options, and know their facts. However, if this is you, you may struggle to make a choice until you’re certain it’s the right one. Sometimes, when making decisions, you will never truly know if it’s the right choice until you’ve chosen. This can stall the process and be tiresome if a decision can’t be reached. Directive When you have a directive style, you don’t mind making quick decisions. If you are prompted to make a choice, you’re happy to make a decision then and there. You don’t like to dwell too much, which can have fast results. Whether those results are always the best outcome, however, is a problem you may face if you don’t take the time to think things through. Conceptual You are a ‘think bigger’ person, and the term ‘think outside the box’ was essentially coined for you. Conceptual decision-makers may find themselves drawn to different and creative approaches, and aren’t afraid to try something new. However, those in this category can also find themselves biting off more than they can chew, and if they don’t have a thorough plan to follow through with their big dreams, they can fall flat. Behavioural You are great at listening to and respecting the opinions, wants, and needs of everyone influenced by your decisions if you are a behavioral decision-maker. This is a particularly great soft skill in leadership, as empathy and understanding of your team will help you and them go far. This may cause you to ‘people-please’ however, and while best you try, you probably can’t please everyone 100% of the time. Think critically and honestly about your decision-making style, and what sort of problems you might face in the decision-making process due to this. How can you make sure these don’t become an issue? Can you work with someone else with a different style to potentially balance it out? Be aware of what setbacks you may have going into this and have a plan ready to tackle them head-on. Red flags There are three ‘red flag’ conditions’ that could contribute to leaders making a poor decision through seeing invalid patterns in events and distorted emotions. These three red flags are as follows; 1. Inappropriate self-interest 2. Distorting attachments to people, places, or things 3. Misleading memories – memories that take us down the wrong path. Safeguards As a way to counteract these ‘red flags’, there are also three safeguards to ensure we don’t fall trap to bias. Ensuring fresh/alternating experience and or analysis in the process Ensuring robust and challenging debate about the process, assumptions, decision model and criteria, evaluation & risk analysis Ensuring strong governance in decision-making authority. There are also other ways you can try to handle red flags, such as listing good boundaries, making sure those making the decisions have no inappropriate self-interest, and having an identifying list of who the key decision-makers are. Decision-making process McKinsey & Company released a series of papers on decision-making and making good decisions. They reported that decisions initiated and approved by the same person produced the worst results and decisions made without any strategic planning or context also generated extremely poor results. McKinsey suggested three themes contributed to organisations achieving good decision outcomes: 1. Assessment The first theme is a tough and accurate assessment – Of the situation – The ability to execute the decision – How they will evaluate the decisions – Identify crucial factors – Competitor capabilities and reactions – Risk analysis 2. Process & Practice The second theme is a strong ‘business case’ approach to the process and includes: – Listening to dissenting voices – Identifying and managing bias – Identification and consideration of alternatives and barriers – Sensitivity analysis – Reviewing experience – Decision criteria – Ensuring organisational goals have predominance over the business unit and individual goals – Involving participants in the decision-making process based on their skills and experience. 3. Targets The third theme considers short-term/long-term targets and financial and strategic targets in setting outcomes. Using these three themes, we can now use them to create a more detailed process. The decision-making process can be a big one, but it doesn’t need to be a bad one. With your new understanding of your decision-making style, red flags to look out for, and the perfect process, you can have the confidence in whatever decision you make next. Our Diploma of Leadership & Management (BSB50420) can strengthen your decision-making skills needed to excel in a leadership and management position. Enquire today to find out how to grow your leadership career.

Business Management vs Leadership Management: Which is right for me?

Are you looking to begin a career in management or leader? Or keen to take the next step in your career to improve your job prospects? Both the Diploma of Business (Leadership) (BSB50120) and Diploma of Leadership and Management (BSB50420) are excellent choices for giving you a stepping stone into a rewarding career in leadership, management or both. A wide variety of people are suited to a career path in leadership and management. You do not necessarily need a lot of prior work experience to succeed in these roles– the diploma qualifications are well suited to a range of candidates, no matter their employment history. Which diploma is best for me? Both diploma qualifications are well aligned with those seeking leadership and management positions. However, the choice depends on exactly what you’re looking for in your future career, which may mean that a particular course is a better match for you. For example, while the Diploma of Business (Leadership) is better suited to those who want to manage both people and businesses effectively, the Diploma of Leadership and Management is a better match for those seeking to step into senior management roles. Diploma of Leadership and Management The leadership management diploma is a fully accredited diploma qualification that equips students with the skills required for a successful career in management. By completing units such as Manage People Performance, Lead and Manage Effective Workplace Relationships and Manage Personal and Professional Development, the well-rounded course is ideal for those looking to manage a team in a mid or senior management role. The qualification is suited to people with previous work experience looking at taking the next step in their career or those who may have some informal leadership experience and are looking to learn more about management. However, even those with no previous leadership experience will benefit from the course’s practical and highly relevant nature, which ensures students are job-ready when they graduate. What can I do with a Diploma in Leadership and Management? Upon graduating with a management diploma, students can find work in various industries such as financial services, retail management, hospitality management, operations, supply chain management and building and construction management, among others. In Australia, 70.4% of managers have at least one Diploma qualification. Graduates could end up in roles such as Assistant Manager, Manager, Chief Operating Officer, Head of Operations, Director, Executive or Project Manager, depending on their chosen industry. Diploma of Business (Leadership) This business diploma is a nationally recognised qualification that focuses on arming students with business management and leadership skills that will hold them in good stead for a vast range of future careers. The qualification features units such as Lead Communication in the Workplace, Manage Team Effectiveness, Develop Critical Thinking in Others and Manage Business Resources. The strong focus on leadership and complementary skills in business operations is the ideal pairing for roles that require both people and business management skills. This diploma differs slightly from the Diploma of Leadership and Management in that there is a stronger focus on business operations. As a result, a qualification in Business (Leadership) is well suited to those who manage or run a business. It is also ideal if you are looking to couple leadership positions with operational or financial responsibilities or gain traction for a promotion or career change. Why Having a Business Diploma has Never Been More Important Is business leadership a good course for me? A Diploma of Business (Leadership) is an excellent choice for those who want a broad yet highly relevant qualification that will allow them to move into leadership positions in their career. You will graduate equipped with a range of practical operational skills applicable in a wide variety of industries. Graduates can find work in almost all industries in roles ranging from team leader, supervisor, manager or director. What about the Diploma of Business Operations? The Diploma of Business (Operations) (BSB50120) is another offering by the College for Adult Learning that suits a wide selection of students. It differs from the Diploma of Business (Leadership) and Diploma of Leadership and Management as it has a much stronger focus on the operational side of managing a business. The course equips students with the skills to not only successfully manage people but to operate a business too. Students learn specific operations and supply chain management skills to ensure the smooth day-to-day aspects of running a business. This particular diploma qualification is best for people more interested in business operations and the technical, day-to-day operational side of a business but would also like to have the skills to manage and lead a team. How to get Actual Job Outcomes from Business and Leadership & Management Diplomas How to choose the best diploma for you For those looking for a career in leadership and management, a well-rounded diploma qualification from the College for Adult Learning is an ideal stepping stone into a rewarding career. These courses equip graduates with the practical and theoretical skills required to excel in any future role. However, the perfect choice for each student is dependent on their specific career goals. Talk to our team today to help you decide which course is right for you.

9 Steps for Effective Goal Setting

Without goals, you can lack focus and direction. Setting personal goals puts you in the driver’s seat, giving you the power to transform your own life into whatever direction you desire. However, in many circumstances, the initial goals we set out to complete are abandoned somewhere along the way. To accomplish your goals, you need to know how to set them. This process begins with careful consideration, followed by ample amounts of hard work in order to achieve what we set out to do. In order to make the most of this process, here are ten steps for effective goal setting: 1. Believe in the process The first step to goal setting is having absolute faith and belief in the process. If you don’t have the confidence in yourself and your abilities, then you might as well forget about your attempt to achieve your goals. If you are in doubt, look around you. Everything you can see began as a goal in someone’s head. Turn your thoughts into a reality. 2. Write it down In order to eventuate the goal, you have to plan your attack. Write your goals down and schedule dates for their completion and evaluation. This can be the key to success, as writing down your goals will position you as the creator. If you neglect this step, you may continue to forget them or they will diminish in importance. Having them somewhere that you see them every day will help to reiterate their significance and increase your chances of achieving them. 3. Set goals that are specific A goal has a much greater chance of being accomplished if it deals with specific facts and events. If your directions are vague, they can be misconstrued and easily skipped over. Specific goals provide regimen and precision to your training program. 4. Set goals that are measurable If your goals are able to adhere to concrete criteria, you are able to measure progress towards their achievement. If you identify what you will see, hear and feel when you reach your goal, you can feel as if you have accomplished something tangible. In order to achieve effective goal setting, you should break your goal down into measurable elements. 5. Set goals that are attainable While there is nothing wrong with shooting for the stars, it is important to investigate whether the goal is really applicable to you and your lifestyle. If you don’t have the time, money or experience to achieve something, you will be setting yourself up to fail and most certainly be miserable. For the most effective goal setting, ensure you are planning your steps wisely and establishing a realistic time frame that will allow you to carry out those steps. Download our FREE Guide to Goal Setting! Find valuable information on how to use goal mapping, set SMARTER goals, use resilience and gain access to our exclusive goal setting templates. DOWNLOAD MY FREE GUIDE 6. Set goals that are timely Every set goal should be grounded within a time frame. Without a time frame, there is no sense of urgency. Make a tentative plan of everything you do and the time in which you want to do it. Instilling deadlines will help you and your team work towards them, creating motivation that can keep morale high. However, creating time frames can be a tricky and sensitive task. On the one hand, being too stringent on the timely aspect of goal setting can motivate, but it can also have the opposite effect, demotivating if you aren’t ticking the boxes on schedule. 7. Remain accountable When you are working towards a goal, things are bound to get tough. When facing adversity, you have to hold yourself accountable. Telling your family and friends about your goals may give you the responsibility you need, helping you gather the support system to give you a push. If you remain accountable in your everyday life, you will also surround yourself with constant encouragement from those who are following your progress. 8. Don’t be afraid to ask for help When entering a new venture, it is crucial to learn from those around you. Asking for help is nothing to be ashamed of, as freshening up your skills may be the thing that sets you apart. Seeking advice may come in a variety of different forms: from asking a friend, to developing a mentor – these will only get you one step closer to achieving your goals. Many people find that going back to study is one of the most beneficial steps when attempting to successfully achieve a goal. Adult learning courses are available in a variety of helpful fields, with some like a Diploma of Project Management (BSB50820) specifically targeting those in your position. 9. Continuously assess your progress As time goes on, our goals are constantly changing and evolving. The end result may not look anything like what we initially set out to do; however, this can sometimes be a good thing. In order to learn from your mistakes and assist you next time, constantly assess your progress throughout your goal-setting journey.

