Find Grow Keep

Today, Karen explores the pivotal role of a strong, adaptable culture in supporting sustainable business growth. As businesses aim to scale, the foundation of shared values, beliefs, and practices becomes essential. These elements should foster innovation, agility, and resilience, aligning closely with the organization’s growth objectives.

What you'll discover in this episode:

-> The significance of culture in the scalability of a business, emphasizing the need for a culture that encourages risk-taking and innovation.

-> Key elements of a growth-supportive culture including strong leadership, continuous innovation, and cross-functional collaboration.

-> Practical steps for building and reinforcing a culture that can sustain rapid growth, such as strategic recruitment, focused training and development, and effective feedback mechanisms.

-> Insights from leading studies and reports that highlight the importance of cultural alignment in enhancing a company's capacity to innovate and expand.

Join us as we delve into how you can integrate these cultural strategies into your business framework to support and sustain growth.

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Visit Amplify HR for more insights and resources. 

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In this episode, Karen Kirton explores how to lead your business—and more importantly, your people—through successful digital transformation. While tech tools may streamline operations and boost efficiency, it's your team who brings those systems to life. So how do you ensure they're ready, capable, and confident to embrace the changes?

Karen breaks down what digital transformation really means, why it’s not just an IT project, and how to build the culture and leadership needed to make it stick.

In today’s episode, you will learn:

• What digital transformation really is – It’s not just new software. It’s a rethinking of how your business operates and delivers value.
• The true driver of transformation: your people – Technology only works if people are equipped and motivated to use it. It’s a people and culture journey as much as a tech one.
• Common challenges during transformation – From resistance to change and upskilling gaps to generational differences and environmental concerns, Karen outlines what to look out for.
• The role of leadership – Why digital-savvy leaders who communicate clearly and consistently play a critical role in success.
• Why learning is key – Encouraging continuous learning and embracing experimentation helps reduce fear and builds capability.
• The power of communication and collaboration – From roadmaps to intranet resources, Karen explains why teams need both the why and the how—and how to foster information-sharing across the business.

Karen’s practical tips for preparing your team:

1. Develop a clear strategy and roadmap – So everyone knows where you’re going and how you’ll measure success.
2. Foster collaboration – Break down silos and share knowledge across departments using daily huddles, async tools, or shared platforms.
3. Empower people with digital tools – Ensure employees can access information and take ownership of the change journey.
4. Monitor, review, adapt – Digital transformation never truly ends. Gather feedback and adjust your plan as you go.

Karen's takeaway:
Digital transformation is as much about mindset and behaviour as it is about software. If your team isn’t brought along for the journey, even the best tools won’t help. Clear communication, strong leadership, and a culture of learning are the real keys to success.

Make sure to subscribe to stay updated with new releases every second Monday!

Visit Amplify HR for more insights and resources. 

Send us Fan Mail

Download our free guide, “Getting Stuff Done Through Your People,” giving you the tools to build a culture where people take ownership, goals get achieved, and results follow.

https://www.amplifyhr.com.au/downloadable/getting-stuff-done-through-your-people/ 

In this episode, Karen Kirton answers a question many leaders face: What do you do when a team member just doesn’t seem like themselves anymore? They might be disengaged, irritable, or withdrawn—and as a manager, it’s not always clear whether to raise it, how to approach it, or what to do if they shut you down.

Karen explores how to recognise behavioural changes, initiate the right kind of conversations, and manage this situation with empathy, clarity, and responsibility.

