Category Archives: Career progression

Developing Your Mining Career: an Interview with Adam Hearne

The New Professionals Committee of the Australasian Institute of Mining and Metallurgy (AusIMM) and Floreat Consulting Australia are giving new professional members of AusIMM ways to develop their careers through a new program Developing Your Mining Career.

Through a series of interactive online modules, career success stories (like Adam Hearne’s below!) and other events and activities, Developing Your Mining Career supports young mining professionals make the most of their potential.

This week, AusIMM member Spiro Pippos talks to Adam Hearne about his career and his advice to other aspiring mining professionals.

Adam

 Please give a short overview of your career and describe where you are looking to head post MBA

The mining and commodities sector has an abundance of career opportunities. I started out at Rio Tinto on their graduate program in 2007. I had 3 rotations on the grad program before I found my career preference and started getting promoted through the ranks. My first major role was to assist in process improvements around the organisation. That role lead to many other opportunities and I had a chance to see the different parts of a mining company.

Post my London Business School MBA I would like to move in to a senior project management role. I would like to work on projects that can deliver step change improvements to profit and production. The future of mining rests heavily on evolving operations to the next level. Mining has achieved a lot so far by scaling everything up. Bigger mines, bigger trucks, bigger ships, more processing capacity. The future now depends on utilising technology and developing assets in some of the most challenging geographies. Mining can be smarter, more automated and more sustainable. We need talented individuals to be part of an industry that can offer so much to the future as it grows to meet the world’s growing demand for resources.

What has had the largest positive impact on your career progression to support you reach your position?

The largest positive impact on my career progression has come from a handful of mentors that have always been available for guidance and direction. You need people that you can trust for an opinion when it counts. A great mentor once told me to always think two jobs ahead and develop yourself accordingly.

What has been the largest challenge to your career progression?

The largest challenge to my career progression was ​when the global financial crisis hit and many projects were paused or put on hold. Priorities shifted from rapid expansion, to cost cutting. Morale can drop quickly when uncertainty hits. Like any boom and bust cycle, there is a lot to be gained by riding out the tough times and making the most of the recovery period. There is always work for great people. Take it upon yourself to be flexible and optimistic when these challenges arise.

What surprised you about the work when you first moved into a role managing people?

It surprised me how satisfying it was to see my team members succeed and get praise. I recall the first occasion where I got a phone call from another supervisor about the great work done by one of my junior team members. That moment is hard to forget and it doesn’t get any better than that as a leader!

What is your advice to people starting out in their careers in the Mining sector?

Starting out I would say build one or two skills that help you stand out in a team and deliver value. Make it your highest priority to add value to your immediate setting whatever it may be. Once you are a solid contributor in your team, extend your potential by understanding the culture of the environment you operate in. You will have many doors open for you once people notice that you can work in a variety of settings and still achieve outstanding results.

Can you tell us about how your network has supported and assisted your career along the way?

Networking with a purpose is underrated in the mining industry. I owe most of my key successes to opportunities that started in my network. People have helped me keep a good sense of career direction as I’ve moved from one challenge to the next. Sometimes you just need to have a coffee with someone who can give you a fresh perspective on what you are working on. I’ve also found that a network can help you navigate a large organisation. For example, the graduate program was a great chance to meet a cross-section of the organisation and build a network for long-term success. Years after the graduate program, I was able to reach out to people at headquarters, or at a site, and get support or guidance.

What are three interesting careers that you have seen your colleagues do or are aspiring to do?

Three interesting careers/roles I’ve seen are:​

  1. Diamond marketing and sales: The people that I’ve seen work in this area have such a valuable product and subsequently such a lot of pressure to get their sales and marketing strategy right. I would highly recommend working in this area if you wanted to learn more about pricing and channel strategy.
  2. Chief of technology projects: There is a lot of innovation happening in mining due to technology that has really matured in the last decade. A colleague in this role has been involved with a world leading implementation of driverless trucks. The fleet managed to achieve a supervising ratio of 1 supervisor to 18 trucks. Now that department is looking externally for greater innovation opportunities.
  3. Internal strategy consultant: There are endless opportunities for an aspiring consultant in a large diversified mining company. There is an abundance of operational problems to tackle, as well as forward-looking strategy to define.

Developing Your Mining Career – Program Outline

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Developing Your Mining Career

A career development program for early career mining professionals

A new collaboration between AusIMM’s New Professionals Committee and Floreat Consulting Australia brings you Developing Your Mining Career: a career development program consisting of 4 webinars, exclusive online content and individual support for early career mining professionals that will support you to gain:

  • A clear idea of your career purpose, options and tactics – your own Career Development Plan
  • New insights into your own background, skills and experience that will help to better plan for their future
  • Advice on a best-quality resume that better reflects your career aspirations
  • An online toolkit of models and materials to help progress their career – exclusive to participants

Prior to the first module in September 2015, participants will receive an introductory letter explaining the program in further detail.

Please follow this link to REGISTER.

Overview of the Program

The program will take place over 8 weeks and consists of 4x 1 hour webinars, supported by online modules and individual support.

Module 1 Understand your options by exploring what you can learn from your own and others’ career

Module 2 Develop a career purpose that really excites and energises you

Module 3 Get clear on the challenges and opportunities that are relevant to your purpose

Module 4 Understand your options and tactics for achieving your goals and career purpose

Support for Participants

Each participant will receive individual support during the program including:

  • Help develop an energising career development plan
  • Review and de-brief the results of the career preferences analysis
  • Develop an outstanding new resume

Sam and Scott from Floreat Consulting Australia will facilitate the online webinars and provide individual support participants. Please  find their profiles here.

Program Flyer: Developing Your Mining Career.

Developing Your Mining Career: an Interview with Spencer Davey

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As part of the  “Developing Your Mining Career” program, a career development program delivered in partnership with AusIMM’s New Professionals Committee and Floreat Consulting Australia, we are publishing a series of interviews with mining professionals who are having outstanding careers. In this second post in the series we speak to Spencer Davey. Thank you to Spiro Pippos for conducting these interviews on behalf of the New Professionals Committee. 

