Moir Group Logo

News / Blog

NEWS / BLog

  1. How to Make the Most of the First 90 Days Sara Eriksson 13-Nov-2018
  2. Key Tips for Creating Positive Change Sara Eriksson 29-Oct-2018
  3. A Positive Outlook, Despite the Recent Downturn Sara Eriksson 28-Sep-2018
  4. Confidently Projecting Your Personal Brand Sara Eriksson 18-Sep-2018
  5. Australia - A Safe Haven in a World of Uncertainty Sara Eriksson 24-Aug-2018

Categories

Testimonials

“Moir Group has the ability to provide constructive advice. They have a clear understanding of their subject matter and provide practical alternative solutions, which greatly assist in resolving issues.”

Domenic Chiera, Chief Financial Officer, Lake Maintenance

 

“I can confidently recommend Moir Learning as a great resource to assist someone entering the job market. As a new immigrant, Moir Learning Services took the time to review my CV with me and offer suggestions on how to better align it to the Australian style. They also offered feedback and advice to help me better myself in the marketplace. They were a pleasure to work with.”

Katie Zuzek, Senior Project Accountant (contract), International HR and BPO

 

“After spending time with Moir Learning Services, to go through my resume and LinkedIn account, I have learned techniques in maximising their use and I have gained more confidence in my job search. I’m highly recommending this session to anyone who has just come back into the job market.”

Belinda Beattie, Senior Commercial Finance Manager, Apple

 

“Matthew Talbot Homeless Services are pleased to acknowledge and commend Moir Group for their commitment to the ‘Work it out’ Program. The importance of the program can, and will, make a major difference in assisting our clients to seek employment and help rebuild their confidence and self-esteem.”

Julie McDonald, General Manager, Community & Corporate Relations, St Vincent de Paul Society – NSW

 

“I completed a CV/LinkedIn session with Moir Group and it was absolutely brilliant.  I've come away with the confidence that they are up-to-date and professional.  I would recommend this session as a worthwhile investment for anyone re-entering the job market.”

David Kneeshaw, General Manager, Finance and Business Operations, Intercompany and Stock

 

“It is excellent to work with an organisation that is able to adapt to our needs so willingly and effectively. The facilitators are always professional and committed to ensure that all participants involved are provided with personal attention. Feedback from participants of each workshop is outstanding. Moir Group displays a capacity to reach out to the disadvantaged; they offer compassion to individual needs and provide real practical advice to our service users affected by homelessness, or at risk of homelessness. ”

Caterina Giuliano, Program Manager, St Vincent de Paul Society NSW Support Services Ozanam Learning Centre

 

“The people at Moir Group understand our requirements and consistently provide quality finance and accounting people to our team.  I would recommend Moir Group to those who are looking for professionalism and transparency in a recruitment partner.”

Mark Roberts, Director , Human Resources, amaysim Australia

“We have worked with Moir Group on a number of projects over the last 12 months. I have found them to be helpful and reliable in producing quality candidates for our business.  I would have no problem recommending Moir Group for finance recruitment needs and will definitely work with them again in the future.”

Kim Van Der Poel, People Advisor, Dalkia Energy Solutions

 

“With the understanding and knowledge Moir Group have acquired of our business over the past 2 years, they are capable of meeting our exact requirements and we can always rely on them for high quality candidates. They are not only reliable and efficient, but, very friendly to work with. If asked, I would recommend Moir Group’s services.”

Raheel Irfan, Group AP Manager, Idameneo Pty Ltd

 

“Moir Group have consistently introduced quality candidates to our organisation. Their experienced team and willingness to understand the client ensures the right people are employed and gives me every confidence in returning to Moir Group for recruitment advice and assistance.”

Chris Mamarelis, Chief Financial Officer, The Whiddon Group

 

“Moir Group assisted Steadfast in the recruitment of multiple roles. I enjoyed working with them and they delivered excellent outcomes and displayed a high level of professionalism and integrity at all times”

Rosalie Lau, Group Financial Controller, Steadfast Group

 

“I thoroughly enjoyed working with Moir Group. Their style is professional and thorough and they worked hard to source some excellent talent for our business.”

