Blog Archives

EVP now means a partnership, with flexibility and the opportunity to contribute to a bigger picture

We’ve moved on from the Employee Value Proposition (EVP). Certainly a great working environment, progressive organisation culture, and the right level of remuneration with associated benefits are attractive to highly talented individuals. However, more and more I am seeing both organisations and candidates searching for the ultimate partnership between employer and employee.

Organisations want talent who can deliver, no matter what the situation. At executive level, there’s an expectation of availability (or at least to be contactable) 24/7, no matter what time zone and what time of the year… my New Year’s Eve phone calls are still ringing in my ears! Top performers are keen to have greater flexibility and accountability, including the hours, locations, scope of work and the projects they have the opportunity to work on. Working together embraces all of these ideals and both parties have a critical responsibility to adapt their approach to work in today’s marketplace.

Increasingly our life is more about want-want-want – just ask my teenage kids who want more than I can provide! As a consumer society, we often lose focus on the importance of empathy, compassion and giving. Nevertheless I believe we all want something that we can connect with, whether that be emotional, spiritual, financial or another reason. Going to work every day for a higher purpose is fulfilling. I am literally hearing from candidates the need to work in an environment where “I know I can make a difference”. To facilitate this, you must have an environment that places the bigger picture at the heart of its purpose, right?

Last year Salesforce was awarded the highest honour of #1 Best Place to Work in Australia. It’s worth asking, what do they do differently? The company adopts the Hawaiian spirit of Ohana (meaning ‘family’), which obviously resonates if you’ve ever met someone that works there or read some of their employee testimonials. Along with their 1-1-1 Corporate Philanthropy Model, where 1% of tech staff are allocated to supporting not-for-profit enterprises in Australia, Salesforce has also taken a stand on social issues, including gender equality and marriage equality.

Let’s not forget that understanding the customer is also paramount. We should aspire to achieve great partnerships with our clients, as well as our colleagues and our employer. Observing an organisation who values both the needs of customers and its own people will attract like-minded talent who are also a good cultural fit. Makes sense, doesn’t it?

If you’re a candidate, don’t be afraid to put yourself out there on what your real EVP looks like (I’m hinting it’s probably not a slide in the office). Employers, give and you shall receive in spades.

What’s unique about your value proposition as a candidate or an employer? How has your organisation adapted to these changing dynamics in the world @work?

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Posted in Slade Executive, The world @work

Why don’t we ask RU OK every day?

Today is a day to check in with your colleagues and friends to make sure they are OK, but is one day a year really enough?

In workplaces across the country people will hear “RU OK?” today. Some may think the question is invasive, others will think the person asking is simply being a bit trite, only enquiring because someone informed them that they should. Then we’ll usually answer offhand “I’m fine, how about you?” But what about those people who are hiding their difficulties?

We’ve seen the statistics about the impact of mental health on productivity, with the ABS reporting self-harm (suicide) as the leading cause of death among those aged 15 to 44. Beyond Blue reports one in four young Australians currently has a mental health condition. Yet we only seem to raise the issue once or twice per year.

During my 30 year working career I have had the privilege to work in a number of countries, with some amazing people. There’s one who really sticks with me. He was a brilliant man, a world leader in his field. A father, a grandfather a loving husband who to the world around him, appeared ‘normal’.

Being engaged, enthusiastic and a contributor, appearing to be outwardly happy took a great deal of energy to maintain when he headed out the door to work each day. He often said, if workplaces were more accepting of people’s personal flaws, colleagues more empathetic and society more genuine in its desire to help others, he could have achieved so much more in his career.

So he kept his head down, became very risk averse, doing things the same old ways. Not wanting to draw the attention to himself, he kept his ideas to himself in meetings, leading others to question as his productivity dropped, whether he had any value to add to the organisation.

Unfortunately his internal demons overtook him.

One in five people suffer from a mental illness at some time during their lives. They experience self-doubt, become disengaged, unproductive and eventually isolated. Their impact on co-workers can be enormous. The Aussie attitude of showing no emotion in the workplace has resulted in a hidden epidemic that has seen us lose some of our finest minds, our friends and co-workers, mothers, fathers, children and siblings.

We can improve the way we connect with our colleagues, families and friends by starting a meaningful conversation. Ask someone “RU OK?” every day.

 

This article was originally published on TRANSEARCH Executive Leadership Insights.

