Last month, Moir Group hosted Richard Grupetta, Partner for the Asia Practice at Grant Thornton Australia.  Richard addressed the very popular question many businesses are currently asking “How To Successfully Expand Into The Asia Region” and the steps you need to take to best ensure a positive result.

Richard addressed the reasons for the attraction to Asia and how the global economic “centre of gravity is “irresistibly” shifting to the Asian region. This dramatic acceleration of growth is predicted to continue well into the future seeing a significant decrease in business interest in Europe occurring at the same time.

Richard focussed predominantly on Japan, China, Korea, India and Indonesia with the most attention based on China as it is:-

• Australia’s largest export market

• Has a population of 1,368 million people

• GDP growth rate around 6.8%

• It is a transitioning market – growth in consumer, manufacturing and services markets

• Growing online business

• ChAFTA (China-Australia Free Trade Agreement)

• Growth in Food/Beverages, consumer goods and education sectors

Richard then explained his 5 step approach when approaching the Asian market.

1. The best fit approach – Are you Asia ready?? Define your product/service, who are your competitors etc

2. Market review and ‘What if’ development – what is the market? Research!

3. Best options to decision

4. Budgeting and preparing for success

5. Roadmap development

Richard explained his strategy for market entry, expressed the importance of the people you involve and where to get financial support both at a State and Federal level as well as in-market support. There are also useful contacts within the Australian Alumni such as the NSW Business Chambers who can provide support and advice and of course the expert services provided by Grant Thornton. 

Thank you to everyone who came along to this event, if you would like more information on upcoming events please head to our Events Page and join our community by liking us on Facebook, following us on Twitter and connect with us on LinkedIn to stay up to date.

Moir Group is proud to present to you our next video in our new series "Corridor Catch Ups" 

The Vinnies CEO Sleepout is a unique way for business leaders to raise awareness and important funds in support of essential homeless services across the country. There are more than 100,000 Australians who find themselves homeless each night of the year. 

At Moir Group we are very proud to support the St Vincent de Paul Society, and after participating in the CEO sleepout since 2012, our CEO, Stephen Moir, will once again participate this year. Since the 2012 sleepout, Moir Group have partnered with St Vincent de Paul/Matthew Talbot Homeless Services and we are now running monthly resume and interview workshops giving advice to their clients. This commenced in September 2012 and we have been committed to running monthly workshops since which have resulted in numerous people securing employment. We are therefore asking you to consider making a donation to this very worthwhile cause. 

If you would like to donate then the link to Stephen's profile is  https://www.ceosleepout.org.au/ceos/?ceo_name=stephen+moir 

From Stephen and all the staff at Moir Group, thank you for your kind donation to this very worthwhile cause.

“From Tax To The Boardroom”

What Prisons, Aged Care and Frozen Food Has Taught Me about How to Manage Your Career

At different career stages, we all face crossroads. Whether you like to move to different jobs and organisations more frequently, or whether your preference is to stay with one company for longer periods, none of us can avoid times when we need to review our professional life. A key factor at these times is to take control of your situation. Here are some steps to take when you may be facing a career crossroad:

Create a Clear Career Plan 

A career plan is a key factor in ensuring career progression. Your plan should reflect you and your personal preferences. Be very clear about any job requirements that you do and do not want, for example moving overseas. Crossroads are a great time to "think outside the square". Take a risk and consider new challenges or building your career via a lateral move.  

Roles and Organisations 

What sort of roles and organisations you are most interested in? In which previous jobs have you felt most comfortable? What company culture suits you? Many people find they are most comfortable in a job where there is a balance between challenge and feeling on top of their role. Getting the right cultural fit for you is essential. Trust your “gut instinct” when looking for the right organisation for you.

Your Strengths, Unique Skills and Abilities 

Build your own brand. Consider your strengths, any gaps and the unique skills and abilities you can offer an employer. A breadth of skills across people, strategies and technical areas is also advantageous – so consider all aspects of what you can offer.

Undertake the Right Personal Development 

Be frank with yourself when you consider your own strengths and weaknesses. Play to your strengths and undertake specific training to address any important gaps.

Writing a Winning Resume 

Your RESUME is your chance to impress. A good RESUME should have:

• A profile summary that includes 3 to 4 key strengths on the front sheet.

• Tangible career achievements (supported by “situation, action, result” at the interview).

• Simple, clear and up to date

• No more than 4 pages

Networking 

The best networks consist of people you trust and respect, who hold similar values to you. Networking is a key component of most people’s job search, and consists of starting and maintaining relationships with people that can help you in your career.

Why is Networking so Important?  In a world of too much information, personal contacts and relationships are more important than ever. Networking keeps you in touch with your best advocates; those people who know you and with whom you have worked. Many roles never get advertised; they are filled via networks and personal connections. By keeping networking as a priority, you are more likely to find out about relevant roles.

How to Network Well 

Ask people for advice and ask for referrals. Most people are happy to assist. They can help you most effectively if you can explain to them clearly about what you want to do next. Find your own “style” and formats or forums that feel right for you. A successful network should include reputable recruitment firms who understand and have an empathy with you, as well as a mentor or trusted sounding board.