In today’s episode, you will learn:

• Why it’s important not to ignore changes in behaviour – Using the iceberg metaphor, Karen explains how most of what’s going on for people is beneath the surface and why it’s worth checking in even when someone says they’re “fine.”
• How to start the conversation – Learn Karen’s go-to language for raising concern in a safe and supportive way, without making it a performance issue.
• What to do when they say “I’m fine” but the behaviour continues – Why revisiting the issue a few weeks later might be the moment they’re ready to talk.
• Understanding emotional bandwidth at work – How employees often suppress personal stress at work, and why your concern may either trigger tears or defensiveness—and how to handle both with care.
• Your responsibility as a manager – When ongoing issues could indicate more serious problems like bullying or harassment, and why addressing it isn’t just helpful—it’s a duty of care.
• The power of curiosity and positive intent – Karen shares how a mindset of genuine care and openness can lead to trust and better workplace communication.

Karen's takeaway:
There’s no downside to checking in. You might uncover a small fixable issue—or support someone through something bigger. Just don’t keep asking the same question over and over if they shut it down. Come back once, with empathy and clarity, and create space for the conversation to open up.

Make sure to subscribe to stay updated with new releases every second Monday!
 
Visit Amplify HR for more insights and resources. 

Send us Fan Mail

Download our free guide, “Getting Stuff Done Through Your People,” giving you the tools to build a culture where people take ownership, goals get achieved, and results follow.

https://www.amplifyhr.com.au/downloadable/getting-stuff-done-through-your-people/ 

As the new financial year kicks off in Australia, Karen Kirton explores a crucial factor that can make or break your business goals: the effectiveness of your middle managers. Often caught between strategic direction and operational execution, middle managers can become the "frozen middle" — disconnected, overwhelmed, and under-supported.

In this episode, Karen shares how to engage, empower, and elevate your middle managers so they can help drive your organisation’s success in the year ahead.

In today’s episode, you will learn:

• What the "frozen middle" is – Why middle managers often feel left out of strategic planning and how this disconnect hinders organisational progress.
• The burnout problem – Citing Indeed’s 2023 Wellbeing Report, Karen highlights how over 50% of middle managers are stressed or burnt out, leading to inefficiency and disengagement.
• The communication gap – Why you need to take your middle managers on the same strategic journey as your senior leadership team—and how to do that effectively.
• The mindset shift – How to help managers understand their vital role as leaders, not just individual contributors juggling 130% workloads.
• Development matters – What leadership development could look like for your business, and how regular, low-lift training sessions can keep middle managers energised and aligned.
• The one-thing-a-month rule – Encouraging self-driven learning through simple activities like podcasts, articles, or networking to broaden perspectives and reduce overwhelm.

Karen's call to action:
Include middle manager support in your business planning for the new financial year. Get their feedback, understand their pain points, and implement communication, mindset, and development strategies to unlock their full potential.

Make sure to subscribe to stay updated with new releases every second Monday!

We’d love your feedback on this series, just head on over to Amplify HR or connect with Karen on LinkedIn.

Send us Fan Mail

Download our free guide, “Getting Stuff Done Through Your People,” giving you the tools to build a culture where people take ownership, goals get achieved, and results follow.

https://www.amplifyhr.com.au/downloadable/getting-stuff-done-through-your-people/ 

We discuss the importance of performance reviews for enhancing employee performance. As businesses evolve, a consistent approach to performance management becomes crucial, focusing on ongoing development and aligning team goals with business objectives. Tune in for insights on effective performance management strategies.

Send us Fan Mail

Download our free guide, “Getting Stuff Done Through Your People,” giving you the tools to build a culture where people take ownership, goals get achieved, and results follow.

https://www.amplifyhr.com.au/downloadable/getting-stuff-done-through-your-people/ 

As performance review season rolls around, Karen Kirton takes a deep dive into the psychology of motivation to uncover what truly drives employee performance. Drawing on research in organisational behaviour and human psychology, she shares eight key motivators and offers practical tips for how managers can tap into each one to inspire their teams.

