WHAT KIND OF LEADER ARE YOU?
A leader comes in many shapes and sizes. Knowing which one you are can help you lead better. There are commonly 8 leadership styles – we explore these: 8 LEADERSHIP STYLES 1. Transformational Leader Innovation and change is a big part of this leadership style. These leaders want to encourage growth and ideas within their followers. 2. Democratic Leader This leader wants to bring in their sheep to participate. They are open to “the more the merrier” and believe that strength and growth come in numbers. They are very team led. 3. Bureaucratic Leader ‘By the book’ is a phrase that resonates with this type of leader. They want to follow a set of rules and do it right. They are not very forgiving when the rules are bent or broken. They believe that everything and everyone belongs in a box and that this is what works best. 4. Transactional Leader With this leader, they will give but they do expect something in return. There will always be a transaction or trade taking place here. 5. Servant Leader Some may get confused whether this person is a leader at all, as they always seem to be doing things themselves. But, their belief is that if they serve, the rest will follow in likeness. 6. Autocratic Leader The opposite of the democratic leader – they want it all to go their way. The term, ‘my way or the highway’ comes to mind here. 7. Hands-off Leader With an attitude that people are more capable when they are left to do things their way, this leader is very much a hands-off type of person. They give their followers the tools and then oversee that all is going according to plan. 8. Charismatic Leader You know this type well and their qualities are often resident in most styles of leadership. But, this character leads by magnetism. People just want to do whatever they say because they are that charismatic. You will know where you fit in and for some styles, there is always some improvement needed. Get in touch at https://westcoastpersonnel.co.za/find-staff/. Follow us on Facebook to keep up to date.
HAPPY YOU – HAPPY WORK – MAKE THE MOST OF WORK LIFE
No way around it – you have to work, and for a good part of your life, and mostly this will be for someone else. So, you may as well make the most of it, and be happy! Easier said than done, especially if you are not working in a job that you like, if what you’re doing is not your passion, and if the conditions are not good. But, it really does come down to attitude and perception. What do we mean? The way that you look at something and the way you perceive it can change your mind about it 100%. Finding the meaning and value in every task, every action and every moment, can release you from the chains of negativity and unhappiness. This doesn’t only apply to work but in life in general. But, let’s start with work, as you will be spending most of your adult life here. First, ask yourself why you are there. It could be a means to an end i.e. pay the bills, ensure your family doesn’t suffer, or you’re studying and need a job. Or maybe its a stepping stone in your career path. Those reasons, whatever they may be, should be a motivation for you to move through your workday with easier steps. Then look at each and every task you take on. What meaning can you find in the task itself? Sure, it may not add value to you directly, at that moment, but the task is a stepping stone in a bigger pond. The business you work for needs that task to be done and to be done well in order to complete a puzzle. Your input is part of that puzzle building, and in the end, fulfilling an integral need the business has. You are an important element in that project. Getting that will help you on your way to happy. You need to look at the job at hand, and even if someone else could do that job, you have to do it so well, that you know no one could have done it better. In that way, you have put yourself at the top of the food chain. You have become indispensable to the company when you offer value, even if it is through a mundane and boring task. Your input can also have positive repercussions that will affect other people in the business. Most activities are part of a team effort even if you never deal with the other people. There is rarely an activity that requires only one single input. Writing an order needs to then go to the person that will place the order, then to the one that will pick the order, check it and on to delivery. Mundane as it may be, you are all cogs in a working machine. Are you going to be the happy part of this process? Attending a meeting where you feel inadequate and useless could be because you are not adding value. Before the meeting, think about how you can add value. What can you bring to the table? How can you leave the room afterwards having them wonder where that came from and when will they see more? You can be your own worst enemy and making a difference is always up to you. There is always a bigger picture. Find that bigger picture and know that all the smaller paint swipes are just to build up to the finished artwork. Follow us on Facebook to keep up to date with news.
