Robert Tearle's blog

Stay up to date with the latest news and views from Robert Tearle

These type of salespeople double revenues of others

These type of salespeople double revenues of others

Do you know that salespeople who are rich in emotional intelligence have been known to produce double the revenues of those with average EI?

So how is this?

It's attributable to a better self-awareness, self-management, social awareness and social management - these are the core dimensions which shape your emotional intelligence.

So what are these?

• Self-awareness. The ability to understand your emotions as well as recognise their impact on relationships and performance. This relates to accurate self-assessment and self-confidence.

• Self-management. Controlling your emotions and using your awareness of them to stay flexible and act positively. A critical aspect in business is the ability to keep any disruptive emotions under control in changing situations and overcoming difficulties. This relates to transparency (trustworthiness), adaptability, achievement orientation, initiative and optimism.

• Social awareness. Your ability to identify emotions in other people and to understand their perspective and take an interest in their concerns. This relates to empathy, organizational awareness and service orientation.

• Social skills/relationship management. Your ability to use your awareness of your own emotions together with your understanding of the emotions of others to manage interactions successfully. A critical aspect in business is the ability to take charge and inspire others while sending out clear, convincing and well-tuned messages. This relates to inspirational leadership, influence, developing others, change catalyst, conflict management, building bonds, team work and collaboration.

 

Find out more, in our FREE white paper Emotional Intelligence

http://roberttearle.com/pdf/EMOTIONAL-INTELLIGENCE-WHITE-PAPER.v2.pdf

Continue reading
185 Hits

How would you handle the top job?

How would you handle the top job?

It can be lonely at the top.

There's no pleasing everyone.

And often for the most senior, they are working with a set of conditions which they did not chose.

There are few people you can trust, there's always somoone who will stab you in the back and your every move is being watched.

The more senior you are, the more lonely it can be. And the more complex the decisions.

The issues which Theresa May faces are not disimilar to those faced by senior business leaders.

Your decisions will have bigger implications, you can’t please everyone! And you cannot open-up to everyone. The more senior you are, the more complex your decision making is likely to be – with ramifications across your team.

When time are positive and fast paced, stress, energy and complexity can have a negative impact on decisions.

Likewise, when time are tough. And pressure at work, doesn’t just come from the workplace – often you will face crisis in your home life – you need to leave personal issues at the office door and remaining professionally focused.

If you are a senior leader - have you considered using an executive coach?

Coaches can help empower your performance to operate at your best. Developing and managing your style – is your approach to leadership and management “nice” or “nasty”

Importantly they can be your thinking partner in respect of handling conflict, difficult relationships and conversations. And importantly, help you to think outside of the box – what are the issues and options which you may have overlooked?

So, what is executive coaching?

Executive Coaching assists an executive to achieve their optimum performance, pinpointing how they can best approach the challenges they face.

Executive coaches are often used as a “thinking partner” when facing critical business decisions and dealing with complex issues.

It’s about helping people achieve better clarity around their goals and priorities. It also assists them to better understand how people they manage or work with.

How could you benefit?

  • The more senior you are, the more complex your decision making is likely to be – with bigger implications
  • Stress, energy and complexity can have a negative impact on decisions
  • Coaches can help empower your performance to operate at your best
  • The nature of the engagement with the coach is often phone based, with regular sessions depending on the individual’s needs.
  • Develop your leadership skills
  • Develop your personal brand and executive presence

How much can you expect it to cost?

  • Around $150 (£100) to $300 (£200) per hour
  • Typically someone would sign up for several sessions perhaps 6-10
  • Often the starting point would be a one off taster session
  • Many execs chose to use coaching on an on-going basis

If you’d like to find a coach, you can find one here:

http://intelligentexecutive.com/coach-directory/

Continue reading
200 Hits

When interviewing, do you use the technique which is 62% successful or 31%?

When interviewing, do you use the technique which is 62% successful or 31%?

Here's the list:

100% Perfect Prediction

68% Assessment Centres

62% Structured Competency based interviews

55% Work Samples 54% Ability Tests 40% Bio data

38% Personality Questionnaires

31% Unstructured non competency based interviews

13% References

0% Astrology / Graphology

 

Assessment centres whilst ideal from an employers perspective, are not viable when hiring into senior role / hiring people who are employed - and therefore do not have the time, inclination nor can they expose themselves. Structured Competency based interviews present your best chances, find out more in our white paper "Competency based interviewing & question bank"

http://roberttearle.com/pdf/Competency-Based-Interview1.pdf

Continue reading
217 Hits

How do others see you?

How  do others see you?

Do they see you as someone with vision or perhaps they think you are all smoke & mirrors?

What do the people you work with think about you? Do they see you as being a winner or loser? Are you bright and do you have a sunny disposition or perhaps you have little or no impact - your in the shade. Out of sight and out of mind?

  • Are you seen as a role model?
  • Do your superiors see you as weak or strong?
  • Do your reports see you as being nice or nasty?

 

Leader or a pushover

Are you content with your lot? Or do you want more?

If you want more, here's some ideas to help you so read on....

Nice or nasty?

Don’t be a pushover – cultivate assertiveness as a lifetime habit.

Assertiveness comes from self-confidence, “nasty” behaviour generally reflects insecurity, selfish and blinkered approach. 

