Australian Experiential Learning Centre

Last week in Melbourne, although I was catching up with my fabulous board, meeting with University greats and so on, the highlight of the trip was on the final night. Myself, two former student faves and one of my gorgeous Directors happened upon the fabulous brand new St Katherine’s restaurant in Kew – on its opening night!

As we walked through the door the smell of new paint was a dead giveaway as was the buzzing around of trainee staff all looking bouncy and enthusiastic. That doesn’t happen often.

Well St Katherine’s is one of George Calombaris’ (from Masterchef) brand new theme cuisine restaurants, partnered with mate Shane Delia. The food is Maltese inspired fusion fare – don’t I sound quite the foody – althought technically it’s described as “a melding of Modern Greek, Turkish and Middle Eastern cultures and food”.

With great value dishes and brilliant service, I was surprised and impressed and that doesn’t happen often.

Having just delivered a course on Personal Branding, the message was loud and clear in this establishment. George was everywhere – the staff were dressed in his image, the perkiness/quirkness of his personality came across via the unique serving accouterments and the atmosphere was buzzing. All of this because Australians love this show and George has leveraged that relationship particularly well.

And here am I talking about it to you and what does that say? If it was terrible it would have been tragic. The higher you are the further you can fall. On the other hand the higher you are the more access you have to the best and the more leverage you have. Brand is about building something that wasn’t, into something that feeds itself and then all you have to do is deliver. I like it!

On my desk sits an invitation to a fabulous art exhibition inspired by the lyrical café culture of cosmopolitan Paris.

My mind starts to wander up the pathway of exotic holidays, leisurely conversation and fabulous coffee. And then – I am brought back to earth with a jolt, the phone rings, emails pop up and the business world roars into rabid action.

I wistfully gaze back at the invite before resolutely pulling my mind into the now. But guess what? My shoulders have straightened and I feel my backbone kick in. Why you ask? Because one of my personal goals is to live in Europe for a year and write a book. To do that I have to run a successful and profitable business. So I work with a renewed vigor.

Creating goals and giving yourself visual reminders is a great tool for business and career success. So have a little dream and then get yourself into top gear!

Painting image courtesy of www.gregbaker.com.au

The census of Australia’s top 200 listed companies 2010 conducted by Macquarie University for the Equal Opportunity for Women in the workplace Agency showed clearly that Australian companies are still failing to promote women to senior leadership positions.

The report shows that women held only 8 per cent of key executive management positions and 4.1 per cent of line manager roles which are considered feeders to those top positions. With a trend like this it is no wonder threats of quotas and new disclosure requirements by the Australian Securities and Investments Commission has seen companies scrambling to find new and better ways of promoting and supporting their women employees.

Companies are announcing they will increase their women in management quotas and will supposedly be putting more resources into supporting their objectives. The figures however can be manipulated. One particular bank that I wont name has done this by shifting the line in the sand that is called senior management to include those lower in the ranks. This is a complete exploitation of data that is inappropriate and should be hauled out as an example by ASIC. The fact is this: that as you go up the corporate chain there are most definitely fewer and fewer women and shifting the line does not change the facts.

There are multiple issues women face in their career life. When women have children, it forces a career break which often becomes a career stumbling block followed by a need to work part-time so that they can manage their family commitments. It should not be a family versus career decision.

Many women are less confident and don’t apply for the roles even if they have the ability to do so. More real support systems are needed to build their confidence. Mentoring programs, training, acting experience and personal coaching are all tools that might help.

And before anyone gets on their high horse to talk about not selecting based on gender, just let me say this – we are not talking about selecting women that are unqualified or less able to do the job than their male counterparts. We are saying that a culture change is needed to make these jobs more attractive to women candidates and actually it would also perversely become more attractive for males as well. No bias.

What will it take to get companies like this to take a crack at the real problems facing women?

Well , the United Nations Development Fund for Women (UNIFEM) and the United Nations Global Compact believe that a culture change is needed and that starts at the top. They have created the “CEO Statement of Support for the Women’s Empowerment Principles – Equality Means Business” – an overarching guide for all companies to follow world-wide.

Lead signers come from all regions of the world and represent diverse global and national companies. Among them are: Symantec, US; Eskom Holdings Limited, South Africa; Infosys Technologies Limited, India; Total, France; Levi Strauss & Co., US; The Westpac Group, Australia; Sunjgoo Group/MCM, South Korea; Copel-Companhia Paranaense de Energia, Brazil; and Olympic Group, Egypt. CEOs from consulting and investment companies, including Deloitte Touche Tohmatsu, Ernst and Young, Calvert Group, Ltd. and Pax World Management LLC added their support underlining the business case that investment in women results in more sustainable and profitable companies.