LinkedIn and Other Social Media 

Make sure your LinkedIn profile is up to date, and accurately reflects your roles and career. Then use LinkedIn to stay in touch with your contacts. You may consider using LinkedIn as a means of being introduced to relevant people, if appropriate. Finding the right people to follow on Twitter can also be helpful, as can “tweeting” yourself if relevant.

Take a Risk! 

Taking a risk can be as simple as accepting a secondment or project within your current organisation, undertaking extra study or taking a lateral career move. We have seen many successful examples of candidates who have taken a well calculated risk. Even if the risk does not produce the expected outcomes, there are still valuable insights and learnings gained…and you will not be the first to make a ‘glorious defeat’...

Stay Positive and Enthusiastic 

Companies look for more than your technical suitability for the role. They also look for someone with a good cultural fit, and are attracted to those who are enthusiastic and keen, honest and willing to take on a new challenge. The right cultural fit helps bring the best in all of us.

For further information on career coaching you can contact your Moir Group consultant or our Head of Learning, Angela Farmeary on angelafarmeary@moirgroup.com.au or tel 02 9262 4836. 

Last month, we had the privilege to host Peta Bayman, Director Facilitating Results Pty Ltd, presenting on "Working With Unconscious Bias''. Peta talked about the diversity of a workforce and how we all have an “Unconscious Bias” towards many things in life whether it be at home, socially and/ or at work. Although we all may look at the same picture, how we interpret it is completely different and this taps into our unconscious thoughts, assumptions and opinions.

Incorrect assumptions can extend to groups resulting in:

• Prejudice
• Stereotyping
• Discrimination

This can been seen in the workplace upon our choices of hiring staff and can lead to a team of people all with the same background, appearance and views.

The question is "How can we change this?"

• Awareness – I am biased, its OK
• Questions – ask different ones – think about what assumptions I have made
• Perspective taking – how does this look from another, different set of shoes?
• Systems – start seeing the whole system, seeing the interconnections of things

It is human nature to like people like ourselves and seek opinions from those that we know have the same opinion as us. However, diversity creates opportunity and leads to change and a world or workforce of inclusion.

Robots are us, bring back the human .. and Happy Easter! by Karen Ryan, Director Temporary and Contract Recruitment

We are already well into another year with school holidays just around the corner. It’s a great time to reflect on what is already a fast moving 2016 and yes, humanity! 

Sounds a bit dramatic doesn’t it, however sometimes we do need to stop and take a breath. Given the speed of change these days we all need to look up and remember what is at our core and what makes us tick.

With text now overtaking talk, words that once meant one on one communication such as “Connect”, “Like” & “Share” now meaning not having to talk at all, potentially reaching 1000’s in the one “hit”, it is important we remember we are all human and need each other more than ever. Embrace social media because it’s the way of the future and it’s moving faster by the day however, don’t let it steal the essence of the word “social” from it’s true human meaning. 

We at Moir Group, hosted our annual Christmas Party late last year where our clients, candidates, suppliers and others in our community came together. We ate, drank, talked and listened to each other.  We re-connected with people we had placed, or helped make placements with, with speakers from our many events and others who have been a part of our story over our nine-year history. It really was a special event and there was barely a phone in sight.  The reason being it was hard to balance food, drink and a handbag and be tweeting, checking in or looking at what was going on at other gatherings on Facebook! 

We were forced to be in the moment and the atmosphere around the room was one of real engagement and true bonding.  People were actively listening to each other, sharing work and personal stories from the year.  It is so important over this year and as the Easter holidays are upon us, to do this when you are meeting your friends we see so rarely these days, or the family you find hard to catch up with.  Be in the moment! Everyone else is also having drinks, eating wonderful food and catching up with people in nice locations, so there is no real need to show them what you are doing.  We are all doing the same! So just before you post, share or even take a photo for the masses, be in the moment and remember you care about those you are with so listen to them and share first with them.

I am from the generation that remembers the joys of face to face communication and the depth of relationships, so let’s pass this onto the next generation.  Keep the real links and demonstrate why that matters to those you care about and the rest will follow. Communicating with the masses is important and a way of the future, really communicating with people face to face and one on one and caring about them, is so precious and valuable. 

Give a little of yourself – have a laugh and remember no matter how senior in work you are or how little years of experience you have, you have a story to tell and we can all learn from those you meet by truly engaging with them.  Don’t forget to continue to add to your human profile and not just your Linkedin one! 

Have a great Easter holiday break, and I look forward to hearing your stories throughout 2016, not just reading about them with everyone else!  And yes, you can share this if you like!  

 

Experience on Tap! by Karen Ryan, Director Temporary and Contract Recruitment 

At Moir Group we see great value in experience.   Even internally, we have many mature, experienced people working across all areas of our business.  Our team all work well together, we add value to each other no matter what their age or the stage of their careers and we all learn from each other. This is one of our secrets to success. 