You may need a better understanding of your preferred or default behaviours and learning how to recognise others’ preferred behaviours ... psychometric assessment can help with that. You can then maximise your strengths and how to use them most effectively i.e. assertiveness comes in many forms, not everyone is driven and forceful, many people can be effectively assertive in their expertise and not necessarily in the boardroom.

If you don’t make your case or stand up for yourself when dealing with others you are allowing them to compromise your executive presence, and you will rightly be seen as weak or non-assertive. Avoiding conflict will erode your self-respect and leave you feeling out of control and demoralised.

Endured for too long, non-assertiveness can fester and lead to frustration, ultimately causing you to explode into the opposite approach – aggressiveness, where you fail to respect the rights and feelings of others.

Some people are naturally aggressive, giving commands, making demands and imposing their views on others. Aggressiveness in the workplace is counterproductive and damages the company’s reputation.

Developing your executive presence is ‘brand you’, and is critical to your success in a fiercely competitive corporate world.

To excel, you need to be seen as a role model and “A” player.

Image can sometimes be more important than performance, and can give you an unfair advantage.

People who are seen positively are often given greater airtime, more weight is given to what they say and they are more likely to be included. They’re more likely to earn the promotion, win the contract or get the pay rise.

And this applies not just to one event, but to your entire career, the doors which open, the fast track environment, promotion on promotion and the financial reward to go with it.

And it doesn’t stop even when you get to the top. There’s always another challenge, another achievement…

Anyone over the age of 40 must, without exception, seek opportunities for constructive change. Otherwise you will become outdated in your manner, approach and standing. Rather than pass your sell by date, you need to sharpen the saw or re-invent yourself says Robert Tearle.

Point of view approach.

There will be times when you may need to confront someone or an issue. Failing to do so at critical times could expose you as being weak).

In difficult situations it can help to explain your point of view with a full, frank and honest disclosure about how you are feeling.

You can be quite forthright with employees when you’re developing a major point, but maintain respect when dealing with co-workers, peers and your superiors. When confronting people, you will invariably need to have your ducks lined up and in order.

Prepare your position well and collect any evidence before the meeting or discussion, and used with diplomacy and respect where necessary, this can work well with subordinates, peers and superiors when you are unhappy with a situation.

“I have a point of view”….

Why it is important to listen to my point of view?

What the options are for rescuing the situation

Ask them for their observations and conclusions. It is particularly important when dealing with people who report in to you, that they come up with the conclusions.

Find out more in our white paper:

Developing your executive presence

Which you can access in our white papers section or by clicking here:

Executive Presence

 

 

Continue reading
297 Hits

You wait for a bus for an age and then several of a new type arrive at the same time

You wait for a bus for an age and then several of a new type arrive at the same time

The expression of things turning up at the same time has just happened here - the expression being like London buses…

you wait for ages then three come along at once. ... You wait for ages and then, like London buses, three (or lots more) turn up at once.

And what's happened here, is that our vacancy list dried up somewhat and then we've picked up several simultaneously.

Interestingly there's a common theme.... all of them are in emerging categories:

AI, Machine Learning, thinking computer systems, hybrid business services delivered as a mix of apps and people based services on a subscription basis.

What we are saying is that there has been an upturn in demand this follows the end of the summer holidays, and as we approach year end - companies planning ahead to 2018

The vacancies we are recruiting into include:

  • Big Data, UK & EMEA Sales Lead / GM, neg 100-140k B
  • Big Data, UK Pre Sales, neg 80-120k B
  • AI / Machine Learning driven analytics
  • Public Sector Sales Lead, 100k+ B
  • Enterprise Sales 1x Finance, 1 x Utilities, 1 x Life Sciences 80-100K B
  • Channel Sales Manager, Intermediaries, new route to market - innovative B2B apps c 70-80k B
  • ERP SaaS new business sales

Continue reading
338 Hits

Forewarning. Your LinkedIn photo.

Forewarning. Your LinkedIn photo.

 Ticket or barrier to entry? What you really need to know.

Are you familiar with the Lake Wobegon effect?

Lake Wobegon is a fictional town created by Garrison Keillor to provide the setting for the long-running radio broadcast, Prairie Home Companion. Lake Wobegon is also the setting for many of Keillor's stories and novels.

It is described as a small rural town in central Minnesota, and it is peopled with fictional characters and places, many that have become familiar to listeners of the broadcast.

The events and adventures of the imaginary townspeople provide the prolific Keillor with a wealth of stories, that are humorous and at times touching and thoughtful.

Importantly….

The Lake Wobegon effect, a natural human tendency to overestimate one's capabilities, was coined by Professor David G Myers in honour of the fictional town. 

The characterization of the fictional location, where "all the women are strong, all the men are good looking, and all the children are above average," has been used to describe a real and pervasive human tendency to overestimate one's achievements and capabilities in relation to others.

 Lake Wobegon

To support the view that people in general need to believe that they are above average (the Lake Wobegon effect) one author points out that in a survey of high school students, only 2 percent of the students reported that they were below average in leadership ability.

And the same principle can apply to your perception of your LinkedIn photo.

You may think your image is one which is strong, good looking and above average however is it?

montage

So what? What's at stake?

  • Your standing and reputation in the world - in the community in which you work, your peers, subordinates and superiors, your customers, suppliers, press, associates and the broader ecosystem in which you operate
  • Your earnings - How you are perceived may have implications as to whether you are viewed as being - the best or worst in your category i.e. top or bottom of a salary band
  • Your promotion potential - are you seen as a role model, do you have the credibility
  • Winner or loser? Are you a winner or a loser? Are you being given the best or worst projects, jobs, tasks etc?

