Greg Campbell comments on the Jobs market in Housing

The recruitment market nationally remains buoyant, with most senior vacancies attracting good numbers of well qualified candidates. The most challenging roles to fill are those in strategic asset management and in corporate finance. Regional differences in executive salaries now appear less evident, though they still remain relevant at more junior levels. Regions such as the south west where there are fewer housing organisations to generate local jobs churn, are seeing pay levels for senior roles often comparable to London and the south east in order to attract candidates from further afield. Salaries are not rising uniformly,we are aware, for instance, of some CEO positions where the new appointee has been recruited on a salary up to 20 per cent less than their predecessor.

•A growing trend to seek finance director candidates with housing sector experience, reflecting the growing complexity and risks inherent in social housing funding streams•Strategic asset management director roles created in some organisations, bringing together responsibility for asset management, maintenance, and development•Growth and new business director roles in other organisations, commonly combining development, new business streams, and inorganic growth.•Commercial sector experience growing in popularity for customer service roles, and for new business roles where a range of business streams are to be explored..This article first appeared in Social Housing magazine,January 2014. Greg Campbell is Director of Campbell Tickell

Why Don't ...: Why Does Power Go To People's Heads?

Why Don't ...: Why Does Power Go To People's Heads?: It is strange that people who normally act with empathy and emotional intelligence then often start to misuse the role power they have been...

Principles of Success

MBI: Patrick W. Jordan (Photo credit: Cedim News)

Patrick W Jordan has distilled the essence of 200 self help books into one short and readable little book! And here they are the five steps to achievement, happiness and fulfillment.

1. Take responsibility - only you are responsible form your life - don't blame others
2. Set goals - know what you want and set out to get there
3. Be positive- surround yourself with optimism and be positive
4. Persevere intelligently - don't give up at the first obstacle but do give up the unrealistic
5. Connect with others - empathise, treat others well, forgive and learn form others
   
   Sounds really easy? And all this is achievable - get the book, get a coach and you can find achievement, happiness and fulfillment.

Life and career coaching is available from www.maryhopecareersuccess.com and from www.patrickwjordan.com

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• Self Esteem Is Overrated - Stop Beating Yourself Up For Not Liking You

Ensure fairness in your restructuring processes

I was interested to see in an article in the Housing press, that there is a thought that BME middle managers lose out in restructuring.  If they can get into middle management in the first place, what is happening in the internal competitions?  The implication of the article is that the sector is not giving these candidates fair treatment. The article then goes on to talk about the lack of BME representation in the top 50 most influential people in housing.

 As the top 50 was dominated by politicians the two issues should surely not be conflated. The politicians and civil servants (David Cameron, Mervyn King, Eric Pickles, Iain Duncan Smith, Fiona Reynolds) in the list are actually in housing more by chance than choice and owe the sector nothing for their elevation to senior levels of influence in policy making.

I am not disputing the veracity of either piece of research but suggest that the two issues should be tackled separately. In the case of internal re-structures, I really believe that organisations need to do much more to take ‘the luck of the day’ out of their re-organisation procedures. Just because Tribunals accept interview processes as fair does not mean they are the best way to choose managers. We all know that interviews favour the extroverts and the articulate. They favour those that are well versed in the art of being interviewed. For that reason I deliver ‘selection preparation’  training sessions for staff, either in groups or one to one. I advocate objective testing and line manager’s references. And I advocate that all these sources are given equal weighting in the selection decision by an independent panel.

And if the sector is concerned that BME candidates are failing in these processes, use the powers of positive action to make sure that those candidates are given additional training and coaching to get through the selection process. If they can improve their interview skills we may see more people get through the selection process to be an MP and onto that list of influencers in housing.  

www.maryhopecareersuccess.com

Professionalism - Developing this Vital Characteristic

Professionalism

Developing this Vital Characteristic

You know that it's essential to be professional if you want to be a success. But what does "being professional" actually mean?

For some, being professional might mean dressing smartly at work, or doing a good job. For others, being professional means having advanced degrees or other certifications, framed and hung on the office wall.

Professionalism encompasses all of these definitions. But, it also covers much more. So, what is professionalism, and why does it matter? And how can you be completely professional in your day-to-day role?

In this article we'll explore all of these questions, so that you can present a really professional image in the workplace

Defining Professionalism

The Merriam-Webster dictionary defines professionalism as "the conduct, aims, or qualities that characterize or mark a profession or a professional person"; and it defines a profession as "a calling requiring specialized knowledge and often long and intensive academic preparation."

These definitions imply that professionalism encompasses a number of different attributes, and, together, these attributes identify and define a professional.

So, what are these attributes?

Specialized Knowledge

First and foremost, professionals are known for their specialized knowledge. They've made a deep personal commitment to develop and improve their skills, and, where appropriate, they have the degrees and certifications that serve as the foundation of this knowledge.

