Finance Minister Grant Robertson is the top performing Cabinet Minister in the eyes of New Zealand chief executives.

In the Herald’s 2020 Mood of the Boardroom Election Survey, chief executive respondents rated his performance as finance minister at 4.18/5. This is the highest rating in the Herald survey since 2016 when CEOs scored then National Finance Minister Bill English at 4.51/5.

Just one respondent rated his performance as “not impressive”.

Drilling down into the survey results, more chief executives scored Robertson’s performance as “very impressive” — some 39.6 per cent, than any other Cabinet Minister, including Jacinda Ardern who was second-rated on this survey with an overall average of 3.91/5 with 33.7 per cent of respondents scoring her performance as “very impressive.”

The Ministers — which included Ministers outside Cabinet — were rated on a score of 1-5 where 1=not impressive and 5=very impressive.

Commerce Minister Kris Faafoi, who was

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The BusinessNZ CEO is adamant that for business confidence to be restored, the current Labour-led Coalition Government and whichever party/parties comprise the next government must be clear and certain about the path it’s going down.

“The best way to boost business confidence is a ‘no surprises’ approach,” says Hope.

The challenge with creating something new is all well and good but unless you have signalled it for a period of time, it will reduce confidence, he adds. The more certainty across markets, sectors and within industries, the more confidence and investment there will be from businesses.

“It’s not rocket science,” he says.

Only 18.9 per cent of the 1193 respondents to a Deloitte/Chapman Tripp survey of BusinessNZ’s members taken in June thought the current Government has a co-ordinated plan post Covid-19 of raising New Zealand’s economic performance.

While Hope describes Finance Minister Grant Robertson, as “very stable, strong and effective”

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Jacinda Ardern’s leadership has been tested over the past three years: the Christchurch terror attack, Whakaari/White Island disaster and pandemic are front of mind for respondents to the Herald’s 2020 Mood of the Boardroom Election survey.

They rate her leadership at 3.88/5 on a scale where 1= not impressive and 5=very impressive.

A property CEO says what Ardern has coped with in her three years at the helm is nothing short of unbelievable: “It’s hard to think of anyone who could have handled these challenges with the same deft touch as she has demonstrated.”

“Would I rank her as highly without those extraordinary events? Possibly not — but that’s hypothetical and irrelevant. Does she have some huge challenges in front of her as far as the ‘new normal’ is concerned? Goodness yes. Does that change how much credit she must be accorded for her performance to date? Not in my

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In 2020, our country continues to grapple with racial injustice and many companies are scratching their heads trying to figure out what to do next. Some companies are attempting to move beyond the perfunctory gestures of making empty Black Lives Matter (BLM) statements to larger actions of substance, like forming employee resource groups, comprehensive diversity training, or even hiring or appointing someone to lead diversity, equity, and inclusion (DEI) efforts. These are all a step in the right direction, but I’ll argue the moment calls for deeper commitment at the highest levels.

Organizations need to think bigger as to how they can make meaningful, long-term, positive contributions to a more just and representative society. Below are two significant ways to help advance progress and its permanency.

1. Bolster the Board

There’s an old adage that leadership starts at the top, and focusing on the board of directors is the most

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