THRIVING IN THE THRIFTING ERA "𝙎𝙪𝙥𝙥𝙤𝙧𝙩𝙞𝙣𝙜 𝙖𝙣𝙙 𝙜𝙧𝙤𝙬𝙞𝙣𝙜 𝙮𝙤𝙪𝙧 𝙥𝙚𝙤𝙥𝙡𝙚 𝙖𝙣𝙙 𝙩𝙚𝙖𝙢𝙨 𝙬𝙝𝙚𝙣 𝙞𝙩’𝙨 𝙡𝙚𝙖𝙣" · I’m seeing organisations that value their people and want to keep their momentum, growth and support in place while keeping investment lean. · I want your success to continue and your people to thrive too! · I have a new advisory offering in place through to the end of August to help you uncover and make the most of the people and tools you already have. · Now is the time to think and act intentionally. We are thrifting! · Personalised time with me to customise and target strategies, programs and tools that make the most of the skills, talent, and experience of your internal teams, and adapt and work with what your organisation already has. 𝗡𝗼𝘄 𝗶𝘀 𝘁𝗵𝗲 𝘁𝗶𝗺𝗲 𝘁𝗼 𝘁𝗵𝗶𝗻𝗸 𝗮𝗻𝗱 𝗮𝗰𝘁 𝗶𝗻𝘁𝗲𝗻𝘁𝗶𝗼𝗻𝗮𝗹𝗹𝘆. 𝗪𝗲 𝗮𝗿𝗲 𝘁𝗵𝗿𝗶𝗳𝘁𝗶𝗻𝗴! Personalised time with me to customise and target strategies, programs and tools that make the most of the skills, talent, and experience of your internal teams, and adapt and work with what your organisation already has. 𝗜𝘁 𝗶𝘀 𝘁𝗶𝗺𝗲 𝘁𝗼 𝘀𝗵𝗼𝗽 𝘆𝗼𝘂𝗿 𝗼𝘄𝗻 𝘄𝗮𝗿𝗱𝗿𝗼𝗯𝗲! Talk to me on 021 607 793 or rebecca@paradigmshift.co.nz 𝗛𝗢𝗪 𝗜𝗧 𝗪𝗢𝗥𝗞𝗦 💡 Advisory prep - 1 hour Prep call to clarify your target. - Pre-reading and questions so you are ready to go in our session. 💡 Tailored Advisory Session - 3 hours on site with me focussed on unpacking and solutioning for the target areas agreed. - We leverage your existing internal capital to look after your most important assets – your people. - Walk away with targeted and immediate quick actionable strategies and outcomes. 💡 Advisory Support - 2 x 1 hour calls post onsite session to support the delivery of your outcomes. - Proven, practical tools and techniques provided to assist with immediate action on your outcomes. To enquire or book in, contact me on 021 607 793 or rebecca@paradigmshift.co.nz #paradigmshift #hr #advisory #organisationaldevelopment #psychosocialsafety
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🧠 Prevents burnout & builds resilience - 📈 Enables high-performers & organisations to excel without sacrificing wellbeing - 💼 Built the mental fitness & resilience of the Lib Dem Party ahead of the General Election
📢 If you have any issues with Retention, Performance and / or Talent Acquisition it will be because of issues with your Culture! 🥂 Evolve this and you will fix all of the above. 🛠 Reduce demand, educate on financial management, exercise, rest and diet, drive humanity understanding, wellbeing, relationships, support structures and compassion, ensure best treatment, conditions and environment, optimise change, and make work purposeful, fun and fair. 🤼 Make sure management align and deliver the associated employee experience consistently. 🆘 If you need help, just shout. I tend to get busy in January and February when organisations lose their best employees to their talent competitors and need advice! #culture #retention #performance #talentacquisition
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Director - Restorative Practice specialising in Conflict Resolution, Conflict Prevention, Inclusion and Behaviour
The Prioritisation Matrix is a tool that can be used to sort out all the solution ideas generated from the HMW statement. In this way you can focus your energy on the solutions most likely to move you towards your desired outcome. Take each solution suggestion in turn, and decide where this sits on the Prioritisation Matrix. Is it Low Difficulty and Low Added-Value, or High Difficulty and Low Added-Value? In either of these cases, this suggested solution is actually likely to be a distraction from reaching your desired outcome, as identified by the HMW statement. These things should be low priority. If the suggested solution is Low Difficulty and High Added-Value then it is a Quick Win - something that can quickly be accomplished to move you towards your desired outcome. These ideas are high priority. You may want to action these ideas first. If the suggested solution is High Difficulty and High Added-Value, then this is a long-term solution. It will