Go on take a risk...

...what have you got to lose?  Nothing ventured - nothing gained.

http://wilderdom.com/images/RiskIsRealityB4.bmp

So why this post?  I have been in my present role for 3 and 1/2 years.  Now I feel the time is right to shoot for the stars and try something new.  My issue is though that I have been in my present role so long that I am unsure if trying for something new really is the way to go.

Then earlier today I had a great conversation with a work friend who wound me up about taking a risk.  "Why not have a go?" he said.  And so I argued with him becuase I my confidence and thinking was just far too narrow at that time.  My arguing with him was futile because he was right.  So now that I have my confidence up and some gusto in my stomach - it's time to go for it!

Sometimes we need to have someone challenge us, our thinking, and our motivations or lack of.  Now to get started on getting my CV and application looking sharp.  I challenge you to find someone who will challenge you!

 

Employment matters and discussions.

When it comes to discussing peoples employment matters (especially in regards to contracts) then be early, be sincere and be honest,  No one likes to get screwed.  Remember - you reap what you sow.

Job Management - It's all in the way you market yourself

Traditional job seeking websites list positions that are put their by employers looking for the right kind of person.  This process involves -

• Having a position to offer;
• Knowing what you are looking for before you advertise;
• Having no idea who is going to apply or what the quality of applicant may be;
• Then spending hours and hours looking through and vetting CV's and reumes that were a complete waste of time.

What alternatives are there?

1. Hire people on short term contracts.  Make an initial contract no more than three months in length and watch how the person goes.  Are they a a fit?  Are they who you thought they would be?  Does their skills match their CV?  If not, you still have an opt out option.  This is fairer on them and you as well.  And if the person fits the organisation they already know the job and can continue on at full speed.
2. Use social media to source people.  Find someone who knows someone who has the skills you are looking for and find out before you hire where they are at.  This is also a great way to pick up people who may currently be overseas and are returning soon but don't want to commit in to big a way upon their return.
3. http://www.greensky.co.nz/  This website reverses the standard 'looking for employment' process.  Employers can browse over the CV's and resumes of potential employees and can pre-decide who looks like a great fit for the company.  It is also a great wat to see peoples CVs and work historys in advance.  This kind of self advertisement also takes a bit of nouse and ago which are probably both skills that your organusation needs.

Try it.  It works.

(Image: http://www.flickr.com/photos/jfgallery/3537124962/)

Finding The Right Employee For Your Business

The great people over at Fuel Advertising know how to communicate to people.  They understand what you and I know but most marketers just don't get.

"People are human.  People have a sense of humor.  People are real."

So, Fuel needs a person to help create adverts.  Sounds simple enough?  Sure.  And that is exactly the level of person you would attract should you choose to advertise for someone with those skills.

What does Fuel do right?

1. 
   
   Make the position title legitimate and current.  'Ad Mechanic' now there is a job title that inspires and sets a level of expectation around the persons skills and capabilities.
2. 
   
   Give the applicants and position some respect.  The role is about the ability to use initiative, problem solving skills and mix them together with some creative flair and BOOM there you go - Ad Mechanic. 
3. 
   
   Speak to people in the same way you want them to hear you.  The message is clear and simple.  There is no ambiguity about what is going to be expected of you should you be the chosen one.

The next time you choose to look for people to join your team keep these ideas in mind.  I'm picking that the team at Fuel will have received a whole bunch of applications and there will be some great applicants too! 

So when we take the time to respect people, their skills and give them opportunities to develop there will be no shortage of people lining up to join your team.

Employee vs Friend

There is no clear line that separates an employee from being a friend. This is one area of management that is fraught with uncertainty and danger.

A manager can either get this really right or just as easily get it really wrong.

It is important to ensure that a clear distinction is kept between the two to stop problems arising.

When you are managing someone you essentially are there to ensure that they do their job to the best of their ability and to coach them on to higher things.

This works in both positive matters as well as negative. If the manager and employee are unable to distinguish between friendship and work responsibilities - DANGER!

MBA or NBA?

What to do in 2010?

• Complete my studies with Waikato Uni and complete the MBA program
• Or - knuckle down and get into the NBA instead?

It is important for us that Vanessa finishes her degree to allow her career promotions and a university qualification. I'm fine with that. However, it will may mean that I have to go into limbo for a year.

The other part of my conundrum is - will doing an MBA get me anywhere in my current organisation? I wonder about the value of an MBA if there is going to be no value at the end of it.

So even if I get an MBA will that mean I have a clearer line through to second tier management? I highly doubt it. Am I capable of operating at that level? Absolutely.

One of the dangers of staying within an organisation is being labelled and boxed in by other peoples perceptions.

When I was doing my chef training I distinctly remember Chef saying - "Trainee chefs should only stay in 1 job (kitchen) for 6 months, and older chefs no more than 2 years".

There is some value in that statement. The great chef Mossimo also said

"Once you know everything about your job, quit and get a new one".

Here are a few points on what I believe are the "Crucial elements of employee engagement" -

• Employees must be dependable and appear to be stable in a role is an important element of career advancement;
• Also important is the employees ability to grow,
• Their ability to know there is a purpose is what they do,
• They must be being adequately challenged,
• And they must be rewarded for their efforts at work - both internal job performance and external personal development.

Sure - I'll have a go

A couple of roles have appeared in the classifieds section of the newspaper today. They are at a multi-national in a far bigger role than I am in now.

Will I apply? Yes.
Am I ready for it? Maybe
Am I confident of having a go? Hell yeah.

After spending time on the MBA program I can confidently say I am ready for more. Yes I do need more management training. Yes - I do need mentoring. Yes - I am nervous as hell.

But whats the worst they could say? No? Come on - nothing ventured, nothing gained.

I also have a couple of meetings with other Directors at my current place of work, and I want to see what their thoughts are about career development and opportunities at my current place as well.

As I always say - watch this space.