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💡 What do Board Directors want from OHS Leaders? Thanks for the feature Australian Institute of Health & Safety in the October OHS Magazine. I tackle what Board Directors want (and really need) from OHS Leaders.  The article is linked in the comments but here are three actionable insights👇 1️⃣ Be more than the 'technical safety expert'  OHS leaders who truly grasp the entirety of the organisation – the various objectives, corporate ambitions, and the distinct culture within the organisation. Directors are expecting more than just a technical expert who narrowly focuses on a singular area; they need someone with a broad understanding of the different facets of the organisation and the interplay and role safety has throughout.  2️⃣ Integrate OHS into the enterprise wide approach  Positioning OHS as a central element in the broader enterprise risk management context. Using this strategy to enhance organisational resilience and success, moving beyond compliance to creating a strategic advantage. Treat health and safety as you would a financial, commercial or reputational risk. 3️⃣ Meaningful Measures Provide measures that are meaningful, that link with proactive assurance activities. Looking in the rear view mirror, we know provides little benefit to leadership. Board Directors want an insight and understanding of how management and their obligations are being met, if you only have lag measures at the board table, shift the focus on due diligence. #leadership #riskmanagement #strategy Louise Howard Advisory Australian Institute of Company Directors

Safety training needs to be tailored to every level. If you expect leaders at various levels to do their part, then you need tailored training for each level to ensure you reach your intended results. Don't waste money on generic training that results in disengagement!! At Proven Safety Solutions we develop skills-based training for team leaders, but we also work with organisation to coach and mentor senior leaders at their level. This includes governance and strategy. Read our latest blog on the topic: https://lnkd.in/gHXEEZBQ If you are looking for team member / team leader training our WHS training here: https://lnkd.in/gJFgJWRh #Safetytraining #governance #iso45001 #riskmanagement

Which is one of the essential driver of learning and development in an organization? 🤝 Endorsement from the top.... That's right, it is the CEO's or MD's partnership with Talent Development leaders which ensures that L&D practices are placed as the key contributor to organization's success. 🫴🏻 Constant investment and consistency in Trainings enables businesses thrive through skills, knowledge and attitude development of its human capital. Though the level of commitment and passion of L&D professionals is considered as stepping stone, it is the direct involvement from the top of the hierarchy determines the trejecotory towards making of a learning organization. ✋🏻 Witnessed one such internal communique during one of employee town hall gathering of Takaful Oman Insurance, where it's CEO has shared highlights of trainings done in last quarter and announced the line up of upcoming trainings scheduled for the rest of the year. Now this surely has given a boost to my efforts to make a difference to peoples career. ✊🏻 📝Inviting thoughts and stories from my fellow L&D professionals.... #learninganddevelopment #Learningorganisation #employeetownhall #trainings #hrbp #leadership #talentdevelopment #peoplepractices

To support #GC leaders, I’m offering new training: Managing in a complex world. This training strikes me as all the more needed as the GC returns to the office this fall. Building on Sara Filbee’s new book - Managing in Complexity - this eight-session program explores innovative ways to manage in an uncertain and fast-changing environment, including: - The need to be both emotionally involved and detached, - Acknowledging and enabling our interdependence, - Building trust, - The importance of work culture and how we do things, - Working with metrics (and knowing their limits), - Improving your meetings. Sara's book will be required reading and each session will focus on a key chapter of her work. As well, we will link back to participants' individual performance agreements, GC leadership competencies, and expected behaviours at their level. This intensive eight-session program targets senior analysts, managers and mid-level executives (i.e. EX minus 1 to EX-2). Sessions can be held over five or six months, giving participants time to add new tools to their daily management practice. Training is offered in English or French.  Group training is possible on request. I’m quite excited to add this to my growing range of services and hope you'll join me. Learn more and register at www.fcmorissette.ca or message me. Buy Sara's book at: https://lnkd.in/g7V2CRCw #leadershipdevelopment #gc #managementdevelopment #complexity #training #trainingcourse #traininganddevelopment

One of our colleagues, Angel Emerson, recently posted about completing her certification in the Leadership Circle Profile 🎉. 💡 Did you know?: A study published in the Harvard Business Review found that consultants with recognized certifications bring not only advanced technical expertise but also a structured, strategic approach to problem-solving, leading to improved organizational performance and faster decision-making processes. 📊 The research highlighted that firms working with certified consultants reported a 15% increase in efficiency and cost-effectiveness across key initiatives (HBR, 2018). At LEVATA Human Performance we utilize the right-fit tools based on each clients’ needs, and it got us thinking about all of the helpful certifications our colleagues are constantly leveraging. Our consultants are certified in Prosci and Certified Change Management Professional (CCMP) for change management ✨, Insights, Hogan Assessments, and International Coaching Federation's Professional Certified Coach certifications (to name a few) for learning and leadership development 💪 and Executive coaching, Project Management Professional (PMP)® 📋 certification, as well as SHRM's Senior Professional Human Resources (SPHR) certifications. 🚀 Looking for a partner who can leverage years of experience and validated industry tools to take your organization to new heights? Let’s discuss how we can support your organization’s journey. Set up some time to speak with us by clicking here: https://ow.ly/EU3Z50S2Zzc. #ProfessionalCertification #BusinessConsulting #HRConsulting #OrganizationalPerformance #EfficiencyImprovement #LeadershipDevelopment #ChangeManagement #ProjectManagement #ExecutiveCoaching