5 Ways To Grow Your Career with a Leadership Course

Why do leaders matter? When considering if leadership courses work, it’s worth pondering what would our world look like without effective leadership. From political parties to armies and even sports clubs, very few would be successful were it not for strong, decisive direction, which is why a failure to address leadership issues is costing business dearly. Leadership research highlights that while 83% agree it’s important to develop leaders of the future, especially with baby boomers retiring at an increasing rate, more than three quarters (77%) believe they face a leadership gap. In contrast, 63% of younger workers say their leadership skills aren’t being nurtured. Each problem exacerbates the other, but ignoring the problem can affect a company’s bottom line. Investing in leadership course is one solution, and the evidence indicates both individuals and businesses have a lot to gain from formal leadership training. What are the advantages of management courses for an employee looking to lead in their workplace? Advantages of leadership training The advantages of leadership training should be obvious, but despite the growing leadership gap, very few businesses have leadership programs in place at all levels. Good leaders have the skills and ability to transform the workplace, can create stronger cultures, and increase efficiencies by inspiring their employees to work smarter. Initiating constructive weekly feedback will increase employee engagement by almost 50% compared to 18% for workers who don’t hear so frequently from the boss. A Study of Australian Leadership (SAL) undertaken by Melbourne University found that ‘senior leadership in Australian organisations is dominated by older men from English-speaking backgrounds’. Not that a lack of diversity is a problem unique to Australia. Globally, only 15% of board of director roles are held by women, despite evidence that increased female representation leads to better sales growth and better returns on investment. Leadership training is critical and must take a ‘whole-of-business’ approach to enhance its’ effects. Great leaders know the importance of communication to improve their negotiation skills and create better conflict management outcomes. How to get Actual Job Outcomes from Business and Leadership & Management Diplomas Five ways your leadership can thrive with a Management Studies course like the Diploma of Leadership & Management There are essential leadership skills that a Diploma of Management Studies can teach. The business world is crying out for the next generation of leaders, and formal qualifications will be critical to them. Right now, 76% of senior leaders in large, multi-site organisations have a tertiary qualification, compared with 49% of their counterparts in smaller enterprises. The fact is, Australian businesses invest far less than those in the USA, Asia and Europe on leadership development. Therefore, in many ways, taking the initiative by becoming qualified in leadership studies is a smart move. So what are the five key advantages of leadership courses such as a Diploma of Management Studies? 1. Increase your productivity and the productivity of others. Learning more about yourself naturally lends itself to self-improvement, and that will rub off on others. Investing in leadership training can result in a doubling of sales, 70% better employee retention rates, and substantial increases in customer satisfaction. All three of those measures improve a company’s bottom line. Success breeds confidence which tends to breed even more success. 2. Create and implement leadership strategies of your own. Helping shape the leaders of the future is a significant privilege. It’s not just a case of moulding somebody else’s leadership style in your own image, but instead, create a mentoring pathway which leaves behind an important legacy for others. You will never stop learning from those who will eventually succeed you, and along the way, you’ll discover innovative ways of developing and managing people too. Download our FREE 'Your Career in Leadership & Management' Guide Find the latest information in our eBook about a career in leadership and management, including current job opportunities, soft skills you need, salary information and more. DOWNLOAD MY FREE GUIDE 3. Have an impact far beyond the workplace. True leaders influence lives, not just jobs. Studies show that employees are nearly four times more likely to have a strong sense of purpose, and seven times more likely to be highly engaged if they are effectively coached, mentored, and listened to. Humans simply crave engagement and thrive on positive feedback. If a business leader can couple these skills while also positively impacting workplace diversity and culture, their influence can improve people’s outlooks, not just a company’s bottom line. How to Create an Inclusive Workplace 4. Seek creative ways to engage others. A great leader never stops learning. They may have a very defined leadership style but will remain open to new ideas of doing business. Listening, as opposed to hearing, becomes critical. Most people retain only 25% of what they hear, so it becomes apparent how essential listening to people is one skill that leaders need to develop over time. Seek to draw on the skills and experience of others who have new ideas and allow space for creativity to flourish. How to Build the Best Work Team 5. Become a better influencer, negotiator, and conflict manager. In many ways, these skills are an amalgam of the others listed above. By becoming more efficient, you influence productivity and workplace culture. Negotiation skills apply in multiple settings, from dealing with contractors to discussions with staff or unions about issues such as enterprise bargaining agreements (EBAs). Learning the process of resolving workplace conflict, again, has many and varied applications and can lead to retaining or losing key team members. Why a leadership course can work for you Good leaders inspire us to produce our best work. Truly great ones allow us to challenge our own perceived limitations and strive to do better. Considering that 75% of people leave their jobs because of their boss, and not the work itself, there’s a powerful incentive for businesses to get the right leaders. A solid foundation upon which to base their knowledge is perhaps the first advantages of leadership courses, and there’s no better way to do that than by getting the right formal qualifications. A Diploma of Leadership and Management (BSB50420) sets you on the right path towards an exciting future in which you can be your best, and help others to do so as well. There are few better ways of ensuring total job satisfaction.

Best Qualifications Needed to Succeed in the Mining Industry

Succeeding in the mining industry requires project management skills to keep several balls in the air at once. An average day can include tasks like managing large workforces, engaging contractors, sourcing plant and other equipment, keeping a close eye on budgets, and much more. An obvious first step on the path to such a career is a Diploma of Project Management (BSB50820), a Diploma of Building and Construction Management (CPC50320), or both. Management in mining is a very high earning career for good reason, as a talented project manager or construction manager can save an employer from substantial losses on big mining projects through experience, staying calm under pressure, and being pragmatic. With the average worker in the mining industry earning $100,000 or more, it's not hard to see why a management career in this industry is an excellent path to pursue. Click To Tweet Both qualifications are incredibly useful in the mining industry, and a double diploma has the potential to accelerate your earning ability in the mining sphere, where the average worker earns $100,000 per year or more. These qualifications are equally as helpful to those already working in the mining industry as it is to those wanting to join it. So, what’s the next step? Careers in the mining industry The mining industry’s sheer scale means there are dozens of career paths associated with it in Australia. Creating and commissioning an open-cut mine is estimated to cost at least $500 million (and usually far more). This represents an enormous investment, and it takes many years to recover start-up costs before making a profit. That means a lot of skilled workers with a diverse range of specialties are required. Truck drivers, riggers, excavators, crane operators and maintenance technicians play a pivotal role ‘on the tools’, while there’s a host of supervisory and management positions that require filling too. Workers who have spent time in more labour-intensive mining jobs, and who develop a real connection to the industry, see the advantages of transitioning to careers in the project or construction management sphere. Some do so to capitalise on their experience, create a work/family life balance, or because heavy manual labour is no longer an attractive option. Getting qualified in management at a diploma level is an essential prerequisite for these roles. The College for Adult Learning offers integrated diploma courses, with learning coaches and mining industry experts available to help. Online courses can be undertaken at the students’ own pace, 24/7, in order to maximise career potential. Project Management and Building Construction Management qualifications are helpful for opening doors to senior roles in one of our country’s great industries. Getting a double diploma in both disciplines gives employers more reason to consider you for relevant roles and promotion pathways. Although mining activity is mostly tied to resource prices, even ‘slow’ periods are incredibly important to Australia’s financial fortunes. Iron ore exports alone are worth roughly $100 billion every year to our economy. It’s a large scale, high-stakes industry which sets platinum standards for employees in return for good wages and career prospects. Project managers are at the pinnacle of these opportunities. As such, project managers and construction managers in mining, require sound communication and leadership skills, a first-rate ability to plan major projects involving thousands of employees, a solid understanding of workplace OHS procedures, attention to detail, and more. Overseeing projects which may require billions of dollars in infrastructure investment brings a unique level of pressure. Making decisions under such time and financial constraints come with the territory, so a solid understanding of finance is critical. All these skills start with formal qualifications such as a Diploma of Project Management (BSB50820) or Building and Construction Management, even if you’ve already gained experience in the mining industry. AIPM-Endorsed Diploma CAL has received endorsement for our Diploma of Project Management (BSB50820) and Diploma of Project Management (specialising in Construction) (BSB50820) courses from the Australian Institute of Project Management (AIPM), the premier, longest-serving body for project management in Australia. Having passed a rigorous review by AIPM auditors, adding an AIPM-endorsed diploma to your repertoire demonstrates your commitment to project management professional development and the elevation of industry practices. How to get into the mining industry More than 230,000 Australians work in the mining industry, a figure that’s increased by 4.6% in the past five years. That represents almost 2% of the entire Australian workforce, which gives you an idea of its’ importance to the broader economy. In the next five years, that workforce is expected to grow by a further 20,000, so there is still plenty of employment opportunities going. At entry-level, you’re more likely to be engaged in roles that don’t involve fly-in fly-out (FIFO) work, as mining companies tend to employ more experienced workers at these sites. Most entry-level vacancies are found in regional operations and can involve long-term relocation to work on-site. In the next 5 years, the mining workforce is expected to grow by a further 20,000 roles. Click To Tweet Getting qualifications in fields like civil, electrical or mechanical engineering is a definite advantage, as is most trades. There are also many types of ‘tickets’, or licenses and training qualifications available, in more specific areas of mining. However, these can be very expensive and possibly better undertaken once you’ve secured a job. Like any industry, establishing contacts within mining (and maintaining them) is an excellent way to hear of any opportunities as soon as they arise. Recruitment and labour-hire companies can also help provide advice on your career into mining, specific to your situation. Gaining a foot in the door in the best start to get as much experience as you can in the various aspect of mining. How to Upskill and Achieve a Qualification When Working FIFO Many employers offer short or long-term work placements for potential employees who are undertaking study, to give them a first-hand look at the industry for which they have a real passion. Getting the right qualifications can allow you to specialise in other aspects of the mining industry, such as transport infrastructure, building inspection, or health and safety fields. A double diploma in Project Management or Building Construction Management sets you on the path to these and many other specialties within the mining industry. The College for Adult Learning’s online diploma courses let you organise study around other commitments, with the bonus of achieving qualifications that are recognised Australia-wide. A day in the life of a mining project manager Think of the project or construction manager as the ringmaster of a fast-paced, dynamic, high-stakes arena. They are, by definition, the critical point of contact for everyone working on or off-site. They plan, direct, and execute almost every level of operations. Although delegation is an essential aspect of the role, the buck ultimately stops with the project or construction manager. They are responsible for adherence to strict building regulations, liaising with architects and engineers, maintaining quality control, and possibly supervising multiple sites. Therefore, it makes sense that ‘hands-on’ experience in the mining industry is of enormous benefit to succeeding as a manager. A well-rounded project manager will understand the day-to-day challenges from multiple points of view. They will have the respect of their team because they possess the qualifications, experience, and ability to keep an eye on the ‘bigger picture’. Lay the foundations for a study path to the best jobs in the mining industry Laying the foundations for a leadership role in mining can open many doors, offer excellent financial rewards and almost limitless opportunities in mining.Like any project, beginning with the end in mind is crucial to success. Set a long-term goal for where you are heading and work backwards from the future to where you are now. Then plan out a study path that will get you there for the best value and in the shortest time. Take advantage of career and learning coaching to assist you in making the best choices for you. Selecting the right diploma qualification for you will make for a strong beginning for your future success in the mining industry. Your Career in Construction Management Do you want to learn more about construction management skills employers demand, emerging job roles and salaries, and recent industry insights?  Discover your career in construction management.  CONSTRUCTION MANAGEMENT CAREER PAGE

