6 Tips for Writing a Powerful Career Change Resume

Are you changing careers? There’s no question that you’ll need a fresh, revamped resume to accompany your job search in a new field. And while creating a resume isn’t the easiest task, take heart in knowing that much of your experience — even if it’s in a completely different industry — will still be relevant.

That’s because so many skills — especially soft ones — are transferrable. If you’re shifting from a production manager role at a publishing company to event planning in the wedding industry, for instance, your organizational skills, leadership abilities, and strong Excel and budgeting background are all going to be applicable.

In your career change resume, you have to tell the story of your transferrable skills to hiring managers, explaining how qualifications from your previous career are still applicable and relevant. (Here are tips for how to have a successful career transition overall.) Whether it’s because of a shift in the industry or a shift in your interests, there are lots of reasons to make a mid-career transition. Here’s how to get started developing your new resume.

6 Tips for Writing a Powerful Career Change Resume

1. Identify Your Transferrable Skills

Get to know your new industry! Read job descriptions and industry news to gain a sense of the skills that employers require. (Review this list of employment skills sorted by job.) Print out your current resume with your job history to date, and write a list of all the skills you’ve gained and used throughout your career. Some of these may be listed on your resume directly, but others may not.

Then, list out the skills commonly required in your new industry and look for matches.

Think creatively: Say you’re moving from sales to teaching. What are things these roles have in common? Well, both jobs require the ability to hold the attention of the room, give a strong presentation, and convey potentially complex knowledge in easy to understand and remember language.

And don’t forget that you can include non-professional experience on your resume, too.

2. Write a Resume Objective

Use your resume objective, which appears on the top of your resume, to highlight what type of job you’re seeking. The objective — just like the rest of your resume — is all about you. But the true purpose of the objective is to sell hiring managers on your candidacy. (That’s also true for the whole document!)

In your objective, connect the dots for hiring managers — you can use this space to make it clear how your former career has provided you with the skills you need in your new field, and for this job in particular.

3. Determine Which Resume Format Works Best for You


A chronological resume — which lists experience from most recent to oldest — may be the most commonly used resume format, but that doesn’t mean it’s the only option out there.

A functional resume is often the best choice for someone switching careers, since it puts the focus squarely on your skills and experience (rather than where you worked, and when). This type of resume helps highlights the most relevant parts of your work.

If you are transitioning from sales to teaching, to continue our example from above, a functional resume allows you to showcase your relevant presentation abilities, instead of listing out sales jobs, which wouldn’t feel meaningful to a school district.

A combination resume — which mixes the functional format with the chronological one — is also a good option if you’re shifting careers.

4. Add a Skills Section

When hiring managers scan through your resume, they might not see familiar job titles or responsibilities from their industry. So whichever resume format you choose, use the skills section to highlight that you have the soft and hard skills required for this job — here’s more information to help you know what to include in your resume skills section.

5. Leave Off Unnecessary Information

Your resume does not have to exhaustively list every position held, task completed, and programs used. Think of your resume as a greatest hits album: Include only the highlights that will help your resume seem relevant to hiring managers in your new field. This can be particularly important if you’re switching job levels, as well as shifting careers.

6. Watch for Jargon

New career industry, new jargon! When you work in a field for a while, jargon becomes second nature. Jargon can help you seem like an insider in your original field, it can confuse and alienate hiring manager in your new field.

Explain job titles, programs, and job-related tasks and achievements in clear language that anyone can understand. Better yet, translate those skills and responsibilities into your new field’s insider-language and shorthand.

10 Ways Technology Is Revolutionizing Sales

The rapid evolution of technology has significantly impacted nearly every facet of business today, from generating marketing content to managing client issues. One of the areas that technology has affected the most significantly, however, is in the realm of sales and lead generation.

Here are some ways that technology is revolutionizing lead generation for organizations across the globe.

1. Casting A Wider Net

In general, it takes a significant amount of time and other resources to find, contact and engage leads. This means that it can be easy to miss strong opportunities in the mix.

Artificial intelligence (AI) technology can help with this, as AI tools can engage potential customers online in natural-sounding conversations, as well as reach out to thousands of possible leads tirelessly. This is one of the reasons that 61% of survey respondents cite improved lead generation as the main reasons they’re investing in AI.

2. Helping Leads “See”

60 to 70% of consumers see clear benefits in using augmented reality (AR) devices in their daily lives and at work, making it a great tool to generate leads. For instance, some organizations like IKEA are using AR technology in digital marketing campaigns to help potential customers visualize the company’s products in their homes.

