Why you do what you do?

Why do we do what we do?

How often do you ever stop and look at why you do what you do?

What drives you?  What role would satisfy those preferences? What drives and motivates those around you at work?

We may be good at something but unless truly motivated by it we are never 100% fulfilled.

If you knew how to further understand your motivation at a deeper level, imagine how powerful your relationships and results in your chosen role could be?

Over the last 5 years my colleagues and I have been utilizing a fantastic profiling tool, called iWAM.

An unusual acronym I know, but it simply stands for Inventory of Work Attitudes and Motivations.  It measures the key drivers and motivators within you that drive you at work.

In a nutshell, iWAM measures the 48 things that motivate you at work.

These patterns determine the way you think, feel and behave.  These processes are usually taking place without you even knowing it but imagine if you could be aware of what they are and be able to see what other people are.

Every iWAM is a unique fingerprint, there is no right or wrong. By being aware of where you operate in each pattern this can assist you in understanding yourself and others better. It can assist you in targeting the right career to suit your motivators and even ways to apply this in interviews.

So what are some of the things that iWAM measures?

It looks at how much initiative you have at work?

How motivated are you to solve problems?

How often will you need a change in your work to remain motivated?

Are you difficult to convince-what strategy convinces you?

What are your primary drivers at work?

Learn from the past/vision for the future?

How do you make decisions?

How much attention do you have for detail?

Do you have a big picture focus?

Do you generate alternatives or prefer to follow procedure?

And much more………

iWAM measures YOUR % of each of the 48 patterns against the Australian average, you can also be measured against a partner.

I will give you an example of one pair of patterns, which one are you?

Goal Oriented Vs Problem Solving

Goal Oriented

Do you always talk about achieving and talk about your actual goal?

Do you look at pleasure and possibility? Look at what you will have and gain?

This may be you or someone you know, these people are usually in roles like sales/Marketing and so on. They strive for success and like a carrot dangling in front of them to keep them motivated. For those who know me this is me!

Job ads that are big picture (with visuals) without a lot of detail may appeal to highly goal oriented jobseekers.

Problem Solving

Do you look for and tend to focus on the risks?

Do you focus on what could go wrong and therefore move away from possible pain?

You may tend to focus on solving problems or avoiding what could go wrong as opposed to focusing on the overall outcome.

These people usually sort for potential risk and pitfalls and sometimes need to be reminded to keep focusing on achieving their outcomes, as they can be more motivated by putting out fires.  This sort of person would normally suit a service support area and can be a great addition to a brain storming session to point out the feasibility of the goal.

iWAM does not put you in a box as do  a lot of other profiling tools in the market.

iWAM looks not only at what you can do but what you WILL do at work. It does not measure personality types but instead your key drivers and motivators in the work context.

Until the 29^th June 2012 we have a special offer for all Adage members:

To find out more click here.

Or for further details please contact:

E: info@mcoaching.com.au

W: www.mcoaching.com.au

PH: 0408 381 641

Kind regards

 Renee Giarrusso

Metamorphose Coaching & Consulting

The changing face of Graduates

Much is often made of challenges face by mature age workers, but what about mature age students? Heidi Holmes, MD of Adage.com.au, a leading job board for mature workers explores this emerging, neglected audience.

Allan Stewart. Worlds oldest university graduate aged 97 years. Southern Cross University graduation photo 4th May 2012

Over the past 12 months, mature age workers have regularly featured in media, research and Government policy. The recent announcement of the Government’s $1000 cash bonus for employers of jobseekers over 50 as part of their Jobs Bonus Scheme, has brought further attention to this issue. While the merits of this initiative are yet to be determined, there is no denying it has roused interest from some employers.

Through my work with Adage, I have become well aware of the challenges facing mature jobseekers and also some of the barriers they may face in obtaining employment.

However in recent weeks I have had an increase in enquiries from outside my usual ‘jobseeker’ – the mature age worker – to now include mature age students.

In this context a mature age student could be someone completing an under graduate degree at 32 or even post graduate at 62. Basically, anyone completing studies outside what is seen as the typical ‘graduate’ years – 20 to 30.

Graduate recruiting season for 2013 is coming to a close, with many organisations closing applications in mid April. The nature of these programs are particularly competitive as it is seen as one of the best ways to start your career and employers are keen to find the best and brightest new talent.

Obviously not everyone can be successful, but for mature age students, the task appears to be even more challenging, with employers having a fairly strong preconceived idea of the traditional ‘graduate’ they desire.

This is evident in the youth focused campaign accounting firm Ernst & Young ran this year for their graduate program. Playing on the ‘Young’ reference in their name, their campaign spruiks youthful looking graduates holding placards saying “Energetic and Young” and “Adventurous and Young”.

I’m not inferring this is a deliberate attempt at being cleverly ageist, I more so form the opinion it is just misguided and out of touch with how the graduate landscape now appears.

Helen Farrell, a mature age student herself, is President of the Mature Age Student Network in Australia. A group which has grown from a grass roots level, to gain significant momentum in a small amount of time. From her experience as both a graduate jobseeker and champion for this group, she believes this attitude to youth is engrained in the graduate recruitment landscape.

‘It is time to start deconstructing the ageist mindset of Australian society, especially in regards to employment. With more and more people entering higher education as “mature age”, these gradates must be seen to be valuable future employees. The misconceptions of employers that mature age graduates either won’t fit in or adjust to a younger work place, are set in their ways, or are inflexible are fallacies. These future employees have just spent a number of years at institutions where they have worked and socialized with younger peers and have had had to adapt, with many juggling work and/or family commitments. Life experience cannot be undervalued and Age should not be a barrier.’

