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Giving back is good for us.  That’s why we say YES when given the opportunity to support charitable causes that matter to our employees, clients and suppliers. On Tuesday the team at BCG had the opportunity to use our influence for greater good.  We invited 10 influential women who share a common goal to transform the world around us, giving hope in a time of social, economic and political change.  We connected at the Odyssey House [OH] Business Womens Luncheon and had the privilege of listening to three of our most respected women business leaders speak about their inspirational personal journeys to leadership.

A call to ‘believe in ourselves’ and that everyone can achieve, that we can make a difference, was a powerful take home message.  A particularly moving account of a remarkable journey from hardship to good fortune by an OH graduate who found the courage to overcome life challenges was inspiring.   It was at her lowest point that she found the strength to ask for help.  The graduate is a true inspiration having worked through her hardships to create a better life for herself and her children, now working as a counsellor at Odyssey House, reminded us that through effort, skill or courage anything is possible.

It’s good for our business when we say YES when asked to GIVE because our voice contributes to the creation and sharing of inspiring stories. We are committed to being part of something bigger.  Every time we GIVE we increase our awareness of the lives of those less fortunate and feel thankful our success has allowed us to positively influence the lives of those less fortunate.

How has saying YES in support of your organisation’s charitable causes been good for your business?

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Libby Allaway is a corporate dressing stylist, personal shopper, author, designer and TV Presenter.

We sat down with Libby to find out what Libby could teach us about corporate dressing for success.

With over 25 years in the fashion industry, Libby has a passion for helping men and women increase self-esteem and reach their full potential.

Libby is highly is passionate about unlocking potential and confidence through the power of image.

Her company strives to help people to create a positive first impression. She has worked with clients from Westpac, Dress for Success, Commonwealth Bank, A Healthy View, CG Consultants, Vittoria Coffee and Citibank.

Why is it important to dress well at work?

What we wear speaks volumes about how we feel about ourselves and how others perceive us. Wearing the right colours for you and particular situations can alter how people react to you. I encourage my clients to think of themselves as a brand and thier clothes as their way of advertising that brand. Through our image we can portray to others our level of competency, our ability to work in a team, our level of friendliness and our willingness to get the job  done. 

What do you recommend for dressing corporate while still looking chic?

I always like to add some form of jacket. Gone are the days when we had to wear the formal suit. Thankfully, office attire has relaxed however it’s still very important to keep up your standard as far as your “self brand” is concerned. My other big tip is to have your clothes altered to actually fit your body. There is nothing worse than an ill fitting trouser and nothing better than a garment which has been tailored to fit your body.

What are 5 items that every corporate woman should own?

I usually suggest to my clients to collate a Capsule Wardrobe of 10 pieces which mix and match, however if I were to choose 5 they would be skirt, top, jacket, trousers and dress. Some of my favourite season trends are below.

chicclothes

What investment pieces would you recommend this season?

The best investment pieces you can never go wrong with are a beautifully tailored jacket and an amazing pair of shoes.

Who are some style icons in the corporate world?

Carla Zampatti and Julie Bishop

What are some dressing disasters to avoid?

 Not understanding your body shape and selecting the wrong styles for you 

Does dressing well need to be an expensive ordeal?

 Absolutely not. It’s about knowing which fabrics and styles suit your shape and which ones to look out for when you are shopping in the high street stores. Quality can definitely be found on a budget

What concepts are important to know for dressing well?

Understanding your body shape is crucial. It would be like trying to furnish a room without knowing the dimensions. Also, understanding the correct outfit to suit the situation

Does age impact what we should wear?

 To a certain extent. There definitely does come a time when hems need to be worn a little longer, neck lines a little higher however at a younger age it is important to reflect youth whilst still maintaining a corporate look.

Are there ways to look slimmer without all the diet and exercise?

 Aha! Yes. That’s one of my favourite topics – Illusion Dressing. Through wearing the right styles for your body shape, wearing the correct foundation pieces and knowing which styles will create the effect of looking slimmer and taller you can create the illusion of months in the gym.

Register to receive notification of our next corporate workshop.   Available as an in house customised program for women at all stages of their career.

