Posts Tagged women in business

Rushing headlong to “who knows where”.

Lately I have had a few reminders of what I am about to chat about. It’s a bit unnerving when people ask “When are you planning to retire?” and I answer with “I’ll never retire, I like work too much!” that covers the fact I probably won’t be able to retire financially. But I guess it makes light of a serious subject and one I have to try hard not to think about too much.

Like a lot of people I didn’t worry much about retirement, putting cash away and anyway I keep hearing stories of people losing money overnight on the stock market and their portfolio value plummets again…

The reminder for this post, listening to people in business chatter away about how things have gone, what they will do when the time comes to retire, how they might sell their asset and in one case a lady who had sold her business, watched it fade fast into obscurity so she bought it back and is building it up again.

So what will you do, sell the business, put a Manager in to run it, expand it, resize it etc? All with the aim of having a nest egg to retire on.

If you do sell, will what you have the cash ‘invested’ in provide for your needs in retirement? How much will you need?

If you build up the business and put in a Manager how will that work out? Will the amount you need to take out hurt the business? Will it be run as you set it up or better? Will things fall in a heap and you need to rescue it… will you want to rescue it!

Lots of great questions in need of great answers. Hopefully your Accountant can set you straight, or at worst your own figures will project a rosy future for you. Lets face it, in the current economic situation there is little to smile about when the notion of retirement looms large in our thoughts. Unless of course you have an asset which keeps on giving.

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What’s next, the second instalment

This is the second part of the four part series on dealing with new recruits, this time we focus on training. Here’s what I said in the initial article.

Lousy training – Tough, though I know your training people are possibly doing what they can, given tough challenges or are just not that suited to training new employees, they might have a stronger focus on I.T. or a some Leadership program, they can be spread thin. After all did anyone tell the Training area to prepare something for the new recruit?

When it comes to training some are of the opinion “If you picked a new recruit, pick one already trained…” nice thought but there are things  your organisation will do differently to others so they might need to know how your team look after OHS issues, and about the versions of software you use. as well as looking at the values and beliefs in the organisation.

I can only hope your organisation has a great training program in place for all sorts of things and not a lousy one as I hinted at in the opening section. So that being the case your training team will have this area all handled for you when  you let them know the new recruit is about to start.

  • The training team won’t tell you “Oh the OHS (or other) training doesn’t run for another 3 weeks.” They will have a positive stop gap measure like an online training option, or at the very least a handout on OHS expectations and guidelines to give the recruit early in the process (before they start perhaps.)
  • The training team will have put together something for the new recruit on the values and beliefs of the organisation, knowing full well the value of a great cultural fit and how this can happen using foundation organisational philosophies.
  • The training team will have mapped out a schedule of what training is happening and what the recruit needs to do to ensure their training needs are met and especially in the area of the induction program and it’s time frame. They will be well and truly focussed on the recruits success in the organisation and not just for the recruitment phase either.

The new recruit, even by this early stage, will be suitably impressed with how things are going, they feel included and are valued in the organisation and are trained to succeed.

In the next phase your Leadership and communication skills come to the fore as you make sure all the team know about the recruit and a bit about how they will fit in. Join me then as weexplore the expectations of the new recruit.

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Is your business happy?

Yes it’s a serious question, is your business happy, when you get there at the start of the day are you happy about being there? Are the staff happy too…

If not what’s missing?

– Great projects to work on.

– Great clients.

– Great workspace…

One way or another things may not be quite what you want to make the business a happy place to be. Insert a happiness officer and invite them to find out how things could be happier in the workplace.

Perhaps start with the list above and see if things evolve from there.

Take Action!

Get the happiness officer and perhaps a few others to figure out some ways to break the “sad” cycle.. and get happy.

  • Try a google search of ideas for a happy workplace, make a list of a few you can implement now (at low cost).
  • Ask how to make meetings fun, then have one just for the hell of it and see if you can get people to laugh (for all the RIGHT reasons…)
  • Have a fun morning tea (no need to get elaborate just yet just have fun).


  • Having fun at someones expense is only short term and useless, one’s pain is NOT another’s gain.
  • Keep it cheap and “cheerful”, quick and easy… Organisation should take the shortest time possible to keep it hassle free.
  • Try moving the job about so the whole team can be the happiness person.
  • Jokes sent via email is not really a bonding option, it’s more localised but funny quotes might be a different option, sparking debate perhaps.
  • Give out laughter awards, simple and easy a great way to keep the team engaged in the whole idea and boost morale!
  • Push for creative and innovative options, you might just find some great ways to lighten the mood at work and keep things pumped and effective.

That’s it for now, let us know what sorts of things you come up with in our comments…

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Women In Business…

Let’s talk for a moment about women in business and the ‘aura’ or’stigma’ that surrounds this concept.

Being a women in business, plus an owner of a business that targets women in business, I have found that age old impressions and attitudes still exist. I’ve found that the general thinking of many, (including some women), on the subject of business heirarchy tends to follow this outline:

Men in Business at the top of the pecking order

Women in Business coming in way under them

Mums in Business coming in after these.

Now, tell me, why can’t a mum in business shoot up to the top and sit right there with the Men in business?

How do we even evaluate that this is the correct ‘pecking order’?

Tell me some of your thoughts on women in business and why we always seem to be ‘different’….

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