Spencer Davey

1. Please give a short overview of your career and describe where you are looking to head post MBA

In my career, I’ve had the opportunity to experience vastly different perspectives in mining & metals. I consider myself a mining professional, having acquired a broad set of experiences as an engineer, a management consultant, and most recently in corporate finance and business development. I’ve mostly been Perth based, but have worked extensively through both remote and metro areas of Australia, and also through-out the Asia Pacific region.

I studied a double degree in Mechatronics Engineering and Finance – and while I did work as an engineer for a couple of years, the plan was always to move into a more commercial role as that is where my passion laid. I saw management consulting as a great opportunity to “fast track” that career move, and it did. I had no intention of becoming a partner in a management consultancy, but I used the role to build skills in strategy and commercial acumen, financial analysis, communication skills, and general management skills.

I moved “in-house” to Fortescue Metals Group when a role became available for a Senior Financial Analyst. I jumped at the chance, because at the time Fortescue was the Cinderella story of Western Australia, and was going through a US$10bn expansion of its operations. It was also run by colourful and high profile mining captains of industry, whom I thought I could learn from if I ever decided to be part of a new mining development one day.

The role at Fortescue did not disappoint. I was exposed to the corporate world of mining, and I had the opportunity to work on multi-billion debt restructuring, billion dollar equity transactions, and my travel took me from the remote operations of Fortescue to the head offices of bulge bracket investment banks and legal firms in Hong Kong, Taiwan, and China.

Post MBA, I’m looking to move into Private Equity with a mining focus. Due to its speculative nature, mining was traditionally an industry that was avoided by private equity. However, in recent years, a number of high profile global mining leaders have left their executive positions and have raised an aggregate of US$50bn to invest in the industry, to take advantage of depressed commodity prices and valuations. For me, I find this an exciting time and would love to part of the next wave of investment into the industry.

2. What has had the largest positive impact on your career progression to support you reach your position?

The largest positive impact on my career progression was being involved in a US$1.15bn cross-border transaction between Fortescue Metals Group, and Taiwan based Formosa Plastics Group. This transaction provided the initial funds to develop a 5.2bt magnetite asset in remote Western Australia, and first ore on ship is expected in 2015! The experience on this transaction exposed to international business and negotiation, and the root-source of capital financing for large scale mining projects.

3. What has been the largest challenge to your career progression?

The largest challenge for me was the transition from a technical based, engineering role, to the commercial based, management consulting role. The transition required a huge investment in time on my part, to “get up to speed”. Further, making a career change meant that I took a substantial pay cut, by essentially starting again from the bottom.

4. What surprised you about the work when you first moved into a role managing people? (if you have managed people)

The thing that surprised me when I moved into a position of actually managing people was the difficulty in letting go of doing the work. I found it very difficult to delegate, and this was an issue on my part in wanting to control the outcome.

5. What is your advice to people starting out in their careers in the Mining sector?

My advice would be to take an active interest in all the aspects of your mining company. Mining is a great industry, as it brings together a tremendous diversity of professionals – everything from trades, geologists, engineers, accountants, lawyers, blue-collar, white-collar… if you think of a mining company, almost every type of career of job imaginable is represented in some way! So, as a younger person starting out, leverage this opportunity to learn from this diversity. Everyone has a different perspective, and your career development will benefit from learning from all these perspectives.

6. Can you tell us about how your network has supported and assisted your career along the way?

Networking is by far one of the most important skills to have for career development. My role at Fortescue came about through a call from an ex-colleague, and my progress through Fortescue (I got promoted to Business Development Manager after 18 months) was a direct result of networking through the business itself.

Networking is what creates the “luck” in your career, and ensures that you’re in the “right place at the right time”.

7. What are three interesting careers that you have seen your colleagues do or are aspiring to do?

Head of sales and marketing, Fortescue Metals Group
This individual is in charge of the marketing and sale of 155 mtpa of Iron Ore, translating into over US$10bn in sales annually. David has to navigate the intricacies of managing Australia-China relations, and conduct business and negotiations between two very different cultures, in a commodity that is very significant for the economies of both nations

GM Business Development, Fortescue Metals Group
As the Head of Business Development, this individual needs to work across a very wide range of activities and issues, including multi-billion dollar transactions, litigation, internal cost optimisation and corporate strategy. In this role he reports directly to the CEO of Fortescue, and has to deal with all types of stakeholders, including State Members of Parliament, regulatory bodies, heads of global heads of corporations, and advisors.

Head of Mining – KPMG
This individual founded a management consulting practice called Momentum Partners. In ten years it grew to be one of Australia’s largest independent management consultancies, and was most recently acquired by KPMG. This individual is now is the national lead for Mining Consultancy in Australia.

Developing Your Mining Career: an Interview with Adam Melnik

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As part of the  “Developing Your Mining Career” program, a career development program delivered in partnership with AusIMM’s New Professionals Committee and Floreat Consulting Australia, we are publishing a series of interviews with mining professionals who are having outstanding careers. In this second post in the series we speak to Adam Melnik. Thank you to Spiro Pippos for conducting these interviews on behalf of the New Professionals Committee. 

Adam Melnik 
  1. Please give a short overview of your career and describe your current role

My career success can largely be attributed to working hard to meet the right people and apply myself, regardless of the commodity price backdrop. I completed seven internships during my engineering and business degrees from 2005-2011 and built a strong breadth of experience that helped me not only survive the storm when commodity prices were volatile, but thrive.

  1. What has had the largest positive impact on your career progression to support you reach your current role?

The relationships I have forged in the classroom, in the workplace, at conferences, and online have allowed me to achieve my desired career progression. My colleagues helped me align myself with corporates to pursue internship opportunities. I worked with several head hunters on LinkedIn to secure full time employment by creating an attractive profile and attaining interviews that were never made available publically. I have met talented and well connected people at conferences and events that have allowed me to expand my network and umbrella of influence. Focus on building strong relationships, they pay the best dividends if you invest your time and energy.

