Business Resource & Lifestyle Magazine Issue #53

GWP M a g a z i n e s

S ydn ey

®

B u s i n e ss

SYDNEY - Issue 53 | April 2013

M a g a z i n e

S i n c e

2 0 0 5

Business Visits Connect Operators with Opportunities Page 18

The Meat in the “Sandwich” Planning for Aged Care Page 22

Can an Outsourced HR Solution help my business?

Chris Westacott...

Page 24

Helping to Keep ‘em on the Bus! Business Resource & Lifestyle | Issue 53 | April 2013

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Business Resource & Lifestyle | Issue 53 | April 2013

Business Resource & Lifestyle | Issue 53 | April 2013

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Cover Story: Adrian Payne Contributing Writers: Charlie Lynn Adrian Payne Angry Anderson Cathy Krimmer Andrew de Wynter Daniel Moisyeyev Ian Frame Rob Cliff Stephen Frost Darryn Fellowes

Art Director: Svetlana Greku Executive Officer: Daniel Moisyeyev Director of Public Relations: Angry Anderson Cover Design and Cover Story Layout: Xabier Goñi, XDesigns Photography: Francesca Surace, Stilz Fotografika Printing: Pegasus Print Group Business Resource & Lifestyle Magazine® is published by GWP Media® and GWP Magazines® ABN: 82 096 352 064 www.gwpmagazine.com.au Office Address: Unit 31, 7 Hoyle Avenue, Castle Hill, NSW 2154 International Standard Serial Number ISSN 1837-199X Advertising Enquiries p | 1300 889 132 e | info@gwpmagazine.com.au To Subscribe w | www.gwpmagazine.com.au

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The opinions expressed in this journal do not necessarily reflect and are not to be regarded as the official opinion of the editor, publisher or their agents.

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Editor and Publisher: Dmitry Greku

Business Resource & Lifestyle | Issue 53 | April 2013

All information contained within this journal is provided for general information purposes only and on the understanding that none of the content herein constitutes professional advice. The editor, publisher or their agents accept no responsibility for any claim, loss or damages arising out of or in connection with any materials contained in this journal. Readers should not rely on the publications in the journal and seek appropriate professional advice in respect of their own circumstances.

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Business Resource & Lifestyle | Issue 53 | April 2013

CONTENTS

CONTENTS 21 20 Cover Story 10 Chris Westacott ....

Helping to Keep ‘em on the Bus! Adrian Payne

Regulars Business Advice

28 Features

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22 The Meat in the “Sandwich” –

Planning for Aged Care Darryn Fellowes

28

24 Can an Outsourced HR Solution Help Regulars leadership

My Business?

Andrew de Wynter

32 I Need a Website. Can You do it for Free?

Daniel Moisyeyev

16 No Labor Light on Rooty Hill

Charlie Lynn

Society & Life Local Government

34

Faith, Hope and Fear Angry Anderson

Education – Roles and Responsibilities are Changing Stephen Frost

The Wedding Ring – What’s Hot for Men Robert Cliff

30 Connection is the Key to

Manufacturing Growth in Sydney’s West

Ian Frame

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Make It Meaningful to Make It Motivating Cathy Krimmer

38 Classifieds

18 Business Visits Connect Operators with Opportunities

The Hills Shire Council

20 Parramatta City Centre Stage in

Urban Overhaul Parramatta City Council

Business Resource & Lifestyle | Issue 53 | April 2013

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editor’s letter

Your Success is Up to You!..

Dmitry Greku, M. Sc. - Editor and Publisher - GWP Magazines®

A business is a very fragile thing.

Successful business operators must be professional in multiple fields, be able to accomplish multiple tasks of different kinds, strategise and organise their business concepts and processes, their brand, people in their business and those around it – all in the best and most effective way.

There appears to be a commonly held opinion by those who have never played the game: ’You’re in business – therefore you’ve got plenty of money‘.

Money is not something which is immediately handed out, the moment we apply for our ABN. Money must be earned by a lot of deep thinking, hard work and a ‘straight and direct’ approach.

