Chief Executive Officer, AIMWA | Keynote Speaker | Social Trends | Workplace Strategist | Workplace Trend Spotter | Columnist | Director| LinkedIn Top Voice 2018 | Emeritus Professor | Content Creator
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75K followers
500+ connections
Articles by Professor Gary
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75K followers
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Professor Gary Martin FAIM shared thisSOMETIMES we need to let go ... BALDMAXXING ... Some men see baldness as something to battle, spending years trying to brush over the obvious signs of thinning hair and receding hairlines. Others are getting out the clippers, cutting their losses and taking back control. They are known as the baldmaxxers, blokes who shave their heads and embrace baldness rather than spending years trying to disguise, delay, deny, cover, correct or cure hair loss. The numbers help explain why the baldmaxxer has attracted an audience. By middle age, many men have some visible thinning. Others have a receding hairline and many have a significant bald patch. For years, men have tried all sorts of remedies to hold onto their hair. There are lotions to rub in and tablets to swallow as well as any number of tonics to splash on, shampoos to lather in and supplements to swallow. Some balding men turn to wearing light-therapy caps. Oh, and there are toupees. The toupee has long promised coverage while leaving some men worried their solution will draw more attention than the problem it is covering. It is easy to see why men keep combing the shelves, internet and hair clinic brochures for something that might help. It can make some men feel older and less attractive. And it can make others feel less like the person they were used to seeing in the mirror. Trying to hide hair loss can become more tiring than the hair loss itself. This is where baldmaxxing starts to make sense – it cuts through the cover-up. Instead of trying to hide what is happening, men make a clear choice to put their baldness out in the open. A shaved head is simple, cheaper than many treatments and harder to second-guess. For men who are tired of fighting their follicles, the baldmaxxing movement offers a simpler choice. It is not about losing the battle but about refusing to let the battle take over. Sometimes taking control starts with letting go. And sometimes the best way to get ahead is to stop splitting hairs. #trends #wellbeing #mentalhealth #aimwa #socialtrends Cartoon used under licence: CartoonStock
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Professor Gary Martin FAIM shared thisTOO sick to go to work? I'll just work from home. They are too unwell to make the trip into work, sit in the office or spend the day surrounded by others. But they are well enough to answer emails, join online meetings and keep working from the kitchen table. The half-sick worker is an employee who is unfit to attend the workplace but fit enough to work from home. Not to be confused with someone pretending to be ill, the half-sick worker occupies the increasingly crowded space between being completely well and completely unable to work. They might be able to concentrate but not navigate the physical, emotional or social demands of their usual workplace. In the past, an employee who could not attend the workplace was generally expected to take sick leave. Today, technology makes it possible for some employees to remain productive without being physically present. But some workplace advisers have questioned whether such arrangements are practical. Managers might struggle to understand why someone who cannot sit at an office desk can sit at a desk at home. Being fit to work is not always the same as being fit to attend a particular workplace. Employees have traditionally been placed into one of two boxes – they are either well and working or sick and absent. Hybrid work has created a third box: well enough to contribute but not well enough to be on site. This box should not become a loophole for avoiding legitimate attendance requirements. Nor should employees feel pressured to keep working when what they really need is rest and recovery. Managers should approach requests to work from home while unwell with an open mind rather than suspicion. They should seek medical advice, consider whether temporary adjustments are practical and make expectations clear. As flexible work becomes more entrenched, the line between sickness and work will become increasingly blurry. The answer is to decide whether working from home will support recovery while allowing useful work to continue. Sometimes an employee is not too sick to work. They are simply too sick to work from work. #wellbeing #management #hr #humanresources #leadership #aimwa Cartoon used under licence: CartoonStock
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Professor Gary Martin FAIM shared thisARE graduates in your workplace poised for success? workplace ready? Workplace Ready is AIMWA's flagship early career development program, designed to accelerate the space between recruitment and real workplace success. It is a program built to give early career hires and graduates the mindset, skills and networks to succeed from day one! Workplace Ready is an investment in stronger contribution, better retention and a solid foundation for future talent. More info at: https://lnkd.in/gf5E29eZ #workplace #graduate #aimwa #humanresources #management #recruitment
