When a close colleague of Walt Disney’s was asked what he thought were the secrets of Walt’s success, he reportedly replied “There were actually three different Walts: the dreamer, the realist and the critic. You never knew which one was coming to your meeting.” Walt the dreamer was optimistic – the creative, self-actualised, “big picture”, […]
About Greg Mitchell
20 years experience including leadership of HR and organisational development functions in large corporate, public and not-for-profit organisations, and the provision of coaching and consulting services to a broad range of small to medium-sized businesses.
Particular areas of interest and expertise include workplace culture and leadership, HR strategy and practice, staff training and the development and delivery of customised eLearning solutions.
In addition to his formal qualifications, Greg is accredited and experienced in a range of management, leadership and organisation culture assessment methodologies.
Greg is a Chartered Member of the Australian Human Resources Institute, a member of the HR Coach Network and sits on the HR Course Advisory Board for Charles Sturt University.
Entries by Greg Mitchell
One of the common features of many of the businesses we come into contact with is that they are experiencing a period of rapid growth. They have a proven product or service, they’re doing the right thing by their customers and they’re reaping the rewards of their efforts – terrific! But life is not always […]
I’m sure we’ve all had the experience at one time or another of seeing apparently sound decisions fall apart at the point of implementation, or otherwise proceed but result in unintended consequences. This can of course happen in connection with any type of decision, and staff-related decisions are certainly no exception. Indeed, training initiatives, recognition […]
Just as it’s critical to business success to measure and analyse revenue and profit, investment performance, and monitor the costs of production or service delivery, so it is critical to measure the outcomes and processes associated with managing people. This applies regardless of the size of the business. After all, employment-related costs are the single […]
The start of a new year prompts many of us to think about our goals and priorities for the year. Indeed, we’ll be working with the management teams of several of our established clients over the coming weeks to help them clarify their priorities, particularly in respect of their people management strategies. Based on our […]
“The secret of change is to focus all of your energy, not on fighting the old, but on building the new.” – Socrates I saw this posted on Linked In the other day and it reminded me of a question I am often asked by clients when speaking with them about potential workplace culture change […]
As usual, the annual Conference on Culture and Leadership presented by Human Synergistics Australia earlier this week delivered the goodies, with some great speakers sharing their personal leadership and workplace culture experiences with an enthusiastic Sydney audience. One of the many things on the day that resonated strongly with me arose out of a performance […]
We all know that effectively managing employees is fundamental to the success of our business. We variously rely on our employees to serve our customers/clients, to market and sell the goods and services of the business and to implement the processes and systems that keep the business flowing. As business owners or managers, we can’t […]
With the workplace bullying provisions of the Fair Work Act having now been in place for over 12 months, it’s timely to reflect on the changes, how they are working in practice and the associated costs and responsibilities. The Legislation Under the legislation: bullying at work is deemed to occur when “an individual or group […]
Q. WHY ARE POSITION DESCRIPTIONS A LOT LIKE POLITICIANS? A. THEY ARE BOTH BORING BUT NECESSARY! I probably don’t need to spend too much time convincing you that they are both pretty boring as far as topics of conversation go, but you may need a little more convincing that they (position descriptions at least), are […]
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