As I move about in private enterprise in Australia I continue to see actions by senior management and directors that ignore the cultural changes taking place in the workplace. On top of this there is often scant regard for the impact of legislative change in the field of employment law by the more senior members of private boards. This is most relevant where the second generation have taken over and don’t agree with hold old habits they learned from their parents who founded the business. It is also common in private board rooms where the founder or their peers are still attending board meetings to hear some long term directors keep talking about the past.
There is no room in the boardrooms of today for comments such as When I was in charge we never had to worry about sacking staff or all these nanny-state safety rules. Etc It’s time for those who long for the past and will not accept change to wake up and stay away. You are putting the other directors at risk
The obligations of company directors in 2012 including recent legistalive changes in areas such as Fair Work Australia and the Safe Work Australia are too onerous to let those who cannot change with the times attend board meetings.
The same applies to CEOs and senior managers who still believe that the only way to influence human behaviour is to manipulte it.
I advise you to get hold of a copy of the new draft national code of practice on workplace bullying to see why those at the top have to change their own behaviour. Just because you have implemented training, and have a manual in place with policies and procedures you are not protected. You have to set the example even in private meetings. Be aware that your language will catch you out every time and I can guarantee that we will see workplace bullying claims in 2012.
Its 2012 not the 1960′s, 70′s or 80′s
