In this video, you’ll learn about the 3 habits of successful people. Success is a lot about what you do daily rather than what you do once in a while. It’s your daily habits, choices and rituals that either bring you closer to where you want to be or further away.
Through understanding some of the most powerful habits embraced by highly successful individuals, I want to share 3 habits with you that have played an instrumental role in my own journey. There are others, but these are the 3 that come to mind first when I reflect on my personal journey.
I’d also love to hear what habits have helped take you to where you are today in the comments below 🙂
With International Women’s Day upon us once again, it is difficult not to be wowed by the continuing success of Female Leaders. It is inspiring to note this phenomena but what are the common characteristics they tend to exhibit and what can we make of this?
Here are my Top 10 traits for every aspiring Female Leaders to seek to emulate. You will recognise some of these in yourself already as well as others that you will be keen to nurture as you grow:
Female Leaders cannot afford to look back or have room for doubt when it comes to achieving. Aim high from the outset and display this through your hunger and self-belief. Be confident, persistent and relentless. Have a clear vision, always focussing on the next steps and how to achieve it.
2. Emotional Intelligence
Female Leaders have the propensity to demonstrate this intelligence in droves and can use this for great benefit for themselves and their organisations. Be aware of your emotions and the emotions of others. Gain a good understanding of how you are perceived by others and allow this to influence your decision making.
It may not be clear to others what sacrifices you have had to make along the way or the challenges you have had to overcome to get there! So celebrate the steps in getting towards your goals. It is not all about shouting from the roof-tops but taking time to acknowledge your success and exercise gratitude to encourage a positive mindset.
You may encounter many obstacles when aiming high but the true test will be how you recover from setbacks and perceived failures. Knockbacks that don’t kill you, make you stronger. Use them positively as a learning curve and take lessons from things that do not go to plan. Never give up, you cannot afford to. Grit is a powerful advantage to have in any business.
Female Leaders are proving to be icons in this space. Take on the responsibility to inspire others. If you take this on as a Female Leader, not only are you fulfilling an admirable duty but you will also motivate others while providing yourself with an even greater sense of purpose.
True leaders are fearless and embrace change. Lack of certainty should not phase you, it should spur you on! Understand that you cannot be comfortable if you want to grow in a meaningful way.
7. Stress Tolerance
Accept that stress is an inevitable bi-product of success (and failure). Female Leaders may be more inclined to feel that they cannot let their guard down in this regard which is why it is even more important to identify early what the triggers are and find solutions to minimise these using methods that work for you.
Successful Female Leaders have to balance their fair share of mundane tasks together with the more glamorous! Good daily habits are essential in helping to remain organised so that you can feel fulfilled. This may entail sticking to certain routines, diet, exercise, sleep routines and relaxation time. Balance is key.
All leaders require assertiveness but Female Leaders have to turn this into an art to make it work effectively for them. Go about your business in a fair but firm and non-defensive manner. When required, pick your battles wisely and always let the rational override the emotional. It is always endearing if you are prepared to be humbled as a leader.
Constantly strive to better your
present self without being overly self-critical as others will probably do that
for you better than you can! Value your personal development and consider being
professionally coached but also seek out a mentor that will champion you. To be
effective on this, be bold and press on successful colleagues in your
organisation to propel yourself. Evaluate yourself, identify your strengths and
areas you may need to develop and always better yourself.
As an executive coach I help professional women develop and strengthen these traits to enable them to uncover their full potential. Please get in touch with me should you wish to work on these traits and enhance your career or business.
Jason Waldron, Senior Sales Manager, Zurich Middle East
time ago I read an article by James F. Moore titled ‘Predators and Prey: A new
Ecology of Competition published in the Harvard Business Review. This thought
provoking commentary on the business eco-system led me to consider symbiotic
relationships in the natural environment and more specifically the mutual
benefits enjoyed by the Goby Fish and Pistol Shrimp.
his writing, Moore concluded that companies
do not belong to a single industry but exist in a business ecosystem across
multiple industries and need to work together to develop new products and
service customers. This
idea has been working successfully for hundreds of years in the Indo Pacific. The
Shrimp burrows into the sand and creates a home for the Goby fish and in turn
the Goby fish keeps an eye out for predators and warns the almost blind Shrimp
when they are nearby. The Shrimp is able to keep predators at bay and the Goby
fish has a place to hide from would be attackers.
Similar relationships exist within UAE’s SME business ecosystem. Consider a small business where the business owner (Shrimp), has created a stronghold in the UAE sand employing a valued staff member who performs a critical role (Goby). The business prospers within its own eco system where in return for security, remuneration and other benefits provided by the employer, the employee performs tasks essential for the business’ success.
What happens if the Goby is eaten?
must realise that their Goby is a key business asset and the loss of this asset
will very likely adversely affect their thriving enterprise. The fact is that
67% of small businesses in the region operated by a single owner would be
unable to stay “alive” if the key person exits the business. Risk Management is essential and business
owners should consider the following when it comes to their key person assets:
Can my business survive without my key people and other valuable business assets?