  1. What has been the largest challenge to your career progression? 

The largest challenge I have experienced in my full-time career is plateauing within a firm. In equity research, your original thoughts on a company help you create value within a firm and reporting to senior analysts can be tedious and trying at times. Patience is a virtue. Eventually you will be recognized for your hard effort and given the right opportunities to apply your skills. If you aren’t achieving this in the timeframe you have set out it is time to transition to a competitor. Always remember to make your superiors look good and don’t dwell on the fact that you did so – they will recall your efforts when the time is key, such as when you ask for a transfer, raise, or promotion.

  1. What surprised you about the work when you first moved into a role managing people? (if you have managed people)

I don’t currently have a direct report but I do work on a team of mining analysts and we often have to collaborate on large sector or thematic research pieces. What I learnt the most about while working in equity research is how important managing expectations and working with discretion are. When writing about IPOs or being brought over the wall on a deal or roadshowing a company it is incredibly important to be honest about what you plan to accomplish and on what timeline and keeping that information protected. Under-promise and over-deliver – receiving more than you expected sooner than you expected it is always preferable to less, later.

  1. What is your advice to people starting out in their careers in the Mining sector?

Leverage technology and never be afraid to invest in yourself. Mining companies have earned a notorious reputation for under investing in technology, which is somewhat understanding given the nature of developing long life assets and being tasked with ensuring stable production and cash flows. However, the rest of the world operates on a different model. Be sure you are honing your skills in the latest mine design and geologic modelling software, leveraging LinkedIn to its full capacity, and staying in the loop with sector related news from sources like the Mining Journal and investment blogs. Information is king in the age of big data – don’t get left behind.

Investing in yourself through higher education and technical programs is strong advised. I was able to triple my salary by pursuing business school and I am on my way to completing both my PEng and PGeo. Understanding your interests and expanding your capabilities is key to maximizing your value and this is what education is all about. Investing in yourself is the best investment you will ever make.

  1. Can you tell us about how your network has supported and assisted your career along the way?

As I have eluded to previously, your network and commitment to maintaining and building it is immensely important. Managing your contacts and network has never been easier with LinkedIn and so there is really no excuse not to throw yourself out there and meet other smart and talented people. I have found that especially in banking, there can be a higher rate of turnover relative to other industries. So, with your work environment and colleagues constantly changing over it is even more important to maintain a strong network and leverage the tools at your disposal.

  1. What are three interesting careers that you have seen your colleagues do or are aspiring to do?

My colleagues from the University of Waterloo have pursued several different career paths in the mining industry. A few work with engineering consulting firms, flying all over the world preparing technical reports, resource evaluations, and environmental studies. One of my friends works for a fund management firm focussed on investing in mining companies and financing new mining projects. Many of my contacts work internationally a mine sites where they get to learn about different cultures and operating environments. What I find the most inspiring is not the work alone but the passion that my colleagues express and the excitement they share with me about the future potential of the deposits they are emotionally invest in, and usually financially invested in too!

Developing Your Mining Career: an Interview with James Lachlan Miller

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As part of the  “Developing Your Mining Career” program, a career development program delivered in partnership with AusIMM’s New Professionals Committee and Floreat Consulting Australia, we are publishing a series of interviews with mining professionals who are having outstanding careers. Thank you to Spiro Pippos for conducting these interviews on behalf of the New Professionals Committee. 

James Lachlan Miller
  1. Please give a short overview of your career and describe your current role

I worked for Anglo American for 6 years across 3 continents where I worked in operations, project management, corporate planning and business improvement roles. My most recent position was as the Lead Process Engineer for a Greenfield niobium mine development in central Brazil. Currently I am completing an MBA at the London Business School with a view of moving into management consulting or private equity.

  1. What has had the largest positive impact on your career progression to support you in reaching your current role?

The advice and support of mentors, both academic and personnel. Mentors can provide a high-resolution external opinion on one’s career path. This advice has been particularly useful when provided by those who have walked in my shoes.

  1. What has been the largest challenge to your career progression? 

When performing at a high-level in your role, it is only natural that the immediate business unit will like you to stay where you are. Sometimes the interests of your company will conflict with your long-term interests. For this reason I found it critical always to be the master of your own progression and not expect the company to do it on your behalf.

  1. What surprised you about the work when you first moved into a role managing people? (if you have managed people)

People management is infinitely more difficult than technical problems. A technical challenge frequently has a clear answer. If it’s not known, there is always a book or theorem you can rely on to assist you. People are unique, however, and there needs, desires and motivations need to be clearly understood before you can expect to leverage their support.

  1. What is your advice to people starting out in their careers in the Mining sector?

The mining sector will always be cyclical, so agility is paramount. Don’t get pigeon holed and always have an alternative sector or role function to pivot to for when the cycle next hits its bottom!

  1. Can you tell us about how your network has supported and assisted your career along the way?

Nearly everything I have achieved professionally was through the support of my colleagues (specifically my managers and immediate team members).

  1. What are three interesting careers that you have seen your colleagues do or are aspiring to do?

Work in an investment house, consulting on the acquisition and disposal of mining assets in Switzerland.

Develop a software business providing customised geological mapping tools for resources (who shortly thereafter sold the aforementioned business to retire 20 years earlier than planned)

Work for an NGO as an operational planner in southern Africa, after leaving his career with the same role at a major mining firm.

AusIMM and Floreat Consulting Australia Collaborate to Foster Career Success among Young Mining Professionals

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AusIMM and Floreat Consulting Australia Collaborate to Foster Career Success among Young Mining Professionals

Young professionals working in the resources sector are set to benefit from a new suite of career development tools made available through AusIMM’s latest career development program.

AusIMM has partnered with Floreat Consulting Australia to roll out the “Developing Your Mining Career” program, designed for engineers and other mining professionals looking to maximise their potential in an increasingly competitive workforce.

