Richard Shrapnel

"The first person on the Post Growth Australia Podcast who is working towards change from within the business sector." That's me. What an honor :-) In the episode, we talk about: · Mine and Oscar's journey from agency to Post Growth Guide · Our handbook "Setting Limits to Growth"; why we wrote it, what you can learn in the handbook, and what we have learned from publishing it · Business cases: Why no one is perfect, some come close, and a few specific examples of businesses we can learn from · My Top 4 for worst excuses for sustainability non-action: And how to counter one of them · Why I believe it makes sense to work from within the business sector (Post Growth Guide's theory of change) Listen here (and if you have any questions after listening, let me know): https://lnkd.in/gfqwMdzs

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FRIDAY TIP: The geo-political world is changing, the economy is changing, your talent pool is changing, your clients are changing and so it goes..... As #Chair you may need to lead the discourse around the boardroom table about developing a transparent and coherent #digital strategy. Do not leave it to operational management to carry the load, drive your organisation into #future proofing regardless of its size or sector a "digital strategy" is a must have!! #digitalstrategy #futureproof #lead #CPD https://lnkd.in/gREsxfJp

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Growth is not a linear, A to B process. It's a constant loop of evolution. In the latest episode of We are Human Leaders, we unpack the incredible research of Dr Rebecca Homkes, author of 'Survive, Reset and Thrive: Leading Breakthrough Growth Strategy in Volatile Times'. This conversation will have even the most experienced business strategists rethinking strategy and execution during volatility. Her SRT framework gives organizations and leaders a new model to continue growth even through the most uncertain of times. Dr. Rebecca Homkes is a high growth strategy specialist and the founder of a boutique consultancy firm advising CEOs and executive teams focused on growth and success through uncertainty. This conversation will change your perspective on uncertainty and how to approach growth at team and organizational levels. Listen right now wherever you get your podcasts, or right here https://buff.ly/44n2zSM And let us know your key takeaways! #leadershippodcast #podcast #leadership #strategy #vuca #humanleaders #wearehumanleaders

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'The company....wanted to draw context and content from outside its walls — and outside its sector - people who could think differently'.   An interesting article on a trend highlighted by The Australian Institute of Company Directors. This thinking is aligned with various Open Strategy principles. It highlights the need again - to open up the strategy process to external perspectives 'outside' our traditional sector and stakeholders.   https://lnkd.in/gQkvTd2U     A few more helpful snippets from the article below:   You want to look at every side of an opportunity or challenge, because that helps inform a better strategy.   Often, it can be an unscripted conversation, which is a pretty stark difference.   When an issue arises, our members can apply so many different lenses.   Governance boards are focused on risk and building consensus around decisions, and rarely have time for open-ended conversations. #Strategy #OpenStrategy #ModernStrategy #OutsiderPerspectives

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As an executive leadership expert, I've observed a concerning trend in Australian C-suite circles: the underutilization of executive coaching. This oversight is costing businesses dearly, both in terms of financial resources and missed opportunities for growth. Let me share some eye-opening insights: The Hidden Cost of Neglecting Executive Coaching Did you know that up to 46% of executive transitions fail? This staggering statistic from McKinsey research should be a wake-up call for Australian businesses. The repercussions of such failures extend far beyond the hefty price tag of executive recruitment, impacting company reputation, stakeholder relationships, and overall business performance. Why Aren't Australian C-Suite Executives Embracing Coaching? Misconception of Coaching's Purpose: Many still view executive coaching as a remedial tool rather than a powerful instrument for leadership development and succession planning. Underestimating the Complexity of C-Suite Roles: The demands on C-suite leaders have evolved dramatically, requiring a diverse skill set to navigate increasingly complex business environments. The "I Can Handle It" Mindset: There's a prevailing belief among executives that they should be able to manage challenges independently, overlooking the value of external perspective and support. The Compelling Case for Executive Coaching Consider these facts:91% of organizations report that executive coaching use has either increased or remained the same, indicating its growing recognition as a valuable tool. 79% of coached executives reported over 20% improvement in their role effectiveness, with nearly a third experiencing more than 30% improvement. It's time for Australian C-suite executives to recognize executive coaching not as a luxury, but as a strategic necessity. In an era where leadership agility and resilience are paramount, can you afford to overlook this powerful resource?Let's change the narrative. Embrace executive coaching as a cornerstone of leadership excellence and organizational success. Your business's future may depend on it. #ExecutiveCoaching #LeadershipDevelopment #AustralianBusiness #CSuiteSuccess

