Let’s Get Real About Goals

yes you can

Nothing that’s worthwhile is ever easy. Remember that” – Nicholas Sparks

If you want to achieve a goal…any goal…you need to put in the time and effort.

“In fact, researchers have settled on what they believe is the magic number for true expertise: ten thousand hours.” – Malcolm Gladwell, Outliers: The Story of Success

It’s simple maths. Time + Effort = Success

But let’s put this number into perspective…especially for those that think 2 – 3 weeks of hard work is actually a long time. If you break up 10,000 hours into your average 8 hr per day, 40 hr/ per week schedule. That comes out to 250 weeks or just shy of 5 years!

“Once a musician has enough ability to get into a top music school, the thing that distinguishes one performer from another is how hard he or she works. That’s it. And what’s more, the people at the very top don’t work just harder or even much harder than everyone else. They work much, much harder.” – Malcolm Gladwell, Outliers: The Story of Success

As the old saying goes…”Nothing beats hard work”

Of course most of us don’t have that much time to dedicate to a specific goal, BUT I’m not talking 10,000 hours to become an expert. I’m merely talking about putting in the necessary amount of work it takes to achieve your goal. Some goals may take longer than others, but the bottom line is, you NEED to put time and effort to make it happen.

Before you ever take any physical steps towards your goal, here are 5 questions you need to ask yourself.

  1. Is this just another fleeting thought? Or are you really serious about making a change.
  2. Are you willing to make the time needed to achieve your goal?
  3. Are you willing to give it your best effort, not matter what the outcome may be?
  4. If things don’t work out the way you planned it (…because often times they don’t) are you going to quit? Or are you willing to find a way and make it work.
  5. How many times are you willing to fail before you succeed? 

These are some thought provoking questions that you should ask yourself, if you really want to achieve something great.

“Every day, people settle for less than they deserve. They are only partially living or at best living a partial life. Every human being has the potential for greatness.” – Bo Bennett

 

Talk to us
At Right International we specialise in matching the right employees with the right working environment. To find out more about what we do check out our website or contact us today!


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 


 

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Dealing With a Difficult Boss

demanding bossWork can be stressful at the best of times. What can compound the stress is when you work for someone who is aggressive, over-demanding or in some cases incompetent. If you feel that this describes who you work for here are some tips that can help!

Gauge the situation
Nobody is perfect- one day people can snap or take out their bad day on someone else. A bad boss will be one who repeats these patterns of behaviour on a regular basis.

In some cases it may be you just need to give them a bit of a breather and this will make it easier to discuss issues later on.

Find out why
In some cases there may be a reason behind their behaviour- for example a boss setting unreasonable targets may be doing so because they have been pressurised by their own superiors. This doesn’t excuse bad behaviour but may allow for a more reasonable discussion.

Don’t act up
The temptation when dealing with a bad boss is to say “forget it”- taking longer with work, longer breaks etc. While this is understandable this is more likely to make life more difficult for you and result in poorer relationships with other workers, future bosses and in some extreme cases disciplinary action.

Try to think ahead
Some bosses will often micro-manage and ask you to do any number of tasks or paperwork. If you can try to get these done ahead of time as much as possible as this will minimise the need for these tasks later on. Using your own initiative will also reflect well on you (but remember to keep the boss in the loop as this could be another potential trigger!)

Write it down
If a boss is over demanding or has a tendency to contradict themselves then it is worth having a paper trail- that way if they try to use anything against you then you have written proof of what they asked you to do and when.

Also reflecting back and saying “Is this what you meant?” will stop them from over-reacting as they will have to take time to explain what they want.

Learn from your mistakes
Coming out of a job with a bad boss can be stressful. What you need to make sure is that you do not go into another job and find another situation like that happening in a different environment- while it is important to have a job it is worth avoiding needless stress!

The best thing to do is research the company- look for reviews, social media posts from employees/former employees or if you know any of them take them out for a drink and talk to them directly as this will allow you to gauge whether or not you want to take on the job.

 

Talk to us
At Right International we specialise in matching the right employees with the right working environment. To find out more about what we do check out our website or contact us today!