The program consists of 4 information-packed webinars, exclusive online content and individual support. Participants will each work on their own career development plan as well as receive guidance and advice on how to make the most of their potential.

Ben Sedgwick, Immediate Past Chair of the New Professionals Committee, from AusIMM believes the program will help those working in the industry successfully navigate their career choices and secure long-term professional success. He says:

“We were looking to launch a program for our members that would help them build resilience in what is an often volatile industry. This program provides our members with the practical tools necessary to understand their potential and how that potential can be unleashed to maximise their own professional growth, as well benefit the organisations in which they work. This program will give young mining professionals the skills and confidence needed to set themselves apart and excel in their field”.

Director of Floreat Consulting in Australia, Sam Robinson, says Floreat Consulting Australia’s local and international experience has helped shape a unique program that has significant value for the Australian market.

“We have worked closely with AusIMM to ensure this program meets the distinct needs of the sector, and has a powerful impact on those that undertake it. We help individuals develop their own unique plan and career strategy that allows them to realise their career aspirations”.

The first cohort of the three month program will begin in September 2015. For registrations, visit the Registration Page.

Notes for Editors:

About the AusIMM New Professionals Network

The New Professionals Network (NPN) Committee consists of professionals within six years of graduating and includes representation from a mix of minerals industry professions from across Australia and internationally.

As a committee within the AusIMM, the membership base is diverse and is not exclusive to any age, race, nationality or religion. Covering FIFO, DIDO and residential minerals industry professionals, across all technical disciplines, the NPN represents a highly diverse group of individuals.

About The AusIMM

The Australasian Institute of Mining and Metallurgy (The AusIMM) was formed in 1893 and is the leading organisation representing over 13,500 minerals sector professional members in the Australasian region, across industry, government and academia.

Our members include professionals from traditional disciplines such as mining engineers, geoscientists and metallurgists, as well as from emerging disciplines such as business management, health and safety, social and environmental science.

With a focus on ‘enhancing professional excellence’, The AusIMM provides members with an ongoing program of professional development opportunities to ensure our members are supported throughout their careers to provide high quality professional input to industry and the community. For more information, please visit www.ausimm.com.au.

About Floreat Consulting Australia

At Floreat Consulting Australia, we want everyone to have an outstanding career. We are a consultancy that helps people to grow and develop their careers through one-on-one coaching and advice. And we support organisations through consulting and leadership development, graduate program design, succession planning, recruitment and selection. Examples of current and recent assignments include:

  • Developing early career technical professionals for peak industry association, Consult Australia
  • Supporting Malaysian oil major Petronas identify and develop high potential graduates
  • Identifying high potential future managers for NZ government Antarctic agency
  • Developing career paths for younger workers with Hunter Young Professionals

A Little on the Side: How a Side Project Can Re-ignite Your Love of Work

If you read my LinkedIn profile summary, you’ll see I try to do lots of things. I’m definitely not alone in this: and more is not better! It’s hard to summarise your working life (anyone who has tried to write their resume after a break of 10 years knows this very well!) and it always ends up being a reductive process, but what you’ll see is that I’m involved in a few different businesses (career development, risk and compliance, corporate communications, leadership and culture), as well as working in the community sector. Each can be challenging (even incredibly difficult) at times – and I need it to be like this for my own mental health. I’ve got an anxious mind and I dig myself into a hole very quickly by focusing on too little a range of things. So I find this way of working deeply rewarding. It’s not for everyone, but it’s certainly the right way for me. How did I get here? And why does it work for me?

Part of the answer for me is the concept of “Flow”. More on this below.

Soon after leaving school I came to realisation that I really didn’t have a clue about what to do with my life. It shouldn’t have been a surprise – like a lot of people, my final year at school involved many, many things different pursuits and interests – study, sport, drama, art, cadets – you name it. And I loved it! Not all the time, but I really did genuinely love nearly all of it. And it was mostly the variety that I loved. If I was struggling with getting motivated to study, there was always the relief of art classes – if one part of it was getting me down, there was always something else to take my mind off it and provide some perspective and relief. When I left, all that was gone with nothing to replace it without my own effort. It took me many years of frustration to realise that I couldn’t just wait for the conditions at school to happen again, that I needed to create those conditions for myself.

After a lot of thinking, trying, failing and struggling, that’s what I did. I thought very deeply about the work that really absorbed me. Not just what sort of work I tolerated, but the work that I could do happily in downtime as well as work time. To put it all into place (a lifetime process by the way that I work on all the time), I taught myself very basic web design, started a business, then started another, then became an associate of another, then helped start another. I also – and I think this is really important – didn’t turn my back on my training as a lawyer. Now I just use these skills in a way that gets me out of bed (rather than fills me with dread!). Not all of these things make a lot of money and the work in each is not glamorous. But that’s not the point – being interested, engaged and motivated by my work is the aim – to me, all the trappings – cars, houses, boats etc – is fluff.

The thing that binds all these strands together is that they all help people in some way. And they’re all fairly conceptual and cerebral. If you know me, that makes a lot of sense (and if you want a laugh, or become appalled very quickly, watch me try to do any handy work around the house). And I keep doing it because it helps me remain in flow.

What’s “Flow”? “Flow” is a mental state characterised by a feeling of absolute absorption and focus, as well as enjoyment. Many adults have had the feeling – perhaps in their youth – and are constantly searching for the same feeling again. 300px-challenge_vs_skill-svg *Mihály Csíkszentmihályi’s work (the Hungarian psychologist credited as being the originator of the flow concept), is applied by people across a lot of fields.  The above diagram is from his 1997 book Finding Flow: The Psychology of Engagement with Everyday Life. 

