• The HR Architect Tony Wiggins

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    PO Box 551
    Everton Park Queensland, Australia 4053

    M: 0401458 573
    E: thehrarchitect@optusnet.com.au

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Saturday Shoutout!!! Virgin Australia Employee Engagement

v-australia

Issue 5 | Number 2 | 10 August 2013

Saturday Shoutout!! Virgin Australia Employee Engagement

Your brand is only as safe as your least engaged employee. Engage your employees and align them with your corporate vision and values, as they are the face that represents your business at all levels, interacting with all stakeholders. Employee engagement is also an effective source for competitive advantage. Not only are employees an asset that is dynamic, flexible and resilient, but they are also difficult for your competitors to replicate, a source of value and uniqueness (The Right Group: October 2011).

The Right Management Group argues that it is your employees that will set you apart from your competitors, and airlines such as Singapore Airlines and Virgin Australia are a great case example of using employee engagement to enhance competitive advantage.

Virgin Blue distinguishes itself apart from its competitors through its cheeky jargons and more importantly its corporate value set being value for money, quality, fun, competitive challenge and innovation. Virgin Blue employees embody these five values and convey a message to consumers that distinguishes them from employees of Qantas or Tiger Airways.

In the article Virgin Australia: Employee Engagement Critical, Virgin Airlines Chief Operating Officer Sean Donohue states that “the most valuable aspect, in terms of engagement with our employees, is what I would call alignment… what I mean by that is every single member of staff is excited about our strategy and are absolutely clear about what we’re doing and where we are going as a company”.

So what can you learn from the Virgin Australia experience? Can you apply the same concepts back in your organisation? It is a challenge that requires great commitment and inspiration to achieve such greatness.

Graphics: Virgin Australia

About the AuthorTo fulfil his professional and personal career aspirations, Tony Wiggins created ‘The HR Architect’ brand in 2009.  With a well-grounded focus and passion for HR, he thrives on working across his networks as a thought leader in ‘making a difference’ in the HR arena.

Tony Wiggins is the Founder and UX Editor of Saturday Shoutout!!! and the HR Communique.  Tony utilises the blog ‘The HR Architect’ as a social media network and platform that empowers HR professionals to network, assist and support one another, spanning different countries, subcultures and niches.

Contact Tony at thehrarchitect@optusnet.com.au or @tonywiggin on Twitter.

Brisbane Institute – Outstanding Productivity Needs Better Leadership

Brisbane Institute

The Event

Boosting productivity takes more than introducing better systems or “working smarter”.  It takes leadership.

I was privileged to attend  the Brisbane Institute Forum on 17 July, where Rhonda White founder of the Terry White Chemist Group spoke about the concepts surrounding the current notion that “Outstanding Productivity Needs Better Leadership”.

Who is Rhonda White?

Rhonda is a co-founder of the Terry White Chemists Group and has been integral to the success of the brand. Her visionary skills in developing the systems and disciplines for the Brand, commitment to the development of Professional Services combined with exceptional business skills have proven a critical ingredient in growing the franchise network to its current position of 168 pharmacies in all states, employing over 4500 staff with a turnover of $1 billion.

She currently serves as a board member of TWC Group Investment Limited. A Trustee of the Queensland Performing Arts Trust (QPAT), Rhonda has been a director of a number of government and private companies.

In September 2011, Rhonda was inducted into the Queensland Business Leaders Hall of Fame in recognition of exceptional entrepreneurship and innovation in national retailing, and significant contributions to the community.

Memorable Comments

I was so absorbed in Rhonda’s presentation I wanted to share a few of the priceless statements and advice that I found memorable –

  • “Productivity is the final ultimate measure of a business and the ultimate measure of a leader in business.”
  • “Productivity is the realm of management. Every other level is about efficiency before you think about productivity”.
  • “Look for opportunities to build culture as well as teach systems and management.”
  • “Build culture and hype, not just the hype.”
  • “Be a counterintuitive, creative leader and be prepared for competition.”
  • “People are your most important asset, empower them to deliver your business results.”
  • “Empowerment + collaboration = business stability.”
  • “There are different challenges at different stages of a business, nothing stays the same.”
  • “Systems need to be continuing reviewed/changed to ensure they support the business and the environment they operate in.”
  • “High performance teams need trust and confidence to do their job.”
  • “Managers should never underestimate the impact of their decisions and the interrelationships with the business.”
  • “Bonuses do not work to engage individuals and teams. It is about being involved in projects and sharing the rewards as a team.”
  • “Employees have responsibility to add value to the life of the company and vice versa.”
  • “Reinvent business and teams to find productivity.”
  • “Spend time and effort in identifying leadership DNA in your business.  Not all managers will become leaders.”

