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Career Choices – Always focus on the long term

Career Choices – Always focus on the long term

If you have a genuine interest in your connections and share meaningful info (something to share that is valuable to others) then what a tool we have. So let me show you how it works! Click here for an article by Lou Adler; I find his material always insightful and worthy of sharing with connections. My take on what Lou is saying here, is we should always focus on the medium to long term with our own career choices, not just the immediate impact (either positive or negative reasons). As a candidate, to leave a role because you’re unhappy and without due consideration of the impact could be a short term fix – like a drug habit. Will it be any better at your new employer? What is the perception of multiple short term roles on your future employment prospects? Sometimes change is necessary or inevitable (e.g. your role is made redundant or an untenable professional relationship). Couple this with the seduction of rhetoric of far better options and the outcome may not be in your best interest. As a business owner or hiring manager, there is good leaning in this article for you too. Well considered candidates want to know more detail and will make a judgement call on the role based on sufficient information and understanding, no matter how junior or senior. Start with the end in mind otherwise a hasty decision in many cases will end...
Skills & Experience v Attitude, Attributes & Ability to Learn

Skills & Experience v Attitude, Attributes & Ability to Learn

All businesses consider hiring the best people a priority. Most managers tend to be conservative and hire for the short-term, emphasizing skills and experience over performance and potential. So what’s the problem with focussing on a specific set of skills and experience?  Being too rigid on skills and experience can make you miss out on people who have terrific attitudes, attributes & the ability to learn. In Good to Great: Why some companies make the Leap & Others Don’t, Jim Collins examines how great companies emerged from the average and found “…hiring great people is about defining the desired results, and then finding people with the ability and desire to deliver these results. It’s not about listing skills & qualifications”. Lou Adler in Hire with your Head best describes it, as it all starts by preparing a “…performance profile“. The key points Adler highlights for hiring with a performance profile are: define the job, not the person; define success not the skills; focus on the doing, not the having.  Ask the hiring manager: “What does the person taking the role need to do to be successful?” List 6 to 8 performance objectives that define on the job success, ranging from dealing with people, meeting technical & business objectives, to organising teams, solving problems & making changes. So think differently and think twice before turning a blind eye to any profiles and/or resumes that fall outside the lines of a pre-determined list of qualifications. Share your hiring experiences – do you focus on skills & qualifications or do you think...
WORD ON THE STREET

WORD ON THE STREET

WORD ON THE STREET   Our aim is to provide regular educational information to help you grow an awareness on opportunities available in the market. We don’t want this to be an imposition so if you’d prefer not to receive it, please unsubscribe at the bottom of the page. If you do like it, then share accordingly. We hope you find the information of value! How to gain value from performance reviews It’s that time of year again – whether it be a half yearly or annual performance review, ‘the’ discussion is nearing. Some managers see this as nothing more than a time consuming exercise mandated by HR, and some employees feel they are a waste of time. But when you make finding the right talent & developing that talent a priority, achieving revenue targets & business goals should fall into place. So putting your best effort into performance review discussions, will result in benefits greater than the time spent on the process – including retention of key talent.   A FEW CURRENT ROLES ARE LISTED BELOW. FOR A FULL LIST OF OUR ADVERTISED ROLES PLEASE click here. PRODUCT IMPLEMENTATION SPECIALIST – BRISBANE Brisbane based national fund manager delivering solutions to institutional investors worldwide. The role is responsible for supporting the implementation of product development and maintenance functions, reporting function to senior management, the research and analysis of key strategic themes and assistance in the preparation of strategy presentations and documents for the executive and board. The candidate will have experience in a similar role, strong stakeholder management skill, excellent consultative and communication skills and understands the product management function. PARAPLANNER They are one of the largest superannuation funds...
How to gain value from performance reviews

