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 Winter 2003 News & Resources Introducing Activate your Jobseekers 
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Introducing Activate your Jobseekers.

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Table of contents
Lead Article: A world first "Activate your Jobseeker".
exclusively designed, developed and distributed by Barrett Consulting Group.
What's your definition of business success?
  • Why are the paradigms of business success so narrow?
  • What is success anyway?
  • Professional Service Firms and their reluctance to adopt a Sales Culture:
    Take a note: Lawyers, Accoutants, Engineers, Marketing Consultants et al.
    Women in Business:
  • Are women getting a fair deal?
  • Does it depend on what is meant by fair deal?
  • Public Events: Presentations
    Glen Eira Business Women's Network
    20 November 2003
    On ... The Fear of being "Too Much"
    All our lives, many of us have heard that "I am too much". Too wild, too loud, too ourrageous, too emotional, too sensitive, too needy, just plain too much ..
    Public Events: Workshops
    Genesys Profiler Workshop 24 November 2003
    Public Events: Workshops
    How to Overcome Sales Call Reluctance - Fear Free Prospecting & Self Promotion Workshops - 2 December 2003
    Our Values: in more depth.
    Unsubscribe Option: Here you can unsubscribe from this newsletter.
      Barrett Consulting Group

    Who we are:
    Creators and innovators of viable strategies and solutions linking people performance to business performance.

    What we do:
    Using common sense, industry experience and knowledge of people performance strategies, we create direct links between business strategy and peoples actions resulting in real revenue line increases.

    We offer specialist consulting and resource services in two key areas:

    • Barrett Sales Consulting:
      Leading experts and pioneers in sustainable sales growth, performance and culture strategies and solutions.

    • Barrett People Resources:
      Creators and innovators of contemporary and leading edge selection, performance and retention resources, strategies and solutions.
    Our corporate mission: So stay tuned for more information including:
    1. New product launches
    2. New market directions
    3. New research
     

    Article 1: A World First "Activate your Jobseekers"

    exclusively designed, developed and distributed by Barrett Consulting Group.

    Article 1 Banner

    Article Perspective:
    • New system exclusively designed, developed and distributed by Barrett Consulting Group
    • Introduction of the Job Seeking Index (JSI) assessment and ACTIVATE online jobseeker activity analysis and job search support system to the Australian Job Network.

    The Job Seeking Index is a new assessment tool, combined with an online job search support system (ACTIVATE your jobseekers), that goes to the heart of the objectives of the government's ESC3 and the Active Participation Model. It is based on a highly successful sales assessment model, grounded in over 30 years of research, and has now been adapted and validated for use in the Australian Job Network.

    It is the first valid and reliable assessment tool, of its kind, to be used in the Australian Job Network. The ACTIVATE online system is a world first, providing Job Network consultants with decision making support to validate their work/life experiences and intuition. Consultant experiences and intuition most commonly influence how effectively jobseekers are managed. The Job Seeking Index and ACTIVATE system provide a uniform and consistent approach to the way in which jobseekers are assisted.

    The Job Seeking Index measures contact inhibiting behaviours of jobseekers - generating individual jobseeker profiles aimed at improving the activity levels and job search effectiveness of jobseekers. The ACTIVATE online system allows Job Network Members to connect their own activity strategies and job search training content to the scales of the assessment tool - thus providing customised job search training and activity strategy solutions. Results from a validation study of the Job Seeking Index, completed during 2002/2003, have been very promising. Statistically significant relationships have been found between the assessment tool's scale measures and (i) duration of jobseeker unemployment; (ii) employment outcomes; and (iii) jobseeker belief.

    This indicates that the Job Seeking Index can assist Job Network consultants to determine:

    • jobseekers most at risk of longer term unemployment (impacting allocation of resources);
    • jobseekers most likely to be employed (impacting outcomes); and
    • a customised and objective intervention strategy that has a higher probability of reducing the duration of unemployment and resulting in an employment outcome.
    Under the new Job Network contract for 2003-2006, performance of employment service providers will be measured in accordance with the following objectives and key performance indicators set down by the Department of Employment and Workplace Relations:-

    Job Search Support

    Objective: To help eligible job seekers find work as quickly as possible. KPI 1: Average time taken for eligible job seekers to achieve employment placements.

