The William Inglis Hotel located at The Riverside Stables is a unique, luxury venue offering a variety of spaces for teams to conference, explore and showcase.

All function rooms are pillarless, have natural light and feature state of the art inbuilt audio visual systems.

Day Delegate Packages from just $78.00pp, means making room in your calendar will be easy!

An iconic destination with rural soul - The William Inglis Hotel is the place to host your 2020 Kick off Conference.

Book today on:

P: 02 9058 0365 

E: HB042-SB1@accor.com

W: williaminglis.com.au   

By Michael Page

The workplace continues to undergo fast change. And with millennials now making up a significant portion of the workforce, they’re the cohort driving workplace evolution.

McCrindle revealed that based on current trends, the average Australian millennial will have 17 jobs across 5 careers in their lifetime. This is because gen Y employees don’t seek stability from their employers but rather opportunity: they want new pathways or prospects to pursue their passion.

As an employer, this changes the game when it comes to attracting and retaining highly talented employees. Here’s how to keep the best talent in your team.

Be clear on company values and mission

Championing your company’s values and mission has a big impact when it comes to talent management and retention. Share your company values as early as possible in the recruitment process. And importantly, demonstrate these values throughout your organisational structure, training and development programs, compensation packages, product development, and corporate sustainability programs.

RELATED: What compensation and benefits can you offer to retain talent?

Hire for growth mindset and cultural fit, not just skills

You can train for skills but it’s a lot harder to train or change mindset. Rather than questioning, “Does this employee have the skills I need?” think, “Will this employee fit into our team? Do they have a great attitude, and are they willing and able to learn and progress with us?”

One of the best ways to hire for a growth mindset is to focus on things like:

• Critical and analytical thinking
• Creative thinking and problem solving
• Communication skills
• Resourcefulness and adaptability to different scenarios
• Self-awareness
• Dedication to self-development
• Time management and organisation

Provide a varied role and pathway

Rather than having a rigid linear progression plan, advertise opportunities across all departments and encourage team members and managers to adopt an open mindset to cross-departmental recruitment. For those employees who express interest in other career pathways, try to build bridges to encourage them to apply. Also, work with respective department heads or stakeholders to see how you can create a training and development program to help them make the switch.

Focus on workplace environment and culture

Talented people are looking for an environment where they can be productive but are also encouraged to enjoy a bit of down time. While you don’t have to run out and spend big on ping-pong tables, video game consoles and nap pods, there are a few things you can do to tweak your office environment to create a positive workplace atmosphere:

• Launch programs dedicated to cultivating employee wellness
• Offer time off for employees to focus on charity events
• Train managers to be coaches rather than top-down managers
• Have open spaces for relaxation or breaks

Think beyond salary

51% of professionals in today’s workforce are proud to work for a company offering flexibility and balance. If you’re not sure where to start, send out an anonymous survey on the additional benefits your employees would most value – you might be surprised at the results. And implementing little changes can make a significant impact.

If you require assistance with staffing or hiring new talent, contact a Michael Page specialist today.

RELATED: Why CSR and corporate volunteering helps retain staff

By Children's Medical Research Institute

CMRI’s Cell Biology Unit, headed by Associate Professor Tracy Bryan, has secured funding for an important project that will lay the groundwork for treating inherited bone marrow failures.

The grant came from Maddie’s Vision, which was named in honour of 26-year-old Maddie Riewoldt, who died of a rare condition known as Aplastic Anaemia. It is a Bone Marrow Failure Syndrome which she fought for five years.

When Maddie was losing her five year battle in 2015, Maddie asked that her family do all they could to prevent conditions like this from taking other young people’s lives, according to Chief Executive Officer, Nicky Long.

“No one should have to go through the five years of hell that Maddie did,’’ Ms Long said. “She was very close to her family, and she asked them to please do something.”

Maddie’s Vision has the sole focus of investing in research and has already committed over $4.1 million to 18 research projects across Australia and conduct a call for grants twice annually.

The CMRI funding will go to a team led by Associate Professor Tracy Bryan and including Dr Karen McKenzie, Professor Ian Alexander, Dr Leszek Lisowski, and Dr Pasquale Barbaro.

