Aequip Blog

Luke O'Mahoney

Luke O’Mahoney building employee experience and culture that allows people to be the best version of themselves

“I started really opening my eyes, this human affairs approach that I’d been really longing for, I suppose, because in my previous roles and being very much encouraged to focus on numbers and outputs that were that were more tangible and less related to human experience, I suppose. And my longing has been to get into an environment where I could help the impact and drive change within people.”

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A truly hue-man conversation with Vivian Acquah, Hung Lee, and Olga Piehler

“it’s continuing to be intentional about understanding better in learning more about others and and what their point of view is and their experiences. And we were talking earlier about how the George Floyd murder occurred. And there was a big reaction for many of us. And then the conversation says start to slow down. And I want to be intentional about it takes time to absorb some of what has happened throughout. So, so long as we start to unveil one thing and learn about systemic racism. There’s so much to do today that it just you just I just, I personally want to keep having the conversation so that I can be I can keep learning from it. And not just Oh, check. I had the talk. I did. I read the book at the time because or I had to I read the blog or that it just takes time for me.”

Vivian Acquah

Vivian Acquah on creating Amplify DEI, an ambitious D&I project whose time has come

Vivian Acquah is all about the holistic way of sustainable employability, called workplace wellness. For her, this is the way to work on a healthy culture at work. She made a promise to her son to help make the world a sustainable place by advocating for a healthy workplace where people can thrive. She has created Amplify DEI, bringing 70 speakers from across the world together to explore DEI.

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People champion Julie Turney on leading from the heart in Barbados HR world

People Champion Julie Turney: “I want to be the opposite of those people that I’ve encountered who have caused me pain at some point in my life.
What I have to offer people is bigger than restricting myself to one company, and working for that company for the rest pf my life, and knowing that every single person that I touch, no matter where I am, no matter who they are, that I have something valuable to offer that is going to change someone’s life.”

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A truly hue-man conversation with Eric J. Henderson, Elizabeth Lembke, and Cordelia Gaffar

Truly Hue-man Conversations are a series meant to amplify the voices of individuals not from the dominant culture. In this conversation Cordelia Gaffar, Eric J. Henderson, and Elizabeth Lembke discuss fear, bliss, love, and drawing on the wisdom in the works of Dr. Seuss.

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Empowered leadership, and how I as the boss tried to show up authentically

In my last couple of roles, I was lucky to spend quality time with the team before I officially joined. In my last role, for three months, I spent one day a week in their offices getting to know them and more importantly, letting them get to know me.

Why was this so important? A new boss in an organization is a scary thing. Allowing people to really get to know me is the only road to building trust. While this might sound self-centered, it is actually not. In Frei’s words, ring one is ‘It’s not about you.’

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Frances X. Frei on trust, empowered leadership, and authenticity

‘for your company and beyond, is culture and here, the thing about culture, not only everywhere where strategy is silent, culture tells us what to do. But think about all the people that interact with the stress with the culture of our organisation. Everyone in the company, every customer, every stakeholder, every investor, we reach so many more people with culture than we do with everyone else. And that’s the last dream of empowerment leadership.’

horses and leadership

Beth Killough on horses and what we can learn about leadership from animals

A life-long cowgirl, writer, professor, and a licensed psychotherapist, Beth Killough is the owner of The Circle Up Experience, a consulting firm which provides leadership training and culture development to corporations, universities, teacher groups, first responders, and non-profit organizations. Circle up has trained thousands of leaders all over the country and has designed long-term culture programs to transform workplace relationships.

Hung Lee Recruiting Brainfood and Workshape

Hung Lee on recruiting in the modern age, the brain, and living in an agile world

After four years of studying various tribes in Papua New Guinea and South America and so on, I became kind of really less interested in the Exotica and more interested in the anthropology that was happening in big cities, urban anthropology, because it became clear to me that actually a lot of the things that we go out, to study out there are actually processes that occur in here in the world we’re in and anthropology is really fantastic for me to just take that skill set and apply it to the modern world, the city world that that I’m part of…maybe there’s a dotted line somewhere from there to the world of recruiting because, you know, it is about finding the right organisation, the right fit, why do certain businesses or groups of people within those businesses behave in this way? And that’s an enduring fascination for me

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Doing the Work: Who do I think I am to be organising anti-racism discussions as a privileged white woman?