How will their loss impact the profitability of my business?
How much will it cost to find a suitable replacement?
How long will it take to rebuild lost relationships?
Do I have a succession plan for such circumstances? Do I have Key Person Insurance?
How can SMEs protect their business from key person risk?
owners need to ask themselves, can I protect my business if my Goby is eaten or
can I cover my business losses if my key person leaves?
The answer is a resounding YES! SME owners should absolutely consider insuring their key people against loss or damage so that the business can survive, remain competitive and financially sustainable even if their star employee is no longer working for the company. Tune in an informative video produced by Zurich Middle East to find out more about how you can protect your key business assets. It all starts with an in-depth risk analysis to give the business owners a feel for how much insurance coverage the business needs, what kind of insurance products work best and which insurance company provides comprehensive Key Person Insurance. Small business owners should get in touch with a Financial Advisor to understand their options when it comes to Key Person Insurance and secure this critical business asset before its loss becomes a liability.
Over the past decade in pursuit of satisfying shareholders in a lackluster economy, companies focused on cost reductions, which would typically include a workforce reduction under the guise of skills obsolescence. With the turn to global growth and with fewer digitally-savvy candidates in the market, companies now have to rethink their workforce and hiring strategies and instead invest in upskilling their workforce.
HR has an opportunity to shape these strategies. Ramping up can take multiple forms such as partnerships with educational institutions and public sector or with startups, forming coalitions with other organisations, lessening the credentials requirements or a combination of all.
Most of these efforts will still be about investing in technical skills. Opportunities will lie in supplementing those with soft skills such as design thinking, accessibility, communications, collaboration, and foundational skills.
Upskilling is not only good for the business, but it’s also a responsible way to uplift communities and have a positive impact on your brand, which in turn will attract more high-quality talent. Win-win for everyone!
Trend 2: Workplace experience
Companies will continue to find it difficult to attract candidates who match job descriptions, especially if those descriptions require “unicorns.”
The opportunity is arising for hiring managers and HR to distill the work to its essence and reconfigure what needs to gets done by whom and how (transitioning from “jobs” to “work”). This can bring much-needed flexibility in choices of talent such as part-time, contingents, stay at home moms with only 2-3 hours available, disabled individuals.
The practices of designing around the customer experience (CX) will start being adapted for the workplace experience (WX) to minimise the hassle points for workers.
It also demands new practices in designing and orchestrating how the work gets done, measured, rewarded, etc. The field of HR is facing a major disruption requiring adaptation of its traditional processes and norms to an agile, fluid, and distributed work environment. The practices of designing around the customer experience (CX) will start being adapted for the workplace experience (WX) to minimise the hassle points for workers and maximise everyone’s value creation.
Time to take a page or two from the world of marketing?
Trend 3: Human-centered integration of physical and digital
Everyone is going (or doing) digital. Even in traditional stores you will start seeing “digital shelves”. Digital technologies are changing how work gets done and necessitating a different skill mix and strategies to either attract or develop those skills (see above Upskilling).
The critical component in this transformation is the mindset change. “Digital strategy” as not a mere new name for automating your processes and offerings, but rather a chance to completely re-imagine them. There is tremendous opportunity to re-think the product design and development. Those digital shelves are still in a physical location which also happens to be the workspace for many. Designing that workplace around the human experience (both workers and consumers) is where the innovation will come from.
Oftentimes many technologies and experiences are not inclusive (not designed with input from and consideration of the impact they will have on different segments of the population, especially the aging). There is tremendous opportunity to use digital technologies to create more accessible environments (both physical and digital).
This can impact the offerings’ reach and create a great sense of pride amongst the employees who are marginally involved in such work — leading to better engagement, retention, and business results.
The only question to HR is – will you take the lead in this transformation?
Trend 4: Gender parity
Regardless of the progress we’ve made thus far, unfortunately, women still don’t get their fair share. Global gender parity is still over 200 years away. Analysis of 2017 Gender data from Visier’s Insight found that the gender pay gap widened in 2017 rather than becoming smaller. In 2016, women made 81 cents to the dollar, but in 2017 women made 78 cents to the dollar – that’s 22% less than men.
Amplified by the #metoo movement and increased attention to diversity and inclusion, there is no bigger urgency for HR to take a stand than now.
Organisations have a long way to go to close the gap and amplified by the #metoo movement and increased attention to diversity and inclusion, there is no bigger urgency for HR to take a stand than now. #closethepaygap
Trend 5: Social activism
In light of eroding trust in political systems and faith-based systems, the individuals are turning to corporations to become the voice of reason in addressing big systemic issues. Such expectations can either be bad news or good news for companies, and will definitely be an opportunity for everyone to start paying attention to issues beyond just satisfying shareholders’ demands.
