We’ve all been there: standing at the crossroads of “yes” and “no” while a little voice whispers,

“What if this is the wrong choice?”

Indecision can feel like a heavy fog, but here’s the good news: Effective communication and decision-making are intertwined. Strong communication skills are essential for gathering information, sharing perspectives, and effectively communicating decisions to the team. Similarly, effective decision-making requires clear and concise communication to ensure that everyone understands the rationale behind the decision.

Leaders especially must be able to clearly articulate their vision, inspire their teams, and make informed decisions that align with the business goals.

Studies tells us the attributes that great communicators and decision makers possess:

What Makes an Effective Communicator?

• Clarity and Conciseness: They can articulate their thoughts and ideas clearly and concisely, ensuring that their message is understood by all team members.
• Active Listening: They actively listen to the input and perspectives of others, demonstrating empathy and understanding.  
• Strong Interpersonal Skills: They build and maintain strong relationships with their team members, fostering trust and open communication.  
• Transparency and Honesty: They communicate openly and honestly with their team, sharing information and addressing concerns proactively.
• Storytelling and Narrative: They can effectively communicate their vision and inspire their team through compelling stories and narratives.

What Makes an Effective Decision-Maker?

• Data-Driven Approach: They make decisions based on data, evidence, and careful analysis.
• Strategic Thinking: They consider the long-term implications of their decisions and how they align with the goals of the organisation.
• Risk Assessment: They assess potential risks and develop mitigation strategies.
• Decisiveness: They make prompt and informed decisions, even in ambiguous or uncertain situations.
• Flexibility and Adaptability: They adapt their decisions based on new information and changing circumstances.

Effective leaders excel at both communication and decision-making, proving the ability to inspire their teams, make informed choices, and drive the business forward. 

Ready to Level-Up? Request a FREE TRIALof our assessments.

 

As a manager, losing an employee might invoke one of two reactions – “Well, that solves one problem!” 😮‍💨,

or “How will we survive without them?!'” 😮‍

Let’s face it, losing employees can be emotional, expensive and disruptive. 

But let’s talk about the elephant in the room: Not all resignations hit the same.

It’s natural for managers to experience a range of emotions when an employee hands in their resignation. Sometimes though that feeling, deep in the pit of your stomach, can be different depending on the employee. For example:

If the employee is a top performer you might feel:

• Disappointment: They were a real asset and losing them is a massive setback.
• Frustration: Better retention strategies might have saved them.
• Regret: You know you could have done more to keep them.
• Anxiety: How to fill the gap left and what about the impact on team dynamics.
• Sadness: You will miss them;  they were a valued colleague and team member.

On the other hand, if the employee is a poor performer you might feel:

• Relief: You’re finally free from the awkward pep talks and hand-holding.
• Validation: Deep down, you knew they weren’t quite right for the role.
• Guilt: Did I support their development or address their performance issues.
• Anxiety: Concerns about the potential for disruption in the team.
• Indifference: “They’ll be fine… and so will we.”

But the Question is – Why are you waiting for resignations to just happen? You don’t have to feel stuck waiting for the poor performer to leave. 

Enter the GPI Edge.

With our scientifically-backed assessments, you can uncover what’s really going on with your team before they start updating their LinkedIn profiles. These aren’t your run-of-the-mill personality quizzes. We’re talking about digging into motivations, values, and hidden drivers of engagement – things a survey could never tell you.

Why does it matter?

Because knowing what your team truly needs means:

✅ Fewer surprise exits.

✅ Better team dynamics.

✅ A culture that people want to stick around for.

We’re not saying you’ll have 100% retention (we’re good, but not that good). But wouldn’t you want to reduce turnover by more than 60%?

Request a FREE TRIAL of our assessments.

Because keeping your best employees engaged—and maybe even keeping your sanity intact is worth it.

 

 

Have you heard of Karōshi –the Japanese term for death by overwork.

A recent government survey in Japan found that around 1 in 10 Japanese workers clock in more than 80 hours of overtime per month, with one in five at risk of Karōshi.

