Teamworks Pacific builds a better workplace. We help our clients make the most of their people resource, ensuring that those people feel valued and empowered.

Our prime focus is Leadership Development. We believe those who lead the organisation can have the greatest impact on organisational performance. Read more >>

Trust is hard to earn and easy to lose. Steven Covey first introduced the notion of a trust bank in his book "7 Habits of Highly Effective People". He suggested that it takes a long time to build up the trust balance of one’s emotional bank account by making small deposits - and this balance can be quickly depleted with just one withdrawal.

The core issue in establishing relationships and building trust is honesty. The idea of a trust bank is that “deposits” of good and ethical work are made regularly and with transparency. These deposits earn interest from clients and colleagues in the way of sales, or by a positive work culture. These deposits should also serve us well if we make a mistake or if we meet with tough times. Read more >>

If you are providing long distance leadership, the following tips will help you manage expectations, people and communications.
  Read more >>

The toxic boss. We've all heard horror stories about their sociopathic behaviours. They’re grumpy, aggressive and always blame their staff.

Charming and delightful when on display, these rabid people turn into compulsive liars in the workplace. Whatever your industry, watch out for these toxic individuals who are slowly creeping their way up the corporate ladder.

How to recognise a toxic boss or team leader

A toxic leader can be recognized from as early as the interview. Although they are often agreeable, and sometimes even charming, characters - they are also predictable. You may be able to avoid working in a toxic environment, or least be prepared for one, if you keep an eye out for specific behaviours. Read more >>

Sport for athletes with a disability has existed for more than 100 years. Introduced after World War ll, sport as rehabilitation and treatment helped meet the medical and psychological needs of the many injured soldiers and civilians. In 1944, a spinal injuries centre was opened, which saw rehabilitation sport evolving into recreational sport, which in turn led to competitive sport.

The first competition for wheelchair athletes was held on the day of the Opening Ceremony of the 1948 Olympic Games in London. The concept grew rapidly and in 1960, the first Paralympic Games were held directly following the Olympic Games in Rome, Italy. The event used the same venues and format as the Olympic event and included 400 athletes from 23 countries.

With such rapid growth in competitive sports for athletes with a disability, numerous international sports organizations were formed to represent athletes. However, these organizations are either limited to one disability group or to one specific sport and an umbrella organisation that represented all athletes with a disability was needed. Read more >>

Press Release: 04.14.2010 – A new Maritz® Poll conducted by Maritz Research, a leader in employee satisfaction research, paints a dire outlook of American workforce attitudes toward employers. Employees’ trust toward their workplace has taken a severe hit, with employees across all industry segments citing a lack of trust in not only senior leaders, but direct managers and co-workers as well.

According to the poll, few (11 percent) employees strongly agree their managers show consistency between their words and actions. In addition, only seven percent of employees strongly agree they trust senior leaders to look out for their best interest, and only seven percent strongly agree they trust their co-workers to do so. Approximately one-fifth of respondents disagree that their company’s leader is completely honest and ethical, and one-quarter of respondents disagree that they trust management to make the right decisions in times of uncertainty. While workplace trust has been dwindling since the Enron, WorldCom, and Tyco scandals of the earlier part of the decade, threats of layoffs and downsizing have only exacerbated the problem. Read more >>

What can you do to energise your team? Plenty! Take some inspiration from the executives at the Cigna Group, an insurance company, who personally serve coffee and snacks to frontline staff during their busiest time of the year.

1. Thank your team: Let them know that they are appreciated

Learn from Southwest Airlines CEO, Herb Kelleher, who walked into an employee's office and gave him a big kiss - after hearing that he'd turned down a better-paying job to stay at Southwest.

2. Catch them: Find people doing something good

Take inspiration from hotel group, City Lodge's Gotcha! programme. Employees actively look for peers doing something exceptional. Once discovered, the employee gets presented a small "Gotcha!" reward by management. 

3. Embrace creativity: Give people time and space for innovation Read more >>

What is Teamwork?

In a nutshell, teamwork is the ability of a team to work together as a single unit with a common aim.

If your team gets together regularly to collaborate, work on a project, solve problems, negotiate and resolve conflict, then you’re on the right track. However, if your team is a group of individuals forging ahead with their own jobs, who seldom meet, and do not consider the common success of the group - you have quite a job ahead of you.

Luckily, there are 3 easy steps you can take to turn your motley crew into a high-performance team. Read more >>

Did your leadership programme work? You've attended the course, got your staff to attend the same course and you've all completed the booklets. But have things really changed? Are staff feeling positive about any changes? Does everyone understand each other (and work better together) now? Read more >>

Stephen Neal is working on a project with Surf Life Saving New Zealand (SLSNZ) to create a more collaborative organisation. SLSNZ has recently restructured itself to remove much of the regional fragmentation that currently exists.
 
The next phase of the transformation is to refresh key collaborative organisational processes and behaviours.
 
SLSNZ are seeking to create a more effective and efficient organisation that is able to work as one team, rather than a number of isolated units, leveraging its strengths to make a bigger difference to all.
 
As the Surf Life Saving community exhibits good collaborative behaviour, it creates an ideal platform from which to build.
 
The project will target key leadership groups to develop more collaborative processes and to adopt more collaborative leadership styles. A collaborative leadership style is focused on empowering others, facilitating dialogue and good decision-making amongst key interest groups. 
  Read more >>