The Biggest Challenge You’ll Face as a Leader

challenges ahead

Once you’ve set a goal for yourself as a leader—whether it’s to create your own enterprise, energize your organization or lead your small team—the challenge is finding good people to help you accomplish that goal. Gathering a successful team of people is not only helpful, it’s necessary.

To guide you in this daunting task of picking the right people, here’s a four-part check-list.

1. Check their background or history.
This might be the most obvious step, but it’s vitally important. Seek out available information regarding the individual’s qualifications to do the job.

2. Check their interest level.
Once you’ve learned their qualifications, gauge the potential employee’s genuine interest. Sometimes people can fake their interest, but if you’ve been a leader for a while, you’ll be a capable judge of whether somebody is merely pretending.

Arrange face-to-face conversation and try to gauge his or her sincerity to the best of your ability. You won’t hit the bull’s-eye every time, but you can get pretty good at spotting genuine interest. The most interested prospects are often good ones.

3. Check their responses.
A response tells you a lot about someone’s integrity, character and skills. Listen for responses like these: “You want me to get there that early?” “You want me to stay that late?” “The break is only 10 minutes?” “I’ll have to work two evenings a week and Saturdays?”

You can’t ignore these clues. They indicate his or her character and often reveal how hard he or she will work. Our attitudes reflect our inner selves—so even if we can fool others for a while, our true selves eventually emerge.

4. Check results.

How else can we effectively judge an individual’s performance? The final judge must be results—and there are two types of results to look for.

The first type is work activity, and it’s simple to follow up on. Within a sales organization, you can request a new salesman make 10 calls his first week. If he starts telling a story or makes excuses for poor results when you follow up on his progress, it’s a definite sign. If his lack of activity continues, you’ll soon realize that he may not be capable of being a member of your team.

The second area you need to monitor is productivity. The ultimate test of a quality team is measurable progress in a reasonable amount of time. Be up front with your team as to what you expect them to produce. Don’t let the surprises come later.

When you’re following this four-part check-list, your instincts play a major role, and they will improve each time you go through the process.

Remember, building a successful team will be one of your most challenging tasks as a leader. The good news is that it will reap you multiple rewards for a long time to come.

Reproduced with kind permission from Jim Rohn

PLEASE TAKE A LOOK AT OUR NEW WEBSITE Click Here 
Please check out our website www.rightinternational.com if you have a vacancy that needs filling or need advice on your own career development.
 
Gary Pike MD  Right International 
 
Tel: 01932 837798  Email me Click Here 

 

9 Steps to get things done

 1. Consequences – Never use threats. They’ll turn people against you. But making people aware of the negative consequences of not getting results (for everyone involved) can have a big impact. This one is also big for self motivation. If you don’t get your act together, will you ever get what you want? 

motivation 
2. Pleasure – This is the old carrot on a stick technique. Providing pleasurable rewards creates eager and productive people.
 
3. Performance incentives – Appeal to people’s selfish nature. Give them the opportunity to earn more for themselves by earning more for you.
 
4. Detailed instructions – If you want a specific result, give specific instructions. People work better when they know exactly what’s expected.
 
5. Short and long term goals – Use both short and long term goals to guide the action process and create an overall philosophy.
 
6. Kindness – Get people on your side and they’ll want to help you. Piss them off and they’ll do everything they can to screw you over.
 
7. Deadlines – Many people are most productive right before a big deadline. They also have a hard time focusing until that deadline is looming overhead. Use this to your advantage by setting up a series of mini-deadlines building up to an end result.
 
8. Team Spirit – Create an environment of camaraderie. People work more effectively when they feel like part of team — they don’t want to let others down.
 
9. Recognize achievement – Make a point to recognize achievements one-on-one and also in group settings. People like to see that their work isn’t being ignored.


Please check out our website www.rightinternational.com if you have a vacancy that needs filling or need advice on your own career development. 


Gary Pike MD  Right International
 
Tel: 01932 837798  Email me Click Here

 


 

Four Steps to Improve Employee Productivity

productivity

Employees are at their desks for an average of about five hours every day, and companies are paying for that time. But often the results of an employee’s work vs. time spent don’t exactly match up. A model employee that seems perfectly productive can turn out to be one of the worst offenders.