 

As headhunters, we are tasked with assessing the personal as well as practical qualities of candidates - and for the high impact roles we recruit into: Sales, Leadership, Consulting... and in this context we are familiar with personal branding and executive presence.

When people see your photo, whether right or wrong they form an opinion about you and if you don't have one - they'll think you're simply not into all this social stuff and don't care about your on-line professional presence. So how you present yourself and the image you project may have very big implications!

So what works best?

The following qualities are those which are best accepted, most likely to open doors rather than be a potential barrier to entry and ultimately help you fulfill your career goals.

Contextual - at different times you may wish for your LinkedIn profile and therefore photo to project different messages. For example if you are in job search mode or seeking a promotion, or perhaps seeking to redress a perception that you are a bully or pushover and reflect the people / customers / suppliers you are dealing with ~ serious vs creative..... And things which may be happening at the time, for example in a disaster.

Approachable - friendly and easy to talk to. You are best projecting an image which suggests you are: welcoming, pleasant, agreeable, congenial, open, helpful versus stern, indifferent - common pitfalls would be for example not smiling or having a stern look, not looking at the camera i.e. looking away to the side, wearing sunglasses

Professional - this does not have to mean formal. However you don't really want to look like a clown.

Current - Employers want to hire, promote and retain people who know what is going on which means they are up to date NOT out of date. Therefore, you should look current and up to date, and avoid sporting a dated hairstyle, set of clothes or perhaps backdrop to the photo itself.

Positive - People want to make enquiries with, connect with and work with happy folk - ideally you will be smiling in your photo.

iStock 520794298

Positive first impressions count, so make them strong positive ones not inferior or feeble ones. You do not want to come across as being weak, insipid, wishy-washy, bland or flat you which are associated with being inadequate or ineffectual.

If you would like to find out more, about "Developing your executive presence" then read our FREE white paper (PDF)

http://roberttearle.com/pdf/Executive%20Presence%20V3.0%20RTM%2043802986.pdf

 

 

 

 

Continue reading
377 Hits

Never underestimate the importance of a commanding physical presence

Never underestimate the importance of a commanding physical presence

If you want to be the best you can possibly be, you need to look the part.

It's not what you think: it's what others think that count.

Your executive presence (brand you) is determined by how others perceive you. Shaped by your image, interactions and internet impressions.

Brand you,your executive presence is critical to your success in a fiercely competitive corporate world.

It embodies the holistic approach you take to the way in which you present yourself to your subordinates, your peers and to your superiors.

Every aspect of your daily life is involved, from how you dress and speak to how you conduct yourself both in and out of the office. It will cover your digital footprint on social media, the relationships you develop and the support and mentoring you both offer and receive.

If you want to be the best you can possibly be, you need to be seen as a role model, and impressive, both physically and mentally.

As we go into summer, there's scope for you to re-energize yourself with exercise, fresh air and perhaps a new wardrobe.

Keeping fit and in good shape, will help you energize yourself..... good posture and an agile body are associated with a healthy mind. Too much weight makes you appear out of control. This is one of the reasons why politicians often like to be filmed exercising, or walking in the countryside…

Benioff, Sandberg and Bezos are all iconic figures and they’re well worth adopting as role models. However, being cool doesn’t work for everyone. And it doesn’t have to. Observe other people around you, especially those you admire, and who play significant roles, and take note of their personas and styles. Your executive presence is shaped by a 360 perspective of you and your footprints. If you think there’s room for you to improve your image or stature the following ideas should help you.

 

Your executive presence isn’t just shaped by what you do at work, it’s also shaped by how your project yourself and your actions outside of work! Ideally you wish to be seen as someone who is positive, has a happy disposition and who is energized. The best leaders are energizing ones. And to be energizing, you’ll ideally be fit. In the sweepstakes of life you should never under estimate the importance of a commanding physical presence.

In our capacity as headhunters, we are continually assessing people's personal brands and executive presence - you can find out how you can develop and maximise brand you in our FREE white paper "Developing your executive presence" in our white papers section on this site.

http://www.roberttearle.com/pdf/Executive%20Presence%20V3.0%20RTM%2043802986.pdf

 

Continue reading
727 Hits

Jan 11, 2017 hiring demand that we're seeing is akin to that of someone jogging.

Jan 11, 2017 hiring demand that we're seeing is akin to that of someone jogging.

Some companies have continued or started hiring, quite a few employers have kick offs and those in the salesforce.com eco system tend to have FYE end of Jan.

Right now, there's a cadence to hiring, we expect more of a full pace Feb / Mar onwards.

Mid to long term - Brexit and rising interest rates are likely to threaten and impact the economy, and may result in a dramatic hiring slow down.

The hiring market now is positive downstream expect it to turn into a walk or to a standstill.

Hiring demand is largely by the economy with the exception of disruptive events (which can be positive or negative).

For anyone wanting to progress their career interests:

  • win a pay rise / salary increase
  • secure a promotion
  • get a better job in a new company

 

Conditions are good right now however we are likely in a positive window which may close in the next 12-18 months.

 

Continue reading
1199 Hits

Transformation agenda awaits for our next Sales Director hire / headhunt

Transformation agenda awaits for our next Sales Director hire / headhunt

The new year has kicked off with demand to hire remaining high, for us driven by high double digit market growth in all things Social, Mobile, Analytics and Cloud.

