Blog

The 5 building blocks of an organisation

[one_half last="no" spacing="yes" center_content="no" hide_on_mobile="no" background_color="" background_image="" background_repeat="no-repeat" background_position="left top" hover_type="none" link="" border_position="all" border_size="0px" border_color="" border_style="" padding="" margin_top="" margin_bottom="" animation_type="" animation_direction="" animation_speed="0.1" animation_offset="" class="" id=""] A consistent organisational voice begins with clarifying purpose and priorities - that is, why we exist and what we value. From here, we can start to analyse products, processes, and people – what we do, how we do it, and who we are. [/one_half][one_half last="yes" spacing="yes" center_content="no" hide_on_mobile="no" background_color="" background_image="https://helloclarity.com.au/wp-content/uploads/2016/02/Stage5.jpg" background_repeat="no-repeat" background_position="left top" hover_type="none" link="" border_position="all" border_size="0px" border_color="" border_style="solid" padding="" margin_top="" margin_bottom="" animation_type="0" animation_direction="down" animation_speed="0.1" animation_offset="" class="" id=""][/one_half][one_full last="yes" spacing="yes" center_content="no" hide_on_mobile="no" background_color="" background_image="" background_repeat="no-repeat" background_position="left top" hover_type="none" link="" border_position="all" border_size="0px" border_color="" border_style="" padding="" margin_top="" margin_bottom="" animation_type="" animation_direction="" animation_speed="0.1" animation_offset="" class="" id=""] Organisations are complex environments. Decades of organisational and management research has produced a myriad of ways for understanding organisations. Systems theory, ecosystem metaphors, structural studies, power analyses and the like have all emerged. While valuable, the sheer volume of material in this domain can be difficult to navigate. At Hello Clarity we assist organisations in helping them identify their core strengths, brand identity, internal culture and external engagement. It’s critical that we are intentional about the brand voice we develop, and communicate culture and message consistently in our internal and external interactions. Consistency is key between what we say and how we function. [/one_full][three_fifth last="no" spacing="yes" center_content="no" hide_on_mobile="no" background_color="" background_image="" background_repeat="no-repeat" background_position="left top" hover_type="none" link="" border_position="all" border_size="0px" border_color="" border_style="" padding="" margin_top="" margin_bottom="" animation_type="" animation_direction="" animation_speed="0.1" animation_offset="" class="" id=""]A consistent organisational voice begins with clarifying purpose and priorities - that is, why we exist and what we value. From here, we can start to analyse products, processes, and people – what we do, how we do it, and [...]

By | 2016-03-01T18:13:52+00:00 March 1st, 2016|Strategy|0 Comments

Building effective teams

[one_half last="no" spacing="yes" center_content="no" hide_on_mobile="no" background_color="" background_image="" background_repeat="no-repeat" background_position="left top" hover_type="none" link="" border_position="all" border_size="0px" border_color="" border_style="" padding="" margin_top="" margin_bottom="" animation_type="" animation_direction="" animation_speed="0.1" animation_offset="" class="" id=""] As our workplaces are becoming increasingly diverse... it is vital that we reflect on how we communicate our organisation's values, propagate a healthy workplace culture and prioritise people over projects. [/one_half][one_half last="yes" spacing="yes" center_content="no" hide_on_mobile="no" background_color="" background_image="https://helloclarity.com.au/wp-content/uploads/2015/05/Collaborate_Image.jpg" background_repeat="no-repeat" background_position="left top" hover_type="none" link="" border_position="all" border_size="0px" border_color="" border_style="solid" padding="" margin_top="" margin_bottom="" animation_type="0" animation_direction="down" animation_speed="0.1" animation_offset="" class="" id=""][/one_half][one_full last="yes" spacing="yes" center_content="no" hide_on_mobile="no" background_color="" background_image="" background_repeat="no-repeat" background_position="left top" hover_type="none" link="" border_position="all" border_size="0px" border_color="" border_style="" padding="" margin_top="" margin_bottom="" animation_type="" animation_direction="" animation_speed="0.1" animation_offset="" class="" id=""] You may have seen an article published last week in The New York Times Magazine on Google's quest to create the "perfect team". Bringing in research by some of the brightest minds, 'Project Aristotle' sought to detect patterns in Google's best and worst performing teams. Why is it some working communities seem to 'click' while others just don't? All in all, the research didn't make any particularly groundbreaking discoveries. The best teams were ones where everyone had a chance to contribute equally and where there was a good level of social understanding between the people involved. But perhaps the strength of the project lies in its ability to remind us of what we already know but can all too easily forget amid the various daily pressures and demands of our working lives: the most productive teams are made up of people who trust each other and feel safe enough to contribute their ideas. How do we build trust within our organisations? How do we show value to each member of our teams? As our workplaces are becoming increasingly diverse and several generations are sharing office space, it is vital that we reflect on how we [...]