I recently came across a survey conducted by Deloitte, which indicates that companies are beginning to realize this and are starting to allocate resources for performance management, which focuses on the performance of employees and ensuring their output aligns with the company’s goals. Within the report, analysts explain that last year, only 8 percent of their survey respondents believed their performance management process drove business value. “This year, the importance of performance management rose significantly, with 75 percent of respondents rating it an ‘important’ or ‘very important’ issue, up from 68 percent last year.”

Here are some suggestions

1. Relax on Internet restrictions.
Too often, employers overly restrict the use of the Internet. This may be out of fear that company-owned computers might be misused. However, with the amount of resources available online, the truth is that most tasks can be completed more efficiently if employees are allowed to roam freely online in ways not anticipated by the employer.

A perfect example is the growing use of social media, which often times has a legitimate business purpose. Marketing on social media is becoming increasingly important to help businesses and employees grow, and social media can be useful in keeping up to date with competitors’ latest moves.

Yet, there are many employers today who simply do not allow employees to use social platforms at work. It’s not always about Facebook; people can have zero productivity without even opening it. On the other hand, some employees can be super-productive social networking gurus.

2. Consistently measure overall employee activity and productivity.
In a way, measuring productivity to increase ROI is similar to sales and marketing data. In order to increase number of leads, you have to start counting those leads. If you want to increase sales, understanding the source of current sales is imperative. Breaking an entire process of working with customers in to steps, measuring every step and experimenting with improvements can lead to an increase in ROI.

The same can be said about employee-performance management. To improve the structure in general, you have to see the entire picture — it’s even better if you can have a recorded history to compare. That way, managers can ask, “how are we doing in this April in comparison to April 2014 when we worked from different office?” Or “How many productive hours per day does the financial team have now, compared to last month when we had less on the payroll?”

In other words, in order to improve productivity stats, the reporting numbers must come first to get a clear idea what needs to be improved.

Recording usage of websites and applications can help companies keep track of productivity levels, as long as it’s handled the right way. I’ve typically found that when employers are open about monitoring desktops, it creates a transparent, accountable environment. Managers shouldn’t go into it with a “Gotcha!” attitude but rather with the mindset to identify overall trends and find ways to improve productivity.

3. Set goals and use results to help employees grow.
When establishing a measurement system, managers should understand what their company’s current state is and then set up rules and expectations. For example, if someone is spending seven hours on email and office applications, and one hour on personal sites per day, he or she could be considered acceptably productive. Or not. It really depends on the management, which is why these guidelines need to be set within each department or the company as a whole.

Managers should have regular check-ins about goals and progress, just like any other critical KPI. For example, goals could include a 10 percent increase in sales, a 10 percent satisfaction in support and 5 percent less time spent on entertainment websites. There should also be a plan in place for counseling employees who may be falling behind due to unproductivity. An employee’s unproductive hours may result from spending too much time on non-work related sites or too many distractions in the workplace, whether in a traditional or home office. By identifying the areas where an employee is struggling, employers can work to help the individual reach their full potential and grow as a professional rather than letting them go (and paying the cost of turnover).

Furthermore, with certain services, employees are able to keep track of their own individual performance and hold themselves accountable for fixing any problems. When they are able to visualize where wasted time comes from, it becomes much easier to focus on eliminating those distractions. It can also create a gamification effect of sorts – “how productive was I today, and did I beat yesterday’s measurement?”

4. Account for brain breaks.
Although understanding and monitoring employee productivity is critical to the overall health of a company, it is important for managers to acknowledge that everyone is human, and we all need a break from time to time. Short breaks (and vacations) have been proven to help the brain function better. As such, it is perfectly reasonable to allow employees some latitude in conducting personal business while on a work computer.

 From an article i Entrepreneur magazine by Herb Axilrod

PLEASE TAKE A LOOK AT OUR NEW WEBSITE Click Here


Please check out our website www.rightinternational.com if you have a vacancy that needs filling or need advice on your own career development.
 
Gary Pike MD  Right International
 
Tel: 01932 837798  Email me Click Here

 


 

How to Turn Your Ideas into Action

ideaSet up a new discipline when the idea strikes you—when it is hot and the emotion is strong.