Progressive bone marrow failure can be caused by problems with a patient’s telomeres, protective tips at the end of their DNA. When those protective tips are lost in stem cells, the cells may die, which causes the bone marrow to stop producing blood or immune cells.

The CMRI team will create and test a gene editing model for correcting these telomere problems, in order to prevent bone marrow failure and related cancers. This research will involve collaboration with Professor Adrian Thrasher of University College London, a leading expert in gene therapy for human bone marrow disorders.

“People like Tracy need champions and advocacy,’’ Ms Long said. “We have established a Centre of Research Excellence that is putting our arms around all these research projects around Australia so that everyone shares, collaborates and joins the dots.

“Our aim is to find a cure but, in the process, let’s try and find better treatments. We need research to delve more deeply into what is causing this problem and how can we manage it. We’d like it to become like HIV – a condition that is a life-long manageable condition managed if not cured.’’

Currently, patients with bone marrow diseases are given transplanted stem cells, but success rates for such patients after five years is only around 65%. However, very recent advances in CRISPR-based human gene editing raise the exciting possibility that corrective gene therapy (i.e. a cure) is possible for patients with telomere-related bone marrow syndromes and other diseases.

This funding comes at a crucial time. The technology involved has matured enough that researchers are now creating gene editing models that will serve as an encyclopedia for understanding the causes of these conditions and for finding treatments to save patients’ lives.

The importance of bone marrow research extends beyond the diseases of bone marrow only. Professor Bryan’s research will examine the precise way in which telomeres are lost in bone marrow syndromes, which will also help enable more precise molecular diagnoses for conditions caused by similar problems in other stem cells and organs.

Maddie’s Vision has also organised a national symposium on Bone Marrow Failure Syndrome to bring researchers and medical specialists together and hopes to broaden it even further.

“This really is an urgent problem,” Ms Long said, “because 50% of young people with these conditions don’t survive and it’s when they are at their most vibrant and full of stage of life. When we see projects like this, where you can see the sparks of innovation – we just want to ignite it.’’

By Institute of Strategic Management

What do we mean when we talk about coaching in organisations? We often assume coaching is about a sports team and the role of the coach is to prepare them and monitor their on-field performance.

Coaching, though, is much more than that. For leaders in organisations, coaching is an active and key part of their overall role. Leaders act through coaching by communicating with people to help them perform better in their current roles or prepare them for handling challenges in future roles.

Is leadership the same as coaching? The best way to answer this question is to say that a leader also needs to be a coach, but will also require other skills such as strategic decision making, leading change and inspiring others. Coaching is more focused on individuals and what needs to be done to encourage individuals to perform to achieve work goals.

Coaching may involve some or all of those aspects, but should be seen as a subset of leadership.

What is Coaching?

There are many coaching definitions, some examples include -

"A process that enables learning and development to occur and thus performance to improve. To be a successful Coach requires a knowledge and understanding of process as well as the variety of styles, skills and techniques that are appropriate for the context in which coaching takes place"

or

"Partnering with people in a thought-provoking and creative process that inspires them to maximise their personal and professional potential."

Coaching has its origin in the writings of Plato on Socrates - where Plato observed the influence Socrates had on people. Two interesting quotes cited by Plato were:

image source: https://motivationmentalist.com

To best define the term coach - let's examine what a coach is and what a coach offers.

A Coach is a:

• sounding board
• truth teller
• supporter
• accountability partner
• advocate
• morale booster
• questioner
• reflector

A Coach offers:

• support in critical decision making
• direction
• encouragement
• information
• knowledge
• insight
• clarity
• co-planning
• challenge

Coaching is based on character - leaders that practiced virtuous character were viewed by Diogenes as great coaches (teachers). Diogenes, who lived during 412 to 323 BC, held the view that it was virtuous to neglect one's own needs for those of others.

This philosophy reflects the principle that coaching is about being concerned with those whom we are coaching. Also, it is virtuous to avoid focusing on one's own needs, so that we become better listeners.

So how can you become a better coach?

As coaches we need to listen for meaning and the intent of the person being coached.