absolutely move you in the direction of your desired outcome, but it’s going to take lots of time and/or effort to implement. This doesn’t mean these solutions shouldn’t be implemented, just that expectations need to be realistic. Perhaps look at these solutions and see if they can be broken down into smaller parts, and whether any of those smaller parts then become Quick Wins. How often have you used the Prioritisation Matrix? Would you like to be able to use the Prioritisation Matrix in your workplace? To find out more email bookings@restorative-practice.co.uk “Cultivating workplaces where conflict is a catalyst for connection.“ #RestorativePractice #relationships #HR #connection #NVC #ConflictResolution #CompassionateCommunication #WorkplaceCulture #CultureChange #CaringCulture #StaffVoice #respect
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When was the last time you set BIG goals? Remember how it felt when you started working on your business for the first time? The thrill and excitement of moving forward every single day, that motivation and self-discipline, the late nights where you thrived at ticking tasks off the to-do list… There’s a kind of magic stamina that comes from BIG goals - it’s something that drives us forward and keeps us focused… When was the last time you felt that way? THAT exact feeling is what we instil in our clients! The excitement of CHANGE! Of new opportunity that allows you the time and energy to shift back into your most creative mindset, to think big and set goals that allow you to reach your wildest dreams. Because why stay comfortable, when you can keep moving forward to have it all? We have our own EXCITING NEWS coming later this week! Stay tuned to find out more! And in the meantime, visit us to learn what we do and how we can help you expand your business in every way, at an exponential rate through the power of delegated HR! https://lnkd.in/dqDVBT-u #HRSupport #StressManagement #LeadershipWellness #MentalHealthMatters #BurnoutPrevention #WorkplaceWellbeing #EmployeeCare #HRConsulting #TeamSupport #BusinessGrowth
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The Prioritisation Matrix is a tool that can be used to sort out all the solution ideas generated from the HMW statement. In this way you can focus your energy on the solutions most likely to move you towards your desired outcome. Take each solution suggestion in turn, and decide where this sits on the Prioritisation Matrix. Is it Low Difficulty and Low Added-Value, or High Difficulty and Low Added-Value? In either of these cases, this suggested solution is actually likely to be a distraction from reaching your desired outcome, as identified by the HMW statement. These things should be low priority. If the suggested solution is Low Difficulty and High Added-Value then it is a Quick Win - something that can quickly be accomplished to move you towards your desired outcome. These ideas are high priority. You may want to action these ideas first. If the suggested solution is High Difficulty and High Added-Value, then this is a long-term solution. It will absolutely move you in the direction of your desired outcome, but it’s going to take lots of time and/or effort to implement. This doesn’t mean these solutions shouldn’t be implemented, just that expectations need to be realistic. Perhaps look at these solutions and see if they can be broken down into smaller parts, and whether any of those smaller parts then become Quick Wins. How often have you used the Prioritisation Matrix? Would you like to be able to use the Prioritisation Matrix in your workplace? To find out more email bookings@restorative-practice.co.uk “Cultivating workplaces where conflict is a catalyst for connection.“ #RestorativePractice #relationships #HR #connection #NVC #ConflictResolution #CompassionateCommunication #WorkplaceCulture #CultureChange #CaringCulture #StaffVoice #respect
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Helping HR professionals, business leaders and managers turn their people potential into business gold.
