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Merry Christmas

Davitt Corporate Partners would like to wish you a Merry Christmas and a prosperous New Year. Please note that our offices will be closed from 1.00pm on Friday the 22nd of December 2017, reopening on Tuesday the 2nd of January 2018. We will have very limited access to email during this period.

Should you need to contact us urgently, you can reach Adrienne Davitt on 087 242 9120 or David Keane on 086 836 1036.

This year we supported ReachOut.com, Dogs for the Blind, World Vision, Girl Rising, Avaaz, and Anthony Nolan Trust.

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Leadership – A Readily Transferable Skill or is Technical Expertise Required?

It is often assumed that the most important leadership skills are high level, broad skills, such as critical thinking ability, problem solving skills, communication skills, the ability to delegate and to motivate – and that these skills can be readily transferred from one industry to another. However, without technical expertise in the area the leader is working in, how do they get to the very essence of a problem, when trying to solve it? How do they communicate effectively, using the correct terminology with those who are actually performing the work? Research has found that often industry specific knowledge yields significant advantages – hospitals run by doctors for example, perform better than those run by leaders with a non-medical background.

The counter argument is, that those without industry specific knowledge can hire and surround themselves with those who do have this information, and be advised by these people. However, without having the technical knowledge themselves, how do those leaders know if the advice they are being given, is in fact correct? Looking critically, it appears that industry specific knowledge is intrinsically linked to many of the leadership skills aforementioned, including the ability to communicate and solve problems effectively and efficiently.

The issue with this is that employees are increasingly likely to change domains and with this movement, industry specific knowledge is lost. Therefore, leaders need to think carefully about employee retention and succession plans. By identifying future leaders within an industry or business, they can then focus on developing and training them, in order to equip them with the leadership skills they will need to progress in that industry.

 

From Harvard Business Review – November 2017.

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6 Ways To Refresh Goals For A Millennial Workforce

Setting ambitious but realistic goals for your team always requires care. But managing millennials — born in the 1980s and 1990s — might require a fresh approach. To devise goals that might hold particular appeal to younger employees:

  • Establish a Two-way Process

Traditional bosses declare a goal and then expect staffers to work hard to attain it. That approach might not be as effective with millennials. “You want to be a transformational leader, not a transactional one,” said Jesse Calloway, a leadership consultant. That means turning young employees into participants who help shape their own performance goals, as opposed to setting a high bar and threatening to punish them if they fail to meet your standard.

  • Stay Involved

It may not be enough to explain a goal and then walk away. Millennials are perceived by some as craving coaching and interaction. Calloway suggests that you set up checkpoints to meet with millennials to gauge their progress as they march toward a goal. “It’s important to follow up so they know you want to coach them along the way,” he said. “So say, ‘We’ll get together next week to check in.’ And when you do check in, celebrate the small, successful steps” that the individual has achieved.

  • Think Sooner, Not Later

Regardless of the age of your team members, set goals that motivate them to excel. But be aware that millennials might be more inclined to push themselves harder if they face a tight time frame.”They grew up in an instant-gratification culture,” said Rachel Ernst, director of employee success at Reflektive, a San Francisco-based firm that makes performance-management software. “They tend to have less patience and want goals that they can attain over the short term, say eight to 12 weeks instead of one year.”

  • Emphasize Professional Development

Goals might resonate more forcefully with millennials if they are tied to advancement opportunities. Young staffers may want reassurance that if they meet or exceed the objectives you’ve set, they will reap career rewards.”After six to nine months in a role, they want to know what’s new,” said Ernst, who manages many millennials. “So I’ll say to them, ‘Here’s how these goals will help you enter a new role or function.’ ”

  • Focus on Outcome, Not Process

Even if you encourage millennials to craft their own goals, you might still need to refine how they think about their contribution to the organisation’s success. Left on their own, they might confuse process with outcome. Say a young go-getter proposes making 100 sales calls a week. Rather than just nod approvingly, translate those calls into broader, more impactful goals. “When I let millennials take a first shot at drafting their goals, they often start with process goals,” Ernst said. “Their mindset is more task-oriented: I have to make these calls, do these things, etc. Then I ask questions so they think more deeply about outcome goals” that strengthen the company. For example, Ernst might redirect a millennial from narrowly concentrating on certain tasks by asking, “If you think about your role more broadly, what can you do to build community and impact our organisation as a whole?”