3. Cost Cutting

AI technology can also help marketers cut costs, allowing them to delegate more resources to other lead generation pursuits. For example, these tools take care of the repetitive administrative tasks intrinsic to marketing, allowing people to focus more on generating new clients and strengthening relationships with old ones.

In fact, companies that have successfully introduced AI technology have seen marketing cost reductions of up to 60%.

4. Customizing Audiences

Coming up with target audiences is extremely important in lead generation, as it makes messaging more specific and effective. You can use technology like Facebook Custom Audiences to target users similar to your established customers, allowing you to generate higher quality leads and boost your ROI. Since Facebook has over 1.9 billion monthly users, the possibilities are practically endless.

5. Understanding Big Data

The emergence of big data – the industry is predicted to be as big as $102 billion by 2019 – holds great potential for lead generation, as it can provide insights to improve practically anything from native marketing to personalized targeting. There are several effective data analyzation and data management tools to help marketers understand and implement strategies surrounding their data, helping them use the information to generate leads.

6. Retargeting

Retargeting helps marketers stay connected with people who have previously shown interest in their brand by performing actions like visiting the website. You can use retargeting technology to show these potential leads custom ads tailored to their behavior, without annoying them. 30% of consumers have a positive or very positive reaction to retargeted ads, versus 11% who feel negatively about them. The greatest percentage, though (59%) had a neutral reaction.

7. Data Visualization

In a 2016 survey, LinkedIn found that the #2 most desirable hiring skill is statistical analysis and data mining. This is largely because data is becoming huge in lead generation – especially data visualization, which conveys immediate, appropriate, and factual information to your target audience via a chart, graph, or animation. There are a bunch of new tools out there making this easier for marketers of all skill levels.

8. Lead Filtering

61% of B2B marketers find generating high-quality leads as their biggest challenge, but AI can make the process a lot easier. This technology can be built into sales platforms and filter through leads based on data patterns. It then comes up with a list of leads that are more likely to purchase from your company, greatly increasing your ROI.

9. Website Improvement

Tracking platforms like Google Analytics are becoming mandatory for any marketer looking to figure out which web pages and strategies work best for generating leads. Data from how each page performs will help you improve your marketing efforts, which is why as many as 30 – 50 million websites use Google Analytics.

10. Predictive Analytics

Marketers who use predictive analytics are 1.8 times more likely to consistently exceed shared organizational goals, largely due to the fact that AI uses predictive analytics to predict customer behaviors. This helps you choose target audiences and effective strategies quickly and accurately.

Although there’s no replacement for human marketers in lead generation, technology has come a long way in helping improve marketing strategies in all industries.

What are some other ways you’re using technology to generate leads?

Will Robots take over from Recruiters?

A.I.  These two letters have been causing quite a stir in the recruiting space over the last 2 years or so.

Every day we see at least one or two articles discussing artificial intelligence in recruiting—how it’s going be the next big “thing” in recruiting, how it’s going to change recruiting, how it’s not going to change recruiting, why it is or isn’t going to take all of our jobs.

It’s creating so much noise that A.I. in recruiting has started to feel more like a black cloud (silver lining percentage dependent on your opinion of the matter) than something recruiters will actually put into everyday practice. By discussing the theory of it with such fervor, A.I. is slowly turning into a concept rather than a gameplan before our eyes—another pattern that seems hopelessly similar to the social media boom.

Moving past the vague discussions of how A.I. may or may not change the recruiting industry, let’s take a realistic look at the way it’s already affected recruiting and the new developments that are out there.

It’s easy to hear A.I. and immediately picture a robot sitting in your desk chair and you sitting in an unemployment line. Not quite. To put all the fears at ease, like most new technological developments, A.I. is going to enhance many aspects of recruiting and make our lives easier, rather than replace us. Take a look at one of the biggest pieces of A.I. that’s already out there for recruiting: resume scanners. These systems run over resumes and make intelligent decisions based on the content of resumes as to whether or not they should be viewed by a recruiter. Now think about this technology has changed the recruiting industry—it’s made life just a little bit easier, right?

Despite this presence of A.I. already, it’s become such a hot topic because many companies are now looking at how they can go a step further and really increase the amount of decisions made by technology. Here are some on the frontier:



This is a programmatic advertising company that focuses solely on the recruitment marketing space. Essentially, you tell the program what candidates you’re looking for and using the information you give, they create highly targeted campaigns across everything from Google to Twitter to Indeed in one fell swoop.