Right now, one such requirement we're working on is to source a Sales Director, to manage 4 sales teams and a total of some 24 salespeople, c. $30M revenue target.

The role is to manage our clients most significant market sector - General Business / Commercial - small to large firms with a turnover up to $500M.

This market segment is considered by most to be the most exciting, with an apetite for innovation and more agile decision making than companies in the FTSE 100.

Remit here is to manage c 30 people in a fast moving, dynamic environment with both transactional and complex consultative sales engagements. Much of which being undertaken on a phone, and using on-demand collaboration, online meeting, web conferencing and videoconferencing applications.

Our client is a Gartner rated #1 vendor. In a core COOL B2B business apps segment.

Whilst there's already a winning formula in place, last year the company grew by c. 40% however that's not to say there's no desire for change - to the contrary, our client feels this business area has been using a modus operandi which has remained the same for the last c 3 years.

This business unit with c 30 sellers (mainly millennials) is one in which there exists huge scope to further develop sales skills, business acumen and street smarts i.e. ground floor coaching of salespeople from rookies to be developed into performers, high achievers and team leads. And for change to take place, in respect of the strategy behind approach to the market / market segmentation and how they work with channels - currently representing c 40% of revenues.

This is primarily an office based sales environment, in super cool urban workspace in the City of London. Our client is seen as thought leader in their space, highly innovative and a "go to" vendor - they enjoy awesome mind share.

The criteria we are working to is as follows:

COACHING. Strong leadership qualities, someone who is sufficiently experienced, confident and capable that they will need little support. The individual should be able to take ownership of this business unit, and not only shape it but also determine a strategy which the rest of the world may follow:) We seek a mover / shaker type, hot on coaching

MANAGING MANAGERS. Strong sales management record: 6+ years sales management experience to include at least 2 years managing managers gained in a DIRECT sales environment to include developing salespeople from scratch, progressing and promoting people etc - need to be a strong sales coach. Likely to have managed teams of 15 or more.

FAMILIAR WITH SMAC. A background in a innovative, cutting edge environment such as: SaaS/ CRM / eCommerce i.e. all things Social, Mobile, Analytics & Cloud (SMAC) or PaaS / XaaS - our client is not interested in legacy type / dated backgrounds

BUSINESS APPS BACKGROUND such as CRM, Digital Marketing, Financials / ERP, HR, BI, SaaS B2B

HIGH PERFORMANCE MINDSET. Familiar with driving a high performance sales culture: developing and managing cadence, discipline and a structured approach in a highly pro-active environment to include both transactional and complex big ticket strategic sales. Our client closes hundreds of deals each week in this business unit - we need someone familiar with this kind of intensity.

COMMUTABLE TO THE CITY OF LONDON  Currently residing in the UK and able to commute to offices in the City of London on a daily basis, must have 5+ years current experience working in the UK marketplace

STRONG & STABLE RECORD: above goal in 3 or more of the last 5 years, no more than 3 employers in the last 5 years, nor more than 4 in the last 10

REFERENCE-ABLE: Must be able to substantiate experience, track record and qualifications through appropriate references, evidence, background checks etc

If you meet all of the criteria outlined above, I'm interested to talk with you:

This email address is being protected from spambots. You need JavaScript enabled to view it.

Continue reading
1292 Hits

Pre Christmas scramble to hire

Pre Christmas scramble to hire

Do you know that there's a sense of urgency to hire right now?

Right now we've working to several tight deadlines.

You'd think finding strong, suitable candidates is quite straightforward however its not. Strangely when we headhunt managers, finding the people is easy and normally quick however the start to finish engagement requires a smart, and sophisticated approach. For example an Ops Director role we're working on took just 5 days to source candidates for.

However finding GOOD salespeople requires considerably more up-front effort -normally taking 10 days, and if we don't get the breaks 20!

However the carrot we have to dangle is a wicked one.

Right now, we're looking to source exceptional salespeople to join a high achieving team based City of London - in which last year, their Top seller earned £1M.

The nature of the role:

  • Based City of London, new business sales into Financial Services
  • #1 vendor in several categories in the information management, BPM & integration space
  • It's exciting because the value of IT and apps, is all really in the information. The data, how good is it, how can you make sense of it and capitalise on it.
  • Solutions are both on-premise and Cloud - NB sexy as Cloud is in some sectors it's off limits
  • Everyone needs our clients solutions, and guess what - their Gartner rated #1 in several quadrants
  • Not only are the products best in class, but they've also got amazing support: great marketing support specific to the FS team, campaigns, events and BD. This team was #1 in Europe in 2014, #1 w/w in 2015 and yet again full of high achievers in 2016. Working for a great boss, who knows his space, his market, his company and is a proven winning manager - able to coach, support, motivate and add genuine value to you.
  • Guide £80k basic, OTE 160K, 7k car allowance

Here's what we're looking for:

  • A new business type - this is a net new name role requiring a hunter
  • Familiarity with the Financial Services sector beyond your mortgage, bank account etc we're looking for someone who's probably selling into it now, and who's probably sold into it for 3 or more years
  • 10+ years work experience, at least 5 years in F2F software sales
  • Above goal in at least 2 of the last 3 years
  • A record of stability: no more than 3 employers in the last 5 years, nor more than 4 in the last 10
  • Ideally you'll base yourself out of London EC2 and work there 5 days a week, if not you can base yourself out of our clients Thames Valley offices when you're not in the City the other 2-3 days a week

This email address is being protected from spambots. You need JavaScript enabled to view it.

