Whilst Airbnb’s hyper growth has propelled them to world fame and a market valuation of $30 billion, with such high change and increased complexity, there are always unintended consequences. Hyper-growth brings great opportunity but moving fast meant Airbnb’s people leaders were in need of more support. Like many organisations, people had been promoted into leadership roles without an in-depth knowledge of what it takes to be a leader. Airbnb’s leaders and their teams were overwhelmed…and they were burning out.

With a strong understanding that people leave managers not organisations – and a desire to help people be the best they can be – Barry and team created a set of experiences to help managers to help their teams. Based on the concepts of reflection, social learning and habit forming, the Amplify program was introduced to equip leaders in 6 key behaviours – belonging, growth, clarity, accountability, empowerment and sustainability. 750+ leaders across 32 global offices are now involved in the program with 98% of participants saying they would recommend it to a colleague.

What You’ll Take Away from This Session:

1. 6 key behaviours that all leaders need enable individuals and teams to deliver their best work

2. The importance of empowering leaders – their role in the organisation and ability to Amplify

3. A blueprint of how to develop an immersive leadership development program that centres on what true habit formation looks like and creates opportunities for self-organised learning

When Genevieve was tasked with looking after the health, safety and wellbeing of 108,000 people at Coles, she knew mental health needed to be on the agenda. Personally passionate about reversing the trend of mental illness in Australia, she believes mental health issues are one of the biggest tsunamis faced by society today. The first step according to Genevieve is in seeing mental health not as what we traditional think of as mental illness, but something that’s imperative for everybody!

Coles’ 3-year journey to improve mental health has been an incredible learning experience. Their ‘5 pillars to create a mentally-healthy me’ tutorial has been watched by over 12,000 team members to date, and Genevieve and her team have now moved to phase two – redesigning teams for optimum mental health!

What You’ll Take Away From This Session:

1. Put on your own oxygen mask first: 5 pillars for leaders to take care of their own mental health

2. How every leader can have a major effect on the mental fitness of their team through an iterative process of team redesign

3. How to get peers, team members and the organisation at large to pay attention to mental health!

Andrew has held senior leadership roles in financial institutions for over 30 years and is currently the Managing Director of New Zealand’s largest trustee company, employing over 200 people. Perpetual Guardian recently shot to fame on an international scale after Andrew announced the company would be trialling a 4-day working week, whilst still paying employees for the full 5 days.

Andrew made this unique decision after discovering shocking research that showed employees globally spend only a couple of hours each day engaged in productive work. Andrew believes that in freeing up time for his employees to be better mothers, fathers, friends and individuals, he’ll have a more engaged and energised workforce.

What You’ll Take Away From This Session:

1. The findings from Perpetual Guardian’s trial of a 4-day working week: What happened to engagement and productivity levels?

2. Why the need to reorganise workplaces? The game-changing research showing how unproductive most people are at work, plus Andrew’s ideas for rethinking the way we run businesses

3. How to open up honest dialogue between employer and employee, helping people to be their best

Synopsis coming soon

In 2005, Monash University took the first step in their journey to a healthier workplace with a few people walking around the campus with an apple and a water bottle in hand. Whilst Higher Education is an industry where it’s notoriously difficult to obtain funding, after over a decade of slowly building the program, Monash now boasts an extensive workplace wellbeing program that is focused on equipping, facilitating and supporting employees to improve and maintain their health and wellbeing for the long term.

In 2016, this program saw Monash University recognised as The World’s Healthiest Workplace! By starting small, gaining recognition and building momentum as they went, Vicki Ashton believe they’ve created a sustainable wellbeing program that will far outlive leadership changes.

What you’ll take away from this session:

1. How to get a wellbeing project up and running with very little (or no) budget!

2. Why it’s better to start small and use measurements and successes for build engagement as you go

3. Learn from over a decades-worth of wellbeing initiatives – what works when and why

Alana is a highly-creative innovative thinker, currently the Head of Talent at oOh!Media. During her time at the company, she has completely re-engineered the experience that new hires and prospective talent has with the oOh! brand and hiring managers.

Leveraging technology to automate time consuming processes like new starter provisioning, parental leave and exit paperwork, Alana has freed up the time for managers to really get to know their people as individual humans with different needs and preferences. This embodies the essence of the oOh! culture, which is to create an environment for people to be their best selves. Leaders at oOh! are empowered to create ‘moments of joy’ for their people, all of which has resulted in an astounding eNPS (Employee Net Promoter Score) of 93/100 for new hires!

What will you take away from this session?

