Chairman’s Blog

As we continue to have conversations with potential clients, or more accurately partners, for Acelero, I have been reflecting on one of the pre-determinants of a successful partnership – the concept of having an open mind.

Most of us would claim to have an open mind, but can get stuck when it comes to dogmatic beliefs - and dogma can lead to intolerance. No matter how open minded we think we are, we still shut off new things, often to our detriment. An open mind doesn’t mean that we fail to develop convictions, rather it means being able to question things – even our central beliefs. It gives us the capacity to think on both sides of an argument, and the chance to grow, and to change. I was surprised, early in my career, to see the reluctance for people to embrace change, and so I developed a taste for being a change agent.

There are two paradoxes associated with change. Firstly, to achieve continuity, we have to be willing to change. Change is in fact the only way to protect what exists, for without continuous readjustment the present can’t continue. A marriage, a career, a dream for the future are all destroyed if they don’t change over time. The second paradox is that the very things we wish to hold on to and keep safe from change, were originally produced by changes.

Having an open mind takes courage, because it challenges our minds. After all, we can decide whether we want to be disturbed or remain in the comfort zone.  I think that the keys to an open mind are curiosity, and affirmative listening. When we listen affirmatively we listen for the possibilities for ourselves and others, we hear more than the words, and we hear the person behind the words. 

There’s never been a better time for us to be open to possibility and opportunity - often in ways that blur our personal and professional lives.

Being open minded keeps alive the childlike appetite for what’s next, and enriches our lives. This often occurs through working together with like-minded people to express our own values, but can also occur through partnerships that are not as obvious.

There are many examples of people with different mindsets and beliefs coming together to achieve amazing things. In these cases, on open mind or a willingness to overcome barriers to partnerships that don’t come naturally, is important. I have just been involved with the development of a plan for the horticulture industry in Australia. “Future Focus” is the result of co-operation across the whole supply chain – growers, central markets and retailers – not always natural partners. Together they have created a blueprint for the future of Australian Horticulture.

 Another example is the way in which the feuding factions in Northern Ireland have, in the last ten years, allowed co-operation to preside over dogma and senseless violence, through the Good Friday Agreement.

And then there are partnerships across generations. Recently, I brought my 28 year old daughter in to project manage a start up business. The fly wheel started to turn and momentum grew. She brought fresh ideas, digital marketing, and hunger, to my original business concept, experience and contacts. As well as this confluence of capabilities, we actually worked well together. I think that surprised us both! It struck me then, that there are so many opportunities for young people and older people to work effectively together. Bring it on! Combine the dreamers and the pragmatists, the wired and the wise to capture the benefits of mutual learning, and the different perspectives that resonate with different audiences….and do it with an open mind.

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Welcome!

I would like to welcome you to the Acelero website. My background was as a finance guy who held senior CFO roles. During that time I “saw the light” and am passionately of the view that people are the key to the success of any organisation.

Surprisingly to me, many organisations still have an almost singular focus on their financials: the bottom line and their balance sheet. But these results are delivered through people. The people in the organisation undertake all the key activities: they buy and sell assets, utilise these assets, influence customers to purchase, create new products and services and so on. The performance of people is critical to an organisation’s success. It is important that they understand the organisation’s strategy and that their activities are aligned to that strategy. Accordingly, organisations should be actively embracing the notion of managing for performance.

When we launched Acelero we wanted to provide the market with a “content agnostic” enabling technology that provides a systematic and consistent framework for undertaking performance management, talent management, succession planning and 360 degree feedback.

When we designed and built the Acelero talent suite of products we had a clear focus on the needs of the users. Bells and whistles may be fine, but it is critical to make the software user friendly and intuitive so that employees are happy to use the system. Without that key ingredient, employees find every reason in the world to avoid using the system.

While Acelero is not a consulting group, we do have many years of real world experience in a diverse range and size of organisations and are very happy to share with our customers key lessons learned and point out any hidden traps or issues of concern. This pragmatic approach coupled with a desire to partner with our customers to ensure their success is a hallmark of the Acelero business.

As I said earlier, people are the key to an organisation’s success. It is no different with Acelero. I am proud to have assembled a great team of people who have a real “customer centric” approach. Everyone is encouraged to “walk in the customers shoes” and see their customers’ issues and concerns as our own. With commitment and a little imagination and creativity we take great delight in working with our customers’ to provide tailored solutions to their needs.

To show that we are serious about what we do and to demonstrate in a very practical way our commitment to our customers’ success, we have provided a first in the Australian HR market: a money back promise if the customer is not completely satisfied with our outcomes.

Please take time to have a look at our website. We would welcome the prospect of partnering with you to address your needs.

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