How to gain value from performance reviews

It’s that time of year again – whether it be a half yearly or annual performance review, ‘the’ discussion is nearing. Some managers see this as nothing more than a time consuming exercise mandated by HR, and some employees feel they are a waste of time. But when you make finding the right talent & developing that talent a priority, achieving revenue targets & business goals should fall into place. So putting your best effort into performance review discussions, will result in benefits greater than the time spent on the process – including retention of key talent. Key areas to cover include: past & current performance; the year ahead – goals & objectives; and a personal development plan. Open discussions around – what went well; what didn’t; what could have been done differently? What support is required to achieve the goals & objectives set for the year ahead? What areas ​t​o focus on for career development? Nothing discussed should be a surprise in the annual review, it should be merely one more discussion in the on-going dialog of how an employee is performing. It is also the responsibility of both the employee & the employer to be engaged in the discussion & to be prepared for the conversation. Reviews should be a time to recognise employee performance, so give praise & credit where it is due. In current economic times, many perks have been eliminated or greatly reduced to cut costs, so performance reviews have become an even more important aspect in making sure high-performing employees are recognised. Miss this opportunity to praise exceptional employees – and you may...
Why some staff WILL leave you

Why some staff WILL leave you

It’s not always for the right reason but sometimes no matter what you do, it’s inevitable. Working conditions, salary level, conflict among staff, moving to a new location, career progression not available, head-hunted, recognition and reward above salary, lack of autonomy, respect and more could be sited as reasons. As a small business owner, management, leadership and continuous communication with staff is not easy within the total demands of your business. We don’t always get it right either. And that’s OK, as long as we learn and improve. What happens every day – you just don’t see it Recently a client called to discuss a staff member who approached them to respectfully challenge their remuneration package. “The catalyst was an advert on Seek. Where can employees gain misinformation? One place is a job advert!” The staff member was a Client Service officer of an SME Financial Planning firm and the advertisement touted a $15,000 greater package for what appeared to be exactly the same role. Trying to put myself in the employees shoes, the spin going through my head could include: I’m being underpaid and if so, the employer doesn’t value my effort. That extra money would go a long way to reducing my HECs debt or give me that surf trip I want to the Mentawais next year! I wonder if the rest of the team are being paid more than me? I know I put in as much time and effort as everyone else. My employer just spent 5 weeks overseas on what looked like a great trip after the dealer conference. I’m probably paying for that....
Word on the Street – 21 May 2015

Word on the Street – 21 May 2015

WORD ON THE STREET Our aim is to provide regular educational information to help you grow an awareness on opportunities available in the market. We don’t want this to be an imposition so if you’d prefer not to receive it, please unsubscribe at the bottom of the page. If you do like it, then share accordingly. We hope you find the information of value! It’s not about the money! There are a whole series of factors that make a good working environment. The physical working environment, leadership behaviour, open communication, team work, recognition, reward, continuous professional development & education and more. But be very clear: It is about the money too!   A FEW CURRENT ROLES ARE LISTED BELOW. FOR A FULL LIST OF OUR ADVERTISED ROLES PLEASE click here  STATE MANAGER National diverse financial services firm delivering financial advice, lending, investment and legal/estate planning solutions. This position has become available due to the current state manager taking a national role.  Reporting to the Head of Strategy and Advice, the person is responsible for the leadership and management of the financial planning and lending teams. The role oversees sales, operations and compliance whilst ensuring the business development focus is maintained through personal demonstration on how done. The successful individual will have demonstrated leadership and management with experience in the financial planning industry a must.   SENIOR CLIENT SERVICE MANAGER Our client drives the financial success of clients by ensuring a holistic approach to advice, including additional services tailored to align to their goals. Maximising their knowledge & unique alliance with accountants ensures they can provide specific financial solutions. Advice to clients ranges from cash flow management,...
Word on the Street – 7 April 2015

Word on the Street – 7 April 2015

WORD ON THE STREET Our aim is to provide regular educational information to help you grow an awareness on opportunities available in the market. We don’t want this to be an imposition so if you’d prefer not to receive it, please unsubscribe at the bottom of the page. If you do like it, then share accordingly. We hope you find the information of value! It’s not about the money! There are a whole series of factors that make a good working environment. The physical working environment, leadership behaviour, open communication, team work, recognition, reward, continuous professional development & education and more. But be very clear: It is about the money too!   A FEW CURRENT ROLES ARE LISTED BELOW. FOR A FULL LIST OF OUR ADVERTISED ROLES PLEASE click here  FINANCIAL PLANNER The CEO of the financial services business has created a fully funded financial planning division that requires a quality risk and superannuation adviser to service an existing strong relationship for new business. There is a demonstration of inclusiveness and all the team are “on the same bus”. They have outsourced their AFSL to a group with rigour and structure giving you the comfort to focus on performing your role in a compliant manner.  They have a model and structure to leverage existing client relationships with quality advice outcomes and incredible new business growth. Location: Brisbane North   SENIOR PARAPLANNER Our client is focused on providing proactive, personalised service & expert advice in all areas of accounting, taxation, financial planning & lending. They are a team dedicated to building personal, commercial & strategic success for their clients through the delivery of tailored solutions & personal...
Word on the Street – 19 March 2015