Not all business areas have a stable core of knowledge (and the academic qualifications that go with this); not all areas demand extensive knowledge to practice successfully; and not all professionals have top degrees in their field.

What matters, though, is that these professionals have worked in a serious, thoughtful and sustained way to master the specialized knowledge needed to succeed in their fields; and that they keep this knowledge up-to-date, so that they can continue to deliver the best work possible.

Competency

Professionals get the job done. They're reliable, and they keep their promises. If circumstances arise that prevent them from delivering on their promises, they manage expectations up front, and they do their best to make the situation right.

Professionals don't make excuses, but focus on finding solutions.

Honesty and Integrity

Professionals exhibit qualities such as honesty and integrity They keep their word, and they can be trusted implicitly because of this. They never compromise their values, and will do the right thing, even when it means taking a harder road.

More than this, true professionals are humble  – if a project or job falls outside their scope of expertise, they're not afraid to admit this. They immediately ask for help when they need it, and they're willing to learn from others.

Accountability

Professionals hold themselves accountable for their thoughts, words, and actions, especially when they've made a mistake. This personal accountability is closely tied to honesty and integrity, and it's a vital element in professionalism.

Self-Regulation

They also stay professional under pressure.

For instance, imagine a customer service employee who's faced with an irate customer. Instead of getting upset or angry in return, the employee exhibits true professionalism by maintaining a calm, business-like demeanour, and by doing everything that she can to make the situation right.

Genuine professionals show respect for the people around them, no matter what their role or situation. They exhibit a high degree of  emotional intelligence by considering the emotions and needs of others, and they don't let a bad day impact how they interact with colleagues or clients.

Image

Professionals look the part – they don't show up to work sloppily dressed, with unkempt hair. They're polished, and they dress appropriately for the situation. Because if this, they exude an air of confidence, and they gain respect for this.

How to Exhibit Professionalism

As you can see from these characteristics, professionals are the kind of people that others respect and value. They are a genuine credit to their organizations!

This is why it's so important that we work to earn a professional reputation in the workplace. True professionals are the first to be considered for promotions, they are awarded valuable projects or clients, and they are routinely successful in their careers.

Now that you have a clear view of what constitutes professionalism, are you demonstrating these characteristics to the people around you? It's likely you're already showing some characteristics, but you may find yourself lacking in others: to build your own professionalism, focus on improving each of these characteristics. (Focus on one at a time, so you don't get overwhelmed.)

Additionally, here are some further strategies that will help you be more professional in the workplace:

Build Expertise

Don't let your knowledge and skills get outdated. Make a commitment to build expertise and stay up to date within your industry

Develop Your Emotional Intelligence

Professionals can sense the emotional needs of others. They're able to give clients and coworkers what they need, because they know how to listen actively and observe what's happening.

So, if you want to improve your professionalism, focus on developing emotional intelligence.

Honour Your Commitments

Whenever you make a promise to your boss, colleagues, or clients, keep it. If it looks as if you won't be able to meet a deadline, let your boss, team or client know as soon as sensibly possible. However, do what you can to avoid ending up in this situation!

Don't make excuses – instead, focus on meeting expectations as best you can, and on making the situation right.

Be Polite

Be kind and polite and use good manners to everyone you come into contact with, no matter what their role is, and no matter how you're feeling. This might sound unimportant, but it makes a significant impact.

Have the Tools You Need

Do you show up to a client meeting lacking important samples? Or arrive at work, only to realize that you left a vital file at home? Or do you find yourself operating in situations where you don't have the skills needed to do a good job?

True professionals are always prepared. This requires advance planning, timeliness, and attention. Focus on improving your time management and planning skills, so that you're always in control.

Note:
Although professionalism means keeping commitments, doing high quality work, and having expert status, occasionally the pursuit of these attributes might tempt you not to volunteer for projects that fall outside your "comfort zone."

However, this doesn't necessarily mean that you shouldn't try!  Analyse risks beforehand to minimize the consequences of getting things wrong, be honest about any skills gaps that you have, and work to fill them. Then do the best you possibly can!

Key Points

Professionalism is a trait that's highly valued in the workforce. It has many attributes, including:

1. Specialized knowledge.
2. Competency.
3. Honesty and integrity.
4. Respect.
5. Accountability.
6. Self-regulation.
7. Image.

To improve your own professionalism, focus on improving in each of these areas.

You can also exude professionalism by being kind and polite to everyone, presenting a professional image in your attitude and dress, and showing up for work or meetings fully prepared.

Thanks to Mind Tools.com for this gem.

What will work be like in the future?

ILM's futurologist's predictions – could the following be coming to an office near you?

