Gratitude for getting here

Posted on March 8, 2012 by admin

We are currently in the delicious mode of transformation.

Truly liberating as we unfurl and unleash
new ways to inspire and serve you.

We are creating services and products that will help you transform your life of work.

For the truly talented our first born is The Manifesto of You. This promises to get you really clear about your talents, strengths and unique brand of genius and then… who you want to gift them to.

This manifesto will provide you with everything you need to create a truly awesome resume. And, because we love to help and demand elegance and ease we have, in addition, crafted several, interview winning resume templates.

For you Talent Seekers we are developing a practical and holistic downloadable book that will share with you proven strategies to attract and retain truly talented people. The book will be jam packed with things your business can do, behaviours you can adopt to maximise performance and increase customer satisfaction and revenue.

Until then please contact me on 0438 883 143 or info@fishrecruiting.com.au

You can also connect with us on Facebook, LinkedIn (Kate Woodland) and of course Twitter.  I look forward to connecting with you.

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Are You Defined by Your Title?

Posted on October 27, 2010 by admin

A women lies dying. Her body ravaged with cancer. She has but a few short weeks to live. Her spiritual advisor finds her distraught, ranting, her ailing body spent. He enquires of her upset. ‘My ring of great monetary and sentimental value, worn everyday has gone missing. Its more than just a ring to me.’

Her spiritual guide asks her to the consider the following questions, ‘Do you realise that you will have to let go of the ring, perhaps quite soon? How much time do you need before you will be ready to let go of it? Will you become less when you let go of it? Has who you are become diminished by the loss?’

The dying women considered then spoke, calm in knowing. ‘The last question made me realise something important. First I went to my mind for an answer and my mind said, yes of of course you have been diminished.  Then I asked myself the question again, has who I am become diminished? This time I tried to feel the answer rather than think the answer. And suddenly I could feel the I Am-ness. I have never felt that before. ‘That is the joy of Being,’ said the spiritual guide. He went on to say, ‘whatever the ego seeks and gets attached to are substitutes for the Being that it cannot feel.’  The guide is Eckhart Tolle. His teachings from A New Earth

In working with people who have been made redundant, have lost their jobs and immediate livelihood I know it is painful. I too have been made redundant or to be honest sacked! A part of us goes missing; jetsam and flotsam washed out to sea. We grieve as if we’d lost a loved one. In reality we are being asked to consider other options, to take a different path.

It is the ego that is defined by his title, his corner office, his car and expense account. The proud, pompous ego courts the question, ‘what do you do?’ He puffs his chest and fluffs his feathers and defines himself by important standing.

In being, you are freed from this angst ridden entanglement. The fear of being cast out or cast aside. You are enriched by your service to others.

Posted in A New Earth, Eckhart Tolle, Ego, Redundancy, Work | Leave a comment

Do you want a vision?

Posted on October 26, 2010 by admin

‘Determine that the thinking can and shall be done and then we shall find the way.’ Abraham Lincoln

All things are created twice. First in your mind and second in your actions. Your dreams, beliefs, goals and mission precede the physical creation. Vision spots and seeks out opportunities. It inspires and excites acting as a compass towards the realisation of our dreams. It creates the blueprint for life.

Recently listened to a story of a young girl who dreamt of becoming a musician. Of being accepted in to the Melbourne Conservatory. Her vision was heartfelt and consuming. When friends were devouring DVDs and pizza this young women practiced. She practiced for 4-5 hours every day. In 2008 she was accepted in to The Conservatory. Her vision provided the specifics – the what, when and how of accomplishment. Connecting her conscious with her sub-conscious formed her habits; a way of being. And an ability to say no to DVDs and pizza!

There are zillions of books written on vision, goal setting and realising your dreams. Some at front of mind include; Brian Tracey, Stephen Covey, Depak Chopra and Anthony Robbins. You might also check out these websites, Eldridge DuFauchard, White Hot Truth, and Leadership on Film.

