David is as hard a worker as anyone I know as a client. He’s not just busy; he’s keenly focused on getting the right things done. And it pays off — he is the largest single revenue generator at his well-known professional services firm.
A few days before Easter, David flew from Melbourne to the Gold Coast with his family. He was going to work for the first few days and then relax with his family. During the flight he had a 3 hour digital vacation.
When they landed, David turned on his BlackBerry and discovered that a crisis had developed while he was in the air and he had close to 500 email messages waiting for him.
So much for a digital vacation.
The truth is, we can’t ever really get away from it. There is no escaping the nonstop surge of email, text, voicemail, Twitter, Facebook, LinkedIn — and that’s just the technology-based stream. How can we ever catch up?
We can’t. Read the rest of this entry »
My mission and career focus is to drive continuous improvement through the pursuit of operational and commercial excellence in asset and manpower intensive organisations subject to highly competitive environments that seek ongoing transformational change to maintain a competitive advantage.
To provide an authentic, dynamic and highly motivating style of leadership that can provide the innovation, creativity and energy to identify the opportunities and strategies for the organisation to realise its full potential.
It is my goal to lead and develop high performing, customer centric teams that can mobilise those around them and create the framework for success.
I seek to take the next level of executive management to a leadership role using my broad range of analytical, commercial, operational experiences combined with highly developed and appropriate communications styles and people engagement to challenge the status quo and inspire my teams and the key stakeholders to collaborate and, hence, align across a common desire to seek excellence in organisational outcomes through accountable performance.
This is underpinned by my personal commitment to continuously improve myself and the belief that we can always strive to be better.
- Are you ready for the next challenge?
- Want more control of your career?
- Onwards and upwards, or stuck in a rut?
We are Australia’s premier career mentoring and executive development firm, with the minds and means to get you where you want to be. Now is the best time to review where you’re headed, and change what’s not working for you!
We’ll help you market yourself successfully with a competitive edge to…
- Gain a clearer view of where you want to head into the future, to put you in the position you deserve
- Identify the ‘blind spots’ holding you back
- Maximise your interview strike rate, internally and externally
- Effectively access the so called ‘hidden market’ of professional positions
You can partner with Adam who is part of the proud Leadership team of a firm which had its 15th Birthday in 2014.
We’ll work together until targeted outcomes are achieved. You’ll reap the benefits of our comprehensive manual – ‘The Career Guide’. This valuable navigation tool is used as a reference as your Mentor works with you one-on-one, tackling key issues and keeping you on track to achieve your goals.
So with career and executive mentoring available and programs to suit all requirements, now is the best time of year to kick off a targeted career mentoring program, to hit the New Year running.
Make 2015 a positive year and beyond for your career and take charge!
Call Adam Wilson for a free consultation on 1300 334 307 TODAY – Read Adam’s profile here.
Or, Email Me Today: Adam Wilson
Read more about career mentoring for leadership and career success with Adam and the Carnegie Management Group Leadership Team.
- Are you leaving the competition behind as your sales teams GROW?
- Do you have a lead generation engine that has all your sales agents fully occupied?
- Are you beating monthly revenue targets month after month?
- Do you look at your sales team and see a level of energy and enthusiasm that makes you proud?
As a business manager you know that your organisation lives and dies on the success of your sales force. Mentoring advice from someone who can say “yes” to the above may be your best decision for the future – now!
A sales team is a machine; it only as good as it’s worst performing component and our industry specialist at Carnegie Management, Adam Wilson can help you make all those components hum at the same high speed.
He’s not a sales trainer or coach, but a mentor who will help you quickly understand what makes a sales team work effectively.
He’ll tell you how to set up a commission scheme that always leaves your sales team working their hardest up to the last day of the month
How to best hire and, whilst its always a difficult subject, he’ll tell you how best to fire
How to get the atmosphere electric
How to target the best opportunities for each sales agent and when
And most importantly how to get the productivity of team accelerated, so downtime and admin and proposal writing become things of the past
We invite you to have your first consultation with Adam for free and if you think he can help you turn the future into your best years ever, he’d be happy to help.
Learn more about Adam and our Team by clicking on this link.
Please feel free to contact Adam directly today – here.
How does it feel when you’re told that you need a mentor, whether it’s your boss or someone else? For many managers it feels like a kick in the gut, a clear sign that you’re doing something wrong and your job might be in trouble. For others, who might be resistant to mentoring in general, it raises questions about whether you really need the extra help.
In other words – you feel resentful.
Having worked with dozens of managers who’ve been in this situation, these reactions are completely natural, especially if the request to work with a mentor comes as a surprise. In either case, before you get started with the mentoring, you need to work through these feelings so that you can have a positive experience. Here’s how:
The first step is to recognize mentoring for what it is: a fantastic opportunity for growth, development, self-insight, and career progression – and an endorsement that the company is willing to invest in you. After all, there are a number of reasons why your boss might want you to be mentored, and some are quite positive. Your manager might think you have a great deal of potential and a mentor would help you develop it. Your boss might also suggest mentoring to fix a particular skill deficit. One of my clients, for example, was asked to work with a mentor specifically to focus on presentation skills. Her senior manager planned to give her more exposure to the Board but wanted to make sure she had the confidence and capability to hold her own in that setting.
