We know that everyone is different. As we age or face new challenges, our needs and preferences evolve, and this shouldn't change when it comes to the care we receive. Imagine going to a doctor and receiving the same "get well" plan that was given to the person before you—this wouldn't work for anyone. Yet, in the system of aged care and NDIS services, this one-size-fits-all approach can sometimes feel all too common.

Change, though challenging, is an opportunity for growth. The upcoming aged care reforms, set to take effect on July 1st, 2025, mark the most significant transformation in years. While change can feel overwhelming, these reforms are designed to enhance care quality, provide more choice for seniors, and ensure providers operate with greater transparency and accountability.

We all know the drill. When we’re engaged with the work we do and the environment we’re in, we’re happier, more productive, and, let’s face it, we give a lot more of ourselves. The problem? In the NDIS and aged care sectors, creating a positive work culture is more critical than ever, yet it’s not easy, especially when resources are scarce, and the pressure is always on.

Let’s be honest. With the current staffing shortages, it often feels like we’re trying to put together a puzzle with half the pieces missing. But here’s the thing: we can’t afford not to prioritise our culture. A healthy, positive work culture isn’t just a nice-to-have, it’s essential for retaining staff, providing excellent care, and, ultimately, delivering the best service to our clients.

At the heart of every successful organisation lies a delicate dance between culture and process. Like two sides of the same coin, they influence and shape each other in profound ways. But for many people, the age-old question remains: does culture drive process, or does process drive culture?

Stakeholder management is vital to the implementation of a project. But it's also vital way before that! In this blog post, I draw from a recent case study to demonstrate the value of stakeholder management at every project phase.

Strategies can no longer be set from the top and expected to be successful. They need to engage at every level and to do that, you need a Human-Centred approach.

Earlier this year, I went from a massive corporate to Three6, a small business. It's been quite an adjustment, but as I've grown personally, so has Three6 as a company. Here's my look back over the ways we've grown throughout 2022.

Understanding the problem. Designing impactful solutions. Making it stick. Having one or two is good, but bringing all three elements together is where the magic happens. It requires thought and planning, but with all three, your initiatives will really make a difference.

The more complex a problem is, the greater the chances that we’ll miss something. However, taking a holistic approach and being flexible in how you approach methodologies can improve your chances of designing a solution that sticks, without arguing over which tool or methodology to use.

Have you ever heard the phrase “this is how we do it here?” Just because something has been done a certain way for a long time, does not mean it is still the most efficient. It’s hard to see your inefficiencies from your client’s perspective when you’ve created the experience.

We have left jobs, not because of the work we did, but because our leaders weren’t aligned to our values. We have left otherwise solid jobs to follow our inspirational leaders to new companies. From these journeys, we know that who we work for is just as important, if not more, than the work we do each day.

Our EXPERIENCES are meaningful and help us deliver our PURPOSE motivating our people every day. So how do you ensure that the experiences you deliver are aligned to your purpose? You need to clearly understand the purpose that you have and what that purpose means. Read more here.

Team connection is of the utmost importance during these challenging times – and can directly impact our peoples’ wellbeing, our team engagement and our organisation’s performance. At Three6, we recognise the vital importance of structured team connection, and proactively working hard to sustain strong teamwork, diversity of thought and psychological safety. Here is how.

Hear what our employees have to say about working at Three6!!!

A Leadership Playbook is an essential component of the employee experience, as it defines who you are as an organisation, and why you exist. It provides your people with the guard rails for how you want to operate and work. Reigniting the connection between your team and company playbook can have a significant impact on your Employee Experience and, ultimately, drive high performance.

Did you know that design-led companies have increased revenue at almost twice the rate of their industry counterparts in the last 5 years? In a McKinsey Quarterly report titled “The Business Value of Design,” it was found that 300 publicly listed companies have demonstrated a substantial increase in revenue due to their design-led initiatives. Now, this is not an easy journey, but it’s definitely worth it.

Let’s face it, whether you’re a brand new employee or the CEO – we all know that work is changing to some extent right now – and will continue to change for the foreseeable future. One of the things that most people are blatantly aware of is the need to reduce costs and to deliver sustainable transformations, whilst rebuilding the employee experience. At the end of the day, it’s our people who are the ones who will deliver the transformation.

As leaders and members of our organisations, we have a major role in how we contribute to the wellbeing of our people, the future prosperity of our businesses and the community in which we operate.

We’re passionate about embedding and driving sustainable change, but at the heart of our focus is our dedication towards making a real difference to your customers and your people’s experience. This is what drives me and the team, this is our approach. It is centred around ensuring that you have the right pieces of the puzzle to make sure that your transformation is successful and sustainable.

The magic triangle, what is it I hear you ask? It’s similar to the Bermuda Triangle, a mysterious area where things of significant value can disappear without a trace. In our case, instead of being lost at sea between three geographic locations, our magic triangle is the link between three pillars within our organisations.