Being genuinely disciplined requires that you develop the ability to take action. You don’t need to be too hasty, but you also don’t want to lose much time. The time to act is when the idea strikes us—when it is hot and the emotion is strong, before the feeling passes and the idea dims. If you don’t, you’ll fall prey to the law of diminishing intent. A month from now, the passion will be cold—a year from now, it won’t be found.

So take action.

Set up discipline when the excitement is high and your idea is clear and powerful. You’ve got to take action, otherwise the wisdom is wasted. The enthusiasm will soon pass, unless you apply it to a disciplined activity. Discipline enables you to capture the emotion and wisdom and translate that into action.

The greatest value of discipline is self-worth, also known as self-esteem. Because once we sense a lack of discipline within ourselves, it starts to erode our psyche.

One of the greatest temptations is to ease up just a little bit. Instead of doing your best, you allow yourself to do just a little less than your best. Sure enough, you’ve started, in the slightest way, to decrease your sense of self-worth.

There is a problem with even a little bit of neglect. Neglect starts as an infection. If you don’t take care of it, it becomes a disease—and one neglect will lead to another. Once this has happened, how can you regain your self-respect?

Act now. 

 Reproduced with kind permission from Jim Rohn

Please check out our website www.rightinternational.com if you have a vacancy that needs filling or need advice on your own career development.

 
Gary Pike MD  Right International
 
Tel: 01932 837798  Email me: Click Here 


 

TIME WELL SPENT

I spend my time (and have done for the past 22 years) helping companies like yours to find the very best and highly talented candidates. By doing this, we remove some of the headaches you might be having in filling those important roles you need to build your company in this very competitive world.

Please have a look at our new website to see how we could help you.


PLEASE TAKE A LOOK AT OUR NEW WEBSITE Click Here


gary playaround
Regards
Gary Pike
Managing Director
Right International Headhunters
Tel: 01932 837798
Mob: 07710 313 663
www.rightinternational.com

This Might Interest You

Do you have a key role you’re looking to fill?

Would you like to meet with an experienced individual with a proven track record of influencing the future success and profitability of an Insurance business.

Please see below an overview of candidates we are confidentially representing in the market in search of their next career opportunity. 

Candidates we are confidentially representing include:

  • Head of Digital/CEO – InsurTech 
  • Head of Audit – Leading Personal Lines Insurer
  • Commercial Director – Leading B2C Insurer
  • CEO – Claims Management Company 
  • Regional Claims Director – Leading Insurance Company
  • CFO – Leading Broker
  • Head of Change & Transformation – Leading Insurance Intermediary
  • Head of Ops/IT – Leading Lloyd’s Syndicate
  • Head of Strategy – Leading Insurer

For more details on these candidates please contact me.

Alternatively please tell me what you’re looking for and I’ll guarantee a shortlist of the best candidates in the market within 20 working days.

Latest vacancies click here


PLEASE TAKE A LOOK AT OUR NEW WEBSITE Click Here

Regards
Gary Pike
Managing Director
Right International Headhunters

3 Ways to Face your Fears with Courage

courage
Here are a few techniques to help you build your courage and face your fears.

1. Put all remote possibilities out of your mind.
Don’t worry about things you have no control over. Don’t spend your time thinking about all of the bad things that might happen to you. Don’t spend your time plotting and planning ways to make sure these things will never happen.

Courageous people don’t worry about things that are out of their control or things that are unlikely to happen. They concentrate on what they can control.

2. Face your fears before you start something.
Imagine difficult situations before they occur. Make a list of the worst that could happen, and you’ll probably see that the situation is not so bad after all.

A friend of mine lost everything a few years back—her home, cars, possessions, antiques, art, jewelry and credit. She lost it all. Now, on her way back up, whenever she’s faced with a tough decision, she asks herself, What’s the worst that can happen? And guess what, she’s already been through the worst and she survived. It’s not an issue anymore.

You don’t have to lose everything to lose that particular fear. But once you face your fear, you can move on. Once you’ve figured out the worst that could possibly happen, you’ll see that you have the inner strength to deal with it if the worst scenario comes about. And here’s the best part: If you’ve looked at the possibilities beforehand, you’ll probably never be faced with the situation at all. Why? Because you’ve already been through it. By contemplating what might happen, you’ve charted your course to ensure that it doesn’t.

3. Imagine the alternative.
Picture the result of giving into your fears. Really feel the cost of being ruled by fear; then really feel the benefits of courageously following your ambition. Carefully weigh the two and see the difference.