This straight and direct approach is a part which is not always applied these days. A lot of people try to be nice, politically-correct and ’helpful‘ – these are some of the worst enemies of the money making process.

I would like to share some of my experiences under various circumstances. They all reflect on our businesses regardless of the size of the business we’re in.

Make sure your business is presented professionally.

I had several people enter my office just last week trying to sell me something. One was probably a local farmer, who we would like to support, but I saw him through the window running around with three peaches in his hand. He stuck half of his body through our door: “Would you like some fruit?” “No?” “No worries”. And that was it. The other two, one was from a big and well known telco provider, services of which we have used in the past, the third was a self employed man with his own idea, which had been done many times by many companies before his visit to my office.

Neither of these people had a business card, a

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Business Resource & Lifestyle | Issue 53 | April 2013

flyer with information or any sort of presentation material.

Please make sure you have a brand that has been developed by a professional. A brand-logo must be attractive and not just look ’nice, it must explain, attract and sell. Check the work your graphic designer has previously produced for other businesses. At the same time don’t forget that your logo and/or a brand image are not just a group of lines and dots which anyone with a computer can do. They must have meaning and promote your business, its products and services. This design service is not cheap when you deal with a professional. But, isn’t it worth it to have a great looking image that sells your product or service and will serve as an identity for your brand for years to come?

Find the right associates for your business.

There is an old saying ’Tell me who your friends are, and I will tell you who you are.’ I’m proud to say that we started working with a group of professionals who provided us with their services from the first days of our publishing business. We still work with them today. We’re getting more new business associates, but we have lost not even one.

Always find the right people associated with your business. They not only must be good business operators, above all they have to be great personalities and decent human beings. Maybe even tough to deal with, but you need to be 100 per cent sure that they will never damage your business interests and the interests of your clients.

They must respect your team, your products and services and treasure an association with you as a business. You don’t have to be close friends, but you must respect each other and be mutually proud of this association and your ability to work together.

Don’t forget to put your ’beautiful‘ self in the shoes of someone you’re dealing with.

How many times have people approached you

saying “I would like to help you”? The first thing which comes to your mind perhaps is - “Did I ask you to?” One of the sales people I mentioned informed me that I have to pay for his service, the success of which he can’t even guarantee because he “just recently started” and hasn’t collected any data yet to prove his idea actually works in practice. The reason he gave for my needing to pay him was that… “his service cost him money”. So, now I have to invest in someone else’s idea without any guarantees. Frankly, it’s embarrassing for me to even listen to this sort of proposal? People in business (especially those that have just recently started) should not take others for fools looking for an opportunity to dump money into their inexperienced pocket simply because they believe they have an excellent idea.

Make sure that you would want to buy your own product if it was offered to you by another person in the same shape and form as you’re offering it to others.

Don’t try to pretend by being ’nice‘ – just be honest.

We all should respect other people’s time, their business and personal resources. Sometimes I have been in situations when I did approach companies or individuals with different business offerings. And in some cases it took me months to figure out that they were not even considering what I was presenting to them. We had multiple meetings, deep discussions and plan-building sessions and it all was happening due to their inability to say: “Thank you for your offer, but I’m not interested.” In the future, let’s help each other to grow our businesses – and let’s be honest.

Have a great day. Take care of yourself, your team and your clients. G

e | editor@gwpmagazine.com.au

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1300 889 132 Business Resource & Lifestyle | Issue 53 | April 2013

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Proudly Presented by

Chris Westacott... (l-r) Nat Martorano, Kris Cilia, Chris Westacott, Elly Beck, Andrew De Wynter

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Business Resource & Lifestyle | Issue 53 | April 2013

great australian Business People

Helping to keep‘em on the bus!

by Adrian Payne

Chris Westacott’s business ‘The HR Department’ has been operational for just under three years, but Managing Director Chris’ background has a firm foundation that was many more years in the making. In 2001 he left the corporate world and started his own HR consultancy business ‘Realise Performance’. His in-depth understanding of organisations came through extensive experience working with leaders in a broad range of industries and sectors. Realise Performance’s track record shows they can maximise an organisation’s potential by implementing people strategies that effectively connect strategy, structure, systems and capabilities.