Why Project Managers need Leadership Skills

The leadership skills of the project manager have a substantial impact on the success of a project. You can be a leader without the skills of a project manager, and vice versa, but there is a lot each role can learn from one another. To lead effectively, you need to have a solid foundation of leadership skills, management skills, and communication skills. How do project managers learn to lead? As a project manager, you will be required to hold project meetings, coordinate internal and external staff, organise resources, manage client and stakeholder relationships, design a risk mitigation plan, oversee all budgeting for a project, and much, much more. A project manager has a varied and challenging career, but one that can be extremely satisfying if approached correctly. There are plenty of options to help a project manager acquire leadership skills. Undertaking further education from a trusted organisation is one of the most beneficial steps you can take to achieve success as a project manager. Creating a foundation of knowledge to build your skills on will increase the likelihood of advancing in your career. Studying will allow you to develop effective communication skills, create a positive workplace, develop emotional intelligence, and learn the key elements you need to be the best you can be in the project management field. All online diploma courses are developed in conjunction with leading industry experts, using modern case studies, so you are set up for long-term career growth from the beginning. What skills can you gain from a Diploma of Leadership and Management? Whether you are pursuing full-time or part time-study, the Diploma of Leadership and Management (BSB50420) will offer you real-world expertise that is going to be easily transferable in your career. You will undertake units that include: Managing an operation plan Team effectiveness Communicating with influence Quality customer service Creating a safe workplace Managing people performance What skills can you gain from a Diploma of Project Management? If you want to be a Project Manager, the most concise way to learn the essentials is by completing the Diploma of Project Management (BSB50920). At the end of this diploma, you will be well-equipped to succeed as a project manager. When choosing this diploma, you will learn how to manage project scope, cost, information and communication, stakeholder engagement and project risk. Double diploma – the best of both worlds If you are sure that you want to get a qualification in Project Management, but you think the knowledge from a Diploma of Leadership and Management would give you a leg up, there is a solution. You don’t have to choose one or the other. When you choose to study with the College for Adult Learning, you will have the opportunity to undertake a double diploma. You will be able to explore both disciplines in an effective double diploma combination. You will gain key skills and knowledge that will be crucial to helping you in your career, and potentially save hundreds of hours of study time by completing a double diploma. A double diploma provides a way to fast track your career into management by honing the necessary skills and knowledge. Once you’ve completed your study, you will be qualified to work in a variety of industries like construction, engineering, healthcare, information technology, and so much more. Download our FREE 'Your Career in Project Management' Guide Find the latest information in our eBook about a career in project management, including current job opportunities, skills you need, salary information and more. DOWNLOAD MY FREE GUIDE Ensure you develop the best leadership skills The difference between project management and leadership is important. To be successful at both, you must ensure that you have the best skills to apply in the modern workplace. Project managers are not always effective leaders, but leadership skills are ones that can be learnt and built upon with practice. Like anything worth doing, you want to be practising the best methods that get results. That’s where a quality online diploma will make all the difference. Good leaders have strong interpersonal and communication skills, otherwise known as soft skills. Your leadership needs to be the right balance of firm and fair. For example, you will be required to give immediate direction when needed while creating an environment where everyone feels safe and heard. In addition to unwavering management skills, you must be able to make trusted decisions on behalf of clients, stakeholders, and staff. A leadership and management diploma will give you the foundation to steady you among the many conflicting interests you encounter each day as a project manager. Leadership is a team effort Your project management skills are needed to guide a project, meet deadlines and satisfy your clients and stakeholders. By putting in the effort to strengthen your leadership skills, you will empower your team to deliver quality work and outcomes. Using your leadership skills to foster a team who are happy in their job and engender good stakeholder relationships will increase productivity and workplace wellbeing for everyone. Leadership and management skills are essential for the project manager who strives to stand out and ensure long-term career satisfaction and performance. Is that you?

How To Get A Job From A Business Diploma

Every single day across Australia, about 2.3 million businesses are engaging in the marketplace. Almost 900,000 of these employ at least one person, apart from the owner. All these businesses are trying to carve a niche and make a profit in a competitive market. Most of these businesses will also require a manager with business qualifications to succeed. It doesn’t matter if you’ve invented the best widget ever, you’ll get nowhere without the qualifications to market and sell your goods or services. Business diploma outcomes The long-term value of the Diploma of Business (Leadership) (BSB50120) means that you don’t need to set aside four years (part-time) and an average of nearly $50,000 to complete a Master of Business Administration (MBA) degree to succeed in the marketplace. Online diplomas in Business, Business Administration, and Leadership Management can be undertaken in less time than an MBA, for a fraction of the price. You can complete the diploma at your own pace, but most importantly, you’ll be job-ready from the moment you graduate, with the bonus of the list of jobs you qualify for will be virtually endless. What doors will a Diploma open for me? The demand for graduates with business-related diplomas is high. For example, hundreds of retail store manager jobs are vacant in Australia at any given time. The average salary is $57,000, and a business diploma or business operations/administration diploma is a great starting point. A personal assistant can expect an average annual salary of $69,000, which is a smart way to see a solid return on the qualification investment. Careers such as business development manager attract salaries over $100,000, well above the average wage. By completing your Diploma of Business (Leadership) (BSB50120), either before or after you commence work in a related field, you open the door to hundreds of career opportunities. By studying online, you can be qualified after just 12 months, while getting all the support you need. All of these benefits are available at less than a tenth the average price of an MBA, and you’re job-ready far earlier. Match Your Strengths to the Right Diploma

How to be a Successful Leader

Leaders of the modern world in are required to be more aware and involved with their company, their employees, and their processes than ever before. To be a successful leader, you must ensure you provide balance to the personal and professional lives of your employees and that your workplace is a pleasant place to be, all while trying to run a successful business. Whether you are a CEO, a manager, or a supervisor, you are looked to by your staff as a role model for how they should behave. Leaders must lead by example and demonstrate the behaviours and attitudes that they wish to see reflected in their staff. To many, it might sound like an impossible task to lead a group of people, hoping they will create a harmonious and productive team. While difficult, it is not impossible. There are several things a successful leader can do to guarantee they provide their staff with every opportunity to be happy and constructive in their jobs. What's your Management Trajectory? Are you wondering how far away you are from your next promotion? Take our quiz to assess your management career pathway. GO TO QUIZ A healthy work/life balance Maintaining a healthy work/life balance for your employees will help to give them a greater sense of control in their lives. Nowadays, employees are looking to feel like their life is more balanced. If they can achieve this, it will make them less stressed, more productive, and able to compartmentalise their work lives from their home lives. Leaders who make balance a priority will find a higher rate of employee retention, increased loyalty, mutual respect for one another, and a higher quality of knowledge. What are some of the best ways to create a healthy work/life balance? 1. Access to exercise: It is proven that one of the best ways to relieve stress is through physical activity. Having the availability of an onsite gym is beneficial to both employees and leadership staff. It encourages everyone to be more active, and in turn, they will feel relaxed, and productivity level will increase. If you are unable to provide an onsite gym, partnering with a gym close by and offering discounted memberships is a great way to encourage your staff to get active. 2. Flexibility for working parents: Parents often find it difficult to return to work after having children. They worry about missing the small moments like mealtimes together and school drop off or pick up. Policies for working parents make their lives much easier. Whether you allow them to work from home or work only during school hours, they will thank you for the opportunity to be a present figure in their family’s lives. They will feel more positive about coming to work knowing they will be able to pick their kids up from school and spend quality time with their family. 3. Remote working: Offices are no longer defined by the four walls and cubicles that they once were. Nowadays, people can work from most places and still be useful in the same way. With communication tools like instant messaging and project management tools like Slack and Trello, employees can stay up-to-date on all their tasks, regardless of where they are. The flexibility gives employees independence and freedom that is appreciated in the modern working environment. 4. Office half days: Offering an incentive that positively benefits your employees is another great way leaders can push motivation and productivity forward. It may take some time to hone the exact details but offering your staff a half-day off every week or every fortnight, with the condition that all work is completed, is a good way of rewarding them for all the effort they are putting into your business. 5. Trust your employees: Ultimately your employees want to do the best job they can do at work and home. By allowing them space, flexibility, and opportunity to find that balance for themselves, they will become more efficient, valuable, and constructive. A welcoming workplace environment Where someone works is just as important and has as much of an influence on a business, as how hard they work. The physical environment that your staff are working in will greatly impact their mood, their productivity, and their motivation. As a leader, if you ask your employees to work in a boring and unstimulating environment, they will feel less inclined to complete their tasks to a high standard and will likely feel bored in their work. Facebook is known as one of the most desirable places to work as an employee. Culture, workplace perks, and a collaborative environment are only some of the things that have earned the tech giant this title. Located in Silicon Valley, the Facebook campus is abundant with open plan workspaces, making collaboration and discussion with colleagues easy and something they are encouraged to do. Additionally, the campus offers an array of perks for employees. All employees are provided with free meals, dental care, haircuts, laundry services, and on-site health check-ups — almost anything you can name, Facebook offer. Understandably, most businesses do not have the same means as Facebook to be providing the same work perks. However, even leaders of small businesses can adapt some of Facebook’s policies and make them applicable to their companies. Offering staff free food, whether it’s a meal or snacks throughout the week is a great reward for hard work and shows that you appreciate their efforts. If you are looking to be a successful leader in the present or the future, your goal should be to create a work environment that is pleasant, stimulating, and will not cause your staff to overwork and burn out. Emerging Leaders and career progression Leaders come in all shapes and sizes across all industries. Modern leaders should be looking to hone their skills and experience throughout their career. If you try to achieve these things, there is a good chance you will one day progress into a leadership role. You may love your current job and all the perks that come along with it; but have you considered the additional benefits that come from working on moving forward in your career? 1. Financial gain: Most promotions will come with an increased salary offer. The more seniority you have and the more important your job becomes, the higher the likelihood that you will be offered better financial compensation for the work you are doing. 2. Variety: When your career begins to shift and change and move forward, you are more likely to encounter tasks and projects that may be unfamiliar. Successful leaders take this as a good opportunity to learn how to manage and handle new situations. 3. Skills: You will already have an established set of skills from your education and early years of experience in your industry. The further up the career ladder you climb, the more skills and experience you are going to gain and develop. Work hard alongside your staff and continue to hone your skills. By doing this, you gain more knowledge, and your employees never feel like they are in it alone because you are right there working hard with them. One of the best things you can do to ensure you are on track to becoming a successful leader is to have a strong educational foundation to stand on. Investing in emerging leadership skills Whether you are looking to move into, or are currently working, in the construction industry, human resources, project management, or similar areas, you will benefit from further education. Gaining a leadership diploma will show prospective employers that you have clear career goals, a determined and forward-thinking personality, and a drive to succeed – qualities that are extremely valuable to any business. Leadership boundaries are being challenged for the future and leadership is no longer as linear as it once was. It is no longer about ordering people around and waiting while others complete the work for you. Leadership is becoming collaborative; it is about sharing the workload and encouraging your staff through leading by example. Listen to your staff, have compassion and empathy for their problems and hardships, and discuss and implement strategies that can help them solve those issues, while still maintaining their work responsibilities. It is advantageous for a company to seek a better work/life balance and a more welcoming work environment. On top of this, you want leaders to have a strong base of knowledge and experience to draw upon. A diploma qualification will reassure your clients and staff that you are the right leader for the job at hand. Remind yourself that your staff are a priority. You can’t do the work without them, and your staff will not do their best work if the circumstances aren’t suitable. Listen to what they need, provide it to the best of your abilities, and your staff will consider you to be a timeless, fair, and very successful leader.  