In the meantime…

  • Vision something that really turns you on; inspires, invigorates and motivates
  • Write down your vision – look at it daily. Create a vision board
  • Do something everyday towards your vision.
  • Dream and visualise every day
  • Create meaningful milestones and celebrate their achievement
  • Enrol others in your vision – share you dreams!
  • Be bold and true

This is your life – live it big. Live it true.

Posted in Anthony Robbins, Goals, Leadership, Life!, The Write Truth, Vision, White Hot Truth | Leave a comment

Childs Play

Posted on October 25, 2010 by admin

‘We don’t stop playing because we grow old; we grow old because we stop playing.’ George Bernard Shaw.

With or without children do you play enough? At home and at work?

I have just returned from Byron where, for three days I played with Lila. A beautiful, smart, engaging and loving four year old. We went to the shops, the park. We role played, dressed up, drew, talked and read. Cuddled up together on the sofa we gladly gave ourselves to the worlds of Peter Rabbit, Mopsie, Topsie and Cotton Tail, Jemima Puddle Duck, Benjamin Bunny and Mole and his riverside friends as they playfully scampered, got in to mischief and messed about in boats.

Lila the Artist

It was a joyous, profound experience. For three days I lived every moment, in the moment. Transfixed, tranquil and exquisitely happy. I played like a four year old. Like the one long forgotten. All this while sounding like my mum!

I left with a new best friend! One that has taught me more than I could ever have taught her. Thank you Lila.

And so to work…

…’the benefits are many. We sell a lot of fish. We have low turnover. We enjoy work that can be tedious. We have become great friends, look the players on a winning team.’ Stephen C. Lundin The Fish Philosophy – The Seattle Fish Market.

Reasons to Play at Work

  1. Opens up new channels of creativity, increases satisfaction. Fortune Magazine found that highly motivated employees are, on average, 127% more productive.
  2. Fun work places attract high performers. We ask all candidates what they value at work, 8 times out of 10 they say fun!
  3. The quality of our work suffers when we don’t play. It has been proven that taking 30 minutes lunch break increases afternoon productivity by 25%
  4. Play is good for creative problem solving. Think of Google and Microsoft who require their staff to play 20% of their time.
  5. Play reduces stress, connects, replenishes and revitalises bring perspective to our world of work.

“The bow kept forever taut will break.” Zen saying

So kick off your shoes, indulge your passions and pour your whole self in. Find your four year old self. Open, true and adventurous. I highly recommend it!

For more on the benefits of play at work visit Creativity at Work and to see a photo of Lila visit The Write Truth.

Posted in Attracting talent, Fish Philosophy, Leadership, Playing at Work, Work | Leave a comment

Are you hugging your high performers?

Posted on October 13, 2010 by admin

Do you attract and retain high performers? Do you know who your high performers are? And are you cuddling them?

At Fish Recruiting we recognise the importance of adopting a holistic talent management program that attract, retains and develops high performing individuals. An organisations true and sustainable competitive advantage.

In May’s Harvard Business Review hbr (a must buy for any leader, or aspiring leader!) they outlined 10 critical components of a talent development program.

Sobering Research

  • 21% of employees were highly disengaged at the end of 2009, up 8% on 2007
  • 70% of today’s high performers lack critical attributes essential to their success in future roles
  • Nearly 40% of internal promotions of high performers end in failure
  • 1 in 3 high potentials admit not giving it their all
  • 1 in 4 believes they will be working for another employer inside a year
  • 1 in 5 believes their personal aspirations differ from what the organisation has planned for them

So what to do….

  • In recruiting measure candidates’ ability, engagement and aspiration
  • Focus on the company’s future growth and strategy when identifying competencies
  • Manage the quantity and quality of high performers as the scarce, precious and critical resource they are
  • Provide young leaders with intense assignments with precisely defined development challenges. Give up traditional hierarchal, unit and function approach
  • Identify the riskiest most challenging roles and challenges and assign to star performers
  • Create meaningful development plans that link individuals’ aspirations with company strategy
  • Evaluate top talent regularly with a servant leadership approach
  • Tailor a benefits package that suits recognises the individual in the way they like to be recognised
  • Communicate with regular, open dialogue in individualised manner

Fish Recruiting is currently developing a talent management program that will provide leaders with support, coaching and tangible initiatives for attracting, retaining and developing culturally aligned high performers. We are also currently researching software to support cultural fit and leadership development.