Sandra Cittadini, Senior HR Manager, SunRice

 

"We needed to build a quality team in a short space of time and Moir Group were key in assisting us. They listened to our needs and presented the right people to help us develop the culture we had begun building. As a result the transition has been an overwhelming success.”

Gary Margetson, Head of Shared Services, News Corporation

 

"We have been working with Moir Group for over 12 months now and have filled a number of senior roles. Their feedback, preparedness to challenge, as well as provide sound advice, has been invaluable to us. They constantly sought to understand our needs, to refine that understanding and to ensure we were able to continue moving forward. Their service throughout the process was exceptional.”

Carol Pegler, Director of Human Resources, Bard

 

“Integrity, professionalism and the desire to find the right fit between candidates and prospective employers - it was a pleasure to experience these attributes with Moir Group. Their commitment to finding the right role with the right cultural fit was second to none and I’m looking forward to maintaining my relationship with the Moir Group well into the future. The Moir Group does indeed stand out from the rest.”

Paul Wiggins, Global Financial Shared Services, Fosters Group Australia

 

"Thank you very much for helping to deliver outstanding candidates for this role. In comparison with other agencies, working with you was pleasant, professional and provided a great outcome." 

Stuart Rennie,Church & Dwight

 

"Moir Group handled this process in an exceptionally professional way." 

Craig Adams, Chief Financial Office, Clarendon Homes

 

"I will definitely stay in touch with Moir Group, I hold your company in very high regard and appreciate that your employees are genuine people who care about others, not just the outcomes."

Michelle Adam, Finance Manager, Woolworths

 

"I have dealt with a number of recruitment agencies, but by far Moir Group stands head and shoulders above all of them. I have found the engagement experience with Moir Group to be ground-breaking, new and so refreshing."

Hamilton, Candidate

 

"It was an absolute pleasure working with the wider Moir Group team and please be advised that I have recommended Moir Group amongst my network from both a candidate and client perspective."

Tim Howells, Software Controller, Microsoft

 

"The feedback, advice and enthusiasm Moir Group exhibits is absolutely refreshing. Hugely impressed with Moir Group."

Chris McFadden, Candidate

 

"A quick note to say thank you so much for your kind words of encouragement. Various conversations with your team and their positive attitude and willingness to explore options with me simply reinforced to me that you understood that its about people's lives and not just the numbers."

Tendai Des Moyo, Chief Financial Officer, Energy & Water Ombudsman NSW

 

"Thanks again for your personable professionalism and delivering on the promise of the Moir Group brand.

Wayne McCusker, Managing Director, Church & Dwight

"Moir Group thank you so much for your superb professional advice and warm encouragement. I'm very grateful"

Cherry Liu, Candidate

 

"Moir Group is great and I thoroughly enjoyed working with you as a company. You are very good at what you do, always have a good understanding of me & our business and are great people to deal with.

Kristian Mertens, Chief Financial Officer, Norman Disney & Young

 

" Moir Group is the best agency in Sydney without a doubt, your professionalism and kindness is rare these days." 

Alessandra Rizzo, Commercial Analyst, Inghams Enterprises Pty Limited 

 

"Moir Group really stand out in comparison to other agencies, you work together as a team and genuinely are passionate about finding people a job. The fact that I felt this when I first met Moir Group and still feel it now means it must be an important part of your culture as a whole, it sets you apart from all other agencies. Moir Group are by far the best!”

Steven Davies, Candidate

 

"Angela has been a valuable resource and support in bouncing ideas off in a competitive job market. She has a depth of knowledge, shown great empathy and I have found her advice to be relatable and grounded. I would highly recommend Angela to someone seeking advice in their job search."

Linda Lukban, Candidate

 

"I'm glad that I have met the right people! Job satisfaction  = fulfilled life - says it all.." 

