Boys, trading nude photos without consent is a crime.

I can't believe anyone has to say this. Boys, trading nude photos of women (and under age girls) without their consent is a crime. 

While Australian's grapple with the undeniable need for better policies surrounding reducing domestic violence how do we, as a nation, address the forever rising incidences of domestic violence and sex assault?

Yesterday media organisation news.com.au broke the horrific story of a website dedicated to swapping and buying nude photographs of high school girls. 

The unnamed website has been repeatedly reported to Australian authorities, however as it is hosted overseas the police have been quoted as saying "there is nothing they can do about it."

The site is believed to cover more than 70 Australian high schools from across the country, with the sites users posting requests for nude images of various young women. The site, according to the news article, contains thousands of images ranging from close up nude photos to images of young high school girls engaging in sexual conduct. Most of the young women who are on the site have no idea they are even being featured. 

This latest scandal follows the recent Melbourne Grammar Video scandal, which showed a Year 12 student instructing his peers not to choose any girl under a rating of 7 to be their date at a school formal. The casual sexism of the video drew condemnation from Melbourne Grammar Alumni including prominent Barrister and Human-Rights advocate Julian Burnside.

"Bad behaviour by kids at school is not something uncommon and is not something new." he was quoted as saying at the time. "But if we think we treat women equally in Australia we're simply deluding ourselves."

Sadly, neither of these two situations are alone. In another shocking revelation from The AGE, Brighton Grammar - another exclusive private school in Victoria - came under fire for an Instagram account that had been set up by students to invite them to vote for the "Slut of the Year." The Instagram account, which led to two Year 11 students being expelled, featured images of girls (the youngest being only 11 years of age) without their consent.

The Instagram account, which was deleted, it is currently under investigation by the Police and the school moved to reassure the community it was addressing the issue.

"The posting of last Friday is anathema to everything we stand for at Brighton Grammar, however, given it happened I have contacted one of Australia's leading cyber educators and plan to meet with her very soon to review our current programs of educating the boys and provide guidance to parents on matters relevant to social media and the online world," said Brighton Grammar Headmaster Ross Featherstone at the time of the incident.

The Mother of one of the young girls first raised the situation when it came to her attention her daughter (who is in Grade 6) was featured on the Instagram account. The mother said it wasn't an isolated incident and she had screen shots of numerous offensive messages the same boys sent to other young girls in the past. 

At the root of the issue is the casual sexism and misogyny inherent in the Australian population. As I wrote in a recent article on this blog, it is not all men. It is not all families. But frankly, that means nothing. If you dismiss this sort of issue as "them" not "us" you are a as culpable of the long-term damage as those who perpetrate it.

What is becoming of our country when a young girl who is in Year 6 can't walk home from school without someone taking photos of her and posting her image on an Instagram account labeling her a candidate for Slut of the Year?

What is becoming of our country when young women can't attend High School without having men paying others to hunt down naked photos of them and having those moments posted on the internet without thought of the consequences?

In an article yesterday about the latest website scandal, the paper quoted young women who had found themselves on the sight asking for their images to be removed, only to have the male posters directly blaming the victims for being "sluts". Erasing images from the internet is a next to impossible task. 

In a follow up article yesterday, Australian National University cyber-crime expert Roderic Broadhurst said it's often impossible to get the photos offline or catch those behind the sites.

"There's no control, no guarantee of getting them (the images) back. These young women possibly have to live with the fact these images are out there forever."

Cold comfort indeed, to the more than 2000 young girls from the 70+ schools featured in yesterday's article. 

The Australian Federal Police is currently investigating the website with both their local and international law enforcement partners to "evaluate this matter and determine an appropriate course of action."

This is not another case of "boys will be boys." This is heinous violation of the privacy of these young women. Their photographs are posted without their permission, their bodies suddenly available to anyone with a mouse and a lap top. 

Given the ages of High School girls in Australia, this is also Child Pornography. 

"It is important to note that creating, accessing or distributing child pornography is a serious offence, even if you are child yourself," an AFP spokeswoman told Fairfax Media yesterday.

"Child pornography offences have a maximum penalty of 15 years' imprisonment."

It is time that the Australian public drew a line in the sand.

This behaviour is unacceptable. It is time we as a nation demanded policy makers, governments, educators and parents stepped up to the plate and taught their sons what respect means.

