Moir Group " Emerging Leaders" Series with Anna Lee, CFO of THE ICONIC by Janette Tam, Senior Consultant, Moir Group  

Earlier this month, Moir Group ran its inaugural event in our new “Emerging Leaders” series. This series provides a great opportunity for future leaders of Australian business to gain an insight not only on the successes, but also the challenges faced by current successful leaders.

Our first key note speaker in this series was Anna Lee, CFO of THE ICONIC. Anna has over 20 years corporate experience in the Australian, New Zealand and APAC corporate environments. 

I had the opportunity to meet with Anna prior to the event. She immediately impressed me with her dedication, passion and drive. These key traits were evident to all as Anna presented and shared with us many insights on the day, including her vision for The Iconic, key challenges facing online retailers and also shared her views of how to create and maintain a harmonious work-life balance.

Anna pointed out the continuous challenge of an online retailer, like The Iconic, where you are always competing against the traditional retailer in that "there will always be a physical shop!”.

In relation to her team, Anna points out that "attitude is everything", and then went onto explain that "I like to motivate my finance team by sharing my passion and vision on the company. I think the key to success is to ensure they are with me on the same journey and want to achieve the same goals"

In relation to work-life balance, my key takeaway was the importance she placed on nutrition and staying healthy in maintaining concentration and keeping those energy levels up - “I want to be alert whether its 8am or 8pm!”

Anna’ then left us with a parting message to all the budding future leaders - "One key message for any aspiring CFO is that Finance is an important function, its ok to take risks and try something out. If it doesn’t work just move on and don’t dwell on it. “

We thank all the future leaders that attended and especially thank Anna for taking the time to inspire and motivate this select group.

For details on our upcoming Moir Group events, please visit our Event Page, and please like us on Facebook and Twitter or follow our company page on LinkedIn.

"Where To Next In The Australian Retail Market And How Should You Respond?" A Post Event Summary on Trent Duvall's Presentation by Emma Walsh, Business Manager, Moir Group 

Moir Group recently had the pleasure of hosting Trent Duvall, National Leader of Consumer Products at KPMG on “Where To Next In The Australian Retail Market And How Should You Respond?”. Trent’s portfolio in Australia encompasses Food & Beverage, Consumer Products and Agribusiness.  Trent is also a member of the global Consumer Markets practice and provided us with robust commentary and insights into the rapidly changing retail marketplace. 

 Some key points from the day include;

• Growth within the retail market has been in the categories of electronics and hardware. Other categories performing well are furniture, takeaway foods, footwear and personal accessories.
• Compared with other western countries Australia has performed well due to growing levels of wealth and strong GDP growth. Australia is viewed internationally as a good place to do business and with an increased number of businesses starting in Australia.
• The consumer has fundamentally been changed through technology. The new consumer is a creator, critic, producer, spectator, and community manager, and is always on!
• The way we shop for good and services has rapidly changed as we embrace online shopping. Bricks and mortar is here to stay but will evolve and savvy retailers are embracing innovations to create an interactive and seamless shopping experience. Some very futuristic and innovative shopping experiences are being piloted each day.
• Retailers are focusing heavily on inventory and fulfilment management as well as data analytics and security. There is consumer demand for increased speed, service and delivery flexibility to enhance the whole retail experience.  We are seeing a lot more “click and collect” delivery options and with the emergence of in-home enablers such as Amazon Dash and Mobile Wallet, the future is coming! 

Thank you to everyone who came along to this event. If you would like a copy of presentation from the day, please click on this link, and for details on our upcoming Moir Group events, please visit our Event Page.

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, the link to Stephen's profile is https://www.ceosleepout.org.au/ceos/nsw-ceos/stephen-moir-moir-group/?dlsr=1874-xec-9029041341 

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

At our recent lunchtime event we were delighted to have guest speaker Sean Spence speak to our candidate community. Sean’s topic was “how do you stay positive when you are going through a career transition?” What things do you need to do every day that will keep you positive?

Asking yourself “How am I going?” is an important first step. Sean then uses a framework he calls FEROCITY, which is shorthand for considering 8 possible strategies that really can work for you.