Continue reading
1130 Hits

PMO Manager

PMO Manager

If you could look into the future this is what you would see?

A completely new generation of of business apps: bringing more intuitive, personalised, intelligent experiences for customers & citizens at the front end and smarter ones at the back end.

If you think we are in a digital world think again. Despite a 10+ years history the phenomena of: social, mobile, analytics and cloud are built on old tech, disjointed and the only analytics they have are limited ones.

The future will be one which is unified, interactive and intelligent. And this tomorrow is available today from our client bringing more intuitive, personalised, intelligent experiences at the front end and smarter ones at the back end.

One of our clients, a Top 3 Global tech vendor is bringing to market its next iteration of apps - their biggest event since inception. Taking to market, the next gen of Cloud & apps - the company is years ahead of other vendors, set for exponential growth - a wicked chapter is about to take place. And we're looking for a PMO Manager to take a seat on the centre stage.

 

PMO Manager, guide +/- £100k salary, exceptional bonus plan, best in class perks

 

Based: West London

 

Scope of the role:

·        Management responsibilities for staff development, training, appraisals, leave, and compensation as defined in the Managers guide, handbook, and policies.

·        Delegation of tasks, projects and initiatives to both members of the PMO as well as across this autonomous business unit with good ability to track and manage such delegation  

·        Support the Project Management Office with project administration and co-ordination of all tasks

·        Ensure consistent communication within the entire LoB, chase up reporting, actions, and feedback, and the associated LoB tasks assigned from time to time

·        Work on Business Cases, Planning items, Project initiatives, Schedules, Scope Documents, Leadership activities, Events, and support the PMO with Status Reports and Communication tasks

·        Use Social Media / in house collaboration apps and Video Conferencing, Documents and other collaboration tools for efficient communication to business stakeholders in all areas and across all regions

·        Work closely with sales, sales support and operational teams to follow up and achieve desired outcomes

·        Risk & Issue Management - Maintain risk and issue logs. Provide reports on risks and issues, as well as chase up progress on KPIs

·        Meeting preparation, coordination, facilitation and minute taking. Managing actions to closure

·        Analysing interfaces and critical dependencies, working to very tight FIXED project deadlines

 

Criteria:

The ideal candidate will have some experience of or affinity with all things bright and digital - often referred to as SMAC (social, mobile, analytics and cloud)

3+ years experience managing a PMO with staff with a total of c. 10 years PM experience

  • Relevant experience to this project likely to have been gained with a vendor, possibly outsourcer, managed services firm, SaaS / IaaS / PaaS / Cloud or enterprise software vendor.
  • Big project / big company experience
  • This is not a 9 til 5 job. It is a demanding one, requiring a fast pace, clarity of mind and the ability to remain cool under pressure.
  • Commutable on a daily basis to offices to the West of London
  • Stability of employment appreciating however the ideal candidate background may be that of an "interim", able to demonstrate success and evidence strong credentials, including references
  • Graduate

 

If you possess all of the above characteristics, and are interested contact:

This email address is being protected from spambots. You need JavaScript enabled to view it.

Continue reading
1158 Hits

Your route to CEO

Your route to CEO

Today's CEO enjoy Celeb status and rock star earnings

  • So how do you get there?
  • Check out our white paper and you can find out, what sets these CEOs from others.
  • What make's them different?

 

Our white paper includes some of the basics, such as:

What’s the difference between Leadership and Management?


There have been huge debates about the distinction between a leader and a manager, and whether one is inherently better in some way, or represents a ‘magic bullet’ guaranteeing success.

No doubt such debates will rage on for many years to come, but for now it seems fair to draw a distinction as follows:


• Leadership is about determining direction or vision and strategy for a group, which the group will subsequently follow; i.e. a leader will outline a vision and determine goals and objectives. The successful CEO surrounds himself or herself with great people who don’t need to be micro-managed. And he or she will execute plans through multiple business units and teams, and keep the company headed in the right direction.
• Management is about putting into effect the people / team and resources to deliver those goals which have already been established. Management is about getting things done. This includes setting operational direction, and organising resources to maximise performance, drive optimisation and efficiency.


The effective CEO will arguably be able to fulfil either role, as circumstances demand, possessing the vision and charisma to get people fired up and the management skills to direct his team to success.

And it includes some critical facts which you should take notice of:


• The average age for someone to become a CEO is 50.
• CEOs have high IQs AND are emotionally intelligent. Very few CEOs have high IQs and low emotional intelligence.
• Chief Executives are ordinarily appointed from people with one of three backgrounds:
• About 30 percent of CEOs have finance and accounting backgrounds.
• Some 20 percent of CEOs have sales or marketing backgrounds.

Click here to read our full white paper FREE

 00566-YOUR-ROUTE-TO-CEO.pdf

 

Continue reading
1098 Hits

Sell tomorrow, Today

Sell tomorrow, Today

Earnings range £300-600k. Based Thames Valley / West London. Sales roles.

Top 3 Global software / SaaS vendor

 

Right now, we're looking for two people to join one of the world's biggest brands - one role is to sell into Central Government and another selling into Manufacturing / services industries - the roles are focused on selling a range of software solutions bringing about the next generation of computing and capabilities today.

 

One of the paradigm shifts you will see happen over the next decade, is the implementation of a next gen of compute plaform.