PLEASE TAKE A LOOK AT OUR 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 


 

Why Strong Leaders Attract the Best Talent

In front of the group, concept on table

Why is that people want to work for a strong leader? How do you define a strong leader? On the surface the answers to this are fairly obvious. People trust leaders that know what they are doing (or at least appear that way) and that is what people define as a strong leader. In this article we are going to look at how strong leaders are able to attract the best talent.

Clear values
If people know what to expect when they join a company they tend to want to be a part of it. A strong leader understands the culture of a company and can communicate those values to the team. This is both in terms of telling people what they need, while at the same time being a good example.

A strong leader doesn’t just talk about communication, they take the time to address any issues and make clear to people what they want without being overly aggressive or domineering.

It is also important to communicate in a way people understand. Things tend to go wrong if people don’t know what they’re doing. Don’t be afraid to ask people “Do you understand?” and repeat if you need to in order to ensure they know what you expect from them.

Get feedback
Learning how people feel about the work is important. While giving people feedback on their work is something you should be doing, equally it is beneficial to take suggestions from your employees as well. While you may not be able to implement everything, anything you can do to make the work better and more efficient will be better for the business in the long term and will reflect well on you and your leadership.

Get to know your team
Knowing a team on a personal level is a good way of becoming a strong leader, even something as simple as asking “How are you?” can allow people to talk about their lives. If you can learn about if they’ve been on holiday, family etc as this shows that you care and want to engage with them.

While it is true you need a little distance as a leader, as ever with life, it is possible to achieve a balance and ideally you want people to feel they can approach and talk to you.

Equally it is not just about being personal. Remember to be fair to people and to stick to any promises you make. It may sound obvious but any breach of trust will be remembered!

Maintain quality
Being a good leader is not just about your skills and experience. Passing that on to others will make a team stronger in the long term and make it easier to achieve their goals. Don’t be afraid to share your experiences and develop your team.

 

If you want to know more about developing your team and our executive search service please contact us today and we will be happy to discuss this with you in more detail.


PLEASE TAKE A LOOK AT OUR 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 Bounce Back From Adversity

overcoming-adversityWhen you lead a group it can be difficult when you have had problems- this could be in professional terms such as not hitting a sales target or receiving some negative feedback. Equally it could be because you are facing personal problems and need to deal with that. Whatever the reason learning to bounce back from adversity can be beneficial to both you and your team and here are a few tips to help you do that.

Learn lessons

There is the old cliché about “learning to fall so we can pick ourselves up”. It is important to look at what happened during a difficult period and learning the lessons from it. For example if you work in a restaurant and a customer complains about slow service consider ways in which you can improve the speed and quality of your service to prevent complaints in future.

Change how you think

It is important to note attach blame to yourself or other people. Becoming trapped in negative patterns of thinking will exacerbate the problem so it is better to take a step back and find more positive ways to approach challenges rather than be afraid of potential problems.

Follow an example

Who do you admire? Whether it’s an athlete, a film director or even a fictional character like a superhero look at how they approach a problem and work out a solution. It may sound strange but this kind of positive perspective will make it easier to find the way to solve issues.

Think positive

In a recent example a defender was asked to imagine stopping a striker. They were unable to picture it and so during the game sure enough the striker got past them and scored. A positive visualisation allows you to picture something going well and you are more likely to get a positive outcome if you can imagine it and work towards achieving it.

Consider meditation or other forms of stress relief

Inevitably problems can cause stress and this can affect you both physically and mentally. Meditation, breathing exercises or even simply taking a walk during your lunch break can help relieve stress and make it easier to concentrate and be more productive.

Don’t be afraid to talk

One problem with being in a leadership role is you may feel you have to be responsible for other people. The danger about this is that you do not open up to people and this can cause stress.

It is so important to get help- work and life coaches, helplines as well as friends and family are all there. There is always someone to talk to and this can give you the chance to unload as well as make it easier to think clearer after you have let your emotions out.

Equally in practical terms you should talk to your team about possible solutions to any problems and work with them. People often want to feel included and will often relish the chance to be part of turning around a difficult situation.

For more information about our executive search services or to discuss what we offer please contact us today.


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 

Latest Insurance Vacancies

Ins JMAs specialist Headhunters to the Insurance market we work with leading organisations looking to hire the TOP TALENT in the market.