Focused – You must have a target or targets, think about how you choose them and what works for you. For example, Sean will retreat to a coffee shop, where everything is taken care of for him and there is no interruptions from family or friends. This enables him to be in the moment and stay focused on his target for the day

Energised – What do you do about your energy? Think about your physical, mental, emotional and also spiritual energy. Reflect on what is your meaning and purpose in life, what is it about your whole being that keeps you on “song”

Respected – Respect yourself! What are you good at? Find the most influential person you know and catch up with them and ask their opinion and feedback of you. Be vulnerable, trust them and really listen to their feedback

Organised – It not about time management but more about rhythms and pacing yourself. Think about your circadian rhythms, what parts of the day do you work best? Are you a morning person or an evening person? Understand your own rhythm and make your day work according to this

Caring – Without caring about people and issues, you’ll have no followers and your leadership and impact will be diminished. On the flip side, you also need to be cared about and include your family, friends and colleagues in this. Empathy is a very powerful force to create engagement with others.

Innovate – To innovate you need a target, a process and a reason. You can only actually innovate on “something”. Know what you need in terms of the rate of change you can tolerate

Timeframe – When your timeframe is out of whack, when you are buried in fighting fires and seem to have no connection to your future and cannot look ahead. Are you trying to just exist and get through day to day?

Youthful Passion – When you are in touch with your youthful passion there is something very charismatic about this. People will follow you, your impact is enhanced and this makes your career more sustainable. When you are attached to your passions you are also a lot happier in yourself. During career transition you can tend to lose your passion and feel lost and adrift. As you are changing and going through this transition, allow the idea that your passion will return

You can also use the FEROCITY strategies to lead your team, monitor and sustain their focus and also re-energise them.

So when you are feeling fragile, flat and stale and wondering how to LIFT yourself. Then stop and RESET and use even just one of these buttons……..FEROCITY   

To find out more about Sean visit www.seanspence.com.au and head to our events page to see details about all our upcoming events. 

Newton Soares is passionate about the role that men can play in addressing gender inequality in the workplace. In this article, he shares his personal journey, and his perspective on the benefits for both men and women where workplaces encourage a better gender balance.

As Business Manager - Banking & Financial Services at Moir Group, Newton is currently working full time, however his approach has also been shaped by his experience working in a flexible part-time capacity, while his wife worked full time.  During this period, Newton learned first-hand about the challenges and rewards of being primary care giver for his two young children and benefited from a greater understanding and involvement in his family’s lives.

Newton’s goal is to encourage employers and, especially males, to champion the change needed for gender equality in the workplace and to realise the benefits to both businesses and individuals that arise from more flexible working arrangements and equal pay. 

A Personal Reflection on Workplace Flexibility and Family Life By Newton Soares

Becoming a father was a life-changing moment for me. It really was the start of a rollercoaster lifestyle with plenty of ups & down and it seemed as though the days were getting shorter as I became more and more time poor.

Initially, I was in the role of main bread winner and managed to continue climbing the corporate ladder. Juggling time between work and home was a challenge, especially considering my income had a direct impact on our lifestyle.

My wife had a successful career in hospitality and, when our children were born, transitioned smoothly into the role of full-time carer.  She also used this time to pursue her dream, to change careers and become a social worker. This involved studying part time, working casually in hospitality and also being full time carer to our two children.

Once our children started primary school, she decided to pursue full-time employment as a Social Worker. A daunting prospect, considering she was starting a new career and had been out of the full-time work force for 6 years.

Financially I loved the idea of going back to two incomes, however, we now had to consider the issue of before and after school care for our children. The obvious answer was myself, considering the hours my wife needed to work in her new role, plus the fact she needed to prove herself in her new career.

I was a little apprehensive about approaching my manager to ask for flexible working hours, as this is usually seen as a career-limiting move. Fortunately my manager was an outcome-driven individual who offered me the flexibility I needed.

This is where the journey began for me and opened my eyes to a new world. Working less hours and spending more time with my two children resulted in us sharing life-long memories. I never realised how engaging they could be in the car trips on the way to school and how much they debriefed on the car trip home. I learnt so much about them, their friends and the daily challenges they faced.

My wife was very successful in her role and the children got to see a different side of her as well.  We have recently swapped roles again, with my wife moving back into part-time work and myself, taking on a new full-time role with Moir Group.

Knowing what I do now, I have made an extra effort to continue to be there for my children’s schooling and after-school activities.  My wife and I both have a new understanding and appreciation of the contribution we are each making to our family life, and of the value of flexible and progressive employers.  Workplace flexibility has made me a better husband and father, and a more engaged and loyal employee.