Chris began life with his family in a Sydney housing commission suburb. Leaving school at age fifteen in the early seventies he remembers his transition from school into the working world by two of his early job experiences. One was working in a bank, the other was as a pastry cook - he loved cooking, but his father thought that he ought to get a ‘real job’, so he went to work for the bank!

He didn’t like being a banker, so joined the NSW Police for a while, but that didn’t push any buttons for him either!

When Chris was 19, his father moved out of the family home, leaving Chris with the responsibility of taking his place as head of the household. With his mother struggling to cope, Chris says he “grew up in a day!”

He decided that with only a School Certificate, he needed to do something more in order to get somewhere in life. He started by gaining a

Business Resource & Lifestyle | Issue 53 | April 2013

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Proudly Presented by

Chris Westacott speaking at ACAA National Congress Nov 2011

At this time he set himself some goals. He set out to be a Personnel Officer by age thirty. He was a Personnel Officer at twenty-four. He planned to be a Personnel Manager by age forty... he made it at age twenty-seven. His third objective was to be a Personnel Director by age 50... this he achieved by age thirty.

Personnel Administration Certificate. This was the only qualification available in what later became known as Human Resources Management.

He found he was enjoying the work, gaining satisfaction in helping to facilitate positive interaction between people and the processes of Personnel Management.

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Business Resource & Lifestyle | Issue 52 53 | March April 2013 2013

After gaining his qualification, Chris started his HR career as a personnel clerk with the Old Kent Brewery in Ultimo, at the very bottom of the ladder.

Today he is pleased that he was able to build his skills through experience in the workplace and substantiate it with university qualifications. He feels the relative ‘shelter’ of today’s academic corridors make it difficult for HR graduates to fully understand the realities of managing people.

He made the most of his two years with The Old Kent Brewery, and moved on to become a Personnel Officer for Philips Australia. Within eight years he had become the HR Manager for

Philips’ consumer group. He recognised that in Human Resources management, a broad base of experience was essential for future success so he moved on. Chris notes that part of developing as a HR manager is the need to learn how to negotiate under stressful conditions. Working his way up in HR during the tumultuous industrial landscape in Australia in the 1980’s and 1990’s provided great experience in how to take a tougher stand when necessary! His time with Hawker De Havilland at Bankstown provided him with that opportunity.

In following years, he further built his broad base of experience as Director of Human Resources in the NSW Health Department, in Pharmaceuticals with scope across South East Asia and in other large organisations. At this time companies were re-structuring and Chris found himself embroiled in workplace change, and the sometimes painful short-term consequences of corporate ambitions for longterm business renewal.

great australian Business People His next move saw him working for a Financial Advisory business. They had identified a new need where in the prevailing environment of change, many organisations were shedding workers, who as they went, were taking with them considerable sums in redundancy payments. It was perceived there was a need to work with businesses to help workers in transition look after their redundancy money, to invest rather than squander their lump sum payments. They taught Chris the rudiments of financial planning and asked him to set up a business to cater for the need.

In 2001, after a couple of years in the world of financial planning, he started his own business.

Realise Performance was to be a consultancy business and a large part of his success came from working in Aged Care. His involvement and to some degree his specialisation in Aged Care is still part of his service portfolio today, but in 2006 he realised that Human Resources support

Andrew De Wynter and Chris Westacott

for business in the environment of organisational change, was an opportunity that he shouldn’t let go by. So he offered an off-site Human Resources ‘department’ for businesses who would prefer not to set up their own HR unit, and out-source that expertise.

In 2010 the business relocated to the Norwest Business Park. In the course of getting to know the locals and the area Chris realised that many SMEs were looking for support around managing their employees and so The HR Department was born. The vision of the new business was to help small companies get the best people and keep them. Chris says that good Human Resources Directors will constantly strive to work themselves out of a job... but quickly adds, “but of course it never happens”... there are always issues, some, not difficult to resolve, but at times issues arise that really test the people-skills of both company management and members of the Human Resources team. It was a positive start and after

first six months ‘out there’ they tripled the business.

