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Effective Leadership

What is Leadership?
‘Leader’ versus ‘Manager’

There are so many different views  on the definition of Leadership. Our opinions will differ from others – and that’s okay – there is no blanket definition. Our views and the practices we implement, derive from years of observation, interaction and simply through our own experiences.

From leadership within a boardroom to a workshop, within social and personal settings, this blog post will only just touch on the ins and outs of our opinions.

So why do we need leadership?

Effective leadership ensures that things get done, yet also impacts how things get done. It’s the impact on people, and how they respond. Most people look for direction, clarity and confidence to get there.

Leaders and Managers can (but shouldn’t) play two very different roles. Being a leader does not depend on your hierarchy within on the organisational chart. Managers can lack leadership and great leaders can appear in non-management roles.

Successful businesses need Managers who are skilled in effective Leadership. Why?

Not only do Managers set the direction of the business, they also need to ensure that everybody else follows that direction. To lead is to: influence, involve, understand, communicate, challenge, ask, develop, empower, inspire, care, reward… and so on.

Perhaps one of the most significantly important functions of a Leader, is to consistently empower others (i.e. team, peers etc.) to perform confidently, and to their full potential. Observing an effective team at maximum productivity, through instilling empowerment and confidence, is a reflection of a powerful Leader.

Equally important, is the ability to lead change. Successful businesses will always be experiencing some form of constant change –competitive advantage cannot be preserved without it. Whether it’s technology, economy, competitors, supply and demand, services, people etc., the idea of change is daunting to most.

This is where the importance of leading change versus the mentality of ‘change management’ is critical. To lead change is to provide a platform of transparency, communication, involvement and ownership.

What is the key influence of successful change? Leaders.

Observing how people interact, will often give you an immediate insight into a Manager’s leadership style.

One of our focuses at Complete360, is to help businesses grow and develop Leaders – after all, the two most critical functions in business today are people, and knowledge.

0 comments on “Your Resume, Your Professional Wingman”

Your Resume, Your Professional Wingman

Nearly all of us, at some point, will need a professional-looking document depicting our work experience, skill-set, achievements and education. Whether you already have a CV/resume, or not, or you’re unsure if you even need one – when deciding how to create your CV/resume, there’s some important points to keep in mind to ensure it’s effective, and that it accurately portrays your professional image.

What is the difference between a CV (Curriculum Vitae) and a Resume?
What Does ‘Curriculum Vitae’ mean?

The primary difference between a CV and Resume is the length and purpose.

Typically, a CV (the term derives from early 20th century Latin, meaning ‘course of life’), details in-depth information about your experience and skill-set, as-well-as your academic background including qualifications, research, awards and achievements. This information usually spans over 3-4 pages (no more!), in chronological order, and provides a concise overview of your entire work-life.

Often, you’ll hear that you should tweak your CV/resume dependent on the job you’re applying for. This is not the case for a CV – the information should remain static, with the only variation occurring in the cover letter.

A resume is usually a single page, sometimes two. It might include a brief career summary, as-well-as a concise summary of work history and education. A resume is usually structured using bullet points to keep the information brief, and the details are tailored to suit a specific job role. The information doesn’t necessarily need to cover your entire work history – just the key points related to the position you’re interested in.

So, let’s recap:

  •  CV provides static information on the entire record of your career history; and
  • Resume is a brief, customisable list of skills and history.

 

Now you know which document you need, what are the do’s and don’ts?

Well, according to research, recruiters average only a few minutes scanning through your CV/resume – that’s why it is SO important to ensure it stands out! Our team have recruited hundreds of candidates in our careers, and this is what we look out for:

  1. Number one on our list is poor spelling and grammar. As soon as we pick up even the slightest error, the chances of an interview decrease dramatically. Attention-to-detail is one of the key qualities every job requires. Check over your document and then check it again. Ask a friend to read through it too, and just before you’re ready to finalise it, check it one last time! Alright, you’ve checked it – we hope.
  2. Information update. Ensure that the information in your document is up-to-date. You may have acquired further qualifications, skills or achievements since you last needed to use your CV/resume, so don’t let it go to waste.Are you referees still valid? Do they still have the same phone numbers? Do you?
  3. Information relevance. Ensure words relate to your profession. For example, ‘branding’, ‘market analysis’, ‘strategic planning’, ‘corporate governance’ etc. Using key words will flag the attention of recruiters who are looking for similar skills.
  4. Usefulness. You have a small amount of real estate to provide the most useful information to potential employers. Social media allows potential employers to find out much, much more about you, so you might as well help them by providing links to your social accounts. (This raises a key concern when you read on to point 5). List your key achievements from your previous roles and provide a single paragraph on the background of the businesses you’ve worked at – size, purpose etc. If you’re already well into your professional career, there is no need to list specific details about your work experience from 15 years ago, nor the High School you attended. Focus on your past four main positions and simply list the remaining roles.
  5. Professional Image is portrayed not only in your experience and skill-set but also your social media accounts, your email accounts, your voicemail and your document theming. As mentioned in point 4, whether you like it or not, recruiters will stalk your social accounts. Therefore, it’s important to ensure your personal lifestyle is separated from your professional, using adequate security permissions. Additionally, fastcars2011@hotmail is definitely not going to help boost your professional image. If you don’t have a suitable email, try using your full name with a new Gmail account. Equally as important is your voicemail – it’s time to re-record something down-to-earth, in a quiet environment – if you want to be taken seriously.Next, avoid using bright, bold colours, harsh fonts and images in your document. Keep it simple and sophisticated.
  6. Lastly, include an objective statement in your opening, rather than generic. Don’t use “hard-working individual looking for job security”. Instead, summarise who you are, what you’re good at, what you’re interested in and what you can bring to a business.

