Analysis

Leadership Development – showing the real return on investment

NZ Manufacturer July 2024 by Media Hawkes Bay Limited – Issuu David O’Connor, Commercial Manager, The Learning Wave While it is a comparatively easy exercise for businesses to show the Return on Investment on additional plant or machinery, being able to crunch the numbers of the real impact of leadership development training has traditionally been seen as more subjective, and made even harder when faced with the current headwinds of tight economic conditions. Businesses that continued to prioritise investment in their people during the earlier 2020s are now repeating the rewards of increased leadership bench strength, higher levels of staff engagement, and little or no employee churn. And many of our clients can now confidently calculate the return on their training investment. Much was made of the ‘Great Resignation’ during 2020 and the impact this would have on businesses losing their best talent, we all know businesses that stopped leadership development training while others doubled down on their investment to upskill their leaders. It is interesting that the commentary around the great resignation disappeared from HR and business reporting without much noise at all, and has been replaced with plenty of articles on the VUCA era – a trendy managerial acronym short for volatility, uncertainty, complexity, and ambiguity. In this VUCA era, it is reported that businesses need leaders – at all levels – with strong resilience, who can actively engage a wide and diverse group of staff, manage multiple projects and demands, and have a curious mindset to be able to lead their teams through constant change. So it is the businesses that continue to invest in their people leaders who will be reaping the rewards in the VUCA era, and being able to not only retain their top talent but also have a bench of talented leaders ready […]

Productivity is the only game in town!

From July issue NZ Manufacturer www.nzmanufacturer.co.nz Ian Walsh, Partner, Argon & Co It is great to see that finally we are talking as a nation about the need to be more productive. Our poor performance in productivity terms is not a new issue or problem, but given the current economic environment, it has become clear to everyone that we have a significant gap to countries with which we compare ourselves. The consequences of this are significant, with many young New Zealanders leaving for foreign shores for better pay, conditions and quality of life. This problem has been disguised for decades by global financial crises, pandemics, earthquakes and media misdirection (“We are the most liveable country!”, “Auckland is one of the top 10 cities!” etc.). Like climate change it has been possible to ignore for a long time. However, most of us are aware that our infrastructure is creaking. We can’t invest in health education, police, transport and other programs to the extent that we would like to, as we can’t afford it. Productivity is essential for economic growth, competitiveness, profitability, job creation, resource efficiency, and work-life balance. Focusing on productivity improvements at individual, organizational, and national levels can lead to numerous benefits and contribute to overall prosperity. I have been to many business meetings, and the focus for any improvement drive is return on investment – they are asking whether investing in an activity makes the business more profitable, more competitive and ultimately whether it will result in better return for shareholders, so they can invest in future programs to improve the product or service, grow the business and offer better products or services. The same is true at a national level, the government can only spend what the economy generates (balanced budgets and low debt). Profit (or in more […]

Women Going Places: Breaking barriers: Paving the way for women in tech

Read July issue here: Women Going Places July 2024 by Media Hawkes Bay Limited – Issuu Isabel Naidoo, Chief People Officer at Wise, New Zealand. Despite progress and international efforts in diversity and inclusion, the technology industry remains a male dominated space. We still see imbalances from graduate intakes, through to seasoned executives, and it’s a trend that’s yet to significantly shift. With only 27% of the New Zealand tech industry made up of women, it’s apparent that more needs to be done to attract and retain female talent in the industry. For women who do choose to pursue a career in the tech industry – they may be up against a range of problematic challenges: from pay inequity and a lack of representation, to gender bias and the inevitable act of balancing a career with family. And sadly, for a lot of working women – some of these challenges span far beyond just the tech sector. While some steps toward closing the gap have been made – truly meaningful progress is happening at a glacial pace. According to The World Economic Forum, it will take more than 150 years to close the global economic gender gap. The world is currently losing out on approximately $12 trillion USD of global GDP, and frankly – we cannot afford to wait over a century to close the economic gender gaps while still calling on more women to join the tech-force. It’s crucial the tech industry takes on more responsibility to foster an inclusive culture where women and other underrepresented talent are supported and empowered. Strategies for taking control and driving progress It’s not just enough for women to consider what’s in their best interests, we need to be a part of an industry which does the same. The progressive nature of the […]

The Tohu App – how cultural mapping can boost industry growth!