Email Jeromine to Register

Have you ever made a bad hire? Most of us have. I was speaking to a client of mine recently, and she was reminiscing about a time before we worked together, her coworkers, their strategy, and what she would have done differently.

One of the first things she said to me was that she wished she had spent more time and effort on her hiring process. She shares her 4 steps to avoid hiring a disaster, lets call him Sam.

1. Help you determine job fit

Wouldn’t it be great if you could predict if a prospective candidate could do a job well? Wouldn’t it be better if you could evaluate if they will love a job and succeed in that role? Employee assessments help you do this. Based on behavioral traits, interests, and aptitude, they help you keep a narrow focus on the responsibilities of the job. In a nutshell, you evaluate your top performing employees and create a benchmark/performance model to evaluate your prospective candidates against.

2.   Help you remain objective 

Sam was a friend of a friend of the owner’s. Networking is important in today’s workforce, but far too many people get jobs because they are a friend or relative of an employee. When candidates are given priority due to their connections, hiring managers tend to be more lenient about making sure the candidate has the aptitude and skills necessary to do the job. Taking a pre-hire employee assessment benefits the company by avoiding a potentially unsuitable hire. It also keeps the candidate from accepting a job where he or she may not be successful.

3.   Help you align talent and business needs

 Just as every employee is different, so is every business. Some place more importance on an innovative workforce, while others care more about particular hard skills. Hiring managers need to know what skills contribute most to the success of their companies. Assessments can help managers eliminate candidates that do not have the critical skills the company needs to move forward.

4.   Help you learn how to better manage your employee

One you have a pre-screening employee assessment in place, you should utilise a performance assessment. This will help you understand how to best motivate and manage employees with various personalities.

Assessments can help you move candidates along the employee selection process based on skills and job fit, the two most important factors to employee success.

Sam had all the right credentials: an impressive resume, a charismatic smile, and enthusiasm to boot. He was hired for a director’s position, and my client was excited to have such a promising candidate as part of her team.

Within two months, it was obvious that Sam wasn’t the right fit for the position. He was experienced in his field, but not suited to a leadership role. He was aggressive with employees, rude, and consistently slacked off around the office. He assumed that because of his new title, he didn’t have to do as much work as others. He inappropriately fired multiple employees without following disciplinary procedures, and was just an all-round nightmare in the office.

My client tried to work with him, help him be more effective, and train him on how to manage people… but alas, it was a waste of time. He wasn’t the right fit for the job. Needless to say, he was let go, caused a scene, and the company was stuck yet again severely needing a new director.

Poor hiring decisions have high costs. Despite the negative impact around the office- like the one Sam brought on- there are hiring and onboarding costs, and time wasted managing poor-performing employees. One of the most common reasons for bad hiring decisions is that managers fail to give proper attention to the employee selection process.

Assessments are a useful tool to ensure that you are giving the hiring process the time, objectivity, and analysis it needs. There are many different styles of assessments. When used in the right sequence, they can be extremely helpful in employee hiring. Here are four ways assessments can help you avoid bad hiring decisions. Employee assessments:

Don’t hire someone like Sam.

Learn more about how employee assessments can impact your business and your bottom-line. Call Nicole Hercus on 0410 324 656 or visit out website at www.bureacg.com.

 

Attract and Retain Top Performers
“How much revenue, profit and productivity is your team forgoing because your recruitment process has allowed poor performers to get through?”
mark purbrick, managing director peoplogica pty Ltd

Harvard Business Review Job Fit In one of the largest studies of its kind, the Harvard Business Review released findings by H & J Greenberg about the importance of establishing JobFit (JobFit is the ability to match people to roles based on the critical success attributes of the role, not on the individual’s experience, educational qualifications, age, gender or race). The findings were based on a 20 year study of 360,000 individuals in the United States, Canada and Western Europe from the following industries:

  • Automobiles
  • Banking & Finance
  • Chemical Manufacture
  • Data Processing
  • Life Insurance
  • Machinery
  • Manufacturing (Heavy)
  • Manufacturing (Light)
  • Media & Publishing
  • Pharmaceutical
  • Printing
  • Property & Casualty Insurance
  • Real Estate
  • Stock Brokerage & Mutual Funds

Read ‘Harvard Business Review challenges….’