Word on the Street – 19 March 2015

WELCOME TO WORD ON THE STREET Welcome to the first edition of Word on the Street.  Our aim is to provide regular educational information to help you grow an awareness on opportunities available in the market. We don’t want this to be an imposition so if you’d prefer not to receive it, please unsubscribe at the bottom of the page. If you do like it, then share accordingly. We hope you find the information of value! No Producer, No Amp, No Digital Remix A short and simple message that shows us why seeking perfection in people is futile and can only damage personal and professional relationships.   A FEW CURRENT ROLES ARE LISTED BELOW. FOR A FULL LIST OF OUR ADVERTISED ROLES PLEASE click here  PARAPLANNER Genuine fee based business, quality strategic advice & an award winning team make this a unique opportunity for an aspiring financial planning professional.  They have their own Australian Financial Services & Credit Licenses and are one of a few businesses nationally to use the term “independent” under the Corporations Act.  You’ll be mentored within the future of advice framework today. The incumbent will be degree qualified, ADF or equivalent and focused on completing CFP.  Planning is your career path and you strive to be the best at whatever you do today.   FINANCIAL PLANNER This major industry super fund recognsies that it is the people that make the difference & the team are their key to success.  Staff work in a professional, relaxed team environment, where work life balance is genuine & attractive employment benefits are provided. Financial Planner – providing quality, professional superannuation & retirement advice to new & existing members....
Hospitality one day, guiding financial futures the next!

Hospitality one day, guiding financial futures the next!

Want to learn from a successful career transition to financial planning? I recently sat with someone who chose to transition from another industry and pursue a career in financial planning. Having been successful in running businesses for 11 years, he started a journey of investigation, made the decision to complete the Advanced Diploma of Financial Services and began networking for a role in the industry. He has now been in a financial planning role for 12 months and shared some of his learning with me. Some initial findings from the industry There is no doubt that graduate programs and the creation of successful career transition pathways to the financial planning industry are necessary for sustainability and growth. It’s also one of the drivers of the industry becoming a profession. The recent analysis completed by Griffith University and Zanetti Recruitment & Consulting has identified that 85.1% of those surveyed will grow their staff numbers in the next five years with 64.5% indicating they would seek graduates for growth positions. Financial Planning SME’s overwhelmingly reported they want a structured graduate recruitment and development pathway within the industry and are looking for guidance in this area. Industry associations and government are focused on transforming financial planning into a profession and the recent PJC report recommendations propose continuous higher education and minimum standards. Some of the learning he shared with me There is no doubt this individual was driven to succeed, had existing business acumen, clear engagement skills, a demonstrated ability to learn and a genuine interest in helping others. Arguably, to transition directly to advice from another profession or industry, these traits...
It’s not about the money!

It’s not about the money!

What makes for a good work environment. There are a whole series of factors. The physical working environment, leadership behaviour, open communication, team work, recognition, reward, continuous professional development & education and more. But be very clear: It is about the money too! If a potential candidate states it’s not about the money, then pay 50% of the market and see how long you’ll retain that team member. People need to be passionate about what they do. They need to enjoy going to work. Paying market or above is about feeling valued……being respected and recognised for their contribution to a business. I’m not talking about a green fields business paying below market because of cash flow restraints but upside on achievement of outcomes or sweat equity where someone backs themselves to receive upside in a venture — this is different. I’m talking about engaging an employee with the skill that matches your expectations and achieves outcomes. Someone that has the right Attitude,Attributes and Ability to learn. Working for love not money? Unless it’s not-for-profit and their mission in life is to help others, they are working for a commercial, profit generating business. You must be the messiah if they are going to work for less or nothing. We all want to feel valued and be rewarded in different ways. Paying someone below market when you own or represent a profitable business and expect them to feel valued? nope, nada, niente, nothing, forget it, you’re wasting your time. And is that what you want to do, run a sweat shop? Exploit your workers for greater good of shareholders or self? As an...