If we, as a nation, continue to allow things like this to slide with a sigh, or a weary shake of the head, then all the talk in the world about stopping domestic violence and treating women equally will be for nothing.

Are we as a nation willing to sit back and watch another generation of domestic abusers get their first taste of dehumanising women?

Would these same boys be as amused if the photographs were of their mothers, sisters or nieces?

Would these same boys be as amused if the roles were reversed and it was their nude images being shared without their consent for anyone on the internet to find?

It's not a difficult concept and those whose primary responsibility is the education of the next generation (both teachers and parents) need to start doing more, and need to start teaching that all actions have consequences. 

Mike Cullen has recently returned to Akolade after a period as the conference producer for one of Australia's leading economic think tanks. Mike began working in the conference industry in 2007 after looking for a career change from the high pressured world of inbound customer service. Mike has worked for some of the most well-known conference and media companies in the B2B space and in his spare time is working on his first novel in a planned Epic Fantasy trilogy.

Mike’s most recently published story, Seeds of Eden, is featured in the Sproutlings Anthology released in March 2016. Mike is also editing the Anthology – Community: Tales of the LGBTI scheduled for release in June 2017.

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That time I was famous on LinkedIn

I have had my share of bad jobs. The kind that made me groan to wake up in the morning at the thought of going to work. Jobs that felt like they were going nowhere and had no obvious redeemable features.

Thankfully that’s not the situation I’m in now. I love my job and the company I work for (and I’m not just saying that because I’m writing on said company’s blog). I look back on those awful jobs almost fondly – they definitely taught me a lot and ultimately helped me get where I am.

Given my experience with bad jobs, my ears perked up when I heard someone complaining about their job on the train the other day. I was pretty taken by what they had to say and decided to post the following on LinkedIn:

“A person behind me on the train complained about their boss, colleagues and workplace nonstop from Chatswood to Hornsby. It wasn't irritating, it was interesting and got me thinking.

1. Your boss and company culture, good or bad, make all the difference.

2. Why do people stay in jobs or workplaces they clearly can't stand? I know there are reasons but I'm certain the stress and dissatisfaction can't be worth it.”

It was the first time I had ever posted anything on LinkedIn and I expected it might get one or two likes from friends or colleagues. Turns out it received a lot more interest than that. Don’t get me wrong, I’m not talking viral levels on engagement, just a relatively modest 48 likes and 19 comments (plus some replies). But it definitely drove home the fact that a lot of people are, or have been, unhappy with their jobs. Here’s what some people had to say:

“People stay stuck in what they know. Misery is comfortable – change and improving your situation is not. I wouldn’t underestimate the power of denial either – you can whinge endlessly about your job and still not be able to admit that you’re not happy, as that necessitates doing something about it.”

__________________

“I don’t want to deny that there are far too many bad workplaces and poor managers, but this person is deeply stuck in their own victim-hood.”

__________________

“It’s an employer’s marketing. What choice does a worker have? Bills to pay. No time to even consider chasing another job where you may not be better off anyway.”

__________________

Some people offered advice for those stuck in jobs they can’t stand:

“Ultimately we are our own agents for changes. In any situation you can choose to accept it, change it or remove yourself from it.”

__________________

“Always interesting to consider who is listening and it is a waster opportunity not to consider the others in the train as the link to their next job.”

__________________

“If a person is unhappy in their position they should change jobs. If they decide to do nothing, then they should stop complaining and accept it, because an employer will not change for you.”

__________________

While this is all very interesting and made me feel like an internet celebrity for a couple of day, there are some important points to be made about job satisfaction. According to a recent survey by the Chartered Institute of Personal Development (CIPD), “almost one in four workers were looking to leave their jobs because of the failure of managers to engage and retain staff.” Job satisfaction is linked directly to productivity, staff retention, loyalty and general health and wellbeing.

With so many employees apparently unhappy, workplaces clearly need to do something to get them back on track. It’s tempting to think throwing money at the problem will help, but unfortunately it’s not that easy – according CIPD, remuneration is not necessarily linked with job satisfaction.

So what can be done to make work a less painful experience for employees? Here are a few proven methods, according to the good people at 15Five, Small Business and Chart Your Course:

Create a positive work environment

This will look different for every workplace, but find out what your gets your employees out of bed in the morning and offer that. Don’t make assumptions – not everyone wants a foosball table or vending machines.