 

There are many, many more considerations to be made when creating a CV or resume – it can get overwhelming. Send us an email if you’d like some guidance on how to create your personal CV/resume today!

 

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Strategic Planning

Over the 20+ years I’ve worked in some of Australia’s largest blue-chip companies, I very quickly realized that building and working to a strategic plan, is a key, critical element to ensuring business success. This applies to any business, large or small.

So why is it, so many companies still don’t have a strategic plan? Is it that having a budget and targets is sufficient? Oh dear!

The idea of a strategic plan allows you to set a road map on the direction you want to take your business, from where it is today. If the plan is built properly, it will identify your competitive advantage. 

It’s important to ensure that your plan is achievable, and that you consider all the key variables such as your stakeholders, your market place, economic circumstances and whether you have the ‘bandwidth’ to make it happen.

Building your business’ vision will not only guide its direction, but also provides your stakeholders (a large portion of this being your staff), with a much clearer understanding of where you want to be, how you’re going to get there, the deliverables and expectation setting. Stakeholders need to be on board too, else it will fail!

At Complete360 we specialise in helping companies build a sustainable strategy for the future. Through facilitation of planning meetings, to designing and producing the strategic document, we will partner with you through the most important project for the future of your business.

0 comments on “Personal Training and Development”

Personal Training and Development

Personal development is just that, personal. Every person has different needs, ambitions and goals.

Australia has long been regarded as one of the hardest working countries in the world. I have seen so much dedication and tireless work ethic from many individuals over the years, that I accepted it as the norm.

Things change. People change. Interpret that how you will.

Should we be concerned that ‘Personal Development’ seems to have become just a catch-cry for a lot of companies? The investment of time, money and resources often outweighs the perceived benefits that follow-on from individual training.

People are a company’s greatest asset; the company will only be as good as its people.

Companies want to be seen to be ‘doing the right thing’ by their employees, yet too often, for various reasons, there is no follow-through, actions or investment in developing people. What a missed opportunity!

I have always felt it important to nurture, reward and grow talent – after all, it is people who will ultimately grow and develop a business.

As an ambitious individual, work experience plays a key role in continual self-development. You see things, hear things and learn as you go. It can be daunting, especially if you’re not supported with proper training. I see so much talent that is under-developed, underutilised or pigeon-holed into a role, with no prospective of further growth. Why? Sometimes the business, sometimes the individual.

Fear of change can cripple talent. Seek a promotion, a new career path or recognition. Apply succession planning, identify talent and nurture your people.

I once saw specific, unique talent in a Service Manager whose skill-set was well-advanced of the job role they were in, and so I intervened. I helped this person to take a totally new direction in their career. That individual is now the Asia Pacific HR Manager for one of the world’s largest equipment companies. We can help you too.

Remember, you can be, and achieve, what you desire, you just need the right support, training and drive to make it happen.

0 comments on “Effective Business Training”

Effective Business Training

There is an abundance of training offerings readily available, so why is it businesses are still suffering?

In most cases, it is because a key element is missing – that is, the training does not relate specifically to your business, your market or your challenges. The efficiency of tailored training, far outweighs the benefits received through a generic, streamlined option.

At Complete360, we invest time in your business, to understand your products, your services, your marketplace, and the challenges you’re faced with in day-to-day business.

Our fully-tailored training is not only unique to your business, it is delivered using ‘real-life’ situations and scenarios, based on your every-day business encounters.

Our interactive training programs maintain greater retention levels and are complemented by fully customised reference material. Staff performance is not only improved, but also that of your company.

Training should provide measurable outcomes. We can assist to identify the issues and outcomes that are required, ensuring your overall business productivity is improved.

Make training an investment in better business performance today!