What does Five NZ do?

Five NZ is a management consulting firm that helps NZ executive teams align leadership, culture, people and technology to deliver strategy with certainty, speed and ROI.

Is Five NZ a WalkMe partner in New Zealand?

Yes. Five NZ is New Zealand's most experienced WalkMe delivery partner, specialising in digital adoption to maximise software ROI and transformation outcomes.

What services does Five NZ offer?

Five NZ offers consulting in Strategy & Leadership, Performance, Culture, People development, and Technology including WalkMe digital adoption and AI Compass.

Nick Mackeson-Smith - Chief Curiosity Officer, Founder and Director

Nick is an expert in leadership development, executive coaching, learning strategy design and implementation, culture change and employee engagement. He's led transformative programmes in agile, technology implementation, diversity and inclusion, mental health and wellbeing, mindset and behaviour change, ways of working and learning enablement, and is very interested in building great employee experiences to drive great customer experiences which drive great business outcomes. He's a highly skilled facilitator and public speaker, and has a knack for spotting and unleashing the potential in those around him. He's got over 20 years of experience in doing the small stuff and the very big stuff at some of the world's and NZ's leading organisations - in financial services with Barclays Capital, Barclays Wealth Schroders, Lloyd's of London, and Goldman Sachs. In consulting services with Deloitte. In the public sector with Auckland Council, and most recently in digital services and telecommunications with Spark New Zealand.

I've recently written about:

People

Preparing your young workers to move up (or move on)

We get proud seeing them grow beyond the role they are in and step into a new opportunity, but at the same time, we know that we'll miss having them around and that they will leave a gap to fill.It's a familiar story. We invest time and resources in developing our young people, only to see them leave once they're qualified, or begin delivering real value for our organisations. It's understandable - who wouldn't want to take their career to the next level or get out and see the world? But for some reason it can sometimes feel frustrating for those who have invested in building their skills, confidence and knowledge. and to those of us staying behind.

People

Five ways to welcome youth talent to your organisation

With some effort, you can create an experience designed to orient your new people at the things that will be important for them to succeed in their role, whilst helping them fall in love with their workplace. A few weeks ago, I had the pleasure of talking to young Pasifika talent Latayvia about her expectations for her first few weeks in her new role - her response was simple, and telling. “I want to be meaningfully engaged and I don’t want to be made to feel stupid”. With that in mind, I think that there are five key things you can do to help people like Latayvia feel welcome, needed, and valuable.

People

The future skills you’re looking for are already here

It’s difficult enough to find the right talent for your organisation when you’re hiring; from thinking carefully about the right kind of skill sets you need, to the right kind of attitude you want to have within your team.To add to this, the world we live in is changing so rapidly, and many of the skills we have aren't necessarily the ones we need for the future. That’s where our young people come in.

Performance

Achieve anything

Many people go through life not knowing what they want or what success looks like to them. Sadder than that, many people go through life working to someone else’s goal, to fulfil someone else’s dream. That’s ok, if you are a “go-with-the-flow kind of person”, but not ok if you actually want to be in control of your own destiny. Once you’ve managed to find your goal, there still is a heck of a lot of work to do to actually make it happen. As with most things, our mind gets in the way and creates barriers to our success - it’s a mechanism designed to protect us and keep us safe, but annoyingly, it also prevents us from taking bigger risks and making bigger leaps. It puts the brakes on us choosing hard over easy, risk over safety, and effort over ease. This safety mechanism can manifest itself as lots of things (fear, blame, avoidance, excuses, and many more).

Performance

To stack or not to stack…

Being able to separate the task from your immediate personal ownership (and a feeling of obligation) is a great way to see where choice exists and to open up a whole new world of possibility.

Culture

Changing your mind

This month, I heard the return of “Make your mind up and stick with it”, but what surprised me is that it came out of my mouth! I cried “re-litigation”!But I’m an agile practitioner? I’m adaptable? I’m open to change? I’m ENORMOUSLY flexible. How could this happen to me? When did I lose the ability to pivot and roll with the changes? It was frustrating as hell, and I’ve reflected a lot on it in the last few days.

Nick Mackeson-Smith

I've recently written about:

Preparing your young workers to move up (or move on)

Five ways to welcome youth talent to your organisation

The future skills you’re looking for are already here

Achieve anything

To stack or not to stack…

Changing your mind

You can talk to me about:

AI Strategy & Enablement

Board and ELT Advisory

Capability mapping and organisational alignment

Capability uplift

Culture Advisory

Culture Discovery