Making your own ‘Matilda Moments’

The last few weeks have been tumultuous on a global scale, and in Australia we’ve had the added impact of a national referendum. But as the dust settles and we move from no, to now what, it’s time for a reframe as we focus on building more of what binds us, rather than what divides us.?

Because it wasn’t that long ago, we were all cheering for the same team.?

Watching the Matildas in their World Cup Journey meant we enjoyed the experience of a shared vision. We were unanimous in celebrating the efforts of our women’s soccer team, and recognising the hard work put in by them, and the many women before them, to reach those historic moments.?

Those ‘Matilda Moments’ were a chance to focus on commonalities, and support a shared goal. Rather than looking at our differences and finding flaws, we focused on what was ‘strong’ rather than what was ‘wrong’.?

So how can this be applied in a business context??

In times of rapid change, having a unifying goal that's easy for everyone to get behind, can make a big difference.?

Ask, what’s a goal we can all get onboard with? Is it to be a top 1% employer? To reduce our environmental impact by 20%? To champion a cause for the common good??

When identifying and deciding on this goal, the key is to create opportunities for input from across the organisation. These conversations and collaborations are where you’ll uncover the things that bind, rather than divide.?

And from here, you, your team and your business can build a shared vision. One which people genuinely care about and feel invested in, and which you can then break down into short and long-term aspirations.

Ask your people:?

• What’s wrong? What could you be doing better and what are the challenges being faced?
• What’s strong? What’s working really well and what could you build on?
• And from this, you can create a clear plan for what’s next: outlining your vision from here, and how you plan to get there.?

Seeing it in action.

Recently I worked with an organisation committed to ensuring everyone at work felt respected, a sense of belonging, and that they could do their best work.

We conducted listening sessions across the business, in department groups, mixed function groups and 1:1. The aim was to understand if the DEI policy was working effectively. We applied the WRONG, STRONG, NEXT approach.?

These conversations can be incredibly tough and uncomfortable, especially when unearthing and sharing what is wrong. However, leaning into this and working through it, is where the gold is uncovered.

Not only did we find that the DEI policy was working well, but a plethora of brilliant ideas were also shared. From people on the factory floor through to senior executives.?

And what was most pleasing to the Executive Leadership Team is that everyone we spoke with and listened to, mentioned the organisation-wide goal of being a 1-billion-dollar company by 2025.?

It was clear they were on board with the vision and the mission.

Now imagine the power of having your people cheering for a common organisation-wide goal in your own business, with the same unity as a whole cheering for the Matildas. What a force that would be.?

If you’d like help in conducting this exercise in your own team or organisation, let’s have a conversation. I’d love to share my insights and ideas with you.?

Looking ahead.

While this time of year feels like the downhill race to Christmas, many organisations I’ve spoken with are already putting plans in place for International Women’s Day 2024.

If you’re looking for a speaker for events in and around International Women’s Day (8 March) next year, please get in touch. Last year I was fully booked, so now’s the time to secure your spot.

Curious about me as a speaker? Here’s my speaker reel.

Drop me a message and we can have a chat.

Warmly,

Danielle