The Changing Face of Workplace Diversity

The changing face of workplace diversity is a sensitive but necessary topic that all businesses need to discuss when they are considering employing new staff. Workplaces look significantly different now when compared to a decade or so ago, largely due to the move toward workplace diversity. This is ultimately necessary for reflecting today’s social climate. What is workplace diversity? When people hear the term “workplace diversity” minds often wander straight to the gender gap discussions of recent years. With the equal pay movement continuing to gain strength, the message about including women at equal standing in the workplace is a global concern. While the equal treatment of women and men in the workplace is incredibly important, it is not the only way to define diversity in your workplace. Diversity in the workplace is the notion that companies are open to hiring employees from a wide range of backgrounds; regardless of race, religion, or culture. However, workplace diversity can also be hiring people from different educational backgrounds, personality types, and experience. Effectively, the overarching principle is that there should be no bias when it comes to the hiring of potential employees, and companies should equally compare all candidates. The importance is placed on your staff feeling valued. Rather than hiring someone of a specific background or race, you are hiring the person who is the most appropriate candidate for the role. Australia leads the workplace diversity scorecard Ideally, companies should be aiming to recognise employees’ ideas, perspectives, and unique qualities. For decades, Australia has been considered a diverse and multi-cultural society. As of 2011, 46% of Australia’s 21.5 million population were either born overseas or had at least one parent born overseas. When these people enter the workforce they bring with them immense diversity from a range of cultures and backgrounds. In 2012 Forbes conducted a study analysing varying elements of diversity from age, gender, education, income, migration, and more, to determine the top 50 countries with the highest amount of workplace diversity. The top five ranked countries were Norway, New Zealand, Iceland, Australia, and Switzerland. After deep analysis, these five countries were found to be the most diverse when it came to their employees. At the other end of the scale, the lowest five countries include Poland, Pakistan, Hungary, Turkey, and, the Czech Republic. Of the 50 countries ranked, these five showed the lowest amount of diversity in their workplace environments. In the middle of the spectrum, Indonesia ranked 22nd, followed by Germany, Belgium, Thailand, and the United Arab Emirates. While it is important to consider the customs and economic standing of these countries when analysing the rankings, it is ultimately the individual companies that decide who they will hire, and for what reason. The key for a modern company is to see diversity in the workplace as crucial, not only for individual development of your employees but for the benefit and growth of your organisation as a whole. Download our FREE HR Career, Salary & Course Guide! Find valuable information on why you should become a HR manager, which HR department suits you, a detailed salary guide, course breakdown and more! DOWNLOAD MY FREE GUIDE Five ways you win from having a diverse workplace 1. Mutual respect among employees Working with a variety of people fosters respect among co-workers who start to understand and empathise with each other and their differences. Colleagues can acknowledge the varied strengths and weaknesses that each person brings to the team. 2. It grows your talent pool Embracing a wider range of applicants will increase the likelihood of attracting people with a wide range of talents and abilities that will help your company grow and thrive. 3. Improves employee performance There is a greater chance that your employees will feel comfortable in an environment that they deem to be inclusive. If they don’t feel singled out or alone in the workplace they are more likely to feel encouraged to complete their best work and achieve greater goals. 4. Increased creativity People who come from all walks of life think differently to each other. With a diverse group of minds working together to collaborate on ideas and strategies for your company, you will generate out of the box ideas that will inspire each other, and your clients. 5. Creates a positive reputation for your company A company that openly hires people with diversity in mind is looked upon favourably by the public. People will consider you to be a good employer who treats staff equally and with respect. Generating this positive reputation will attract more staff applying to work for you because they deem your business a great place to work. How to stand out in a diverse workplace Diversity is important, but you need to have the skills that will act as your professional foundation. If you are looking to work for a progressive company that is hiring a diverse workforce, upskilling might be the thing that gets you over the line. Completing an online diploma in management, leadership, human resources, or many other options could give you the skills needed to help you land the jump into a multi-cultural environment. Having these extra skills will make you an attractive candidate for anyone looking to hire. Although the workforce looks different now from what it did ten or more years ago, there are substantial benefits from employing diversely. Soon it will be considered normal for companies across the globe to actively recruit people from all cultures, genders, backgrounds, ages, and ethnicities to drive their business into the future. The face of the workforce might be changing, but it is certainly changing for the better. Your Career in Human Resources Do you want to learn more about HR skills employers demand, emerging job roles and salaries, and recent industry insights?  Discover your career in human resources.  HUMAN RESOURCES CAREER PAGE

9 Questions to Ask that Engage Employees

The nine questions to initiate engagement that all managers need to know. Be an engaging coach, not a boring boss Every good manager wants tips to engage and empower employees. Managers of all kinds are redefining their traditional roles as organisations become aware of the cost of an unengaged workforce. Globally, we see a leadership emphasis on the manager as coach. Good coaches are competent questioners. Questions help to initiate both thinking and action. No longer are employees satisfied with glib management phrases. To be successful and effective leaders, they must be active thinkers, doers, and listeners. You want to hook their minds, not bore them into disengagement and disinterest. An engaged and empowered employee can lift the culture in every workplace because they are motivated to work with passion and they feel a profound connection with their company. They drive innovation and move the company forward, and on average, have a 51% higher productivity rate. Engaged and empowered employees have on average a 51% higher productivity rate. Click To Tweet Here are nine coaching strategies to create an engaging environment at work. Your job as a coach is to use appropriate questions to activate each of these strategies. Give regular and frequent feedback Providing only an annual performance review is no longer effective, as employees prefer feedback to be more frequent and specific. Feedback is most valuable when it is both immediate and corrective. When giving feedback, first ask permission to give feedback. An employee’s agreement increases their willingness to hear the feedback and participate in discussion and corrections. An appropriate opening question is: “Would you be willing to receive some feedback right now?” Create a culture of team feedback Team engagement creates a culture of 360º feedback, where everyone is willing to give and receive feedback. Once teams are trained to deliver feedback, they can start with the opening question from the first strategy above. You can encourage participation with this question: “Have you been seeking support and feedback from your colleagues?” Push employees to their attainable limits Bored employees are more likely to become disengaged – they need challenges to grow. Ask this question to get the ball rolling: “What support do you need from me to push you to your next level?” Be open to ideas and opinions. Listening is an essential part of coaching. When employees feel that their opinion is respected and valued, they’re far more likely to be engaged and push harder. An ideal question here is: “How would you do this differently/more efficiently/more effectively?” Download our FREE 'Your Career in Leadership & Management' Guide Find the latest information in our eBook about a career in leadership and management, including current job opportunities, soft skills you need, salary information and more. DOWNLOAD MY FREE GUIDE Encourage learning from each other. Every employee brings a diversity of experience, strengths, weaknesses, and points of view to a work environment. Tapping into well of knowledge will engender an engaged, innovative and productive workforce. Encourage learning with the following question: “What can you learn from your colleagues that will help you grow in your role?” Build confidence Giving feedback and supporting constant improvement can become critical to instilling confidence. Research on the power of recognition shows it’s best when it is immediate, specific and appropriate to the individual. Your mantra should be ‘Recognise Progress’. Acknowledgement can be quite simple without it appearing to be glib praise. Try this: “Would you be willing to share your solution with the rest of the team?” Let them do their jobs Leaders are sometimes tempted to take over jobs if they see the pace slowing down or going off track. However, this is only ever a short-term solution. Instead of taking the task off your employees hands, show them how to handle the situation by offering guidance. “What support do you need from other team members and me to get this assignment back on track?” Handling mistakes and failures Never leave a mistake or a failure unhandled. By doing this, you lower standards and performance expectations. Always debrief mistakes, initially from the employee’s point of view and then as an exercise in correcting for the future. How to initiate this: “What and where do you consider it went wrong, and what would you suggest as the appropriate correction for the future?” A clear goals map If you hope to get everyone moving in the same direction, you need to show them where to go. Goals are the clearest way to do this. Encourage each employee to create personal goals that help them develop and further their careers, as well as contribute to the benchmarks of the team and the organisation as a whole. Start with this question: “What do you want to achieve, and how can you make it work for you, your team and the organisation?”

Is Company Culture Important for Small Businesses?

Company culture is arguably one of the most important keys to small business success and can be the difference between a productive, successful business or a failed one. Let’s explore why paying attention to company culture is important for your small business. What is company culture? Company culture is an ambiguous term consisting of many parts and differs from business to business, but ultimately defines the environment and values of a workplace. The most important building blocks of a positive culture are: Employees feeling valued and able to share their opinions Employees are proud of their job, the company and the work they do Everyone is respected, no matter their position in the company Flexibility integrates into policies and decisions Diversity is welcomed and celebrated Employees are trusted and not micro-managed Both physical and mental health is valued Employees receive perks which make them enjoy work and feel important Why is culture important? Positive and innovative company culture is important for many reasons. Namely, employees who feel happy and valued will work harder, therefore increasing productivity and overall business success. Satisfied employees are likely to stay in their roles longer, reducing the cost of hiring and training new staff. They are also motivated to share new ideas and opinions if they feel like a valued member of the company. Company culture can impact positively on the business’ reputation and make it easier to attract high-quality talent for future roles. How to foster innovation Fostering innovation and forward thinking is one of the best ways to create a positive company culture. Business’s benefit from innovation resulting naturally as a side-effect of positive culture. Creating an innovative environment can be achieved by making sure all employees feel valued and that their opinion is important, as well as having regular, open communication. Creating multiple avenues for innovative ideas to be shared (such as an ideas box and brainstorms) is important to cater to everyone’s preferred communication style. Management should be open to new ideas and regularly engage with staff to foster an innovative culture. An ‘open door’ policy assists with this. Keeping on top of industry trends is key to a forward-thinking company. Encourage discussion by subscribing to trade magazines or newsletters and provide professional development opportunities to staff. Companies with an excellent culture Looking globally for inspiration is a smart idea. Examples of companies with world-renowned culture are: Netflix – employees receive paid parental leave for a whole year Google – employees are encouraged to work on their own projects at work Zappos – new employees, are offered $2,000 (USD) to leave their job if they feel it isn’t for them Warby Parker – recognises that company culture doesn’t happen on its own and has a team dedicated to crafting culture Squarespace – has an incredibly flat management structure, meaning employees aren’t lost in a hierarchy While these big brand examples are great, it’s important to remember that any business can have a great culture – no matter how big or small. The overall idea to take away from these corporations is that their employees are valued and highly important to the company. No amount of free lunches or ping pong tables will make an undervalued employee stay at their job. How to positively contribute to the culture in your business Every employee in a business is key to creating a positive company culture, not just upper management. You can do this in your own company by being a leader and coming up with original ideas, rather than following others. Lead by example and treat others in the workplace how you like to be treated. Remember to leave personal conflict out of the professional environment and respect your colleagues, no matter their position in the company. Additionally, upskilling is a great way to contribute positively to your company’s culture, especially by learning more about leadership. Achieving a qualification in business or leadership and management can be a natural stepping stone to senior or management roles. If you’re interested in learning more about how to be a leader or creating a positive workplace culture, a Diploma of Leadership & Management (BSB50420) or a Diploma of Business (Leadership) (BSB50120) (or as a double diploma) is a great place to start. You can study while working in your current job, allowing you to apply what you’re learning immediately. Company culture is one of the most important factors in small business success, but it can also be difficult to cultivate, as it relies heavily on people. With the right training, an open-mind, and a positive outlook, it is easy for a business to achieve a happy environment for all employees.  

How to Create an Inclusive Workplace

Everyone wants to feel valued at work, which is why your commitment to create an inclusive workplace is so important. Developing a work culture that prioritises respect and celebrates diversity is key to any successful organisation. Creating an inclusive workplace comes in many forms. Find out how your workplace can benefit from a diverse culture. What is an inclusive workplace? The definition of an inclusive workplace can vary from person to person. At its core, a workplace which is inclusive means; Every team member feels like they can be themselves without fear of judgement or criticism Team members have equal access to career progression and professional development opportunities Employees feel as if they can share their opinions and ideas All team members have mutual respect, no matter their position in the company Differences are celebrated, not shunned Team members and managers exercise flexibility towards each other, especially regarding work or leave arrangements What is inclusive workplace best practice? Creating an inclusive workplace requires a conscious effort, and it falls on an individual business to decide what will work best for them. Consider all forms of diversity This includes age, background, skillset, gender etc. Create a strong sense of belonging An inclusive workplace means everyone feels comfortable at work. Build rapport by getting to know each other, having regular social events, celebrating everyone’s wins and encouraging open communication. Be an empathetic leader Managers and leaders in the company should exercise empathy and flexibility in their decisions. There is no one size fits all policy and each issue, should be treated on an individual basis, considering the best interests of the employee and the company. Quotas can be harmful, not helpful Creating an inclusive workplace isn’t about quotas, it’s about Diploma in Leadership & Management (BSB50420) will give you the skills to spot conflict before it occurs, as well as help diffuse it positively. Creating diversity is a valuable way to create an inclusive workplace. A

Do I Need a Qualification to Start a Business?

