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NEWS
A P R I L
What your kids
can teach you…
and how to
recoup some
of your
investment!
2 0 0 7
what is MPi news about?
MPi News provides short sharp ideas on
management leadership & communication
in the workplace.
As We See It:
“People who accept personal responsibility
for their actions, efforts and lives, contribute
greatest to those around them. The best
employers accept responsibility for urging
people along a path to their fullest potential.
The best employees accept responsibility for
adding value to that organisation. The most
effective work environments then are those
in which all participants recognise it is a two
way street. Much of the information presented
hereafter is governed by these ideas.”
Feedback:
If you have an idea to share, email
[email protected] and mark the
heading “Feedback MPi News”. If we’re happy
that the item supports our broad editorial
policy, then we might use it directly or as the
basis for an inclusion into a future edition.
Many of our long time readers would have seen us shamelessly quote Kenny Moore
previously. This article is again based on his writings as presented in his regular
newsletter, this one dated late 2006.
All leaders within the corporate environment will at some stage turn their thoughts to
considering whether they need to engage the services of a consultant of some form to
help them resolve a particular issue, or perhaps to assist develop the latest strategic plan
that their organisation requires.
Kenny Moore’s latest newsletter reminded me that like consultants, children don’t
come cheaply and so perhaps we could recoup some of our investment in our kids by
observing more closely what it is they’re showing us every single day!
Kenny talked about attending his children’s school play rehearsals where night after
night he watched them struggle through their lines, fumble away, all while holding at
bay their stage fright. Despite all this, they supported each other every time a mistake
was made, they continued to sing out boldly and to carry on in the face of what most
adults would regard as agonisingly embarrassing.
He summarised what he learnt into these “6 shining lessons.” I don’t intend them to
be taken as hard and fast rules. However I believe that by simply adopting some of
the attitudes when responding to certain situations will see you handle life in a more
balanced manner.
Lesson # 1: “If people say you’re not qualified, pay them no mind.”
Don’t’ be constrained by the judgment of others. Life has always had a way of
disregarding some of the mindless rules that society can try to impose. We’re all here for
a purpose. Rewards will come our way for reasons which will not always be clear, if we
take responsibility for publicly using the gifts we’ve been given.
Our editorial policy is:
Lesson # 2: “When things don’t go as planned – giggle and keep moving.”
We aim for these articles to be current,
personal development focussed and to talk
to individuals rather than corporations. They
must also represent a positive slant on life.
Why is that? - because the media would have
us believe the world is more negative than
positive, and so, MPi news is our small attempt
to balance that up. The articles should also not
shirk from generating debate.
Despite what you believe, none of us are really in charge of that much. Over-planning
often does no more than suppress those wonderful bonus’s that life should present to
you from time to time. When destiny decides to present us with something that was
unexpected, a childlike sense of curiosity should also be a part of our response.
Lesson # 3: “other may recognise your talents before you do.”
You’re often blind to your own gifts. Think of those people you’ve known that are
naturally good at something but because it is easy for them, they tend to automatically
discount the value of the skill.
…continued page 2
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Opinion:
Most editions we will try to
find an article that encourages
debate by presenting head-on,
a current view perpetuating
the Human Resources industry.
Sometimes it’s our own view and
at other times it will be a view
presented by someone else. This
one is a spin-off from our main
article inspired by Kenny the
Monk – but we couldn’t agree
with him more!
Mindlessly raising the bar of acceptable
performance, threatens many employees.
mean-spirited. This system of Forced
Ranking undermines team work and
turns co-workers into competitors. It
squashes much of the creativity that might
otherwise be directed towards solving
problems for your business.
Comment is always welcome by directly
emailing [email protected] or by
logging onto www.miningpeople.com.au.
The reason for this is that when people are
forced to compete, there is rarely room for
innovation. Innovation need not be wild
earth shatteringly brilliant new processes,
but every day people can find many small
ways to do what they did yesterday, more
efficiently. Corporate strategy needs to be
right, but once broadly in place, it’s the
many little improvements that occur daily
that keep the wheels of business oiled and
changing for the better every day.
