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What does this image have to do with change?

Elephant

Curious? Then check out my presentation titled Change is the New Normal

This presentation has application for leaders, managers and employees alike. The focus is to better prepare workplace participants for change journeys as change resistance is one of the key reasons change initiatives fail.

Exploration of change drivers, limitations in traditional change approaches sets valuable context for today's reality that 'change is the new normal'. The presentation explores our neurological responses to change and the hard wired threat response. Applying David Rock's SCARF model to change enables a focus on positive actions to reduce threat and increase reward responses. Wendy provides context for change supported by participant's own stories and incorporating the powerful 'elephant and the rider' metaphor.

Contact Wendy to have her inspire your leadership team or create a buzz at your next team session.

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Building an inclusive workforce strategy, paper presented at the International Conference on Diversity in Organisations, Communities and Nations, Vienna, Austria July 2014

This presentation focused on strategies needed to develop and implement an inclusive workforce strategy that engages all stakeholders so as to capture the moral and commercial benefit of diversity and inclusion in organisations.

Synopsis: Achieving increased D&I momentum and real results for the business is a challenge for most organisations. Despite years of focus and effort, little real and sustained progress has been made in achieving desired diversity and inclusion outcomes and leveraging the full benefit for individuals and the organisation. A change of approach is needed - not just aimed at systems and processes but at a more fundamental level - how we think and subsequently how this translates into decisions and cultural factors that affect the workforce. Many decisions by individuals form cumulative, intangible layers within the culture of the organisation. They shape ‘how we do things around here’ and often operate from an inherent 'fear of difference' (Banaji and Greenwald, 2013). To improve diversity and inclusion outcomes the issue of workplace culture must become further elevated as an essential area of focus.

Designed for practitioners by practitioners, this workshop examines tangible and intangible culture ‘layers’ presented in a format which encourages participant reflection and sharing of ideas leading to new ways of looking at the problem. Designed as a contemporary diagnostic tool, the Diversity and Inclusion Continuum © tool will be a central element, enabling participants to map their organisational position against tangible culture markers.

Central to making change 'stick' is the involvement of key stakeholders. This workshop will also provide a three (3) stage roadmap designed to provide a clear starting point through to capturing competitive advantage and leveraging diversity and inclusion using a strategic and systematic approach.

For more information please contact Wendy Lundgaard - see Contact section on this website.

Managing Change – An Executive Leadership Perspective

This presentation explores a number of critical facets to the change phenomenon at work. Central to the challenges presented by the various forms of change is how to better understand and subsequently prepare managers and leaders for these responsibilities. The presentation explores barriers to change, organisational change drivers and presents a number of change models from established theorists. The presentation concludes with a checklist for successful change implementation.

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An HR intervention - Article featured in AHRI’s HRMonthly magazine

A white paper exploring how HR professionals need to fully understand their business environment, by Rose Holdsworth and Wendy Lundgaard.

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Human Resources Management - Surviving and Thriving in the 21st Century

White Paper exploring key issues of HR Measurement, by Wendy Lundgaard, Dec 2008

Commercial businesses operate to make a profit. Line managers are under increasing pressure to 'produce more with less resources'. This paper will outline the need for Human Resources (HR) to demonstrate, in quantifiable and more tangible ways, how it contributes to business productivity.

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Work/Life Crossroads: Collision Course or Complement to Business Strategy

HR conference, Monash University, 26 June 2007

Flexibility at work is not a new concept, however ensuring that organisations identify and measure the impact of initiatives is quite rare. This presentation explores the difference between reactive and proactive work/life and flexibility initiatives in today's contemporary workplace.

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Contemporary issues for Organisation Survival

CPA Public Sector Accountants Group, 13 February 2007

All organisation's can expect to face significant issues impacting their organisation's performance, and ultimately, their survival over the next decade. many of today's issues are people related. Organisation's are in unchartered waters and attempting to solve these issues with solutions from another era will not be sufficient. This presentation examines some of the issues and how organisations can build sustainable workplaces.

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The Work/life balance Sheet: Asset or Liability. Investment or Overhead?

Executive HR Practitioner Luncheon, Talent2, 31 August 2006

Work/life programs, like other business initiatives, need to demonstrate ROI for the business as well as the employee. This presentation examines Work/life programs as an integrated component of a wider Workforce Planning Strategy and introduces Work/Life Balance Sheet as a tool in evaluating the net effect of work/life programs.

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