There are many fundamental elements to starting a business. It’s important to have a grasp on how much work goes into a company’s creation. With many skills and tasks to complete, having the guiding support of a diploma or qualification can help you get closer to your dream business. If starting a company is a goal you have, there are several things you must take into consideration. Do you need certain skills to start your own business? Starting your own business will generate many tasks that you have not thought of when deciding to pursue this venture. You will have to take into consideration finances, research, suppliers, manufacturers, distributors, marketing, sales, along with plenty more. Here are the top five skills you will need to develop: 1. Decision making You are the final say when it comes to making a decision. You have to know your product, how to market, how to cope with complaints, and much more. There will be pressure, and you need to be confident in your ability to make a well-informed decision. 2. Communication Effective communication with your staff and customers will be key to your success. You must be able to enrol your team into your visions and goals to see them come to fruition. 3. Financial Management Without financial investment, your business may struggle. Managing capital and cash flow will be crucial. Whether you do it yourself or you hire an accountant you still need a competent level of understanding how your finances work. 4. Delegate You’ll soon discover that you can’t do it all by yourself, not if you want to thrive. You must learn how to delegate tasks and relinquish some control. Having extra help will mean you can manage your time more efficiently and do more, faster. 5. Negotiation Conflict is always an inevitable element to business. You must have excellent negotiation skills, particularly when dealing with suppliers who want to make a large profit when you want to pay as little as possible. You must get good at negotiation and compromise until you have a deal that will work in your favour. All of these skills are achievable to an extent on your own, but a Diploma of Business (Leadership) (BSB50120) and/or a Diploma of Leadership & Management (BSB50420) qualification will amplify those skills tenfold, and give you up-to-date, relevant knowledge. You will learn how to manage a business and build the knowledge that you need to succeed. Match Your Strengths to the Right Diploma

How to Build the Best Work Team

A strong team is the backbone of any business and a major part of its success. Building a team, being an effective leader and keeping the team dynamic healthy are all important to successful business operations. Being passionate about leadership and human resources creates a strong incentive to succeed, but having a qualification or diploma will help set you apart. These skills will guide you through creating the best work team possible.   What makes a good team? Creating a good team requires planning and determination – it won’t happen overnight. When creating or adding to your team, it’s important to consider the following: The strengths and weaknesses of existing employees and the new staff member. Consider personal characteristics as well as professional skills. Communication is one of the most important skills an employee can have and allows for easier training and collaboration. As a leader, you need to be able to rely on staff who will listen to what you have to say. Diversity – it’s important to make sure your team is comprised of people from different ages, backgrounds and walks of life, where possible. Diversity allows for a greater mix of ideas and values. A good team will be driven and goal-orientated at all times. The role of the leader to ensure everyone remains focused. Equal contribution from all members is vital for a good team dynamic to ensure no one feels overworked or undervalued. A healthy amount of respect between team members is important for a successful team. Improving team dynamic Part of what makes a great team is a strong team dynamic. A team is best when every person is driven together by the same goals and ambitions, shared experiences, and the work environment. Individual personalities should be celebrated within a group as bringing depth to the team. Building a great team dynamic isn’t always easy, but can be helped along by: Building rapport between team members. Get to know each other and celebrate differences within your team. Most importantly, make sure everyone feels included. Organising social nights or activities where employees can socialise without the stress of work. The more your employees like each other, the better they will work together. Thoughtful hiring. One of the best ways to help team dynamic along is from the very beginning. Don’t just look at skills when hiring new employees, but think about their strengths and characteristics, too. Team ethos. The more employees work together, the more they learn about each other and how to work most effectively. Even if the job doesn’t require lots of group work, incorporating a team ethos wherever possible is vital. Download our FREE 'Your Career in Leadership & Management' Guide Find the latest information in our eBook about a career in leadership and management, including current job opportunities, soft skills you need, salary information and more. DOWNLOAD MY FREE GUIDE How to be a leader A great team always needs someone to be in charge. A leader takes control in difficult situations and is there to pull the team together when needed. A good leader always leads by example, shows the team what needs to be done and how to make it happen. A leader will constantly seek feedback and use this to better themselves and the team. A strong leader respects other team members and gains respect by being fair and honest. A Diploma of Leadership & Management (BSB50420) or Diploma of Human Resources (BSB50320) can help you to gain the confidence and skills needed to lead effectively. It’s true – there’s no ‘I’ in team While being a good leader is important, so too is being a good team member. Trust your team to understand each other’s strengths and weaknesses. Use this information to delegate tasks and help each other. Working as a team means being flexible and accommodating of each other and it’s important to be understanding of people’s views and approaches. Being a leader of a strong working team is incredibly rewarding and a great way to achieve tasks to a high standard. Teamwork requires effective leadership and collaborative team members. Having the extra knowledge base provided by a diploma in leadership or human resources can help set you apart from others and give you the confidence you need to build the best work team for your company.  

Managing Generational Differences in your Business

Managing generational differences in your business is a crucial area to be aware of as a leader. Within the next four years, it is expected that the two youngest generations, Gen’s Y and Z, will make up 70% of the workforce. Such a shift is sure to cause disruptions across all industries. For those in managerial positions, it is essential to understand why generational conflicts arise, how to solve them and most importantly how to prevent them occurring. Encourage Teamwork and Shared Values When people realise they are working towards a common goal, it can help distract from any personality clashes that might get in the way. Realising and affirming that everybody wants to be successful is excellent for growing respect amongst employees of varying ages. Values occur outside of age and can be a great way to align generations. Use teamwork as a chance to develop shared values. By pairing young and old employees together, they may discover that they are not as dissimilar as first thought. Encourage your company’s values to relate to the way people work, and you will begin to see mutual respect develop between age groups. Values common to each generation include: Success Fulfilment Creativity Competence Self-respect Attitudes Towards Technology We all know that technology has a vital role in the modern workplace. While learning to navigate new software and platforms may seem daunting for older generations, younger ones will take to technology like a duck to water. Older generations can become frustrated that their industry experience may not be recognised when doing digital-based tasks. Astute bosses will be quick to see this as a personal development opportunity by making young employees available for tech advice. In turn, spending time with older employees will allow younger generations to observe skills that only years of industry experience can forge. Remove Generational Stereotypes Stereotyping is a common interpersonal mistake in the 21st century. It is important to acknowledge and realise stereotypes exist and immediately seek to dissolve them. Stereotypes can create a disruptive atmosphere in business, making it pertinent to address these as misunderstandings rather than set-in-stone behaviours. To identify generational misunderstandings within your workplace, designate a time at the start of each year for team building exercises. While not all colleagues will become best friends, do what you can to build mutual respect and understanding between everyone. Community activities that take generations out of the workplace such as Clean Up Australia Day and Relay for Life are great for instilling a common goal. A team that sees each person as an individual, rather than a stereotype is a team far more likely to succeed.   Set Clear Expectations for all Generations History has proven that with each new generation comes a fresh and exciting approach to work. Baby-boomers are often viewed as workaholics, working long hours to achieve their absolute best. Millennials have adopted a different approach, aiming to work smarter, not harder to maximise the amount they can achieve while maintaining a healthy work/life balance. While all nuances have their merits, it is important to ensure that each approach does not have negative repercussions on the other. If a studious baby-boomer sees a millennial constantly leaving work early, there is a chance for resentment to arise. By setting clear expectations regarding; working hours, workplace behaviour and deadlines you will minimise conflicts of this nature.

The Benefits of Building Strong Workplace Relationships with your Employees

The question to ask here is, WHY is it important to build strong relationships with your employees? After all, the boss is called that for a reason – shouldn’t a leader give instruction and watch their workers take action? The short answer is ‘no’. Ken Kesey once observed: “You don’t lead by pointing and telling people some place to go. You lead by going to that place and making a case”. Best known for his novel One Flew Over the Cuckoo’s Nest, the American author was expressing the key to leadership, especially in the workplace. In reality, almost 70% of bosses find it difficult to communicate with their staff. That is why fostering a relationship with your employees is so crucial. So, how should you go about it? What are the repercussions if the relationship between the two is merely superficial and subservient?   Set a confident example Leadership is something that workers expect, demand and deserve. Being confident and taking your leadership role seriously will create positivity among employees. Ensure that you give feedback, both good and constructive. In the hands of a good leader, constructive criticism is perceived as encouraging improvement. The truth can be difficult but gilding the lily or downplaying serious issues erodes trust over time. Look to other areas where you can demonstrate confidence and respect. Even your dress sense as a boss is an underrated leadership asset.While Silicon Valley has loosened worldwide attitudes towards workplace attire a good leader will dress at least slightly more formally than their employees, the reason being it sets the boss apart and creates a subliminal air of authority. Holding a relevant qualification in workplace management or leadership will also set you apart and encourage your workers to respect your abilities.   Be inclusive and fair If there’s one skill that good leadership is built upon, it’s quality communication. Rather than constant emails or teleconferences, it is better to get out and about among the troops. There’s simply no substitute for face-to-face communication. In fact, meetings held in-person can generate an average of 30% more ideas than those conducted remotely. Equal engagement is important too. Nothing undermines confidence in the workplace quicker than favouritism, real or perceived. Good leaders think twice if they notice that some workers are more demanding of their time. Not only can that time be spent more productively, but it can feed perceptions of bias among staff. Download our FREE 'Your Career in Leadership & Management' Guide Find the latest information in our eBook about a career in leadership and management, including current job opportunities, soft skills you need, salary information and more. DOWNLOAD MY FREE GUIDE Leaders are every workplace’s model of success for the staff they manage and are held to a greater standard. Leading by example, while remaining relatable is an invaluable skill. It’s worth remembering that 70% of employees feel disengaged from the business they work for. Your willingness to network within the workplace is critical to business longevity. Providing workers with diverse opportunities prepares them for the next step in their career, and sends a powerful message of confidence in their ability to grow. Promoting competent workers results in everyone feeling more confident in the leaders who do so wisely. In turn, the business will grow, and employees will want to stay and share the journey.   What’s in it for me? A good workplace leader can improve job satisfaction, loyalty and productivity in employees. These are the ‘building blocks’ that encourage collaboration between colleagues and promote a sense of comradery. A successful business is far more than just the sum of its’ parts. Close friendships in the workplace are proven to increase productivity by almost 50%, highlighting the value of social connections in all areas of life. Fostering friendship at work also makes employees more resilient in times of stress. A business-related diploma can impart effective tools to use for a leader who wants to promote and nurture these type of workplace relationships. There are many benefits to building strong workplace relationships with employees. Remember, as the boss you are also entitled to enjoy where you work, and benefit from the sense of community a connected workplace provides for all.  

Leadership and Management Workplace and Job Trends 2022

What are the workplace job trends in leadership and management we can expect to see in 2022? Understanding what’s ahead is a key way in which great leaders or managers stay ahead of the pack. Yes, great leaders know when it’s time to step aside, however, a leader or manager has a lot of work to do (and experiences to undergo) before they reach that point. Guiding, supporting and leading by example are three key ways in which to both progress your career and help the business you work for to thrive. Below are the latest workplace stats and trends for 2022.   Create a ‘be nice, be social’ culture Business buzzwords like ‘shareholder value’, ‘big data’ and ‘contextual marketing’ still have their place, but times are changing. Businesses are no longer judged purely upon financial performance or even standards of quality. In 2022, an organisation’s performance will be measured far more frequently by its’ relationships with workers, customers, the community in which it operates, and even society overall. It pays to be nice, particularly when a poor experience can be shared with thousands simply by a few taps on a keyboard. Statistics don’t lie: 95% of online adults aged 18-34 follow brands and businesses via social media, and 71% of consumers would recommend a company with which they have a good online experience. That doesn’t just translate to more sales; it also enhances reputations on a limitless platform. As somebody once said: ‘culture eats strategy for breakfast’. 95% of online adults aged 18-34 follow brands and businesses via social media, and 71% of consumers would recommend a company with which they have a good online experience. Click To Tweet Positive outlook boosts confidence Many salaries may be falling behind inflation recently, but it’s not all bad news. In fact, 77% of business owners believe activity will increase in 2022, and nearly half expect to employ more people. The forward-thinking manager will turn their mind increasingly towards delegating to the newcomers entering their workplace. Good leaders put a promotion process in place and allow their staff to take more of a leadership role themselves. They may not get it right every time but trusting staff to be creative and have meaningful input is a sure-fire way of building confidence. Having the relevant Diploma in Leadership & Management (BSB50420) is important to understand what processes work best.   Widening demographics and flexible thinking Increasing lifespans and tightened pension tests have an inevitable impact on the workforce. Modern-day Australians aged over 65 have a workforce participation rate of 13%, compared to just 8% in 2006. In this environment, organisations which find ways to attract older workers will remain a step ahead. Understanding the value of offering flexible hours (often the case with older workers) is a proven path to productivity. A happy employee is more likely to be a loyal employee, so think flexibility in the year ahead. Download our FREE 'Your Career in Leadership & Management' Guide Find the latest information in our eBook about a career in leadership and management, including current job opportunities, soft skills you need, salary information and more. DOWNLOAD MY FREE GUIDE Smart Managers value staff education Providing workers with opportunities to upskill and retrain has been, and remains, a key plank of productivity. Continuous learning benefits workers and the business which employs them. Management and commerce are the most popular field of study, with 2.1 million Australians engaged in higher learning (an increase of 23% over the past five years). Why wouldn’t a smart manager encourage that love of learning to benefit their business? Allowing study leave to accommodate a ‘hungry’ worker who’s studying for a Diploma will pay off in spades and on the bottom line.   Good leaders ‘walk the talk’ 75% of job seekers check a company’s reputation before applying. Click To Tweet Good leaders show what is possible, but great leaders prove it. It’s no longer good enough to verbally support workplace policies and procedures if your actions indicate otherwise. Remember that 94% of workers are stressed in the office and a third state a corresponding health impact. Getting ‘down in the trenches’ indicates that you understand staff issues and are willing to support improvements. Encouraging mindfulness and developing coping strategies should be every leaders’ priority. Such initiatives are the key to a harmonious workplace and have benefits beyond the bottom line. Word gets around quickly (75% of job seekers check a company’s reputation before applying), so a good culture is vital not only to retain employees but attract more of the best. Great leaders and managers are required in all areas of Australian business and create a happy, engaged workforce and satisfied customers. Entrepreneurs and employed leaders need to be mindful of filling their skill gaps by staying aware of workplace and job trends in 2022 and beyond.  