Often, coaches act from a position of power. That is, leaders who practice coaching have power not only based on position power, but also through personal power. Abraham Lincoln is quoted as saying - "if you want to test someone's character, give that person power"

Want to discover more about Leadership in the 21st century and how you can become a better leader? This is an excerpt from our Advanced Diploma of Leadership and Management. You can find out more about it by clicking here. 

Picture our world without smartphones – it’s impossible. Today we manoeuvre our lives through the tap of a button, the swipe of a screen and a spoken command. As we peer into the next decade, on the cusp of 5G-driven digital experiences, the only certainty is it will be different again.

The 2019 Deloitte Mobile Consumer Survey examines mobile battlegrounds, where innovation and evolution is taking place, the health paradox of digital devices, privacy challenges and the shift from mobile to mobility. Learn more about where we are and where we’re headed: a society that has become unwired, a technology unrivalled in its dominance, and the emerging frontiers on which mobile’s impact is still unknown.

Do you know what your mobile customers are doing and where they are headed?

Deloitte's Mobile Consumer Survey, now in its sixth year in Australia, is a multi-country study of mobile phone users around the world. The 2019 study comprises more than 44,150 responses across 28 countries. Australian findings are based on a nationally representative sample of over 2000 consumers aged 18 to 75, polled online during June 2019.

Learn more

By Macquarie Bank

Successful leaders understand the importance of investing in their people and culture, because they recognise the impact their people have on the business performance and customer experience. In fact, research shows that companies with engaged employees outperform their counterparts by 202% in terms of growth1 and increase customer metrics by 10%2.

Click here to read more

Macquarie has been providing Business Banking solutions for over 30 years and provides SME clients with tools and strategies to grow and develop their business. You can get regular updates by subscribing to the monthly newsletter, Strictly Business by visiting macquarie.com.au/businessbanking. If you would like to find out more about how Macquarie can support you to take your business further, call Sam McCarthy at our Parramatta office on 0417 518 724 and be connected with one of our banking specialists.

This information has been prepared by Macquarie Bank Limited ABN 46 008 583 542 AFSL and Australian Credit Licence 237502 (“Macquarie”) for general information purposes only. This information does not constitute advice. Opinions expressed are subject to change without notice. No member of Macquarie accepts any liability whatsoever for any direct, indirect, consequential or other loss arising from any use of this information.

By Matthews Folbigg Lawyers

Year end work functions provide employers and employees with the opportunity to reflect on the year that was and are a great way to reward staff for their efforts and enthusiasm, however...

Responsibilities

As such functions are work events (even if held away from the workplace) an employer must take all reasonable steps to ensure the health and safety of employees including:

• limiting employees’ consumption of alcohol if it is available, including by limiting alcohol options to beer and wine and/or implementing a ‘last drinks’ cut-off time
• ensuring that sufficient food is available to mitigate the effects of the alcohol
• ensuring illicit drugs are not consumed during the event
• monitoring employee behaviour for any inappropriate conduct (eg, sexual harassment, discrimination, bullying or violence) and immediately intervening if any such behaviour occurs or has the potential to occur
• being aware of any potential safety risks associated with the venue or activities (eg, falling overboard on a harbour cruise)
• ensuring that any intoxicated employees do not drive home following the function and that such employees have access to public transport or other appropriate means of getting home
• ensuring that a senior manager remains present and sober at all times during the function in order to monitor the function and deal with any issues if they arise

Prevention

To minimise risk, employers must be proactive in the lead-up to the function including by:

• reminding employees that the function is work-related and that employees are expected to uphold the same standards of behaviour that apply during ordinary working hours
• ensuring Codes of Conduct and other policies are in place relating to acceptable conduct at work and work-related functions, and referring employees to these policies in advance of the function
• reminding employees of their obligations regarding the responsible consumption of alcohol and to not drive home whilst over the legal driving limit (or such lower limit as may be contained in any applicable company policy such as a drugs & alcohol policy)
• making clear to employees that although the function is intended to be fun and enjoyable, any employees found engaging in inappropriate or dangerous behaviour during the function may be subject to disciplinary action up to and including dismissal

Lessons

Given the scope and potential seriousness of claims arising from inappropriate conduct during end-of-year work functions, it is essential that employers take pro-active steps to endeavour to prevent the inappropriate conduct before it arises.