Contact Kate Woodland at Fish Recruiting 0438 883 143 or visit our website www.fishrecruiting.com.au

Sources: Harvard Business Review May 2010

Research: Corporate Executive Board www.executiveboard.com

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Do you have a winning resume?

Posted on October 5, 2010 by admin

In helping people with their resumes we find that people sometimes struggle in writing a compelling, relevant and interview winning resume. It can be hard to write about yourself, to recall what you were doing and achieving 10 years ago, to know what to include and leave out and of course it takes time!

Your resume is a sales document; a value proposition. And, like any good marketer will tell you, to be successful in your pitch you first need to understand your product (you) its unique value, the market segment you want to attract (employers) and where they are. Having done this you might like to consider the following points:

  • Is it easy to read?
  • Does it look professional – do key points stand out?
  • Brevity is best – 2-3 pages. Average eye time is 8-30 seconds!
  • Include only relevant information – children, pets, age, health etc not relevant!
  • Does it denote a person of action? Use action verbs at start of each bullet point
  • Is it precise?
  • Are achievements and skills emphasised?
  • Is all important information included – including contact details?
  • Does it work in getting me an interview?

A resume’s purpose is to secure an interview for a role that excites with an employer you find attractive – values, industry, reputation, proximity, prospects…whatever is important to you.

Will be adding further details with examples on the resume page.

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Cereal Networking

Posted on October 1, 2010 by admin

Networking as defined by Business Dictionary. ”Creating a group of acquaintances and associates and keeping active through regular communication for mutual benefit. Networking is based on the question, “How can I help?” and not with “What can I get?”

I am an avid reader and lover of the philosophy of Deepak Chopra, both for Fish Recruiting. And, the above definition is Chopra’s second law of success, Chopra. The Law of Giving and Receiving. Giving engenders receiving and receiving engenders giving. It is the harmonious interaction of elements and forces in our lives. The universe operates through dynamic exchange.

An apposite example of flow versus stagnation is being experienced in Europe. Severe austerity measures, to ‘right’ the economy – to force it do what we want has led to coagulation, stagnation. Of investment, development, creativity – the economy. In its frustration, its people march in anger. This is not the harmonious interaction and connection we crave; that feeds the human spirit.

This morning at Rigonis we flowed. The conversation, lively, engaging, educational and entertaining. We listened to others speaking proudly about their business, their passions. In turn we shared ours. Each seeking an opportunity to help others, to see and forge a connection, to share knowledge. We also recognised, gave thanks to, our good fortune and success in getting through the GFC only to find ourselves and businesses stronger and wiser for having done so.

The Australia-Israel Chamber of Commerce, creates an opportunity for people to profile their business in a relaxed environment over a good food and coffee! An eclectic mix of businesses provides an invaluable opportunity to discover more about our business community.

From social media to finance to travel we learnt how we could improve our communication, increase our wealth and travel safely. Nigel Balm, newly arrived in Adelaide, from Phil Hoffman Travel, shared the benefits of working with an agent, convenience, money and time. Doing a recent trip to Iceland on line would have left me stranded. Nigel’s people were safe and taken care of. Brenton and Adele from The Memphis Agency, provided a glimpse in to the exciting, ever changing world of digital and social media – a marketing revolution. I had the pleasure of hearing Darren, Managing Director of Beerenberg, talk at a recent TEC, about the positive impact of having a social media strategy. Forging traditional values with modern marketing.

Still in the realm of communication, Daniel Edwards of Image, Brand and Colour, and Coralie and Natasha of Michels Warren Public Relations, talked us about media, P.R. and marketing. Coralie was quick to point out that P.R. is not, “all parties and champagne.” We believe you Coralie!

