Posts by Maree Harris, Ph.D.

How To Beat Overwhelm – Audio.

How to Beat Overwhelm

Overwhelm rolls in over the top of so many people in the workforce – professionals, small business owners, construction workers and other tradies, CEOs and executives and all those workers in all those organisations called on to do more with less.

To those who feel overwhelmed, there seems to be no way out, other than to resign and for most leaving their job without another to go to is not an option. Any way, are there any jobs today where overwhelm is not a pervading presence? Probably not, but it is possible to learn ways to manage, even beat, overwhelm and feel productive and in charge of your life at work.
Here is a short 12 minute audio I did of how to beat overwhelm. Listen to it here or download it to your MP3 player.

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Are The Words on the Wall, Walked in the Halls of Your Organisation?

Is there a very attractively framed Vision, Mission and Values Statement on the wall in the foyer of your organisation? Does it tell everyone who enters through the door what your organisation is about, what its “Why” is. Are they just words on a wall, or are they lived out every day in your organisation? In other words, are the words on the wall walked in the halls of your organisation?

While this article is written for organisations and those who lead them, it is equally relevant to you even if you are not in a leadership role. Every one of us who wants to make a difference in our work and life and be successful in the process needs a personal vision, mission and values statement.
Every decision in your organisation needs to be lined up against your vision, mission and values to see if it fits before it is finally agreed on. An organisation loses credibility in the eyes of employees first, then other stakeholders and then the community, when it consistently compromises on its espoused vision, mission and values, when the words on the wall are not walked in the hall.

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Getting Along With People – A Highly Sought After Skill By Employers

getting along with people

Theodore Roosevelt, the 26th President of the United States, once said: “The most important single ingredient in the formula of success is knowing how to get along with people.” It would seem a very obvious statement, wouldn’t it? Yet, it is not at all easy to achieve. But, these are the crucial skills that every organisation is looking for in its employees – that ability to get along with people.

Every day in our workplaces our relationships are challenged by people who see things differently to the way we see them. They come from such diverse backgrounds, different from us in gender, age, sexual orientation, race, language, education and physical ability. They have been socialised in very different ways. They have different values. What’s important to them may not be important to us at all. The outcome of all this is that every personal and professional resource we have is stretched as we endeavour to build meaningful and constructive relationships with these people.

And let’s not forget outside of work – our partners, children, family, relatives, next door neighbours and the members of the clubs and associations we belong to. That’s another challenge!

In these times we also have significant breakdowns in global relationships as countries, religious groups and disaffected people everywhere push their own agendas and fight for their voices to be heard. Every day, we see on our televisions, the struggle of people and nations to get along with other people. 

So how do we do it?

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Small Groups of People Can Change The World.

You can Change the world

This quote from anthropologist, Margaret Mead has inspired me in many areas and times of my life. In the things I do, the situations I face, now and in the past, it keeps coming back to me, a kind of inspiration that I find so empowering, that idea that “You can change the world. You can really make a difference”.
It’s come back to inspire me again this past week-end as I have begun to watch the Netflix documentary, The Keepers, on sexual abuse in a Catholic girl’s school in Baltimore, USA, in the late 1960s. It was its excellent reviews that drew me to it. As a Catholic myself and having actually worked with the victims of sexual abuse by Catholic clergy in my counselling and psychotherapy practice, I thought there was nothing I didn’t know about this enormous blight on this religious institution. I’ve only watched two of the seven episodes,  but it has made me aware, yet again, in a way I didn’t understand in my school days, of the enormous, unbridled power of the Church and the Catholic male clergy in those days.

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Your Receptionist is Your Director of First Impressions

Receptionist

How much significance do you give to the recruitment and training of your receptionist? Of course, you pay great attention to the appointment of your professional service staff. Their importance to the organisation is obvious because they are providing the service to your clients and customers that will determine whether you gain their business and more importantly maintain it. However your receptionist is the face of your organisation, your director of first impressions. That person is the first person your clients and customers speak to or meet when they make contact with your organisation. The way she or he speaks and acts,  dresses, is groomed, will either enhance their impressions of your organisation or have them not wanting to come back and looking for an alternative.

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Focus on Strengths, If You Want To Enhance Someone’s Performance.

focus on strengths

Make it a priority to focus on strengths with all the people you interact with.
Acknowledge their strengths. Draw their attention to them.
Challenge them to use their strengths to achieve their goals, to be successful.
Follow them up next week, and next month. Continue to encourage and support them.
It’s their strengths that help them to manage, overcome or counterbalance their weaknesses, what challenges them.
If the focus is always on their inadequacies, what is wrong with them, what they need to change and improve, many give up. They do not know how to do it. They do not recognise they have the resources within – strengths – to do it. So focus on strengths, not weaknesses.
Be the catalyst to help them recognise their untapped talents and potential.
 Be the person to change their life.

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Can You Offer Leadership Training Like The Adecco Group?

Young Aspiring leaders

When I finished, many moons ago, what was then called matriculation, I went on to train as a primary school teacher. We were trained back then using an apprenticeship model. We had lectures and tutorials for half the day and we spent the other half day in a school. In our second and final year we had a long term placement in a school for some weeks at a time. It was very practical and experientially based and many professionals were trained that way at that time.
Many lamented the loss of that model when professional training was moved into a strongly academic model in universities with much more limited access to practical work.
There is, however, a strong belief by many that learning on the job is the best way to learn and there are indications that some organisations are making commitments to do just that.
This week I read of an interesting initiative by leading global recruitment group, Adecco, who had just selected 22 year old Roy Hanna to be their 2017 Australian Apprentice CEO for One Month.

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Don’t Wait For The Right Time. Action Changes Things!

Action Changes Things

How often have you waited for the time to be right and in retrospect missed out on a great opportunity?

How many years have you actually been waiting for the time to be right to do what you really want to do, knowing it will change your life, that action changes things?

As Napoleon Hill has said: Don’t wait! The time will never be right.

You want to go back to do your MBA but you wonder if you should wait until the children are older.
You’re a professional woman who wants to start a family and you wonder if you should do it now you are 29 years old or wait another 6 or 7 years until your career is more established.
You want to leave corporate life and start your own business but you wonder whether the economy will support you at this time.
You’ve been heading your department now for 12 months and believe you need to restructure if you are going to achieve the goals you have set, but you are concerned whether this is the right time
You want to talk with your CEO about your future in the organisation and what she can offer you for your career development. You’ve been delaying doing it for 6 months now, waiting for the right time.
You’ve been thinking and pondering for some time now, but you keep your foot on the brake.
How do you decide the right time?

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Self-Leadership Is About What You Need To BE As A Leader?

Leader discussing his professional development

Your first responsibility as a leader is to lead yourself. If you cannot do that, you have no right to expect to lead others. This is the commitment every leader needs to make. This is the foundation of self-leadership. Your second responsibility is to lead your people, to help them become highly successful professionals. It all begins with leaders themselves modelling the behaviour, attitudes and mindsets they want their people to embody so it all begins with a commitment by leaders to developing and enhancing self-leadership skills.

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