Human Resources

Beyond Traditional Coaching: Why Business Owners Need a Holistic Approach to Growth

In business, growth doesn’t happen in isolation. Every successful businessperson, from start-ups to seasoned CEOs, knows that at some point, you need coaching. And not just any guidance—a type that understands the unique challenges and depth of running a business in today’s dynamic environment.

Many of us start out with a clear vision and the energy to push through barriers. But as time goes on, roadblocks appear, and the path to success becomes more complex. It’s easy to feel like you’re hitting wall after wall without making real progress. You may even find yourself missing the mentorship and support structure that’s often available in traditional work environments.

Why Traditional Coaching Alone Isn’t Enough

The term “coach” has become broad and sometimes watered down. Coaching is valuable, but when you’re running a business, your needs often go beyond motivational advice or general guidance. Business isn’t just about feeling motivated—it’s about having actionable strategies, reliable insights, and access to a wealth of expertise across many facets, from finance to marketing to operations.

And let’s be honest—finding a coach who genuinely “gets it” can be a challenge. The market is flooded with individuals offering coaching services. But how do you separate those who truly understand your journey from those with only a surface-level view? Many coaches are talented, but if they lack direct business experience or haven’t weathered the complexities of scaling a company, their guidance can feel limited.

A New Approach: The Answer Is Yes

At The Answer Is Yes, we believe in a comprehensive, dynamic approach to business growth. Instead of offering a one-size-fits-all coaching solution, we provide a project-based framework that pulls in the right expertise, tailored to the specific challenges you’re facing.

Our model functions much like a project manager for your growth. Think of it this way: at each stage of your journey, you may need different types of support—sometimes, a consultant to give you direct action steps; other times, a coach to help you reflect and recalibrate; and, frequently, a mentor who has walked the path before and can provide personal insights.

When you work with The Answer Is Yes, you’re not limited to one coach. You gain access to a team of seasoned professionals with a minimum of 10 years of real-world experience, ready to provide practical, relevant guidance. Our experts understand what it takes to build resilience, adapt to market changes, and push past growth plateaus.

Combining Education with Coaching

Another unique part of our approach is combining coaching with targeted training. We don’t just tell you what to do—we teach you why and how. For example, if you’re struggling with cash flow management, we can guide you to relevant courses, like “7 Top Strategies to Improve Your Cashflow in 7 Days” or “How to Increase Your Cashflow with Invoice Financing.”

This way, you’re not only solving immediate issues but also developing the knowledge and skills to handle similar challenges in the future. By integrating practical training with personalised guidance, you’re empowered to make more informed decisions and avoid costly mistakes.

Why This Approach Works?

  1. Tailored Expertise: You face unique challenges. By connecting with a network of experts, you receive insights tailored specifically to your needs—no one-size-fits-all advice.
  2. Skill Development: We believe in the power of knowledge. Our hybrid model lets you learn core business skills while receiving mentorship, helping you grow both as a leader and as a business professional.
  3. Long-Term Vision: Business is a marathon, not a sprint. Our approach focuses on building a strong foundation, ensuring you’re prepared for sustainable growth, even through challenging times.

Are You Ready to Say Yes to Transformation?

The answer is simple. At The Answer Is Yes, we don’t believe in just pushing you toward goals. We partner with you to equip you with the knowledge, guidance, and expertise you need to achieve them with confidence. Whether you’re navigating business hurdles or looking to bring more purpose and structure into your growth strategy, we’re here to help.

If you’re ready to go beyond traditional coaching and truly invest in a comprehensive approach to business growth, let’s connect. Together, we can create a tailored path forward that allows you to say “yes” to every opportunity for growth and success.

Start your journey with The Answer Is Yes today, and let’s build the future of your business, one strategic decision at a time. Visit The Answer is Yes to learn more.

Category: Human Resources, Industry Professional Development Tags:

Build Resilience in Business: Overcoming Challenges with a Growth Mindset

Why Resilience is a Key Business Skill

Resilience is more than a buzzword for business owners; it’s the engine that keeps businesses moving, even in the face of setbacks. Today’s business environment is unpredictable. From market changes to unforeseen operational challenges, entrepreneurs need resilience to navigate these waters successfully. This article explores how grounded in a growth mindset, can empower business owners to not just survive but thrive, regardless of the obstacles they face.