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📢 Last Round: Don't Miss Out and Register Now! 📢 Do you have a small or family business in South Australia?   Succession is one of the greatest challenges associated with running a family business. Transitioning leadership is a complex strategic process, and early planning is key. Now is the time to start having the conversation. This workshop delves into what is involved in succession planning, why it is vital and the key elements involved. You’ll leave with an understanding of where you are on your succession journey and a plan for next steps.    This workshop will enable participants to:   ⭐ Understand what Succession involves for families in business.    ⭐ Why Succession Planning is vital for any size family business.   ⭐ Succession Planning is an essential focus for the family, the business they operate and for owners.  ⭐ Understand the elements to Succession in family business.   ⭐ Be able to assess where they are on their Succession journey and plan further steps.    📍 Workshops for a Solid Foundation - Succession in Family Business 📅 Tuesday, 24 September 2024 ⏲ 9.30am – 12.30pm ACST 🎟 In-person [https://lnkd.in/ec8ZjNZB] & Online [https://lnkd.in/eKtS_zrs]   An initiative of the Government of South Australia’s Office for Small and Family Business and the South Australian Small Business Strategy 2023 – 2030.   #familyowned #southaustralia #adelaidejobs #locallyowned #smallbusiness #succession

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At The Alternative Board NZ, we believe in: (RELATIONSHIPS + VALUE) X CONNECTIONS = OPPORTUNITIES.   The first step? Cultivate meaningful relationships within your network. Identify key people who can help your business and think about how you can add value to their network. - Key Insight: Networking is not just about meeting people; it’s about forming mutually beneficial connections that lead to growth opportunities. - Action Step: Make a list of potential connections and schedule time each week to reach out and nurture these relationships. How are you strategically networking for success? Share your thoughts in the comments!   Got thoughts or questions? Drop them in the comments! Lead better. Achieve more. Let’s grow together! 021 686 696 SMorris@thealternativeboard.co.nz https://lnkd.in/gNyKrsrh #strategicnetworking #businessgrowth #businesscoaching #thealternativeboardnz

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Investing in your career - Why employer-funded coaching is a win-win 🏆 The latest report from CEDA shows something many of us have felt over the last several years... professional development is falling by the wayside. Workplace training has dropped by 14% over the past decade, largely due to time pressures and workload demands. But as this article from Future Women highlights, cutting back on training and development isn’t just a shortcut—it’s a costly mistake. For every $1 cut from training budgets, $3.40 worth of skills is lost. That’s a staggering figure when you think about the long-term impact on both individuals and organisations. As someone who works with ambitious professionals looking to advance or pivot in their careers, I’ve noticed a shift. More and more of my clients are having their coaching funded by their employers. And for good reason! Individual coaching programs: ✨ Boost productivity - Employees gain clarity, confidence, and actionable strategies to achieve better outcomes. ✨ Support retention - Team members are more likely to stay when they feel their growth is being prioritised. ✨ Close the gender pay gap - Professional development is key to helping women rise through the promotional pipeline. 💡 If you’re unsure how to approach your employer about coaching, I’d love to help. Together, we can create a compelling proposal that aligns your professional growth with your organisation’s goals. Let’s make customised professional development a priority again—because investing in people isn’t just good for individuals, it’s great for business. 🔗 Read Future Women’s full article here:https://lnkd.in/gKN9YPH8