Engage staff to evaluate satisfaction levels

On the subject of not making assumptions, don’t just assume staff are happy because they’re not saying anything. Ask them and find out what’s really going on. Be strategic and purposeful about this.

Recognise and reward your employees

I’ve heard so many stories of people having their contributions overlooked or their achievements attributed to someone else. Make sure credit is given where credit’s due.

Treat all team members with respect

This might sound like common sense but unfortunately it’s all too common for workplaces to have a culture of criticising team members and gossiping. Treat every member of your team with respect to make them feel valued and appreciated.

Provide training and advancement opportunities

PROVIDE, don’t just PROMISE. I can’t tell you how many “6 months from now…” conversations I’ve had. Inevitably, 6 months turns into 12, which turns into 18 and I quickly realise I’m going nowhere. I know I’m not alone in this and it’s a big part of why people just give up on companies.

Don’t be a workplace full of grumblers and complainers. Be somewhere people can’t wait to go each day.

Christian Berechree joined Akolade’s production team in May 2016. He has a Bachelor of Media and Music and a Masters in Journalism.

Christian is a musical theatre geek and a new dad, and he’ll happily spend hours telling you about either or both of those things.

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Australian retailers must restructure supply chain as customer demand rises

Supply chains are becoming more complex. Australian retail supply chains today must be capable of managing increasing customer expectations (lead-times, pricing, options), channel diversification (online, store, multi-channel, omnichannel) as well as increasingly complex product sourcing strategies.

Why is online challenging?

Consumer expectations are shifting as they take more of their spending online. The latest Productivity Commission report projects growth of up to 15% per annum in online sales. Driven by the proliferation of the internet and smart phones, Australians are increasingly making their clothing and electronic goods purchases from the office or the comfort of their homes.

Therefore, many brick and mortar (B&M) retailers are taking their offerings online. In this rush, companies with supply networks designed to support their B&M stores cannot adequately serve their online customers without impacting their bottom lines.

What are some of the constraints and opportunities of online?

Online complexity

Greater choice and transparency in price and product: From online reviews and comparisons customers have already made up their mind on what they want to buy before going to a store website.

Highly competitive delivery offerings with free shipping and prompt shipping offered by most online retailers. Studies have indicated almost half of all carts are abandoned due to shipping charges. Getting the delivery offering right can be a competitive advantage.

Planning becomes even more pivotal to success

Ranging and availability to offer same or next day delivery means optimal stock must be on hand. Warehouse space is limited, when ranging for online, SKUs have to be carefully selected to offer the customer value but must also have sufficient margins. Servicing customers profitably and range planning for each channel is vitally important if a retailer is to survive e-commerce profitably.

Stock transparency is crucial, giving customers the assurance that any orders placed will be fulfilled in a timely manner.

Execution and physical network requires re-design

Less tolerance exists for getting it wrong as reverse logistics can be expensive, unit pick costs are inflated and stock transparency via real-time data as well as managing excess stock becomes more critical.

Picking costs are higher since items have to be picked at the unit level. Traditionally done by the customer in-store, unit picking for online sales have to be done by staff as an added cost.

Reverse logistics can be handled by B&M stores or via return shipping; with the aim of returning sellable products to inventory quickly. How do you ensure a seamless and pleasant experience for the customer at a moment where you can either earn their loyalty or lose future sales?

 The continuing rise of the mobile and connected customer, and the retailers’ capacity to keep pace, will anchor success and future growth.

Don’t miss Akolade’s 4^th Annual Online Retail Supply Chain Summit coming February 2017 in Melbourne! Australia’s premier event exploring the latest trends, technologies, and innovations driving the online retail supply chain and examining the transformation and differentiation of fulfilment and customer experience and engagement.

The best part of my job as a Conference Production Manager is to create and manage my own conferences from concept to delivery, identify future conference topics as well as giving me a chance to expand my business card collection. Having a bit of a sweet tooth, you will always find me having lollies on my desk or you will catch me browsing on fashion sites during lunch breaks.

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How emerging technology assists people living with Dementia

There are currently more than 353,800 Australians living with dementia and this number is expected to increase to 400,000 in less than 5 years.

3 in 10 people over 85 and 1 in 10 people over 65 live with dementia. This is an alarming and increasing statistic.