Chris foresees that Australia’s current unemployment level of just over 5% it is going to get harder from the employer’s perspective.

He believes that sectors such as Aged Care are going to grow massively in the near future to care for the ageing baby boomer population. He asks the question ... “where will they get the staff they need”? The sector is already poorly paid, but governments are aware of the problem so it’s likely there will be a change to attract sufficient numbers of quality people. Where will they come from? Chris believes they will come from other businesses. He predicts that retail is also headed for stormy weather. Currently they are adjusting to the challenge of internet sales impacting their traditional shop based sales, but he says “wait until they can’t operate because they can’t get staff!” They call this looming crisis, ‘The Aged Care Tsunami’. Businesses will simply not survive if

they can’t get good people and keep them. Good people he predicts, are going to be hard to find in a future labour market.

When asked to quote a case study related to his work, he spoke about a Community Care business whose management misunderstood an award agreement. Fortunately Chris was called in to resolve a dispute that arose from the issue. He says that had the situation gone too far the business would have been ruined, with costs of millions of dollars not far down the track. His understanding of a change in the award, made it possible for him to take the heat out of the situation, resolve it to the satisfaction of the employer, the employee and the Fair Work Ombudsman who had become involved.

Chris’ intervention cost the Community Care business $25,000... but the business was saved from possible fines of over $150,000 and almost certain bankruptcy.

On the subject of Human Resources systems, Business Business Resource Resource && Lifestyle Lifestyle| Issue | Issue 5253| March | April 2013

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Proudly Presented by he quotes an example of a discussion between a manager in a large organisation talking with someone from a smaller business who had a performance management problem. Intending to be helpful the corporation manager offered to send over their “great performance management system”... but sadly it didn’t work. Chris explained that the cultures of the two businesses were quite different, the sizes of the businesses were different and a good system in one business may be disastrous when applied in another. The establishment of a unique HR framework is an essential feature in the smooth-running of any business, so policy lines don’t conflict and work against the unique values of the organisation.

The HR Department was recently asked to act as a recruitment agency. Chris Westacott pointed out that as a business, they weren’t into recruitment, but the client insisted. They needed a fresh start, they wanted to change the culture because with a 40% turnover of staff, they were not efficient, and wanted to reduce attrition to 10%. They believed that The HR Department could not only recruit new people but put in place an HR framework that would build a culture of job satisfaction for its workers.

The analogy that supports Chris’ vision is about ‘getting people on the bus’... and having them want to stay on the same bus for a good part of their journey, knowing it’s going somewhere they are happy to go, rather than having people

Bridgeclimb We made budget celebration 2012 (l-r) Elly Beck Kris Cilia Chris Westacott, Nat Martorano, Andrew De Wynter

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Business Resource & Lifestyle | Issue 53 | April 2013

hopping on and off at every corner.

The HR Department partners with a number of other companies to bring a raft of services to our clients - whether its payroll, training or specialised recruitment. An important part of what they do is to coach managers to handle staff, crossing the ‘t’s’ and dotting the ‘i’s’, making the business/employee relationship comfortable and predictable.

Chris observes that if a business doesn’t have employees who are committed to the business,

then they will lose them. Frequently he observes managers who don’t bring new people into the organisation in a way that they feel ownership of their role and a sense of how that role contributes to the overall success of the business.

He quotes the example of a young graduate who is completing an internship. She has been told that when she finishes, there won’t be a job for her. The manager instead wants to keep his wages bill down, and employ another raw intern.

It is difficult to see the logic of having trained

There’s two rev heads in this family Chris and his daughter Danielle at V8 race day Easter Creek

great australian Business People Amal and Chris enjoying the local scenery in the Netherlands

2 mily 201d Chris an ith the fa e w ll s ie a n a tm Chris al, Nicole, D (l-r) Am ott Westac Chris cen

tre enjoy through E ing a river cruise urope wit h friends

2012 Christmas Card . (Top l-r) Elly Beck, Stephen Auburn, Joe Degabriele, Kris Cilia; (Bottom l-r) Caroline Fitzgerald, Chris Westacott, Nat Martorano, Andrew De Wynter

garbage bins a year. They have quite a small team, because most of the production is undertaken by robots. But even robots need to be looked after... or they break down! The company values its workforce – both human and nonhuman. Robots are maintained and people are valued, engaged and paid appropriately. Staff turnover is very low. Everyone is committed to the business.