This program works very similarly to a resume scanner, but takes the process a step further by simulating how a hiring team reads a resume and makes a Y/N decision. It can also read resumes you’ve picked based on certain job descriptions and learn how to match certain resumes to certain jobs, giving you better recommendations.




Arya, claiming to be the world’s first A.I. recruiting platform, goes from sourcing to selecting resumes for further review by a recruiter. The automated sourcing uses data collected from your past recruiting efforts and impresses those same patterns when finding new candidates for your funnel, followed by a similar learning resume scanner to what MosaicTrack has developed.




Mya separates itself from Arya by being the world’s first A.I. recruiting assistant. But this is the big one that most articles are hailing as the recruiting A.I. frontrunner. It works with a handful of the big name ATSs and essentially does all of the jobs that need to happen throughout the interview process—prescreening, answers FAQs candidates might have for you, provides application tips, and so on.


All of these are impressive technologies are also very dependent on one thing: flesh & blood recruiters.

Programs still need data and they still need someone to at one point actually talk to the candidates. Rather than fearing the robot takeover as A.I. develops and discussing the pros/cons, take a chance on diving into a program that works for your team and see how it can make your life easier. Use it to cut the mundane tasks out of your workday and spend more time what you do best: building and maintaining relationships with hiring managers and candidates.

Do you have a 5 year plan to achieve your goals? 4 steps to get you started!

Hindsight really is a wonderful thing. If I had my life over I would do a lot of things very differently BUT at the time I was just going with the flow and trying my best to do the right thing by everyone around me. Is that wrong – no – but with a bit of planning I could have made much more headway towards achieving my LIFE GOALS without cancelling my integrity or having fun along the way. So what about you?

Hmmm – life goals is a big, big, scary phrase – a bit formal – a bit too long term? Perhaps I can put it another way – how about I ask you what LIFESTYLE you hope to be living in 5 years’ time or in 10 years’ time? Now I think I have you more engaged. Generally I would think you have some vague ideas in mind such as owning a property, travel destinations, health and fitness. Are these just little clouds in your head or do you have a definite plan of action to make them happen?

In business when you talk about goals there is commonly used planning formula – write down the goals, work out your strategy and then formulate the specific actions that can make it happen. So why not apply this same formula to your life?

Step I: What are your most important goals: Don’t’ be too ambitious – making 3 definite statements will do for starters. Isolate what you are wanting to achieve – realistically what do you want that surpasses everything else. Eg I will travel to the top 5 destinations on my bucket list.

Step 2: Allocate a cost to achieving each of the goals. Eg – my trip to New York will cost me $5000.

Step 3: What is your strategy for making each of these things happen? Are you prepared to give up those 2 take away coffees every day to add $50 to the savings account every week – don’t forget that will be $2500 at the end of 12 months – an airfare to New York?

Step 4: Put together an action plan – what actions do you have to do every day/week/month to start seeing each of your goals moving forward. Eg Set up a Travel Savings Account and deposit $100 every week.

The example I have used is a simplistic one but you can see that by defining your goal into a financial reality, a strategy and actions you CAN make it happen.

You have probably heard it a thousand times that the years go faster as you get older but believe me – they really do – and before you know it the years ahead of you are much less than the years behind you. So be smart, be strategic and be focussed.

Wouldn’t it be nice if in 5 years’ time you could say to your friends – “I had 3 things I wanted to achieve by 35 and I’ve done it! “

Yours. Together

Deborah Ross

What does year 1 look like for a NatRec Recruitment Associate?

The NatRec Recruitment Associate programme is for the recruiter wanting more than just “another” agency experience. Our associates are employed recruiters wanting greater flexibility, freedom, autonomy and serious career progression.


We offer interested recruiters a pathway to working for themselves. We provide business training modules and milestone targets for the recruiter who REALLY wants more than just another job! Once you are ready to own the business you continue to get all the full NatRec services and support you receive as an employee, the only difference being YOU own it.


To ensure our Recruitment Associates are successful from the very start we’ve built an in-house training programme. We know you can recruit and so the training is about how to run a successful and growing recruitment agency.

Associate Programme Training Modules


Module 1: NatRec Recruitment Processes

Overview of how our consultants operate so they maximise their success. This covers systems, processes, templates and in-house protocols.

Module 2:          Self Management

We delve into the potential pitfalls of working for yourself and how to make sure you cope with a very different lifestyle to a standard employment arrangement.