Dementia is the second leading cause of death in Australia and there is currently no cure. It is estimated that 1.2 million people are involved with caring for someone living with dementia.

Living in today’s technological world, there is now technology to help carers support and help those living with dementia.

Here is some of the technology both the person living with dementia and the carers can use to help them in their everyday lives:

The Sound and Movement Unit

This technology is designed similar to a baby monitor where it alerts the carer about activity in a particular room. This technology enables to carer to continue with their activities around the house whilst maintaining contact with the person living with dementia. It also allows for those living with dementia to retain their independence and helps provide the carer a peace of mind.

Personal Emergency Response Alarms

This lightweight and waterproof technology is usually worn around the patient’s neck or wrist. In the case where the patient requires assistance or falls, they can press the button, which will activate their speaker unit, connecting them to a 24 hour contact centre.

Telecare

This technology is used to provide assistance from a distance. This device is usually monitored from a contact centre and can monitor a person’s health status such as a fall or for existing health conditions. It can also monitor whether household appliances have been left on.

Mobile Phones

Today’s mobile phones provide many applications for both the carer and the person living with dementia. Features can vary from models and can be both simple and complex, including bigger buttons, one-touch systems, calendars and reminders, recording and playback options. A very useful function includes GPS tracking, in the case where a patient is lost, the mobile phone will help provide real-time location of the person, helping them to be located.

Medication Management 

Medication management can range from simply putting the days of the week on pill containers, including sections for morning, noon and night. New technology comes with automated pill dispensers which will beep and open at set times. Other medication reminders include vibration on watches and this will help busy carers amidst their busy daily lives.

Google Glass

The Google Glass is a new technology that people can wear like a pair of glasses. It can take pictures, gives directions and translates languages. These pair of glasses serves as good reminders for people living with dementia as it can prompt them on what they need to do, where they are going and provide directions on how to get there.

This new technology gives senior people the ability to be in control of their lives and be independent. The glasses also provide facial recognition with connections to names and relationships and wearers would be cued on who is standing in front of them. The glasses can also act as a GPS for carers to locate the person’s whereabouts. 

Being brought up in a typical Chinese family in Australia, Vivian takes pride as an ABC (Australia-born Chinese) where she happily embraces both the Chinese and Australian cultures. 

In high school, Vivian wanted to become a fashion designer, however she has developed a passion for running events after working backstage for multiple live shows. Prior to starting at Akolade, Vivian worked 4 years in the wine industry and she misses the wine tasting sessions and openly drinking on the job. As the Marketing Coordinator, Vivian enjoys using her creativity to design unique and fun campaigns for each event. In her spare time, Vivian loves to spend time with her two adorable pets; a cat and a dog. 

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Secondary School’s role in encouraging youth employment

National youth unemployment rates in Australia have stubbornly stayed above 2008 pre global financial crisis rates sitting at an increased 13.19 percent in June 2016.¹

As the trends for Australia’s workforce continuously evolve and change, evaluation of how to best connect the current and emerging youth workforce with the changing skills and demands of the future workforce is key.

At a time of great change in the future of work, the most critical question is; how can we prepare our youth to transition effectively into the workforce?

Secondary Schools play a huge role in preparing students for the workforce. Principals, Teachers and, most importantly, Careers Advisers need to provide young students with the skills, advice and motivation to assist them in a positive transition into successful careers.

While the secondary school sector has established pathways programmes and advice strategies to prepare students for the workforce, there are still a number of burning questions on the impact and success schools have on youth transitions from education to employment.

What are the support systems for students at risk as well as for those struggling with workforce transitions?

Mentoring from a positive role model provides a nurturing pathway for teenagers to feel supported especially at times when they are at risk of disengaging and are unable to talk to other significant adults in their lives. Consider the power of mentorship in helping young people deal with ongoing challenges while staying engaged in education, work, and the community.

Focus on outcomes of for young people – reducing risks, enhancing self-esteem and resilience, setting goals, and enabling participation.

How can we engage our youth at schools on their strengths with effective career advice strategies?

The quality of school career advice strategies are critical in motivating, supporting and lifting aspirations in young students to transition to the workforce. Career Advisers need to look beyond preconceived notions of what students might want to achieve and see their strengths and aspirations to provide them with the most valuable advice.