Brought about through the adoption of in memory databases. These bring, real time compute and enable smarter interactions - better placed to handle the dozens of apps people are using, connected to multiple sources / streams and whilst using multiple devices - 99% of platforms in use today, were designed 10+ years ago in a single device era, single app era, single connection era.

This new breed of in memory, real time system addresses much of the shortcomings of antiquated systems and transforms capability to intelligently and intuitively handle the volumes, variety and velocity of info bringing about:

 

IoT smarter devices: computers, mobile, sensors and embedded connected IT is largely working in silo's - CIOs and business want these more joined up and smarter

Ambient user experience: people want more from IT, they want their experience to be contextual - this dovetails in with the above

Information of everything: with a plethora of information - there exists the need to not only tap into this but also to handle the shere mangnitude of the volume of data i.e. handling the big data, having the power to do so and the smarts to make meaning of a tidal wave of info

Real time: everyone is crying out for a better visibility of "now"

In a nutshell tomorrow is more joined up, more intuitive and smarter.

 

Your opportunity to Sell tomorrow, Today

Right now one of our clients is looking to hire 3 people to sell a suite of their technology software products which have an emphasis on creating tomorrow today.

These solutions help address issues of: real time computing / real time business insight and transaction processing, Intelligent BPM, information management, big data, integration / middleware, mobile and IoT enablement.

The pressing issues facing public and private sector execs are:

  • to deliver better consumer, B2B and citizen experiences
  • to reduce cost
  • to transform operations
  • to leverage what they have rather than rip and replace
  • to better join up, the old stuff with the new i.e. new apps, mobile, IoT
  • to have better insight and intelligence
  • to have a real time view, they want the facts which apply now not out of date stuff
  • to be able to access the info they want, how they want, easily and intuitively

 

Our clients sets of offerngs in: real time computing / real time business insight and transaction processing, Intelligent BPM, information management, big data, integration / middleware, mobile and IoT enablement address these issues.

Such is their success in this particular space, that this year, 3 of their 4 sellers in this team, in the UK, will earn £300-600k this year.

 

Here's what we're looking for in a candidate:

  • A hunter sales personality, disciplined pro-active, success oriented, comfortable maintaining a high work rate, developing and maintaining a cadence in your sales activity and able to work in a complex, heavily matrixed environment (our clients is a very large global firm)
  • 5 or more years experience gained selling into Central Government, Manufacturing or Services, or Retail / CPG industries
  • likely 10 years experience selling infrastructure software such as: middleware, BPM, database, ALM, operating systems....
  • A record of new business sales success notably in the last 5 years, we're looking for 3 or more years above goal sales performance
  • No more than 3 employers in the last 5 years, nor more than 4 employers in the last 10
  • UK based, with right to work in the UK and with 5 or more years, current experience being based in the UK and working in the UK
  • Commutable to the City of London or Thames Valley on a daily basis
  • Graduate / possess a higher level qualification

If this is you and you'd like to find out more, contact This email address is being protected from spambots. You need JavaScript enabled to view it.

Continue reading
1058 Hits

Your route to CEO

Your route to CEO

If he can do it. You can.

Congratulations Donald Trump, love him or loathe him the guys a winner.

One thing's for sure - he aims high.

If you want to think big, you need the right foundations - so develop your consciousness about the difference between Leadership and Management

There have been huge debates about the distinction between a leader and a manager, and whether one is inherently better in some way, or represents a ‘magic bullet’ guaranteeing success.

No doubt such debates will rage on for many years to come, but for now it seems fair to draw a distinction as follows:

• Leadership is about determining direction or vision and strategy for a group, which the group will subsequently follow; i.e. a leader will outline a vision and determine goals and objectives. The successful CEO surrounds himself or herself with great people who don’t need to be micro-managed. And he or she will execute plans through multiple business units and teams, and keep the company headed in the right direction.

• Management is about putting into effect the people / team and resources to deliver those goals which have already been established. Management is about getting things done. This includes setting operational direction, and organising resources to maximise performance, drive optimisation and efficiency. The effective CEO will arguably be able to fulfil either role, as circumstances demand, possessing the vision and charisma to get people fired up and the management skills to direct his team to success.

If you want to secure the Top job, you'll need to move through a series of promotions and most likely scale of operations i.e. you need to move up the hierarchy. Develop first management experience and then leadership qualities.

For most people the top job will be secured, through rapid progression upwards - you can't hang around too much.

If your destination is the "C" suite, this white paper will help you shape your ideas, to better position your chances and accellerate your progression.

http://intelligentexecutive.com/wp-content/uploads/2013/04/00566-YOUR-ROUTE-TO-CEO.pdf

 

 

 

Continue reading
1002 Hits

Wanna know what gr8 looks like?

Wanna know what gr8 looks like?

If you want to know what gr8 sales & marketing looks like - here it is

CHECK OUT THE JOHN LEWIS 2016 XMAS ADVERT

They've done it again. What a wicked ad. Gets you right in the heart doesn't it?

It always John Lewis and "always coca cola" who bring out the feel good about life factor in all of us.

What amazing creative B2C talents?

And this is very much what B2B is all about in 2016, going forward. The customer expects more! To be a great salesperson or marketeer you've gotta have empathy.

  • Today's B2B buyer expects the great experience of B2C.
  • Today's B2B buyer is more savvy than ever before requiring both empathy and industry / functional knowedge
  • Today's B2B buyer is more difficult to connect with than ever before requiring a smarter approach.

