The Silly Season – Coming soon! 

For many this is the leadup period to Christmas festive celebrations. A time of shopping for presents, including choosing for those hard to buy for family members, gift wrapping, get togethers, summer holidays and keeping a diary of celebratory events to attend, including the ‘office’ party! It can become fast-paced with this frenzy of activities. Sometimes we throw caution to the wind, let our hair down and our inhibitions as we try and keep up!

BUT we can all enjoy the ‘silly-season’ with a little careful thought, planning and preparation.

Here are our 7 Helpful Hints:

1. Avoid going into overdrive. Take each day and step at a time to avoid ‘silly’ fatigue! Don’t try and pack everything into this short period. 

2. Everything in moderation.  Food, drink and frivolity, celebrate and enjoy each without going overboard! Over indulgence has after affects!

3. Remember what the true spirit of Christmas is about. Togetherness, sharing, caring, reflection and kindness for self and others.

4. Enjoy yourself and the company of others. Stay responsible to avoid regret, remorse or revival later. Whether Family or Workplace functions ‘normal’ standards of behaviour still apply.

5. Don’t try and compete with the Jones’s or family when it comes to the decorations, presents, or feasts. The biggest, most expensive isn't necessarily the best, its the thought that counts.. 
6. Debt hangover. To avoid this pain manage your finances now. Jot down your usual, likely expenses, budget for gifts and keep your credit card spending under control.  Remember credit is easy to access, buy, have now but comes with the cost of paying later.  
7. Reach out, share a kind word, do a good deed, or wave to your neighbour.  Simple things with no monetary cost.

 Where did the term ‘silly season’ come from? 

First recorded in 1861 in the Brewer’s Dictionary of Phrase, as in the UK the period in the summer months known for frivolous news stories in the media (source Wiki). 

So here we are in 2023, counting down to Christmas, and the start of the ‘silly’ season. 

Enjoy and I hope you find our Helpful Hints helpful! Ho ho ho!

Behind and at front of a family Business are the family members, the driving force of success. It is this performance, investment of self along with family unity, pride and loyalty to the Business that achieves the best results. This is often described as socioemotional wealth that contributes to overall performance and results. A positive harmony of relationships.

But this harmony sometimes goes off key. Family Businesses become management nightmares, with conflicting missions of making a profit and providing jobs for family. For example, problems arise when family are underperforming at the expense of the Business performance.

What happens when relationship dynamics are not dynamic. How do you deal with under-performing, uninterested or unenthusiastic family or relatives? And What to do if rules are not adhered to, or relationship lines become blurred or overstepped!

What to do! Get back into tune by adopting some sound ‘people’ management techniques.

Firstly, let's look at performance, what influences and determines it.  The top 4 factors are:

1. Company culture
2. Employee engagement
3. Performance management
4. Dealing with people problems

Company culture sets the framework. This is an agreed Mission statement and vision for the future that underpins the organisation. It is the shared values, behaviours and attitudes that make up a work environment and aligns with company branding and messaging.  Culture is what creates the day-to-day experience at a company. The key is getting everyone on the same page.

Employee engagement. Whether employing outside recruits or family members, fair and equal processes and systems must be in place. Appointment on skill and merit is vital, supported by appropriate training as needed for all employees. Nepotism is a weakness of family businesses when those not qualified are selected or promoted, causing inefficiencies or resentment. 

Family Businesses are an integral part of the Australian economy and significant contributors, making up to 70% of all Australian Businesses and employing around 50% of the workforce. Family Businesses are enterprising and adaptable, providing unique benefits to the economy, local communities and their family units.  

The positives of working with family include members usually sharing a deep sense of commitment and responsibility and a shared vested interest in the success of the enterprise. For members it is an opportunity for growth, and contributing to and investing in their own and the Businesses success.

The challenges! It can be a delicate balance between the needs of the Business and expectations of family, along with the intertwining and overlapping professional and family roles, that often compete, causing strained relationships. 