At it’s heart, my purpose is to make the best use of my potential. Too many of us are miserable in our work – when for those looking outside in, there is a lot to be happy about. A nagging feeling that you are not quite doing what you should be doing is often the root of this unhappiness. This realisation is hard to get to and difficult to express, let alone do anything about. What works for me is talking it out – and, if you’re not feeling great, look back at when you felt really good. There are lessons there for what you really need right now. I like to think I’m an ethical kind of person. And I believe that maximising your potential is the best thing you can do for the world. It’s also a lot more fun!

Coming Home: Career Development Tips for Returning Expats

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Read on if:

  • You’ve ever contemplated going overseas for work (you might find the advice here useful)
  • You are currently working overseas but are pining for home (I feel for you!)
  • You’re back home after being overseas but are being challenged by what to do next

As a consultancy that helps people achieve their career aspirations, we come across plenty of people who are either yearning for the expat life, living it now, or have just left it and want to develop their career at home. Returning expats are a great untapped resource. At least, they are in Australia. While some people manage to land on their feet again in a job that’s a logical next step in their career, many take years to regain the career momentum they had when they left, and find their experience is just not recognised like it should be.

For some, the returning expat speed-humps aren’t a problem – you might be returning to a role in the same company but in a different place. Or you could be coming back from somewhere that is very similar to home. If not though, you’ll need to manage this transition so you can extract maximum career value from your time overseas.

Start early

If you are currently working overseas and now looking to return, start preparing now. Amidst all the work that needs to be done with packing up and selling/shipping your possessions, arranging flights, cancelling utilities, doing that last road trip, saying goodbye, most people forget something absolutely critical – you might think of it as your career development insurance. It’s not applying for a job – that can be a hard, but by no means impossible, task from overseas. And by all means apply for jobs! But I don’t think it’s the most important thing.

It’s setting yourself up so that you don’t look like a newly returned expat with no idea of how things work around here.

Look for lots of opportunities to localise your experience while you’re still away. How? Think carefully about the sorts of roles you would be going for next. What ways can you show an employer that you’ll be seamless fit back into your old home country? You could volunteer to write something for relevant industry publications for people in your sector at home. Network with people in your sector and let them know you are about to turn up again – let them fill you in on what’s happening. Read up on what is happening in your sector. Join groups specific to the area you are returning to and contribute to discussions.  You can do all these things remotely and – at least – it will help you adjust to the working world back at home.

Be humble

“Overseas” experience does not equal better experience. I occasionally come across expats wondering, “Why won’t people recognise me?” That’s like saying “I’m going out of business because my customers have no idea”. It’s not them, it’s you. What you present to people must be precisely relevant to the work you’ll be doing, so the more you can tailor and position your work history for the local market, the better. The language you use is so important – a cover letter and a resume must be written for an audience – the people you’re writing for will simply ignore or discount anything they can’t readily understand. Don’t make it hard for them! Make it easy by being concise, relevant and using the style, tone and language for the local environment in which the role is based.

Finally, I’ve met some wonderful people recently who are making Australia their home. They initially struggled with where they fit in terms of the Australian job market and quickly realised that their incredible expertise is marked down because it just didn’t resonate locally (i.e. people haven’t heard of the companies they’ve worked for). What they work on constantly is eerily similar to my advice to returning expats – think local and make it relevant, relevant, relevant. They work hard at that and are getting great results.

I think there’s a big lesson there for people trying to make it back home as well!

Get in touch! Floreat Consulting Australia helps people discover their own way to an outstanding career. We offer Career Development for individuals and Consulting services to organisations.

Check out the library of posts and resources on our website:

12 Career Development Tips for Public Servants (a digest of 3 IPAA articles)

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Over the last couple of months, Floreat Consulting Australia was lucky enough to contribute 3 articles to the Institute for Public Administration Australia’s (IPAA) Ignite publication. Below is all 3 articles in the one spot. If you’re a public servant, we recommend you check out Ignite – and if you’re not, you’ll no doubt find a lot of this useful for your own career too.

More on IPAA: 

IPAA is the not-for-profit professional association for the public service, their mandate is to promote the relevance, integrity, reputation and intellectual rigour of the public sector. It is the professional association for people interested in strategic issues, policy, reform and innovation in public sector management.

Connect with IPAA via: 

Twitter 

IPAA NSW website 

LinkedIn  

Networking for Public Service Success

There are three major things that struck me as I moved from the public to the private sector, back to the public service then into the not for profit sector:

  • There is an underlying pattern to the experience of working in the public service that is the result of interactions between cultural norms, formal structural influences and policy. Budgetary cycles, briefings, Question Time. It’s unlike anything else.
  • People are intelligent, well-read, and very politically aware.
  • The towering departmental hierarchies lend themselves to a focus on formalism that is a complete shock to outsiders – the minutiae of fixing margins in minutes, agonising over the tense in a sentence etc etc etc.

What does this all mean for networking? Preparation, preparation, preparation! Don’t bother approaching people for networking reasons at high stress times – be patient. And finally, find out about the written AND unwritten rules and follow them.

Ok now for some concrete, practical tips…

  1. Make sure your LinkedIn profile is really, really good….or don’t bother with it at all   

It’s hard to find data on the take-up of LinkedIn among the public sector, but you can be confident that it’s growing. While many public sector employees are “on LinkedIn”, many don’t use it actively. This presents a clear opportunity – to differentiate yourself from other people in the public sector by using LinkedIn really well. To start this process, something that everyone can do is make sure your LinkedIn profile is as good as it can be. And that doesn’t mean more information – it generally means less. Keep it succinct, interesting and to-the-point. Make sure what needs to be in capitals, is in capitals, that there are full-stops where they should be and that the text is consistent (but not necessarily the same as) with your resume. It should promote your strengths without being over the top. And put in a good profile photo (not one cropped from a photo at a wedding with your partner/boyfriend/girlfriend, arm around your neck, glass of chardonnay in hand). Using LinkedIn well gives you potential access to loads more people than if you go it alone – and even if you don’t use it as an out and out networking tool, you can get great data on who to talk to.