For the tech sector, the competencies required of your salespeople get higher each year in B2B sales - the game has changed, expectations and stakes are higher

If you want to know what gr8 sales & marketing looks like -

CHECK OUT THE JOHN LEWIS 2016 XMAS ADVERT

Click here:

https://www.youtube.com/watch?v=sr6lr_VRsEo

Continue reading
899 Hits

Andy Murray today the 1 ranked player in the world

Andy Murray today the 1 ranked player in the world

Congrats Andy Murray - wicked

Murray's continual performance improvement is amazing and something to be truly admired. Much of his success can be attributed to marginal gain.

This approach can be used in business, to max performance.

Many top sportsmen and women - and peak performers in business, consciously or sub-consciously apply the concepts of marginal gain.

Here's what Matthew Syed, a British journalist, author and broadcaster has to say about marginal gains.

The concept of marginal gains has revolutionised some sports. Could the same approach also change important areas of everyday life?

The doctrine of marginal gains is all about small incremental improvements in any process adding up to a significant improvement when they are all added together.

It is perhaps most easy to understand by considering the approach of Sir Dave Brailsford. When he became performance director of British Cycling, he set about breaking down the objective of winning races into its component parts.

Brailsford believed that if it was possible to make a 1% improvement in a whole host of areas, the cumulative gains would end up being hugely significant.

He was on the look-out for all the weaknesses in the team's assumptions, all the latent problems, so he could improve on each of them.

By experimenting in a wind tunnel, he noted that the bike was not sufficiently aerodynamic. By analysing the mechanics area in the team truck, he discovered that dust was accumulating on the floor, undermining bike maintenance. So he had the floor painted pristine white, in order to spot any impurities.

Each weakness was not a threat, but an opportunity to make adaptations, and create marginal gains. Rapidly, they began to accumulate.

He went further. The team started to use antibacterial hand gel to cut down on infections. When he became general manager of Team Sky, he redesigned the team bus to improve comfort and recuperation. They started to probe deeper into untested assumptions, such as the dynamic relationship between the intensity of the warm-down and speed of recovery. As they learned more, they created further marginal gains.

Team GB used to be also-rans in world cycling. Indeed, one pundit described the operation as "a laughing stock". But in the last two Olympics, Team GB has captured 16 gold medals and British riders have won the Tour De France three times in the last four years. This is the power of a questioning mindset and a commitment to continuous improvement.

But if this approach can have such dramatic results in sport, what could it do beyond sport?

So what does this mean in so far as your work is concerned?

Strong performance will bring you satisfaction, enhance your status and elevate you to the highest grade levels. This will, in turn, maximise your position on salary bandings and help get you pay rises, bonuses, generous promotions, and the best projects to work on.

Once established into your career, your performance becomes increasingly dependent on making small gains, which taken together achieve big results — as stated this is technically referred to as marginal gain.

Marginal gains: “take small steps and turn them collectively into big results”

Here's the implications for those people early in their careers, and those more advanced into them:

  1. For those people in their 20s and 30s:

Look at how organizations manage their graduate training schemes these days — they often comprise a series of planned assignments and opportunities to broaden participants’ exposure to the business.

This approach rapidly builds a participant’s knowledge base and tests their skills in different environments, so that within a couple of years, a graduate is often seen as ready for their first line management or big technical specialist role.

Over that same period, their salary has increased significantly and is usually linked to their performance. However, that scheme takes them to the point where the organization expects the employee to take greater charge of their own career plan.

High potentials (Hi-Po’s) may still get significant discussion within the organizations succession planning meetings, but it is easy to slip of the radar with one or two years of OK performance.

So your work performance is important to keep you in the frame within your current organization and in competition for funds from the no doubt stretched Learning & Development budget.

2. For those people in their 40s, 50s and 60s

Your work performance as well as your growth potential are what count - you don't want to reach a peak, plateau and then stagnate!

The longer you stay with a particular organization, the more likely you will increasingly spend more time in each successive role.

As you scale the hierarchy, the opportunities for big internal moves become more limited, yet the competition is still fierce.

So, it is important that you identify any opportunities, even the small ones to make gain ground and keep learning and developing.

Not only do you need to understand the concept of developing new skills, gaining new group but also you need to internalise the concept of the forgetting curve.

This hypothesizes the decline of memory retention in time. This curve shows how information is lost over time when there is no attempt to retain it. A related concept is the strength of memory that refers to the durability that memory traces in the brain.

The chart below shows the concept of the forgetting curve, in a short term context - this also applies in the longer term concept i.e. over a 5 - 10 year plus period.

3. In conclusion, to max your performance - you've got to continually acquire new skills and replace those which have become rusty, or forgotten

Grasp the idea of marginal gain and never let it go.

You can find out more about this, and how you can better exploit your executive career opportunity in our "Intelligent A Player" – executive career planning and performance development framework - which you can access here FREE.

http://www.roberttearle.com/index.php/is-it-time-to-put-your-career-back-on-top-of-your-agenda

Continue reading
1009 Hits

Robert Tearle gives the lowdown on headhunting

Robert Tearle gives the lowdown on headhunting

Undertake a google search and it may well present the following definition:

“Headhunting” – the practice among some people of collecting the heads of dead enemies as trophies.