Understanding the Value of Resilience in Business

Resilience is often associated with “bouncing back,” but for business leaders, it’s about pushing forward—adjusting, learning, and evolving with every challenge. It’s the difference between a business that struggles through setbacks and one that grows stronger in the face of them.

Drives Long-Term Success—The most successful leaders know that it enables them to sustain momentum over time. Research suggests that resilient leaders make quicker, more effective decisions, experience lower stress, and adapt with agility. This adaptability is key when challenges like cash flow fluctuations, customer expectations, and operational demands hit.

Fostering a Positive Culture —When leaders model resilience, it resonates throughout the company culture. Employees take cues from their leaders, and it inspires a positive, can-do attitude that keeps teams engaged and motivated even when the going gets tough. By prioritising resilience, you’re building a workforce that mirrors this mindset.

How the Growth Mindset Fuels Resilience

At the core of resilience is a growth mindset. Business owners with a growth mindset see failure as a part of learning, not as a dead-end. Pioneered by psychologist Carol Dweck, the growth mindset focuses on improvement through effort, persistence, and flexibility.

Turning Failures into Learning Opportunities—A growth mindset encourages you to approach challenges as opportunities for growth. Instead of asking, “Why did I fail?” growth-minded leaders ask, “What can I learn?” This approach takes the fear out of failure, making it easier to tackle challenges and reframe setbacks as valuable experiences.

Reframing Setbacks and Staying Persistent—Many business goals, from increasing sales to expanding operations, aren’t achieved overnight. Embracing persistence through a growth mindset reminds you to stay focused, adapt where needed, and maintain optimism in the face of setbacks. It’s about showing up every day with a commitment to long-term progress.

Practical Exercises to Build Resilience as a Business Owner

Developing resilience isn’t a quick fix; it’s a habit built over time. The following exercises can help you strengthen resilience in your business life:

Daily Reflections and Journaling—Spending a few minutes each day reflecting on challenges and how you handled them fosters a mindset of growth. Write down what went well, what you learned, and how you plan to improve. Regular reflection is a powerful tool for self-awareness and resilience.

Breaking Down Big Goals into Manageable Tasks—Taking a major goal and breaking it into actionable steps helps avoid overwhelm and keeps you on track. Accomplishing smaller goals boosts confidence and builds momentum. This exercise also reinforces the idea that every step forward, no matter how small, is progress.

Practising Positive Self-Talk and Reframing Thoughts—Building resilience involves reshaping how you think about challenges. Instead of dwelling on what went wrong, practice reframing by asking yourself questions like, “How will this help me grow?” and “What did I learn?” Positive self-talk fuels resilience and ensures you maintain a constructive perspective.

Leveraging Training to Build a Resilient Mindset

Resilience training isn’t just about mental exercises; it is about accessing practical resources that provide the tools and knowledge needed to develop a strong growth mindset.

Training Programs that Support Resilience—Our “Develop a Growth Mindset That Drives Your Business” course is designed specifically to help business owners build resilience. It covers strategies for overcoming common challenges, rethinking setbacks, and implementing resilient thinking in daily operations. Access to such structured resources offers a clear pathway for building resilience.

How Online Training Supports Business Resilience—Online training offers flexibility, allowing business owners to engage in continuous learning without disrupting their schedules. Courses like this one allow you to learn, pause, reflect, and apply lessons directly to your business practices. The modular approach also aligns with micro-learning, enabling leaders to absorb insights in smaller, manageable segments.

Real-World Examples of Resilient Leaders

Case Study: The Resilient Path of Elon Musk

For instance, Elon Musk, CEO of Tesla and SpaceX, has faced numerous challenges on his entrepreneurial journey. In 2008, both Tesla and SpaceX were on the brink of bankruptcy.1 With limited funding and mounting skepticism from investors, Musk faced immense pressure. Instead of surrendering, he adopted a resilient approach, investing his own money and working tirelessly to turn things around. Musk’s resilience and growth mindset transformed these setbacks into learning experiences that ultimately saved both companies and set them on a trajectory of groundbreaking innovation. Today, Tesla leads the electric vehicle industry, and SpaceX has become a global leader in private space exploration.

