The word "culture" derives from a French term, which in turn derives from the Latin "colere", which means to tend to the earth and grow, or cultivation and nurture. The workplace is not just a place for you to come and work, but it should also be a great place for you to grow and learn. When we refer to workplace culture, this could be referring to the workplace language used, attitudes at work, values and the way people interact. Did you know that workplaces generally have one of four different types of work culture? This is important because sometimes this internal culture is not a match for your own preferences and you could, in fact, be clashing with the internal culture from day one. A basic overview of the four types are: Clan Culture: is like one big family where everyone does things collaboratively and upholds similar commitment levels. The Hierarchy Culture: A more formal and very structured working culture with strict policies and procedures on the way things need to be done. The Market Culture: based around winning and achieving set goals and beating rivals, so strategies and measures are all based around meeting those goals and sales targets. And the Adhocracy Culture : is based around everyone being quite entrepreneurial and everyone is constantly looking for new strategies to improve the business. Understanding this, could you see that, say you came from a background, for example, in defence, and you started your career loving the set structure where everyone followed policies and procedures, and everyone knew their place and who their reporting officer was, then you moved into an Adhocracy culture which is about thinking outside the box and creating new ways, with most people on the same level, that you may struggle to assimilate with that culture and feel that you might not be “clicking” with the job? Your skills could match up to the job duties yet there would be a misalignment with the workplace environment (culture) and you may not thrive there. If you're the owner or manager of a business understanding the type of your internal culture is a powerful way to employ. If you can include more about the culture of your business in the job advertisement then you could attract better applicants who are a better match to the synergy of your team.

3 million Aussies are planning on making major career moves on the back end of the pandemic.

If there's a legacy I'd like to leave before I shuffle off my mortal coil, it's having empowered others to become better leaders. And that brings me to the topic of this blog – defining what makes a great leader. I've encountered many of them in my travels. People doing amazing work, inspiring others and creating world-class teams working towards a common goal, everyone self-driven and proactive. Alas, it is not always like this! All too often I've been hired to find out why organisations are not working effectively; why there are barriers and friction, and nobody can quite put their finger on the cause. In most instances, the problems started at the top – and you can imagine how popular that made me, pointing out that the people who'd hired me to fix their dysfunctional teams were the ones that needed my attention first.

Take a good, hard look at what your business was doing before COVID-19. Was it the best business model? And even if it was, is it going to be a workable model after the recovery? Nows your opportunity to review, realign and reset.

Go back to a job that you WANT to return to, not that you HAVE to return to. This is exactly the type of Personal Development you should be doing in preparation for the COVID-19 recovery – development on yourself, looking at all the options and getting ready for change!