Emotional fitness is the key to navigating tricky situations at work. With the landscape of work constantly evolving, understanding and adapting to change has never been more crucial. Emotional fitness expert Joe Pane delves into these themes in this episode of The HR Leader. Emotional fitness, as Pane describes, is fundamentally about our relationship with uncertainty. It’s this relationship that dictates not only our personal growth but also our professional development. The workplace, a hub of constant change, serves as a prime arena for exercising emotional fitness. From promotions and team changes to new leadership dynamics, employees face uncertainty at every turn. Pane emphasises that growth, a perpetual need of the human condition, is inherently tied to our ability to navigate these uncertainties effectively. Uncertainty, according to Pane, is a fabric of life and a precursor to growth. This concept challenges the traditional view of uncertainty as an obstacle. Instead, Pane suggests that embracing uncertainty is essential for development, both personally and professionally. The idea that uncertainty never truly goes away but can be managed more effectively through emotional fitness offers a fresh perspective on career progression and personal development.

The recruitment market has seen a chaotic and tense couple of years. Various factors have caused a skills shortage and trends like quiet quitting and the Great Resignation, to name a few. To discuss the future of the recruitment market, Jesse Shah, nrol’s director, joins The HR Leader. The conversation touches on the current state of recruitment and what can be expected in the coming years. As we conclude the first quarter of 2024, Shah reflects on the noticeable uptick in recruitment activities compared to the previous year. This surge in hiring activities is good news for candidates; however, it creates harsh competition for employers. Salaries, undoubtedly, remain a significant factor influencing job changes. However, Shah underscores the growing importance of workplace culture and mental health considerations. The stress of being under-resourced and overworked has led candidates to value organisations that offer a better work/life balance alongside competitive pay. Addressing the gender disparity in the workplace, Shah acknowledges the impact of recent reporting by the Workplace Gender Equality Agency. While the full effects of these reports are yet to be seen in recruitment practices, there’s an awareness and questioning of pay disparities among candidates. This awareness could potentially drive businesses to reassess their compensation structures to retain and attract top female talent.

Businesses have the sway to enact real change. More and more organisations are leveraging this and entering the activism space. Lucy Piper, director at Work for Climate, joined The HR Leader to delve into the increasingly pertinent topic of business activism and why it’s crucial in the modern workforce. The episode discusses the evolving role of companies in fostering a culture where employee activism, particularly around climate issues, is not just welcomed but encouraged. Creating a space for employee-led initiatives and discussions on shared values is crucial. This approach not only nurtures a culture of engagement and ownership among employees but also aligns with the broader expectation for businesses to play a proactive role in societal issues. Gone are the days when employees were expected to leave their personal values and concerns at the door. This change has led to a more values-driven workforce. Piper points out that this shift is about more than just individual or collective activism within the workforce. It’s about companies re-evaluating their core values and the legacy they wish to leave. It’s a call to action for businesses to align their operations and strategies with a more sustainable, equitable, and resilient vision of the future.  

Building a thriving workplace takes time and effort. Data analytics and psychometric testing can make this process easier, particularly at scale. Integrating these processes into everyday practices can foster and propel healthy workforce development and productivity. In this episode of The HR Leader, Alex Bond, Director at PBC Hogan, delves into the multifaceted world of building effective workplaces through building effective leaders. The conversation sheds light on the ever-evolving landscape of workplace dynamics, emphasising the pivotal role of trust, leadership, and data analytics. At the heart of the discussion is the transformative potential of objective behavioural insights and data analytics in leadership development and organisational performance. We discuss in detail how PBC Hogan leverages psychometric testing and data analytics to create a holistic understanding of leadership capabilities and aligning development interventions with organisational strategy. By establishing baselines and measuring progress, organisations can make informed decisions and foster leadership that propels the organisation forward. Finally, we consider the concept of trust, deemed a cornerstone in successful workplace relationships and highlight how trust underpins team performance, and fosters an environment conducive to vulnerability, learning, and positive behaviours, ultimately supporting performance.

Nurturing the next generation of leaders is critical if businesses want to remain competitive in the future of work. In this episode of The HR Leader, Sonia McDonald, chief executive and founder of Leadership HQ, shares her invaluable insights on the importance of promoting future leaders and how current leaders play a role in preparing for a sustainable future through developing the leadership skills of younger employees. According to McDonald, the emerging generations are showing an unprecedented eagerness to learn and grow, making it a good time for organisations to focus on developing their leadership potential. This generation is not just looking to climb the corporate ladder – they are driven by a desire to make meaningful changes in the world. McDonald believes that by equipping them with essential human and leadership skills today, we are paving the way for a brighter future for our communities, organisations, and the planet. However, McDonald points out a significant challenge: the pressure of leadership. She argues that while this pressure is substantial, it is both an honour and a responsibility, and she is confident that the younger generations are more than capable of rising to the occasion.