Here are some of our LATEST INSURANCE VACANCIES:

  • Transformation Director – Leading Global Insurer – Excellent salary/rates. Experience required:

Our client is looking for a Transformation Director on a fixed long term contract or permanent basis. The ideal candidate must have experience of working at executive level, leading large scale transformation programmes for a top tier Insurer working across, underwriting, pricing, people, processes and systems. This role will be working as part of the Senior Executive team having accountability for a large scale transformation programme across the whole business.

  • Senior Property Trading Underwriter – Leading Insurance Intermediary. Experience required: 5 + years Location: NW Salary: £70k

Our client is looking for a Senior Property Trading Underwriter with a proven track record. Must have a non-standard property background and keen to progress their career. Great opportunity to join a forward thinking growing company.

  • Senior Professional Indemnity Underwriter – Leading Insurance Intermediary. Experience required: 5 + years Location: NW Salary: £70k

Our client is looking for a Senior PI Underwriter with a proven track record. Must have a general PI background (not solicitors PI) and keen to progress their career. Great opportunity to join a forward thinking growing company.

  • Insurer Account Manager – Leading Insurance Intermediary. Experience required: 5 + years Location: National (3 days per week in NW) Salary: £65k

Our client is looking for an Insurer Account Manager with a background in personal lines motor and home. Excellent opportunity.

  • Financial Lines Underwriters – PI and D&O – Leading MGA. Experience required: 5 + years Location: London Salary: £ competitive

Our client is looking for financial lines underwriters. They are particularly interested in meeting people with Professional Indemnity and D&O experience. Great opportunity to join an expanding forward thinking organisation.

  • Senior London Market Property Underwriter – Leading Global Insurer. Experience required: 10 years Location: SE Salary: £80k

Our client is looking to add a Senior Underwriter to their team, with a property and liability background. Must have London Market experience and ideally experience within a tier 1 or 2 Insurance company, dealing with mid – large corporate business. This is an excellent opportunity to grow the area of the business and bring new ideas in. There is a clear path of progression in this role and an opportunity to add value to the business.

If you would be interested in one of these positions, please contact me in the strictest of confidence.

For other vacancies click here

If the positions are not right for you at the moment but you would still like to take advantage of our confidential proactive approach to help you in your next career move, click here to find out more.

Alternatively if your company has a vacancy I’ll guarantee to deliver a shortlist (of the top talent in the market) in 20 working days, please contact me to discuss.


Please take a look at our website click here


Regards

Gary Pike
Managing Director
Right International Headhunters
Tel: 01932 837798
Mob: 07710 313 663

 

Don’t Ask Don’t Get

 

ask the right questionsWhen it comes to being a leader of a group it can be frustrating if you are not hitting your targets. It may be that your employees are not hitting targets or they are not approaching customers in the way that you want them to. However there is something you can do- while it may sound obvious-if you don’t ask you don’t get!

What do you want?

Before you talk to your team about what you want them to do you have to consider what your goal is- do you want more sales? Do you want improved feedback scores when a mystery shopper comes around? Whatever it is you have to be clear about it.

Communication is so important- it is not just about the goal but how you explain it to people. Why is this goal important? What benefits could you potentially offer them in exchange for achieving that goal?

This is important because if people know what that goal is and why they need to do it they are more likely to focus on it and therefore are more likely to achieve it.

Do people understand what you want?

It is also important to check that people understand what you want them to do- while it would be great if everyone could instantly get what you require this is not realistic.

Therefore it is important to go over and talk to team leaders and individuals so that everyone is clear- this will then allow everyone to talk to each other and so there is no miscommunication that could cause problems.

A clear game plan for a target follows the SMART process (Specific targets, measurable achievements, achievable goals that you know your team can meet, relevant goals that work for your business and time bound goals that have a clear deadline).

Consider mentoring

Mentoring is one aspect you may not have considered- having experienced professionals from other departments in your business can give your team the benefit of that experience, allowing them to gain the confidence they need and the knowledge to hit targets.

For example if you want to improve sales then having a manager with a background in sales talk to your team can be very beneficial as they will be able to offer guidance to your team based on their experience.

Balance positive and negative

It is important to be positive and praise people when they hit targets as well as giving guidance to help them continue to build and do better. However the opposite is also true- you have to have difficult conversations if people are not achieving targets.