“Aspirations are built by an individual having a positive attitude and belief in their own abilities, which is nurtured and developed by those around them. A young person who has strong aspirations is more likely to stay in education and employment after setbacks.”²

What are the government programmes and funding that can help expand the scope and scale of pathways programmes?

“The measures in the 2016-17 Budget build on the $330 million Youth Employment Strategy announced in the 2015-16 Budget, which introduced:

• A $212 million Youth Transition to Work programme to assist young people who have disengaged from work and study and are at risk of long-term welfare dependence;
• $106 million intensive support trials for vulnerable job seekers, including disadvantaged young people with mental health concerns and vulnerable young migrants; and
• $14 million for an Early School Leaver policy to help improve education outcomes for early school leavers by ensuring they are working or studying.”³

The importance of supporting a youth transitions from education to employment is clear – it is vital for the growth of the Australian workforce.

For more insights from schools, community agencies, government, advocates and young leaders on challenges and drivers for the future of the Australian youth workforce, don’t miss Akolade’s upcoming 2^nd Annual Future of Youth Employment Forum this 24^th-25^th August 2016 in Sydney.

After finishing University with a degree in Business Marketing, I decided to make a big jump across seas for the first time and move from the east coast of America to Sydney, Australia. I landed my first job in a sales position in the event industry and soon thereafter moved into a marketing assistant role – following I had the pleasure of interviewing with Akolade which got me to where I am today.

Akolade is a fun, innovative company that brings together people from different walks of life to implement change. As the Marketing Manager, I have the pleasure of wearing many hats which motivates me to succeed, reach people in an array of avenues, grow our events to their full potential, and raise our story. As for me, I am a kind dedicated woman who loves to work hard, exercise, cook, be social and have some fun.

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Lessons from My Beautiful Broken Brain.

I recently watched the amazing documentary My Beautiful Broken Brain, by Lotje Sodderland. What started as procrastinating from cleaning on a rainy Sunday morning ended up being a procrastination session I don’t regret.

The feature-length documentary tells the story of how Lotje, a 34-year-old producer living in London, suddenly suffers from a severe stroke. On day ten following the accident, Lotje picks up her phone and starts filming her experience.  

It’s a raw, it’s honest and it’s beautiful and sad at the same time. This beautiful, smart woman who had her life at her feet, suddenly finds herself in a situation where she no longer can communicate. She can’t remember words, she can’t read or write, and she’s desperate to get back to her old life.

Though she works hard to get back on her feet, she stumbles along the way. Despite her determination and strength, the process isn’t easy, and though she makes massive improvements, she realises that she probably never will be able to get back to where she was.

The beautiful part of this film is how she accepts what has happened. She stops fighting to be the person she once was and to get back to the life she had, instead she embraces the person she has become. Instead of focusing on what she has lost, she switches her focus on what she instead has gained; her ability to see life from a different perspective, how her brain thinks differently.

She comes to peace with whom she has become.

Not only does she seem to be in a good place in life, she seems to be in a better place in life. It almost appears as though the stroke “woke her up”, made her able to live each day to the fullest. She seems to be present in body and mind.

I myself (and I have no doubt many more) see a lot of myself in Lotje. We work, work, work. We live the life that we think we are supposed to live. We strive for the next thing, without really noticing what we have at the moment. It is so hard to stop, taking that moment to see where our lives are actually heading, and is this the path we want to take?

I admire Lotje for being able to accept the things she could not control or change. It’s a battle that I believe so many of us are fighting on a daily basis. And to be able to find peace within yourself is something which I so much strive for.

Watching My Beautiful Broken Brain made me have that moment of taking a pause and reflect on who I am and where I’m going, thankfully without having a stroke.

I’m still striving to find that inner peace, to be able to accept the things I cannot change, and to feel a sense of calm. I still got a long way to go. I believe many of us have a long way to go. But it’s important to take that moment, to stop, to breathe, to feel what your body wants, before taking that next step. 

Mimmie grew up in Sweden and first came to Australia as a backpacker after high school. After travelling around the country for two years she returned to Europe and pursued a Bachelor’s degree in Journalism in London. But the longing for Australia and the sun became too strong. After having worked for some time in the media industry, Mimmie decided to make a change and swap the news for conferences. She now gets to do what she loves the most, meeting new people and keep learning about cultures and issues while producing conferences on current topics.

