Insights

Tim Dwyer Interview – Building A Brand Ready For Growth

I spoke in this episode of the Arete Podcast to Tim Dwyer, business growth specialist, mentor and leader, about building a solid foundation, how to avoid recruiting mistakes, and investing in future growth.

Tim’s philosophy is that good business is about creating the most amount of value in the shortest amount of time.

He says a lot of people start a business with grandeur in mind but end up lost along the way because of simple mistakes.

Tim is currently the Managing Director of Sunshine Coast-based Shirlaws Group and Group Partner at Business Of Brand and Growth Metrics. All three companies offer expert business consulting on everything from basic foundations, to sales and revenue, and consistent growth.

I’m sure you’ll find this episode as interesting as I did…

Episode highlights:

  • Tim’s background and current involvement – Business Of Brand Group, Growth Metrics, Shirlaws Group
  • How Shirlaws, Business Of Brand and Growth Metrics work together to help enterprises grow
  • The importance of creating rock solid business foundations
  • Types of businesses – lifestyle business, townhouse business, sizeable business (corporate and land developers i.e. franchisees)
  • Business growth and the problems that can come from growing organically
  • Common problems of business – process, cultural and people issues
  • Corporate business – ensuring as your business scales, so do your suppliers
  • Musts for a successful business: foundations, culture and community
  • What makes up a good business culture? Responsibility, respect and removing bad culture
  • Recruitment mistakes – wrong types of people at the wrong time
  • Finding cracks in your structure – every business is leaking money in time, in capacity, capability, margin, and sales opportunities
  • Growing your business with a CEO
  • Standing out from the crowd as a CEO
  • Understanding how growth works – sales growth, margin growth and strategic growth
  • The next lot of economic growth by 2031 – businesses need to look at where they can grow in the future rather than just concentrating on what they’re doing well now
  • Business Of Brand – overarching context to business
  • Growth Metrics – gives a solid foundation for growth to happens
  • Tim’s personal life – golf, skiing and boats

Quick Links:

Tim’s Website 

Tim’s LinkedIn

Tim’s Facebook

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How To Build A Career As A Board Executive

How To Build A Career As A Board Executive - Arete

I often get approached by people looking to build a career as a board director. Many are just starting out, while others might already have one or sometimes two board roles, and are looking to grow a full portfolio to keep them occupied after retiring from their executive life.

Other times people have a desire to move into a board career earlier in their life. The good news is there are more opportunities than ever as the desire for diversity increases, not only in terms of gender, but also age and other attributes.

The Diversity Debate In Executive Recruitment

The Diversity Debate - Arete Executive

Diversity among executive ranks is important and comes up for discussion regularly in our field. Most often it’s in relation to gender but also in the context of sexual orientation, ethnicity, religious orientation, age, disability, and so on.

As someone who literally sits between the job market and the employers, and who has done so for the past 17 years, I’ve had plenty of first hand experience in understanding the agendas of employers and the dynamic of the market applying for the roles. And while there have definitely been problems with diversity at the executive and board  level in the past, I’m pretty optimistic about the changes that are happening and the trends we can expect in the coming years.

Key Achievements Plus Transferable Skills = Successful Executive Job Search

Key Achievements Plus Transferable Skills = Successful Executive Job Search Arete Executive

As a candidate looking for a new executive role, it’s incredibly important for you to be able to articulate your key achievements and transferable skills.

Having worked in the recruiting industry for many years and having interviewed and coached thousands of candidates and senior executives through their job search, this is something I’ve seen people do very well. But for whatever reason, I don’t think Australians are natural self-promoters.

Intact Group Regional Operations Manager – A Headhunting Success Story

Arete Executive

I’ve been asked by a few people lately how our headhunting process works and for a peek behind the curtains so to speak. The best way to describe the process is with a case study…

Best Practice Strategies for Attracting Top Executive Talent Through A Detailed Brief

Best Practice Strategies for Attracting Top Executive Talent Through A Detailed Brief

A detailed brief is a critical element when recruiting for a new role. This doesn’t just include executive roles, it’s pertinent to every role in a business, including junior positions.