SLOW RECRUITMENT PROCESSES LOSE HOT PROSPECTS
I just had a client request a meeting with a star candidate I recommended to them four weeks ago and low and behold I had to let them know that the candidate had started work with an opposition company a week ago. WHY? Slow recruitment processes! This is not a once off. It occurs at least twice a week. I am sure that all HR and Recruitment Consultants who hunt top talent have experienced this. I understand that big companies often have more red tape and recruitment processes to follow. I also understand that it is difficult to get panels together and difficult to get signatures of authorisation for interviewing candidates, but at what price? There is a war for talent and if you don’t re-look your selection process you will not get the top 5% of candidates in your industry, but rather candidates who are available and definitely not the best for the business. Top talent has at least 3 offers or interviews in recruitment processes. They are being hunted daily and when they make the decision to move companies, they do have options. It is no longer a market where candidates are desperate and will wait 3-4 weeks for an interview. Skill shortages is not just a South African issue, it’s global and yes, we are losing the war. The root of unemployment is not only a lack of jobs, but a key underlying issue is also the inadequately educated workforce. Companies who understand that top talent do not stay looking for work for long, have a distinct advantage. Those companies who have tailored their recruitment processes to see top talent quickly, are those companies who are beating you to the candidates. Many firms now go the first step and track some variation of the “time-to-fill” metric. But despite that metric, not only are firms still almost universally guilty of painfully slow hiring but to compound the problem, few recruiting leaders truly understand the many negative recruitment processes that impact and result from slow hiring process timeline. I estimate that the impact at most corporations exceeds tens of millions of rand’s each year and the rand loss from this factor may be as much as 10 times higher than losses resulting from low recruiting efficiency related to the more popular “cost-per-hire” metric. It’s not enough to be conscious and aware of slow hiring. Identify and then quantify in rands each of the negative impacts of slow hiring, so that everyone from the CEO down will support the streamlining of the recruitment process. A big misconception that needs to be addressed is the old-fashioned way of thinking is that a slow recruitment process improves the quality of those you hire. You will lose most of the candidates who are in high demand during the late stages of your recruitment process. You also will lose significant revenue and productivity because vacant positions are open for too many days and essentially you end up paying new hires more in salary because they will be bid on by opposition. Your image of being slow decision-makers will cause you to lose many top prospects. Recruiting is a lot like acquiring a Grade 12 dance date. If you wait 40 days to make a selective decision, you must realize how relatively “ugly” your new hire is likely to be! Connect with us should you need help in moving swifter in your recruitment process.
I NOW PRONOUNCE YOU EMPLOYER AND EMPLOYEE – Interviews vs. Dating
While you may be thinking that sounds seriously odd, preparing and going on a date has many similarities with preparing and going for an interview. Besides the nerves and excitement, there are many other areas that marry up (excuse the pun). Let’s break it down … WHAT TO WEAR? Yip, making sure you are dressed appropriately is important for both scenarios. Where are you going? When relating to a date, is translated to Who are you seeing? and Who is the company? All these answers will get you to the correct attire. BE ON TIME It is never wise, no matter whether its a date or an interview, to be late. In fact, be early, at least by 10 minutes. Not only does this take the stress out of getting there on time, but you also have a chance to suss out the surroundings, the people, and to assume your position of power. And, by that we mean, get into a space where you feel comfortable and confident. WOULD I LIE TO YOU? Well, hopefully you won’t. Lying never got anyone anywhere – okay – so that isn’t so true, – but in the end, it can come back to bite you. So, opt for truth vs. lies – honesty really is the best policy on both accounts. WHO ARE YOU? And, what we mean her is, who are you seeing? Do a little research. Sure, with dating, this means a bit of stalking, but isn’t that what the wonderful world of social media is for? Duh! No, seriously, research the company and person who is interviewing you. LinkedIn is great to find out all the ins and outs. BE FRIENDLY Whilst in the throws of your date … um sorry, interview, be nice. Ask questions. Smile. Be engaging and of course, be friendly. HURRY UP AND WAIT With that period after the interview, you want to wait a little before haggling the interviewer as to what their decision has been. Likewise, with a date, you don’t want to be running after them too much. Okay, there is merit in making contact the next day, but sometimes, the 3 day wait is beneficial. Again, in both situations. KNOW WHEN TO SAY YES Often times, you may not be completely sold on the idea of someone or in the case of an interview, on the company. You may not feel that their company culture fits you and you are not sure of the future prospects within the role. Weighing up all the pros and cons is important and sometimes, you have to give a little. (sounding familiar? (clears throat) You know, relationship stuff 101) It may never be the perfect match, but if you’re not getting the nod, you may want to consider going for it. You can always negotiate. Feeling ready for that date … interview?
ARE SA MILLENNIALS RUINING THEIR CHANCES OF FINDING WORK?
While millennials are still looked at as the now generation and we expect great things from them, they are, most of them at least, finding it tough to find jobs.