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Mixing business and social media

I have a personal policy of not adding work colleagues on Facebook, Twitter or Instagram. It’s nothing personal (usually) though it has come as quite a surprise to multiple co-workers in the past.

Adding people on social media is such a central part of our lives now that many people simply take it for granted I’ll connect with them in this way. However, it’s just not something I’m comfortable with anymore. I don’t feel that my colleagues need 24/7 access to my personal life through social networks, and I certainly don’t want access to theirs.

Perhaps it’s extreme but it’s simply a boundary I have drawn.

Before I go any further, let me address a few thoughts no doubt forming in your mind:

1. I have nothing to hide. It’s not a matter of being ashamed or embarrassed of what I post on social media; my Facebook connections are generally privy to pithy observations about people on the train and endless promotion for whatever community theatre production I’m involved with.
2. I’m not some privacy/personal security nut. I’m not afraid of social media and generally jump on whatever new platform is emerging with gusto (though I’ll admit I still haven’t got my head around Snapchat. There’s something about being a parent that makes it feel like the wrong fit for me.) I wholeheartedly accept and embrace social media as a big part of connecting with others in the 21^st century.

All the same, I keep my colleagues off all my accounts (with the obvious exception of LinkedIn). I haven’t always done this, and I’ve found getting to know the online versions of my colleagues has damaged my working relationship with them in one way or another. Here are just a few highlights:

There was the manager I respected and looked up to as a mentor who couldn’t spell or string a coherent sentence together on Facebook while banging on about his trips to Big Sur and Burning Man. I know it shouldn’t have changed my view of him but I just couldn’t help it.

There was the colleague who seemed so nice and normal at work, but turned out to be a hard-core anti-vaxxer.

There was the brilliant art director who was obviously very proud of his body, and took to Instagram to post selfies in his underwear several times a week. There are just some things you don’t need to know about the people you work with…

Keeping my professional and online lives separate has been a hugely valuable decision. It allows me to maintain entirely professional relationship at work, and develop friendships with the people I genuinely connect with.

I’m not alone in saying this. An article recently published on Women Love Tech outlined “5 Reasons Why You Should UnFriend Your Boss”. According to the article, “one in four Australian workers (25 per cent) has been appalled and distressed by the social media posts of a colleague or boss, completely changing their opinion of that person.”

Another article published on LinkedIn by Michael Stoddart from Aumento Consulting says “The blurring of lines with social media and the traditional employee/manager relationship is very real and is causing problems in the workplace.” Stoddart compares adding colleagues on Facebook with leaving a family photo album in the breakroom at work – it just doesn’t make sense.

So, my personal advice (very much backed up by the experts) is this:

• Don’t add colleagues (especially your boss) on social platforms meant for personal use like Facebook and Instagram. It’s just not worth it.
• Do use LinkedIn for what it’s intended: Professional networking.
• If a colleague adds me on Instagram or Twitter (i.e. a site on which I don’t need to “accept” or approve them), I remove them and politely explain my social media policy. Consistency for the win!

Christian Berechree joined Akolade’s production team in May 2016. He has a Bachelor of Media and Music and a Masters in Journalism.

Christian is a musical theatre geek and a new dad, and he’ll happily spend hours telling you about either or both of those things.

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19 Mondays till Christmas

Last Friday I spent many hours trying to come up with a blog post. I started approximately 4 of them. None of them were anything more than a bunch of references to TV shows and Pokémon Go. I was scrapping the bottom of the barrel, burnt out and not in the zone.

As the working year heads into the home stretch before the Christmas/New Year break it can be expected that we’ll start to get a bit worn thin. The majority of the year has already passed in a blur, and the ‘little grey cells’ tend to be a bit haphazard in their ability to fire coherently.

It was for that reason a company I worked at many years ago, used to require staff to take at least 1 week of annual leave in either July or August. A mid-year break that allowed staff to breath, sleep and rest before the sprint to the end of the year.

Late last week in the office, the Operations team started discussing possible Christmas Party ideas. At first I was a bit surprised. Then I realised after this week there are only 19 more working Mondays before Christmas 2016. It was then I agreed that we should be having the Christmas Party discussion after all.