Annake Dippenaar, Candidate 

 


News/Blog

How to Make the Most of the First 90 Days

Tuesday, November 13, 2018



“With 20% of turnover occurring within the first 45 days and direct hiring costs of anywhere between 50-150% of annual salary, the business case for investing upfront in comprehensive onboarding and induction programs is clear. What we assume will be included often slips through the cracks. Take the time to make sure everyone has clear expectations and understands their roles and responsibilities. Roll out that welcome mat and ensure your new starter has everything they need to set them up for success; stay close to them during their first 90 days”

On Wednesday 7 November Lisa Elias and Newton Soares ran a lunchtime learning event for our valued clients, focusing on critical aspects of the onboarding and induction process. We’ve received numerous questions over the past several months on this issue and wanted to highlight some of the essential things to think about.

Some of the main points we covered were as follows:

The importance of planning onboarding 

In many cases there are at least 4 weeks between someone giving notice to a former employer and starting with your business. Use this time wisely by keeping lines of communication open, arranging all necessary equipment and logins, completing essential paperwork, providing pre-reading, preparing a customised learning pathway, booking in meetings, allocating a buddy and clarifying key responsibilities of HR, L&D and the hiring manager

Show them they’re valued 

Many staff feel nervous prior to starting a new role. Help them confirm they’ve made the right decision by showing them you care. Keep in touch regularly and ask the hiring manager to give them a welcome call

Use the right learning approach 

Remember that new staff need opportunities to:

  • Reflect on their learning
  • Demonstrate understanding
  • Put their learning into practice  - this also includes the space to take risks and make mistakes

Use the 70:20:10 model to offer a range of experiences and increase engagement and motivation.

Provide a learning passport

Whether online, paper-based or a blended approach, creating a learning passport gives your new starter clarity and encourages them to own their own learning and knowledge gaps.

Measure speed to competence/productivity

This is now a critical measure and the steeper the curve the greater the business case for ongoing investment in staff development. Ensure expectations are clear from the beginning and regularly monitor progress through assessment/reporting and feedback. Diarise reviews for 2 weeks, 6 weeks and 90 days and adjust any learning as needed.

Provide regular feedback

Ensure feedback is FAST – frequent, actionable, specific and timely. Remember that feedback works both ways so role model asking for and acting on feedback from them as well. Resolve any issues immediately. The hiring manager should check in every day for the first few days, and then regularly during the first few weeks. If using a recruiter, stay close to them and make sure your new hire is checking in with their consultant as well.

A sense of belonging

Social acceptance in a new workplace is critical. Take the time to take them to coffee or lunch, make introductions, extend invitations, and create opportunities for them to get to know others (and promote themselves) through 1:1 meetings, networking and other team activities.

We plan to schedule several of these sessions during 2019. For any enquiries please contact moirevents@mirgroup.com.au and ask to be invited to the next first 90 Days event

As always, if we can assist with any accounting/finance recruitment needs in your business on either a temporary or a permanent basis we would be delighted to do so. We cover all roles from junior entry roles up to Group CFO.

Written by Lisa Elias, Capability Specialist, Moir Group

P: 02 9262 4836

Like this Post
Share this Post


Key Tips for Creating Positive Change

Monday, October 29, 2018


Simon Rountree from Change Ready enlightened us at our recent event with an excellent presentation on Creating Positive Change. Simon’s approach is relaxed, entertaining, interactive and informative. The key messages resonated with all present as the topic is one that can be applied on both a professional and personal level. Some of my key takeaways were:

Barriers to Change:

  • People don’t resist change but resist being changed”. – Peter Senge (MIT)
  • A change in the psychological contract that you have with someone i.e. partner, boss, organization etc. changes the previously agreed expectations which impact our behaviours, trust, commitment, enthusiasm etc.
  • In other words when change occurs you lose the psychological equilibrium that you are comfortable with so resisting the changes becomes the easiest solution for you to use.

Making change stick is difficult due to:-

  • Negative emotions (optimism vs pessimism)
  • Self interest (feel the change won’t benefit them)
  • Mindset (limitations to adapting to change i.e. attitude, beliefs, behaviours)
  • Poor communication or too much information
  • Lack of necessary tools to support the change

Some Tools to Behavioural Change:

Optimism – The 3 P’s

  • Permanence – Do you believe this event will be over by 5pm today or will you take it to your grave?
  • Pervasiveness – Do you believe it impacts a specific area of your life or impacts your entire life?
  • Personalisation – Do you believe it’s someone else’s fault or your fault?
  • Asking yourself these 3 questions helps your perception of change and being able to handle it.