If, however, an incident does occur then employers should:

• conduct a thorough investigation into the incident including by interviewing all relevant parties and witnesses
• ensure all employees involved in the incident are afforded fair and equal treatment
• maintain procedural fairness throughout the investigation and any disciplinary proceeding
• seek legal advice if dismissal is being considered

More Information

Please call the leading employment lawyers in Parramatta, the Matthews Folbigg Workplace Solutions employment law team on 9635 7966 to speak with one of our employment lawyers if you require any assistance or advice.

Article By

Stewart Gough, Principal		Peter Doughman, Senior Associate

Book your 2020 event before 31 December 2019 and save!

Take advantage of PARKROYAL Parramatta's all-inclusive Meet and Stay package starting from AUD255 per person including accommodation and breakfast.

Plus, they are giving you the choice of further savings!

Saving 1

For every 10 paying delegates, the 11th delegate is on PARKROYAL Parramatta.

OR

Saving 2

Receive an AUD1000 credit on your next residential event.

To take advantage of this offer, or request a quote or site visit, please speak with the PARKROYAL Parramatta team on +61 2 9685 0340 or email events.prsyp@parkroyalhotels.com.

Click here for further details.

Terms and conditions apply.

Are you a small business that wants to start exporting or learn how to grow your exports?

Regional Development Australia (RDA) Sydney in partnership with AusIndustry and Campbelltown City Council invites you to a focused exporting workshop in Campbelltown.

This workshop is designed for businesses starting out on their export journey and those looking to consolidate knowledge. 

Come along to learn the basics from the Export Council of Australia with case studies from local businesses.

Speaker line up:

Workshop facilitator: Dianne Tipping, Chair, Export Council of Australia (ECA)

'An Ingleburn company's exporting success story': Paul Curryer, Managing Director, Pax Australia Pty Ltd

'My export journey': Leandra Coffey, Director, Fruity Sacks

'Federal and State government assistance for exporters': Sunny Kwon, Senior Export Advisor, NSW Government

'Federal government assistance in preparing your business for exporting': Stephan Wagner, Assistant State Manager, Western Sydney AusIndustry

Date: 28th November 2019

Time: 8.30am for a 9am start - 12.30pm

Venue: Campbelltown Catholic Club, 22 Camden Road, Campbelltown, NSW 2560

Cost: $15.00 (includes: ECA workbook, morning tea and light lunch)

Click here to register.

By Transport for NSW

Innovative technology and inventive engineering will be used during major construction of the Parramatta Light Rail to minimise disruption to local businesses along the famed ‘Eat Street’.

Minister for Transport Andrew Constance said customers will also enjoy an additional four months of outdoor dining before hoardings go up.

“Our local businesses are the heart and soul of Parramatta and we have worked closely with them to understand the potential impacts of light rail construction,” Mr Constance said.

“We’ve guaranteed major construction in Eat Street won’t start until 2020 ensuring visitors can enjoy the precinct during summer without construction hoardings.”

The Parramatta Light Rail construction plan will see Church Street closed to car traffic from 1 February 2020, from the Riverside Theatre to Centenary Square, including the ‘Eat Street’ dining strip. After this, the construction team will establish mobile work sites and temporary hoardings along Church Street, with major construction to begin in June.

Also from February, a micro-tunnelling machine (around 1.5 metres in diameter) will construct drainage beneath the street from Centenary Square to the Parramatta River – intended to reduce noise and impact compared to street-level works.

Parramatta Light Rail infrastructure works contractors Parramatta Connect (CPB Downer Joint Venture) are using augmented reality and digital 3D technology to map more than 300 utility services, which will provide real-time updates to inform construction planning.

Member for Parramatta Geoff Lee said a construction grace period had also been introduced by Transport for NSW so businesses can benefit from the busier summer trading period.

“As promised, from 1 November until 31 January each year, the hoardings will come down, outdoor dining will be temporarily restored and we will work with local businesses to deliver activities and events to attract people to the Parramatta CBD.”

Macquarie, George, Philip and Market Streets will remain open to vehicles to keep the Parramatta CBD moving during construction.