Here is one I really like – by the founder of McDonald’s, Ray Kroc. “As long as you’re green, you’re growing. As soon as you’re ripe, you start to rot.” It’s a great quote that helps me reflect on whether I’m growing and learning or stagnating and decaying.

So can I ask you -
Do you feel as if you are growing each week in your knowledge, skills and practice?
Do you have mentors around you that support you to learn and stretch yourself?
Do you have a workplace culture that encourages you to learn, innovate and review your progress?

Learning at work is vital because it helps you to get better at your job and allows you to keep up to date with research and best practice. It even helps to motivate you and can improve your job satisfaction. Learning should therefore not be seen as an additional burden on top of your normal workload, but rather something to be welcomed as a means of improving and dealing effectively with your workload.

If you don’t feel there is learning culture at your workplace then here are some simple things you can do.

1. Make learning a daily event and part of everything you do. At the end of the week write a learning journal to document what you’ve learnt that week.
2. Read interesting blogs written by industry experts.
3. Ask your colleagues and clients for feedback regularly.
4. Make evaluation a continuous and honest dialogue not just a formal process.
5. Use team meetings to encourage people to share experiences about their achievements and challenges that week.
6. Organise a special meeting to discuss customer feedback and complaints. As a team discuss the feedback and brainstorm solutions to any negative feedback.
7. Ask for a performance appraisal and tell your manager your learning goals and interests.
8. Give people time (e.g. 3 hours) per month where they are allowed to study, read or attend professional development.
9. Find a supportive coach or mentor to meet with you every month to discuss your work.
10. Once every three months shadow a person in a different part of the organisation so you can learn more about each person’s work and responsibilities.

Developing a workplace-learning environment may mean that you have to work on changing the culture of your organisation. To achieve this, everyone has to realise how important learning is to the whole organisation. When people begin to see that workplace-learning is valued, enthusiasm will grow and people will start to take more responsibility for their own learning.

Have the best week!

P.S. I have been working on a new website and video this month! I am so excited about sharing it soon and showing you what I’ve been up to. Stay tuned.

PPS. If you are facing any workplace challenges, please email me. I’d love to hear from you.

In fact Lifeline Australia states that 93% of adult Australians feel stressed and one in two Australians are experiencing a level of stress that could be making them sick. That means stress is very common and while low levels of stress may not feel too bad, and may even motivate or challenge you, persistent and frequent high levels of stress can lead to some serious long-term health implications.

Managing stress is not easy, but it is essential that you:

1. recognise stress
2. take immediate action to reduce stressful situations
3. develop strategies that help to maintain a healthy mind, body and spirit long term.

So today I thought I’d write a FREE Practice Guide all about stress and what to do to manage your stress. I am sure that you have your own personal strategies, but here are my favourite ten.

Read about:

• Managing your thoughts
• Developing your coping skills
• Organising your work better
• Being open to change

and many more……

Download HERE Please print it out and pass it along to your friends and colleagues.

Here are some questions that you should ask yourself before including your logic model in a grant application or tender.

1. Is the overall goal realistic and important?
2. Are the connections between the inputs, activities, outputs and outcomes logical?
3. Do the inputs clearly describe what is needed to implement the activities?
4. Can the outputs be measured if required?
5. Are all the activities included?
6. Does the assumed theory of change (outcomes) make sense?
7. When do the outcomes expect to be achieved?
8. Is the logic model easy to understand?
9. Does the logic model look easy to read?
10. Does the logic model take into consideration the funding guidelines? (if required)

Developing a logic model can really enhance your application. But be warned, a rushed, confused or poorly considered logic model might actually harm your application, not help it!

A little bit of anxiety is good for you, it makes you alert. But too much anxiety can really hamper your chance to make a good impression, sell your argument and engage your audience.

But relax! Don’t put too much pressure on yourself or you will only get more anxious. Prepare well and get excited about the opportunity to share your idea or case. Find some support from a trustworthy friend or colleague, think positively and increase your confidence by staying flexible and preparing yourself for the questions and comments your audience might make.