There are of course situations where mentoring is given to a manager because of a performance issue – an inability to deliver certain results, poor project execution, or not getting along with other members of the team. But even in these cases, mentoring is an investment, not a punishment. The boss isn’t giving up on you. Read the rest of this entry »
How to stay rational in an irrational World – it’s all about Perspective
Human relationships are inherently messy because they are driven more by emotional than rational factors – and thank goodness for that ……… Because relationships are unpredictable and ultimately impossible to control, so are families, communities and organisations………..We need to shift our focus from control to participation and engagement: from resistance to adaptation; from an unhealthy utopianism to a more realistic acceptance of life’s disorderliness, its irrationalities, its unpredictability, its disenchantments, as well as its joys, its gratifications and even its occasional small triumphs.
An excerpt from Michael Quinn Patton – Developmental Evaluation: Applying Complexity to Enhance Innovation (2011) page 97
“Successful multi-generational families are just as concerned with the quality of their relationships with other family members as they are with financial measures – good governance can help the next generation build on these relationships.”
The Best Way Forward – A Summary of Best Practice
A requirement for the family and the business to operate professionally in their dealings with stakeholders – and especially each other – should be adopted as a key best practice outcome. This produces the “Three Cs” of family business:
- Clarity – what we are doing and why
- Certainty – how and when we are doing it
- Commitment – who is responsible for doing what we’ve agreed to do to achieve this clarity and certainty
These are already fundamental indicators used in the corporate world, supported by appropriate levels of detail, depending on the business. Companies have detailed plans for strategy, business planning, operations and delivery. Families need the same things, appropriately converted for family consumption, at levels that suit the individual family.
This will include looking at:
- Values and Visioning: who we are as a family, what we believe in, individual and collective goals
- Strategy Plans: where we’re going, as individuals and as a family, and why we want to get there
- Family Plans: how to achieve our goals; individual and collective commitments and responsibilities; timelines; wills and estate planning; financial and retirement plans
- Structures: family boards and councils; family forums and other communication processes
- Family Agreements: codes of conduct; family constitutions; shareholder agreements; leadership transition and succession plans
Read the rest of this entry »
My Mission and Guiding Principles – Paul Smith
“To have purpose that is worthwhile, and that is steadily being accomplished, that is one of the secrets of a life that is worth living.
I have determined what I believe in and believe in what I do. All else is a waste of time.
It is true that the thing always happens that you really believe in; and the belief in a thing makes it happen. And I think nothing will happen until you thoroughly and deeply believe in it.
Therefore the secret of making something work in my life is, first of all, the deep desire to make it work: then the faith and belief that it can work: then to hold that clear definite vision in my consciousness and see it working out step by step; without one thought of doubt or disbelief.
So I do not follow where the path may lead. I go, instead, where there is no path and leave a trail.
For me, this is my guiding light – which is timeless.
I wonder where we all would be should with focus and clarity”
Paul W Smith
Sales Performance Management
As a senior executive you know that your organization lives and dies on the success of your sales force. There are many facets – strategies, procedures, guidelines, staff training and tools you introduce so that your sales management and sales team can be monitored and managed to create the result your company requires to grow, remain competitive and be successful!
However in time you may identify:
- Lower than expected revenue streams and margins
- Customers who have reduced their business with your company
- Lost accounts
- Loss of business to competitors
All brought about by perhaps a lack of effort, reduced focus and activity by your sales staff.
So how does this happen?
It is because you and your sales management are too close to the problem. It would be fair to say that, today, you could have staff underperforming and who may never reach their true potential and budgets and more importantly you may also have people who could easily rise above their current performance – they don’t because they are not being mentored, coached and motivated to realise their true capabilities.
Unfortunately by the time you have discovered these issues it’s too late, usually 6 – 12 months too late! You have now experienced a loss of potential revenue/margins and increased operating costs!
All the above is driven by or as a result of your most precious and most expensive asset, your people! Read the rest of this entry »
Executive and Business Mentoring – a Guide
What is Mentoring?
Mentoring and coaching is a natural part of life. Every successful athlete and performer today has a mentor and coach of some sort. Sporting teams have coaches. In fact, if you think about your own situation, you already have various people that you turn to for advice and guidance such as family members or colleagues – people you trust, respect and whose knowledge, wisdom and skills you value.
Executive and/or Business mentoring is the formalization of this natural process. It’s like having someone “running alongside you”, believing in you, providing feedback, perspective and insights that can really make a difference to your success. The mentor supports, encourages and accelerates your progress and results. It is a strategic partnership – professionally and personally in outlook.
How does this Approach differ from Coaching or Consulting?
Mentoring not only addresses business issues and processes, but can take into account personal needs and goals. Rather than suggesting what should be done (coaching), through questioning and reflection, mentoring leads to professional and personal growth that allows you to make better, more informed decisions for yourself. Read the rest of this entry »