    Intensive Support

    Objective: To maximise outcomes for eligible job seekers – particularly the long term unemployed and those most at risk of long-term unemployment. KPI 2: The proportions of Intensive Support participants for whom outcomes fees are paid.

    Quality of Job Network Services

    Objective: To maximise the delivery of high quality, ethical employment services. KPI 3: DEWR satisfaction with the delivery of services in compliance with the Employment Services Code of Practice and Service Guarantee.

    Based on the results of our validation study and success of the adopted model, Barrett Consulting Group is confident that the Job Seeking Index and the ACTIVATE online system can positively improve the bottom line outcomes outlined above, integral to the Job Network Member's future performance rating. The ACTIVATE system and Job Seeking Index assessment tool is also available for organisations providing jobseeker solutions in an outplacement environment.

    Please call Sue Barrett on (03) 95327677 to obtain further information including:-

    • Other key features/benefits of the Job Seeking Index and ACTIVATE your jobseeker system;
    • Validation of the Job Seeking Index;
    • Significance of the validation study.
    An online demonstration of the ACTIVATE jobseeker activity analysis and job search support system is available on request.

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    Article 2: What's your definition of business success?

    Why are the paradigms of business success so narrow?
    What is success anyway?

    Article 2 Banner

    Article Perspective: This article challenges the paradigms of business success and seeks to explore a broader definition of success given our more diverse work and social environments.

    An article recently appeared in the BRW "Missing In Action". It was about the low number of female entrepreneurs in Australian business. To be considered a successful female entrepreneur for this article, you needed to be a running a big, competitive, fast growing company. In my opinion the article focused too narrowly on what constitutes the paradigms of business success without giving merit to other areas such as sustainability, valid new ideas, values, respect, team work, employee retention, life balance, community, etc.; profitability and quality not withstanding. Given a broader definition of success there are plenty of female entrepreneurs out there. Most of them don't choose to run huge fast growing business but are still very successful despite this.

    So what are we doing to challenge the narrow paradigms of business success? Businesses still wonder why many competent women leave senior management positions or don't grow their own businesses to mammoth proportions - it is simply not appealing, particularly to those with children. More money yes, but a lot more stress, longer hours and less time for other parts of life. Plus the costs of outsourcing all sorts of domestic chores, childcare and meals make it even tougher. Does this make those who choose to opt for more balance in their lives less successful? - no! They are often healthier and more capable people because of it. Unfortunately, the choices these women make are often derided by corporate Australia and as a result we are labeled failures based on their narrow paradigm of success.

    If male entrepreneurs were faced with the same dilemma of fifty hour plus work weeks with home duties and child care thrown in with little support - would they have a broader definition of success? Probably! and as a result changes would be made to work / life practices very quickly.

    So when we ask what makes an outstanding businesswoman and entrepreneur? We should look more broadly - Is it her business achievements? Her drive, commitment and ambition? Her goals, values and other interests? I believe that it is the combination of all of these attributes – and many more. In fact it is the sum of one's selves that makes us outstanding in any role – be it business woman, partner, mother or friend.

    Therefore maybe we need to send a strong message to other business women and men that there are other ways to achieve and define success that don't require personal sacrifices to be made at the corporate altar.

    Written by Sue Barrett

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    Article 3: Professional Service Firms and their reluctance to adopt a Sales Culture:

    Take a note: Lawyers, Accoutants, Engineers, Marketing Consultants et al.

    Article 3 Banner

    Article Perspective: Lawyers, Accountants, Engineers, Marketing Consultants et al need to learn to sell to ensure their future success

    The market opportunities are out there. There is money to be made! However, most professional services firms are not realising their true potential. Relying mainly on passive referrals for new business leads most professional services firms are not earning what they are worth.

    Through our work and observations in the professional services sector, it appears many managing partners and principals are wanting more from their directors, managers and associates when it comes to proactively building sustainable and profitable business relationships with their clients.