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Professor Gary Martin FAIM shared thisBEING placed on hold - for an unreasonable amount of time – has become so common that many of us simply accept it as part of dealing with banks, insurers, airlines and service providers. But perhaps we should not. Every minute spent listening to hold music is a minute of a customer’s time being taken for granted. And when those minutes stretch into 20, 30 or 40, the message is difficult to miss: the organisation’s time matters more than the customer’s. Long telephone queues are not simply an inconvenience. They are a customer service problem. Businesses often invest heavily in customer experience, – yet the humble phone call can undo much of that good work before a conversation even begins. Customers have choices. If an organisation repeatedly keeps them waiting, sooner or later they will take their time, and their business, elsewhere. Thanks to to The West Australian Newspaper for publishing my piece on this topic. #CustomerService #CustomerExperience #Leadership #Business #AIMWA
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Professor Gary Martin FAIM shared thisWORKING from home was supposed to be about flexibility. It was not meant to involve relocating the boss to the spare room. When organisations replace trust with excessive monitoring, they risk creating the very problem they are trying to solve. Good remote work is built on clear expectations, accountability and outcomes, not constant surveillance. Trust people to do the job - and see what happens from there. #aimwa #workplace #careers #hr #wfh #remotework #management #surveillance Cartoon used under licence: CartoonStock
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Professor Gary Martin FAIM shared thisMICROMANAGEMENT is not just an irritating leadership habit. It can be a significant psychosocial risk. When every decision is checked, every movement monitored and every task prescribed, employees can quickly lose autonomy, confidence and a sense of control over their work. The irony is that managers often micromanage in the name of improving performance. Yet excessive control can produce the opposite: stress, disengagement, slower decision-making and people who stop taking initiative. Good management provides clarity and support. Micromanagement provides instructions for where to sit, what to do and, apparently, where to drink the coffee. #micromanagement #hr #management #trust #workplace #aimwa Cartoon used under licence: CartoonStock
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Professor Gary Martin FAIM shared thisRUMOUR has it the boss is saying too little ... Every workplace has a rumour mill. It’s just that in some workplaces, it works overtime. The workplace rumour mill is the unofficial network through which gossip, speculation and half-truths pass from one employee to another. Its works hardest in workplaces where uncertainty is allowed to grow and straight answers from the boss are hard to find. Workplace rumour mills are not busy just because some workers enjoy a bit of gossip. They also run because employees sense they are being given half the story, a heavily polished version or no story at all. So when leaders withhold information, delay announcements or hide behind corporate language, workers begin piecing together their own version of events. For example, a closed-door meeting between senior leaders can quickly become evidence of an impending restructure. An unfamiliar face in reception is soon identified as a consultant brought in to slash costs, while a leader’s unexplained absence is taken as proof they have been shown the door. That is the rumour mill at work. It takes bits and pieces of information and spins them into a complete story. And once that story starts moving, it can be very difficult to stop. With every retelling, details can be added, dropped or exaggerated. By the time the rumour reaches the other side of the workplace, it may bear little resemblance to the story that started it. Here’s the thing: a rumour does not need to be true to cause real damage. Talk of redundancies can prompt good employees to update their CVs or look for jobs elsewhere. A rumour about someone’s behaviour can harm their reputation long before they even know it is being passed around. Speculation about financial trouble can unsettle workers, customers and suppliers. The rumour may be false – but the fallout can be very real. Leaders need to respond early to rumours. They should respond honestly and deliver their message in plain English – and not in jargon or technical terms. If a rumour is wrong, they should say so and provide enough detail to make the denial believable. If a decision has not yet been made, they should be upfront about that too. They should explain when more information will be available. Employees also need to think twice before passing on something they cannot verify. No workplace will ever silence its rumour mill completely. People will always compare notes and try to make sense of what is happening around them. But when those running the show provide more straight answers and fewer carefully polished lines, there is less room for rumours to write the rest of the story. #aimwa #management #leadership #wellbeing #gossip #workplace #work #hr Cartoon used under licence: CartoonStock
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Professor Gary Martin FAIM shared thisSOME workplace safety risks are not always obvious ... Workplace safety is often associated with visible risks such as unsafe equipment, blocked exits and the potential for slips, trips and falls. But .... some of the most damaging hazards are less obvious. - Excessive or unreasonable job demands - Low job control - Poor support - Unclear roles or conflicting responsibilities - Poorly managed organisational change - Inadequate recognition and reward - Unfair workplace processes or decisions - Exposure to traumatic events or material - Remote or isolated work - A poor physical working environment - Violence and aggression - Bullying - Harassment, including sexual and gender-based harassment - Workplace conflict and poor relationships. (Source: SafeWork Australia) A genuinely safe workplace protects people from both physical and psychosocial harm. #mentalhealth #wellbeing #humanresources #management #aimwa #safety #hr Cartoon used under license: CartoonStock