Module 3: Statutory and Legal Issues

Company vs ABN, Director responsibilities, workers comp, business insurances, OH&S & privacy law.

Module 4: Business Planning

This is an depth process that will help you craft your 12 month plan – from setting the goals to all the activities you need to do to achieve them.  This will also dovetail into the budgeting process.

Module 5:  Understanding Business Financials

In this module you will learn all about revenue and expenses, setting budgets, cashflow, reading your P&L and balance sheet, company tax and invoice funding.

Module 6:  Managing for Profit

Gain an understanding of fixed and flexible expenses, peaks and troughs, tips and tricks to stay on track.

This is an exceptional opportunity to be part of a growing team of experienced recruiters without the traditional constraints – don’t miss out!

You can call or email anytime to discuss how you could join NatRec and take control of your future. Work from anywhere, earn more money and achieve work life balance.

Deborah Ross  |  Regional Manager ANZ

0411 878 732

Is time management really possible in today’s world?

I had an epiphany a couple of months ago – it was about time management. This is a subject that I thought had been pretty much exhausted however I had been reading all these articles on technology and all the incredible things we can now access. Inevitably though they were negative about the way we have become accessible 24 /7 and how much pressure that places on all of us.

What suddenly occurred to me is that there appears to be this GAP between our perception of how our time should be allocated between work/personal life and the technological advances that we now have at our fingertips. From my experience of interviewing hundreds of people over the years the majority feel that the accepted period of time that you should be at work is no longer than 8am to 6pm. Their personal time was after 6pm and of course weekends.

But what if we CHANGE OUR THINKING and now say – I have a set list of things I want to accomplish in a 7 day week and it doesn’t matter what time or day it is? I don’t just mean your work time – I mean your whole life – work, family, friends, fitness, study, etc.

Naturally there are certain things that we have to do during Monday to Friday business hours like visit clients face to face. HOWEVER there are things that you can do at home on a rainy Sunday afternoon to get a jump on the week because you CAN just log on when you feel inspired. Or what about interviewing that hot candidate by Skype on Saturday rather than 5pm on a Tuesday – they will probably thank you for it. The result of this is that you will be potentially utilising down time and taking stress off other times in the week. Subsequently you should be able to go to the gym or that school event during the week because you will be under less pressure to be in the office.

So if you accept my premise, here are my 3 easy steps to time management:

Step 1: Dump ALL your obligations/activities/expectations onto a big sheet of paper or whiteboard or a word doc – whatever works for you. This includes expectations at work, home, everything.

Step 2: Allocate the important things to specific days/times where they absolutely have to occur onto a 7 DAY diary page.

Step 3: The rest is flexible. Put it on your Weekly To Do list. I think we need to embrace the age we are living in and start merging our work and personal lives holistically if we want to make the most use of the technology available to us. To quote our Prime Minister – “we are living in the most exciting time” – but how many of you are stuck in the past and not embracing the new paradigm.

It may not work for you but for me it has been a game changer – I seem to be able to achieve more but somehow be much more relaxed and my life is a lot more organised. At the end of the day no matter which way you decide to organise your week don’t be too hard on yourself – if you are managing to achieve 80% of your tasks you are actually doing well.

Yours. Together

Deborah Ross

How to make your organisation family-friendly

Tony Abbott used Mother’s Day to announce a new budget imitative to make childcare more affordable in a push to encourage more parents back into the workforce after having a child. Women – especially post-childbirth – are a massive area of potential participation growth for the Australian workforce as outlined in the 2015 Intergenerational Report released earlier this year.

The Prime Minister said the measures will lead to 240,000 families increasing their hours in paid employment, including almost 38,000 jobless families. Replacing a number of other existing tax breaks and entitlements, this initiative will see families earning up to $65,000 receive 85 per cent of childcare costs per child and families earning up to $170,000 will receive 50 per cent of childcare costs.

Read more

Why your organisation should be family friendly.

family friendlyOne of the biggest areas of potential participation growth identified in the Governments 2015 Intergenerational Report is increasing participation of women in the workforce. Currently, in Australia just over 60 per cent of working age women (18-64) are participating (either part or fulltime) in the workforce. This has increased significantly from numbers measured in 1975 (46 per cent) and by 2055; it’s projected to grow to 70 per cent.

The obvious reason for the lower participation, when compared to men, is that the creation and management of a family usually falls to women. Consequently, the later stages of pregnancy and early stages of a child’s life typically sees the mother either staying away from the workforce temporarily or semi-permanently, with some returning at various stages of the child’s development, i.e. once childcare is secured, once the child is in school, or once the child has greater independence.