By | 2016-03-01T17:36:28+00:00 March 1st, 2016|Strategy|0 Comments

Say Hello to Clarity: The story behind why Hello Clarity

[one_half last="no" spacing="yes" center_content="no" hide_on_mobile="no" background_color="" background_image="" background_repeat="no-repeat" background_position="left top" hover_type="none" link="" border_position="all" border_size="0px" border_color="" border_style="" padding="" margin_top="" margin_bottom="" animation_type="" animation_direction="" animation_speed="0.1" animation_offset="" class="" id=""] At Hello Clarity we’re passionate about organisations being alive, dynamic, healthy, vibrant workplace communities. [/one_half][one_half last="yes" spacing="yes" center_content="no" hide_on_mobile="no" background_color="" background_image="https://helloclarity.com.au/wp-content/uploads/2016/02/Claire-Madden-portrait.jpg" background_repeat="no-repeat" background_position="left top" hover_type="none" link="" border_position="all" border_size="0px" border_color="" border_style="solid" padding="" margin_top="" margin_bottom="" animation_type="0" animation_direction="down" animation_speed="0.1" animation_offset="" class="" id=""][/one_half][one_full last="yes" spacing="yes" center_content="no" hide_on_mobile="no" background_color="" background_image="" background_repeat="no-repeat" background_position="left top" hover_type="none" link="" border_position="all" border_size="0px" border_color="" border_style="" padding="" margin_top="" margin_bottom="" animation_type="" animation_direction="" animation_speed="0.1" animation_offset="" class="" id=""]  With a background in social research, I have spent a lot of my time constantly analysing and interpreting demographic, social and technological trends. We live in times of unprecedented change. We’re in a sea of message saturation and information overload – never has it been more complex to get cut-through with your message. Your organisational brand is no longer something you determine but develop in the context of consumer opinions, blog reviews and a social media connected world. Building community is no longer just determined by geography, but global connectivity. In the midst of extraordinary change, organisations need to navigate new paths of innovation to remain relevant. Sectors are being transformed by the intersection of technology, innovation and collaboration. Leadership styles that value collaboration and contribution over traditional structures based on linearity and hierarchies are the ones gaining currency with the emerging generations. In delivering countless presentations on the changing times and the need to be adaptive, to position for relevance, to engage Generation Z and build multi-generational teams, it became increasingly evident that in many cases, organisations would benefit from external input that can help to: identify the current state of play, including engagement with both [...]

By | 2016-02-24T12:38:17+00:00 February 24th, 2016|Strategy|0 Comments

Creating a culture of collaborative innovation

[one_half last="no" spacing="yes" center_content="no" hide_on_mobile="no" background_color="" background_image="" background_repeat="no-repeat" background_position="left top" hover_type="none" link="" border_position="all" border_size="0px" border_color="" border_style="" padding="" margin_top="" margin_bottom="" animation_type="" animation_direction="" animation_speed="0.1" animation_offset="" class="" id=""] The most productive workplaces of the future will be those that champion a culture of collaborative innovation. [/one_half][one_half last="yes" spacing="yes" center_content="no" hide_on_mobile="no" background_color="" background_image="https://helloclarity.com.au/wp-content/uploads/2016/02/Claire-Madden-Speaking-5.png" background_repeat="no-repeat" background_position="left top" hover_type="none" link="https://www.youtube.com/watch?v=vaN6FtJ8inA&list=PLSkiRTNysjs9KMlV3EL8xBG6vXc2yUcUw" border_position="all" border_size="0px" border_color="" border_style="solid" padding="" margin_top="" margin_bottom="" animation_type="0" animation_direction="down" animation_speed="0.1" animation_offset="" class="" id=""][/one_half][one_full last="yes" spacing="yes" center_content="no" hide_on_mobile="no" background_color="" background_image="" background_repeat="no-repeat" background_position="left top" hover_type="none" link="" border_position="all" border_size="0px" border_color="" border_style="" padding="" margin_top="" margin_bottom="" animation_type="" animation_direction="" animation_speed="0.1" animation_offset="" class="" id=""] We live in a time of remarkable change. In the space of a few decades, we are seeing large-scale demographic shifts meet massive social change. Continued generational transitions are colliding with rapid technological trends. This climate of change has an impact on our workplaces both now and for the future. Generation Z, today’s school and university students, are projected to hold around 17 jobs across 5 careers in their lifetime. These jobs may well be in sectors yet to be created! Let’s look at three areas where we can expect to see demographic shifts affecting the workplace: population, participation, and productivity. Population: Australia’s population is growing, ageing, changing and moving. Australia is growing at a faster rate than the world at 1.4% per annum. However there is an acceleration of this growth in the over 65s. Alongside an ageing population, Australia is increasingly culturally diverse. 58% of our growth attributed to net overseas migration. Our workplaces of the future will reflect this increasing cultural diversity, as well as generational diversity. We have six generations in our society today, and the workplace is undergoing significant intergenerational transition- with Gen Y and Gen Z set to comprise [...]

