World Cup Fever! How To Be The Best “Captain” For Your Team

Continuously improving your leadership skills not only improve your chances of career progression but also help you inspire your team. Just as the soccer teams in the World Cup, you need to be able to depend on your goalies, mid-fielders, defenders etc. This starts with the captain, you. Here are some tips from The Recruitment Alternative to help improve your leadership skills.

Effective Listening

One of the most important skills for a leader is listening. Without listening skills, you are not able to get feedback and understand others. A large part of communication skills involves listening, so it makes sense that leaders would want to establish open communication lines with staff. Effective listening skills will also help you when it comes to customer and client contact.

Motivating Others

Motivation increases productivity. To effectively lead your team, understanding how to motivate others is key. But how can you effectively motivate others? Here are some suggestions to try:

  • Ask for input
  • MentoringLeadership Skills
  • Provide opportunities for professional development
  • Employee recognition
  • Allowing employee autonomy
  • Set clear goals
  • Team-building activities
  • Thanking staff
  • Understanding employee differences and how to use them effectively

Delegate

Most leaders find this difficult to do. Some even view it as a weakness. If you try to take on too many task, you’ll struggle to get things completed on time and at a high standard. Effectively identify each of your employee’s strengths and assigning duties based on their skill.

Your employees will have the opportunity to add upon their skill set, contribute to the team on a different level and potentially develop new ideas to present. Delegation also allows you to focus on other important aspects of the business.

Positive Role Model

As a leader, you are always being watched by your staff, so modeling the qualities that you would like to see in yourWorld Cup team members is always an effective strategy. Maintaining a positive attitude, willing to admit and learn from failures, having a clear vision and taking initiative are all positive qualities. As Robin S. Sharma said: “Leadership is not about a title or a designation. It’s about impact, influence and inspiration. Impact involves getting results, influence is about spreading the passion you have for your work, and you have to inspire team-mates and customers.”

Hiring New Staff

Effective hiring can make all the difference when adding to your team. This may be a task you need to delegate too! Whether you work in Accounting, Marketing, IT, Engineering, Warehousing etc. The Recruitment Alternative can help you find the right person. We look at the whole picture to ensure they are not only technically sound but a cultural fit too. As a generalist multi-award winning recruitment agency, we offer affordable fixed price recruitment solutions. If you would like to find out more about our services contact us today on 0800 587 546.

The Path to Becoming a CIO

The Path to Becoming a CIO - Recruitment and Job Hunting Advice for CIO's

The Path to Becoming a CIO – Knowledge Empowers You

There are a lot of pathways that lead to becoming a CIO, so whatever your career route you can always ensure that you keep in the running. And as a lot of current CIOs say, there is a huge amount you can do to increase your chance of success.

The pathway is, of course, different for everyone and it is even more so for individuals looking for an executive IT post. There is no defined pathway or route. Hearing CIOs’ stories it seems that some get to their destination without over thinking it, whilst others struggle on their journey. Listening to a couple of senior IT executives, at least one CIO of a company got there the “jammy” way because he just happened to be in the right place at the right time. The company  was being overhauled and the new CEO was in a position to write a job description for a new CIO role and he was sitting there ready and able to take on the challenge.

However, there are a distinct set of attributes that all CIOs share and some common milestones along their path to their desired role.

Control your ambition

“CIO’s are a special type of person,” and future ones are pretty easy to pick out if you know what to look for.   Michael Spiropolous, Managing Director of The Recruitment Alternative says “I am not sure that any of them sets out with the ambition to be a CIO – but they do want to have control of the whole thing, rather than just a small bit of it, and to get to the point.”

For a career route for CIOs to exist, key things would include project management at an early age – usually by 26 – and then some experience in procurement or management, perhaps in managing an outsourcing contract, according to Spiropoulos. More often than not this is followed by a time spent in a consultancy. “Management consulting, whether you do this independently or via a recruitment agency, is a different way of life from a career point of view. The opportunity to work in differing environments is a great learning curve.” But people often feel the need to return to “the real world” when, after experiencing many different client situations, the tasks start to begin to feel the same.

Reliable delivery

A true passion for technology and a desire to deliver are normally the crucial motivation and the means by which CIOs are spotted.   An eye for an opportunity and a willingness to embrace change will speed up their career path. True stars grab opportunities and definitely have an attitude of ‘I could do that job’. Michael Spiropoulos believes that a desire to get the job done is likely to be far more important than any political motivation. “Politics tends not to be the main driver for CIOs – they are often  more customer focused and their main battle is getting enough investment in systems. It’s usually one of the first four things to be cut in a downturn.”

Money is important

Until relatively recently, IT Directors reported to a Finance Director but this line of reporting left the old fashioned IT Director quite exposed in financial skills and managing big budgets, points out Michael Spiropoulos. Financial skills are a must for a CIO, alongside general management practice: “Unless you have a good understanding in this field, there is a danger that managing a big budget can get out of hand,” he warns. There is a need for broad experience and when the time comes for people management CIO’s often take to it really easily: “they enjoy sharing information and seeing people develop and believe that they are only as good as their team.”.

The most important thing is for a CIO to get under the skin of the business. If you have ambitions to be a CIO it’s important you get yourself broad experience. So if you are sitting in infrastructure support, put your name forward for a project. You do have to look around and see where the changes are happening.

It’s no use waiting for someone to tap you on the shoulder – you should be a bit cheeky.

The Recruitment Alternative gives you low cost recruitment to suit your budget and your business needs – we are your award winning Australian recruitment agency – call us now.