Companies that improve performance
by annually dismissing the bottom 10%
of their workforce lack foresight and are
People will only take this view of their
workplace though if leadership has
created an environment that encourages
this innovation. Innovation is a kind of
investment in the future but if people don’t
feel they can spend time in the future
because they need to deliver today to keep
their job and keep their score high, then
you have cut off this very important flow of
efficiency for your business.
Kenny sums it up brilliantly when he says
that:
“More than money, it is intrinsic motivation
that propels the masses. People WANT to
do a good job and long to use their unique
skills to make a difference. It’s time to stop
threatening them by mindlessly raising the
bar. Leadership’s role is far more daunting
and is really about building solidarity and
creating an environment where passion and
difference, can flourish.”
Now THAT is a challenge!
…continued from page 1
Lesson # 4: “Mistakes make for new
and entertaining opportunities.”
This is one of those pieces of advice that
has been quoted and re-quoted so many
times that I almost didn’t quote it again
here. But Kenny had a way of making this
very old point that is worth considering.
He says that if everything went according
to plan, we would never mature
because our lives would be continuously
repeating versions of yesterday! Mishaps
on the other hand can often be portals to
personal growth and self discovery.
Lesson # 5: “Performing with others is
better than stealing the spotlight.”
Basking in the glow of the lime light can
make us blind to the other action taking
place on stage! Again such an old piece
of advice but consider the alternative in
the context of a play. If we’re blinded
by our own role, we run the risk of
believing that the audience is there
to serve us, rather than the other way
around. It’s when your talents mix with
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those of others, that a true performance
takes place. Giving recognition to the
many instead of fawning over the few,
continues to remain a more refreshing
way of doing business and living life.
Lesson # 6: “Be positive rather than
punitive.”
We decided to highlight this as a separate
article under this editions “Opinion” – refer
above. It goes to the very heart of certain
HR practises which if you’re a regular
reader of HR literature you will have seen
promoted quite regularly in recent times;
that is the idea that you should annually
‘cull’ the bottom 10% of your workforce.
Kenny’s view is that punishing people
because they don’t meet some imposed
standard, is a far less effective way to
build a great team than to encourage
people for what they ARE good at.
Read why “mindlessly raising the bar of
acceptable performance, threatens many
employees”.
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PERTH • KALGOORLIE • BRISBANE
Kenny Moore is co-author of “The CEO and
the Monk: One Company’s Journey to Profit
and Purpose” (John Wiley and Sons, 2004).
He is Director of Human Resources and
Corporate Ombudsman at a New York City
Fortune 500 company. Reporting to the CEO,
he is primarily responsible for awakening joy,
meaning and commitment in the workplace.
While these efforts have largely been met
with skepticism, he remains eternally
optimistic of their future viability. Kenny
has over 20 years experience with change
management, leadership development
and healing the corporate community.
Prior to his work in corporate America, he
spent 15 years in a monastic community
as a Catholic priest - doing a very similar
kind of work, but getting paid a lot less. He
has survived “incurable” cancer and open
heart surgery - largely due to luck and
Divine playfulness. Having dealt with both
God and death, Kenny now finds himself
eminently qualified to work with executives
on corporate change efforts. He can be
reached at [email protected].
PERTH • KALGOORLIE • BRISBANE
This was of course when candidates and
employees had to beg for work. Today things are
a little different, but we still see some candidates taking
this current position of strength just a little too far!
We trust this wasn’t you in your last job interview!
The mining industry is certainly booming. As a candidate or
employee just ensure you’re not abusing this position of strength.
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Top Tips & Pearlers!
Pearler # 1
Pearler # 3
How does HR become a business enabler?
Aussies feel the stress.