Summary

Great comments, insights and reflections from the breakfast. 3 main themes became evident – what does leadership and productivity look like;  how do leaders contribute to improvements in business productivity; and the role of incentives in develop a leadership culture to drive changing business work practices.

Graphics: Brisbane Institute

About the Author. To fulfil his professional and personal career aspirations, Tony Wiggins created ‘The HR Architect’ brand in 2009.  With a well-grounded focus and passion for HR, he thrives on working across his networks as a thought leader in ‘making a difference’ in the HR arena.

Tony Wiggins is the Founder and UX Editor of Saturday Shoutout!!! and The HR Architect ConnectTony utilises the blog ‘The HR Architect’ as a social media network and platform that empowers HR professionals to network, assist and support one another, spanning different countries, subcultures and niches.

Contact Tony at thehrarchitect@optusnet.com.au or @tonywiggin on Twitter.

Saturday Shoutout!!! The New Business of Onboarding

Welcome

Saturday Shoutout!!!  The New Business of Onboarding

Issue 4 | Number 9 | 30 June 2013

It was winter and the rain was blowing in from the southwest as the Hospital CEO pulled into the parking lot. He was still reflecting on the conversation he had with the Director People and Culture, the afternoon before. They had a number of HR challenges since the creation of the Hospital Board with no real immediate solutions.

Over coffee that morning, the new Hospital CEO read a newspaper article that talked about “Onboarding” in a similar health organisation and how they had great success. He immediately arranged a meeting with his Director People and Culture for the following day.  At that meeting the Hospital CEO shared his thoughts to review the current hospital orientation program and make it more aligned to the “Onboarding” project which he read about in the newspaper.

The Hospital CEO felt confident that the “Onboarding” project would be a winner and it now rested solely on the shoulders of the Director People and Culture to make it happen.  The Director People and Culture was not a champion of the new initiative as he thought it was just another one of those quick fix solutions. The Director People and Culture had just recruited an Organisational Development Manager and decided to hand over this challenge to this position as he was more involved with union negotiations.

During his conversations with Hospital Executive Managers, the Organisational Development Manager too often heard stories about past human resource initiatives, just like this one, that just failed.  The seasoned Organisational Development Manager developed a strategy + project plan that included the foundations for future success – Hospital CEO/Hospital Board/Executive Manager support, defined outcomes + ROI, embedded human resource indicators, training, culture and union involvement.

One month later, the Organisational Development Manager was called to a meeting with the Hospital CEO to discuss progress on the “Onboarding” project.  At this meeting, the Organisational Development Manager presented a short simple presentation that illustrated the realignment benefits and to be seen as an employer of choice.  His presentation included two main points – (1) getting new hires up to speed in half the time and (2) sharing responsibility between human resources, line mangers, coaches and mentors.

It is now six months later in Melbourne at the gala AHRI HR Awards. The Hospital CEO was reflecting upon his meeting with the Director People and Culture about his desires for the “Onboarding” project.  The Hospital had been nominated and was shortlisted for one of the prestigious award categories. He realised that it was a journey for all parties concerned.  It had challenged both the culture and set the foundation for future successful projects.  It was a journey that required careful planning, implementation and evaluation and ultimately human resources across the hospital in engaging stakeholders.

Begin your “Onboarding” journey now – “can you afford not to?”

Photo Credit: Unknown

If you find these updates useful, feel free to forward on to a work colleague or friend.

About the Author

To fulfil his professional and personal career aspirations, Tony Wiggins created ‘The HR Architect’ brand in 2009.  With a well-grounded focus and passion for HR, he thrives on working across his networks as a thought leader in ‘making a difference’ in the HR arena.

Tony Wiggins is the Founder and UX Editor of Saturday Shoutout!!! and The HR Architect Spends 5 Minutes with ….Tony utilises the blog ‘The HR Architect’ as a social media network and platform that empowers HR professionals to network, assist and support one another, spanning different countries, subcultures and niches.