10 Ways of Reconsidering Employee Evaluations

Employee evaluations can be daunting for employee and employer alike, and if not delivered in the right way they can adversely affect an employee’s motivation, confidence and performance. If you are not getting the results you want, it is time to reconsider how you have conducted employee evaluations in the past and make the following changes: 1. Think twice before asking your employees to do a self-evaluation Asking an employee to evaluate themselves may seem inclusive but will backfire if the employee does not take responsibility for their performance. Employees are unlikely to evaluate their performance critically or give themselves a bad appraisal. Some employees will wonder why you are asking them to evaluate themselves instead of doing it yourself and may believe that you are apathetic toward them. Starting the evaluation process this way could be the difference between having a lacklustre meeting or a constructive discussion. 2. Only raise issues you can substantiate with facts and figures If you make a general statement about the poor performance of an employee, they may ask you to cite examples of when their performance has been poor. While facts and evidence are key to providing good performance feedback, without evidence on hand, your points will have less impact. Always give solid feedback and set clear goals for improvement. 3. Refrain from discussing negative personality traits Everyone likes a compliment such as ‘You have a great attitude’. However, if you tell someone that their attitude is poor, they will think you are attacking them personally, so concentrate on behaviour rather than personality. If a persons’ attitude is adversely affecting their performance, address the behaviour that formed your conclusion, rather than focusing on the personal. 4. Ensure you don’t focus primarily on the near-term Employees may get annoyed if the evaluation only considers the two-three months preceding the evaluation rather than focusing on their work throughout the year. Keep records, take regular notes and make sure the evaluation reflects the entire period since the last evaluation. 5. Never be tempted to ‘Overate to Motivate.’ Avoid over-inflating an employee’s performance in the hope that it will motivate them to do a better job. A good evaluation will accurately reflect a person’s performance. Motivate an underperforming employee by sharing the business vision and setting goals together that support the vision. Consider if the employee requires additional training or qualifications to support their growth and performance. 6. Compare to performance standards, not to other employees Making comparisons to other employees creates unhealthy competition and division amongst employees. Only make comparison between employee performance and standards. Even if the person is the lowest performing employee in your team, focus on how they can improve instead of belittling them against other employees. 7. Ask throwaway questions Naturally, we ask questions to engage people and make people feel comfortable. However, avoid discussing the economy, your industry, or the market. The employee evaluation is for the employee to receive feedback on their performance. Questions should concentrate on how to get the best out of the employee and make them succeed. Try to ask questions such as – Do they need assistance? Do they have the resources and tools needed to do the job well? How can we help you do your job better? 8. Be aware of questions you can’t or shouldn’t answer When having an open conversation with an employee, be prepared to have an honest discussion about your employee’s performance but don’t let your guard down and share confidential information. 9. Only make promises you can keep Share business development plans but bear in mind when you say ‘possibly’ employees often hear ‘definitely’. While it is always important to manage expectations, if you’re not sure whether you’ll be able to deliver on something, then don’t mention or talk it up. Post-evaluation, if a potential opportunity doesn’t work out, follow up to let the employee know and explain the reason. 10. Always refer to the previous review You may have forgotten what you put in your employee’s last evaluation, but they haven’t. If you cite the same examples as in the previous evaluation, your employee will feel that you are going through the motions. If you cite the same opportunities as in the previous evaluation, they will assume you think that their career development is limited. A performance evaluation is not just a one-off event, it is part of the process of improvement and development so take good notes and refer to them. You will learn more about how to conduct employee evaluations when undertaking a Diploma of Human Resource Management (BSB50320) or Certificate IV of Human Resource Management (BSB40420) with the College for Adult Learning. Your Career in Human Resources Do you want to learn more about HR skills employers demand, emerging job roles and salaries, and recent industry insights?  Discover your career in human resources.  HUMAN RESOURCES CAREER PAGE

What business managers need to know about effective employee performance reviews

A busy manager dealing with the daily cut-and-thrust of business can inadvertently disconnect from the people they need most, making performance reviews an opportunity for effective engagement. In the words of Henry Ford, ‘Coming together is a beginning. Keeping together is progress. Working together is success’. Working together is exactly what a performance review is all about. Effective performance reviews allow both parties to sit down and get an understanding of where the business is heading, and more importantly, how the employee can contribute, as well as an opportunity to address issues of under-performance, and areas for improvement. Allocating one-on-one time with employees is an implicit statement of confidence in their value to the business.   Be mindful of setting the right environment Remember when performance reviews were limited to senior executives of larger companies, often conducted by members of a board? Times have changed and most employees these days are given formal evaluations, at least once a year. Then why does the mere mention of such a process elicit unfounded fears from some staff? Here are a few ideas to counteract this reaction: Ensure an interruption-free, non-confrontational environment. Always give plenty of notice. If appropriate, allow a friend or colleague to sit in on the meeting. Make the employee feel as comfortable and at ease as possible.   Celebrate, then recalibrate People love to hear about it when they’re doing well and even ‘intangibles’, like a happy disposition, can be of value to a business. Point out an employee’s strengths in the first instance. What have they achieved? How have they improved since the previous review? How do their skills make them valuable to the team? It’s smart to start any meeting on a positive tone, and performance reviews are no different. Then ‘recalibrate’ by addressing areas for improvement, setting realistic goals, and adjusting the employees’ performance measures to meet these goals.   Download our FREE 'Your Career in Leadership & Management' Guide Find the latest information in our eBook about a career in leadership and management, including current job opportunities, soft skills you need, salary information and more. DOWNLOAD MY FREE GUIDE Remember the adage – one mouth, two ears Use your two ears to listen carefully to employee feedback. There’s no point in setting a strategic direction for the company if those charged with the day-to-day machinations aren’t on the same page. Ask open-ended questions and discourage ‘yes’ or ‘no’ answers.   Tips for managing the tough discussions If under-performance has helped initiate the performance review, it can be a stressful time for both manager and employee. It’s normal for a manager to feel slightly uncomfortable raising difficult issues with colleagues, even subordinates. There are many ways to approach tough discussions, such as: Be clear about what’s expected in the role, and how the staff member is falling short. Speak English – using terms such as ‘KPI’ or ‘ROI’ might be common shorthand for some, but that kind of jargon can be confusing and confronting to a person who is already under stress. Identify what needs to improve, how it can be improved, and by when. Setting a deadline, and a pre-determined follow-up meeting date is critical to motivation and success.   Always look on the bright side An evaluation gives both sides an opportunity to be heard. If a staff member is at a point of frustration, then the performance review allows them a chance to explain themselves and understand what’s required. A review can even foster a sense of inclusion that, without a one-on-one discussion, would not be possible to the same degree. Think of an evaluation as an opportunity to better get to know an employee you don’t get to spend much time with. After all, creating time to invest in staff is one of the smartest moves any organisation can make. Keeping valuable staff rewarded, motivated and loyal creates a culture that will ultimately benefit the business, even if the ‘bottom line’ can’t quantify it. Effective performance reviews will bring sustainable results to your business. Learn to manage them well, and your employees will even start to look forward to them. Consider developing your business communication and management skills with a Diploma of Leadership and Management (BSB50420), or Diploma of Business (Leadership) (BSB50120).  

How to Avoid Burnout for You and Your Staff

Perhaps you’ve been there — work is overwhelming, help is limited, and before you know it, your drive and determination have diminished. Regardless of whether it’s you or your employees you’re trying to protect from burnout, doing so is of vital importance to your business. Not only are burnt out employees unengaged, but their lack of productivity costs you money. According to Medibank Private, work-related stress costs Australia AU$25 billion per year. The causes of employee burnout typically fall into three general categories. 1. Personality factors. The people most likely to burn out quickly are over-achievers, perfectionists, and pessimists. 2. An imbalance between work and home life. If one or the other is taking over an employee’s life, work will suffer, and burnout will ensue. 3. Work-related stress. An overwhelming workload, increased job demands without commensurate benefits, a lack of recognition or feedback, and a loss of faith in leadership can all contribute to burnout. According to recent studies, the leading causes of workplace stress are: Workload – 46% People issues – 28% Juggling work / personal lives – 20% Lack of job security – 6% The leading causes of workplace stress are workload (46%), people issues (28%), juggling work-life balance (20%), and lack of job security (6%). Click To Tweet The Catastrophic Effects of Burnout Not only are burned out employees tough to deal with for customers, they can also become a toxic presence in your office. As they begin to show symptoms of burnout, staff begin to transfer their stress (and work) to others. Some of the more common signs of burnout include increased anxiety, irritability, weight loss or gain, frequent absences, and susceptibility to illness. What You Can Do: Take Action! If you’re noticing signs of employee burnout, take immediate steps to prevent it from continuing. Here are six ways to stop burnout: 1. Listen and seek feedback As an employer, you have a duty of care to ensure your employees are respected and heard. At first, it might need to be an anonymous process. Seek regular feedback from every employee and act on this feedback wherever possible. 2. Provide functional equipment Equipment performance will reflect poorly on the employee’s production and the failure of management to recognise the need to upgrade can create an air of helplessness. Frustration with equipment can be one of the first symptoms of burnout and solving this problem can effectively alleviate work-related stressors. 3. Be fair Nothing causes burnout quicker than watching someone else receive preferential treatment or get credit for the wrong reasons. Even worse is unfairness that seems arbitrary. Pay inequality, random promotions, capricious recognition—all these things can create animosity or a sense of despair in an employee. They’re made worse by the fact that, in most cases, the employee must bottle up their feelings of injustice. 4. Empower and motivate employees For employees who feel as though they have no say in organisational decision-making, burnout can be a natural or even expected consequence. Change that situation by: Challenging your team members Stoking a passion for the company’s vision Giving clear opportunities for advancement Develop employee skills and knowledge with an online diploma Applying the same measuring criteria to everyone Getting out of the way, and letting staff do their work 5. Be positive and have fun Employees who enjoy coming to work will burn out far less frequently than those who loathe their job. Why not build a positive work environment for your employees? Celebrating the completion of projects, having regular team activities, making meetings friendly and inviting – can all boost morale tenfold. 6. Recognise success No matter what they tell you, every employee wants to feel needed. An unexpected pat on the back or recognition in front of peers for a job well done can be a welcome motivational boost. Research has discovered that 71% of respondents believe that appreciation by a direct supervisor has the most impact on employee engagement in their organisation. Prevent your chances of burnout A burnt-out employer can equally contribute to employee burnout. Recognising the signs in yourself is just as important as identifying them in others. If the thought of needing to change everything to make it work for your employees is just another job you don’t have time for, then it could be time for your reboot. Successful entrepreneurs recommend that you keep your vision in sight, take time out for yourself, and gather a group of likeminded business colleagues around you so you can get support. Perhaps a career refresh is needed. There are online diplomas that give you the benefit of new peer networks while upskilling yourself for career advancement opportunities. Looking after yourself can be the most critical decision you make for both your employees and your business. Avoid burnout in your business by educating yourself and your staff, recognising the symptoms early, and acting when necessary.