Many families struggle with a single income and mothers usually return to work once a childcare placement can be secured. However, many families in this situation find that the logistics and costs involved in childcare are too high and aren’t financially worthwhile for the mother to return to work.

This situation has a snowball effect – not only do the costs and difficulties of affordable and convenient childcare affect the family unit, it also affects the potential participation rate of women in the workforce in 2055. Without significant government and organisational policy changes, the required participation rate will not be met and the economic consequences will be dire and felt by all demographics of Australian society.

Get ahead of the pack and start making ground breaking changes in your organisation today – here’s five reasons why it’s worth your while.

  • It won’t cost you anything

Seriously; the skeptics at Forbes Magazine dug deeper than the PR-type ‘studies’ that seemed to only find positive elements of family-friendly workplaces, to see if the concept was, in fact, financially viable. Turns out, the companies that implemented family-friendly policies saw an increase in revenue that matched the costs involved in implementing the strategies. Effectively, being a family-friendly company pays for itself. So, once you’ve made the decision to invest in your organisation and see your returns cover your investment, the flow-on effects are all positive.

  • High employee retention

We all know that recruitment is a sizable cost for many organisations – especially those with a high turnover. By investing in your people and their families – or future families – you’re ensuring that your employees can see your organisation as supportive and factor in their ongoing participation as part of their future. Think of all that company knowledge, professional development investment and successful succession planning that will continue to be a part of your organisation today and into the future.

  • A happy workforce

Imagine having the ability to create a sense of support and security – and productivity – so much so that your employees cannot help but be happy. Almost all of the time. Studies have shown that employees of such organisations experience less stress and enjoy better health. As a result of reduced stress – at work and at home – an overall increase in employee productivity, motivation, creativity and ownership of results is demonstrated within the organisation. How much better would it be to work for an organisation where your peers and management are supported in their choices to have – and enjoy – their family lives.

  • Become an Employer of Choice

Imagine not having to look for the best talent; instead, they seek out employment with you, simply because you support and promote the role that family plays in the lives of your people. Even the most talented and ambitious of professionals may have or desire a family; some may have thought they’d need to sacrifice such ideas for the sake of a career. Your organisational policies will open up a whole new opportunity for them that they otherwise would not have had – no need for expensive incentives, simply implement family friendly policies and practices that, as mentioned above, pay for themselves.

In our next blog post we’ll explore some strategies and policies that your organisation can implement to encourage a family-friendly culture that won’t break the bank.

Does your organisation have a family-friendly culture? Do you think it’s financially viable for organisations to implement such policies? We’d love to hear your thoughts.

Pop Culture and Human Resources: why aren’t there more movies about recruitment?

moviesSeriously? Strong characters, potential cameos, life-changing decisions and heart wrenching situations – what sounds more like Hollywood Gold than the recruitment industry?

So why haven’t they made any movies that focus simply on our industry of choice? Here are a few stabs in the dark to answer this very question:

  1. All the people in the movie industry have a deep seeded loathing for the industry, brought on by a PTSD-inducing experience from way back when they were a best boy or gaffer.
  1. All the potential movie investment companies resent how much of their budget is dedicated to recruitment and refuse to back a project that glorifies the depletion of their hard-earned dollars.
  1. Any potential writers with steady day jobs are too wary to bring up the word ‘recruitment’ for fear it’ll stimulate a knee-jerk firing and hiring spree amongst the studio execs.

Regardless of why Recruitment doesn’t get the full Hollywood treatment, here is a selection of movies with elements that touch on our brilliantly vibrant and tumultuous chosen profession.


1. Ocean’s Eleven, 2001
Almost everyone has seen Mr. Newly-Married Clooney as Danny Ocean; the charismatic criminal with a hint of a conscience… Only a hint, see he has ‘rules’ with his heists: first, no blood. Second, Rob only whom deserves it. Third, do it as if you have nothing to loose.

Aside from the actual casino hit, full of complex and intricate scenes of how each ‘professional’ is useful in the grand hit; the best bit of the movie is the recruiting montage. As Danny Ocean brings each new team member in on the heist, we’re given a flashback view of the skills that they’ll bring to the Ocean’s Eleven team.

2. The Italian Job, 2003
What is it with criminals embracing their recruitment prowess in pursuit of ill-gotten gains?

The Italian Job is a less-Vegas-y version of Ocean’s Eleven, where the target is $35 Million of gold bars in a bank safe in Venice, Italy. Unfortunately, Mark Wahlberg’s character, Charlie, is less adept at recruitment than Danny Ocean, and one of his team double crosses the heist.