TEAM COLLABORATION – HOW TO GET THE RIGHT MIX
Building a team is much like building a marriage, well a marriage of a few people, that is. Team collaboration is key! While we are not condoning polygamy marriages or dissuading them, it makes one think that to make that work, there has to be great teamwork. Everyone has a part to play, and everyone has to see the other person’s part as just as important as theirs. How can you ensure your team works as one unit? CHEMISTRY There has to be a certain element of chemistry between all the parties, otherwise the collaboration will be a flat and lifeless entity. Sure, there is a game plan in place, each has a job to do, each knows the ideal outcome, but we are all human, and working together isn’t always easy. We are so different. But, if there is a something that connects us, drives us and a chemistry that links us, then you have a great team. Ensure you put a team together that has chemistry. You need to sit back and analyse whether they do. It takes time and experience, but its possible to see. COMPANY VALUES It should always come back to what your company values are. If there is a team member that doesn’t fit well into your mix of values and culture, then they shouldn’t be there. This should be made clear from the onset. GET OUT Putting people into situations that are generally outside of their comfort zone can help you to assess what their real and true self is. Organise an outside activity that involves a team aspect. Get them interacting with each other and solving problems. Observe. Don’t get involved, just observe. Then ask them questions as to how they found the experience. Dependent on their answers and what you see, you should be able to ascertain whether this collaboration fit together or not. CHECK IN There may not be a 100% perfect team out there, and sometimes it can take a little time, with a little effort, for a few people to get on and work together. You have to be able to see the potential in each and as a whole. Keep checking in. Keep testing them, asking questions, and taking a vested interest in what their concerns may be. If its a creative collaboration team, you will find a lot of passion, which is typical of creatives. So, when they are all together, it can become quite a heightened and electric situation, but in saying that, this can be what makes them a great team too. See that. Nurture that and help them work towards the greater good.
HURRY UP AND WAIT – JOB APPLICATION ETIQUETTE
The best way to follow up on a job application. The interview went well. You are feeling confident and excited. This job is yours! But, a week has gone by and you havnt heard from anyone. What do you do? Do you email, call? Is it too soon? Will they be irritated by you? Will they be happy that you followed up? It is always a difficult time – that period between interview and the call that will tell you that you succeeded or you failed. So, what is the proper protocol when following up on a job application? And, should you follow up at all? The consensus is that, yes, you most definitely should follow up. Its in the when and how that makes all the difference. As for when, it appears, according to a study with various HR Managers, that the best time to follow up is around 1,5 to 2 weeks after the interview. Ok, cool, so its been almost 2 weeks, now what is the best way to follow up? 1. Insider Info Check with anyone you know inside the company as to what the talk has been. This will give you a better understanding of how to approach the powers that be. 2. Go to the top If at all possible, get the decision makers details. That may be the HR Manager, the recruitment agency head, or the boss himself. They will be the best people to advise you on the job application. 3. Craft the perfect email You may not be a writer or linguist but a well crafted email can make a great impression. Ensure you include the following: – make your subject line clear i.e. Position of Sales Consultant – Follow up – address the person by their name – express that you hope they are well (its just nicer to start off that way than to jump straight in) – thank them for their time in the interview – ask politely if they have made a decision on the position – express in a short sentence why you still feel you are the perfect fit for the job – end it off with a thanks and that you hope to hear from them soon – don’t do the Yours faithfully bit – its old school – simply, all the best, and your name, will do 4. Follow up Call So, no response after another week after your email on the job application, what now? Now, you call. Ask to speak to the person you emailed and if its a good time. If not, phone back when it is. Asking them to call you back can lead to you not taking the call, missing the call for whatever reason, and that will just frustrate the caller. You call back. Once you have them on the line, pretty much follow a similar format to your email. Ask whether they received the email first, then let them tell you like it is. If they say there are still busy and to follow up in another week, well, then do that. And, ask whether you must email or call. Whether you get this job or not, you have followed a polite and non-invasive process. While you may not have succeeded here, keep pushing on and keep following up in this same way. Good Luck in your job hunting!