someone in the work and nurtured them in the culture of the organisation that they would then put their investment... a trained intern, out onto the streets. A wiser business will ‘pick her up’ and pay appropriate wages. They will get the benefit of the skills she has learned. The first business will be back to square one with an untrained (but cheap) new intern! The message here, is about investing in people, and paying them appropriately for their skills, to realise the value of the investment.

A key realisation that Chris tries to bring to managers’ consciousness is that nothing happens without the people who do the work. Making

them feel a part of the business and paying them well will bring prosperity and a smooth-running business, especially if this policy is combined with genuine consultation on where the business is going, and how to get there.

He says “no matter if you are the head of BHP or the owner of a small business, you need to know what makes your people get up in the morning and want to work for you”... ”You need to know what motivates them and nurture it”.

He called to mind a client they haven’t worked with for some time... They make over a million

The actions of managers is one of the greatest sources of disillusionment among employees.

Some managers “want to be liked” says Chris.

It’s a problem, because that often leads to some employees getting away with behaviours which are inappropriate, like coming in late or not wearing correct uniform. This sort of inconsistency leads to discontent among other staff members, who he says are “always watching their managers”...

On the matter of identifying businesses that are successful, Chris Westacott believes they are clear about what they want, they engage their staff, they are transparent and they have a plan. “That list of attributes applies in any size business” he says.

Chris’ advice for business success is simple...

“Know what you want... Invest in the business and your people... and be innovative” but “Don’t think it’s going to happen overnight”. G

Business Resource & Lifestyle | Issue 53 | April 2013

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Leadership

No Labor Light on Rooty Hill The Hon. Charlie Lynn - Member of the Legislative Council

Politics can be an alluring mistress for those who court the leather benches of Parliament.

Ministerial courtiers’, chauffeur-driven cars, power, influence, inner-sanctums, and public lecterns form a privileged mosaic for elected representatives . How well they remain connected with those who trusted them with a vote will often determine their length of stay in Parliament.

Remaining connected with the aspirations of a public serviced by a 24/7 news cycle together with local constituents and their own families is a challenge that can easily lead to breakdown and burnout. Managing dynamic renewal is therefore the challenge for modern political leaders.

Recent history suggests the lesson is yet to be learned.

The election of the Carr Labor Government in 1995 was followed by two landslide victories in 1999 and 2003. A lean, hungry and talented Ministerial team supported by a sea of safe Labor seats throughout Western Sydney proved to be an insurmountable obstacle for a demoralised and disjointed Liberal Opposition.

Inevitably the Ministerial stars within the Carr Government began to burnout. The Premier, Treasurer, Attorney-General and experienced Ministers in Health, Education, Planning, Police and Transport moved on to be replaced by a Second X1 from the shallow end of their gene pool.

Reckless spending policies, favours to mates and emerging scandals led to a revolving door of Premiers and Ministers in an attempt to try and stop the rot. But an emerging stench associated with names such as Tripodi and Obeid saw them heading towards an electoral train-crash in March 2011.

The situation created a unique opportunity for the photogenic Premier, Kristina Kenneally, to create history and become a political heroine. All she had to do was snap out of her death stare towards political oblivion and call the Governor to hand in the keys. ‘Your Excellency, we’re buggered. We’ve run out of talent, money and

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Business Resource & Lifestyle | Issue 53 | April 2013

ideas and need to take some time out to renew ourselves. Let’s put the public out of it’s misery and call the election now.’

Unfortunately she was caught up in the hubris of government and the opportunity for greatness passed her by. She will now be remembered as the Premier who led NSW to a massive historic defeat.

immigrants. Say sorry for lying about the Carbon Tax. Say sorry for allowing unions to hold our economy to ransom. Say sorry for spending billions on madcap Green energy schemes. Say sorry for racking up billions of dollars of debt. Say sorry for saying sorry for things we didn’t do.