How Resilience Led to Innovation at Netflix

Similarly, Netflix, co-founded by Reed Hastings, exemplifies how resilience can fuel unexpected innovation. In the early 2000s, when online streaming was emerging but hadn’t yet gained traction, Netflix faced a significant market shift. 2Rather than clinging to its DVD rental model, the company adapted by investing in streaming technology, despite the financial risks. This resilient pivot not only saved Netflix from becoming obsolete but also transformed the entertainment industry. Today, Netflix is a leader in global streaming, illustrating how resilience and adaptability can lead to industry-wide innovation.

Building a Resilient Business for a Brighter Future

Resilience is an invaluable asset in today’s business world. By embracing a growth mindset, practicing resilience-building exercises, and tapping into targeted training resources, business owners can prepare themselves for any challenge that comes their way.

At The Answer is Yes, we’re here to support your journey toward resilience with courses like “Develop a Growth Mindset That Drives Your Business” This course and others provide practical tools to help you turn setbacks into opportunities, navigate challenges confidently, and lead with resilience.

By investing in resilience, you’re building a stronger, more adaptable business prepared for sustainable growth, no matter what the future holds. Resilience isn’t just about surviving tough times—it’s about thriving because of them.

CITATIONS

  1. Elon Musk has worried about SpaceX bankruptcy before — early on he thought it would be ‘worth $0’ ↩︎
  2. How Netflix beat its rivals and survived the 2000s ↩︎

Category: Human Resources, Personal Development Tags: ,

Are WHS and HR Managers the New Social Workers of the Workplace?

As the workplace continues to evolve, the roles of Work Health and Safety (WHS) Managers and Human Resource (HR) Managers have expanded significantly. Once defined by compliance and administrative responsibilities, these roles now require a balance of empathy, insight, and a commitment to supporting employees’ personal and emotional well-being. With employees facing higher stress levels, financial pressures, family obligations, and personal health concerns, these managers are increasingly acting as pseudo-social workers, helping individuals address issues beyond the workplace.

But is this shift effective? And what are the skills and resources needed to support employees fully without overwhelming WHS and HR teams? In this article, we’ll dive into the transformation of these roles, explore the challenges, and suggest solutions that can equip managers to excel in this expanded capacity.

The Evolution of WHS and HR Roles

For many years, WHS Managers focused solely on physical safety, accident prevention, and regulatory compliance, while HR Managers were responsible for hiring, benefits, and payroll. However, the scope of these positions has shifted. Today, WHS and HR Managers are being asked to address a host of personal and mental health issues that influence an employee’s ability to perform and stay safe at work. They are navigating concerns that include:

  • Mental health struggles such as anxiety and depression
  • Family dynamics and domestic issues, including violence
  • Financial stress and its impact on productivity
  • Age-specific health issues, such as those related to menopause
  • The impacts of remote work isolation and new hybrid challenges

The reality is that WHS and HR Managers are on the front lines of these complex issues, and this shift demands new skills, training, and resources.

Mental Health Support: A New Normal for Managers

In Australia, one in five people report mental health challenges, and these issues inevitably impact their work life. For employees, it is crucial to have someone to turn to within their workplace, especially as stigma around mental health declines and discussions become more open. WHS and HR Managers now play a crucial role in creating a supportive environment where mental health is prioritised.

Training in mental health first aid, emotional intelligence, and wellness coaching can help managers approach these issues without overstepping boundaries. However, many WHS and HR professionals have had little formal training in this area, meaning they must navigate these situations carefully. Online training programs, such as those offered by The Answer is Yes, provide tools and frameworks that managers can use to understand and respond to mental health challenges effectively.

Safety Risks Tied to Personal Struggles

Personal issues such as financial stress, domestic violence issues, or personal health concerns can lead to distraction, poor decision-making, and compromised safety. For WHS Managers, identifying these issues is crucial for workplace safety. For example, a worker who is distracted due to financial worries may be more likely to overlook safety procedures or make errors on the job.

By addressing these issues early, WHS Managers can work with HR to connect employees to necessary resources or adjust tasks temporarily to ensure safety. Comprehensive training in workplace wellness and mental health awareness is essential to help WHS Managers perform this role effectively. For instance, the courses on personal resilience and stress management available on The Answer is Yes offer specific strategies to support holistic safety.