In today’s episode, you will learn:

• 1. Autonomy
  Employees perform better when they have the freedom to control how they complete their work. Karen suggests ways managers can provide autonomy—like letting employees draft their own goals or determine how to achieve a set outcome.
• 2. Mastery
  Developing skills in areas employees care about increases engagement. Support mastery through professional development, strengths-based coaching, and career conversations that align with growth.
• 3. Purpose
  People are more motivated when they understand how their work connects to a bigger purpose. Karen advises businesses to create a clear, one-line purpose statement and regularly link roles and values to that purpose.
• 4. Recognition
  Frequent, genuine acknowledgement of effort and achievement boosts motivation. Build recognition into your one-on-ones and consider informal or formal reward programs.
• 5. Rewards
  Both intrinsic (personal growth) and extrinsic (bonuses) rewards matter. Ensure your remuneration and benefits structure is well-communicated and valued as part of your employee experience.
• 6. Relationships
  Strong social connections at work enhance performance. Karen encourages creating space for collaboration and team bonding through social activities and inclusive meeting practices.
• 7. Progress
  Seeing progress toward a goal is a strong motivator. Help your team set clear milestones, use scorecards or dashboards, and celebrate small wins along the way.
• 8. Security
  Stability and job security reduce anxiety and enable better performance. Managers should communicate direction, avoid performance-related redundancies, and foster a culture of trust.

Karen wraps up with a reminder that each individual is motivated differently. When managers actively tune in to what drives each team member, they’re far more likely to create a workplace that is engaged, productive, and high performing.

Make sure to subscribe to stay updated with new releases every second Monday!

Visit Amplify HR for more insights and resources. 

Send us Fan Mail

Download our free guide, “Getting Stuff Done Through Your People,” giving you the tools to build a culture where people take ownership, goals get achieved, and results follow.

https://www.amplifyhr.com.au/downloadable/getting-stuff-done-through-your-people/ 

As the end of the financial year approaches in Australia, Karen Kirton breaks down the current research and forecasts for small to medium-sized businesses, with a strong focus on how these trends impact people, culture, and business strategy. She identifies seven major trends that business leaders should be aware of to successfully navigate the year ahead.

In today’s episode, you will learn:

• 1. Balancing optimism with recession readiness
  While many businesses are optimistic about economic recovery, there’s still concern about a potential recession. Karen explains how retaining great people and avoiding knee-jerk redundancies can help businesses stay resilient through economic uncertainty.
• 2. Cybersecurity is a people problem, not just a tech one
  Cyber risks remain a top concern, and most breaches are caused by human error. Regular employee training and creating a culture of cybersecurity awareness are essential.
• 3. AI isn’t just for big businesses
  With every tool and platform adding AI capabilities, SMEs must embrace it to stay efficient and competitive. Waiting too long could leave businesses behind, just like the early days of social media.
• 4. Compliance isn’t optional
  With constant regulatory changes—especially in employment law—businesses need to stay up to date to avoid major legal and financial risks. Karen urges leaders to lean on their accountants and HR advisors for support.
• 5. Cost control through innovation
  Cutting costs doesn’t just mean slashing expenses—it’s about process improvement, automation, and encouraging teams to find smarter ways to deliver value.
• 6. Investing in growth, even in tough times
  Many businesses are planning to invest in staff training and marketing, even with economic pressure. Staying competitive means continuing to grow, not standing still.
• 7. People are still your greatest asset
  Retention and development of employees is key. Businesses that struggled during COVID now recognise the importance of having the right people in place to grow sustainably and navigate uncertainty.

Karen wraps up by encouraging business owners to reflect on these trends and share their own experiences. Staying intentional about people and culture is key to weathering economic pressures—and thriving on the other side.

Make sure to subscribe to stay updated with new releases every second Monday!

Visit Amplify HR for more insights and resources. 

Send us Fan Mail

Download our free guide, “Getting Stuff Done Through Your People,” giving you the tools to build a culture where people take ownership, goals get achieved, and results follow.

https://www.amplifyhr.com.au/downloadable/getting-stuff-done-through-your-people/ 

In this episode, Karen Kirton breaks down one of the top three challenges leaders face—how to effectively manage and reward performance. While it seems simple in theory, many businesses struggle with it in practice. Karen shares seven key reasons why performance management can go wrong and offers practical solutions to overcome them.