But overwork is not just a Japanese issue; it’s a stark reminder of the toll excessive work takes globally, including here in Australia. A 2024 Australian survey found 4 out of 5 office workers experiencing burnout, often linked to heavy workloads and understaffing.

As with most workplace challenges, employee well-being has a massive financial impact on businesses of all sizes.

It’s estimated that disengaged employees cost the Australian economy a staggering $211 billion¹ annually—including losses from reduced productivity, absenteeism, and high employee turnover.

Even more alarming, nearly 25% of burnt-out employees haven’t spoken with their manager about this!

There’s a Better Way

GR8 Wellbeing is an innovative, data-driven assessment tool specifically designed to identify and address employee well-being challenges. Based on cutting-edge theories in industrial and organisational psychology, it empowers your organisational to:

• Proactively identify burnout risks before they escalate.
• Uncover the root causes of employee dissatisfaction.
• Develop targeted interventions to improve well-being, engagement, and performance.

Invest in your workforce’s well-being—because happy, healthy employees drive organisational success.

Discover how GR8 Wellbeing can help your business thrive.

• Book an obligation free APPOINTMENT with one of our consultants
• Request a FREE TRIAL 
• DM ME on LinkedIn

 

Source: HRM Online¹

#EmployeeWellbeing #BurnoutPrevention #HRInnovation #WorkplaceWellness #EmployeeEngagement #HRTools

 

 

Think about the worst manager you ever had; what qualities made them a bad manager?

You might think of some Not-Safe-For-Work words, but you might also say:

·  Micromanaging

·  Unempathetic

·  Uninspiring

·  Uncommunicative

·  Unsupportive

·  Unresponsive

Whatever you said, we’ve all encountered them. Those mediocre direct managers who lack the essential management skills to lead and inspire their teams. They’re not always bad people. Sometimes they’re great people in their technical roles, but they just really struggle to connect with people on an emotional level. This disconnect can lead to a host of problems, from low morale and decreased productivity to high turnover and a potential talent exodus.

Here’s the warning signs

These are some of the typical comments you’ll hear from your staff that indicate you have mediocre managers:

· “My manager is MIA. They’re never available when I need them.” We call these the Ghost Managers – now you see them, now you don’t!

· “My manager breathes down my neck, constantly checking in and questioning every decision I make.” These are the Micro Managers; they’re never willing to empower their team. Working under these managers is stifling. I’ve never had anyone tell me they love being micromanaged!

· “My manager’s mood swings are unpredictable. One day they’re supportive, the next, they’re critical.” These are the Moody Blues managers; their inconsistency drives people nuts.

· “I have no idea what’s expected of me from one day to the next.” These Garbled Guru managers confuse the heck out of their team; they struggle with communicating simple straightforward messages.

· “My manager just doesn’t understand me; we’re not on the same wavelength at all.” These Heartless Head Honcho managers are insensitive and don’t possess an ounce of empathy.

So what? Nobody’s perfect!

I agree, nobody’s perfect. Nevertheless, poor communication, a lack of empathy, and ineffective feedback can significantly hinder a manager’s ability to lead a team effectively. Micromanagement and neglect, on the other hand, can further erode morale, ,company culture and productivity. These behaviours damage genuine relationships and create a toxic work environment that can lead to decreased job satisfaction, increased turnover, and, ultimately, organisational crash landings!

3 Steps for Building a Coaching Culture in Your Organisation

To address the challenges posed by mediocre managers, organisations, regardless of size, must prioritise leadership development and people management skills.

In our experience, fostering a growth-oriented culture is key to a successful people strategy. Companies we work with actively support their managers’ growth and development to ensure they reach their full potential.

1. Offering accessible leadership development resources, such as practical management tools, online courses, workshops, and books. These can help companies empower managers with the tools they need to succeed. Building core skills through management training is essential for a high-performing team.