And while we’re on LinkedIn, it’s important to keep in mind that LinkedIn is a professional social networking site, rather than simply a social site (like Facebook). Your networking will be far more useful if you actually know the person first before you send a connection request, rather than using LinkedIn to build up the longest possible list of contacts! In particular, never send a request to someone you’ve never met – and that includes everyone from senior executives, to policy officers, to managers – the quality of your connections is what counts, not the number. When you do send a connection request, make sure to craft the message for the person. Firing off a connection request using the default message is a tell-tale sign of a LinkedIn user trying to get to 500 connections as quickly as possible.

  1. Get clear on the “direction” of your networking

If you’ve ever studied before – school, university – you would have had someone ask you, what do you want to do after you finish? For me, the answer used to change every time I was asked! And that can be the same with your career, your goals can change rapidly and can depend a lot on what opportunities you see, as well as who influences you and how you are being influenced. It’s worth thinking about though because when you’re networking for your career, people will want to know what you aim to achieve. Knowing this enables other people to help you – it makes it far easier to understand the sort of opportunities and advice that would be most useful to you.

Instead of “goals” (goal-setting itself can be a trap if you are unclear about what is really driving your goals), consider what it is about work that you really, really enjoy. Not just a bit but what are the one or two things that keep you working beyond what you really have to do. If you are clear on this, you can be flexible about what to do next. I’ll give you an example, let’s say you are currently a Policy Officer. What is it about doing this work that you enjoy above everything else? Is it the intellectual challenge? Is it about working on something meaningful? Is it about having a set routine? Is it about not having a set routine? Link all that to work and you can start talking about what you want to do in a way everyone will understand.

  1. Don’t go for the big prize straight away

Not all of us have the stomach to arrange a meeting with the Secretary of the Department. Some people can go right up to someone – no matter who they are – and just start talking. If that’s you, skip this and proceed to point no.4.

If you’re still here, you might be wanting to know, if you don’t go straight to the top, where do you go? Well, start out small. All of us have connections and everyone has, at some stage, felt “I really don’t know anyone here!” But you do – and it doesn’t matter how small your current network is, they can help you. A famous scientist once decided to study the creatures that were in her own backyard. The result was a range of completely undiscovered insects! So consider your own backyard – your current manager and every person in your team. They’re your immediate professional network and – if you haven’t brought this up with each of them yet – you are guaranteed to find one or two connections that they may offer to introduce to you.

Do you drink coffee? Most people do and find it hard to pass up someone else paying for it! Don’t underestimate the power of asking someone for a coffee. Be relaxed and flexible about it, as well as having a clear purpose (without being overly dogmatic about it).

  1. How can I help?

Don’t be a whiner, a pleader. Networking is about service. It’s not about you. Ok so this whole article is about you and your career. But in another way it’s not – it’s really about collaborating with others really, really well and purposefully. It helps us all if we do that a little better! So think about helping others. That’s the core of networking well. Help everyone.

Ok, enough preaching. The other good thing about helping people is you quickly build a good, positive reputation. That will open doors – maybe not this week or even this year, but it will at some stage. It will all come back and is well worth the investment.

  1. Get seriously up to date 

Be a nerd. Read up about what’s going on – but don’t try to read everything, you will never get there. What you need to do is read purposefully – that will mean skimming a lot of things, and then diving into detail where it’s relevant. What often impresses people is familiarity with the latest discussion paper/briefing/event that the team was responsible for. Find out what that is and bring it up in conversation – but before you do that, talk to someone in the know about it first, so it doesn’t seem like you’ve just read the title.

Find out the context, why the work was done, who the likely stakeholders are, and what’s next. Who knows, it might be you involved in that next step!

Turbo Boost Your Public Service Career Potential

The focus of my last article was networking in the public sector – how the culture of the public service entails a different approach to networking, as well as some tried and tested techniques that can help anyone become a networking star. Maximising your career potential in the public service is a complex picture – effective networking will play a big part, but what else can you do to boost your career in this unique environment?

  1. Learn the Capability Framework NOW! 

The NSW Public Sector Capability Framework is a common foundation across the public service for developing people. Essentially, the Capability Framework describes the capabilities required for different roles across the public sector. If you have recently applied for a NSW public sector position, it is highly likely the Capability Framework was in the background – a consistent marker for assessing job applications as well as for designing the role itself. It’s also the backbone of many ‘people’ systems like training and development. Within the capabilities there are 5 levels – from Foundational to Highly Advanced. A question for you and your career now: what are the capabilities and levels that apply to your current role? If you would like to progress to a role with more responsibility, what’s the scope for doing work at a level above your current role?

The advantage of knowing the Capability Framework is that you have that common yardstick in the front of your mind when you go about your day-to-day work. It’s created a language many are now familiar with, and you can use it to look for tasks that will let you demonstrate your ability to operate at a greater level of responsibility and complexity. At the very least, this gives you the basis for compelling answers to selection criteria – how can you ignore someone who demonstrates competence against the Capability Framework! (IPAA NSW courses are searchable by category and the capabilities from the NSW Public Sector Capability Framework).

2.  What am I known for?

A friend of mine was very good at sport in university – which was lucky as he hated studying! He did very well, getting to the university’s first grade football team but was frustrated that he kept missing out on representative teams chosen from the best players in first grade teams. His coach at the time suggested something to him that I’ve never forgotten: grow your hair long. The problem wasn’t talent – he was about as good as he could be – it was recognition. The selectors saw many, many players, but some people were chosen among peers simply because they were memorable.  Now am I saying you suddenly need a personal image consultant and that will help your career in the public service? Not at all! But I am saying to spend some time thinking about what you are good at, and what you would like to be known for.

In any organisation, your currency is your reputation – this is a combination of your ability, your trustworthiness, but also how distinctive you are. The key is understanding your own abilities really well and focusing on those you really enjoy doing. This is all about differentiation so you would be well-served to focus on 2 or 3 things only. Is it developing communications for a wide range of people? Researching something rigorously in a lot of detail? Monitoring trends and conducting analysis? What could you do that shows you do this thing really well? The answer might be joining a relevant industry group, completing training in something you really enjoy, or simply getting very excited about the ‘discipline’ of your skill and how you can develop it. Think about how much better this will look when you are thinking about your next career move.