Interested in reading more relevant articles, commentary and job tips?  Like us on Facebook and Twitter  or follow our company page on LinkedIn to stay up to date.

By Stephen Moir

2014 was a strong year at Moir Group and, looking forward, we think 2015 will also be a good year. We noted this strength across all the temporary/contracting and permanent accountancy/finance recruitment markets in which we operate, and from the more junior roles to the very senior level. 

Having said this, building through 2014 there was also an underlying sense that 'all is not quite right' with the Australian economy.  We believe this feeling will definitely flow into 2015. 

 It is hard to balance this "sense" with what we are seeing in terms of tangible results. It may be that this sense of unease and lack of confidence is just the new normal in which businesses and individuals operate, or it may be a sign of more fundamental issues in the Australian economy. We tend to think it is the former and that individuals in their job search and businesses generally are and will continue to adjust to these types of conditions. 

The single most important factor when looking at joining a new business is ensuring that you are aligned with the culture and values of the organisation. It should also be the case with the company you currently work for. If this is right everything else tends to follow. 

Given the "new normal" mentioned above, excellent leadership should also rank highly when looking at a new employer. The organisations that will continue to grow into the future and maximise the opportunities that these rapidly changing times afford, will be those with outstanding leaders. These leaders have a meaningful sense of purpose, strong values and a clear strategy all of which are linked. For ambitious individuals it is very important to be aligned with these types of leaders.

Strong leadership is one of the key components of a satisfying job.  It is also a vital element of a good cultural fit.  For this reason, at Moir Group we ensure this is a focus with all our candidates.

Thanks again to all the fabulous ladies who attended our recent Moir Group Women in Business Event at the QVB Tearooms on Thursday 21^st August. We have been overwhelmed by all the amazing feedback from everyone, and are delighted that you all enjoyed the afternoon. Looking forward to doing it all again in 2015….!

This is a selection of some of the feedback and also a few photos from the day.

“Thank you very much for inviting me along to the session yesterday.  I thoroughly enjoyed.  Interesting and engaging speakers and great table of ladies to chat with.

"It has certainly made me pause and think about my career path and what I want to do.  Lots of thought provoking ideas and mantras…”

“I wanted to thank you for inviting me to yesterday's event, the presenters were very inspiring and networking was of great value. Please extend my congratulations and special thanks to the organising team.”

“Thank you for such a wonderful event yesterday. It was well organized, enjoyable, interesting and motivational. I’m already looking forward to next year’s!”

“Everything worked so well – from the venue to the setup and catering, to the format of the afternoon and to the actual speakers.  I really enjoyed the content of all the speakers, and also thoroughly enjoyed making some new connections as well as catching up with old ones. 

"Congratulations, and can’t wait till next year’s event now!”

“Just wanted to thank you for inviting me to the event this afternoon. It was beautifully put together - stunning room, delicious treats, thought provoking and inspiring speakers - a great afternoon!!”

“And thank you for a most enjoyable afternoon! Inspiring.”

“It was such a fantastic event, thank you so much for inviting me! It is so lovely to attend an event and leave really feeling inspired.  There was a lovely group of ladies there, best Thursday I have spent in quite a while!

"The hosting, attention to detail, etiquette, venue – all just bang on!”

“I thoroughly enjoyed the talks and filled my 'thought bubbles' which was a splendid idea and which I will refer to as I take up many if the tips shared.”

“Thank you for the invite! As result of the meeting I have reignited my networking activities and organised some meetings with possible mentors and/or create some opportunities to do something different”

“What a wonderful event last Thursday! Thank you so much for inviting me. It was fantastic to finally see a Moir event in action, what a wonderful venue and such great speakers (such a good mix of styles and personalities)”

“Many thanks for including me on the guest list. Thoroughly enjoyed the speakers and the event.

"Loving my speech bubbles which I have since shared!”

by Karen Ryan, Director - Temporary & Contracting Recruitment, Moir Group

We built Moir Group 7 years ago, with the above statement as our foundation and we continue to grow with this goal firmly guiding our path.

Recently it has got me thinking.  What does it really mean to have a life that is fulfilling and a job that satisfies? Being a recruitment organisation and given I have been in the industry for many years now, I thought I might draw on experiences both personally and with clients and candidates, to explore this further. 