2. Implementing a mentoring program that connects experienced leaders with emerging talent, providing valuable guidance and support. A mentoring program improves employee engagement and fosters a positive workplace culture.

3. Engaging suitably qualified executive coaches to deliver tailored one-on-one coaching. This personalised development allows managers to address their specific challenges and aspirations. Studies tell us that over 70% of individuals who receive coaching benefit from improved work performance, relationships, and more effective communication skills.

Here’s what some of our clients say about their experience:

1. “Great People Inside tools & insights help managers to set our people up for success.” Karen Hailwood , ex CPO – https://www.phocassoftware.com/

2. We use GPI assessments for all our portfolio companies. GPI have tools they can customise for practically every HR situation and the outcomes are priceless“ Mark Flood , Director –https://renatus.ie/

3. “David believes in human based leadership and high self-accountability. Without reservation, I wholeheartedly endorse him.” Kim Fitzhenry Consultant at OSC (Optimized Supply Chain) Consulting

Remember, your people are your greatest asset. If you’d like to learn more about how Great People Inside coaching tools and executive coaching programs can support your managers, please contact us.

 

#LeadershipDevelopment #PeopleStrategy #CoachingCulture

Many of us can agree that recruitment is a risky business. Finding perfect candidates for all roles in your business who will meet the job requirements and excel within your company’s culture is akin to solving a complex puzzle. A recruitment maze. According to industry statistics, only 25% of the selected individuals are top performers. The question is, why does this happen?

How do you reduce risk to identify top talent to join your organisation?

The main challenge in identifying top talent is the need for more objective data available when making hiring decisions. Using more objective data for candidates on an individual basis and applying a human approach in the recruitment maze is discussed in this article.

Without a crystal ball, hiring managers often rely on a limited information set: resumes, reference checks, and gut feeling. While these elements are paramount, they provide only a fraction of the information required to make a well-informed decision.

A solid argument to reduce risk to identify top talent

John and Ronda Hunter’s research in “Validity & Utility of Alternative Predictors of Job Performance”, points out that interviews and background checks provide just 26% of the information required to make a successful hiring decision.

This stage is where most selection processes typically end.

How can we gather more valuable objective data to simply the recruitment maze?

The answer lies in measuring cognitive ability, behaviours, occupational interests, and overall “fit”. By incorporating these aspects into the hiring process, you can gather a powerful additional 49% of valuable objective data for candidates at an individual level. In essence, this approach slashes your recruitment risk by almost 50% and enables a greater tapping into the potential of candidates for longer employee engagement.

Making selections for our personal purchases

Think about the last important purchase you made: a new car, a smart TV, or a laptop. Chances are, you didn’t base your decision solely on how it looked. You likely considered various aspects such as performance, features, and how well it suited your needs and wants.

A need to improve the recruitment process

So why do we rely on just 26% of the available information with interviews and background checks when it comes to hiring?

Unsurprisingly, we get it right 25% of the time. It’s like betting on the roulette table or the slot machines. But there’s a better way.

A range of available assessments to help with the recruitment maze

With the advent of next-gen evaluations, you can substantially improve your hiring process. We’ve seen significant results working with clients.

Assessments are available off the shelf for a range of roles, including:

• Managers
• Salespeople
• Customer service representatives
• Blue collar workers

Moreover, you have the flexibility to choose specific dimensions critical to your business. Dimensions could relate to strategy, managing generations, or promoting a culture of respect, for example.

What’s more, these assessments are easy to use, cost-effective and validated. There’s no need for expensive certification courses. The GR8PI next-gen technology handles interpretation and provides reports in plain language that are easy to understand.

So why not give an assessment a try and see for yourself?

It’s time to break free from the old, ineffective methods and embrace a more data-driven, reliable and informed approach to hiring tomorrow’s talent.

As Einstein famously said, “Insanity is doing the same thing over and over again and expecting different results.”

It’s time to change and significantly reduce your recruitment risk while identifying top talent essential for your organisation to thrive. Trial an assessment for free today.