There are so many amazingly successful women in the finance industry, but only a small number have a strong brand and online presence in this traditionally male-dominated industry.    As we celebrate International Women’s Day, we want to help more women raise their profile and showcase the incredible professionals in this space.   In this episode, partnered by Mortgage Choice (part of the REA Group), we’re picking the brain of its executive manager, corporate communications, events & franchise marketing, Sally Chadwick, to find out: How to build a brand presence.  The benefits of having a strong brand presence. Top tips to help you get started today. And much more!

International Women’s Day is here (8 March), and employers should use the opportunity to recognise the power they have to incite change. In this episode, Angela Coble, the client group technology officer and gender ERG executive sponsor at Accenture Australia, joins The HR Leader. The dialogue is timely, as it aligns with the approach of International Women’s Day. Coble delves into the crucial themes of the year, focusing on investing in women to accelerate progress and inspire inclusion. Her insights shed light on the necessity of a holistic approach to creating an inclusive environment for women across the workplace and society. The discussion underscores the importance of economic empowerment for women, a topic Coble is passionate about. The conversation also touches upon the recent gender pay gap reporting launch, a move Coble views as a positive step towards transparency and equality in the workplace.  As the discussion continues, Coble highlights how employers have the power to enact real change in regard to gender equality. Society is often a mirror of the workplace, and vice versa, driving home just how important empowerment in the workplace is.

Psychosocial risks have been circulating in workplace discussions over the past year quite heavily, and for good reason. They refer to hazards that can harm mental wellbeing, so clearly, it is a critical area that requires attention. In this episode of The HR Leader, Vanessa Fudge, founder and chief executive of Leading Well, sheds light on psychosocial risks. The conversation not only unpacks the essence and implications of these risks but also ventures into the evolving responsibilities of leaders in creating healthier work environments. These hazards, while sometimes physical, predominantly affect the mental wellbeing and overall health of employees. The discussion underscores the legal and moral duty of care leaders have towards mitigating these risks, highlighting the necessity of fostering a conducive and healthy workplace. Vanessa points out that while training and awareness are crucial, they alone are insufficient to address the complexities of psychosocial risks. The real challenge lies in integrating these learnings into the structural and strategic fabric of organisations. The conversation also touches upon the new legislation being rolled out across Australia, emphasising the urgent need for leaders to familiarise themselves with these guidelines.

Using humour at work isn’t about showing off your “tight five”; it’s about making the effort. David Crisante, founder of Sydney Comedy School, sits down on the latest episode of The HR Leader to share what he has learnt about workplace communication from a career spanning diplomacy, journalism, and, of course, comedy. David stresses the importance of so-called “water cooler talk”. He explains what an employer is really saying when they engage in small talk, why it matters, and how it can contribute to a happier, more productive workplace. The topics might be “small”, but their ramifications are anything but. The podcast also covers the “vital” importance of public speaking as a boss. Often, it is the things we overlook that really make a great speech. “When we’re good at public speaking … what we’re saying verbally and what we’re saying physically is in alignment,” David said. Throughout, the case was made for humour in workplace communication. Increasingly, it is seen as a risk to be avoided, but this kind of thinking overlooks the fact workplace relationships are relationships nonetheless. “You can’t make somebody laugh if you’re not a clear communicator,” he said.

There are a variety of trends shaping the business landscape in 2024. Not all of them are positive, however, and keeping your ear to the ground can help in avoiding unfair situations. Sue Parker, a career strategist, communication expert, and the owner of DARE Group Australia, discusses some of these themes in this episode of The HR Leader. Sue uncovers the often-murky waters of salaries, the phenomenon of ghosting, and the contentious issue of being “overqualified”. She challenges the longstanding practice of salary determination based on experience and criticises the lack of clarity and integrity in such an approach. Sue’s stance is clear: a role should have a fair salary band that aligns with its purpose and the problems it aims to solve, irrespective of the candidate’s experience. The discussion also touches upon ghosting, a term that refers to the lack of communication between recruiters and candidates during the hiring process. Sue describes it as putting your head in a bucket and refusing to communicate, highlighting the frustration it causes. Sue takes issue with the term overqualified, which she sees as a smokescreen for ageism, fear, and insecurity. It is often used as an excuse to dismiss candidates, particularly older ones, without addressing the real reasons for their non-selection. According to Sue, this term masks a deeper issue of emotional intelligence and the ability to engage in honest, quality-driven communication.