Having worked in the executive recruitment industry for about 17 years now, this is something I’ve rarely seen done well. In most instances, the person who is recruiting a role, whether they are a third party recruiter, an internal human resources professional, or even an executive leader charged with the task, they will often produce a position description, a brief overview of the role and the reason for it becoming available, etc., but rarely do they actually get in and thoroughly explore what the actual key deliverables of the role are.

Building a high performing team: lessons from our Commonwealth Games athletes

With today marking the start of the 2018 Commonwealth Games, we find ourselves reflecting on the lessons our competing athletes can teach us about high performing teams in the workplace. Striving for excellence both individually and together as a team, they demonstrate the amazing results that can be achieved when passionate, committed, and fully engaged individuals share a common purpose.

While the business benefits of a high performing team are obvious – greater productivity, profitability and performance – it can also give your employment brand a competitive edge, helping you attract and recruit the right talent even in a candidates market.

Here are four tips on building a culture of high-performance, to attract and retain the best candidates:

Create healthy competition

Healthy competition can have many benefits in the workplace. It pushes your team to be the best they can be, increasing innovation and performance while also providing opportunities to learn valuable skills and lessons along the way. It is through healthy competition that we evaluate our strengths and weaknesses, and develop the motivation to excel.

Healthy competition also boosts creativity; think of how much more creative a team can be when they are competing for a bonus or trying to win a client account. Ashley Merryman, the co-author of Top Dog: The Science of Winning and Losing, sums this up well, “Whether professional musicians or school children, studies have shown competition fuels creativity and even improves the quality of the work produced. More than that, the skills that make you a great competitor – such as a willingness to push boundaries, trust one’s instincts, problem-solve – those are the same skills needed for innovation.” 

How a regionally based leadership role can accelerate your career

When changing your career path or considering roles you have been headhunted for, it can be easy to play it safe and say no to opportunities that take you interstate or to more regional areas.

However, in a recent Forbes article it was said, One of the biggest job-search mistakes you can make is to play it safe. The more you look and sound like every other job seeker, the worse your job search experience will be.”

Taking the path less travelled can have big payoffs for your career. Here are four ways that saying “yes” to a regional leadership role can help you climb the ladder faster.

International Women’s Day: What advice would you give your younger self?

Observed since the early 1900’s, the theme for the 2018 International Women’s Day is #PressforProgress, no doubt due to the release of the World Economic Forums’ Global Gender Gap Report showing that it will take 217 years to close the gender parity gap.

To celebrate this important day, we sought advice from our network of female business leaders and previous podcast guests asking What advice would you give your younger self?” Spoiler alert – their advice is a must-read for all current/aspiring executives of all genders.

Get out of your comfort zone

Why you need to find the best candidate IN the market not ON the market

 

When seeking to fill an executive role it can be easy to fall into the trap of thinking that the best candidate is on the market actively seeking the position you need filled. While it can certainly work out that way in some cases, the truth is most of the time the best candidate is busy in the market doing what they do best.

To find the right person for the role, your recruitment process needs to go beyond passive advertising and move into the realm of executive search (often referred to as “headhunting”) where you actively seek out the best candidate.

Not convinced? Here are four reasons why you need to find the best candidate in the market not on the market.

New Year, New Career – 6 tips for the Executive seeking a career move

You’ve said goodbye to 2017, had a Christmas break and decided that 2018 will be the year of change. So, what can you do to ensure that you do have the best opportunity for a new career role?

First and foremost, realise now, more than ever, we have the tools at our disposal to get proactive, take control, “know more people” and open that hidden door to the next role.

1.    If you haven’t already done so, read Richard Triggs Book, “Uncover the Hidden Job Market, How to find and win your next Senior Executive role.”   

2.    When you apply to a job advertisement, it’s probably already too late. 

Seasons Greetings

Seasons Greetings from the Arete Executive Team

 

 

 

 

 

 

 

 

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