Behavioural Change

Intention vs Actual Change:

  • Committing to change is not the same as getting them to actually change. Effort alone is not enough.
  • Information vs Motivation - When you are trying to influence people who need motivation to change, don’t offer more information.
  • Create a safe environment to explore their motivation linked to their values.

Positive Environments:

  • Celebrate success
  • Learn from mistakes – What is the worst that could happen?
  • “Complete the circle” – always finish what you have started even if it takes 5 days, 5 months or 5 years!

To find out about upcoming events, please visit our upcoming events page here, and keep an eye out for more events coming soon.

As always, if we can assist with any accounting/finance recruitment needs in your business on either a temporary or a permanent basis we would be delighted to do so. We cover all roles from junior entry roles up to Group CFO.

Written by Vicky Lazarus, Senior Consultant, Moir Group

P: 02 9262 4836

Like this Post
Share this Post


A Positive Outlook, Despite the Recent Downturn

Friday, September 28, 2018

Last week we had the pleasure of hosting our annual property event with speaker Tim Gavan, Director, Head of Real Estate Advisory Services NSW, KPMG Australia. With a positive outlook, despite the recent market downturn, Tim walked us through the current Australian property cycle and the opportunities in our market. Focusing on the Office, Industrial, Retail, Residential and Hotel property markets, these are some of my key takeaways for the presentation.

General Market:

  • NSW & VIC – lots of construction activity in these two states
  • Overall economy of both these states is strong

Office:

  • Rentals up 17% in Sydney CBD and still a lack of space.
  • Now at about the top. There will be more space coming into the market.
  • Vacancy rate in Melbourne is lowest in the country
  • Overseas buyers see long term stability of investing in Australian Property

Industrial:

  • Quite strong in Sydney. Running out of industrial land in Sydney, and what is left in Melbourne is also filling up quite quickly.
  • Locations near airports to get fresh food into China by air quickly.

Retail:

  • Not convinced Amazon will be the threat thought it might be
  • People still spending lots of money in the shops
  • Food is the new fashion
  • Melbourne remains a standout in retail returns

Hotels:

  • Strong overall market
  • Yields between 5-6% in Sydney

Residential:

  • Sydney house prices fell 4.5% and apartments 3.5%
  • Tim thinks we will be okay.
  • Banks are tightening up re: loans
  • Over last 5 years the market saw 62% growth.
  • Market is a lot more affordable in Melbourne
  • For those looking to purchase, Tim suggested the period between now and Easter is potentially a good time to buy.

To find out about upcoming events, please visit our upcoming events page here, and keep an eye out for more events coming soon.

As always, if we can assist with any accounting/finance recruitment needs in your business on either a temporary or a permanent basis we would be delighted to do so. We cover all roles from junior entry roles up to Group CFO.

Written by Stephen Moir, Director, Moir Group

P: 02 9262 4836

Like this Post
Share this Post


Confidently Projecting Your Personal Brand

Tuesday, September 18, 2018




“Be yourself – everyone else is taken” - Oscar Wilde

Last week at Moir Group we hosted a lunchtime workshop on confidently projecting personal brand. Around 25 of our current candidates came together for an interactive session hosted by Lisa Elias and Vicky Lazarus.

We discussed the importance of being able to identify your personal brand and articulate this to prospective employers, as well as those within your network.

Creating and maintaining a strong personal brand is critical as it permeates everything you do in your job search process, from the thinking about what you can offer and what you’re looking for, all the way through your communications, networking, interviews and execution once you’ve found a role.

There is stiff competition for top roles – for example, our executive recruiters can often speak with up to 100 people while putting together a short list for a client. In order to stand out, you need to think about what it is you represent, cultivate your brand and carry this through everything you do.