  • Embrace Transparency

Because they likely were raised in a sea of social media, millennials are probably accustomed to open, unfiltered online sharing. They may respond well to collaborative leaders who combine goal-setting with personal disclosure and information-sharing. For instance, Facebook executive Carolyn Everson shares her own performance reviews with 2,400 employees — many of whom are millennials. Why? She wants her team to see how she’s working to improve.

 

source: http://www.investors.com/news/management/leaders-and-success/6-ways-to-refresh-goals-for-a-millennial-workforce/

 

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6 Mindset Shifts That Will Improve Your Life

Click below to see

6 Mindset Shifts That Will Improve Your Life

Courtesy of www.success.com

 

 

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Why the Process Matters – Joel Brockner, faculty director of the High Impact Leadership program at Columbia Business School

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EQ Summit 2017 – Leaders of Innovation by Dr Martyn Newman

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EQ Summit 2017 – Highlights and behind the scenes footage

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Remote Working is on the Rise – Infographic

We have been witness to huge monumental changes in the world in just recent years. With the advent of Internet technology, a large part of the globe have the ability to connect to the Internet which has also seen the rise of adoption and use of devices like smartphones, tablets and laptops. As a result and with the use of specific communication applications, people can converse while seeing each other’s faces even if they are located on the other side of the planet. This marks a massive change in terms of communication and how people carry out their work. Previously, if you wanted to meet a client, you’d have to arrange a face-to-face meeting (or a phone call obviously) but these new methods of communication mean that people can screen share, can “visually” meet and so on. People can even carry out work now on their commute which is a significant step forward in terms of efficiency.

These new steps forward in communications technology means that “remote” working is now also a possibility. Remote working allows an individual (or team) to work in a place other than their company’s office. It definitely requires trust (on both sides), it requires good Internet connection and it requires discipline on behalf of the remote worker themselves. We have put together this new infographic which covers the whole topic of remote working and its rise and what it means for both the employer and the employee. Check it out below.

Resilience Building Infographic

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Minimalism at Work

We’ve all heard about the Minimalism trend and how it involves rules, such as living with less than 100 items, capsule wardrobes and stark interiors. However, there is a lot more to Minimalism and in fact, less rules than one might think. This article is about how to bring minimalism to your working life, freeing up your time to do the important things, not just the urgent.

Ways to simplify your day to day 9 to 5:

  1. Clear your desk – get rid of unnecessary paperwork, books, cups and general clutter. Keep only what you need and are actively working on, to hand. It might sound like a cliché, but a clear desk really can help bring clarity to the mind
  2. Work on one thing at a time – this draws on the ‘if a things worth doing, it’s worth doing properly’ maxim. If you are going to dedicate your working hours to a task, make sure you complete it to the best of your abilities and this can be done so much more quickly and effectively by giving it your whole focus, for the time it needs. Decide firstly how long you need to get it done and set a timer. Turn off your email notifications if you can and focus solely on that particular task
  3. Handle things once; deal with your paperwork and then either shred it or file it, don’t keep it in a pile on your desk
  4. Workwear – plan ahead and don’t overcomplicate it. There is a reason why many successful business people wear the same thing, or a variation on the same outfit every day. It simplifies things and reduces ‘decision fatigue’. Project 333 looks at downsizing your wardrobe to 33 pieces per season and mixing and matching it to create a variety of outfits. It’s not compulsory to downsize to a particular number, but it can be useful to have some fail-safe outfits for important meetings and pick out a selection of clothing that you like to wear to work and which is comfortable, smart and functional. Ditch the rest if you can! If you know you’re not going have the necessary repairs done, or you know that a particular jacket will spend most of its time in the laundry basket because you won’t take it to the drycleaners, get rid of it. By editing your workwear, you will need a lot less time to make clothing decisions in the morning.
  5. Food – by eating the same thing every day, you are reducing and simplifying another aspect of your working life, freeing up your decision making capacity to deal with the important things in your working hours. That’s not to say that you need to eat the same lunch 365 days of the year, but you can pack a weeks’ worth of lunches that you can eat and then take the time to go for a walk, or do something else you actively enjoy during your break, such as reading, catching up on calls to friends or simply sitting mindfully outside and taking that time to recharge your batteries for the second half of the day

 

There is a lot more to minimalism of course, but these could be an easy way to kick-start your minimalist movement and bring some of the advantages to your working life. Minimalism is not really about less, it’s about more, freeing up more time and energy, in order to use these resources in a more productive and fulfilling way.