In today’s episode, you will learn:

• The right manager matters.
  Many managers are promoted based on technical skills, not leadership capability. Without the right preparation and ongoing development, performance management is likely to fall flat.
• “I don’t have time” is not a valid excuse.
  Karen reframes this as a matter of prioritisation and asks leaders to reflect on why they’re avoiding performance conversations—whether it’s fear, lack of skill, or poor systems.
• Lack of know-how is a major barrier.
  Setting goals, giving feedback, and recognising performance all require training and support. Too many managers simply haven’t been shown how.
• Culture influences everything.
  If performance and recognition aren’t embedded in the company culture, managers may fear being the “odd one out” or even face accusations of micromanagement or bullying.
• Feedback is a skill—practice it.
  Performance management starts with effective, ongoing feedback. Leaders need to be trained in both giving and receiving feedback constructively and consistently.
• Managers need support too.
  HR (internal or outsourced) should regularly check in with managers, helping them coach their teams and make performance management a regular part of their leadership rhythm.
• Sometimes, it’s the wrong fit.
  If a manager consistently avoids the people stuff—even with training and support—it may be time to reassess their role in the business. Karen dives deeper into this topic in Episode 32.

Karen reminds us that great managers aren’t born—they’re developed. But they must also be willing to step up and take accountability for their people’s success.

Make sure to subscribe to stay updated with new releases every second Monday!

We’d love your feedback on this series, just head on over to Amplify HR or connect with Karen on LinkedIn.

Send us Fan Mail

Download our free guide, “Getting Stuff Done Through Your People,” giving you the tools to build a culture where people take ownership, goals get achieved, and results follow.

https://www.amplifyhr.com.au/downloadable/getting-stuff-done-through-your-people/ 

In this episode, Karen Kirton challenges the myth that only artists or musicians are creative—and explores how creativity is essential for every workplace, not just “creative” industries. Drawing on insights from innovation leaders and global research, she explains how cultivating creativity in your team can drive innovation, efficiency, and long-term success.

In today’s episode, you will learn:

• Creativity is for everyone.
  Karen explains how most of us lose our belief in our own creativity as we grow older, but that creative thinking isn’t limited to art—it’s about solving problems, generating new ideas, and challenging how things have always been done.
• Creativity fuels innovation.
  She breaks down the difference between creativity (thinking in new ways) and innovation (turning those ideas into action)—and why you need both to grow your business.
• Workplace culture matters.
  Fostering creativity means creating an environment where people feel psychologically safe, free to share ideas, and open to collaborating—even when not every idea will be used.
• Learn from innovative companies.
  Karen references the 2020 BCG Global Innovation Survey, highlighting that while tech giants like Apple and Amazon top the list, brands like Nike, Target, and Walmart also rank for innovation—proving that creativity applies in every industry.
• How to bring creativity into your team.
  Leaders can start by asking:
  – What makes companies in my industry innovative?
  – Do we create time and space for idea generation?
  – Do we reward curiosity and support experimentation?
  – How are we making collaboration and independence possible?

Karen encourages you to take action by researching innovative companies in your field and reflecting on how you can encourage curiosity, collaboration, and creative thinking to stay competitive in the long term.

Make sure to subscribe to stay updated with new releases every second Monday!
 
 Visit Amplify HR for more insights and resources. 

Send us Fan Mail

Download our free guide, “Getting Stuff Done Through Your People,” giving you the tools to build a culture where people take ownership, goals get achieved, and results follow.

https://www.amplifyhr.com.au/downloadable/getting-stuff-done-through-your-people/ 

Not actually an episode, this is an invitation for you to join our free webinar in May! :) Register at amplifyhr.com.au