Sept 11 Newsletter

Welcome to our newsletter!

What a tremendous start to spring, there must be something in the air here at Beaumont with numerous engagements, weddings and preparation for upcoming weddings too! Congrats to Ray, Michelle and Janine.

We have also welcomed new consultants to both our City Branch (Chloe Murphy – Accounting & Finance, Vicky Alford – Not for Profit) and North Shore Branch (Raymond Ridgeway – Accounting & Finance) strengthening our presence in these areas.

As for our events calendar two new dates have been released for the Recruitment & Selection workshop, to be held on the North Shore (Chatswood location) -19th October and 8th December – please feel free to contact me if you would be interested in attending. Also a big thank you to everyone whom attended our evening presentation on ‘How To Build A High Performing Culture’ delivered by Ant from Maximus –thank you Ant for delivering such an informative and useful workshop!.

So to the recruitment market –is it slowing? Has it stopped? Is it all doom and gloom? We say not! Many of our clients are growing like never before and some are just proceeding with a little more caution. As for us…September has seen our best ever month in years and we have created several new jobs within our business!

Here’s to a happy and positive spring!

Dawn Toynton
North Shore Branch Manager

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Market Update

Despite the impact of the global financial crisis, the devastating natural disasters earlier this year and the impact of the high Australian dollar on revenue, "Australian public finances are among the strongest in the developed world," stated federal Treasurer Wayne Swan.

Australia is in an enviable position as its deficit is about half of the European Union's current deficit and about a third of that in the US.

However due to deepening concerns of the impact that the euro-zone's debt crisis will dampen global growth and the Australian dollar has dropped significantly in the month of September 2011. Rochford Capital director Thomas Averill believes that the Aussie dollar has dropped on increased market fear linked to the European situation and that it does not speak for Australia's current economic situation.

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Setting Healthy Workplace Boundaries

From the University of California, San Francisco

When we talk about interpersonal or workplace boundaries, it can sometimes be a difficult concept to grasp because it isn’t something that we can see. But just because we can’t see a boundary, it doesn’t mean that it isn’t there or that it isn’t important. Boundaries are present whenever a person or department interfaces with another person or department. The definition of a boundary is the ability to know where you end and where another person begins. When we talk about needing space, setting limits, determining acceptable behaviour, or creating a sense of autonomy, we are really talking about boundaries. It is a general misconception that having good boundaries will distance you from others. However, the truth is that when you know where you end and others begin, you can then closely engage with others because you won’t feel overwhelmed or unprotected. Having a sense of autonomy prevents the need to distance our self from others with a barrier.

Professional boundaries are important because they define the limits and responsibilities of the people with whom you interact in the workplace. When workplace boundaries are clearly defined, the organisation works more efficiently because redundant work assignments are eliminated and task performance is accountable. When everyone in an organisation is made aware who is responsible for what, healthier workplace environments are created. It then becomes very difficult for someone to blame others for their failed or inadequate performance and good job performance can clearly be identified.

Establishing and Maintaining Boundaries
An individual’s professional boundaries can be defined in terms of a job description, as long as it clearly outlines basic responsibilities and reporting relationships. However, many times job descriptions define work responsibilities in terms that are too broad and general. In such cases, specific clarification of an individual’s duties and responsibilities will be required before an effective and efficient workplace can be created.

Your professional boundaries become more clearly defined when you can answer all of these questions:
• Who gives you your assignments?
• To whom do you report?
• Who gives you feedback?
• Who sets your work priorities?
• How are your company and client personal information kept secure?
• Do you know how to treat all staff members fairly without positive or negative feelings influencing your decisions?