    Our research shows that no longer is it good enough for these people to rely solely on their technical competence. Now and in the future, these people also need to effectively self promote and prospect for new business using professional and ethical sales strategies, demonstrating real value for money. However, the sales function does not come naturally to most people in these professions and often they don't possess the relevant tools necessary to make it work.

    We have found that many professional services staff have not been taught the behaviours and skills necessary to put them in a position to win quality business. Often this function's importance is underestimated or left to too few people, usually the most senior partner or "rain maker", possibly leaving the business vulnerable to missed market opportunities and hidden revenue..

    In addition: research shows a number of firms lack the foundations to create a viable professional sales culture:

    • No Key Performance Indicators and Key Result Areas linked to new business and revenue growth
    • Partners and directors lacking direct accountability for new business and revenue growth
    • No client data bases
    • No new business sales strategy or plan
    • No client retention strategy or plan
    • No sales model
    Given that professional services firms are operating in an increasingly competitive market place with more sophisticated clients expecting higher levels of service and value, what are firms doing to differentiate themselves? How are they ensuring their future viability and success? Perhaps it's time that these markets realise that one immediate way to differentiate themselves from their competitors would be to focus on creating & managing a strong sales model & staff.

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    Article 4: Women in Business:

    Are women getting a fair deal?
    Does it depend on what is meant by fair deal?

    Article 4 Banner


    Article Perspective: Whilst this is an issue for women it is now becoming an issue for men too

    It depends what you mean by a fair deal. A "fair deal" will mean different things to different people depending on their goals, needs, desires, current earning capacity, educational level, socio-economic status, cultural beliefs and practices, etc.

    Too often, work effectiveness is often judged by the wrong criteria (e.g. time spent at the office = dedication to the job), and only on output not input. These perceptions can adversely affect opportunities for people who are excellent at their job, but who, for example, may have to pick up their children in the suburbs by 6pm.

    Many companies still don't take the time to understand people's varying needs and goals nor do they create the flexible work practices necessary for today's diverse society. People should always be appointed on their merit - not their gender. However (working on the assumption that there are as many good women as there are men), to see a greater balance between the genders in decision makers and senior staff, there needs to be a fundamental shift in the way we approach work in general. Equal sharing of other responsibilities between the genders would help make conflicting demands on people understandable - even admirable! Greater acceptance of the belief that persons pursuing multiple goals have a lot to offer society when compared to single focused business people.

    Whilst this is still an issue for women (see Anne Summer's recent AGE Good Weekend article, 1/11/03) it is now becoming an issue for men too - You only have to read the growing number of articles of men opting out of corporate life due to stressful unbalanced work practices.

    However, if you were to ask most women in the workplace are their specific needs being met with flexible work practices, adequate training and development, affordable child care and paid maternity leave then most will probably answer 'NO".

    Our Government and business leaders need to take note:

    • Men still have most of the wealth in this country
    • Only 10% of women are on company boards and a little bit more in senior management
    • Women are still not in charge of wealth creation
    • Women have only a 25% representation in government and certainly are not running legislation and policy
    • Women are certainly not in charge of spirituality
    • Whilst more than 120 nations around the world provide paid maternity leave and health benefits by law, Australia and the USA do not. This puts us well below 3rd world standards.

    However there is no doubt that there will be a number of women getting a 'fair deal' in the workplace but it will be on their terms ... Because they have sought to work for Employers of Choice who offer a more comprehensive and holistic work environment with flexible work practices, work/life balance and so on.

    The key to these businesses success is that they realise that it's not a one size fits all approach! With these and other initiatives Employers of Choice experience better revenue and profit and better staff retention. With all this in mind it is essential that leaders in businesses listen to and help individuals balance their needs with the needs of their company; helping both to reach their goals. It is profitable experience and fair for all, men and women alike.

    Written by Sue Barrett.
    Presented as part of the "Career Women - their own worst enemy?" Public presentation in February 2003. For further information please Sue on contact 03 9532 7677

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    Other News, Public Events and Workshops

    Other News
    The Fear of Being "TOO MUCH", a night of not-so-serious business

    Presented by:

    • Sue Barrett, Barrett Consulting Group
    • Tracy Bygrave, Interweave Group and
    • Waltraud Reiner, Milliner and Textile Artist

    Throughout our lives, many of us have been told that we are "too much". Too wild, too loud, too outrageous, too emotional, too sensitive, too needy, just plain too much! Over time this may tempt us to laugh a bit less loudly, ask less, or tone down for the benefit of others.