If you’ve been invited to address your national sales convention and are scared to death of public speaking, what should you do? You could decline the invitation, knowing full well that your fears are holding you back. Or you could take some classes, read some books, practice with a friend. See yourself stepping into a whole new league. You’ll be accepting the opportunity to gain more notoriety in your field. And you’ll be increasing your opportunities for future success.

Once again, it’s your choice. Be fueled by your fears, or face your fears. It all depends on how badly you want something. It all depends on how you choose to live your life; do you always want to be afraid of taking the next step, or do you want to build your courage and open the doors of opportunity? I know what my answer would be.

Reproduced with kind permission from Jim Rohn

Please check out our new website www.rightinternational.com and if you have a vacancy that needs filling or need advice on your own career development.

Gary Pike MD  Right International

Tel: 01932 837798  Email me: Click Here


 

You Can’t Please Everybody So Don’t Try

cant please everyoneBefore we start this, it is important to point out that being helpful or wanting to support others is definitely not a bad thing. Volunteering, charity work or even getting a stressed co-worker a drink at the end of the day are all things that can enrich your life and make you and others around you feel better. However, it is when you try to do this too much and your own life starts to suffer that you need to take a step back and assess what is right for you.

Why you shouldn’t do it

Often people think that if you do what people ask and go that bit further they will admire you more- sadly this is not always the case. Indeed, if people feel that you are not standing up for yourself you can appear weak.

This can also negatively impact on you- people can feel that if you only tell them what they want to hear they may end up trusting you less. In turn the reaction other people give you can hit your confidence, creating an emotional vicious cycle.

The cycle is not only necessarily restricted to work- for example let’s say that you really like cooking. At first you may enjoy cooking for your housemates. But over time they stop saying thank you when you do it for them and come to expect it. What was pleasurable slowly becomes less and less so.

This can seem very depressing- fortunately there is a way to break this cycle.

Learn to say no

It can seem daunting and first but the way to stop being a people pleaser is to learn to say no. What this means is not being rude but being firm- if you are busy then let people know, if something is bothering you don’t be afraid to tell people.

Initially this may be hard and some people may be turned off by this. But conversely some people may be surprised in a positive way, pleased that you are doing your bit to reclaim your life.

This does not mean you have to be hard-hearted or stop helping people. What it means is that you gauge a situation for yourself and be honest. Have a checklist in your head before you answer yes or no-

• Is this something I’m really prepared to do?

• Would refusing to do this really negatively impact on the workplace, friends, family etc?

• Do I have time to do this?

• Is this something that can wait until later on?

Remember– you have the right to think about what you want to do and whether or not it is appropriate. Sometimes it is okay to not try to please everyone but ultimately to do what you can to help yourself and then help others in a way that is good for them but still leaves you feeling positive at the end of the day as well.

In short just remember to say no when necessary and say yes when it is something you are genuinely prepared to say yes. In the long-term honesty, really is the best policy when it comes to organising your life and working with everyone around you!


Please check out our website www.rightinternational.com if you have a vacancy that needs filling or need advice on your own career development.
 
Gary Pike MD  Right International

Tel: 01932 837798  Email me: Click Here


 

Top Producers Guaranteed

top producersThe number one problem that most UK businesses face is finding and recruiting the very top candidates that they need to rapidly grow their organisations.

Here is a short selection of such candidates that have confidentially asked us to help them in their next career move.

Candidates we are confidentially representing include:

Broking Transformation & Change Director – Leading Broker
Head of HNW – Leading Global Insurer
Head of Technical Claims – Leading Insurer
Divisional CEO – Claims Management Company
Head of Change Transformation & Programmes – Leading Insurance Intermediary
European Claims Director – Leading Insurer
CFO – Leading Life/Pensions Group
Head of Ecommerce – Leading Broker
Commercial Director – Leading MGA
COO – Leading European based Life Company
Head of Customer Service – Leading Insurance Intermediary
Account Manager – Leading Insurer

For more details on these candidates please contact me.

Alternatively please tell me what you’re looking for and I’ll guarantee a shortlist of the best candidates in the market within 20 working days.

Regards
Gary Pike
Managing Director
Right International Headhunters
Tel: 01932 837798
Mob: 07710 313 663
www.rightinternational.com