“The initial signers of the CEO Statement are practicing the very first Womens Empowerment Principle that leadership promotes gender equality. These executives are affirming the high-level support necessary for the Women’s Empowerment Principles to gain traction in individual companies and their cultures”, says UNIFEM Executive Director Inés Alberdi.

The CEO Statement of Support encourages business leaders to use the seven Women’s Empowerment Principles as guide posts for actions that advance and empower women in the workplace, marketplace and community. They must then communicate that progress through the use of sex-disaggregated data and other benchmarks.

The Principles offer a practical approach to advance women and point the way to a business and social environment that is both fairer and more prosperous for everyone.

Read the principles online at http://www.unifem.org/partnerships/womens_empowerment_principles/womens_empowerment_principles.php

It is not enough though to sign a statement. Actual actions must back it up with a total cultural change to follow throughout the organisation. The facts are the facts – women are still not in leadership positions. Over the next few newsletters we will look at ways these companies are changing the culture and follow the results.

Lets face it. Over 54% of Australians in the workplace are female and that is not represented in management. FACT!

Helping to tackle this issue in Western Australia is a new program, “Make Me A CEO” developed by Telstra Business Women of the Year. The program is being launched this month. Fifteen women with high management potential will attend a two year bi-monthly program supported by their companies. The aim is to build confidence and work on other ways to support these women in their journey.

#jobhunt #jobsearch #coverletter

A week ago, out of the blue, a young student of Entrepreneurship sent me an email with a resume attached asking for employment in my business.

I took one look at it and pressed delete – but not because I couldn’t hire someone – we are currently seeking to employ. The reason? It was obviously generic, not addressed to me as the CEO but “to whom it may concern”. It was clear that the same email was going to multiple companies as this person had no idea of what we really do. It came across as ignorant and arrogant and with quite average English as well.

I applaud the fact this person is trying a different tack but to do that without good research and an understanding of the market you are in is a ridiculous waste of time and energy.

So my recommendations to young job hunters taking this particular path are:
• Research your chosen company and pinpoint a position that you think is appropriate and in keeping with your education and career aspirations. In particular look at the company values for clues. You can ring the organisation to find out this information, Google it or look at the website. Whatever works for you.
• Point out how you think you can benefit the organisation. I, as an employer for example, need to know how your skills could be best put to use.
• Do not use arrogant language. Telling me that I will miss out or be a fool not to employ you is definitely not the way to go.
• Contrary to the popular belief held by most graduating students, you are not God’s gift to the job market! Many students have an inflated sense of their worth in the market bolstered by unrealistic and generic advice from career centres and academics. Let it go and be prepared to start at the bottom. It will pay off.

The upshot is make sure you know to whom you are speaking and it could be a whole different result.

The mining industry is booming and WA is set for the next 20 years. Great news for those interested in working in the WA mining industry!

In Singapore they are crying out for skilled workers in finance and other limited professions but the fields are very specific.

In Europe the tale is grim and young Australians setting off for “the tour” are competing for a narrow job lot in unskilled occupations with natives desperate for money.

How about those of you who are about to graduate from TAFE or University in other more diverse fields of interest or passion? What happens if you want to be an anthropologist or – God forbid – a forensic scientist? One of the most highly contested fields in the world! People stay in that occupation until they die. Looking on the bright side though there are more murders, break- ins and other crimes to make sure they are kept busy and the field expanding.

If you don’t tick the box, hit the bar or fit the mass job fold where you live, your hopes of good employment may be limited.  So my question to you is this – in a conservative world economy with massive unemployment left over from a financial crisis that had us reeling, is getting a job more important than obtaining a career? Does this mean you are doomed to poverty in those fields that are less profitable or smaller whilst you look upon the seemingly endless Christmas being enjoyed by those working on the north-west mines?

For those wanting to make their mark in those other fields, persistence, determination and good post-graduate education is the key. You need a way to differentiate yourself from your competitors and nothing says that more than further study. But further study without experience makes no sense, so volunteering in your field of choice, internships and project work are all necessary to get you over the line. You may also have to be prepared to move to another state or another country. Sometimes it is just unavoidable.

It may be harder and take longer to find the job of your dreams but it isn’t impossible.