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Professor Gary Martin FAIM shared thisSPEAKING UP in the workplace is NOT always safe ... psychologically safe, I mean ... A workplace can invite people to speak up. BUT ... that does not mean they feel safe enough to do it. Psychological safety exists when employees can question decisions, admit mistakes and offer different views without fear of ridicule or retaliation. Everyone - leaders and colleagues alike - sets the tone by how they respond to uncomfortable feedback. When peers react badly or a leader is dismissive of a suggestion, idea or feedback -psychological safety is compromised. #psychologicalsafety #wellbeing #mentalhealth #hr #humanresources #aimwa #management #leadership Cartoon used under licence: CartoonStock
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Professor Gary Martin FAIM liked thisProfessor Gary Martin FAIM liked thisTo improve your prospects of becoming a millionaire do 9 things. #emotionalintelligence #entrepreneur #leadership #money #finance #wealth #success #smallbusiness #LinkedInpulse Follow 👉#anatomyofsuccess
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Professor Gary Martin FAIM liked thisProfessor Gary Martin FAIM liked thisAI is powerful. 🤖 But using it wisely is what really matters. 👌 In today’s digital age, I believe the biggest mistake businesses can make is adopting AI simply because everyone else is doing it. The better question is - Where can AI genuinely create value? For me, using AI wisely comes down to a few principles, 🔹 Start with the business problem, not the technology. 🔹 Use AI to remove repetitive work and give people more time to think, create and lead. 🔹 Never blindly trust an AI output - human judgement still matters. 🔹 Protect your data and build clear guardrails around how AI is used. 🔐 🔹 Keep learning. AI is evolving quickly, and so must we. I’ve found that the real opportunity isn't replacing people with AI. It’s helping people become better at what they do. 😃 The future belongs to businesses that combine AI capability with human wisdom. 💪🤗 Happy September! 😍 #artificialintelligence #ai #digitaltransformation #futureofwork #aigovernance
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Professor Gary Martin FAIM liked thisProfessor Gary Martin FAIM liked thisI watched a manager lose his best employee in 90 seconds. Her name was Rina. Sharp, fast, the kind of person who solved problems before you finished explaining them. One Tuesday, a client emailed asking for a small change to a proposal. Nothing risky. Nothing expensive. Rina knew exactly what to do. She still had to wait. Her manager was in a meeting. Then another meeting. Then he "needed to think about it." Two days later, he approved the exact change Rina had suggested on day one. The client had already moved on. That night, Rina didn't complain. She didn't even mention it in her 1:1 meet. She just updated her resume and decided to leave. Every time you make your team wait for permission on something they are clearly capable of deciding, you are not protecting quality. You are teaching them that their judgment doesn't matter. And smart people don't stick around waiting to matter. I've seen this pattern everywhere: → The designer who stops proposing bold ideas because every one gets sent back for "one more review" → The engineer who stops flagging better solutions because it's faster to just do what was asked → The salesperson who lets a deal go cold because approval took longer than the client's patience None of these people are lazy. They've just learned the fastest way to survive a permission system: stop thinking. Just ask. Real leadership is not a green button 🟢 and a red button 🔴. It is building people you trust enough to press their own buttons. If your team can't act without your approval, you don't have a team. You have a queue. And queues don't have careers, ambition, or ideas of their own. Your people do, if you let them use it. Follow Maica Manansala for more ✅ #Micromanagement #EmployeeAutonomy #decisions
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Professor Gary Martin FAIM liked thisProfessor Gary Martin FAIM liked this**A bird hit the engine. Fire broke out mid-air. 185 lives were in her hands.** June 19, 2022. SpiceJet flight SG-723, Patna to Delhi. Minutes after takeoff, a bird strike damaged the left engine. Sparks. Then fire. Most people would freeze. Captain Monica Khanna didn't. She shut down the burning engine immediately. She stayed calm on the radio with ATC. She turned the aircraft around — flying on a single engine, at overweight, into one of India's most technically demanding airports (tall trees on one end, a railway line on the other). She landed it. Safely. Every single passenger walked away unharmed. No panic in her voice. No hesitation in her hands. Just training, discipline, and nerves of steel when it mattered most. This is what real leadership under pressure looks like — not the version we see in case studies, but the kind that happens in real time, at 30,000 feet, with zero margin for error. We don't talk enough about moments like this. The people who do their jobs so well that a potential tragedy simply never becomes the headline. Captain Khanna didn't just save a flight. She reminded us what composure under fire (literally) can achieve. Image Credit - Respective Owner Follow me, Ravi Narayanan P R for more stories of real people doing extraordinary things under pressure. Follow me, Ravi Narayanan P R if you believe skill and calm can outperform panic, every single time. Follow me, Ravi Narayanan P R for reminders that heroes aren't always in headlines — sometimes they're in the cockpit. #WomenInAviation #Leadership #CrisisManagement #RealLifeHeroes #NariShakti