From July issue of NZ Manufacturer magazine www.nzmanufacturer.co.nz By Dr Troy Coyle, HERA CEO Our engineering, construction and manufacturing sectors are struggling to find talent. We need to be far more inclusive so we can unlock the potential of a diverse future workforce and all the benefits they bring to our mahi (work). I have for some time spoken about this based on my own experience, being female. I have fast realised that wāhine Maori are even more under-represented and indeed Māori generally. The reasons as to why women and Māori (and Pacific for that matter) are not attracted to these sectors are varied and complex. However, one key issue is that high school children (and even down to intermediate and primary) are not engaging with STEMM (Science, Technology, Engineering, Mathematics and Mātauranga Māori). They are not aware of the plethora of disciplines in STEMM or the future careers that are available to them. They don’t know how exciting, engaging and rewarding careers in these disciplines can be and how they contribute in so many different ways to inter-generational wellbeing. Importantly, they don’t know what will match with their own individual wants and needs from a future career. For Māori, this requires a matching process where rangatahi (youth) can identify careers that map to their values in a kaupapa Māori way. If there is one thing we have learnt at HERA over our years holding space for Matauranga Māori, it is that Māori need to be engaged in a Māori way. Prevailing career matching tools do not consider cultural differences and they don’t consider a person’s values either. They often simply match a person to a career based on their perceived academic aptitude. This fails so many of our rangatahi and leaves many behind. It also, likely, pushes rangatahi towards […]

Call for Entries -Master Electricians Excellence Awards 2024

The Electrical Contracting Association of New Zealand (Master Electricians) is putting out the call to its member businesses to enter their best projects and initiatives into the upcoming Master Electricians Excellence Awards 2024. The biennial competition and awards ceremony recognises excellence and achievement of its members within the electrical contracting industry. In addition to the top award of Master Electrician of the Year, there are excellence awards for industry champion, emerging business, innovation, lighting design, electrical projects, and sustainability. “The awards are great for the industry and provide a boost for businesses – they profile leadership and help with reputation,” said Shane Bell, Managing Director at Des Scott Electrical 2008 Ltd – winner of the 2022 Excellence in Innovation Award. “We found it a good way to showcase our work, to see where we sit in the market, and the awards help attract quality staff and build morale.” Des Scott Electrical created a mobile seed cleaner, an innovation that could transform the seed-cleaning process worldwide. Alex Feeney, NZ General Manager at KME Services, winner of the 2022 Excellence in Lighting Design Award and Excellence Award for a Project over $5 million, said “It was good to get recognition for some hard work and it helped with the perception of our business. The awards are 100% a positive for the industry and for the winners’ reputations. They helped with promoting the business and showcasing our abilities.” KME Services won the Lighting Design Award and Electrical Project Award – Over $5 milliion for its design, installation, and commissioning of the electrical supply and reticulation, general and emergency lighting, and control and lighting protection systems (seismic restraints) of the new Te Pae Christchurch Convention Centre. The Excellence Awards are the only awards of their kind for electrical contracting businesses in New Zealand to […]

NZ’s productivity stagnation requires a long-term plan from politicians

– Dennis Wesselbaum, Associate Professor, Department of Economics, University of Otago In the ups and downs of the global economy over the last decade, New Zealand has had one relatively consistent challenge: persistent productivity stagnation. Productivity compares the amount of goods and services produced (output) with the amount of inputs used to produce them. Since the Productivity Commission was set up in 2011, annual productivity growth has averaged at just 0.2% – one of the worst in the OECD. In 2023, New Zealand experienced declines across key metrics: labour productivity dropped by 0.9%, multifactor productivity (which includes labour, capital, energy, materials and purchased services) fell by 2.2% and capital productivity by 3.8%. There has also been a sharp decline in small business productivity, with a 19% drop from its peak in November 2022. Productivity is not only an abstract concern. It directly impacts income growth, exacerbates inequality and hampers overall welfare. The productivity puzzle But New Zealand’s stagnation doesn’t have to be inevitable. There are tangible approaches the government can take to boost the country’s productivity. Here’s how. Human capital There are at least two ways New Zealand can improve human capital – the sum total of the skills and education a worker has to do their job. In the short-term, the government needs to allow more high-skilled migrants to enter the country. This type of migration can reduce skill mismatch and create knowledge spillovers. That is, migrants bring valuable knowledge, expertise and innovative ideas from their home countries, which can spread to local firms, industries, or individuals via collaboration and competition. Over the long-term, investing in education and cultivating STEM and digital skills will be crucial for combating the country’s productivity stagnation and future-proofing the workforce. Technology Technological advancement is a key driver of progress, yet its integration requires careful planning. Artificial intelligence (AI), in particular, holds immense potential to boost productivity. One […]

Q & A: Catherine Jones, Chief Executive, Creative HQ

Q: How long have you been CEO at Creative HQ? A: I’ve been at Creative HQ for six-and-a-half years now and in the Chief Executive role for the last four-and-a-half. Being part of an organisation with such a strong track record of impact over the past 20 years is a joy and a privilege. Q: What does your role involve? A: As CEO, my role is to provide strategic direction and leadership to ensure Creative HQ continues to deliver high-impact programmes that support startups and innovators to unleash their potential. This is important because we’re helping to shape the future of the New Zealand economy. Creative HQ’s strategy is aligned with the UpStart Nation report presented to Government late last year. This report states that Aotearoa requires 5,000 active, thriving, high-growth startups by 2030 to drive our economy on a global stage. Creative HQ’s goal is to enable 400 of these. Tech companies are fast becoming the biggest export sector for our nation, and the entrepreneurs and intrapreneurs who will build these companies are everywhere. They live within public and private sectors, universities, and Crown Research Institutes; and they have expertise in sectors such as engineering, manufacturing, agriculture, tourism, education, space, and medicine. Our expertise lies in teaching them to be entrepreneurs – helping them turn their ideas into scalable and investable businesses. In doing so, they create better economic, environmental, cultural and social outcomes for us all. At a B2B level, my team spends a lot of time helping organisations create a culture of innovation that is appropriate for the size and type of organisation we are working with, as well as building capability within existing members of that organisation to be able to innovate. Unlike traditional consultants who will come in and do that work for a business, […]