Republished with kind permission from TRANSEARCH International Australia.

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Posted in The world @work

Email tsunami: 7 steps to repel the tidal wave

Here’s the thing. We have a prehistoric brain living in a digital age. Our brains are hardwired to be distracted.

Wendy Cole, the iMaster of Productivity in the Age of Distraction, tells us what we can do to overcome email distractions and the lure to multitask. Here are seven killer ways to stay out of your inbox:

  1. Turn off new message alerts. Turning off new message alerts in your email program is the first step to minimising email distractions. If you do nothing else, do this!
  1. Completely close your email program. If your task at hand doesn’t require you to review emails, tasks or calendar – remove all of these distractions by closing your email program. Whilst you are at it, turn your mobile to flight mode, or at least turn it to silent and keep it out of sight.
  1. Work offline. You can still compose and send emails while working in offline mode, however you’ll only receive new mail when you hit the send-receive button. I always turn to offline mode when I process my emails – that way you can empty your inbox before new emails arrive.
  1. Use a to-do list that is NOT your inbox. Don’t leave emails in your inbox as prompts to get things done. Not only are tasks highly difficult to prioritise using this method, the surrounding clutter can be very distracting. If you use Outlook then use its Tasks feature as your to-do list.
  1. OHIO. The ‘only handle it once’ (OHIO) discipline creates the habit of reading each email once and immediately organising what needs to be done with it. The 4Ds of decision making (delete, do it now, delegate or defer) provides a great framework for processing emails.
  1. Process emails at specific times of the day. The optimum daily number of times to process your emails is dependent on the nature of your work, but four times per day works well for most people. Try scheduling this in the morning, just before lunch, mid-afternoon and before finishing for the day.
  1. Keep a log. Email is addictive! Keeping a log to see just how much time I spent looking at my inbox gave me the data to prove that when I checked my email less often and more intentionally, I saved time.

From an evolutionary perspective, being distracted by subtle sights and sounds in our periphery served us well; 10,000 years ago when we were collecting berries in the Savannah, it was imperative to notice the rustles in the bushes, alerting us to a potential threat.

But did you know that once distracted, it can take between 15-25 minutes to return our thinking to where it was before we were interrupted? In the modern working environment your email inbox is one of the most inefficient communication channels because it is distracting, decreases productivity and encourages multitasking. And, once our chain of thought is broken, we are more likely to seek further distraction, such as opening another email and the cycle of being distracted continues…

While our brains are still processing distractions in the same way as our ancient ancestors, now instead of a rustle in the bushes, the distractions are the pings, dings and popups associated with email alerts. Noticing the distractions is no longer saving our lives: it’s breaking our focus, leading to multitasking and creating increased inefficiencies.

To make matters worse, email (like text messages, chat apps and all forms of electronic communication) has an addictive element. Brain scans show that dopamine is released when we notice a new message. Because of the dopamine, our brains actively want to seek out new messages. This explains why when we notice a new email or smartphone alert, we lose focus from the work we were doing and open that new message.

Try the 7 steps to a better email management and find a whole new way of managing your day.

What steps have you implemented to be more productive and less distracted in your world @work?

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Posted in The world @work

The money or the holiday?

Welcome to the annual leave game show: The Australian Fair Work Commission has recently changed various modern awards to allow for the cashing in of annual leave under specific conditions. How would you feel if this trend extends to non-award employees in the future?

At first glance, the freedom to choose annual leave time or its monetary equivalent seems like a great win for employees. Who wouldn’t love the flexibility to select whichever option suits their personal situation? Unfortunately, there’s the potential that those who need a break most won’t take it.

Australia is recognised internationally as a hardworking nation. A global survey by online travel site Expedia, as reported by Moira Geddes for news.com.au, reveals over 50% of Australians feel vacation deprived. In an interview with Geddes, George Rubensal, Managing Director of Expedia ANZ says Australians are not taking enough holidays, with 11% of us taking no vacation at all. Even though we have the right to time off, employees feel constrained by an obligation to work, with a staggering 17% of workers saying their bosses don’t allow them to take leave!

News.com.au reports that business leaders supported changes to allow for more flexible working arrangements, but unions are concerned about annual leave becoming a commodity, rather than an entitlement. Finding that you really need the respite afforded by taking annual leave when you’ve already cashed in your leave benefits puts additional pressure on employees to negotiate with their employers and compounds the problem. The same principle applies to those calls to allow low income workers to access their superannuation.