Saturday Shoutout!!! The Moment of Truth

THE MOMENT OF TRUTH: Logo.©2007 FOX BROADCASTING

Saturday Shoutout!!!  The Moment of Truth

Issue 4 | Number 8 | 1 June 2013

It is now June 2013 and back in July 2012 I was making serious career decisions.

With the imminent rationalisation of another 20,000+ public servants, I had 2 options.  Option 1 was to stay for another 8 years until retirement and see my career further decay and be not valued for the expertise I had.  Option 2, if offered, accept the retrenchment package as an amazing opportunity, find another job in HR and pursue my future ambition to establish my brand as The HR Architect.  I decided on Option 2!!

Referring back to Fabienne Fredrickson article on Four Ways to Break Through Your Fear and Self Doubt which I wrote about in July 2012, Fabienne suggested four steps to break though that fear, self-doubt and move on.

1. Take a No-Excuses Approach

To achieve my future success, I have transitioned out of a 4 month job search which did my ‘head in’, self esteem and self confidence.  I have started my own HR consultancy business with the support a great business coach Joe Tigani from Absolute Leadership.  I wish to be one of those successful people within the Queensland HR arena and I am taking a ‘No Excuses Approach’.

2. Feel the Fear – But Do It Anyway

All entrepreneurs from my reading, experience fear at some time. What separates those who are successful and those who allow fear to hold them back is the willingness to act in spite of the fear. The best way I have found to get over the fear is to walk directly into it. It takes courage but you know what? Walking into fear is never as bad as you think it’s going to be. I have found it liberating. It is taking a while longer than expected but I am still progressing.

3. Be Willing to Stretch Beyond Your Comfort Zone

Most people avoid discomfort like the plague. If you want to get to the next level of your career/business, you’ve got to be comfortable being uncomfortable – just for a short time. Yes, it was a little scary at first but let’s face it, it’s not going to kill you.  I am willing to trade short term discomfort for long-term success and to have a go.  You just have to convince others around you that you can do it. I am willing to stretch beyond my comfort zone.  I’ve got great news – I am in a better mindset and opportunities are showing up.

4. Take Decisive Action

I have taken this action. Action is an issue of personal responsibility. I acknowledge that I am solely responsible for the choices in my life and I accept that I cannot blame others in 5-10 years time. Time and time again our inner self-doubt makes us question everything and keeps us from taking action when the solution shows up. I am not into self-sabotage.  I have had great support from peers like Sonia McDonald,  Louise Perram-Fisk and Mark Harris

Once I made the decision to succeed, it was time to commit to doing whatever it takes to make it happen.  For me, it came down to taking bold and decisive action toward what I want in my business or your life.  It’s about saying YES to what’s possible is for me.  Saying YES to these future opportunities are divinely presented to me following those actions. I promise you that.

In 12 Months Time

When I look back in June 2104 at what I have achieved, I have glad I took this course of action.  My business, my life, my income (still growing) will have never been the same. I promise you that. Take the challenge!!

Photo Credit: Innovation_blog_actv

If you find these updates useful, feel free to forward on to a work colleague or friend.

About the Author

To fulfil his professional and personal career aspirations, Tony Wiggins created ‘The HR Architect’ brand in 2009.  With a well-grounded focus and passion for HR, he thrives on working across his networks as a thought leader in ‘making a difference’ in the HR arena.

Tony Wiggins is the Founder and UX Editor of Saturday Shoutout!!! and The HR Architect Spends 5 Minutes with ….Tony utilises the blog ‘The HR Architect’ as a social media network and platform that empowers HR professionals to network, assist and support one another, spanning different countries, subcultures and niches.

Contact Tony at basketa@optusnet.com.au or @tonywiggin on Twitter.

Saturday Shoutout!!! In Pictures – Employee Engagement

Saturday Shoutout!!! In Pictures – Employee Engagement

Issue 4 | Number 6 | 18 May 2013

Pictorial slideshow bringing together employee engagement posts over the last 12 months.

Graphics: Acknowledged in individual posts

This slideshow requires JavaScript.

About the Author. To fulfill his professional and personal career aspirations, Tony Wiggins created ‘The HR Architect’ brand in 2009.  With a well-grounded focus and passion for HR, he thrives on working across his networks as a thought leader in ‘making a difference’ in the HR arena.