🚀 Common HR Challenge: Employee Ownership & Engagement 🚀 Ever feel like your employees just don’t care as much about your business? You’re not alone! Many small business owners share this frustration. It often shows up as: 🗑️ Tolerating messy workspaces ⏳ Delaying client billing (hello cash flow issues!) 💸 Wasting money on unnecessary expenses 📅 Incomplete timesheets (missing out on efficiency insights) 📉 Overlooking job profitability (leading to understaffing woes) But then without a stake in the game or profit-based bonuses, what’s in it for them? Let me share a quick story! When I led an Events team at a busy Marcoms agency, we faced similar challenges. We decided to shake things up by sharing management insights with our Account Directors—overhead costs, hiring expenses, job profitability—and coached them to think like business owners. I became their "business mentor and bank manager," guiding them through informed decision-making. The outcome? A transformation! Transparency & autonomy led to soaring quality, morale, profitability—and retention rates improved too! Many who participated have gone on to lead their own successful businesses. Curious how you can make this strategic shift? Check out the below carousel and stay tuned for my upcoming Talent Alchemy BETA Group launching this October! Ready to transform your team? Let’s connect! 💼✨ #employeeengagement #leadershipdevelopment #HRinnovation #TalentTransformation
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Strategic Partner | Driving Business Success Through Talent, Compliance & Workplace Culture | Empowering Organizations to Thrive
If you're only stepping in when problems blow up, you're already playing catch-up. In business, waiting until something breaks costs more time, energy, and trust than getting ahead of it. Being proactive isn’t just a nice to have — it’s what keeps your team, your culture, and your business from crumbling under pressure. Get ahead of the game before it gets ahead of you. #HRInsights #InsideHR #HRConsulting
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“Train people well enough so they can leave, treat them well enough so they don’t want to.” Richard Branson, Founder of Virgin Group “CFO: What if we train our employees and they leave? CEO: What if we don’t and they stay?” “Studies show that having a succession planning process significantly improves staff job satisfaction, which in turn has a positive effect on employee retention.” Maragia, Samuel. (2013). Effects of Succession Planning Programs on Staff Retention. Mediterranean Journal of Social Sciences.. 4. 157 – 162. 10.5901/mjss.2013.v4n6p157. “#Succession Vs #Retention; Educator’s Clinic Webinar 4” 📢 This live free webinar will shed the light on change management and achieving progress through providing some answers to questions like; - What are the reasons behind #JobHopping? - What makes an employee leave or stay in a company? - What is the relation between #JobSatisfaction and #EmployeeRetention? - Are we providing #training for staff for the right reasons? - Do we review our OrgChart #JobEvaluation periodically as much as we do for annual #StaffAppraisals? - Are all our teams fully #optimized to reach their maximum #potential? - Does our #BoardPolicyManual have a clearly defined succession plan? - How do we develop and implement a succession plan throught the #OrgChart? 🧠🧑🏾🏫👩🏼🎓📚📈 Join to get to know more about how to manage #InevitableChange within your organisational structure leading to #SustainableDevelopment of your organisational #StrategicGoals. Register here: https://lnkd.in/gFwZERwQ (Language of delivery: English) 📆27 April 2024 ⏰21:00 GMT+3
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Co-creative Org Design & Development | Supervision| Facilitator| Certified Transactional Analyst | Consulting | Organisational Psychology
Sense Making - a critical element in organisational design and life in general Two occasions where sense making was useful: 1. Collecting qualitative data and where two people had different perspectives. One person who is not close to the business saw one thing and the other person who is embedded in the business and has the knowledge saw it differently. It didn't emerge until yesterday. 2. In a meeting I ended up in the drama triangle and was quickly able to unpick it. Largely this was down to the sense I made from my stakeholder and our collective interactions. Its not the content of of discussion that was the issue, it's the sense we made at the psychological level that was important. This was down to the nature of of interactions. Top Tip - don't make assumptions that you are looking at the information in the same way, sense making is inherently subjective and often private activity. Make an effort to share your reflections and perspectives to develop a collective view/get on the same page. #dontdotheusual #orgdesign #organisationdevelopment #hr #sensemaking #dramatriangle #projects