3.  Borrow, beg or steal “leadership experience”

For those who are inclined to scale the dizzying heights of public sector leadership, read on…

If you have aspirations to lead a team and are currently a team-member, the pathway to leadership can seem a difficult, even unrealistic one. Remember when you first tried to join the workforce, everyone wanted experience but how to do you get it if you don’t have any? Nearly all formally advertised leadership roles ask for leadership experience – but how do you get that experience in the first place? It’s impossible isn’t it? The answer is – informally.

If you think leadership is for you, then talk to your current manager about how you can get leadership experience. Many managers are very open to providing these opportunities. And of course if it’s in yours and your team’s best interests, all managers should be open and downright enthusiastic about the conversation.  Also, what do you currently do outside of work that demonstrates leadership experience? It might be your sporting team or your local community. Whatever it is, “leadership” is simply about creating and maintaining a group of people so they achieve goals over time. Opportunities to do this can pop up everywhere so get creative, and make sure to include it in your next job application!

4. Hold on to your own unique version of success

I cringe when I read career development articles that seem to assume what success means for all of us. Some people I have helped throughout their careers look very “successful” in a conventional sense, from the outside. But inside, they’re in complete turmoil, miserable with self-directed admonishments and regrets about the career path they’ve taken.

I met a lovely person once in the middle of the Pilbara – a beautiful, harsh desert environment in Western Australia. She was the executive assistant to the General Manager, in an organisation that had many difficult cultural challenges. It seemed to be a very tough place to work, but Raelene was one of the happiest people I’ve met. The reason? She was very well suited to her role, which gave her an incredible aura of calm. She didn’t compare herself to other people and was grateful for having a job that she enjoyed. Being very good at her work too puts her in my book as having one of the most “successful” careers I’ve come across.

Be stubborn about your own unique version of success, and forget about the versions other people have. If you do, you’ll be happier, more productive and an asset to the public service!

Left-field Career Development Tips that Work in the Public Service

In this article, I focus on just three things that you may not have considered – but that I think will help develop your career in the public sector. The ideas set out below are suggestions for taking calculated “risks”, as well as being the most likely to provoke some thinking and hopefully action. First of all though, a little warning. In December 2003, Patrick Weller gave a speech entitled “The Australian Public Service: Still Anonymous, Neutral and a Career Service?” in which he quoted a private sector guru of Margaret Thatcher who had this to say to a committee in Britain:

If you are running a business in the private sector, to be successful you have to be right more often than you’re wrong: if you’re right 51 per cent of the time, you’re just on the right side of that line; if you’re right 60 per cent of the time, you’re doing better; if you’re right 70 per cent of the time, you’re doing well; if you’re right 80 per cent of the time you’re doing brilliantly. However, in the public sector, if you’re right 98 per cent of the time, people are not interested in the 98 per cent—they’re interested in the 2 per cent of the time that you were wrong. Because the 2 per cent will be the instances that people are concerned about where things are not being done properly, or not being done the way people would like to see them being done.

So I put the word “risks” in inverted commas because the culture of the public service – relatively – has a low tolerance for mistakes. You might argue that this is not a good thing, that innovation and learning comes from mistakes. The fact remains however, that the public sector deals with public resources. There are therefore many, many people and communities interested in making sure we get it right! And of course your relevant Minister would no doubt be thinking “Yes please, I want an innovative public service. Just make sure you do all that mistake stuff either before or after I’m around!”

So if you are considering implementing any of these, run them past your manager first – the last thing you want is written material that, for valid reasons, your leader doesn’t want to see made public. Your written work could become the subject of a request for information or an inquiry of some kind, so be careful that the result is something that will make a positive impact among your stakeholders.

  1. Discover and Communicate the Systemic Drivers that Will Impact Your Area

We can all get caught up in the minutiae of policy development and programme delivery – what’s often missing is the time and space to take a big step back and look at the systemic drivers that impact on your area of work. You can then feed this information back to your team in a presentation – a great development opportunity for you and a very useful piece of work for your team.

For example, say you work in an area that is responsible for workers compensation reform. The interaction between current policy settings and current stakeholders are probably well-known to you and your team, but what are the key international trends in workers compensation reform? How might changing demographics interact with policy development going forward? What impact will Australia’s changing economy have on workers compensation policy settings? There will almost certainly be work being done somewhere about this already, so your job is to find it, build on it and filter it so it’s useful for your team to use. The next time your team is asked to work on future policy, then you will have made a great start on the intellectual work required to provide the best possible response.

  1. Get Serious About Stakeholder Engagement

Every area in the public service has stakeholders. The relationship between stakeholders and the public sector is a dynamic, complex one that often takes years to fully master. Leaving mastery to one side, knowledge about stakeholders is an easier thing to gain and can be shared relatively easily with your team. Why do this? Stakeholder attitudes and behaviours are vital in the success of any approach that makes it out of your team. Good predictions about how different groups might respond, is crucial to the success or failure of any initiative.

I once asked a colleague about the success of a young, newly promoted deputy secretary when I was working for the APS in Canberra. How did she do it? I asked. He said that – above all her other talents – the individual had an excellent grasp of the stakeholders – she could almost read their thoughts and could confidently predict how each might respond to a given set of circumstances.

We’re not all like this of course, but a very useful thing to do for your team is to examine and record all your stakeholders and do some analysis on their attitudes, what action you could expect each to take in respect of various policy changes and decisions, as well as your team’s current relationship with each, and their attitude towards each other, your team and the government. A succinct matrix document often helps to present this – and it’s likely to bring to light where work needs to focus in order to improve relationships. What you are really doing is a mini-risk assessment of the social and community dynamics of policy and service delivery development in your area. Because many of us tend to focus primarily on getting the technical aspects right, the data from this type of analysis is a rare and valuable commodity, enabling better decision-making.