Then call in union heavies and say: ‘Sorry comrade – it’s all over. We’re going to rebuild

Bring it on. Put the country out of its misery. Acknowledge that there was never any light on Rooty Hill.

Her political sister, Prime Minister Julia Gillard, does not have the luxury of a similar opportunity.

Her time has passed and she faces an even worse fate as the G forces in Labor’s death spiral increase. All she can now do is stare helplessly at her political ripcord.

our Party based on an aspirational free enterprise system with our traditional commitment to social justice. We’re going to give everybody in the electorate a vote on who they would like to represent our Labor ideals and be part of a new dynamic political force.’

The opportunity to save Labor from itself now rests with political bravehearts from within her ranks.

Then they should reach for the light-switch and tell Julia September 14 is too far away. G

A delegation of talented backbenchers essential for their renewal process could demand that Julia ring the Governor-General and hand in the keys of Government before the end of the financial year.

Bring it on. Put the country out of its misery.

Acknowledge that there was never any light on Rooty Hill. Tell the embittered Tony Windsor, the joker Oakshott, the delusional Craig Thompson, Slippery Pete and the sanctimonious Greens to shove their ransom votes where the sun don’t shine.

Say sorry to Australia for running our Defence Force down to the lowest level since World War I. Say sorry for flooding our borders with illegal

For more topics and to contact Charlie Lynn, please visit www.charlielynn.com.au/blog.

You don’t need to be a

superhero t o change

the world

“Education is the most powerful weapon which you can use to change the world.”

Nelson Mandela

G e t k n ow l e d g e Get skills Get equipped mywsi.com.au 131 870 Business Resource & Lifestyle | Issue 53 | April 2013

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LOCAL Government

Business Visits Connect Operators with Opportunities Are you considering expanding or relocating your business? A business visit with The Hills Shire Council might be just what you’re looking for.

Greg Peters of The Hills Shire Music School says Council’s business visit program helped him to consolidate his own thinking around how to expand his business.

“I wanted to grow my business from exclusively a guitar school to a larger music school to offer more instruments and a broader range of music opportunities for students, as well as relocate to bigger premises,” Greg said.

“Council’s Economic Development team were enthusiastic and talked through my expansion ideas with me,” he said.

“They assisted with some new ideas about my website and provided a database of information of the local demographic – an area which I had already been doing some significant work – so this helped consolidate those ideas.”

Greg says The Hills Shire Music School has grown and expanded significantly over the last 12 months, offering new music courses and opportunities for students to become involved in community events.

“I’m happy with how my business has grown and the direction in which I’m headed now,” he said. “There’s nothing more satisfying that seeing students progress and grow in confidence over time.”

Council’s Economic Development and Marketing Team have conducted more than 1000 business visits since the inception of the program four years ago.

As part of a new initiative to expand the business visits program to reach new and start up businesses, the team is now contacting and offering the service to those who register an Australian Business Number (ABN) in the area.

Economic Development Officer, Steve Garrard, said the business visits program demonstrated The Hills Shire Council’s commitment to help

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Business Resource & Lifestyle | Issue 53 | April 2013

Greg Peters has expanded The Hills Shire Music School

new and existing businesses to maximise their potential.

“Many business people are interested in accessing the data Council can provide to support their business decisions,” Steve said.

“The Hills Shire Music School is an excellent example of how we could help a local business owner who was ready to expand his business, and we congratulate Greg on the great results he has achieved over the year.”

“Council’s business visits program can provide new business owners with vital marketing research, demographic data and population information that is designed to help those companies better understand where they can generate local business leads from.”

“The team offers assistance with local business information; business databases and industry specific categories as well.”

“This includes recently released Census figures that provide an interesting and revealing snapshot into the types of residents and businesses in the area,” Steve said.

Steve said The Sydney Hills is expecting to add

55,000 new jobs in the next 25 years in order to accommodate a growing population, so assisting existing businesses to expand is also a critical part of the program.