Sorry Charlie, there’s no legal recompense in the criminal world.

3. Moneyball, 2011
The classic play-by-numbers or statisticians dream movie about an American baseball team that looses three of their biggest stars (and any internal hope of being competitive) plus their total salary budget is a third of many of the larger teams.

In comes a manager, Mr Bradley Pitts, with a plan – in the form of a Yale Graduate who evaluates players’ contributions statistically – and helps said manager recruit nobodies and ‘left-overs’ that the rest of the league laugh at.

Of course, they do really well; which can be put down to the equally applicable sporting and recruitment mantra – there is no ‘I’ in ‘Team’.

4. Red, 2010
The movie that answers the question: what happens to old spies?

Old spies never die, they just go under cover.

RED is the apt acronym given to Bruce Willis’ character: Retired, Extremely Dangerous. The former CIA agent finds himself being drawn back into his old career when his house is attacked by heavily armed assailants, he abducts his pension department worker under false pretenses and reunites with his former teammates to remove the bounty from his head and take out a high ranking government official, hell bent on removing him and all his Intel.

I see a theme here that will become more and more common in the coming years: the older generation returning to the workplace, no matter what their original skills were, and bringing their company knowledge with them.

5. The Devil Wears Prada, 2006
This movie is an exploration of the term ‘paying your dues’. I know I’ve worked some pretty crappy jobs – and great jobs with ridiculous hours and demands – but I’ve NEVER worked with a Miranda Priestly (well not quite anyway!), thank the Recruitment gods!

The gorgeous Anne Hathaway, as a naïve and ambitious journalism graduate, is hired as the second assistant of the all-powerful Executive Editor of Runway Magazine, Miranda Priestly (epically played by Meryl Streep) and finds new meaning in the words work-life balance.

While this movie is more about career progression and the choices we must make along the way – success or success measured with a healthy dose of home life, friends and family – it’s a good lesson for recruiters the world over to remember; what’s really important to you?

Do you have any movies to add to this list? And why do you think there isn’t a movie or at least a TV series dedicated to the industry of hiring and firing?

Australian’s are less likely to “play well with others” at work

play with othersA recent survey by recruitment heavyweight Randstand found that while every other company in Australia boasted of their collaborative nature and values; the attitudes and behavior of their staff reflected the exact opposite.

Half of us just don’t want to play anymore

Nearly half of the 9000 employees surveyed said that they fail to see ANY benefit in teamwork in the workplace. Leaving only 51 percent to say that they work better in teams and 75 percent of their counterparts across the rest of Asia saying that it brought out their best.

The whippersnappers are more team-oriented than the elders

Gen Y (1980-1994) is the most collaborative of the so-called age groups, with almost two-thirds saying they perform better in teams. Only a third of Baby Boomers (1946-1964) said the same.

While this statistic means little on it’s own, when compared to our productive Asian neighbours; China (87 percent), India (86 percent), Malaysia (80 percent), Hong Kong (74 percent) and so on, it seems that a belief in teamwork’s effectiveness also equates to higher productivity.

Our ‘self-entitled’ culture greatly affects our relationships at work

One of they key findings of the report was that the individualistic nature of the Australian culture greatly affected how we interact with others at work. Asian workers are less likely to put themselves first in a work situation and have been working internationally for much longer than our workforce has been, collectively.

Three lessons Australian businesses and workers can learn from this report:

1. Build stronger relationships, inside and outside of the organization, that don’t require a single account manager to maintain.

Regardless of staff turnover and loss of business knowledge with the loss of a staff member, a business relationship that is maintained at multiple levels in an unstructured and mutually respectful way is always going to lead to better results. Think of it as the “hit by a bus rule”.

2. Leverage technology to gather input, perspective and knowledge from all geographical realms of your business.

Technology is at a level where no one has an excuse to not be at a meeting anymore, or at least to have input into the process. If you’re looking for a well rounded, researched and multiple perspectives, utilize technology to get people together.

3. Companies need to measure, reward and reinforce the importance of collaboration to see any improvement.

Employers need to reinforce teamwork in performance reviews and informal conversations around the office. Help create an environment that encourages people to ask questions of their fellow employees without any threat or assumption of incompetence or hand balling.


Do you think teamwork is an important element of a productive workplace? Please share any tips you have on creating an environment that encourages collaboration.




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