By | 2016-02-23T10:35:52+00:00 February 23rd, 2016|Strategy|0 Comments

Engaging Generation Y at Work

In a world of status updates, social media feeds, hashtags, viral videos and global memes, Generation Y has grown up in a visually engaged, digitally integrated, globally connected, socially networked society. Generation Y were born between 1980-1994 and currently make up a third of the workforce. Formally educated & visually engaged Our society is also becoming increasingly educated. More people have gone through university than ever before where critical thinking, scientific methods, rigour of discourse and intellectual engagement is developed.  1 in 3 Generation Y’s attain a university degree, compared to 1 in 4 Gen Xers and 1 in 5 Baby Boomers.  Hype and motivation aren’t enough to move people; the content being delivered needs to have a depth to it. However, on the flip side, whilst this generation may be more intellectually equipped, they are also part of an entertainment rich, visually stimulated and technologically empowered society who have been conditioned to shorter attention spans, and so communication needs to be delivered in an engaging and relevant style. Job mobility & organisational culture Generation Y are increasingly mobile- they are likely to have approximately 17 jobs across 5 different careers and live in 15 different homes in their lifetime. This increased complexity of lifestyles alongside the churn and increased mobility has an effect on how Gen Y experience community; they are more transient and less brand loyal; whether it be to a political party, fashion brand, or the company or organisation they work for. Organisations that facilitate a vibrant, healthy workplace communities that focus on the development of people, not just processes, opportunities for innovation, not just output and transformational rather than transactional leadership styles will be more likely to not only attract Gen [...]

By | 2016-02-19T04:46:49+00:00 February 19th, 2016|Strategy|0 Comments

Managing your digital footprint

[one_half last="no" spacing="yes" center_content="no" hide_on_mobile="no" background_color="" background_image="" background_repeat="no-repeat" background_position="left top" hover_type="none" link="" border_position="all" border_size="0px" border_color="" border_style="" padding="" margin_top="" margin_bottom="" animation_type="" animation_direction="" animation_speed="0.1" animation_offset="" class="" id=""] When it comes to applying for a job and making first impressions, it's no longer just about sending a copy of your CV.  It's more about your digital footprint. [/one_half][one_half last="yes" spacing="yes" center_content="no" hide_on_mobile="no" background_color="" background_image="https://helloclarity.com.au/wp-content/uploads/2016/02/Claire-Madden-Today-Show-small.jpg" background_repeat="no-repeat" background_position="left top" hover_type="none" link="" border_position="all" border_size="0px" border_color="" border_style="solid" padding="" margin_top="" margin_bottom="" animation_type="0" animation_direction="down" animation_speed="0.1" animation_offset="" class="" id=""][/one_half][one_full last="yes" spacing="yes" center_content="no" hide_on_mobile="no" background_color="" background_image="" background_repeat="no-repeat" background_position="left top" hover_type="none" link="" border_position="all" border_size="0px" border_color="" border_style="" padding="" margin_top="" margin_bottom="" animation_type="" animation_direction="" animation_speed="0.1" animation_offset="" class="" id=""]Social media has created a blurring between the public and private, the personal and the professional. People have far more access to our lives through the digital footprint we’re constantly creating. As an employee you also represent the organisation you work for – both online and offline. Increasingly, employers are checking social media sites and online content prior to interviewing or employing potential candidates. With ever growing social media sites, blogs and YouTube videos, it is increasingly complex, and also increasingly important, to keep track of and manage your digital footprint. We’re all personal brand managers now from the youngest of age. We’ve all got an online identity that we’re constantly updating – but often don’t stop to look back at our online history. Here are 5 tips to managing your digital footprint: 1. Google yourself: Type your name into Google and see what comes up on the sites, images and videos searches. When there’s content you’re not happy with, remove it if you can, or contact the person who posted it or the site administrator to ask them to take it down. [...]

By | 2016-02-12T03:42:30+00:00 February 12th, 2016|Strategy|0 Comments