#Fridaythought – the rules for being amazing

This week’s #Fridaythought is more a list and from one of my favourites – Robin Sharma

 

 

 

 

 

 

 

The Rules for Being Amazing
by Robin Sharma

1. Risk more than is required.
2. Learn more than is normal.
3. Be strong.
4. Show courage.
5. Breathe.
6. Excel.
7. Love.
8. Lead.
9. Speak your truth.
10. Live your values.
11. Laugh.
12. Cry.
13. Innovate.
14. Simplify.
15. Adore mastery.
16. Release mediocrity.
17. Aim for genius.
18. Stay humble.
19. Be kinder than expected.
20. Deliver more than is needed.
21. Exude passion.
22. Shatter your limits.
23. Transcend your fears.
24. Inspire others by your bigness.
25. Dream big but start small.
26. Act now.
27. Don’t stop.
28. Change the world.

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Singapore National Day

This week’s post is celebrating Singapore and from our MD, Asia – Kathryn Woof.

Yesterday was National Day in Singapore, my third one in the Lion City, and there are a few things I love about this yearly display of patriotism/military might/firework fandangery.

For one, weeks before the day itself, the Singapore armed forces practice the parade which they will be running on the day itself, which means fighter jets zooming past the sky scrapers, easy jokes about Top Gun being made around the city (well, maybe that’s just me actually), Chinook helicopters tugging ginormous Singapore flags through the sky out in the Singapore Straits, and a ‘practice’ fireworks display every Saturday at 8pm.

Secondly, coming from a country where our National Day is largely ignored (can any English reader say which day St George’s actually is off the top of their heads?…actually, I bet @robfanners can!) I love how the whole city state turns out dressed in red: couples, families, babies, grandparents, young, old – there are just heaps of people all around Marina Bay, there to celebrate their country’s birthday.

And what goes with that is an enormous chance to build a marketing campaign. Of course it does – it can’t be ignored! This year my favourite was Mentos who pushed the boat out to a point where the Singapore censors presumably couldn’t see it happening, and released a viral on you tube that will certainly raise a titter and an eyebrow from anyone who’s spent time here, done business here, or had the pleasure to live in this quirky little red dot.

For your viewing pleasure – the National Night video.

Why I Love Recruiting

Why I love Recruiting

Recruiting is so often misunderstood and misinterpreted and is incredibly hard to do well. Friends, family and past co-workers have often asked me; Why do you still do it?

Well thanks to a spur on by RecruitingBlogs I have finally put it down in words, Why I Love Recruiting. Its important to share what’s to love about our job with all the negativity around, so I hope this inspires some people and demonstrates to others why it can be a great profession to be in and stick at…

Two words: ‘PEOPLE’ and ‘BUSINESS’.

PEOPLE: There is nothing that fascinates me more, never has been, never will be. My job, especially as I’m also a business leader, is 100% about people. My clients are people, my talent are people, my employees are people and my services and solutions are all people focussed.

People are intriguing, frustrating, passionate, annoying, fun, boring, clever, dumb, irrational, rational, strong, weak, single minded, pliable, emotional, passive, dominant, detailed, sloppy, fearful, fearless, intuitive, blind (not in seeing sense), knowledgeable, well read, narrow minded, interesting, aggressive, friendly, desperate, cynical, angry, happy, caring, selfish…and the list goes on.

I am responsible and accountable for making sure that within this mix I introduce the right people to each other, keep them interested as they ‘date’, manage all the delicacies of their individualisms and the process they go through and then make sure they are happy thereafter. Now to do that well is a challenge. It’s varied. It’s a journey and it has its ups and downs, highs and lows. No other job I can think of would deal with people in such a concentrated way.

BUSINESS: Other than People, here is nothing that interests me more than Business. I get to see and listen to businesses and the people that make them every day. I get to learn about what works, what doesn’t, what’s new, what’s old, issues, solutions and everything in between. I get to see them grow and develop and become all they can become. I’m privy to insights and inside thoughts from the grad to the CEO.

I am responsible for listening so I truly understand them and the people in them. I then get to introduce people into them and watch them all grow and benefit from this introduction.

Both the above can be thankless, painful, political and difficult tasks but it is satisfying in ways I cannot begin to describe (you really have to live it to understand) when it all works.

I love recruitment because I love people and their differences, and businesses and their challenges.

I love recruitment because it pays me to be involved with people in one of the most important aspects of their lives, their careers and their businesses. I get paid to do what I love. Corny, maybe, conveniently truthful – absolutely!

Do what you love. When you love your work, you become the best worker in the world.
Uri Geller

Take Stock of your Talent

Take Stock.

It’s that time of year, most of us are either half way through or just starting a new one, but either way it’s a point at which we need to review the last 6 months against expectations and align our plans for the coming half year:

  • How’s it gone? Where could we have done better? Why did things go wrong? Where will we focus moving forward and how will we get there?

These are questions we need to ask ourselves as individuals, team players and as a company as a whole. As a leader I know how important it is to get all these aspects aligned. However, there is no more important single element than plans around your Talent. This is a very simple reality. Without engaged, motivated, and well equipped (in all sense of the word) employees, you will not have achieved much and I guarantee you will not be able to go anywhere fast.

We operate a ROWE which means we measure Results. This is a good thing for our clients (companies and candidates alike) and our employees, as it means we are not waylaid by ridiculous internal KPIs but only the focus of achievement for customers. To make this a reality though it incorporates 2 things. 1 – a quarterly review of achievements against those results measurements (financial, growth, teamwork, quality ratios, customer satisfaction – you will hear from us soon if you are a customer!) and then re-alignment for improvement and 2 – a bi-annual review in which we assess the bigger picture such as strategy, plans, careers, clients etc, and again re-align and strive to improve.

Whatever culture and system you have in place, it is imperative you take stock of your company Talent in all the business reviewing and planning you do. What are people feeling, achieving, wanting to achieve and think they can achieve. Align this to all the other goals  and my advice is you are clear about its communication, you inspect what you expect, and you focus on results in all aspects of the business, both retrospectively and in looking forward.

The most important factor is that this is done regularly, especially in these times of ‘change’. Business is moving so fast these days that to keep ahead, or at least with the game, you need to constantly be assessing where you have been, where you are now, and where you need to be in the coming period. I recently read a great article on Targus that highlights this business reality. The  MD saw the importance of HR strategies required to adapt to business change and utilised this to turn round their competitive offering in a fast changing environment http://tinyurl.com/3o32qsj

I look forward to hearing back your comments on our service over the last 6 months and any improvements we can make. I also look forward to hearing about your plans for Talent over the coming half year and how we can help you achieve your growth or plans.