Through our vast experience with Disability Service mid-level managers, we know they can often underestimate the challenge of their roles as company leaders. Many have stopped working on themselves. Many are afraid of failure and this leads to a fear of change. Mid-level Managers often stop making progress because “they simply didn’t know how to.” Even when there is adequate support for change, it is sometimes difficult to know what is required to become an effective manager. Our specifically tailored programs can support them to thrive again and be one of your best assets.
Using our bespoke learning management platform we can build you an interactive learning module to help drive change and growth in all your employees.
Your front-line staff are the representation of your organisational brand and to have a successful business it’s important to keep your finger on the cultural pulse. Culture is hard to define, its that feeling you get, it’s the values and rituals that reinforce the narrative of your organisations story.
Culture has the potential to make, or break, your disability organisation.
One of the prime indicators of a poor culture is high staff turnover. Think about your three best front line workers. What would happen if they were to leave?
Does customer service drop
Do your clients follow them
Do your other good workers follow them
Do you no longer have the voice of reason on site and helping guide best practice
The cost of recruitment is only one element, add in reduction in revenue and bad word of mouth and you have a large dollar impost.
We can help. With no judgement and data driven methodologies we can help you keep top talent and weed out those that are sub par.
With the continuous shift in accommodation funding models and the constant reviews of the NDIS pricing arrangements, organisations are hard pressed to afford increased corporate overheads. Think differently, organisational structures are the way of the future.
Many disability organisations report overheads of 15-20% of their revenue
The industry is changing so rapidly, it’s had to keep up.
Your staff satisfaction surveys probably show a level of dissatisfaction with ‘head office’.
You are probably wearing multiple hats and there are more roles to fill than there are people. Chances are that everyone on your team is faced with juggling multiple tasks and priorities, and responsibility for tasks may fluctuate.
We can work with you to identify the key revenue driving roles and innovate alternate organsiation structures and models that allow the balance of roles and revenue clarity.
Supporting Potential are experienced in all types of workplace investigations, from informal complaints to highly sensitive allegations, we will review all the facts and draw conclusions.
Conducted a workplace investigation yourself, and worried about future external challenges? We can review your internal investigation and the process was undertaken, to minimise potential negative external issues.