The six key components we covered included:

  1. Your professional identity

  2. Your online and offline identities

  3. Your goals and values

  4. Qualities that set you apart

  5. Value you bring to others

  6. An authentic brand statement (your “elevator pitch”)

During the 2nd half of our session, we discussed how to confidently project yourself when networking and at interview. To set yourself up for success, some of the important things to think about:

  1. Preparation is critical – research the role, the employer, the dress code, the questions you may be asked, plan your journey in advance and aim to arrive early.

  2. Work with your recruiter to ensure you are confident in what the role involves so you can probe further and highlight what you can bring to the table.

  3. Make sure you are in the right frame of mind. Work on your mindset - the way you think influences the way you feel, which in turn affects the way you behave.

  4. Pay attention to your communication – a strong handshake, good eye contact, not speaking too quickly, not talking over the interviewer, allowing yourself time to think, ensuring your voice is well modulated. Many of these are just common sense, but in an interview situation where you may be nervous, take stock and pay attention to how you’re projecting.

As always, if we can assist with any accounting/finance recruitment needs in your business on either a temporary or a permanent basis we would be delighted to do so. We cover all roles from junior entry roles up to Group CFO.

To find out about upcoming events, please visit our events page here, and keep an eye out for more events coming soon.

Written by Lisa Elias, Capability Specialist, Moir Group

P: 02 9262 4836 

Like this Post
Share this Post


Australia - A Safe Haven in a World of Uncertainty

Friday, August 24, 2018

Su-Lin Ong, Managing Director, Chief Economist & Head of Australian Research at RBC Capital Markets enlightened our Moir Community earlier this week.  Highly knowledgeable, yet in simple terms, she walked us through the challenges and opportunities in the Australian and Global economies. With a positive, but cautious outlook, I took away that Australia was a safe haven in a world of uncertainty. More key takeaways include:

  • Globally, we are going strong with 4% growth – which was expected, but the outlook is uncertain due to risks such as:
    • Escalating trade protectionism and rising sanctions
    • Weaker emerging markets – e.g. Turkey, Italy, Russia
    • Geopolitical risk - North Korea, missile strikes/sanctions in Syria, ongoing China/Japan friction in the South China Sea
    • Brexit deadline approaching – March 2019
    • A weaker China
    • President Trump – adds a degree of chaos and unpredictability with markets and investors on edge
  • Globally there is no hard data that shows signs of weakness, but watch the soft data including confidence and business surveys.
  • The unexpected slowdown in China is a cause for concern as they account for over 30% of our exports. This should be watch closely.
  • Australian GDP has grown at 3% roughly for 2018 and same to be expected for 2019
  • Concern around housing and the consumer. Lending restrictions have worked to improve the quality of credit. There is an ongoing pipeline of residential construction, but it has peaked and is set to detract further from future growth.
  • The weaker housing market comes amid record household debt levels and this remains Australia’s Achilles Heel.
  • Consumption unlikely to maintain the pace of 2017 with our savings rate at a decade low. The rising cost of non discretionary spending continues adding to the squeeze on disposable income.
  • Employment market is in pretty good shape with a reasonable unemployment rate of 5.4%. Jobs are ample in professional services, public admin, manufacturing, and with some recovery in mining.
  • However, there is still considerable spare capacity in the employment market with an elevated underemployment rate and underutilisation rate (currently at about 14%). This is why wage growth is so slow. “We need to create more jobs on a sustained basis and get unemployment down below 5%”
  • What else on the horizon is concerning:
    • Politics – after decades of turmoil productivity is pretty average.
    • Drought – impact on broader economy depends on what else is happening, but has previously taken 0.5% off GDP
    • Population – strong population growth has been the key driver of growth in the economy for decades and contributed to prosperity

Overall, Australia is still a safe haven for foreign with strong ongoing buying of Australian Government bonds. “Solid, safe and a little bit boring – not necessarily a bad thing." The challenge for businesses will be to walk the line between growth and the higher levels of risk associated with growth during a period where change is now a constant.

We host these economic updates once a quarter, please visit our upcoming events page here, and keep an eye out for more events coming soon.

As always, if we can assist with any accounting/finance recruitment needs in your business on either a temporary or a permanent basis we would be delighted to do so. We cover all roles from junior entry roles up to Group CFO.