Yes, just like in any Business conflict is a reality, occurring for a variety of reasons. Tensions arise over differing visions and opinions, power struggles, financial arrangements, competing priorities and clashing personalities!  When conducting Business, these tensions are brought to the table, with the potential to influence decision-making, relationships and communication, positively or negatively. If left conflicts can escalate resulting in fractured relationships and undermine Business stability.

Ways Forward: 

• The key is to understand and appreciate members differing perspectives and harness these differences. When managed effectively conflict can be a powerful force, a catalyst for innovation and growth.
• For example, family disagreement over strategic direction or expansion can bring about closer examination through a more thorough evaluation. Beth and Jason see opportunities in new markets, expansion, and adopting updated practices, while their parents, company founders, Bill and Mary are concerned about 'big' change and potential risks. Importantly to move forward,  it's about listening, exploring and engaging differing viewpoints, and addressing underlying issues. This approach leads to a more robust decision-making process. 
• It's about bringing everyone to the table, supporting respectful engagement and discussion. By practicing the skills of negotiation, diplomacy, compromise and weighing up all the arguments, solutions can be found, supporting, the best interests of all, and importantly the Business. Conflict can be harnessed to unify!

Family Business can harness the strengths of the family dynamics to achieve long-term success by recognizing and dealing with the complexities of those dynamics. 

6 Best practices for harnessing difference in your Business: 

In a family Business, just like other Businesses, not all members perform effectively to expectations or role requirements! 

This is not an uncommon situation. The underperformance of a staff or family member is challenging, putting all concerned in an uncomfortable position, threatening family and workplace relations and ultimately can affect productivity. 

The dilemma is how to deal with it, what to do, particularly where both the family and Business relationships are at stake. Not an easy matter to deal with and not an easy conversation to have! If you have experienced this, you will understand the predicament! 

But action is needed. If the matter is not addressed, the outcome can be disastrous. 

A closer look shows that the reasons for underperformance are varied; 

• Recruitment selection may be done based on family relationships, or obligation, not merit and competence. 

• A Member’s place of family importance is considered an excuse or ‘pass’ to overlook mistakes, poor behaviour or performance, by them and the family team. 

• A Member’s sense or belief of entitlement, with no accountability, makes them disruptive and they slack off. Such behaviours threaten the Business operations running smoothly.   

• Family rivalry, position and sibling power struggles resulting in lack of commitment. Members disengage and disconnect from personal responsibility. 

When dealing with a family member's underperformance it's crucial to address the situation professionally, using open communication, setting clear expectations and a focus on Business needs while balancing family dynamics. 

6 Steps to effectively managing underperformance 

1. Have the candid conversation: Don't let family relationships stifle this action. Arrange a private formal meeting. Treat the member with respect and dignity while clearly stating your concerns. Provide specific examples to support your feedback.  

2. Find the underlying cause: Facilitate a constructive conversation and avoid emotional complications. Be sensitive, listen to their perspective to understand why there is underperformance. E.g. due to unclear role responsibilities, personal issues, lack of motivation or skill gaps.    

Are you living a healthy lifestyle?  

Think so! But what does that really take and look like? 

Living a healthy life means being active on a regular basis, eating nutritious foods to fuel your body and having a work-life balance.   

And understanding the connection between physical and mental health is critical. This relationship underpins overall well-being and quality of life. 

Next, take the step, assess your healthy lifestyle. 

6 Questions to ask Yourself to be a Healthier You. 

1. Are you eating well balanced meals? This is about meeting dietary requirements, daily intake, from the recommended essential food groups. Good nutrition fuels your body, builds energy levels to boost productivity and better concentration. If you are consuming lots of processed foods most likely you will feel more tired than usual.  

• Check how well do you eat from the 5 Food groups. Click, https://www.healthywa.wa.gov.au/Articles/J_M/Maintaining-a-healthy-lifestyle/Healthy-Eating 

2. How much water do you drink daily? It's essential to consume sufficient amounts throughout the day to hydrate bodily function. Water is part of a balanced diet, winter or summer we need to replenish our levels. Check your intake regularly to maintain hydration levels and ideally, avoid high sugary drinks.  