• Artificial intelligence – towards the end of the decade, computer-based intelligence will provide much of the effort in many jobs. Employees will concentrate more on the human aspects of their work, which are harder to automate.Love one another....
• Visors & 3D immersion – semi-transparent visors are coming soon and some of these will enable a fully immersive 3d experience, with a separate display in front of each eye. Together with fingertip tracking and gesture recognition, this will give a whole new interface to our computing, even with virtual keyboards.
• Augmented reality – the convergence of the virtual and physical worlds. Enabling superposition of graphics everywhere we go will give marketers, games manufacturers, retailers, fashion designers, architects and social network designers a whole new platform to play with.
• Restructuring – company structures are changing rapidly and this trend will accelerate as the web matures, automation increases, skill shortages increase, and global labour costs change, all in parallel with changing regulation.So we will all be waiting til 67 for a pension but with no work to do?
• Miniaturisation – today's IT will reduce in size potentially to digital jewellery and smart dust. This is good for sustainability, requiring far less physical resource for the same functionality and quality of life value.That sounds good, but a phone implanted in my skull? maybe not
• Cordless Energy – as well as wireless comms, tomorrow's electronic devices will almost all be cordless for power too. thank god i say, no more trailing wires or running out of power!
  
  How will you cope?

Thanks to the Institute of Leadership and Management.

Eleven things you need to know about an organisation before accepting a job offer

In the current economic climate it is tempting to accept the first job that comes along but you do so at your peril. You may find that you have jumped from the frying pan into t he fire; that you find yourself back on the dole queue faster than you could imagine or worse still a captive of circumstances in a job you hate.  So before you accept any role that is offered think carefully about whether the organisation really chimes with your values and whether the role really meets your needs and fits your career plans.

So in researching a company what do you need to know? By the time the offer comes through you will already have amassed a wealth of knowledge about the organisation but here are some key issues that you should know by the time you make that big decision.

1.       Outlook; what are  the  future prospects for this industry? Is it growth or decline? Is it going to be in the UK in five years time or overseas?

2.       Health; what is the financial health of the organisation? Is it going to survive this recession? You might think that recruiting staff is an indicator of health but it may not be, especially if they are recruiting sales staff on commission only.. that could be a sign that they desperately need sales but don’t have cash.

3.       Business strategy; ties ion to the first two, what is the business planning t o do in the next few years? Are the owners thinking of selling, merging or expanding overseas? How might this affect the role you are thinking about? What opportunities might it bring you?

4.       Size and geography; again related to strategy, if you are being offered a job by a multi national what opportunities might that present, if their second plant is in a remote corner of Scotland, would you want to go? You can travel now to the office, what happens if they moved your function form one side of London to another?

5.       Learning paths; what sort of support does this organisation give to people who want to learn, to do qualifications, go on course, on conferences. Do they have a robust appraisal scheme and does it include learning?

6.       Career path: what are the policies around internal transfers, promotions and secondments? Will you be able to move around an get help to do so?

7.       Rewards; what are the policies about pay rises, benefits and bonus. Will you be on a fixed point salary with no way of increasing it unless you change jobs? How will your success be measured?

8.       Work life balance; is this company family friendly? Will they allow time off for critical family events? Can you manage your working day so that you can do pick-up sometimes, take mum to the hospital or catch the four o’clock to the county of a weekend.

9.       Culture; ask some test questions to see how much autonomy you will have in deciding how to do your work, how  many forms you might need to fill in to access some resources. Is this culture one of empowerment or rigid bureaucracy. Do they value creativity and off the wall or praise conformity and consistency?

10.   Management style; is there an open n door policy for managers, can you approach people with ideas or not? Does the company support social interaction with in teams or between teams?

11.   Workloads: what will you be spending most of your day doing? What determines when you have finished the day’s work? What happens if you have too much to do? How often do people in this team have to stay late?

Not everything on that list will matter to you very much, some of it may not matter at all. But if you know all the answers you can see a full picture of your potential future employer and decide if they are really are someone you want to work for… oh and don’t  just believe the company handbook.. get evidence from people who work there.. taking care not to believe just one person. It’s hard work to do this work but then making a mistake could be much more costly.

 www.maryhopecareersuccess.com for more advice and tips on how to advance your career