Written by Doug Spahn, Senior Associate - Executive Search, Moir Group

P: 02 9262 4836 

Like this Post
Share this Post


Key Points From "The Benefits of Supporting Parents at Work" Event

Thursday, August 09, 2018

Moir Group, in conjunction with the PeopleCorp, Karitane and Minter Ellison were very excited to host a fantastic panel event last week, discussing the Benefits of Supporting Parents at Work.

We were delighted to have Ita Buttrose who is the Patron to Karitane on the panel along with Karen Burns the Deputy Commissioner of the Mental Health Commission NSW; Sharlene Vlahos, Director Education and Business Development at Karitane; and Mary Lyras, the Chief Talent Officer at Minter Ellison. Kristy Edser who is a Partner at Minter Ellison, chaired the discussion.

There was a wonderful turn out with 130 attendees and valuable discussion by the panel about what initiatives we can be doing to make things easier for parents in the workforce. 

Our 5 key takeaways from the event are below

  1. Workplaces providing flexibility for parents are not wide-spread. This is a key factor to attracting and retaining people.

  2. You should speak up at work if you need more support. Companies do want to support their good staff members in order to retain them.

  3. We are seeing changes, with more men seeking support such as parental leave.

  4. Karitane does excellent work with children right through to their teenage years.

  5. Ita is a very funny and engaging person – it was great to hear her stories of balancing work and parenthood.

As always, if we can assist with any accounting/finance recruitment needs in your business on either a temporary or a permanent basis we would be delighted to do so. We cover all roles from junior entry roles up to Group CFO.

To find about upcoming events, please visit our upcoming events page here, and keep an eye out for more events coming soon.

Written by Stephen Moir, Director, Moir Group

P: 02 9262 4836


If you want to know more about Karitane please contact:
Sharlene Vlahos
Director of Education and Business Development | Karitane
Tel. 9794 2300 | Mob. +61 0472 836 065 | Email  sharlene.vlahos@health.nsw.gov.au

Like this Post
Share this Post


Q&A Session with Mia Barry and Allison Yeoland

Wednesday, August 08, 2018


Emma Walsh and Melanie McCroarey of Moir Group hosted a Q&A session discussing leadership, mentors and teamwork recently, with our guest speakers Mia Barry (CFO – The Iconic) and Allison Yeoland (Ex CFO – Secure Parking).

It was a pleasure to have both our guests share their thoughts on these subjects. Both speakers had their own unique perspective to share, using examples from their experiences of building teams, cultures and working in agile and complex business. 

Mia’s motto in life is “be the change you want to see in the world”. Allison’s motto in life is “Just do it, then magic happens” These are the questions we asked our guests:

  • What does leadership mean to you and what have you learnt about leadership throughout your career?

  • Do you have a mentor? If so, what importance do you place on having a mentor for managing your career?

  • How do you keep your team motivated during the difficult and complex times?

  • Describe one of your biggest failures. What lessons did you learn, and how did it contribute to a greater success?

  • How do you balance your personal goals and interests with a high-pressured role?

  • What advice can you give our audience around navigating and taking control of their career path? 

Main take away for the day were from these questions were:

 

  • Define your success, spend time writing down your thoughts (back to pen and paper) and reflecting.

  • Identify what is your “Why” – Why do you do what you do? Have a purpose.

  • Spend time defining your values. This will help you to prioritise them when they conflict.

  • Similar to juggling, you can only ‘juggle’ three values at any one time.

  • Identify your personal goals: These are just as important as work goals for maintaining a balanced life.

  • Lead from behind with your team, identify talent and ensure people are in the roles which will help them succeed.

  • Have a flexible approach to your career, be prepared to take risks and work with people who inspire you and will back you.

As always, if we can assist with any accounting/finance recruitment needs in your business on either a temporary or a permanent basis we would be delighted to do so. We cover all roles from junior entry roles up to Group CFO.

To find about upcoming events, please visit our upcoming events page here, and keep an eye out for more events coming soon.