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Professor Gary Martin FAIM liked thisProfessor Gary Martin FAIM liked this💰 The right finance can solve the right business problem. Many business owners look only for a “business loan.” But every business has a different cash-flow problem. If you need money for stock, salaries, suppliers or expansion, a business loan or working capital facility may help. If your customers pay you after 30, 60 or 90 days, invoice discounting can help you unlock cash from your unpaid invoices. If your business receives regular payments through a card machine, POS finance may also be an option based on your card sales. And for importers, traders and contractors, LC, Bank Guarantee and Trade Finance facilities can support bigger transactions and projects. The important point is simple: Don’t take a loan just because it is available. Choose the finance facility that matches your business cash flow. If you are running a business in the UAE and would like to understand which facility may suit your company, feel free to connect with me. 📞 +971 56 672 7809 📧 pradeep@spartagconsultancy.com Pradeep Gupta Sparta Management Consultancies #BusinessLoan #WorkingCapital #POSFinance #InvoiceDiscounting #TradeFinance #SMEFinance #DubaiBusiness #UAE #BusinessFinance
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Professor Gary Martin FAIM liked thisProfessor Gary Martin FAIM liked thisAI and technology are not only changing how businesses work. They are also helping medical professionals do their jobs faster, more efficiently, and more effectively. Take this vein finder powered by technology and AI. It can help healthcare professionals locate veins more easily, potentially making procedures quicker and more comfortable for patients. But here is the part people often miss: The technology still needs a skilled professional behind it. AI does not eliminate the need for expertise. It changes what expertise looks like. The medical professional who understands both their field and the technology supporting it will have an advantage over the one who ignores it. This is why I keep saying: Those who embrace AI and technology will continue to stay relevant in their fields. The future isn't AI versus professionals. It is professionals who know how to use AI versus those who don't. And that is exactly why we have built a community at Black AI Centre where over 100,000+ can learn, experiment with AI, and prepare themselves for what is coming next. The question isn't whether AI will enter your industry. It already has. The question is whether you'll be ready when it does.
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Professor Gary Martin FAIM liked thisProfessor Gary Martin FAIM liked thisI don’t want to win often — never did — but I want to win BIG when it matters. Perhaps that’s one reason why I achieved freedom 13 years ahead of schedule. Skewed bets — most people want to be right as often as possible — wrong question. I want the downside controlled and the upside potentially enormous. Shock events don't happen often — that's exactly why they're interesting — because markets routinely underprice what they believe is unlikely. On this basis, the rarer the event, the greater the potential mispricing —— and the bigger the opportunity when reality proves the consensus wrong. I'm not looking for ten small wins — I’ll take nine small losses if the tenth can pay for all of them — and then some — that's asymmetric thinking. Control what you can lose — position yourself for what you can't predict — because you don't need to know when the big event will happen — you just need to be positioned when it does. Frequency doesn't make you money — payoff does.
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Professor Gary Martin FAIM liked thisProfessor Gary Martin FAIM liked this⏳ 3 WEEKS TO GO. And honestly… thank you 🥰 To everyone who has purchased a ticket, sponsored, supported, liked, commented, shared, reposted, introduced us to someone, or simply believed in what we're building—we see you. We appreciate you. In just three weeks, the room will be full. The conversations will happen. The stories will be shared. The connections will be made. And new ideas for Hair Freedom will begin. But the question is: Will you be in the room, or will you hear about it afterwards? 🎤 Professor D. Wendy Greene (USA) 🥰 Local MPs & TV personalities, including Daniel Doody 🎁 Premium showbag worth $100+ 💇🏾♀️ Live hair demonstrations 🤝 Community, connection & conversation 🎶 Live entertainment by DJ Gngr This isn't just another event. It's Australia's first Hair Freedom EXPO—bringing coily, curly and kinky-textured hair, culture, education, industry and community together under one roof. 🎟️ Tickets are selling fast. Don't hear about it afterwards. Get your ticket today. https://lnkd.in/g-rzZDuC 💛 I’d love to hear your thoughts. Share below👇🏾👇🏾👇🏾 💛 Know someone who needs to see this? Hit share ♻️ 💛 Change begins with conversations like these. Thanks for being part of it. #HairFreedomEXPO2026 #HairSurvey #EndHairDiscrimination #WorkplaceInclusion #Belonging #EnableWomenAfrica ------------------ 🌐Gloria Tabi Enable Women Africa
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Professor Gary Martin FAIM liked thisProfessor Gary Martin FAIM liked this📍🏡 Property marketing is getting more interactive. Discover why location-based media is changing how buyers see value. 👀 Read the full article to see what’s changing. 🚀 #PropertyMarketing #RealEstateMarketing #AerialPhotography #PropTech #propertymarketing #airviewonlineWhy Property Marketing Is Moving Toward Interactive Location-Based MediaWhy Property Marketing Is Moving Toward Interactive Location-Based Media
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Murdoch University
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