Most of what I did was “Salvation by Bibliography.” I am embarrassed to admit it. I read the right books, I watched the right films, I cried sincere white tears at the injustices that were happening all around me. And then I went back to living my privileged life, one where I could choose to take a stand on my own terms and where I could compartmentalise and therefore often ignore anti-black racism when it wasn’t confronting me directly. I was the typical “nice white lady,” well-intentioned and well-meaning, who could speak against white privilege while enjoying the benefits of it. My silence with other white people made me complicit.

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Organisational listening and innovation

As a former CEO confident that I embodied the perfect balance of emotional intelligence and innovative leadership, it never occurred to me that there could be unspoken issues that never arose in team conversations. How many times did we ask for feedback? How many ways did we offer opportunities to people to speak their minds? How many one to one meetings did I hold where I encouraged the individual to feel comfortable to speak openly? How could any CEO be as approachable and empathetic as I was?

Joanne Lockwood D&I and Trans awareness

Joanne Lockwood, D&I and Trans Awareness Consultant, on Improving Belonging

So I made not only a change in a career. I also took the opportunity to gender transition at the same point. So some people say that is crazy. 52 years old, junking your entire life career and startup new. I also junked my entire life, gender as well. So, couple that with the challenges of our family… my passion was inclusion, around belonging around trying to make a better place, or mainly at the time people like myself, trans people to thrive.

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Best-selling author David Marquet on intent-based leadership

‘The problem wasn’t I’d given a bad order, the problem was, I was the one giving orders…The best way to organize humans to achieve greatness is to create a structure where each person in the team is internally motivated. And they are striving for greatness, not avoiding errors. In other words, it’s not playing to lose, it’s play to win. It’s got to come from within with the job of the leader here is to create the structure, the language and the direction.’

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Toby Mildon, D&I architect, on Diversity and Inclusion as a competitive advantage

“I’ve called the book Inclusive Growth, because I believe that when organizations are inclusive and they are able to attract and retain diverse talent that they are able to grow they are better performing businesses. They are able to break into new markets, they’re able to recruit more people, whenever growth represents that they’re able to do it if they can do it in a much more inclusive way. So we talked about that in the first step of clarity.”

Psychological Safety Amy Edmondson

Amy C. Edmondson on psychological safety

About psychological safety: “I was looking to show that better teams made fewer mistakes. And I was studying this in the healthcare setting. And instead, what I found was it looked like according to a well validated survey, measure of teamwork and team effectiveness, that better teams were making more mistakes.”

remote working expert Cali Yost

Cali Yost, flexible working futurist, explains the new flexibility

Cali Williams Yost helps organisations to increase productivity and innovation and thereby build dynamic, future-ready cultures. “It (the current crisis) has got rid of these artificial barriers that we have put around these different parts of our lives. It opens up the door to realise we are all in this together, what’s your specialness that you are bringing to the table and let me show you mine,” says Yost, flexible working expert.

Garry Ridge on servant leadership

Garry Ridge, CEO of WD-40, servant leadership in action: The most powerful three words are “I don’t know.”

Why servant leadership? I’m really passionate about creating a place where people go to work every day, they make a contribution to something bigger than themselves. They learn something new, they feel safe, and they go home happy. And the reason I’m passionate about it is that I think it’s a sin that 65 percent of people go to work every day and they hate their jobs.

Feeling Included

Feeling Included

Feeling like you’re part of a team can be motivating and validating. Belonging is an important factor in workplace well-being. Everyone wants to be seen and heard.  But sometimes, uncomfortable conversations, invalidations, and difficult behaviours can make you wish things were different. Feeling uncomfortable, or even unsafe at work, is no fun, but more importantly, […]