What percentage of managers do you believe receive little to no management training when promoted? Although it is difficult to provide a precise number, as it can vary significantly across organizations, industries, and regions, various studies and surveys suggest the figure is around 60% and above. For instance, a 2018 CareerBuilder survey found that 58% of managers reported they didn't receive any management training. A study by West Monroe Partners in 2019 revealed that 59% of managers overseeing 1-2 employees received no management training at all. Additionally, a study by the Chartered Management Institute (CMI) found that 82% of managers in the UK have no formal leadership training. These are staggering numbers! Many organizations promote employees to management positions with minimal or no formal management training. This approach can lead to challenges in management effectiveness, as these individuals may need further development of essential skills in leadership, team dynamics, and conflict resolution. We often discuss talent retention and turnover, recognizing that poor management can have a significant impact. However, are we doing enough to remedy the situation? Most studies suggest that more could be done. The Oxford Group has shared insights on this topic through our collaborative work with Tereos, designing the unique and award-winning Plant Manager Development Programme. This program aims to break down silos, create a culture of community, help people manage change, embed core values and behaviors, and develop leadership and management competencies (beyond a purely technical focus). Link to our case study 👇👇👇 https://lnkd.in/eEXuxs9c

Integrity HSE's clients consistently comment on the favourable return on #investment that they enjoy as a result of our #leadership offerings. These services can range from one-day #workshops to leadership development programmes that are embedded within a clients LMS. Regardless of the duration, a common element within all Integrity HSE leadership programmes is coaching delegates on the #skill to become suitably self-aware. This is a critical aspect of #development, and requires diligent study and consistent practise. One of the techniques we use integrates the exceptional insights of the late great Professor Edward 'Richard' Holmes (1946 - 2011), a British Army (reserve) Brigadier and co-director of Cranfield University's Security and Resilience Group. Professor Holmes thought if a leader could recognised dysfunctional behaviours in themselves, then they could develop self-correcting recovery strategies. With that in mind, he published the ten #diseases of leadership, a list of vulnerabilities/ pitfalls that every current and potential leader should be aware of: Lack of moral #courage: Failing to do the right thing. Opposition can be #loyal: Not recognizing the courage to challenge. Consent and evade: Blindly agreeing with a superior's #plan. ‘You don’t need to know’: Reinforce #authority through information silos. ‘I’ve made up my mind’: Driving a #plan, regardless of new information. Perfect Solution: Delay #decisions due to an insatiable need for information. Equating #quality with rank: Insight is not inextricably linked to rank. ‘I am too busy to win’: Failing to identify and exploit #opportunities. ‘I can do your job too’: Retreating to comfort zones/ micro-managing. Big soldier, cold shadow: Outwardly #successful but creating negativity. Although all ten diseases are relatively easy to spot in others, seeing them in yourself is not (that's where the skill and practise become necessary). The #danger is they go unnoticed and evolve from short-term intrusions to long-term culture-destroying habits. This is likely as recent #workplace research has found only 19% (1 in 5) women and 4% (1 in 25) men exhibited any notable self-awareness. If you would like to find out more about our leadership offerings then contact enquiries@integrityhse.co.uk. #knowledgesharing #professionaldevelopment #humanresources #management #performance

#CMI REDUCED FEES CMI L5 - Management and Leadership - streamlined approach https://lnkd.in/eiNszNc7

Dear Network, I’m excited to highlight a remarkable leader with deep expertise in strategic initiatives, performance management, business process optimization, and organizational excellence. This individual holds PMP, C-KPIP, Prosci Change Management, and Strategy Business Planning certifications and has been instrumental in achieving significant improvements across various initiatives. Interested? Direct message me for her CV تتمتع بخبرة استثنائية في المبادرات الاستراتيجية، إدارة الأداء، تحسين العمليات، وتحقيق التميز المؤسسي. حاصلة على شهادات احترافية مرموقة، منها PMP، C-KPIP، Prosci لإدارة التغيير، والتخطيط الاستراتيجي للأعمال. كان لها دور حيوي في تحقيق نجاحات ملموسة وتحسينات نوعية على مستوى المشاريع والمبادرات التي قادتها. #Leadership #PerformanceManagement #StrategyExecution #BusinessExcellence #ProcessOptimization #ChangeManagement #PMP #ProfessionalDevelopment #TalentSpotlight #OrganizationalExcellence #CareerOpportunities

From whom do managers learn to be managers? The management contract is signed, the name is on the organization chart in the manager position, the manager title is on the business cards, the person is sitting in the manager’s office, at the manager’s table… What’s wrong? Many managers do their work as they think is right to do it, behave as they think is right to behave, and manage as they think is right to manage. Nobody has trained them, nobody has spent the necessary time to teach them, because time must be used to achieve results and company targets. When some problem emerges, they may win a Leadership training, the trendy solution for all the management performance gaps. How do they become managers? The previous managers left, and they get promoted, or they get hired to a position that everybody assumes that they can and must do, without anyone training them. Management development starts with the acknowledgment of individual gaps to cover the actual position and continues with the identification of opportunities for improvements. It is possible to develop managers to higher professional levels, simply by teaching them how to do, how to behave, and how to manage. PROBATUR GROUP operational experts apply a tailor-made approach to management development https://lnkd.in/ePhKe2Ki Each manager is different and requires a personalized approach to learn from who has done the same job for years. For more information contact PROBATUR GROUP at info@probatur-group.com https://lnkd.in/enrJYFcA #management #plantmanagement #operations #operationalexcellence #continuousimprovement