  1. Add Value to the Third Sector

This won’t make sense for everyone but you would be surprised at how ‘in demand’ government skills and knowledge are in the not-for-profit sector. There are many challenges faced by the not-for-profit sector – a dwindling public purse, complex regulatory obligations and greater demands on NFPs by those organisations that fund them.  Australia’s not-for-profit sector contributes at least $29.6 billion or 4.7 per cent to Australia’s GDP making it one of our largest ‘industries’ – it is likely there is a not-for-profit of some variety that would greatly value your skills and experience.

Many public servants are put off by exploring skilled volunteering opportunities because of concerns about conflicts of interest – the concern is a valid one, but conflicts are easily managed by making judicious decisions about who you might approach to help out. If you are working on social housing policy then you would of course avoid any NFP that could be funded by your organisation. But if you do know how funding works in government, those same skills are likely to be very useful to any organisation that needs money from government to survive. What is always needed is to be clear on your offering – what are the (3-4) key skills that you have that will be useful. You don’t need to go it alone though – some intermediary organisations match your skills to a NFP in need. And if you do have a particular burning passion or favourite NFP, go for a direct approach – just make sure you have your offering down-pat and be prepared to be flexible. This is a great way to contribute directly to your community, an excuse to dust off your resume and add to your skills, and an opportunity to expand your thinking and perspectives about those who are greatly affected by government decisions.

And for anyone who is a little jaded (it happens to the best of us!), sometimes the best way to re-kindle love for your work is to step outside of it for a while and discover a different perspective.

5 Networking Ideas for Your Career

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I’m not a natural networker. I love people, talking to people and – especially – helping people, but I don’t go out of my way to make contact with new people – even when it would help me – and I definitely feel nervous before meeting people for the first time. Let alone before giving a presentation!

You might think that makes me completely unqualified to talk about networking for your career. But you would be wrong. It’s because it felt so unnatural to me, I’ve had to think about how to do it successfully very carefully. After all, for someone who finds the whole process emotionally draining, the last thing I want to do is waste time on things that don’t work. And I can tell you now, I know first-hand plenty of things that don’t work!

For all those who abhor “selling themselves” the good thing is, networking is not about selling anything. At least, not directly.

When people ask me – “what does a ’networking plan’ actually mean?” I talk to them about what they currently do, ask questions and make some small suggestions that I think will give them better results. Generally this all falls into 2 broad categories: what you could do more of (lots of things here); and what to avoid (a handful of generally unhelpful things – many of which I’ve done myself).

Do more of this

  1. Go right back to the start.

Before you write that email, pick up the phone – make sure you do this first. What is your purpose? Why are you doing what you’re doing? I’ll give you a real(ish) example: say you work in human resources. You like the work, but you’re becoming more and more interested in leadership development. You may have even started studying leadership or are reading books about the subject. But your professional network in that area isn’t strong and you’d like to meet some like-minded people who do it for a living. Imagine you approach someone who does leadership development for a living and you ask them for advice. Be prepared for this question: why do you want to get into this field? You need to be clear on that, otherwise you’re wasting your time. I hate the phrase ‘elevator pitch’ – if you know why you’re doing something, you don’t need an artificial-sounding speech. Go back to the start – why?

  1. Think about them.

If someone came to me right now and said, I want to sell you a new accounting system, I would ignore them. If they said, I want to sell you a sales and marketing program, I wouldn’t even reply. But if they approached me and said, I want to get your advice – now they have my attention. I love helping people, and I can’t resist helping someone, often people I don’t know. No one else is me of course so what this means is think about what’s going to interest the person you’d like to talk to, not what you’re interested in. That can come later, after you have established the relationship.

  1. Focus on your “best bets”.

In my experience, the most likely people to respond to you when networking are those who have at least 2-3 connections with you. They are people who might be in the same or a similar field, have a similar educational background to you, are interested in the same causes and might know some people in common. The more of these the better. Let’s say I would like to be an adviser in the office of a Member of Parliament. One of my tactics might be networking with people who currently have that role or a similar role.  Let’s say you narrow down on 10 possible people you could contact. People who work with politicians are likely to be looking for clues about your political affiliation. Not just whether you are a member of a particular party, but what proof is there that you will be able to stay the course and keep to your values even if under pressure. So be clear on your own affiliation and seek out those who are interested in similar things. See if you know anyone in common. Choose people who feel familiar to you – use your intuition. And when crafting the approach, make it personal and warm. If you do these things, people will respond more often than not.

Do less of this

  1. Using a standard approach.

If you’ve got a standard letter or email that you plan to send to new contacts, throw it out. It will rarely work, which means you need to send it to lots of people, and many of those you send it to will be confused or even irritated about getting it. And even if it does work, it’s unlikely to be a good start to the relationship – the person responding might just be curious, bored or even feel an obligation to reply. There won’t be much emotional attachment there and it’s unlikely you’ll be able to help each other out. Far better to get clear on your purpose, work out a small list of people who you think can help you, and approach them with something personalised for them that also helps them. After all, there are probably only a handful of core contacts that will be really useful to you in your career.

  1. Be pushy in the first contact.

Don’t request a meeting with someone right at the outset. If you are planning on sending a note, email etc, my recommendation is not to ask for a meeting straight out – (it can be so tempting!) The reason is that without really knowing you, most people just won’t have enough trust in you to agree to meet. And unless it’s a very good proposition for them, it won’t be clear they will get something of value out of it – and it will be too late after the meeting you to back out of the relationship. In short it’s too risky for most. Rather than say that explicitly, a lot of people will make an excuse or keep you hanging out indefinitely for a suitable date and time. So by all means, ask to meet, but make sure you’ve worked on a solid connection and have something genuine to discuss.

I hope the above gives you confidence that you can make networking work for you. And don’t forget, have fun. There is nothing like the thrill of uncovering a new opportunity through your own networking efforts!

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