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:

Strategy & Leadership

(Why) should we return to the office?

It’s a consistent theme we’re hearing right now - “it’s time to get people back into the office”. But is it? Are we prepared to erode all of the gains we’ve made in new ways of working over the pandemic and post-pandemic years? Employees have been empowered to work with new levels of trust and freedom, and have incorporated work into their life routines. What should we do next? Nick Mackeson-Smith shares his thoughts and observations.

Strategy & Leadership

Navigating the Emotional and Mental Challenges of Right-Sizing

Right-sizing is an emotionally and mentally taxing process, yet with the right approach, it is possible to navigate these challenges with integrity and care. By prioritising dignity, transparency, safety, and care, and leveraging the support of experts like Five NZ, organisations can not only manage the immediate impacts of right-sizing but also build a stronger, more resilient foundation for the future. In the face of change, the true measure of leadership is the ability to lead with humanity, ensuring that every decision, no matter how difficult, is made with a profound respect for the individuals who contribute to our collective success.

Strategy & Leadership

Creating an inclusive environment for LGBTQI+ and MVPFAFF+ communities

Explore the importance of LGBTQI+ and MVPFAFF+ inclusion in the workplace. Pride month is the perfect time for organisations to reconsider the need for comprehensive policies, allyship, and education to combat discrimination. Learn how you can take steps to create a supportive environment in your organisation, ensuring equal opportunities and respect for all, regardless of gender identity or sexual orientation.

Culture

The imperative of understanding organisational culture

In the rapidly evolving business landscape, understanding what drives and creates organisational culture is not just important, it's imperative. At Five NZ, we believe that the right culture is the bedrock for the effective execution of strategy. Understanding and shaping organisational culture is not a luxury, it's a necessity. It's the key to unlocking an organisation's full potential and achieving amazing results.

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.

Nick Mackeson-Smith

I've recently written about:

(Why) should we return to the office?

Navigating the Emotional and Mental Challenges of Right-Sizing

Creating an inclusive environment for LGBTQI+ and MVPFAFF+ communities

The imperative of understanding organisational culture

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

Five ways to welcome youth talent to your organisation

You can talk to me about:

Strategic and Transformation Advisory

Strategy Design

Transformation

WalkMe Design and Implementation

WalkMe Discovery

WalkMe Governance and Maintenance