Recently we have placed a candidate who offered a wealth of experience in activity based costing, project and change management, stakeholder engagement and who was a qualified and highly experienced finance professional.  He was easy to help because he was flexible on location, rate and the length of contract and came with excellent references.  He was also extremely grateful for the opportunity to work and he promised to deliver and add value to the client.  His attitude was extremely positive and he offered many years of experience.  He will be highly successful in helping our client understand the changes needed in their organisation and then he will easily gain their respect internally and externally to implement these changes. We didn’t ask his age or even know it until we had to do a police check as part to the client’s HR policy and only then we discovered that our candidate was 72.  He has the attitude and passion and energy and experience to perform and deliver and that is all that matters to our client and us.

Our candidates come in all ages and stages!

Another candidate we placed in a highly specialised Procure to Pay Project was in her late 60’s.  Again we only knew her age when the client needed a date of birth for internal system log on. They actually thought we had made a typo! Her references were strong and showed someone with a no-nonsense approach who gets on with people in a direct and effective way and gets results.  There is no time wasted on Facebook, chatting, or on office gossip. She simply does a good job, with a strong work ethic and years of experience in the area our client needed.

You are well aware the population in Australia is ageing.  Retirement age has been stagged to increase to 67 by 2023.  There are talented people available that you can tap into.  By not noticing or using these skills, your company is missing out on valuable resources.  Everyone reading this, will be part of this pool of candidates either now or in the future. I hate to be the one to point it out, but if you aren’t already, you too will be in the over 40 age bracket at some stage.  Chances are when you are in your 50’s, you may find yourself out of work yet still willing and able to contribute.  So hiring managers of today, HR professionals and recruiters, you need to be open to this source of candidate because one day soon, it could be you who are offering your experience to the market.

Politicians, judges, scientist and professors; they often do their best work in their senior years.  Think of Nelson Mandela, Albert Einstein and even Barack Obama born in 1961, and then there is Charles Darwin who was in his 50’s when his “Origin of Species” work changed science forever back in 1859!  Think of famous musicians who never stop, Pavarotti and Tom Jones just to name two!

Moir Group recently hosted Dr Roger Collins who spoke for us on the very popular topic of leadership. Roger asked the very captive audience the question, “Leadership: Where Did We Lose Our Way & How To Get Back On Track”.

Roger discussed tightening our overall leadership terminology and discussed the 3 levels of leadership:

1. Self – this will become more important as individuals need to respond

2. Team/corporate/individual – The is a primary focus and the psychological aspect is very dominant in this field

3. Shared/collective – Roger spoke about the case study of McDonalds and the CEO Charlie Bell and his impact on a collective and a shared leadership approach, backed up by the core values within the McDonalds company

He advised us to consider moving away from a normative and idealized leadership, this is low narcissism with high humility as well as a level of spirituality and authenticity. Then moving to a descriptive approach, which is a much more task orientated and problem solving style, developing relationships, advocating change and always looking externally to network, and successfully and confidently represent your brand. Try not to think of leadership as a single causal factor. Ensure your organization is aligned with your culture, policies and practices with the outcomes that you expect of your leaders.

Overall Roger believes that most leadership behavior can be learnt and although leadership potential and aspiration can be identified early within individuals, your organizational culture plays a big role in the development of your future leaders. As well as this, the timing of their development is significant as results can be short term but development may be longer term. You need to have persistence and also patience in developing your leaders. Leadership is developed more effectively from actual experience rather than formal training and education, think of the 80:20 rule.

Overall, shift your emphasis away from formal development to strategy and issue related at work development with reflexivity. Build a community of strong leadership practice and also increase the robustness of the evaluation of your future leaders.

“Edison didn’t invent the light bulb by upgrading the candle” So whatever you are doing now probably needs a fundamental rethink and change.

Thank you to everyone who came along to this event, if you would like more information on upcoming events please head to our Events Page and join our community by liking us on Facebook, following us on Twitter and connect with us on LinkedIn to stay up to date.

The global and Australian economies are not as bad as they may seem, in fact they are in quite good shape. 

This was the summary from our first event of the year that David McDonald, CFA Chief Investment Strategist Australia, Private Banking and Wealth Management for Credit Suisse AG spoke at last week. For quite a number of years now David has spoken at this event for us, covering all the main economic hubs of the world and summarizing the US, China, Europe and Japan and then focusing on Australia. Each area has its own challenges, however these are manageable and in the main are being dealt with in a reasonable way. Australia continues the transition of its economy away from the resources sector. The oil price will return to more normal levels in time, it is mainly a case of over supply at present. Whilst China is not growing at the very high rates it has done in the past, it is still growing well and transitioning to a more services oriented economy. Australia will benefit in tourism and agriculture amongst other areas from this transition in China. The US has grown well in recent times and Europe continues its slow growth away from the GFC. Japan remains very sluggish.

Australia should see reasonably solid growth in 2016 and there is nothing on the horizon at this stage to knock it off course. 

All in all a much more positive outlook than many of us had thought going into the event. Always a nice way to start a new year, and David will be back again next year so we can see if his predictions were right!

Thank you to everyone who came along to this event, if you would like more information on upcoming events please head to our Events Page and join our community by liking us on Facebook, following us on Twitter and connect with us on LinkedIn to stay up to date.