When professional boundaries and priorities have been clearly defined, it’s very likely that a group can function effectively, even in the absence of its leader. If everyone on your team understands what to do, how to do it, and when to do it, then team members will feel safe in their roles. A smooth functioning organisation is a tangible demonstration of their team leader’s commitment to their success, which creates trust in leadership. It is the responsibility of every team leader to set the tone of the group by clearly defining acceptable and unacceptable workplace behavior. An effective leader understands that failing to define boundaries, having no boundaries, or having inappropriately rigid boundaries can have an unfavorable impact on their organisation and employees. In some cases boundaries need to be firm. For example, lying, stealing, or verbally or physically abusing others is never allowed. It may sound as if the responsibility to create a smooth functioning organisation falls only upon the team leaders; however every team member has a role to play as well. It is the responsibility of every individual team member to be willing to speak up to a colleague or supervisor and clearly define their problem and help find a resolution that works for everyone.
Another important area that should be negotiated is interpersonal boundaries, because professional and interpersonal boundaries substantially impact workplace productivity and the quality of social environment.

Interpersonal boundary parameters include:
• The tone people use with each other.
• The attitude and approach co-workers use with each other.
• The ability to focus on work objectives even with people you don’t like or with whom you are having personal conflict.
• The ability to effectively set limits with others who have poor boundaries.
• Clearly defining the consequences when a boundary is violated and sticking to it.

Boundaries will have no meaning if your actions don’t back up your words.

Where to Start

Ideally, workplace boundaries are carefully negotiated in an open discussion about responsibilities, goals, and priorities prior to starting a new job or beginning a project. Even if this type of understanding wasn’t reached beforehand, it’s never too late to improve your interactions with your team members. Here are three core skill areas to help you get started:

1. Know your limits: what you can do well within the allotted timeframe.
Don’t exaggerate your ability by overselling it. Give accurate estimates. Delivering a good product on time will improve your credibility, while missing deadlines or delivering a substandard product will only hurt your reputation.

2. Tactfully and openly communicate about goals and limitations.
Don’t try to undersell or misrepresent your ability. Underselling artificially prevents you from being able to demonstrate your professional skills, which might affect your career advancement. When discussing your limitations, focus on what you want and what you are willing to do to get it. Keep your focus on your positive intentions; ask for help when it’s needed to ensure good quality work; actively engage in problem solving, and don’t complain about the problem. Ensure that others are receiving the message you intended by asking for feedback when it’s not forthcoming.

3. Be available to discuss differences and reach agreements.
Reflect back your understanding of the other person’s needs, interests, and concerns. Attempt to negotiate win-win solutions.
Establishing boundaries and priorities go hand in hand because they both help manage interpersonal relationships in the workplace. Together they go a long way toward establishing productive work environments based on trust. Competent and credible leaders understand these principles and consistently model them for their staff.

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Getting to know you

Ever wondered what we get up to when we're not at work? This week we are getting to know Chloe Murphy.....

1. What is your role in Beaumont Consulting? Recruitment Consultant- Accounting Division. I specialise in both temporary and permanent accounting roles.
2. What was your first job? Working in the local bakery on Saturdays and Sundays when I was 14.
3. What was your favourite subject at school? Biology and Food Technology
4. If you were stuck on a desert island, what is the one thing you couldn’t do without? My computer with internet access- That way I can have music, books, TV, movies and communication with my friends and family.
5. What is the first thing you notice about people? Their facial expressions- I watch people constantly and try to guess what they’re thinking based on their expressions.
6. Who is someone that inspires you and why? Ita Butrose- She has overcome a lot of hurdles in both her professional and personal life and has still kept her lady-like disposition. She has also become very successful when the odds were against her a lot of the time through her perseverance. I heard her speak earlier this year and she has a very quick witted sense of humour yet still remaining very professional and proper.
7. What do you do in your spare time? Spending time with my friends, family and partner, going to the movies and cooking.
8. What was the last book you read? Dead Reckoning by Charlaine Harris
9. If you could be famous for anything what would it be? Lead singer in a famous band- I can’t sing to save my life but I think it would be quite a fun and exciting life.
10. What’s the best decision you have ever made? Going to university rather than taking a gap year. I don’t think I would have gone at all if I didn’t do it straight from school.

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Temp Of The Month

This month our $100 Temp of the Month prize goes to Anna Garvey

This is what the client had to say:
‘I have no hesitations recommending Anna for the temp of the month. Anna is friendly and works cooperatively in her temporary role here at John Sands. She works in her assignment on a part time basis and is flexible with her work here. Well done Anna’.

Well done Anna from the team at Beaumont!