ACTU secretary Dave Oliver makes the point that employers should be encouraging a work environment where employees feel secure to take the leave they have earned. It’s also important to remember that more hours worked does not necessarily lead to greater productivity.

Here are some ways the scenario could play out:

  1. Employees perceive that they are indispensable to their job, so they don’t take leave and risk burnout in the process
  2. Employers try to achieve higher output by encouraging their employees to work rather than take leave
  3. Employees working under financial stress take the cash, even though they really need the break
  4. Employers who recognise that holidays contribute to increased productivity find it difficult to convince staff to take leave
  5. Employees spend more time at work and less time with family and friends, which also affects relationships with colleagues and business performance

In the always online, connected digital age, taking time out to allow our minds and bodies to recharge is more critical than ever. Our annual leave provisions allow us to do that.

Would you take the money or the holiday?

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Posted in Slade Executive, The world @work

Morning routines

“Discipline is the bridge between goals and accomplishment”

– Jim Rohn

Mornings… Some people love them, some people despise them and some people try to avoid them all together by hitting the snooze button repeatedly. What many people fail to realise is that they are a crucial platform to how the rest of the day will unfold. I have found that if I start my day off well, the remainder of the day seems to flow more effectively. We will look at this in more depth below.

Before we get into the specifics of morning routines, I often hear people say that they don’t have enough time to be disciplined in the mornings or that they are not a morning person. Keep the following in mind however – discipline is the ultimate freedom.

If you’re disciplined with your time, you have more freedom to utilise that time. If you’re disciplined with your body, you have more freedom to be adventurous and active. If you’re disciplined with your business, you have more freedom to be creative and innovative. So again, discipline is the ultimate freedom.

 The majority are contrary to this belief. They believe that being disciplined will feel too suppressive and robotic. This can be a dangerous premise to live by, and often leads to overwhelm. It was Benjamin Franklin who once said, “If you want something done, ask a busy person.”  He knew then what we know now; high achievers are disciplined with their time, and hence their tasks.

Getting back to the importance of morning routines and why they are so crucial to the direction that the rest of your day will take. Think of your mornings as being the bow and you being the arrow. You want your mornings to aim you in the right direction at the point of release. If you leave the house stressed, the day rarely improves from there on in.

You don’t have to run 30 kilometres or meditate for two hours in the morning to set your day up for success; it may just be implementing three or four positive behaviours around waking up and the hours that follow. I often ask people to compare their normal workday to their ideal workday, from the minute they wake up until the minute they fall asleep. A compelling number on their ideal day have themselves waking up earlier, either to exercise or to be more organised.

Let me share with you the routines that I apply to the mornings. These habits have a huge impact on whether I run the day or the day runs me.

  1. Barley grass: Every morning without fail I will consume a barley grass mixed with water. This allows me to hit me daily greens intake before I have left the house. I take a multi-vitamin every morning as well.
  2. Arrive at least 30 minutes early to first appointment: I always plan my mornings around being early to my first appointment. This becomes crucially important when I travel to allow a space to recharge and mentally prepare.
  3. Exercise: When I can, I always aim to get my exercise completed in the morning. It removes the chances of procrastination and excuses later in the day.
  4. Don’t press snooze: I have always seen pressing the snooze button as a waste of time. You are neither naturally sleeping, nor are you being productive.
  5. Wholesome breakfast: Breakfast is a must for me. In fact, I’ll go as far as saying that my daily performance would drop over 50% if I skipped breakfast, possibly more. Your body hasn’t eaten for over eight hours; it’s time to refuel it.

No one is genetically engineered to be a morning person or not, productive people just choose to be disciplined in the mornings because of the rewards it gives them later in the day; time, energy and productivity just to name a few.

If you are constantly having a war with your mornings and the main goal is to survive at all costs, then I strongly suggest changing some habits and developing your own productive routine.

I’d love to hear what morning routine works for you. How would you described your ideal day @work?

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Posted in The world @work

Tough nut or fair, but firm?

I’m often accused of being a ‘tough nut’. I think I’m firm but fair. I’m frustrated by underperformers, people missing targets and sloppy work practices. Sometimes I feel I’m painted as some sort of ogre, and now finally, I know why. Apparently, nearly 50% of Australian organisations feel that ‘close enough is good enough’.