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Who has the Minister consulted with so far? One or two disgruntled business operators and...? The Minister for Workplace Relations and Safety has today announced an intention to tour NZ to better understand the current pain points associated with the implementation of the Health and Safety at Work Act. This comes weeks after televised interviews saying the same thing, yet... the Minister has already submitted recommended alterations to the Act under the Regulatory Systems (Immigration and Workforce) Amendment Bill? So who has she consulted to date to make those recommendations? Based on the press releases of NZISM and Business Leaders H&S Forum today, it doesn't seem to be the H&S profession. Unless I missed something? What can the health and safety community do? I recommended rallying behind our institutes, forums and leaning into community groups like the New Zealand Health and Safety Professionals. Attending the public forums and politely asking questions. To my business executive connections, I suggest asking yourself whether you are keeping close enough to your health and safety management team and keeping up with the latest in this evolving space.

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I have developed a new program specifically for scaling manufacturers on the Sunshine Coast. I’ve spent 18 years working with this type of company and see a number of similarities, so I created a solution. These manufacturers:- Get to a point where they are experiencing bottlenecks because they increased staff numbers and have never managed that many people before. Then productivity decreases They ‘coincidentally’ stop working on the business and start putting out HR fires and ensuring these employees are all trained, have the right licenses and tickets and that they can do what you want them to. But their job morphs and their position description and pay doesn’t represent what they do so they become complacent and then leave, leaving you with a headache. Compliance requirements go through the roof and you didn’t account for that in the price. Competition steps in and steals some of your market share. The plan you had left the building years ago and you’re up to your eye balls in late orders, supply chain issues, staff who don’t care and you’re making little profit. The exit sign is looking inviting and all this stuff is now in the enormous ‘too hard basket.’ What if it didn’t have to be that way. What if you had a team of super smart people to bolster you and the company up. Give you support, help you develop and execute your 90 day plan every 90 days and educate you where you have gaps? What if you had a wing woman to hold your hand and make sure you and the team follow your plan correctly. Welcome to Next Level. It’s all that and more and I cannot tell you how excited I am to bring this to you all. If I painted a familiar picture and the life ring I just threw sounds inviting- talk to me www.nextleveladvice.com.au

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Looking to strengthen your Competitive Strategy? EvettField Partners Pty Ltd has an extensive Video Library designed to educate and inform business owners and leaders of mid-sized B2B organisations in Australia and New Zealand. Our videos explore topics including competitive strategy, market research, and marketing implementation, providing insights tailored specifically to industries such as agriculture, manufacturing, and construction. Discover how EvettField Partners Pty Ltd consistently outperforms industry benchmarks, delivering strategies that lead to significant improvements in brand awareness, lead generation, and market share. Ready to level up your strategy? Check out the EvettField Partners Pty Ltd Video Library today and start driving sustainable growth for your B2B organisation. Don't leave your competitive edge to chance—take control with insights that matter. Explore the library by following the link: #brand #B2B #StrategySnapshots™️ #video

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Thrilled to feature this month in Australian Institute of Company Directors on strategies for Boards and Executive Teams to strengthen adaptability and teamwork while facing disruption and adversity. Many of the tools and practices discussed in this piece are featured in my recent book Toolkit for Turbulence co-authored with Professor Martin Bean CBE, and are directly relevant to the Board / Executive Team connection. Skills such partnering, maintaining alignment in volatile conditions, high stakes decision making and dialing up the speed of learning become even more relevant as turbulence increases. Wiley #toolkitforturbulence #thinkoneteam #adaptiveleadership

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5 types of questions strategic leaders should be asking. I would be happy to chat if you find this interesting and need someone to share your insights with. https://lnkd.in/gEsH42-S