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Are you ready to transform your workplace from within? Join us for an empowering journey where YOU become the catalyst for change. Welcome to "Be the Change", an exclusive webinar series brought to you by Trickle – the voice of employees everywhere. At Trickle, we believe in the power of individuals to shape their work environment. That's why we've curated this series with YOU in mind. "Be the Change" is not just another webinar – it's a call to action, an invitation to become agents of positive transformation within your organisation. Here's why you can't afford to miss out: *Empowerment: Discover how to harness your personal responsibility to drive real change in your workplace. From small everyday actions to bold initiatives, you'll learn how to make a difference starting immediately. *Transformation: Embrace the journey of personal and organisational growth. Explore practical strategies and insights that will elevate your role and impact within your team and beyond. *Inspiration: Be inspired by the guests we will speak to and the timeless wisdom of "be the change you wish to see in the world." This well-known phrase serves as a reminder to us of our collective power to create a brighter future together. Ready to take the first step towards a better workplace? Register here - https://lnkd.in/e7DH-3BM to be the first to hear about our inspirational and thought-provoking line-up of speakers for the "Be the Change" webinar series and unlock your potential as a change-maker within your organisation. Let's be the change we wish to see in our workplaces and beyond.
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When it comes to your people, are you flogging the proverbial dead horse When it comes to employee attraction, retention, culture, and leadership, there are quite a few examples where businesses stubbornly keep pushing ineffective strategies, hoping for different results. 💥Attraction: Relying on Salary Alone 🤦🏻♀️The Dead Horse: "If we throw more money at candidates, they’ll come running!" 👩🏼💻Reality: While compensation is important, today’s employees—especially Gen Z and Millennials—are looking for purpose, flexibility, and growth opportunities. Offering competitive pay but ignoring work-life balance or a sense of meaning won't do the trick anymore. 💥Retention: Outdated Perks 🤦🏻♀️The Dead Horse: "Our Friday beers & BBQ should be enough to keep people happy!" 👩🏼💻Reality: These surface-level perks may have worked a decade ago, but they do little to address what really drives retention—career development, leadership support, meaningful work, and flexible work arrangements. Employees want substance, not fluff. 💥Culture: Ignoring Toxic Behaviours 🤦🏻♀️The Dead Horse: "Let’s just hope the toxic employee quits soon, and things will fix themselves." 👩🏼💻Reality: Failing to address red flag behaviors—such as gossip, passive-aggressive communication, or favouritism—undermines trust and drives good people away. The belief that toxicity will somehow magically resolve itself is not just wishful thinking, it's a morale killer. 💥Leadership: Assuming High Performance Equals Great Leadership 🤦🏻♀️The Dead Horse: "Our top performer will make a great manager!" 👩🏼💻Reality: Just because someone excels in their individual role doesn’t mean they have the skills to lead others. Leadership requires empathy, communication, and the ability to develop talent—not just being technically great https://lnkd.in/g3fjMYNQ We partner with you to create future-focused, people centred HR solutions to accelerate organisational and employee wellbeing, engagement and performance by making HR easy
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Director, Finestkind Limited, Port Nelson
4moRebecca Morris was an excellent ‘go to’ person when I was prepping for a presentation earlier this year, offering excellent feedback and suggestions to really skill up said presentation. This is her mahi and why Rebecca is at the top of her field. Over the years, I have done a couple of Rebecca’s workshops and we are very fortunate to have someone of this caliber in Nelson. Back yourself and seize the opportunity to have some fresh eyes on what you’re doing. Thank you, Rebecca Morris.