Schneider '25 Years Young' program launch

Schneider Electric Foundation turns 25, calling for projects around the world to apply for support

To mark the 25th anniversary of its foundation, Schneider Electric a leader in the digital transformation of energy management and automation, is launching a global campaign to celebrate both this key milestone and the next generation of young leaders committed to building a fairer, low-carbon-emissions society. Throughout 2024, the foundation is celebrating the world’s youth by raising awareness of their social and environmental impact and mobilising support from its employees. The high point of these celebrations is the ‘Youth Innovation For A Sustainable Future’ campaign, with a call for projects to be rewarded with funding. The campaign culminates in a €50,000 global prize awarded to the winning project during the COP29 climate summit in Bakou, Azerbaïdjan. Leading up to the global highpoint, each of five continents, including Australia and New Zealand in Asia Pacific, will also award five winning projects each with funding. All 25 winners will be eligible for the global €50,000 prize. The winning project for Asia Pacific will receive €30,000. Second prize is €20,000, third and fourth place will receive €10,000 each, and the final winning project will receive €5,000. Entries are open to young people aged 15-30 years old until 22 July and winners will be announced on 26 August 2024. The SE Foundation’s joint campaign with Ashoka is named ‘Youth Leading the Just Transition’ and is aimed at selecting the most innovative and impactful 25 youth projects across the world in the field of professional engagement as well as just transition. The joint campaign with Ashoka’s program Changemaker Companies will select 25 of the most impactful and innovative youth projects. The five continents include Africa, the Americas, Asia-Pacific, Europe, and the Middle East. In addition to jury selection, projects have an opportunity to be rewarded with €2,000 as a local audience favourite of Schneider employees. […]

Balancing innovation and growth

-Adan Sharman, Senior Partner, Dsifer The EMEX Exhibition happens every other year at the Auckland Showgrounds and is both a chance for vendors to showcase the latest in manufacturing technology, systems and services, but also an opportunity for the industry to comes together to share perspectives on the challenges facing the industry, and the opportunities available through evolutions in approaches, technologies and markets. The 2024 edition of the EMEX Exhibition was no exception. Following on from the highly attended 2022 edition as the industry came together for the first time since the COVID pandemic, this year’s event had a more grounded feel to it as vendors and manufacturers alike seek to balance innovation and growth for the long term with capital and market constraints in the short term. One notable change since 2022 was the presence of New Zealand’s first minister for manufacturing, Andrew Bayly. Whilst it is still early days in the establishment of the portfolio, the fact that the industry now has ministerial representation is seen as a positive development as New Zealand struggles to keep pace with the investment in the industry that is being demonstrated overseas. Whilst there may have been little directly for manufacturers to shout about in the May budget (announced on the final day of the exhibition), Minister Bayly has indicated some positive moves already, notably an extension of the Smart Industry Readiness Assessment funding to support manufacturers identify opportunities for acceleration through the adoption of industry 4.0 technologies. This visibility of the industry at the ministerial level was welcomed by the exhibitors and visitors to EMEX this year. However, in speaking with attendees, the focus remains on navigating through a challenging economic environment, whilst not limiting potential future growth and agility for the long term. Whilst every business has its own context, […]

Transferable skills the key to unlocking productivity benefits

-David O’Connor, Commercial Manager, The Learning Wave Having had the opportunity to attend a number of industry conferences over the past few weeks and network with a variety of industry players, I can’t help but reflect on the role training plays in the Manufacturing sector. I find myself questioning whether there is a reset needed in order for the industry to see the desired value and outcomes from the training investment. Traditionally, the Manufacturing sector believed that ‘qualifications’ are the currency when it comes to training staff, and while there is a place for qualifications, we need to challenge ourselves on whether we are seeing the outcomes deemed so essential in the current environment through this means of training. The general feeling amongst the industry at the moment is that there is a need to lift productivity, create a more dynamic workforce and work on the softer skills which ultimately create a more engaged and efficient organisation. Unfortunately it’s commonly agreed that the current qualification based training is not hitting the mark. With increasing commentary about the need for NZ Manufacturers to invest and adapt to smart technology it has been encouraging to hear the conversation evolve into the importance of investing and developing in smart human capital as well. We need to start talking about how we create smart people, and in doing so create a NZ wide training approach that prioritises skills development and transferable skills , creating a team who are fully engaged and adequately equipped to meet the evolving demands of today’s work. Focussing on transferable skills in critical areas like leadership and problem solving, rather than task based, role specific skills is the step change the industry needs. Not only will this result in positive productivity and engagement benefits, but will no doubt improve employee […]

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