HR needs to be professional. I’m not a great believer in just
63% of Australians said they would pack their bags and
promoting people out of a business into HR just because
leave their jobs if they became too stressed at work. A
they’re good with people. The main issue is that they must
survey of 2,416 people found that 71% of workers believed
be able to connect with the business.
stress came with the job, while the causes of stress on the
It’s not just true of HR, but the thing that frustrates me
job were most likely to be:
about some functional roles is that you can have great
Modern pace of life:
36%
people in them, but they’re just not plugged into the
Expectancy to do more work:
29%
business. They don’t see or understand how the business
Office politics:
16%
works on a day-by-day basis.
Furthermore, 88% of workers believed stress had a negative
HR needs to be absolutely engaged with the business. If it IS
impact on their health, with physical symptoms including
engaged with the business, then it will be able to do assist
high blood pressure, a higher rate of colds and flu’s, ulcers,
the business to do the things it does.
headaches and overeating.
Source Talent 2 Survey.
Pearler # 2
How often does HR become an effective business
partner – and does it need to be?
It really very much depends on the attitude of the CEO.
If the CEO believes it has an effective role to play in the
growth of the organisation, then you can end up with
strategically effective HR. If they think it’s just in charge of
some training and a bit of safety etc then HR will probably
be ineffective in terms of its role as strategic partner. Of
course even if the CEO believes in giving HR a seat at the
strategic table, then they still need to source the right
person for the job.
Source: Pearler #1 and #2 based on an interview with Malcom
Jackman CEO of Coates Hire as printed in Human Resources
Magazine March 2007.
www.humanresourcesmagazine.com.au.
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Facts and Stats
F O C U S E S O N G R A D U AT E A N D Y O U N G P R O F E S S I O N A L S
Gen Y Aussies – travel as far as the resume reaches
STA travel recently conducted an interesting survey. It found that
as well as the now common gap year between high school and
university, many other younger people were having their own
version of a gap between finishing university and starting work
(25%) with a further 40% hoping to take a full gap year at some
stage during their career.
Australia’s younger workers see travel as an essential part of
developing confidence and innovation by getting them in touch
with the global economy and culture.
Accountants - fleeing Australia
Research from the ABS showed that 1370 accountants left Australia
permanently during the year to September 2006. Amazingly this
compared to 454 in 2005 and 153 in 2004!
As well as the traditional destinations of the UK and US, the Middle
East has become a popular destination for finance professionals.
Source: As reported in Recruitment Extra January 2007
What graduates want
A two year study conducted on 700 Australian university leavers by
Onetest revealed some interesting trends. Most importantly:
a.) Align your story with the reality: If a graduate’s experience of
your organisation is not consistent with their expectation,
they will often make very fast decisions to leave.
b.) If their needs and desires ARE met from the outset and
throughout their graduate program, they will stay five years
or more. This compares very favourably to the tenure trend of
most employees which is currently two years.
c.) If a graduates needs were met, 39% indicated that they would
stay with a company for between three and five years. 30% said
they would stay five years or more.
Source: As reported in HR Monthly January 2007
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WHAT WE DO
MPi assists with permanent & contract recruitment
across all resource industry disciplines:
The MPi History
MPi was formed in January 1995.
Who is MPi
A powerful combination of experienced resource industry professionals and
experienced recruitment managers. We have 30 people in our full time team,
3 people in our part time team in 3 offices, and have a large contract team
working at client sites and offices around Australia and Internationally.
The MPi Service
Recruits permanent employees (individuals & whole teams) in the resource
industry.
Provides contract employees across all disciplines in the resource industry.
The MPi Focus
We assist with permanent and contract recruitment, exclusively for the
resource industry.
We operate in the one industry sector. This is different from having individuals
within our company dedicated to this sector. Only resource industry people
(clients & candidates) come to us. Our computer network operates with
precision because our databases, search mechanisms and process of receipt
and review are categorised exactly, to specific mining industry classifications.
The result is we keep track of and accurately pinpoint the right people quickly.
The MPi Offices
Our Perth Office:
Is located in Perth, Western Australia and immediately west of the CBD. They
occupy a beautifully renovated character building with excellent access and a
personal ambience.