Equally if your team is not hitting targets you have to be flexible- getting everyone talking and looking at how they can make things better as a common push to improve is often more constructive than pointing out individual errors. Nobody likes to be singled out- however if this is necessary it is better to take people aside and talk to them individually rather than in front of the team as this can demotivate people.


PLEASE TAKE A LOOK AT OUR 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 


 

Top Insurance Talent

insuranceDo 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 success?

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:

  • Marketing Manager – MGA – Personal Lines
    Overseen growth of customer base by 25% ,reaching 100,000 new customers a year ahead of target.
    Launched a new brand for the business, contributing 52% of all new business volumes.
    Led digital transformation project which has increased digital sales by 28% year on year.
  • Development Director – Global Business – Leading International Insurer
    Responsible for the development of major broker and customer relationships for multinational business
  • Sales & Distribution Director – Leading Personal Lines Insurer
    P&L responsibility for personal lines broker distribution
  • Head of Product/Innovation – Leading InsureTech/Telematics
    Working at the leading edge of telematics and IoT technology for major brand leaders
  • Head of Operations – Leading Claims TPA
    Responsible for 220 operation staff managed through 4 direct reports covering 3 distinct business areas.
    Managed cultural change of moving site from an un-thinking, high volume provider to a quality-focussed centre of excellence, which outperformed all other sites for COPD leakage.
    Increased COPD special damages outputs from 65% to 102% against target.
  • Director of Fraud – Leading Insurance Intermediary
    FCA CF1 & CF11 approved person, responsible for all insurance counter-fraud defences, internal and supplier fraud. Immediately available for contract or permanent opportunities.
  • Branch Director – Leading Insurance Broker
    Full P&L responsibility for c.350 clients producing revenue of £1.3 million, client management, sales and people development.

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.


Please take a look at our website click here


Kind Regards

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

Latest Insurance Vacancies

As specialist Headhunters to the Insurance market we work with leading organisations looking to hire the TOP TALENT in the market.

Here are some of our LATEST INSURANCE VACANCIES:

  • MD Insurance Services – Leading Insurance Intermediary – £150k

Our client is looking for a Managing Director of Insurance Services with a strong exposure to the motor insurance market. This is a high profile role that reports directly to the CEO and sits on the Board and requires an experienced professional with a very strong level of commerciality and gravitas with a deep knowledge of the Insurance market. The candidate must have a strong market presence, gravitas and a proven track record of utilising client relationships.

  • MD – Leading Insurance Intermediary – £85k

Our client is looking for an MD to run one of their business units. The candidate must have UK property/real estate experience. This role is client facing and will therefore require someone with experience of account management and direct distribution as well as man management capabilities. The candidate does not need to have out and out P&L experience, however must have the ability to link revenue and manage costs to operational expenses.

  • Head of Defence – Leading Insurance Intermediary – £90k

The candidate must have experience in Defendant Litigation. They are looking for an individual who will develop the existing team and help to expand the range of services and the client base. The successful candidate will have a reputation within the industry for quality and innovative thinking and will have a track record of representing insurers, directing strategy and building relationships with senior key personnel.

  • Senior London Market Property Underwriter – Leading Insurance Company – £80k

Our client is looking to add a Senior Underwriter to their team, with a property and liability background. Must have London Market experience and ideally experience within a tier 1 or 2 Insurance company, dealing with mid – large corporate business. This is an excellent opportunity to grow the area of the business and bring new ideas in. There is a clear path of progression in this role and an opportunity to add value to the business.

  • InsurTech – Looking for funding?

Right International have trusted contacts across the Insurance and wider financial services sector who are looking to purchase or invest in a variety of established or start-up businesses – please contact Gary Pike in confidence

  • We are hiring! Right International – Resourcer – £ competitive

We are looking for an individual that has the ability to build rapport with people at all levels, have confidence and someone that enjoys a challenge. Working with an experienced team you will research and identify relevant candidates for a variety of assignments, engage in conversation with potential candidates to assess suitably and Work to a structured training and development programme.

 

If you would be interested in one of these positions, please contact me in the strictest of confidence.

For other vacancies click here

If the positions are not right for you at the moment but you would still like to take advantage of our confidential proactive approach to help you in your next career move, click here to find out more.