£19b down the drain becasue of bad management

Bad management could be costing UK businesses more than £19 billion in lost working hours every year, according to a survey published today by the Chartered Management Institute (CMI).
The CMI's report suggests that three-quarters of employees waste almost two hours of their working time every week because of their managers' inefficiency.
The CMI claims that, by taking the average hours wasted in a week across the average working time of 48 weeks per year, this equates to a loss of £900 per employee and a total loss of £19.3 billion, calculated at a median value rate.
The report found that the worst management practices include unclear communication, lack of support, micro-management and lack of direction.
Christopher Kinsella, CMI acting chief executive, said: "This survey highlights some disappointing - but not necessarily surprising - numbers. With only one in five UK managers holding a professional management qualification and many organisations not properly investing in management training, it's not surprising that some managers are making mistakes in how they work.
"Yet we are in one of the hardest economic climates we've faced in some time, and business bosses need to understand the financial impacts of not having properly trained and qualified managers. Improving the skills of the management workforce is absolutely key in terms of individual business success, in terms of delivering effective public services and in terms of helping the UK deliver on a world stage."
The research also found that 13% of respondents have witnessed managers exhibiting discriminatory behaviour towards employees based on gender, race, age or sexual orientation and almost one-third have witnessed managers bullying or harassing their employees.
Responding to the findings, Ashley Ward, director at talent management organisation European Leaders, said: "Reality tells us the cost of bad management in terms of time lost is a great deal more than that indicated in today's CMI report. A great deal of time is lost as employees discuss the lack of communication from, and the behaviours of, management.
"An efficient working culture stems directly from the very top of an organisation. If a business leader actively promotes a happy work culture based on openness, transparency, good communications and gender diversity, the organisation will be far closer to the top of its game and employees will view it as a good company to work for. The successful high-growth organisations we see today all train their managers to have increased awareness of subjects like bullying and gender discrimination.
"In our experience, the 'macho' management style of the 80s and 90s no longer has a place in modern high-performing businesses. The aggressive approach we see on programmes like The Apprentice and Dragons' Den is incongruous with modern entrepreneurship."

Thanks to Personnel Today for this one.

Top careers you may have thought you wanted but which do not live up to reality!

Top overrated jobs of 2011
My thanks to careercast in the USA for this gem….
There are so many aspects of our world that we can say are overrated. From reality stars (ahem…the Kardashians!) and movies (Avatar) to food (red velvet cake), fashion (hair extensions) and air travel (fees and crowds). We all have our opinions on whom and what just can’t live up to the hype.
So when thinking about our jobs, many of us enjoy careers that the rest of world perceive as great, even though we know the truth. For example, others may see your high salary and not have an understanding of the amount of work you’re required to do. Or perhaps they’re wowed by the prestige of your job title. Or maybe they’re impressed by the perks they think you receive.
To us, overrated jobs are those that on the surface seem to be outstanding, but in reality carry unrecognized downsides that can, at times, make them not so great after all. The jobs look terrific on paper, but tend to include more stress, environmental dangers and physical demands than are typically recognized, and their hiring outlook may be downright depressing.
For example, many of us would agree that senior corporate executives have a fantastic job given their power and prestige, and we have little sympathy for those who set sail with a golden parachute as their company fails. However, senior corporate executives rarely shirk their responsibilities to their employees and shareholders, and they work incredibly long hours and handle massive responsibilities that take a toll on their health and families. Thus, senior corporate executive is at the top of our list of the most overrated jobs.

The top ten jobs that made the list:

1. Corporate Executive (Senior), average income $161,141.00

2. Surgeon, average income $365,258.00

3. Physician, average income $192,065.00

4. Psychiatrist, average income $160,242.00

5. Airplane Pilot (Commercial), average income $106,153.00

6. Attorney, average income $113,211.00

7. Architect, average income $73,193.00

8. Stockbroker, average income $67,470.00

9. Real Estate Agent, average income $40,357.00

10. Photojournalist, average income $40,209.00

11. Flight Attendant, average income $40,000

12. Advertising Account Executive, $62,000

"Ultimately, it's my responsibility to run the company well enough to make sure my employees have a job, not only today but for years to come,” says W. Andrew Motsko, senior corporate executive of an Omaha communications company, who adds: “I get paid to balance the employee’s needs with those of our clients, vendors and shareholders. Even though I'm the boss, I answer to a lot of different people." Mr. Motsko says he feels his job can be overrated because it carries many responsibilities beyond his daily work at the office. “My family life and personal time many times have to take a back seat to the needs of my company.”
While a senior corporate executive takes top honors in our rankings, a job much more widely held - real estate agent – also qualifies for our overrated jobs list. "It's definitely overrated because the demands continue to be 24/7/365 to meet your client's needs," says Bill Dallman, an Arizona real estate agent who admits that the economy has taken its toll on his profession. "Sure, you may get a large paycheck for selling a house, but there's a lot more legal and financial risk to the job than just putting a sign up in the yard and doing home tours. I really enjoy the work and the people, but a person has to understand the demands of time and continuing education that are required to remain successful."
To be sure, a job that’s overrated doesn‘t mean it fails to serve an important function in our society. In fact, these jobs play an integral role in our workplace ecosystem. It’s just that the hype surrounding them sometimes makes these jobs sound much better than they really are. And, yes, we know there are plenty of people in these professions who love their jobs and couldn’t think of any other career they’d rather do. They’re simply willing to live with the fact that their job is overrated.