1. Designing your people experience for small and large organisations alike – gathering data, journey-mapping and picking the right moments of joy

2. There’s no such thing as over-communication! How you can leverage technology on a small budget to help you communicate with your people better.

3. Get to know your people, as people! Using onboarding to understand what makes them tick – and action on it!

Allison is a part of the Leadership team that overhauled the NAB Collections department, now called NAB Assist. They wanted to learn how to help their customers experiencing financial hardship faster and more effectively. The results have helped customers get out of financial hardship and created significant cost savings for NAB. This win-win outcome saw NAB Assist recognised by Fortune magazine and included in their ‘50 Companies Changing the World’ list, the first Australian company on the that list.

The demands of this work are high. Speaking to customers experiencing tough times day in, day out can take its toll on the team. Removing call centre scripts and taking the customer conversations to the next level required a lot from the advisors. Allison saw a huge opportunity to improve the team’s resilience, engagement and in turn employee experience, and so stepped up and pitched the Wellbeing @ NAB assist strategy to her General Manager. NAB Assist are now the pilot for the NAB Group Wellbeing Framework.

What will you take away from this session?

1. Your future leadership is up to YOU! What Allison has learnt about being an authentic and vulnerable leader, taking ownership of your own career path and working on the things that align to your values

2. How EVERY leader has the ability to influence change – but be aware of your circle of influence and what you can and can’t control to avoid fatigue and burn-out

3. Lessons from NAB’s pilot wellbeing program ‘Wellbeing @ NAB Assist’ – including measuring baseline wellbeing, and outcomes from their initiatives so far

In his best-selling book, The Five Dysfunctions of a Team, Patrick Lencioni identifies the first dysfunction as an absence of trust. This lack of trust creates a domino effect, leading to a fear of conflict, a lack of commitment, avoidance of accountability and inattention to results.

In this presentation, Keith Ayers, CEO of Intégro Learning Company, and Robyn Collins, General Manager of RSL NSW and RSL DefenceCare will show how a positive approach to Lencioni’s model can build cohesive, high performing teams. When a team has a high level of trust, they engage in productive, healthy conflict. Team members commit to decisions and actions, willingly hold each other accountable and focus on achieving collective results.

As a result, the team:

• Makes better, faster decisions
• Taps into the skills and opinions of all members
• Avoids wasting time and energy on politics, confusion, and destructive conflict
• Creates a competitive advantage for your team and business
• Has more meaningful conversations about how they work together on a day-to-day basis
• Is more fun to be on!

It all starts with trust. Yet many teams fail to get started on being cohesive because they do not know how to build trust. The challenge is that being trustworthy does not build trust, it is behaviours that builds trust. Robyn and Keith will share with you how RSL NSW and RSL Defence Care are using the Intégro Trust Model and The Five Behaviors of a Cohesive Team to rebuild trust-especially after it has been broken.

Rowena Hubble is a hands-on mother of two, a wife, a friend, an active local community member, and Head of Finance Transformation at ASX-200 company, Metcash. Following the birth of her two children (now teenagers), Rowena was determined not to have to choose between a successful career and success in everything else in life. Through more effective management of her time and energy, she was able to manage the game of life and work.

Based on her own success in re-engineering her workday to create time for life, and researching the best ways to manage time from around the world, last year Rowena self-published a book to share her insights (writing the book whilst working full-time is testament that she clearly does manage her day well).

What You’ll Take Away from This Session:

1. How your current lifestyle choices are impacting your life. Use your personal goals and values to focus on what matters most to YOU

2. Key insights and ‘aha’ moments from Rowena’s interviews with other top executives

3. Practical tools and techniques based on research dedicated to prioritising, focusing, motivation, multitasking, managing emails and embracing “good” stress

Violet is the 2017 National Telstra Business Woman of the Year and CEO of community NFP organisation Settlement Services International. In the past 5 years as CEO, Violet has overseen the evolution and diversification of SSI that has led to more than 1,100 per cent revenue growth to $113 million and from a staff of less than 70 to over 600. Violet puts this success down to collaboration, a culturally-diverse and passionate team, putting people first, and a strong focus on values over financial outcomes.

Violet has a refreshingly authentic leadership style – built on courage, openness, humility, optimism and resilience. Her upbringing as part of a migrant family taught her that every person should have the right to live to their full potential. She has always had a great aspiration for a better world, a better sector and a better community.

What You’ll Take Away From This Session:

1. How leaders can nurture themselves and succeed with authenticity, humility, curiosity, courage and resilience at the core

2. The keys to a high-performing team culture – diversity, values and a focus on people over profits

3. Growing business through collaboration, not competition