The truth is there is no such thing as a perfect presentation. It is much better to be authentic and have a ‘chat’ with your audience, connect with their needs and interests and focus on them – not yourself.

Tips for presenters

• Be prepared.
• Be energetic.
• Be clear.
• Think positive.
• Be flexible.
• Stay relaxed.
• Engage your audience.

Read more about my tips and strategies in my free Practice Guide: Making A Presentation

Come and learn about how people respond to change and how you can support your team to become more engaged and motivated by change.

This fast paced 3 hour workshop will cover:

• Responses to change
• The signs of resistance to change
• Why people resist change
• Things you can do to minimise resistance to change
• Practical steps to help your team adapt to change positively

Who should attend? Coordinators, team leaders, managers and board members.

Numbers are limited so please book now

Download Flyer

Brisbane
Feb 21st & 22nd 2013 9am – 5pm

Cost $650 pp (plus GST)

Do not miss this 2-day interactive and hands-on workshop. It will provide you with the knowledge to plan and implement change in the workplace.

This workshop will cover:

• the keys to developing a successful change management process
• how your organisational culture influences your change management process
• identifying if your team is open to change
• making a plan of action to engage your team and create buy-in
• learning how to support your workforce in times of change.

Who should attend?

Anyone working in an organisation which is experiencing change.

E.g. coordinators, team leaders, managers, CEOs and directors.

This is a small group workshop. This ensures you have the chance to ask more questions and discuss your organisation’s unique situation and context.

Contact Ruth Knight or call 0412 52 62 64 to register.

Book your seat now

Download the flyer here

Download the registration form here

The study set out to identify and measure the economic and social impact of Australian agricultural shows with the aim of providing valuable information to those who support the show movement through participation, sponsorship and volunteerism.

The study found that Australia’s 587 agricultural shows collectively attract more than 5.9 million people a year and deliver an economic impact of at least $965 million per annum.

Released during the Brisbane Ekka, the study reveals that while visitor numbers to Queensland’s agricultural shows have increased by 13.7% over the past three years, overall visitor numbers and the show movement in general are in decline with fewer shows operating and fewer people attending shows than 12 years ago.

The report explains “agricultural shows have been part of the Australian culture since 1822 and are strongly connected to local communities through volunteerism and the educational, competitive and cultural experiences they provide.”

The report present governments and community stakeholders with a clearer understanding of how the show movement plays an important role in increasing social capital and economic development. It also highlights the importance of recruiting, supporting and retaining volunteers and that “without them the show movement will definitely cease to exist.”

Read the full report for more details

Come and learn about how people respond to change and how you can support your team to become more engaged and motivated by change.

This fast paced 3 hour workshop will cover:

• Responses to change
• The signs of resistance to change
• Why people resist change
• Things you can do to minimise resistance to change
• Practical steps to help your team adapt to change positively

Who should attend? Coordinators, team leaders, managers and board members.

Numbers are limited so please book now

Download Flyer

These are all examples of misconduct which may require you to act if you want your organisation to have a strong ethical culture.

Unfortunately, research conducted in 2007 by the Ethics Resource Centre found that conduct that violates the law or an organisation’s standards was on the rise, and misconduct in nonprofits had reached levels comparable to business and government organisations. That’s not good!

Rising levels of misconduct probably means that many organisations do not have a formal ethics and compliance program and without clear guidelines and consequences for employees, unethical behaviour is being tolerated.

If you want to improve your organisation’s reputation as an ethical workplace, you will need to:
1. Have a written code of ethics
2. Provide employees and volunteers with training about ethics
3. Give employees a process for reporting misconduct
4. Have consequences for employees who violate ethical standards
5. Include ethical conduct as part of employees’ performance appraisals

“Ethics is knowing the difference between what you have a right to do and what is right to do.”
Potter Stewart

I have written a lot of case notes and reports over the years and I think this has taught me to have a clear and focused structure to my writing. I have discovered that there are three key issues that are important to consider when recording case work:

• Purpose
• Principles
• Protection

You need to read my free Practice Guide to find out more!