Developing Skills Beyond Traditional Training

While many WHS and HR Managers are stepping up to this role admirably, there is a clear need for targeted training. For example, training programs on stress management, trauma-informed care, and wellness coaching can provide the tools needed to support employees through personal difficulties. Topics that WHS and HR Managers may benefit from include:

  1. Mental Health Awareness: Recognising signs of anxiety, depression, and other mental health challenges, knowing when to intervene, and connecting employees with appropriate support resources.
  2. Conflict Resolution and Mediation: De-escalating situations that stem from personal or workplace stress, helping to maintain a harmonious environment even during challenging times.
  3. Financial Wellness Education: Understanding when financial stress impacts performance and productivity, and providing employees with guidance or resources to support their financial health.
  4. Domestic Violence Awareness: Identifying potential signs of domestic abuse, responding with empathy, and directing employees to resources while respecting confidentiality.
  5. Suicide Prevention: Being aware of the warning signs, approaching difficult conversations with sensitivity, and guiding employees toward professional help, contributing to a supportive and safe workplace.
  6. Personal Relationship Support: Recognising how personal relationships can impact work performance and well-being, and providing resources or referrals that can help employees navigate challenges in their personal lives.
  7. Building Resilience in the Workplace: Fostering emotional resilience in employees through wellness practices, mental health resources, and stress management techniques to help staff better cope with pressures both inside and outside work.

Each of these areas can help WHS and HR Managers support employees holistically. Through online courses like those on The Answer is Yes, managers can develop these skills efficiently and in a way that fits around their work schedules.

Ethical Boundaries and Professional Limitations

One of the most significant challenges for WHS and HR Managers acting as pseudo-social workers is maintaining ethical boundaries. These managers are not trained psychologists or social workers, and while they can provide support and guidance, they must be careful not to cross professional lines.

The solution lies in developing clear protocols and boundaries. For instance, an HR Manager may listen and show empathy but should avoid offering psychological advice. Instead, the manager can guide the employee to an Employee Assistance Program (EAP) or external mental health resources.

Building a Supportive Workplace Culture

One of the key aspects of handling these expanded roles is cultivating a workplace culture where employees feel comfortable seeking help. WHS and HR Managers can lead by example, fostering open discussions on mental health, wellness, and personal well-being. A supportive culture not only helps reduce stigma but also creates an environment where employees are more likely to thrive.

Training sessions, workshops, and regular check-ins with staff on wellness topics can help build this culture. Managers can share resources, host mental health awareness events, and promote wellness activities. Companies that actively engage in these practices can expect improved morale, productivity, and retention rates.

The Role of Online Courses in Empowering WHS and HR Managers

To adapt to these new responsibilities, WHS and HR Managers need more than just on-the-job experience; they require structured learning paths that align with their evolving roles. Courses in areas such as emotional resilience, handling stress, and understanding mental health issues equip managers to respond effectively to the challenges their teams face. The Answer is Yes offers these resources, providing accessible, self-paced learning that managers can apply immediately in their day-to-day roles.

By investing in these resources, organisations can empower their WHS and HR teams to support employees without overstepping their bounds or compromising their core responsibilities.

Conclusion

Navigating the Expanded Role of WHS and HR Managers

The shift towards WHS and HR Managers as pseudo-social workers is a reflection of today’s workplace demands. While it is a challenging evolution, it also opens doors for a more compassionate and supportive work culture. By equipping these managers with the right tools, training, and resources, organisations can create a workplace where employees feel valued and supported in every aspect of their lives.

Managers who embrace this role with proper training and resources can become pivotal figures in building a resilient, safe, and productive workplace. By integrating comprehensive training in personal development, mental health awareness, and wellness, WHS and HR professionals can navigate their responsibilities with confidence, making a significant positive impact on both individual employees and the broader organisation.

For WHS and HR Managers seeking to expand their skills and support their teams more effectively, resources like those offered on The Answer is Yes provide accessible, high-quality training in critical areas of personal and workplace well-being.

Book a Strategy call to discuss what you can do!

Category: Human Resources Tags: ,

Important Info you MUST know

3.0% increase to base pay rates from 1st July 2019

The Fair Work Commission has announced a 3.0% increase to minimum wages following its 2019 Annual Wage Review.

The new national minimum wage will be $740.80 per week or $19.49 per hour.  The increase applies to base pay rates from the first full pay period starting on or after 1 July 2019.  The change only applies to employees that get their pay rates from the national minimum wage, a modern award or in some cases a registered agreement.  Most employees are covered by an award.

 Casuals converting to permanent status

It is also a good time of the year to review if some of your casuals can be placed on permanent part-time or permanent full-time status.  Fair Work Australia gives workers under 85 modern awards the right to request full or part time employment status after 12 months.

