If people are our greatest assets, why then do we treat them like consumables?

Under the Financial Management Act, public sector entities are required to develop comprehensive asset management plans for each of the significant assets used in the operation of the business.

This is about financial prudence, requiring that public spend on assets is maximised by ensuring that:

✅ Assets are working to specifications (not overused leading to early breakdown);
✅ Assets are operating in environments that enable them to operate at maximum output;
✅ Assets are monitored and checked regularly to identify any change in performance or operating risks.

Consumables on the other hand are easy in, easy out goods. Things we use and dispose of, purchase as needed.

It is often said that “people are our greatest assets” in the workplace. Why then are we at times treating them more like consumables?

Having had the pleasure (insert other appropriate adjective if you’ve shared my pain) in my previous corporate role of implementing the Asset Management Accountability Framework, whilst also heading up People & Culture, it struck me at that time that we don’t approach our talent, our people, our greatest assets in the same way.

With the same care, focus on optimal operating conditions and proactive assessment of the environmental factors that can impede performance as we do a piece of machinery or equipment.

Which is just sad really.

After all, humanity tells us, productivity research tells us, workplace data tells us, macro economic data tells us, and regulations and legislation tell us – that leading in that way is an essential requirement in our modern and complex world of work.

If you’re not sure if you’re leading your team with an asset or consumable approach, head over to my Safe and Effective Leadership page and self-assess against the required traits – Safe and Effective Leadership

Leading safely and effectively is essential in building and maintaining a mentally healthy workplace.

#transformingnorm #safeandeffectiveleadership #mentallyhealthyworkplaces

Keep leading!
Tan x

Tanya Heaney-Voogt

Director & Principal Consultant MBA, ICFACC, MAHRI, Dip Mgt, Dip Coaching, Prosci® Certified Change Practitioner E: tanya@tanyaheaneyvoogt.com

Recent Blogs

Boost Your Team Culture by Breaking Down the Silos

It's common to have various teams across a workplace focused internally and not looking at the inter dependencies with other teams. We quite rightly refer to that as 'working in silo's'. And it's problematic. However, one of the things we don't talk about so openly...

Are You Leading or Managing?

I recall (with horror) my early management career. I had an outdated view of what it was to be a manager and felt my job was to manage the people. Make sure they were doing the right thing, checking in on them and trying to make them work to the level I expected. I...

Are You Getting Enough Quiet Time in Your Work Week?

How do you balance quiet time and connection time when working? Do you structure your diary in a way that works for your needs or are you at the mercy of others and have little or no agency over how your day unravels (yes, unravels as opposed to unfolds). Agency is a...

Is Workaholism Burning You Out?

Are you a workaholic? No, seriously, are you? It is not surprising that research has shown a strong correlation between workaholism and burnout. For as long as I can remember, my siblings and I have referred to our father as a workaholic. His work ethic is relentless....

The Advantages of Playing to Your Strengths

It is a cliché to ‘Know your strengths’. We see it emblazoned across LinkedIn platforms, job advertisements, newsletters and other media. Leaders use it. Sports coaches scream, ‘Play to your strengths’, and we all smile and nod as though we know what they are talking...

Why is change so hard?

I received an email recently from someone I don’t know very well directing me to do something. Not asking, but telling. It was curt and commanding and it made me bristle. It also made me dig my heals in and not want to do what I was being asked. There were no...

Seven Ways to Model Safe & Effective Leadership

Are you a safe and effective leader? Safe and Effective Leaders have a dual focus on people and outcomes. They understand that the two have a symbiotic relationship and the needs of both must be met. Safe and Effective Leaders step up to the plate to have those...

Why Having an ‘Open Door Policy’ Isn’t Always a Good Thing – Rafael’s Story

Rafael was the school principal of a large metropolitan primary school. Every day Rafael would have a stream of students, parents, teachers and support staff entering his office for queries, guidance or to let off steam. He prided himself on his “open door...

Wellbeing Washing; All Talk, No Action

I’m sure there’s a group of creatives in a room somewhere coming up with snappy phrases for modern workplace woes - quiet quitting, well-being washing etc etc... However we want to label it, this post below by Adam Morris speaks to the crux of the matter in that if we...

“My boss’s capacity for work is extraordinary. But she seems to think that’s normal and expects us all to function in the same way.” – Workload Management Tips

“My boss’s capacity for work is extraordinary. But she seems to think that’s normal and expects us all to function in the same way.” It’s easy to fall into this trap as a leader, and I’ve certainly been guilty of this in my early leadership career, not realizing my...