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How to approach a career transition with Renée Giarrusso

June 4, 2024
Renée Giarrusso is a highly sought-after communication, leadership & mindset expert. She is a speaker, International 4-time award-winning author, facilitator, educator and coach (PCC). She works with leaders, teams and organisations to energise mindset and accelerate communication, collaboration and leadership to lift performance and culture. Her sole purpose is to make workplaces exceptional places to work. The team at PRP have been working in partnership with Renée for a number of years across her various programs. We sat down with Renée to talk about her Awaken Career Transition program, which you can read below.

Fridays at Project Resource Partners: Empowering Teams Through Enhanced Communication

By Shae Demetriou • November 13, 2023
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Generational Games ​– building a great cross-generational team.

October 31, 2023
​In today's diverse workforce, success often hinges on the ability to adapt and evolve. This was the focus in a recent discussion hosted by Wendy Born from Business Value Partners, to members of the National Electrical Communications Authority. Wendy was joined by our Directo r, Andrew Bath an d Senior Con sultant, Ella O’Connell . Collectively, Andrew and Ella bring over 25 years of experience in recruiting across diverse industries and successfully working with millennials and Gen Zs. ​During the discussion, they explored recruitment strategies, steps to creating thriving cross-generational teams, and the benefits Millennials and Gen Zs bring to the workplace. Below we have compiled three key takeaways from the discussion for your perusal. Dive in below! ​ ​What are the benefits of employing millennials and Gen Zs? There are a multitude of benefits that come along with employing millennials and Gen Zs within your business. Andrew and Ella discussed how younger generations are not just committed employees but also drivers of change. They challenge process, modernise business, and bring a fresh perspective that’s vital to stay relevant in today’s world. ​In Andrew’s words, “having the younger generation in our team brings diversity of thought and fresh knowledge. I get to learn different things and new technologies, and how they can add value to the business”.​

DO WE NEED CODE OF PRACTICE?

Jaquelina Iselli • December 4, 2018

RECENTLY I WAS INVITED TO PRESENT AT AN EVENT ORGANISED BY THE CHANGE MANAGEMENT INSTITUTE CALLED ‘DEEP DIVE’. THEY RUN THEM PERIODICALLY WITH THE FOCUS BEING TO SIT DOWN AS A COMMUNITY OF PRACTICE AND DISCUSS THE LATEST TRENDS AND TOPICS RELEVANT TO THE CHANGE MANAGEMENT SECTOR. THIS DEEP DIVE WAS ABOUT ‘HIRING FOR CHANGE’ AND WE DIVIDED INTO SEPARATE TEAMS TO FURTHER ADDRESS SPECIFIC THEMES.


The group I worked with discussed whether it is necessary to establish a Code of Practice for Change Management and if needed, who would be responsible in developing it? I would like you to spend a few minutes thinking about this before you read on...


A Code of Practice is usually defined as a set of rules that explain how people in a profession should behave. Given the nature of Change Management, the group and I defined it as a set of principles that act as guidance, rather than being a prescriptive set of instructions.


There are several benefits for having a Code of Practice. Within them, assisting emerging practitioners by providing advice on ways of operating. In a way, you could approach Code of Practice as the ‘Art and Science’ of Change Management. It would help establish a ground level expectation (‘Science’), but at the end of the day it is the practitioner, their attributes, knowledge and personality who make the difference (‘Art’).


Prospective employees and everyone involved in hiring for Change will also benefit from a new objective tool to use when assessing people for a role. A Code of Practice would not only bring standards and consistent quality across the sector, but it should also provide confidence to hiring managers on the activities and ethical behaviours expected from Change practitioners. This, the group believed, would increase the awareness and reputation of Change Management and potentially result in more opportunities.


To increase the acceptance of a new ‘Code’, we thought advantageous to be driven by the community, done by Change Managers for Change Managers. Having a peer review model, should also be reflected on the language used, and therefore providing guidance and advice instead of prescriptive governance.


What do you think? Is now the right time to establish a ‘Code of Practice’? How should it be defined? And whom would benefit from it?


If the above resonates with your career ambitions or you are looking to recruit Change Management for your business or team, don’t hesitate to get in touch for a confidential discussion. At Project Resource Partners, we partner with individuals and companies to support them on their transformation and personal journeys. 


Jaquelina Iselli
Consultant
Project Resource Partners
Level 29, 360 Collins Street, Melbourne VIC 3000 Australia
T +61 3 9949 8100 D +61 3 9949 8107
E jiselli@projectresourcepartners.com.au