• Check your recommended requirements, click, https://www.healthdirect.gov.au/drinking-water-and-your-health 

3. How often do you engage in moderate exercise? How many hours do you sit each day? At a desk, in the car on the couch! Compare that to active movement, steps and walking. Undertaking regular physical activity is vital to maintain a healthy mind and body weight and in preventing chronic diseases. 

• Check, to calculate your activity needs, click, https://www.healthywa.wa.gov.au/Articles/J_M/Maintaining-a-healthy-lifestyle/Active-Living 

4. How balanced is your work-life balance? We know being stretched, pulled and torn between work and personal life demands can cause problems including stress-related issues. Managing both by adopting stress management practices can greatly improve your quality of life. Taking care of yourself such as scheduling time out, time with family, pets, taking up a hobby, reading and relaxation techniques are proven de-stressors. 

• Check Stress, key facts, indicators, resources & supports. Click, https://www.healthdirect.gov.au/stress 

• Need help managing your Business affairs Blackburn Accounting offers a range of related services. Let us take care of business matters to ease your workload and pressures. 

5. How many hours of relaxed sleep do you usually have? adequate sleep is needed to rest the body and brain. Sleeping well keeps everything in tune and allows your ‘body and brain batteries’ to recharge. Insufficient sleep and chronic sleep deprivation comes with a list of adverse effects. 

• Check Sleep, Facts, needs and related information, click, https://www.healthdirect.gov.au/sleep 

6. Do you have opportunities to connect with others? Humans are social beings that need meaningful contact with others. To be a part of and feel included. Reach out!  Chat with a neighbor, volunteer, join a committee or book club. Researchers have found social isolation and associated loneliness can affect our ability to think, our self-worth and immune systems. Social connection can be a powerful therapy. 

• Check feeling lonely or isolated, there are ways to help overcome this, click, 

https://www.healthdirect.gov.au/loneliness-isolation-mental-health 

 How did you go with your assessment?  

Did you find any areas for change or improvement? 

Do you want to be a healthier you, live a Healthy lifestyle?

For more information go to; https://www.healthdirect.gov.au/healthy-lifestyle 

Speak with your Health professional if you have related questions or concerns about any health issues. 

In a time of uncertainty, conflicting world events, politics and the rapid adoption of AI we are already seeing that 2025 is a time of disruption and it’s not ‘business as usual!  

In this rapidly changing environment horizon scanning, course correction, agility and adaptability are important skills for Industry leaders. 

 A ‘typical’ small Business leader in Australia in 2025 is likely to be a tech savvy self-believing entrepreneur with a strong focus on digital marketing, the customer experience and sustainability.  

Aligned with this profile is human-centred leadership that prioritizes employee needs, wellbeing and promotes practices to foster a safe, positive work environment. There is emphasis on diversity and inclusiveness within their teams. 

What to look for. Do you recognize these attributes in yourself? 

7 Key characteristics are: 

1. Tech savvy: includes keeping abreast of new technology, being open to improvement or if needed seeking advice from expert others. Example AI, what’s it all about, what does or can it mean for my Business! 

2. Digital fluency aptitude understanding and leveraging technology to drive innovation and decision making. Such as utilizing online platforms and social media applications. E.g. data analytics to reach customers, manage operations and respond to changing market trends. 

3. Agile and Adaptable: leads change, adopts flexibility in operations and strategy to respond to market shifts and emerging trends. Embraces continuous learning to stay relevant to meet the challenges of a changing landscape.   

Lessons in life and Business come from personal, learned experiences, peppered with successes, failures and everything in between.   

And we know leaders come in all shapes and sizes and leadership has many styles. Amongst those are the ‘self-taught’ leader. 

These are the self-starters, self-motivated that often morph or merge into leadership positions, often beginning on the job, at the coal-front of Business or as small Business owners. Many don’t start at the top but go about their tasks with commitment forging a pathway that fosters development and growth. 