When so much emphasis is placed on investing in your education, it is hard to recommend to people they should re-train or consider a new degree if in fact it will not improve their chances of finding employment.

A letter I received recently touched on this point:

What I wanted to ask is that I am 37 and just graduated from Deakin University with a bac. of management ( Human Resource Management). At my age I feel like no one wants to give me a go, it’s getting me down; I’ve applied for over 50 jobs and no luck. Any advice would be appreciated. I have 15 years experience in retail, but no experience in hr. Regards, Hayden Walker

Just as mature age qualified jobseekers bring many benefits to organisations through their work and life experience, mature age students can to. All they need is an opportunity to be considered. The rest from there should be based on merit.

Job Search Tips for Mature Age Students and Graduates

Anticipate questions that you may be asked at an interview that target your age, think about how you will respond to:

• How will you fit in with younger colleagues?
• How would you cope with having a younger boss?
• How you would juggle the competing demands of a job and family commitments,
• Would you be satisfied with an entry level salary?
• Are you prepared to relocate, travel? etc,

Make your experience count in 90 secs

Did you know that every conversation is a job interview?  You never know whom the person you are having a conversation with might know? What potential people or networks they have access to that may result in your next career opportunity?

You have a wealth of experience that is needed out there, so to give you the best chance of making an impact I ask you: Can you summarise your professional selling points in 90 seconds or less?

If you think about a movie preview, the impact the preview has on you usually is within seconds.  If it sounds or looks good you are more likely to go and see the movie.

The same goes for you when you are pitching what your unique selling points are and the way you can add value.  This is how can you create a great impression or a hook to generate further interest.

Look at your pitch as one you could deliver within the time you travel 6 floors in an elevator, hence the term “elevator pitch”.

Do you know that executives and recruiters can receive up to 140,000 messages a month, make yours stand out!!

Lets look at the basic questions:

• What is that you do? Can you explain it?
• What value could you add to an employee?
  • What’s in it for them
• Why should they care?
• • People don’t buy or promote something they don’t understand.

Grab a pen and use the following as a guide:

• Who are you?
• What group of people/industry/role is your area of expertise in?
  • Be specific, what are your key skills and attributes?
• What role are you after?
  • Be as specific as possible
• What is your USP? (Unique selling point)
  • What makes you stand out
  • What benefits could a potential employer derive?

 

Once created read through and ensure:

• Is it concise?
• Is my message clear?
  • Use everyday language, avoid self promotional jargon
• How memorable will I be?
  • With something valuable to take away
• Visual
  • Use words to create a visual image in the listeners mind
• Hook
  • Have I enticed the listener to want to hear more about me

The key is to now to Practice, Practice, Practice!

Practice your pitch in awkward & noisy environments that way you will have less chance of being deterred by noisy situations.  Some people even record their pitch but remember you want to be rehearsed but NOT sound rehearsed.  Once you know your pitch and it comes naturally you can focus on body language.  Did you know that body language and the tone, pitch and pace of your voice could account for up to 93% of your communication?  Something to think about……..

With this in mind focus on your physiology (body language) as this can really impact the way you come across.

Energy:  Convey energy and enthusiasm, there is nothing worse then someone pitching their professional life with slumped shoulders, no eye contact and little confidence.  If you don’t believe in yourself how will anyone else?

Don’t change yourself but be a little bit bigger then you usually are.

Eye Contact: One of the most powerful forms of body language known to man.  Eye contact shows confidence, in most societies, and also can hold the listeners attention as well as let you gauge their responsiveness.

Attire:  During the actual interview or networking event wear what you would wear if successful in getting that job.  People will already visualize you in that position even if you are not currently working.  Think about this when phoning up about jobs, if you are I your PJ’s I’m sure your mood and message may come across differently than if you are fully dressed for work.

Posture: Hold yourself high, remind yourself of the great successes you have achieved in your life and really feel the emotions these conjure up.

By knowing your personal brand and being confident in pitching it to friends, associates, recruiters and even ex employees you are opening the space and creating direction to your next career opportunity.

Have fun with this and you will be surprised with the results.

Until next time,

Renee Giarrusso

Director- Metamorphose Consulting 

Mature Age Apprenticeships

The Australian Government has launched many initiatives to encourage mature age workers to re-enter the workforce as a mature age apprentice.

Australian Apprenticeships are the best way to combine training and employment and they can lead to a nationally recognised qualification. Australian Apprenticeships are available to anyone of working age and do not require any entry qualifications. You can be re-entering the workforce or simply wishing to change careers.

Australian Apprenticeships are available in a variety of certificate levels in more than 500 occupations across Australia, in traditional trades, as well as a diverse range of emerging careers in most sectors of business and industry.

The Support for Adult Australian Apprentices payment initiative provides additional financial support to eligible Australian Apprentices or their employer where the Australian Apprentice is aged 25 or over and is completing an Australian Apprenticeship at the Certificate III or IV level in an occupation outcome that is regarded as a skills shortage area.

For more information on Australian Apprenticeships please visit the Australian Apprenticeships website, or contact your local Australian Apprenticeships Centre. To find your local Australian Apprenticeships Centre, go to the Australian Apprenticeships website and select ‘Find an Australian Apprenticeships Centre’ or phone on 13 38 73.

Source:  Australian Apprenticeships website