Kick-starting your enthusiasm for the day to day; when your mind is already planning Summer getaways, time with family and friends or just an interrupted couple of weeks bingeing on Netflix can be difficult. Combine that with current cold weather, shorter periods of sunlight and the general winter blues and it can seem downright impossible.

However, there are several sure-fire ways to reinvigorate the enthusiasm and energy of both yourself and your team.

Find a challenge:

Set a fun team challenge. Way back in the Year 2000 the team I was working with were set the task of coming up with a high energy way to achieve our KPI’s. After all the ideas where in place, the winning idea was a board game, based on daily KPI achievements. The game “The Hunt for the Pirates Treasure,” was handmade and there was a small treasure chest filled with stuff from the $2 dollar shop. The team argued and laughed and did our best, with the first person to complete the “hunt” winning a paid day off, which didn’t come out of their annual leave entitlements.

I don’t remember who won, it most likely wasn’t me, but I do remember how everyone in the team raised themselves to the challenge, and the team I was a member won the overall “most improved” during the period. Setting a team challenge, or a companywide one is a great way to bring some life into a tired office, but make sure everyone can be involved. If the KPI’s you’re aiming at don’t impact everyone, you’ll end up with a team of people watching from the sidelines while the others duke it out in an effort for the prize.

Team Outing:

It’s easy to lose track of the year. Particularly when they fly past as quickly as 2016 is. Take a bit of the miscellaneous budget and organise a team outing. It doesn’t need to be a trip to the pub. Google is your friend when it comes to organising an afternoon off work to celebrate the success your team has produced throughout the year. One of the best outings I’ve ever had as a “team-building” exercise was last year’s Christmas Party, where we were split into teams and set off on a pirate themed excursion though Sydney’s The Rocks. We didn’t find any treasure but we did do a bunch of crazy tasks including singing (complete with bottom wiggling dance) What Do You Do With A Drunken Sailor outside a crowded pub filled with absolute strangers.

Acknowledge the Teams Efforts:

Not everything requires a financial outlay. Taking a moment to thank the team for their work and efforts goes a long way towards staff engagement. When the team feels unappreciated it’s hard to keep them involved at the best of times. With the mid-year slump well and truly upon us, it’s easy for a general sense of disengagement to fester into a case of all out ‘why do I even bother? A quick thank you, a few minutes walking the floor in the morning to greet the teams as they start their day takes very little effort and pays high dividends.

Introduce new thoughts:

While there are a thousand ways to reinvigorate your team, all your best intentions are destined for failure if you don’t reengage yourself first. Take time out on the commute home to read something at least mildly inspirational. There are so many fantastic books on business, engagement and leadership out there you could probably read one a week for an entire year and come across at least one new concept to employ with your team from each one. If you’re looking for some reading inspiration, feel free to check out 7 Bookson Management and Self Discovery to Take on your Christmas Vacation, I wrote last November. 

Be the change you want to see:

If leaders don’t lead by example, they may as well not bother. If we try to reinspire out teams, while wandering the office in a daze and bemoaning exhaustion levels, how hard it was to get up in the morning, and the countdown to Christmas we are ensuring our team is totally deflated by October, making the final push to December a marathon of gargantuan proportions. Lead by example.

Make sure to stay positive, stay engaged and stay motivated.

Even if this means secretly imagining the cocktails and surf you’re going to be enjoying on your holidays, make a commitment to stay positive. The quickest way to do make yourself feel more positive is to smile.

While it sounds like a cliché it’s a tip I picked up in my first career, working in call centres. Smiling when I was on the phone made me feel more upbeat, it also made me sound more positive. Now, I’m not suggesting you walk around all day with an idiotic grin on your face, but when you feel your energy slumping take a quick second to stand up, stretch and smile the biggest smile you’ve ever done.

It’s impossible to feel flat when you’re doing your best impression of The Joker.  

Mike Cullen has recently returned to Akolade after a period as the conference producer for one of Australia's leading economic think tanks. Mike began working in the conference industry in 2007 after looking for a career change from the high pressured world of inbound customer service. Mike has worked for some of the most well-known conference and media companies in the B2B space and in his spare time is working on his first novel in a planned Epic Fantasy trilogy.

Mike’s most recently published story, Seeds of Eden, is featured in the Sproutlings Anthology released in March 2016. Mike is also editing the Anthology – Community: Tales of the LGBTI scheduled for release in June 2017.

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