“Eighty per cent of new jobs will come from firms we already have, so it is important to help established businesses stay local and grow new jobs,” he said. G

If you would like to know more about the business visits program, the local economy and the 2011 Census, contact Council’s Economic Development team on 9762 1108 or visit www. sydneyhillsbusiness.com.au – and become part of Sydney’s economy on the move.

how could a coffee grow your business?

Book a FREE business consultation and have a coffee with the Economic Development team to find out how... rEciEvE

Discuss how your business can gain access to market intelligence, local economic and demographic information, population forecasts, business workshops and networking events.

Free accEss to a BusinEss lEads dataBasE

Meet with the Economic Development team at The Hills Shire Council or email enquires@investsydneyhills.com.au

+61 2 9762 1108 Business Resource & Lifestyle | Issue 53 | April 2013

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LOCAL Government

Parramatta City Centre Stage in Urban Overhaul A multi-million dollar master plan to revamp the Riverside Theatres has been given the seal of approval from the Parramatta City Council.

The recently approved master plan proposes three options to redevelop Riverside Theatres.

Each option includes major upgrades to the existing Theatres, increased seating capacity, enhancements to the public domain, connectivity to the riverfront and Parramatta CBD and the expansion of back of house functions.

According to Lord Mayor of Parramatta, Councillor John Chedid, the master plan is part of Council’s vision for an entertainment precinct that will meet the needs and expectations of the rapidly expanding population in Western Sydney.

“We need to cater for audiences who want to experience arts and culture without having to travel all the way into Sydney’s CBD,” Cr Chedid said.

“Parramatta is already a well-known regional arts centre, with over 1,000 performances and events held in the City each year. We recognise that there is a strong need to modernise and build venues and facilities that attract world-class

The Lord Mayor of Parramatta, Cr John Chedid, and former NSW Premier, The Hon. Barrie Unsworth, celebrate the Riverside Theatres 25th anniversary.

acts and performances to Parramatta as well as providing opportunities for local performers,” Cr Chedid said.

In addition to the upcoming development in the entertainment precinct, Council has also kicked off Parramatta Square, its three-hectare landmark development in the heart of the CBD. The project includes the submission of a development application (DA) for 169 Macquarie Street and another DA for 160 Church Street anticipated in the next few months.

These two Parramatta Square developments will not only lend a helping hand to the local

economy, it will also assist with generating jobs for people in Western Sydney.

Data from the Bureau of Transport Statistics (BTS) in late 2012 has forecasted an additional 52,000 jobs for Parramatta by 2036 (2006-2036), nearly 50 per cent more than originally predicted.

The eagerly awaited Parramatta Square development will include generous public space, new Council facilities, retail and dining options, corporate centres and strong connections to the Parramatta transport interchange. It is also expected to provide accommodation for 13,000 workers.

An illustration of the Riverside Theatres entertainment precinct

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LOCAL Government “We have already lodged the development application for the Macquarie Street property, which we expect will be approved later in 2013,” Cr Chedid said, adding that council has already engaged CBRE as real estate agents to market the two properties.

“An Expression of Interest campaign for 169 Macquarie Street will commence in March, following which we will be shortlisting potential buyers and entering into negotiations. A similar process will begin later in the year for 160 Church Street,” Cr Chedid said.

Council is also talking to potential tenants for 169 Macquarie Street and has engaged Colliers as the leasing agent. In order to make the sale of the property more appealing to buyers Council will identify interested tenants for the building as part of the package for sale.

Cr Chedid said Parramatta Square illustrates the vision of where the community wants to take Parramatta into the future.

“Parramatta Square is a place where people will want to invest and do business. It will enable Parramatta to fulfil its role in meeting the business, cultural, entertainment and tourism needs of the fastest growing region in the country- Western Sydney,” Cr Chedid said.

The developments also embrace state-of-the-art design, as Council aims to facilitate projects which are beautiful, iconic and environmentally-friendly.

An illustration of the169 Macquarie Street development, designed

by Architectus, for which Council recently lodged a DA. The future mixed-use tower on 160 Church Street, designed by Grimshaw

The 160 Church Street development, designed

by Grimshaw, will be among the tallest residential buildings in NSW. The environmentally sustainable design incorporates landscaped sky gardens every six floors, shared by smaller communities.