Written by Melanie McCroarey, Permanent Recruitment & Emma Walsh, Temporary & Contract Recruitment of Moir Group

P: 02 9262 4836 

Like this Post
Share this Post


“When it Comes to Culture, The Buck Stops…Where?” - Thoughts on Culture from our Panel Event

Wednesday, July 11, 2018

Our recent panel event, “When it Comes to Culture, The Buck Stops…Where?”, brought together a CEO, CHRO and CFO to put leadership and culture under the microscope. I have been wanting to host an event with representatives from each of these three functions for a long time, and enjoyed hosting with Peoplecorp, who are specialists in HR recruitment. Our speakers were Shane Gannon, CFO, Mirvac; Lucinda Gemmel, CHRO, Virgin Australia Group; and Peter McCann, Managing Director, Civeo. Our moderator was Kate Mills, CEO, Financial Executives Institute.

The panel covered:

  • How do we define/measure culture?
  • Who is accountable for culture? The interplay between the three roles on the panel.
  • If the buck stops with the CEO, how can others influence the outcome.
  • What about the Board and its role?
  • The relationship between the CFO and HR, particularly where HR reports into the CFO.
  • What does an excellent culture look like? How do you get from a poor culture to a great culture?
  • The positive impact that shifting the culture can have on the bottom line.
  • Leadership, how do you inspire and motivate others?
  • In a time of low trust, what does excellent leadership look like?

Key take aways from the panel were:

  • The increasing importance of culture to investors e.g. Blackrock in terms of how key stakeholders will invest, or choose not to, based on company culture.
  • Culture is what happens when no one is looking. Engagement can be used as a proxy for culture, but there is so much more to culture than just engagement.
  • Culture is a set of shared values. Culture is fluid.
  • “All roads lead to leadership”.
  • Leadership + Culture = Performance
  • HR need to be “Switzerland” in their role, but also prepared to go into battle for the people. Needs to be a genuine challenger in the business.
  • HR needs to have a real seat at the table.
  • Executive leadership team needs to own culture and its values. “Good governance is good behaviour”
  • CFO and HR to work closely together to drive major change for good in an organisation.
  • HR having access to and a close relationship with the CEO, reflects to the company employees that we value you.
  • Culture – “it’s how it feels around here”.
  • Board appoints the CEO, biggest thing they do to impact culture.
  • What works: An environment where it is “Safe to speak up”. A very collaborative approach. Educate people on leadership. Need to be very visible. Tough decisions on certain individuals. Encouraging communication, reviews, etc. Respect and trust are key. Need to invest in people. Invest well in authentic leadership across all levels. Lead from the top.
  • What works: Tripled the effort in the downturn. Need to be authentic and genuine. Tell people what the plan is. Continue to invest in people. “How we treated people on the way out” was very important.

As always, if we can assist with any accounting/finance recruitment needs in your business on either a temporary or a permanent basis we would be delighted to do so. We cover all roles from junior entry roles up to Group CFO.

Written by Stephen Moir, Director, Moir Group

P: 02 9262 4836    M: 0431 895 236    stephenmoir@moirgroup.com.au

Like this Post
Share this Post


Key Points From Paul Mitchell's "Building Cultures of Execution"

Monday, June 25, 2018


Paul Mitchell from the human enterprise, enlightened and entertained our Moir Community this month.  He was highly engaging and with his personal style and approach, offered some key lessons on leadership that will help turn your workplace culture, into a culture of execution. Paul gave us effective and easy to implement take aways around how to lead, inspire and create a truly human culture, where people get things done.  He shared many hints on what to watch for that may be stifling your organisations ability to move forward. 