We were given free financial advise from our astute financiers round the table. Travis and Wendy from Logic Finance, advised investing in property and doing it NOW! Equity advisor, Sarah Holtman of Baker Young, recommended increasing a share portfolio or for some of us start one! Daljit from Metaplanners, appealed to our need for security and the benefits of protecting personal wealth. And if it all got too much or we got too old, Bevan from Dale Wood Business Consultancy, shared some secrets to successfully selling our businesses!

Thanks to Alicia and Diana from the AICC for organising this immensely enjoyable start to my Friday. And of course to everyone attending who made it so!

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Constancy of Change

Posted on September 30, 2010 by admin

As leaders we need to be proficient in creating environments that can initiate, embrace and adapt to change. Only too often middle managers are pressurised to push change agendas too hard. Expediency, efficiency over effectiveness and sustainability. Change is a complex manner rarely done well in organisations. At the risk of simplifying it here are a couple of tips – courtesy of Harvard Business Review.

  1. Model the change. Demonstrate the way you want things to change through your own language and behavior. Often, seeing a leader do something first gives people the courage to try it themselves.
  2. Turn negatives into positives. Find ways to reframe people’s resistance as opportunities for change. This requires that you listen carefully, understand the underlying reasons for the opposition, and address them directly.
  3. Find allies. Chances are someone else in the organization wants the change as badly as you do. Find that person and pool your resources and ideas.

Standing on the shoulder of giants – recommended reading

W. Edwards Deming – Out of the Crisis; Stephen R. Covey –  First Things First and Edgar H. Schein – Organisational Culture and Leadership. All available on Amazon.

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Don’t Postpone Joy and Happiness

Posted on September 28, 2010 by admin

Do you find yourself saying..,’when I’ve done that I’ll be …or when I’ve achieved that goal I’ll be happy? Anthony Robbins states, ‘There’s a huge difference between achieving to be happy and happily achieving.’

Squeeze the joy from each moment – live your day, your life, to the full. As it is right now. Be in and with the moment. Interestingly, applying such discipline lengthens the moment.

Identify a couple of BIAG’s – Big Hairy Audacious Goals. Ones that excite you, inspire you and motivate you to act. That have you do something everyday, however small, towards their achievement. Share them with the ones you love. Share them with anyone who will listen. Are you listening? Me,  I want to raise $10,000 for Because I Am A Girl by May 2011 and be a published author by 2012. There! Its out there!

Set or review your goals. Do they inspire? Are they in line with your values? What can you do daily as you move towards them? Are you enjoying the journey and you are living life to the full? Now.

Posted in Anthony Robbins, Because I Am A Girl, Goals, Leadership | Leave a comment

Work life balance is out. Wellbeing is in!

Posted on September 27, 2010 by admin

In a global study in over 150 countries, covering 98% of the worlds population Rath and Harter, authors of Wellbeing: The Five Essential Elements, discovered that well being went beyond wealth and success.

The Five Elements of Wellbeing at Work

  • Career           people want to like what they do: everyday!
  • Social            strong relationships and friendships
  • Financial      managed economic situation helps reduce stress
  • Physical        having enough energy to complete daily tasks
  • Community  engagement and sense of belonging

Alan Watkinson, Engagement Manager at Gallup Consulting research that nationally there is $40billion cost annually from diminished engagement.

To engage your people you first need to have great leaders. Leaders that inspire, support and coach. Who are consistent in behaviour, capable and do what they say they will. 70% of people leave because of a poor leader.

Engaging your employees

  • Clearly define roles and recruit the right people: create an environment where your people can excel
  • Encourage social interaction – talk around the water cooler; interdepartmental talk and social events
  • Pay the right money for the role, responsibilities. Get the money right so it is not an issue. Money doesn’t motivate – but it can demotivate
  • Offer healthy benefits e.g. free fruit, gym memberships, health checks etc
  • Get involved in the community; giving time off, adopting a cause

Sources The Australian

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