Looking back, I see that my modus operandus from pizza delivery boy to CEO has remained unchanged and can be summarized in three simple rules:
1. Don’t just do what you’re told.
No, I’m not recommending insubordination here. Rather, I’m suggesting that employees of all levels take initiative and step up to the plate. At my first job, this translated into me answering the phones at the pizza shop and placing orders in addition to delivering pizzas. Currently, as CEO of Ovation Travel Group, out-of-the-box thinking has resulted in my travel management company cornering law and finance markets and expanding into leisure travel with a new travel venture on its way. Rather than maintaining the status quo, we expanded where we saw opportunities to do so and it’s paying off.
2 Dress the part.
When I first started delivering pizzas, I reported to work straight from tennis practice. Since there was no uniform for the job, I wore my tennis clothes on my deliveries. After a short time, I found that by accidentally positioning myself as a student athlete, I had gotten an \”in\” with my customers, some of whom were former athletes or had children on sports teams. These like-minded customers appreciated my effort and it scored me some nice sized tips. The same is true today. I wear a suit to business meetings because it makes me an equal in a professional setting, and I mention my former law career, so that prospects get a sense that I truly understand their business.
3 Become vested in your workplace.
By taking an interest in your workplace, and seeing the larger picture of how your job affects the bottom line, you can motivate yourself to achieve greatness. In the case of my first job, I strongly believe that my vested interest in the pizza shop, along with my willingness to pitch in where there were holes in responsibilities, helped grow the business into the successful restaurant that it is today. Now, I pride myself in being a CEO that comes into the office every day, answers the phone, and has a firm handle on how my business is running. I genuinely care about my employees, and in turn, they make it their goal to help Ovation Travel Group be the best it can be.
According to Albert Mehrabian (Professor Emeritus of Psychology, UCLA), the three elements account differently for our liking for the person who puts forward a message concerning their feelings: words account for 7%, tone of voice accounts for 38%, and body language accounts for 55% of the liking. They are often abbreviated as the “3 Vs” for Verbal, Vocal & Visual.
Originally posted on Labour Law Now!:
Labour Law : youth employment crisis
The world of Labour Law is facing a worsening youth employment crisis: young people are three times more likely to be unemployed than adults and over 75 million youth worldwide are looking for work. The ILO has warned of a “scarred” generation of young workers facing a dangerous mix of high unemployment, increased inactivity and precarious work in developed countries, as well as persistently high working poverty in the developing world.
Almost 13% of young people worldwide are out of work, and their situation is unlikely to improve for four years, the report “Global Employment Trends for Youth 2012″ by the International Labour Organization (ILO) says. It warns of a “crisis” with more than six million people so disillusioned they have given up looking for work.
The world of employment changed dramatically after the economic crises of 2008. It is clear that the labour market is a different ball game today. Lifelong employment is becoming a myth, the workforce is graying and there is pressure to change the demographics of the workforce to adhere to among other affirmative action prescriptions. The reality is that the possession of superior training, experience or even scares skills is no guarantee to be employed or stay employed. The paradox of the modern labour market is that employers stress that the shortage of correctly skilled workers is a critical factor in becoming or staying market leaders compared with the figures of unemployed highly educated workers that increases steadily.
Recently qualified professionals also have a different view of their future careers than their parents. According to Bjorn Veenstra newly qualified highly educated workers indicate their desire for the “freedom” to work independently in contrast to be permanently employed. Most of the professionals plan to set up their own venture in the future.
The management of human capital will change dramatically in the following years and companies must adopt new skill management principles to still attract the best workers. The career planning of dynamic highly educated workers will also echo this new landscape in the world of work. Veenstra believes that in the next 5 years there will be a shift from labour contracts to talent contracts. Within 10 years it will be standard practice that the individual worker will offer their skills and talent independently or in a group on the market place.
The prominence of a talent contract will enable the individual to offer his specific skills and talent just in time to the employer. The employer of the future will need specific skills independent from the age, ethnic group or other factors of the applicant, that may have an impact on the traditional employment contract. Talent contracts is known by flexible work hours, the length of the employment can be extremely short (hours or days) to years and are based on the knowledge or skills that the employer needs. The level of remuneration will be determined by the degree that the skill or knowledge is scares.
The downside of this development from a permanent employee to an independent contractor is that the contractor bears all the risk and uncertainty. To address this Veenstra suggests a talent stock exchange.
A talent stock exchange is seen as the opposite of an employment agency where a group of experts join there talents and market their skills jointly to the market. This co-operation can provide security and sustainability to the members. Employers will also benefit from a talent stock exchange because it is a cost effective way to increase their critical capacity.
Due the explosion of the internet and social media such as LinkedIn, facebook and twitter, workers are no longer developing their professional profile based on where they are employed, but focus now on their own personal branding. Career planning of the future is not to strive to be employed by the right employer, rather it is now all about personal branding, marketing of your skills and nurturing your networks.