Soft Skill Strategies for Managing Employees

A smart employer knows that the biggest investment their business will ever make is in happy employees. As difficult as it can be to recruit and create a great team, that’s often the easy part. Successfully managing employees is what enables a company to grow and thrive. Remember, your employees are real human beings with lives that extend well beyond the workplace. People with families, fears and a thousand outside influences which can impact (successfully or otherwise) their performance on the job. Consider adding these soft skill strategies to your management style and make working in your business a happy experience for you and your employees.   Cultivate the time and ability to communicate Multiple studies have found that leaders spending more time with their staff leads to consistently higher performance. After all, who wouldn’t go ‘above and beyond’ for a leader who has invested time and interest in their opinions? One-on-one time can be formal (such as training, or coaching), or informal (coffee/chat). Assisting employees to maintain focus, purpose and meaning in their work is intangible, but invaluable.   Eliminate a habit to ‘tick and flick.’ If an employee is falling short of their goals (stated or implicit), it’s the managers’ job to find out why. Instead of focusing on what they’re doing or not doing, zero in on what they’re achieving. Remember, life isn’t lived in a bubble, and it is wise to look at the big picture. An employee who has the flexibility to leave work before five o’clock might need to go to care for sick children or to take a mental break at the end of a tough day. If you’re really worried about what’s happening ‘behind the scenes’, talk to HR, or raise your concerns with the employee. Rather than micro-managing, allow a valuable staff member some leeway, especially if they are performing at a satisfactory level.   Allow space at the campfire Using only high-level executives or managers to set an agenda for the business is to ignore the voices of those who bring a different perspective. Actively invite your employees to contribute at an executive level. One idea is to invite a different staff member to weekly/monthly executive meetings to participate in conversations about the direction the company is heading. You’ll find this is a good way to identify future leaders. Listening doesn’t just empower your employees, it generates respect and gives them a sense of ownership. Remember, the further down the chain the opinion, the closer that opinion is to the customer.   Download our FREE 'Your Career in Leadership & Management' Guide Find the latest information in our eBook about a career in leadership and management, including current job opportunities, soft skills you need, salary information and more. DOWNLOAD MY FREE GUIDE   Foster a culture of positive reinforcement There are a few strategies to use to entrain a positive culture in your business: Praise good work. Don’t spend all day in your office with the door shut. Consider making it company policy for a manager to identify at least one employee a day to thank personally, and perhaps one a week or month to recognise publicly. Create an environment in which fun and social activities such as celebrating birthdays, weddings, etc. can flourish.   Take the holistic approach The cost of absenteeism is well known to reduce continuity and even reduce morale. Investing in your workers’ physical and mental health is as important to your business as it is to them. Consider gym memberships, in-house yoga classes or weekly group walks. You can create a greater sense of ownership by embracing a social conscience so ask workers what social cause they’d like to support. Fundraisers like staff barbecues or social events can raise money for charity and create a stronger bond between managers and employees. Consider matching the fundraising dollar-for-dollar to reinforce the company’s commitment to the cause.   Business growth is the goal Richard Branson is famously quoted for saying, ‘Clients do not come first. Employees come first. If you take care of your employees, they will take care of the clients.’ Improving your management by using soft skills is a fruitful place to start in cultivating healthy employee engagement in your business.  

5 Savvy Ways to Grow and Expand Your Business

When it’s time to grow and expand your business, you want to do it in a way that stretches you out of your comfort zone but is also sustainable and achievable. Start with these five ways to be savvy and smart about your approach to business expansion.   Plan your business growth as a project Take a day out of working in your business to work on your business. ‘The E-Myth’ by Michael Gerber is a classic business book to read about the importance of forming the habit of working on your business. Use the day to scope the project of expanding your business. As motivational expert Simon Sinek emphasises – first get clear about your ‘why’. Why are you expanding and for what purpose? In other words, what value will growth add to your business, to your customers, and to yourself? When you have answers, think about the end milestone measurements of your project – how will you know when you have reached your expansion goal? Once you know where you want to go and why, begin to plan all the obvious macro milestone steps that will keep you on track along the way. Fill in the micro steps between the milestones next. When you’ve exhausted all the ‘to-do’s’, allocate resources to each step. Resources are commonly time, money, location and people. By the end of your planning day you will be clear about your motivation, your end goal, as well as the time, money and connections it will take for you to achieve your expansion. TIP: If you already have a core team, make the day a team planning session. If you work better with company ask a colleague or mentor you respect to give you an hour or two to get you going or work side by side on a project each.   Talk to your customers As part of your planning, you want to find out what value your customers are getting from your business now. Call them up and ask them these three questions: Does our product/service serve your current needs? If yes – how does it do that? If no – how can we fix that for you? If there was something more you wish our product/service could do that it isn’t doing now, what would it be? The answers will give you insights into what your market needs and wants. From these customer insights you can tailor your expansion to serve your market needs.   Build a successful team Expanding your business will most likely require a team effort. You will need to get savvy at recruitment, onboarding, payroll requirements, meetings, time management and all the other systems required to run the day-to-day staffing needs of your business. It is essential that your interpersonal management skills are developed.   Automate every system you can Always be thinking about how you can automate your business to create efficiencies. Consider scalable accounting, payroll, and database tools as well as records and job management software. Choose online tools and software that allow for business growth. Look for programs that simplify rather than complicate your business, and make sure in the early days that you aren’t paying for features that you don’t need. Align with a smart IT company that specialises in small business, who can guide you with good economical choices as you continue to expand.   Improve your skills Invest in your education now by doing an online course or diploma. Upskilling and minimising your learning curve mistakes will save you time and money in the future. As your business grows, you will need to do more leadership, and less hands-on day to day operations. However, your leadership decision making will always benefit from those early days of understanding all aspects of your business.   Match Your Strengths to the Right Diploma

Essential business management know-how for entrepreneurs

When starting out in business or simply to trying to gain a competitive advantage, all entrepreneurs benefit from learning general business management know-how. “You never lose in business, either you win or you learn.” – Melinda Emerson, business coach and founder of The SmallBizLady and Smallbizchat All entrepreneurs start in business expecting to succeed, and many do. Many fail to succeed the first time, but they keep going and following their passions anyway. What all successful entrepreneurs are good at is lifelong learning. Gaining a business qualification is a smart way to consolidate your knowledge so you can be across your business operations while growing and achieving your dreams. Look for a qualification that gives you the essential business knowledge outlined below. “As entrepreneurs, we must continue to ask ourselves, ‘What’s next?’ It takes humility to realise that we don’t know everything, not to rest on our laurels and know that we must keep learning and observing.” – Cher Wang, cofounder and chairman HTC Corp.   The essential areas that a business qualification will support an entrepreneur to succeed are: Understand Essential Time Management An entrepreneur in business will work longer hours far beyond the 9 to 5 reality of employees. However, it is important to know how to be smart with time management so that you don’t burn out or get into a cycle of being busy but unproductive. Learn how to spot your domino priorities (the ones that topple many actions at once). Easily identify which actions will get you to your results faster and which ones will have you spinning your wheels. Time is the only resource you have that is finite, so learn how to use it effectively.   Create a Professional Development Plan Your choices in professional development will be influenced by your existing skillset and values. As well as learning leadership and communications skills, you may also like to join networking groups such as Rotary or Chamber of Commerce. A business management course will assist to make good choices about where to invest your networking time.   Switch onto smart recruitment and onboarding The main area of staff management you will want to influence as an entrepreneur is recruitment. The quality and skill set of the people around you are vital to success. Learn how to choose the best candidates and how to do a thorough induction process to ensure they work like part of the team from the beginning.   Become a Meeting Pro Eventually, an entrepreneur will need to build a team to carry out their business vision. Team meetings can be effective, or they can be a waste of time. You want to learn how to lead an effective meeting that people will want to attend, and from which they will leave motivated and inspired. You will also need to have meetings with suppliers, customers and other stakeholders, and you will want to create a great impression at every meeting opportunity. “Great things in business are never done by one person. They’re done by a team of people.” – Steve Jobs   Use Clever Document Design to do Better Business A general understanding of the various documents used daily in business is important. You can acccess a form designer via third-party resource like Freelancer and Upwork to do the design of your documents. However you need to explain what you want and need, to get the result you want.   Know How to Assess and Manage Risk Entrepreneurs are not afraid to take risks, yet it is wise to know how to conduct a robust risk assessment that takes a big picture view of a goal or opportunity. A seasoned business person will brainstorm scenarios that might involve less risk with more return.   Project Management Knowledge is Vital Basic project management skills are vital to an entrepreneur. Planning, budgeting, measuring, delegating and managing are elements that need to be done thoroughly and mindfully for a project to be successful. Working towards established milestones will focus your thinking and your daily actions as you strive towards completing a project, or many projects at once. “Don’t wish it was easier, wish you were better. Don’t wish for less problems, wish for more skills. Don’t wish for less challenges, wish for more wisdom.” – Jim Rohn   These are the basic business management skills that a committed entrepreneur needs to fast-track the road to building a successful empire. You can learn ‘on the job’ and make many mistakes on the way, or you can seize the opportunity of doing an online Diploma of Business (Leadership) (BSB50120) and get ahead quicker.

How to get a High Salary Job in Project Management

There is a reason why Project Management and Management jobs are so popular in Australia. Both are highly transferable skills that can be applied to any sector across all Australian states and internationally. Growth in management and project management jobs In SEEK’s Top 20 Highest Paying Jobs comparing 2013 to 2018, Management now features in 2nd, 3rd, 4th, 8th, and 14th places. The change over five years sees one more job on the list, but more significantly, shows better overall growth in salary opportunity. Project Management also makes a strong appearance in 3 places, whereas in 2013 it was only featured twice . In 2013, it was only featured twice – at 13th and 18th. Both these metrics show that there has never been a better time to foster a career in management or project management. What's your Management Trajectory? Are you wondering how far away you are from your next promotion? Take our quiz to assess your management career pathway. GO TO QUIZ Where are the highest paying jobs? Management salaries in the top 20 range from $121,232 to $133,927 per year. These roles are in engineering, information and communication technology, mining, resource and energy, construction, insurance and superannuation, and consulting/strategy. Project Management also boasts great salary opportunities. The top 20 range is $120,554 to $124,603 across construction, engineering and ICT. Changing careers is the new norm The average person now spends 3.3 years in a job, making it normal to have three jobs per decade. For many school leavers, this translates into 17 different employers in a lifetime. Logically, it fits that most workers will also have up to 5 separate careers in their lifetime. Today’s workforce is very comfortable with retraining, career changing and shifting from employment to self-employment and back again. Technology combined with online access to education is making the transition between careers a seamless experience. A committed worker can undertake a qualification in management or project management while continuing to work in an existing job and fast-track a career into the top end of salary success. The average person now spends 3.3 years in a job, and up to 5 separate careers in their lifetime. Click To Tweet Transferable skills make a robust career Management and project management are both professions that boast highly transferable skills across all work sectors. Enjoying such flexible employment gives the benefit of being able to follow the sectors showing the most growth at any time. A recent Department of Employment Outlook reveals that over the past few decades, the Australian economy has continued to shift away from lower skilled jobs towards a higher skilled, service-based economy. Looking ahead, the evolution of the labour market towards higher skilled occupations looks set to continue, with employment growth projected to be strongest, in percentage terms, among the two highest skill levels of Bachelor and Diploma qualified workers. Pathways into management and project management If you are transitioning from another career path, then entry-level jobs with clear pathways to management and project management in associated areas are the best places to begin. For project management, these include areas where you can become familiar with budgets and procedures such as testing, finance, and business analysis. Having good communication skills is valuable too, such as customer service, sales and junior management experience. A management career is not always a straight line but is often characterised by milestones. These might be experience running your own business or your first promotion into a role where you supervise others. Many people develop management skills in volunteer roles in their community and then decide they want to move into management as a formal career. Whatever your pathway, the fastest way to accelerate your career and give you the confidence to succeed in management and project management is with a formal Diploma qualification such as a Diploma of Leadership & Management (BSB50420) or Diploma of Project Management (BSB50820) from a respected training provider. No matter what your experience or background, a foundation qualification will open many more doors for you. You want to be doing all you can to put yourself in front of the right people who can mentor you in your journey to those top 20 salary roles.