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I'm constantly inspired by The CEO Institute members. As a Chair of a QLD syndicate, I'm at the frontline of feeling the pulse of #smallbusiness. It is a very tough business environment they are operating in, yet they demonstrate such admirable resilience. Its why I'm glad to be part of an organisation that believes 'no leader should ever walk alone'. Regularly coming together, learning and supporting each other during the highs and lows provides a forum where you never walk alone. Why I'm mentioning this is because yesterday, the whole QLD membership came together to learn more about the #esg compliance requirements coming into effect, January 2025 and last month new employment laws took effect. It feels overwhelming with the amount of regulatory change on top of trying to run a profitable business - I wondered how many #ceos #businessowners know and are amply prepared for both of these changes. Thankfully my syndicate members have had the opportunity to know whats coming. We have great speakers, along with group discussions to fill potential knowledge voids about what's coming, and provide SPACE and freedom away from the everyday. Last month, Clayton Utz Partners, Hilary Searing & Shae McCartney provided an update on "IR and Corporate Law". The previous month we had Aaron Zamykal 🚀 provide an extraordinary, practical presentation about how to strategically activate #ai in business. Yesterday's esg lunch presentation was delivered by Pitcher Partners and Commonwealth Bank. Thank you Cheryl Mason & Brendan Herriott and all those present who asked terrific questions. And although not all businesses are yet required to make ESG disclosures, if your business is part of a supply chain that does, you better get on your bike! Thankfully my syndicate members will be initiating their first esg steps towards gaining a competitive advantage in the near future. There is a LOT on but thank goodness we have each other. No way I'm walking this journey alone - I've got you!! For my table mate insights Gareth Thomas, Kevin Mercer. It was great speaking with you. Gillian O'Mara GAICD, Richard Wynn, CCEO, Bruce Wilson, AM, Ben Kehoe, Gorana Saula GAICD EMBA, Michael Rosemann, Guy Griffiths, Janelle Manders, Kathleen Grace, Wendy Pavey, David McDermott

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Speaking of "fetishism", as I was earlier this morning about "manufacturing fetishism", this article from today's The Australian Financial Review is an example of what I call "small business fetishism", that is, the (like its manufacturing variant, widely held) view that there is something inherently more noble about running a small business than there is about working for a big one, or for a government agency or a not-for-profit, and hence (so its adherents argue) that people owning small businesses should (among other things) pay less tax on any given amount of income than people earning the same income in the form of wages or salaries. Now it is of course the job of the CEO of the Council of Small Business Organizations to advocate on behalf of small business operators, so I am not criticizing Luke Achterstraat for doing what he's paid to do (any more than I criticize Western Australian Premiers and Treasurers for trying to screw as much money out of the Federal Government as they can - that's their job). But I do think that people should see the arguments put in this article for the self-serving propaganda that they are. Contrary to the oft-chanted mantra, small business is not the 'engine room' (or the 'backbone') of Australia's economy. Small business' share of total employment has declined from 47.8% in 2006-07 to 38.3% in 2022-23, and over that interval small businesses have accounted for less than 11% of the increase in total employment (cf. business with more than 200 employees 49% of the increase in total employment). Productivity in small business in 2022-23 was 21% below the average for all businesses, which is probably the main reason why average wages paid by small businesses were 35% below the average for wages paid by all businessses. And far from being "innovation hotspots", the most recent ABS stats on business innovation (published a week ago) show that only 44% of small businesses engaged in any kind of innovative activity in 2022-23, cf. 65% of medium-sized businesses and 63% of large ones. I don't dispute that there are some highly innovative small businesses - just as there are small businesses which are creating new jobs. But they are atypical, not the norm. And yes, I agree that the law should protect small businesses (and consumers) from the abuse of monopoly (or monopsony) power by large businesses (and governments, for that matter). But nor should we fool ourselves into thinking that small business operators are saints, just because they run small businesses, or that they deserve privileges not available to other folk, (Disclosure: I run a small business myself).

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Navigating board challenges in 2025 🧭 “There are two distinct challenges facing boards this year that will either result in greater organisational accomplishment, or near-irreparable damage.” Great insights from Board Agenda®'s recent article featuring Professors Andrew Kakabadse and Nada Kakabadse. They expect boards will be facing dual challenges in 2025: AI adoption and geopolitical complexities, with their research revealing that only 18% of boards maintain a clear vision of competitive advantage. 🔍 Read the full article here: https://hly.ac/4gKJVJP #CorporateGovernance #BoardLeadership #AI #BusinessStrategy #FutureOfBoards #Leadership2025 Mark Ferguson

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