    The last network meeting for the year will take a lighter look at life and business by exploring the idea of being "too much", acknowledging our uniqueness and using these characteristics to enhance our future success, be it in a personal or professional capacity. Sue Barrett of Barrett Consulting Group, Tracy Bygrave of Interweave Group and Waltraud Reiner, well known Milliner and Textile Artist, will show business women how to positively deal with the fear of being "too much" at this highly interactive, fun and light-hearted celebration of being who we are.

    To kick-start your ideas, you are invited to submit a story which describes when you've been told you are too much. Send your story to Sue Barrett by Friday 14 November. The stories will be compiled into a small book and copies given out on the night.

    The evening will include pre-dinner drinks and a two course meal with wine. And to make the night even more memorable we encourage you to come dressed in a way that expresses your "too muchness". Even if you can't recall ever having been "too much", we hope that you will join us for an evening that will be a lot of fun!

    When:Thursday, 20 November 2003, 6.30pm
    Where:Acacia Room, Merrimu Function Centre
    1300 Dandenong Road, Murrumbeena
    (Parking on site)
    Cost:$25
    RSVP:Monday 17 November 2003
    By reply email to Emily Telford or call on 9524 3421

    We hope that you can join us for this special night of not-so-serious business!

    Kind regards
    Lynda Bredin
    Manager Business Development


    Genesys Profiler Workshop 24 November 2003

    Over the coming months we will be updating all our valued clients on changes and enhancements to the GeneSys assessment system to help you maximise your investment in this leading edge solution.

    GENESYS PROFILER

    The principal function of Profiler is to facilitate construction of job/person profiles and perform comparisons between profiles. Once you have installed Genesys version 3.5, you will be able to access the recently released GeneSys Profiler by downloading it from the international GeneSys website (www.genesys3.com).

    Our 1-day GeneSys 'Extension' workshop on Monday 24th November focuses principally on GeneSys Profiler and shows you how to perform a variety of functions for:

    • Profile Comparisons
    • Ideal Respondent profiles
    • Shortlisting
    • Career guidance

    For more information see this brochure


    Fear Free Prospecting & Self Promotion Workshops Public Programs: 2 December 2003

    How to Overcome Sales Call Reluctance
    Despite content or quality, no sales training can earn back what it costs until and unless you initiate contact in sufficient numbers with prospective clients. Make sure your training earns back more than it costs you.

    The Fear Free Prospecting & Self Promotion workshop helps people increase their sales revenue by an average of 20-50%. Try calculating your own return on investment. Use the following example as a guide then do the math:

    • Your average sales/fee is $1,000;
    • Your current production rate is 20 sales per month per person;
    • The training investment per person is $1,398.15 pp
    • Extra sales needed to cover cost of program = 1.4 over current rate
    • Average increase in sales is 20% = 4 extra sales per month
    • Payback period to break even is approximately 1.5 weeks

    For more information see this brochure

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    Our Values in more depth.
    Our Values Banner

    • Be passionate and courageous about what we do
    • Keep a firm eye on the bottom line
    • Be disciplined in thought and action
    • Be committed to our firm's business success
    • Explore ideas, be innovative and create practical real solutions
    • Develop healthy, productive relationships with co-workers and clients
    • Let others know about our firm
    • Take responsibility and ownership for our work
    • See our work as part of a holistic environment
    • See the link between our job, our clients' and our organisation's success
    • Help set and implement organisational goals
    • Take personal responsibility for client service

    All Companies have a culture, some companies have discipline, but few companies have a culture of discipline. When you have disciplined people you don't need hierarchy. When you have disciplined thought you don't need bureaucracy. When you have displined action, you don't need excessive controls. When you combine a culture of discipline with an ethic of entrepreneurship you get a magical alchemy of great performance.

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    Greatness is a matter of conscious choice, Barrett Consulting Group.
    Greatness is a matter of conscious choice.
     
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