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Speaking

Our ideal audience comprises those people and organisations who want to understand more about leadership,change and organisational sustainability ... and what it means for them. Our presentations may be for an industry conference, meeting or an in-house briefing.

Within the burgeoning field of leadership development and sustainability, Josie's wide professional practice and doctoral research, is becoming more sought after by those organisations that have 'picked the low hanging fruit' of waste reduction and want to know how to embed sustainability, in its broadest sense, into the DNA of the organisation. They are also seekign to understand how to create the human environment that fosters innovation.

Our presentations are thought provoking, challenging and inspiring - offering thought leadership in the field of organisational change, leadership development and the shift to the paradigm of broad sustainability. We aim to provoke new conversations.

We are able to offer keynote presentations, workshops and participation on panels.

Although we always welcome the opportunity to tailor a talk just for you, we have already developed presentations including:

Fostering innovation and sustainability

A keynote presentation of 45-60 minutes that identifies and explains the shift from the Newtonian paradigm to the paradigm of living systems as being most relevant in assisting us understand:
  • what does "sustainability" mean
  • the nature of leadership required to liberate people and creativity to solve complex problems such as climate change and sustinability;
  • the nature and dynamic of change within organisations that may improve the success rate of organisational change initiatives from 70-90% failure; and 
  • the nature of the environment that managers and leaders will need to create to form a truly sustaining organisation.
Click through here to view a short clip of Josie talking about Adapative Change within the Context of Sustainability taken from a keynote presentation with Dr. Sam Wells, for TafeSA in September 2010.

The 5 myths of leadership that may derailing you

This 45 minute presentation examines why leadership is required in greater proportions today than in our more recent history. It explores the current state of play in leadership development suggesting that current approaches appear to be failing us miserably. The bulk of the presentation focusses upon 5 leadership myths that shed light on the nature of the paradigm shift from a reductionist or Newtonian mindset, to one that appreciates interconnectedness (living systems). This shift is examined from the perspective of exercising leadership and its implications for people wishing to influence change and make a difference to the things about which they care most.

Josie has spoken for organisations including:

Institute of Professional Public Administrators
International Coach Federation Australasia
Catalyst: Australasian Executive Coaching Summit
Spirituality, Leadership and Management
TAFE SA
Australian Human Resources Institute
Australian Council for Private Education and Training
Innovate SA
University of Adelaide Executive Education Unit
City of Marion: Life Long Learning Festival
Local Government Management Association
SA Primary Principals Association
South Australian Police

Feedback includes:
Feedback includes:

I really enjoyed your presentation and have spoken to many people about it already! Thanks again, and I'll be in touch later I am sure.

May I congratulate you on an excellent key-note presentation at the TAFE SA sustainability / leaders conference. I don't know if you 'felt my audience assurance', but I was the person on the front far right table nodding and grinning and feeling very much like the world finally understood. It was a breath of fresh-air for me.

Thanks for your key note address - it has definitely helped to provoke a lot of thought and thinking amongst our managers about sustainability and change, which is exactly what we wanted.

Thanks for co-ordinating the webinar. Josie - that was excellent material and very well presented! Congratulations...

I have just listened to the 5 myths webinar ... I liked the way you moved from myth to reality and although the myths have been touted in the literature, putting them together like this really provoked thought. For me the reality that we should be focusing on our strengths and surrounding ourselves with others who might compliment our weaknesses really hit the spot. 

I have just had a chance to look through the participant feedback from yesterday’s Cultural Change (from the perspective of complexity) workshop and the response was fantastic. I have spoken with a number of the group today and there seems to have been some really deep thinking as a result of what you presented.
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Feedback from our Leadership for Success Participants

Why I joined the program:
I requested to join the program, which was only being offered to ‘people managers’, but I felt there was a need for me to learn more about how to exercise leadership both within our organisation and with the community to support the changes needed to become more environmentally sustainable.

The program came at a good time for me as I was taking on another team in an ‘acting’ position in areas less familiar to me.

What I learned and changes I have made:
I understand the complexity of the organisation and that leadership can come from all levels in the organisation regardless of organisational position. (I had heard this before – but now I have experienced it.)

I take the time to think about the deeper aspects of my staff and how to interact and utilise their strengths better.

Trying to see the team as a whole, incorporating all of the strengths and learning to delegate towards these strengths.

I think more actively now about mental models and particularly trying to make links to people’s underlying values.

I am attempting to take a broader perspective before launching into ideas, behaviours and actions.

Listening to staff and getting out of the way!!

I have learned to have conversations with team members about what they need to do their work and achieve more towards their own goals and the team goals.

Encouraging team members to think about their own areas of leadership in the team and organisation.

I’m delegating more with greater confidence and I am coaching team members to achieve that work.

Listening more to my staff and other staff trying to understand more about what motivates them.

I am trying to be more aware of how other people are sitting with situations and not let me perception have to be the ‘right’ one.

I can see that I can get positive energy from dropping my inhibitions and being a bit ‘silly’ sometimes!

I am now willing to start on a project without knowing all the steps beforehand… And encourage others to do the same.
Understanding of inner strength and change.

Involving the team in conversations about an issue rather than jumping straight into trying to solve a problem – we have to understand the problem first.

I understand leadership comes form ‘innovative’ people not only from those in ‘power’.

I really like the distinction between adaptive and technical challenges. A lot of the work that I do is about encouraging change in environmental management and particularly requires and adaptive leadership approach.

I am trying to find more opportunities for my teams to share their stories.
I have been dealing with some complex people management issues and have been able to use ‘story’ to make strong connections with people.

I have learned to listen and appreciate others more, as we all have our own story.

Taking time to listen to other people’s stories as this can help me understand complex issues that I am trying to work with.

Results these changes have delivered:

My group has gone from verbalising ‘its not as good as it used to be’ to a self regulating and “willing to challenge and encourage each other’ team…

I feel more confident… with complex issues of teams with different personalities; people management issues; more confident to take risks and make decisions that are out of the ordinary.

I have more courage to provide feedback on issues of concern.

I am less likely to burn myself out.

I am more aware of my own thinking and leadership style and how I can best lead within the organisation… still have a way to go, however it’s a learning process.

I am a much stronger leader who is now able to empower staff and challenge people to achieve more.
Improved team dynamics … and happiness.