“If the casual employment turns out to be long-term in nature, and to be of sufficient regularity… then we consider it to be fair and necessary for the employee to have access to a mechanism by which the casual employment may be converted to an appropriate form of permanent employment” the full bench found.

 Employment Law Breaches

Ignorantly underpaying employees can be both costly and embarrassing to your business.  A Western Australian & Sydney based company found to have underpaid almost 99% of its staff had to send apology letters to every affected worker, as well as place a public notice in the Australian Financial Review to acknowledge and apologise for its employment law breaches. Workers were under paid $447,717.  The underpayments resulted from failures to pay correct overtime and shift-work penalties, as well as part-time and broken-shift allowances.

Penalties

If you short-change an employee their leave entitlements in any way, you can face prosecution from the Fair Work Ombudsman or other state jurisdictions, depending on the type of leave involved and the state you operate in (even if your mistake was unintentional).  Operating your business, could you afford to pay penalties up to $63,000?  Penalties are not tax deductible and therefore the money has to come from somewhere?

Can you rely on your staff to have inputted the correct payroll award rates or calculated the correct entitlements?  Our experienced Subject Matter Experts can ensure your payroll compliance as they have both knowledge and years of experience on establishing the correct awards.

Single Touch Payroll

Single Touch Payroll (STP) is a new way of reporting tax and super information to the ATO.

If you are using a solution that offers STP reporting, such as payroll or accounting software, you will send your employees’ tax and super information to us each time you run your payroll and pay your employees.

The information is sent to us either directly from your software, or through a third party – such as a sending service provider.


Don’t delay! Call now to book a Payroll Review!

Category: Human Resources Tags: , , ,

The Future of 9 to 5 Jobs is replaced by Flexible Working Arrangements

Jenni Fraser, National HR Assist

The days of 9 – 5, Monday to Friday working hours are not suitable for all employee lifestyles and how we work is slowly changing. Business is in a transition period that may one day see flexible hours, more part time and/or job-sharing roles and remote work agreements become the norm for employees. As the range of employee needs change and become ever spanning across the different generations, employers will need to adjust how they do business. Flexible hours, shorter days and being able to work away from the traditional office might better suit those employees who are studying, caring for children or ageing parents through to those who are easing into retirement. Business may see the day when the flexibility they offer suits all generations of employees, thereby benefiting businesses with higher productivity and lower absences.  

The Flexible Working Arrangements model is changing, with more responsibility on the employer to work with the employee on their requests.

From 1st December 2018, an updated Flexible Working Arrangement model will be added to all Modern Awards. Requests for flexible working arrangements are made under the National Employment Standards (NES). Whilst under the NES there is no obligation for the employer to deal with the employee prior to responding to a request; the new Award inclusion will mean that employers must consult with the employee and try to reach an agreement.

What you need to know

When an employee makes a formal request for a change to their working hours or conditions, the employer must:

  • Discuss the request with the employee
  • Genuinely try to reach agreement on a change in working arrangements that will reasonably accommodate the employee’s circumstances, having regard to:

o the needs of the employee arising from their circumstances

o the consequences for the employee if changes in working arrangements are not made

o any reasonable business grounds for refusing the request

Under the NES, if refusing the request, the employer must give the details as to why. The new Award term goes further to include that an employer must state:

  • The business ground or other grounds relied upon by the employer for the refusal
  • How the ground or grounds apply
  • If the employer and employee could not agree on a change in working arrangements, whether there are any changes in working arrangements that the employer can offer the employee to better accommodate the employee’s circumstances
  • If the employer can offer the employee such changes in working arrangements, details of those changes in working arrangements

If the employer and employee reach an agreement that is different from the initial request, the employer must outline the details in writing to the employee. The NES allows for 21 days in which to respond to requests for flexible working arrangements. Therefore, consultation should take place as early in the process as possible. This will allow for all details or alternative arrangements to be fully discussed and considered prior to the response deadline.

Is your business ready for the changes to Flexible Working Arrangement requests? Do you have accurate policies, procedures and training in place so that your managers know how to handle the requests correctly?  

Don’t get caught out with incorrect operating procedures, under the Fair Work Act,  there are fines applicable for non-compliance.

If you need help with this or any other areas of HR call now for a no obligation discussion.


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Category: Human Resources

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