HOW TO SMASH YOUR NEW JOB
You’re the new kid on the block. You need to impress and show some mettle in your. How can you smash your new job before you’ve even started then? No worries! We have the dope right here for you. KNOW THE COMPANY INSIDE OUT From when they started, why they started, who the big dogs are, who the juniors are, know their products and services backwards, and any other key features and unique elements that make them who they are. LEARN WHAT YOU CAN ABOUT YOUR NEW TEAM This may require some trolling on your part to see who the key players are in the company, what their background is, what their values are (often professionals divulge this via their LinkedIn profile and posts that they send out) and also see who you will be working with, so that you can learn how to fit in quickly at your new job. HAVE A PLAN OF ACTION AND FOLLOW THROUGH WITH IT You know what your job entails – you should know this! So, have a plan of action. You may not know the exact project details or what clients you will deal with, but you know what your job description requires. Put together a matrix of strategies that will help you achieve your goals within the company. Believe us, it will impress! HAVE A LIST OF QUESTIONS READY No one expects you to understand and know everything, so be ready to ask questions about your new job. People who are placed in a position of authority can be very helpful. Show them that you are wiling to learn and are open to suggestion too. Your new job can feel like an old job even after the first day – good luck!
5 FAB COMPANY CULTURE ELEMENTS
Company Culture – the buzz word of the decade! But, what does it mean and why should you be focusing on it? If you take only one thing from this then know that a hostile, negative environment is not a good place to be. Developing a company culture needs to address that, first and foremost. However, in creating a company culture, you need to also look at your, the owners, personal values. If you haven’t already gone through this exercise, I suggest you do this first. List what you consider your top 5 values in life and convert those into working values for your business. There are obvious ones, that should be … well … obvious, such as integrity, honesty, ethics, but you can dig deeper and find others that speak to your unique value system. 5 Elements that you need to ensure you apply, once you have your company culture values intact, are: 1. Be upfront about what your company culture is about – right at hiring stage Employing the people that fit your company ways is vital to sustaining good staff. You can ask certain questions that will let you see just whether they mix well with you, your business and the other already established employees. 2. Let existing employees know what the company culture is all about Maybe you have worked about-face and only now decided what it is your company values are. Well, don’t leave your workers in the dark. Tell them, make it clear, and even consider visualizing it on your entrance wall or as a screen saver on their computers. 3. Let your team know that they are a team Many businesses exist in an island scenario, with management sitting so far away from the rest of the people, that they cannot bridge the gap. And, we don’t mean literally only here. We mean in terms of actually connecting and engaging with staff. If they feel isolated, then they wont do justice to your business and they certainly won’t stick around long. 4. Be the voice You cannot expect others to follow a methodology you have instilled when you don’t live it. If you want openmindness, then you need to show you are openminded. If you insist that there be a casual, you-can-talk-to-me-about-anyting attitude, then don’t be slamming doors in your staff’s face. Live by what you profess are your company values. 5. Communicate it over and over again Make your company culture an integral part of everything you do, and bring it into meetings, projects, client liaisons, and all that your business gets involved in. Reiterate the values whenever you get the chance, lest anyone forget them.
DO THIS WHEN YOU HAVE NO MOTIVATION LEFT
It happens to the best of us. It can hit you in a blast or it can slowly creep up on you, knocking you down inch by inch. Staying motivated can be tough. When you have looked for all possible pick-me-ups, when you have listened to all the podcasts you can find, and yet you still cannot find the motivation to get up and busy, then you need to dig deeper. First, look to what has worked for you in the past. Either replicate that method or find something new but similar. It may trigger you into that same mode of movement towards a positive end. Connect with at least 5 people that you know can help you. Schedule a coffee, ask them when you can Skype call them, or simply pop them an email and reach out. People can be your greatest saving grace. Give yourself a break. You don’t need to be perfect all the time. You are allowed to have moments where you are down and out. Sometimes, your body and mind is telling you to take a break. We are not promoting that you give up – no! Not at all. But, taking a breather, a respite, can help you to reboot and carry on. Take a look at your health situation. Your low mood may have much to do with your fitness and health status. Assess if you have been eating well and if you are getting in at least some exercise every second day. Even a brisk walk can help you to clear your head and set you on the path to recovery. If you find that no methods are working, you may want to seek professional help. Insomnia, lack of appetite, low libido, stomach cramps, headaches, and the wish to be alone are all signs that depression is setting in. While independently they may be because of other issues, its best to have yourself checked out soonest. In ending, thinking about what could be the source of your low motivation could be just the trick to getting you out of the bad mood. Fix it as quickly as you can and try to move past it – telling yourself that it is just a phase. Please note, as well, that we are by no means giving you qualified professional advise here, but rather our insights after many years in the entrepreneural zone.