On the surface, one may expect a satisfying job to be all about the pay, the title and the career opportunities.  For some, these things are fundamental in accepting a new role and then being successful in this role

Underpinning these however there is a softer, emotional side that really seems to affect nearly all people we place in roles, and also the roles we recruit. 

Thinking first about satisfying jobs.  Individuals like to feel needed and they enjoy being listened to and valued.  This applies no matter your level in an organisation and whether you are more introvert or extrovert in nature.   I think it is a core human desire.

Most individuals also like to be trusted and able to trust others around them. 

They need to relate to the culture of the organisation both in regards to how the business treats and respects their specific discipline as well as the broader corporate cultures effect on them as individuals.

Just to digress a moment, I am lucky to have a HSC student in our house in 2014 and the theme for English this year is “Belonging”.  It seems this has been the English theme for a few years now and here we are asking our young adults to explore the importance of “belonging” by studying and comparing classic and modern novels and movies and creating their own creative writing stories on the same theme.

This cuts to the core of human happiness.  One wants to belong and feel a part of something.  For job satisfaction, it is the same.  You spend many hours a week with your work colleagues and it doesn’t matter your role, you want to feel a part of something and know that what you are doing is valuable. 

In roles where people don’t have this sense of belonging, it really is irrelevant how much you pay them or what title you give them, they wont be satisfied in their roles.  When people are unhappy, it can lead to miscommunication, internal gossip and negative energy that then often moves on to affect the bottom line of a business, as the core begins to rot. 

Instead, build a business and create an environment where people feel they belong.   This will in turn create satisfaction and positive energy. 

This doesn’t mean everyone can belong in every place and it doesn’t mean where you belong wont change with time.  What it does mean is you can better understand what you and those around you are actually looking for and how this affects their behaviour. 

Think about the times when you or a colleague has left a role or organisation.  Think of those specific examples.  When I do that I can see that for one reason or another that person felt they were no longer needed or adding value.  They sometimes felt under valued.  This can then affect their work and no matter how hard they try to improve or impress things rarely change. They have sometimes lost the trust of colleagues and managers to succeed and that makes it even harder to turn things around.  It is not a bad thing.  Sometimes it is time to go and find your satisfaction level again.  Alternatively give the person a new challenge and feeling of trust and belonging and you will see the positive results. 

This is also a good reason to really think hard on relying too heavily on references.  I know this is a big call and I very much agree with technical and personal references when hiring people.  The only thing is to use them more as a guide on how to manage someone new or get the most out of them, rather than to judge too harshly if there were some issues.  If someone has been with an organisation a long time, sometimes asking more about the journey they had in that organisation and the contributions they made along the way, rather than focusing purely on reason for leaving, may add value to your hiring process. 

Everyone deserves a chance to find the ideal place for them and once found they are likely to have job satisfaction and perform highly in the role.    

You all went to school and some might be living it again through your children.  Think back to what you liked about school.  When you had a group to belong to and felt valued and that you were learning and that you could share ideas with others, you were happy.  Children who feel left out or undervalued by friends or teachers tend to be the unhappy ones. 

It doesn’t mean they can’t succeed in a different environment. Maybe school structure wasn’t for them and we all know of highly successful and happy people who moved from a certain environment to a different path and found their way. 

There are many life examples where being needed, valued and belonging guide your sense of well-being and happiness. When children leave home, some parents lose their sense of feeling needed in the home; when an aging parent passes, the prime carer may feel lost for many years, no longer having a purpose of caring for another.

Life is a journey and a satisfying job is a big part of making ones life feel worthwhile.  Even though work is just one part of your overall life, it does take up the majority of your time.  Other elements including family and friends also contribute to ones life being fulfilling.  Some enjoy material success and even that is a way of feeling needed and valued.  They can provide and they like to show others that too and it helps them belong to certain groups.

Whether your job is paid or unpaid, stay at home or in an office, or even the job of being a student, the need for belonging and having satisfaction in your job relates to you and to those around you.

If you know you feel like this then recognise others do too and understand their desire to be needed and valued.  Make them feel worthwhile and say thank you and let them know that they belong in your world.  Be it work, family or friends this approach will create a positive vibe around you and allow others to feel satisfied and fulfilled and this will flow onto you and your circle of life and happiness.

Life is here to enjoy and why not let others and yourself strive for a satisfying job and a fulfilling life.  I know I do!