Our Kalgoorlie Office:
Is located in the heart of Kalgoorlie, adjacent to the famous intersection of
Hannan & Maritana Streets.
Our Brisbane Office:
Is located in the heart of the Brisbane CBD.
PROFESSIONAL/TECHNICAL
Geology
Surveying
Environmental
Mining Engineering
Minerals Processing
Engineering & Maintenance
BUSINESS SERVICES
Supply
Accounting
Health & Safety
Human Resources
Administration/Clerical
Information Technology
Administration Manageme-nt
WORKFORCE & LABOUR HIRE
Field and Trades Staff
U/G & Surface Mining
Processing & Laboratory
WHOLE PROJECT RECRUITMENT
EXECUTIVE SEARCH & RECRUITMENT
STRATEGIC HR CONSULTING
PERTH OFFICE
Marilyn Arkell, Payroll
Lisa Chagall, Consultant
Danni Chatfield, Accounts
Roz Crum, Senior Consultant
Glen Donaldson, Consultant
Paul Hanrahan, Principal Consultant
Wayne Hanrahan, Senior Consultant
Steve Heather, Managing Director
& Principal Executive Search
Sue Heather, Business Services Manager
Gary Kearns, Senior Consultant
Selina Leo, Consultant
Stuart Merrick, Senior Consultant
Danielle Meyn, Secretary/Administration
Calvin Munro, Candidate and Client Care Services
Melissa Passarelli, Recruitment Support
Nicole Price, Consultant
Gail Rogers, Consultant
Lana Scriven, Reception/Administration
Matt Simpson, Consultant
Maggie Smith, Consultant
Jane Terry, Consultant
Aaron Turner, Consultant
Tony Turton, Principal Consultant
Jacqui Unwin, Senior Consultant
Michiel Van Doorn, Commercial Manager
KALGOORLIE OFFICE
Roz Crum, Senior Consultant
Cathy Hancock, Consultant
Andrew Hardman,Consultant
Sonia Miffling, Consultant
Shane Moore, Senior Consultant
Kylie Nunweek, Recruitment Support
Janelle Pack, Reception/Administration
BRISBANE OFFICE
Michael Becker, Consultant
Brad Thorp, Senior Consultant
In Summary
How We Think We Are Different
MPi is exceptionally well placed to provide a range of recruitment related HR
services to the mining industry in a way not able to be done by any other
organisations. Because of our absolute focus we will always have people in
our team that can relate with your General Manager or your Trainee Operators
and all roles between. We can not only talk to them about recruiting but to
understand the true work environment. Our clients tell us we quickly develop
a 'real' understanding of their needs and that we are a genuine partner and
contribute equally to conversations requiring specific knowledge of the
resources industry 'employment market.' This unique perspective enables
us to present to our clients & candidates, a high level of 'industry informed
professionalism'.
If you feel that this service could be of value to you - be that now or at some
point in the future, please call us. We will be pleased to provide you more
information about how we may be able to assist you, including an outline of
our fees. We welcome your call and trust you have enjoyed our newsletter.
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AUSTRALIAN BASED GLOBAL NETWORKS
ˆ˜ˆ˜}Ê*iœ«i
/,
/ "
PERTH
Telephone: 61 8 9426 1500
Facsimile: 61 8 9426 1545
Email: [email protected]
Office: 1140 Hay Street, West Perth
Mail: PO Box 1181, West Perth
Western Australia 6872
KALGOORLIE
Telephone: 61 8 9091 8882
Facsimile: 61 8 9091 8883
Email: [email protected]
Office: 111 Maritana Street
Kalgoorlie, Western Australia 6430
BRISBANE
Telephone: 61 7 3220 3129
Facsimile: 61 7 3220 3043
Email: [email protected]
Office: Level 4, Suite 16, 320 Adelaide Street
Brisbane Queensland 4000
GENERAL ENQUIRIES
Email: [email protected]