4 Vital Elements of giving Constructive Feedback

Giving constructive feedback to employees can be a daunting task for managers. Many managers say it is the least favourite part of the position. However, as difficult as it is, being able to do so effectively can have long-lasting results for all involved. Often the employee will be doing many things well and it is only certain specific areas that need to be improved. It is also tempting to let things slide until performance review time rolls around. However, this is not always prudent or desirable. A session of constructive feedback now can save a lengthy and uncomfortable performance review later. By tackling the issue early, you can expect an increase in the performance of the employee, as well as improved interpersonal relationships and a far more productive work environment for everyone. To communicate your ideas constructively, it’s important that you get your message across in a way that isn’t detrimental and find ways to give constructive feedback without being intimidating. Naturally, you want to boost an employee’s self-confidence and work ethic rather than take the wind from their sails. Four Simple Tips to Follow To Give Constructive Feedback Be Specific Get to the point quickly and make sure that you don’t beat around the bush. If you’re vague, your feedback can be misunderstood, and your employee may continue making the same mistakes. Tell your employee the exact instance where they have made a mistake and outline what they can do differently. Prepare notes if necessary with specific examples of the incidents. If it is an interpersonal issue, you can also try role-playing to tackle the issue effectively. If it is operational, perhaps you need to walk them through the correct steps or redo the procedure manual to be clearer. Be Timely Give prompt feedback at the next suitable moment, while the incident is fresh in mind. If you wait too long to give feedback, then the potency will be lost. An immediate response to their action will allow them to associate it with your feedback. This increases the likelihood that they will retain the feedback, take on the learning, and be wary of when they may make the same mistake again. Be Positive For any negative feedback you give, you need to include positive feedback. Approach the criticism in a positive, solution-orientated way and focus on your employee’s strengths. Again, prepare notes about their strengths as well as the areas that need correcting. You want to build self-esteem and encourage on-the-job learning and growth. Agree on what measures will be implemented to support the employee in improving. It can be a good idea to set a review time now for a week or two later, so they have a clear timeframe of your expectations. Reiterate that you are available at any time if they have questions or need further coaching. Be Understanding Discuss with your employee about the source of the mistake and what he or she could have done instead. Work together to figure out whether your employee needs any extra assistance with their job and offer them help where they may need it. You might be surprised by their ideas to improve systems or procedures for everyone. Use this feedback time as a learning opportunity for both you and your employee. Reflecting on constructive feedback When you are competent and willing to provide constructive feedback to your employees, it enables them to work more efficiently to your expectations. It also gives you more insight into how you can improve in managing your employees day-to-day, what additional training they may require, and prompt further thoughts about what you can do to keep them motivated. Perhaps it is also time for a staff function, to implement a staff member of the month scheme or conduct an overall staff satisfaction feedback survey. The best leaders and managers are those who are able to help their team thrive and come into their full potential. Constructive feedback doesn’t need to be a negative thing – when you can follow it up with actionable steps and assistance for the person you can make big changes in their performance and within your company. Next time you find yourself in a position where constructive feedback is necessary, follow our four easy steps to ensure it goes smoothly. A Diploma of Leadership & Management (BSB50420) will harness the interpersonal and practical skills you need to give constructive feedback wisely. Become the very best leader you can be, and propel your career into a management position with our self-paced, online qualification. Speak to one of our Learning Coaches to find out more.

Human Capital is the New Key to HR Leadership

Human Capital and Talent Management have emerged as the ‘new black’ for Human Resources leadership. For the HR professional, staying ahead of trends is key to leading change and survival in today’s rapidly changing landscape. Most CEO’s and CHRO’s agree that Human Capital is a key priority, however it is generally regarded as a long-term need that is important, but not urgent. For the CEO, it means: ‘I have ticked the box, but now HR can deal with it.’ Therefore, a big challenge for HR leadership is to make Human Capital and Talent Management an urgent priority for today.   Keys to Leadership Through Human Capital Management   1. Embracing the New   Talent Analytics – the New Norm in HCM Talent analytics is quickly becoming the foundation of all talent management initiatives. By using talent analytics, talent management trends are implemented efficiently, making speed more important than ever. People Analytics determine the characteristics of the best-performing people and teams. These findings can be used effectively for people and team development, as well as recruitment. AI – a Threat or a Way that brings HR Leadership to ‘The Big Table.’ AI is poised and ready to take HR by storm. It is already adding value to organisations using it to streamline activities and improve the candidate experience. It could also be key to stamping out unconscious bias from the HR process. What are the Potential Uses? AI can transform the current one-way communications from HR to employees. Companies are using AI to: Categorize employee feedback into areas such as compensation, work/life balance or benefits, giving HR teams key insights to integrate into future strategy. Measure engagement, social connection and emotion. Drive better decision-making through smart assistants, allowing managers in direct communication to address concerns faster. Enhance employee experiences through increased employee intimacy. It cannot be avoided that AI initially brings a level of disruption to the HR sector, however with the right team in place, managers can take full advantage of the way AI is revolutionising Human Capital.   2. Five Key Trends for Valuing Human Capital Individual approach The most important trend in HR is individualisation, where employees expect the type of individual experience they have as consumers. Performance Consulting Good people want to become better. Performance consulting does this by offering regular and detailed feedback based on real performance, rather than the standard annual review. Increased Team Focus Many HR practices are still focused on individuals, yet teams and networks of teams are the major building blocks in most organisations. Engagement According to recent statistics, only 13% of the global workforce is engaged in their work. Engaged workers: Yield higher results Contribute directly to higher productivity Are more innovative This means employees should have positive work experiences! People like to share experiences at work and the better that these are, the better it is for workplace branding. Productivity Traditionally capacity problems have been solved by recruiting new people. The problems created with this approach are: Difficulty in applying selection criteria leading to compromise on quality Productivity drops By switching focus to productivity HR can hire fewer people (cost-saving) and instead focus on developing the potential of each current employee.   3. Eliminating Outdated Human Capital Measures Old HR measures such as headcount, compensation/benefit cost, ‘time-to-fill’ and turnover no longer cut it in this new world of accountability. These measures simply don’t go far enough anymore to create shareholder value and align people decisions with corporate objectives. Real leadership requires putting hard science around issues that have traditionally been difficult to quantify, such as, why people leave the company or better job engagement. Human Capital metrics can help predict employee patterns in behaviour as well as future human capital investment demands. The focus on overall efficiency, lean operating costs and significant returns on investment is now expected of HR.   4. The link between Human Capital and company success The Human Capital Idea centres on these two Central Principles: People are assets whose value can be enhanced through investment. Human Capital should be designed, implemented and assessed by how well it helps the company achieve strategic results and pursue its mission. Human Capital productivity is in fact associated with share price gains of between 3%-10% across all industry sectors using Human Capital metrics. Click To Tweet As an example of the link between HCM and company success, extensive research over 16 years has shown gains across all industry sectors of the 10% in Human Capital, with productivity associated with share price gains of between 3%-10%. Now is the perfect time for HR professionals to seize this opportunity and take a leadership role as Human Capital Champions, a role that, executed with excellence will lead them to a seat at ‘The Big Table’. Your Career in Human Resources Do you want to learn more about HR skills employers demand, emerging job roles and salaries, and recent industry insights?  Discover your career in human resources.  HUMAN RESOURCES CAREER PAGE  

6 Tips for Effective Communication With Employees

One of the most under-appreciated aspects of running a successful business is communication. For your business to be successful, you need strong and effective communication with your employees. When your employees understand your goals and feel like their opinions matter, they’re far more likely to reach their potential and this means an increase in productivity. No matter how your communication is now, there are always ways to improve. Here are six key tips on how you can maintain effective communication with all your employees. Have Open Communication When you have open communication with your employees, it builds trust and makes them feel valued. On the other hand, if you simply delegate tasks and don’t get your employees’ input, they won’t perform at their best. Telling your employees why you need the task done instead of just telling them to do something will bring a greater sense of respect for you as management as well. You can foster open communication by encouraging employees to contribute in meetings, whether that meeting consists of just a few people or a large group. It’s also helpful to set a goal for all your employees to work towards. This builds a team atmosphere where everyone contributes and communicates with each other, instead of having teams working independently.   Ensure that Your Attitude Makes You Approachable Most of our communication is nonverbal, and telling employees they can talk to you means nothing if your body language says otherwise. It’s important to always be conscious of your attitude and what you’re projecting to your employees. If you’re short with them or constantly in a hurry, your employees won’t feel comfortable communicating with you. Focus on maintaining a friendly, positive attitude at all times so that your employees know that they can always talk to you. Download our FREE 'Your Career in Leadership & Management' Guide Find the latest information in our eBook about a career in leadership and management, including current job opportunities, soft skills you need, salary information and more. DOWNLOAD MY FREE GUIDE Be Clear and Concise Effective communicators get to the point and make their messages clear. Your goal should always be to get your message across clearly with as little technical jargon as possible, whether you’re talking to an employee in person or sending an email. When you say too much or use technical terms an employee may not understand, you’re just increasing the odds that there will be a miscommunication. This is one area where keeping it simple is the better option.   Welcome Feedback and Take It Seriously Employee feedback is great for your business. You never know when your employees will notice something that you didn’t – perhaps there’s a flaw in that product that didn’t cross your mind, but was obvious to an employee right away. But to get legitimate employee feedback, you need them to know that they can communicate with you and even critique your ideas freely. That’s why you should be appreciative of their feedback and take it seriously. You want your employees to know that you value their opinions. You may want to implement an anonymous feedback program as well to make sure that your employees feel comfortable giving feedback. Set the Right Culture Communication isn’t some task that you can check off your list. It’s part of your company’s culture, and you’ll be the one to set that culture. There are a few excellent methods to set a culture that emphasises communication. Team huddles for between 10 and 15 minutes at the beginning of a shift get the day started on the right foot. In these huddles, you can go over the plan and goals for the day. It’s also good to talk to employees one on one to see how they’re doing, even employees who don’t report to you directly. A quick meeting with the boss can help keep an employee’s morale high. By doing these steps, you can help ensure that open communication becomes a part of your company’s culture.   Keep Your Employees Updated Regularly All too often, business leaders keep their employees in the dark about what’s going on with the company. This leaves employees feeling like they’re only there to do a job, and it creates a barrier between the management and everyone else. Your employees will feel more connected to the company when you keep them updated about what’s going on. Let them know about the results of projects. Thank and congratulate them for successes, and be honest when something doesn’t go as planned instead of trying to spin it. Effective communication with your employees isn’t hard when you know what to do and you’re willing to make the necessary changes. Take a look at how everyone communicates at your business right now to see where there are areas you can make improvements. Implement any of these tips that you haven’t already been doing and it won’t take long before you’re seeing better communication and higher productivity.   About the author Ryan Bridges is a contributing writer and media specialist for Presentation Training Institute. He regularly produces content for a variety of communication and workplace blogs, based around the challenges of creating effective communication in the workplace.

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