The Study of Australian Leadership by the Centre for Workplace Leadership at the University of Melbourne and funded by the Commonwealth Department of Employment paints a rather grim picture of our workplaces, particularly the rigour we apply to measuring and meeting performance targets. It reads as though the world @work in Australia could do with a rocket up the interior.

With one in three businesses not giving employees any key performance indicators to do their job, is it any surprise that as a nation we’re slipping in performance outcomes?

Let me pose some of the questions that arose from this study.

Do you have Key Performance Indicators for every person in every role in your organisation? Are those KPIs being measured? And are those people in those roles (remember, they’re our most valuable assets), being managed and developed to meet their KPIs?

Are you providing all the leadership and management training your future senior executives need to become brilliant leaders? Or are you hoping that because they’re good in the job they currently fill, they’ll be great a step or two up?

And can we also find better ways to spend the $56 billion a year, the estimated waste in completing non-essential administrative tasks? How often are conventions retained because ‘that’s how we’ve always done it’?

I’m finally having my day in the sun. Close enough is not good enough.

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When multi-tasking feels like doggy paddling…

As our lives get busier, multi-tasking becomes a necessity to cope with life’s demands. We may think that we are super human; that we can do it all with time to spare, when in reality we’re struggling to keep our heads above water.

So when does successful multi-tasking become drowning in responsibilities?

One of the earliest signs of drowning is displayed through your physical and mental health. You may begin to feel fatigued, develop a headache or become reliant on coffees to get you through the day. Physical symptoms are often overlooked – who has time for a headache when you have three deadlines to meet this week? However, humans are not superheroes, and it is important that we listen to our bodies when they are telling us something is wrong. So take a break, get some fresh air and listen to what your body needs.

Another sign of when multi-tasking becomes overwhelming is when you no longer have time for things that were once considered important. When going for runs on the weekend or having a night out with the family was once essential to your life, you now realise you haven’t done those things in months. Multi-tasking is not only applicable to your work, and work should not consume your life. Scheduling time for you to pursue your hobbies and passions outside of work is just as important as scheduling your meetings, so don’t forget to pencil them into your diary.

So how can we avoid drowning?

  • Be reasonable with your expectations. You are not superhuman; you cannot attend five different meetings at the one time.
  • Prioritise what is most important and tackle those things first.
  • Ask for help. People are more than likely going to say yes.
  • Schedule time for you.
  • Listen to your body when it tells you to take a break.

Remember, multi-tasking is all well and great if utilised correctly, just don’t go overboard.

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Posted in Professional Support, The world @work

Would you want to work part-time if you could?

A client recently asked me to find a Senior BDM for their boutique funds management business. Nothing unusual about that; however, my client only required someone on a part-time basis, three days per week (or equivalent). They were more than happy to provide flexible work hours to accommodate responsibility for kids or a carer’s needs, for example.

There are plenty of people who want flexibility too. Yet, working through the long list of BDM contacts that I have, I was surprised to find very few of the candidates who were ideally suited were seeking a part-time role. The most common responses to my approach were: “That sounds interesting, do you think it could lead to a full-time role for the right candidate?” or “I would love to work part-time, but I can’t afford to take a pay cut.”

From an executive point of view, part-time workers aren’t traditionally associated with highly remunerated roles. Yet, as reported in The Huffington Post last year, a growing number of executives are actively seeking the flexibility of a part-time role, while busting the myth that a top level job can only be accomplished successfully on a full-time basis. As Management Today Deputy Editor Andrew Saunders says, “there are very few jobs – no matter how senior or client-facing – which cannot be done on a part-time basis.”

Similarly, working flexibly shouldn’t be associated with a loss in productivity. Simon Allport is a Managing Partner at Ernst & Young who chose a flexible work model to spend time more time with his family. “At EY, we find offering flexibility makes for a happier, more engaged and more productive team,” he says.

Whilst part-time employment is ideal for many, economic or other realities can still make it unviable for some. In my experience contract roles are often extended beyond their initial term, and working part-time often does lead to a permanent position. Candidates who have that extra level of flexibility can use the opportunity to network within an organisation to further their aspirations.

As it turns out the successful candidate was someone within my network who I have known for many years. Her children are now school age and the part-time role was a perfect fit.

Are flexible working arrangements a perfect fit for you?

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Posted in Slade Executive, The world @work