Characteristics, traits and habits include: 

• self-directed   

• self-belief  

• interested and open to learning  

• flexible  

• resilient   

A desire to go further, gain skills and knowledge, improve and succeed drives their endeavours, sometimes in small steps but still with purpose and an end goal.  

If you are a small Business owner, ‘self-made’, you might recognise yourself. 

And speak with ‘self-taught’ ‘successful’ leaders and many will share the following 7 ‘takeaways’.

Leaders and Managers do you see yourself in the following!

 Are you a good Leader?  

A good leader has integrity, courage, respect, compassion and resilience, qualities they display, earning trust and loyalty. They communicate the vision and positively influence others. Learning agility is a strength.

Check these Leaders Traits and Characteristics: 

• Leading by example- earning the respect of others by your actions, reliability and honesty  

• Enthusiasm – displaying positive energy, interest, motivational   

• Self-awareness – knowing and understanding your own strengths and weaknesses  

• Decisiveness – ability to make decisions quickly if needed 

• Avoids micromanaging – steps aside, has trust and empowering staff 

• Open minded - to new ideas, knowledge and continuous improvement  

• Fairness – treating all fairly, without discrimination or favouritism 

 Being an Effective Manager:

At our last Staff Christmas Party, it looks like Cinderalla has lost her shoe!!  Have you experienced a memorable Staff Party recently?

If you are an Employer as we embrace the fun festivities of Christmas celebrations are you ready, ready for what can be a very silly season for some.

8 Top Tips for Staff management during the ‘Silly' Season:

1. Establish clear guidelines, codes of conduct, for what is acceptable and unacceptable behaviour in the workplace. Importantly ensure these are communicated directly to all employers so there is no misunderstanding or confusion about behaviour at both the workplace and work-related functions. 

2. HR Policies, Health & Safety.  Now is a good to visit all your HR policies to ensure they are current.  Update as needed and adopt and implement any gaps.  For example, most of society are now engaged in social media activity that can come into the workplace.  There needs to be a clear policy set around this. 

3. In advance, actively promote and communicate your HR policies to all employers, raising awareness of sick leave, drug and alcohol policies.   Conduct Information sessions and refresher training courses.

4. Social media policies need to be publicized. A reminder that ‘party-mood’ actions, comments, tweets and posts can be detrimental. What is thought funny by the ‘instigator’ may not be considered as such by those targeted. ‘Bad media’ can also reflect poorly on the organization.

5. As an Employer support and join in the spirit of the Festive season. No-one likes a Christmas-gringe. Small things, such as decorations can add to the ‘spirit’.  

6. Lead by example. Set the standard with your own actions and behaviours. If organizing a function consider offering pre-paid taxi vouchers, have responsible drinking bar limits and adopt similar safety strategies.

7. Understand not everyone celebrates Christmas and make sure those not joining in are not pressured by others to do so.  Promote a workplace environment that is tolerant of all beliefs. 

8. Planning for leave.  Support staff taking leave during this period as pre-organising can help with managing the workload and reduce ‘sickies’ 

Apply these simple strategies and you will help make this ‘silly’ season memorable for all the right reasons. 

Recruiting staff has never been more challenging and on the other side of the pandemic smart small Businesses are doing it smarter by adopting a more strategic approach to this task. Rather than ad-hoc and piecemeal, the process is now more refined and organised.  This framework has developed shaping the strategies for attracting and recruiting the best talent.

Recruitment Strategies for small Business include: 

• Social media opportunities: Post on all platforms. Facebook, Instagram, LinkedIn, these are the super highways of communication. Put the word out you are hiring, looking for the ‘right’ people to join and help build your successful enterprise. 
• Sell your Brand & Culture: in all mediums, promote, show and tell what your Business is all about. Be the messenger, the story teller sharing the values, vision and what makes it great place to work in. Your job descriptions should reflect this professional and positive culture, making it attractive to applicants.