Alternatively if your company has a vacancy I’ll guarantee to deliver a shortlist (of the top talent in the market) in 20 working days, please contact me to discuss. 


Regards

Gary Pike
Managing Director
Right International Headhunters
Tel: 01932 837798
Mob: 07710 313 663

Please take a look at our website click here


A Management Idea

management-idea

Traditionally when people think of managers they think of people in an office behind a closed door. There is the idea that this person is not approachable and they are separate from the office culture around them. By contrast the idea of “management by walking about” (a phrase coined by Tom Peters in his work “In Search of Excellence”) is that mangers actively walk around their environment and interact with their team. In this article, we are going to look at this method and how you can make sure you can manage by walking about in an effective way.

Learn about your team
Essentially if you know what your team does it becomes easier to manage. For example, a CEO of a waste management company went on the trucks in order to see how waste was disposed and how the team did it. Having this practical knowledge therefore made it easier to manage because you knew how their day to day routine worked.

There is also the added benefit of people feeling less intimidated by you as a manager. If you can physically see the people in charge then you are more likely to talk to them- if you have ideas you can share them and if you have a problem then you will be more confident that your concerns will be addressed.

Follow up
It is not enough to simply be visible- if someone raises an issue with you when you are doing a walk around and you do not follow it up then they may feel you do not respond well to feedback or that you are not genuinely invested in this approach.

Furthermore, the approach is not “one size fits all”- some people prefer managers to be more hands off and allow them to get on with their work. Others may feel that an excessive presence of management in their working environment may be intimidating, feeling that they are being watched or observed as they work.

As with any management approach you need to gauge what is appropriate- this can either come from your own personal observations or from feedback (or more likely a combination of the two.)

Effective
The most effective way to manage in this way is to listen more than you talk- when you ask questions try to do so in a way that feels natural and try not to be too personal. It is not always easy but you can usually tell from body language or how someone responds whether or not they are comfortable with the questions you are asking.

Equally it is okay to say if you do not know the answer to a question and that you will follow up and find out, this is better than trying to bluff and being found out later on!

If this concept (MBWA as Tom Peters calls is) it is appropriate for your working environment and you can tailor it to your team it is potentially a way to make them feel more included and to make for a stronger bond between the management and the team working with them.


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 Ask For Feedback

feedbackThere is an old saying “If you don’t ask you don’t get.” When it comes to feedback as a leader this is crucial- you need to know that people get what you are trying to do and that they understand the targets you get and the goals you are trying to achieve. However, there are ways of asking and it is important to know the effective methods of asking for feedback in order to get what you need.

The problem

Essentially as people we deal with a difficult conflict- on the one hand we want to grow and learn in order to develop skills and build on experience. On the other is the need for acceptance, for people to understand what you want to do. Unfortunately, sometimes these two competing ideals in your mind can clash and this is why people can feel uncomfortable both in terms of giving feedback and taking it.

Different methods

There are various ways that you can get feedback. Anonymity can be beneficial- a suggestion box or an online survey can allow people to say what they think without feeling that someone will be judging them for it.

On the other hand, receiving information face to face can help too- in this instance what you need to do is be proactive and tell people that they can say what they want to you and that this is an important part of the process.

Feedback is learning

Another way of developing the feedback process is to get out of looking at evaluating situations in terms of “right” or “wrong”- by emphasising that you are looking at where things can be improved or developed then you can make it easier for people to look at situations in a constructive way and allow them to help you develop the process a bit more. Essentially the idea is that everyone can help each other.

You need “loving critics”

It is also fair to say that when it comes to criticism having people constantly moan is not productive either. Most people can identify the difference between constructive criticism and people who want to get a rant off their chest. By contrast people continually saying everything is great are not being constructive either, especially if they are afraid to give their true opinion.

However, if you can frame a conversation in the right way it often becomes easier to guide people into how they are giving the feedback and to make sure that it is helpful. Likewise, when it comes to you giving feedback to them you can be more empathetic before you say what you need to discuss with them.

Essentially the idea is to produce “loving critics”- people who want you to succeed (especially as it is for their benefit) and will give you what you need to hear as opposed to what you want to hear, allowing you to develop as a leader and in turn for the team to develop through this process.


PLEASE TAKE A LOOK AT OUR 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