Tony Wiggins is the Founder and UX Editor of Saturday Shoutout!!! and The HR Architect Spends 5 Minutes with ….Tony utilises the blog ‘The HR Architect’ as a social media network and platform that empowers HR professionals to network, assist and support one another, spanning different countries, subcultures and niches.

Contact Tony at thehrarchitect@optusnet.com.au or @tonywiggin on Twitter.

Saturday Shoutout!!! Chasing the Purple Squirrel

 purple20squirrel_lacoa management

Saturday Shoutout!!! Searching for the Purple Squirrel

Issue 4 | Number 5 | 11 May 2013

Given the weak economy and bleak job market, companies have a bigger pool of job applicants to choose from and, therefore, can be much more selective in hiring. Yet these companies still claim that they can’t find candidates with the requisite skills. Peter Cappelli in his latest book debunks the often-repeated argument from employers that applicants don’t have the skills needed for today’s jobs. Instead, he puts much of the blame on companies themselves – including their lack of information about hiring and training costs – and on computerized applicant tracking systems that can make it harder, not easier, to find qualified job candidates.The formula goes something like this: Vacant position + job advertisement = hire the perfect candidate.

Yet according to Lance Haun, HR thought-leader in the HC Online  on 24 January seeking the so-called ‘perfect candidate’ is a trap fallen into far too often.  Lance Haun, a former HR and recruiting pro turned author, says companies continue to throw money down the drain in the hunt for the perfect candidate for an open position. While the cost of hiring the wrong person can be cataclysmic, so too is the cost of spending months and months on the hunt, adding resources such as outside recruiters to the search to aid chances of securing Mr or Ms Right.

Huan wrote in the Harvard Business Review this week that at the crux of this problem is the “purple squirrel” dilemma. It’s a term many in the business use to define those rare candidates that fit the job specifications so perfectly they’re almost mythical in nature. “These candidates are near-impossible to find in ultra-competitive industries and possess the perfect mix of skills, education and experience. A good purple squirrel will work for peanuts (also known as the pay and benefits you’re willing to offer) and just happens to live in the same town as your company,” Huan said.

But here’s the rub. Too often, those candidates simply do not materialise. If the purple squirrel doesn’t show, you’ve spent money and time on a fruitless endeavour. It cost you:

  1. The time the recruiter spent on the opening
  2. The time you, your team, or the recruiter could’ve spent on filling another opening, and;
  3. The time of those impacted by the opening (managers, colleagues).

Is it time to re-think transferable skills, and ditch the purple squirrel? Read on…

About the Author. To fulfill his professional and personal career aspirations, Tony Wiggins created ‘The HR Architect’ brand in 2009.  With a well-grounded focus and passion for HR, he thrives on working across his networks as a thought leader in ‘making a difference’ in the HR arena.

Tony Wiggins is the Founder and UX Editor of Saturday Shoutout!!! and The HR Architect Spends 5 Minutes with ….Tony utilises the blog ‘The HR Architect’ as a social media network and platform that empowers HR professionals to network, assist and support one another, spanning different countries, subcultures and niches.

Contact Tony at thehrarchitect@optusnet.com.au or @tonywiggin on Twitter.

Saturday Shoutout!!! Engage Your Employees, It’s Free.

Disney Institute

Saturday Shoutout!!! Engage Your Employees , It’s Free

Issue 4 | Number 4 | 4 May 2013

Leaders know employees are less likely to put forth their best effort when they are only partially engaged says Jeff James, Vice President Disney Institute. Great leadership comes when you are able to maximise your employee’s potential.  And the best part?  It doesn’t have to cost you a penny, and the rewards are priceless.
When it comes to engaging your employees, think “ARE.” Appreciate, respect, and encourage. Read on… Engage Your Employees, Its Free

About the Author. To fulfil his professional and personal career aspirations, Tony Wiggins created ‘The HR Architect’ brand in 2009.  With a well-grounded focus and passion for HR, he thrives on working across his networks as a thought leader in ‘making a difference’ in the HR arena.

Tony Wiggins is the Founder and UX Editor of Saturday Shoutout!!! and The HR Architect Spends 5 Minutes with ….Tony utilises the blog ‘The HR Architect’ as a social media network and platform that empowers HR professionals to network, assist and support one another, spanning different countries, subcultures and niches.

Contact Tony at thehrarchitect@optusnet.com.au or @tonywiggin on Twitter.

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