  • There is never a set recipe to getting culture right, but the key place to start is recognising that you need to build your culture, otherwise you leave it to chance. Everywhere has a culture and if you shape it to what you want, you can use it to your advantage. No Big Bang, change happens in small tweaks over time.
  • Think back to Newton’s First Law of Motion – an object in motion stays in motion and an object at rest stays at rest. Think about your energy and culture – is it in motion and driving forward, or is it at rest?
  • How do you know if something is well executed? Delivered in full, on time, within budget.
  • Recruit for ExQ, not just IQ and EQ. ExQ, execution quotient, is how quickly a person solves the problems and capitalises on the opportunities.
  • Stiflers before strategy – deal with the problems, challenges, conflict, everything that’s going to get in the way of strategic achievement. You can’t plan for an excellent future without dealing with your problems first. “Your problems are not your problems, your problem is your inability to solve your own problems”
  • Discuss the undiscussable – two parts to this. First, tackle the big problems, and don’t let them fester and get worse. Put the bowling ball on the table. Second, honesty. Don’t skirt around an issue and pretend it isn’t there and don't play ping pong with accountability.
  • Mutual trust and respect is key. Know your strengths, areas where you are ok, and your weaknesses. Be in awe of others and the diversity they bring to the team.
  • Be democratic in decision making, but dictatorial once agreed to implement – Paul calls this “Democraship”
  • Be goals obsessed! Ask at every meeting “What have we achieved?, What stopped us? What can we do better?” You can always go beyond your goals, but knowing the direction you want to head enables you to make decisions faster – less hesitation.

For more information about Paul Mitchell and the human enterprise, please visit the company website here, or get in touch with Paul directly on 02 9905 5535 or email paul@thehumanenterprise.com.au

As always, if we can assist with any accounting/finance recruitment needs in your business on either a temporary or a permanent basis we would be delighted to do so. We cover all roles from junior entry roles up to Group CFO.

To find about upcoming events, please visit our upcoming events page here, and keep an eye out for more events coming soon.

Written by Karen Ryan, Director, Moir Group

P: 02 9262 4836 

Like this Post
Share this Post


Key Points From Craig Foster’s "The Last Great Sporting Frontier”

Tuesday, June 19, 2018

With the FIFA World Cup now underway, we’ve been reflecting on some of the key messages from Craig Foster’s recent Moir Group Event. Craig spoke on long term planning, leadership and culture, as well as the passion required to lead a team to the World Cup. Here are some of my key take aways:

  • Literacy – the first battle was generating an interest in soccer in an otherwise sporting obsessed nation. While it is elsewhere referred to as the World’s Game, it took a while for soccer to find a foothold in Australia. One key battle for the long term plan of the game was to raise "soccer literacy" across the whole country to a higher level. Likewise, when you think about the long term plan of your company or team, focus on building a higher level of understanding across the whole, and not just at an individual level.
  • Redouble your efforts – resilience is always key; don’t give up and keep moving forward. “Fail, then learn and do it better. And then fail again, and learn to do it better”
  • Be clear on your values – you have to be clear on who you are and what your goals and values are. For a culture to develop that you are proud of and that you want to be a part of, you have to actively create it. “Don’t try and play a game that isn’t yours.”
  • Passion. Passion drives this game, but it has to drive your team too. As a leader, you are responsible for inspiring the passion in your team.
  • Analyse what you have to work with before coming up with a plan
  • Consistency – once you have you values, stick to them, and keep sticking to them. To create a culture that works, consistency is key.
  • As a leader, your ability to be proud of your work and your goals inspires others to follow suit and take pride as well.
  • Diversity – a more diverse team is a better team; a more diverse company is a better company.
  • Best practice example – the Matildas. They work as a team and are a great example of an equality driven culture.

As always, if we can assist with any accounting/finance recruitment needs in your business on either a temporary or a permanent basis we would be delighted to do so. We cover all roles from junior entry roles up to Group CFO.

For more information on upcoming events, please visit our upcoming events page here, and keep an eye out for more events coming soon.

Written by Andrew Pownall, Senior Associate - Executive Search

P: 02 9262 4836  

Like this Post
Share this Post


LATEST BLOGS

  1. How to Make the Most of the First 90 Days Sara Eriksson 13-Nov-2018
  2. Key Tips for Creating Positive Change Sara Eriksson 29-Oct-2018
  3. A Positive Outlook, Despite the Recent Downturn Sara Eriksson 28-Sep-2018

CONTACT US

Moir Group welcomes your phone call or email

Telephone: +61 2 9262 4836
Facsimile: +61 2 9262 1576
moirinfo@moirgroup.com.au

Moir Group Address:
Level 6, 65 York Street
Sydney, 2000