All generations and especially younger entrants into the workforce, will demand organisations to put more focus on sustainability, transparency, equality, and ethical business practices. There is a broader set of stakeholders that need to be considered, including the workers, the underserved communities and underprivileged segments, the environment.
Tying your organisational mission to a bigger purpose and impact will not only create goodwill with your workforce, but new opportunities, offerings and distribution channels for the business. For HR the notion of employee and labor relations is now moving to a whole new level.
In the modern workplace impacted by many disruptions – political instability, global trade wars, volatility of financial markets, cyber-threats, inequality and polarisation – it is time for human resources to bring more “human” into the picture.
Sean Burgess | PraxisIFM Asset Manager and Co-Founder Emirates HR
US STOCKS HIGHER FOR 7TH CONSECUTIVE WEEK
With the Dow Jones and Nasdaq indices up 7.63 and 9.99 percent respectively, year-to-date, as positive quarterly earnings reports filtered in and data showed that the services sector remains strong. US weekly jobless claims fell back whilst Federal Reserve Chair Jerome Powell noted that wage increases will continue for as long as there is a lack of slack in the employment market.
EU’S 2019 GROWTH FORECAST SLASHED
Down to 1.3 percent from a previous figure of 1.9 percent, due to uncertainty around Brexit, China’s slowdown and a general weakening of global trade. At a country level, Italy’s growth forecast has been cut to the lowest level in 5-years due to the financial risks caused by the populist government’s unsustainable fiscal policies, whilst Germany’s forecast has fallen to 1.1 percent from 1.8 percent.
JAPAN-EUROPE TRADE AGREEMENT GOES LIVE
With the free-trade pact covering 635 million people and removing 94 percent and 100 percent of Japanese and European tariffs, respectively. Japan’s services sector expanded for a 28th consecutive month, reaching a seasonally adjusted 51.6 in January, whilst manufacturing dropped back to 50.9 from 52.0 in December. Japanese equities slipped for the week but remain up year-to-date.
OIL PRICES SLIP OVER THE WEEK
With US benchmark WTI crude down nearly 5 percent, despite supply concerns from US sanctions on Venezuela and OPEC output cuts. Dragging prices lower were general concerns over the global economy that will impact energy demand, increased production from Libya, as well as a stronger dollar that makes US dollar-denominated commodities less attractive for international buyers.
In other financial news:
UK’s growth forecast cut for 2019, down to 1.2 percent from a previous figure of 1.7 percent, on concerns that Brexit will continue to limit the country’s economy.
Japan’s pension fund suffers $128bn loss, measured across the fourth quarter of 2018, as the world’s largest pension fund’s investments in domestic equities sank.
Egyptian shares surge on IMF loan, with the EGX 30 index up 4.4 percent for the week, as another $2bn tranche is released on the country’s fiscal reform efforts.
Brazil’s stocks lower on mining disaster, with the main Bovespa index down 2.6 percent, after more than 100 people were killed and 200 remain unaccounted for
Having spent 15 years in the HCM software industry in the UK, I made the move to the UAE six months ago as Sales Director for Emirates HR. Throughout my experience over the years, I have seen HRM technology grow at an exceptional rate year-after-year; drawing on my knowledge I will be writing articles on a regular basis to keep you updated on current and future insights focussing on the UAE, GCC and MENA regions.
As we are now fully into the swing of things for 2019 I thought I would start by sharing my thoughts in regards to my predictions for HR technology in the region for 2019. It has been an extremely busy start to the year for EmiratesHR and my initial thoughts on this subject have only been confirmed based on recent conversations with companies, all varying in size and complexity based in the region in recent weeks.
Predictions for 2019
Ease of Use – HR systems will need to be easy to use both from the business and employee self-service point of view. More and more business will look for feature-rich systems which don’t take months (normally at a great deal of expense) to implement and configure and once configured are over complicated and extremely difficult to use on a day-to-day basis. Employees will become more self-efficient through the continued development of mobile apps. If the employee does require assistance than apps that include chatbots provide employees with answers quickly with no need to contact the HR department directly.
Continued Migration to Cloud Technology – Cloud technology has advanced at a rapid rate over the past 5-years. Even for businesses with multiple regions, complicated payroll and/or 1,000’s of employees there is now no excuse not to migrate to the cloud. There is no longer a need for expensive, on-premise servers/systems that require a whole IT department to take ownership of as well as buying, maintaining and replacing these often at a great expense to the business. With up to date cloud technology comes a key win…easy integration to 3rd party solutions…
Integration is Key! – API’s now means there is no excuse for HR systems not to integrate with other critical business systems such as finance software and Business Information Tools. With this comes a greater level of data analytics allowing business to plan and make better-informed business solutions which in turn will give them the edge over their competitors and allow them to grow.
We would love to hear any feedback on our predictions for 2019 article.
Emirates HR is an intuitive HR software solution specifically designed for the UAE and wider GCC region to save you time and money. Our secure cloud-based software helps organizations of any size streamline HR processes and engage with their employees more efficiently and accurately.