Ask any senior HR Director / CXO and they’ll agree with the following definition: ‘HEAD-HUNTING’, aka ‘executive search’, is the process of identifying, enticing and securing senior executives into key positions. And ‘retained executive search’ is where an external search firm is paid an up-front fee to fill a business critical appointment.

To be ‘head-hunted’ applies only to someone who has been specifically identified for a particular position, approached for that role then hired into the company – unlike an active job seeker applying to a company or being introduced via a staffing firm.

Head-hunting is widely used at senior levels, where the impact upon business performance can be as high as 40%! A successful appointment may result in a positive impact on business of up to 20%, while conversely a poor one could be minus 20%! The more senior the appointment the greater the stakes, which is why head-hunting is so highly valued.

The days of relying on the old boys’ network to find that exceptional candidate are long gone – we are now experiencing a third generation of head-hunting.

After the old boys’ network came a more scientific approach, more comprehensive, structured and often ruthless. But that method is already out of date: in today’s connected on-line world job seekers use networks like Linkedin, which complements conventional people networks and traditional referral techniques, enabling a head-hunter to achieve shortlists in weeks as opposed to months.

People say head-hunting is a black art, but it’s not.

If you’d like to know more, about how head-hunters approach assignments, who the top head-hunting firms are and how you can improve your chances of being head-hunted, click below to read the full article.

 

http://www.roberttearle.com/pdf/ROBERT-TEARLE-GIVES-THE-LOWDOWN-ON-HEADHUNTING.pdf

 

Continue reading
950 Hits

Is your personal brand letting you down?

Is your personal brand letting you down?

Your personal branding is critical to your success in a fiercely competitive corporate world.

Robert Tearle says “it embodies the holistic approach you take to the way in which you present yourself to your subordinates, your peers and to your superiors – to your customers, competitors, the broader marketplace and if you are senior perhaps to your shareholders.”

Every aspect of your daily life is involved, from how you dress and speak to how you conduct yourself both in and out of the office. It will cover your digital footprint on social media, the relationships you develop and the support and mentoring you both offer and receive.

Robert Tearle (who has 20+ years head-hunting experience at senior levels i.e. CEO, CXO, senior management… and who has worked with many of the world’s most demanding employers including IBM, SAP, and Salesforce.com) says “To fully exploit your executive career opportunity, a strong personal brand is essential".

What’s at stake? The greater your executive presence the higher your perceived esteem, the sharper your edge and the better your chance of achieving the impossible dream. To excel, you need to be seen as a role model and “A” player.

Here’s what’s at stake:

Stock awards | Status | Sack | Salary increase | Self-esteem | Role model | Redundancy | Promotion

This is such an important topic, that we have updated our executive presence white paper - check out Version 3 here

http://www.roberttearle.com/pdf/Executive%20Presence%20V3.0%20RTM%2043802986.pdf

 

 

Continue reading
837 Hits

NEWS RELEASE: VERSION 3 OF OUR "EXECUTIVE PRESENCE" WHITE PAPER IS OUT NOW

NEWS RELEASE: VERSION 3 OF OUR "EXECUTIVE PRESENCE" WHITE PAPER IS OUT NOW

Executive presence is ‘brand you’, and is critical to your success in a fiercely competitive corporate world.

Robert Tearle says “it embodies the holistic approach you take to the way in which you present yourself to your subordinates, your peers and to your superiors – to your customers, competitors, the broader marketplace and if you are senior perhaps to your shareholders.”

Every aspect of your daily life is involved, from how you dress and speak to how you conduct yourself both in and out of the office. It will cover your digital footprint on social media, the relationships you develop and the support and mentoring you both offer and receive.

Robert Tearle (who has 20+ years head-hunting experience at senior levels i.e. CEO, CXO, senior management… and who has worked with many of the world’s most demanding employers including IBM, SAP, and Salesforce.com) says “To fully exploit your executive career opportunity, a strong personal brand is essential".

What’s at stake?

The greater your executive presence the higher your perceived esteem, the sharper your edge and the better your chance of achieving the impossible dream.

To excel, you need to be seen as a role model and “A” player. Here’s what’s at stake:
Stock awards | Status | Sack | Salary increase | Self-esteem | Role model | Redundancy | Promotion

This is such an important topic, that we have updated our executive presence white paper - check out Version 3 here

Read the white paper on developing your executive presence

Continue reading
879 Hits

Do you know that Emotional Intelligence accounts for 58% of performance in all job types?

Do you know that Emotional Intelligence accounts for 58% of performance in all job types?
Do you know what emotional intelligence is?
Have your contemplated what your emotional intelligence (EI) strengths and weaknesses are?
 
And have you thought about how your EI may be driving or blocking your career success?
 

Emotional intelligence is a broad description of the ability to understand and control one’s own emotions, together with the ability to manage relationships through the recognition and understanding of other people’s emotions. 

There is an increasing awareness and recognition of the relationship between the emotional intelligence of an executive, how they apply their emotional intelligence and the relationship between it and business performance. 

20% more sales

Organisations who have worked to develop emotional intelligence in their sales teams, have seen sales revenues increase by 20%.

Reduce attrition by 50%

Employers who have incorporated the use of emotional intelligence when hiring and on-boarding, have reduced attrition by as much as 50%.

The best people are high in EI

90% of high performers are high in EI

This 3 minute animation video clip will help you develop your insight into EI.
http://www.roberttearle.com/index.php/emotional-intelligence
Continue reading
955 Hits
Back to top