The proposal by Architectus for 169 Macquarie Street includes 25,000sqm of commercial office space. The design incorporates a dramatic atrium space, Parramatta’s first green roof and clever integration of the public domain.

“All of these projects aim to reach the highest standards of design and functionality, building on Parramatta’s status as a leading City,” Cr Chedid said. G For more information on the Riverside arts and entertainment precinct or Parramatta Square visit www.parracity.nsw.gov.au.

Parramatta City Council p | 02 9806 5730 e | seggert@parracity.nsw.gov.au

Business Resource & Lifestyle | Issue 53 | April 2013

21

Business Advice

The Meat in the “Sandwich” – Planning for Aged Care Darryn Fellowes, Wealth Adviser - Skeggs Goldstien

Do you remember those driving holidays when you spent days in the car with your parents? Well if you have ever seen the movie National Lampoon’s Vacation, it may bring back some memories!

We have all seen and enjoyed watching Clark Griswold set off on his family vacation to Walley World with his wife Ellen and his two children Rusty and Audrey. Along their trip they visited Ellen’s cousin and unwittingly ended up with a surprise passenger…Aunt Edna and her little dog Dinkins who needed a ride to Phoenix!

It seems obvious to all that Aunt Edna’s presence is unwelcomed except Aunt Edna. She creates tension between Clark and Ellen and of course drives the teenage kids crazy. After leaving the Grand Canyon they find that Aunt Edna had passed away in her sleep – much to the horror of Rusty and Audrey Clark’s solution to placate the kids and create much needed space in the car was to put Aunt Edna on the roof! This has become one of the most infamous and talked about parts of the movie, and many families have vowed to do the same to their own ‘loved’ ones.

Giving our children unconditional love, care and attention is only natural, particularly when they are young and completely dependent on you for their very survival. The question is…should this role be reversed when you are no longer able to live independently?

In our experience, more than ever before we are seeing our “Baby Boomer” clients much like Clark and Ellen, requesting our assistance in planning for their parents’ aged care requirements. However they find themselves in a difficult position because they are often working to support themselves and their children who are studying, and are also often supporting their ageing, sick or disabled parents who require an increasing amount of care. They are often referred to as the “Sandwich Generation”.

Planning for Aged Care There are two scenarios for transitioning to

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an Aged Care Facility. One is through careful planning and selection, whilst independent and able to make sound decisions. The other, which often involves finding emergency care, is the result of illness and accident or loss of a partner.

Most people would agree, that being able to choose where they ‘end-up’ is preferable, however many fail to put the appropriate plans in place before it is too late. Below we have outlined some important factors that need to be addressed when considering Aged Care for yourself, or a loved one.

When to prepare for aged care?

The thought of getting old is not usually a welcomed one. In typical Australian fashion, many of us choose to ignore the years passing and live our lives for the present day. Whilst we believe it is important to make the most of every day now, you cannot ignore the future and hope that it will be as you had hoped for.

Preparing for aged care, much like preparing a Will, does not bring on the inevitable. It does however, give you or your parents’ the time to assess options, time to talk to your partner and family about yours ‘or their wishes and ultimately make your own decisions.

Failing to plan, can mean that someone else is making your decisions or that you have few options available to you when the care is required.

How will the care be funded?

Just like buying a property, Aged Care standards vary based on financial outlay. Depending upon your financial circumstances and assets, aged care can often be self-funded, giving you greater choice and control.

In saying this, the structure and potential sale of your existing assets (including your home) must be carefully planned to allow for ongoing income and funds to support your decision on an Aged Care facility.

Who can help?

Making these decisions is never easy and should not be done alone. Consultation with family members and friends is always recommended, however you must ultimately make the decision and be happy with it from a lifestyle and financial perspective.

It is also important to consider, who, should be making decisions for you in the event that you are unable to do so. Again, like preparing a Will, this is very important and ensures that your wishes are adhered to and your finances are protected. G At Skeggs Goldstien, we work with our clients to understand their wishes and make recommendations accordingly. It is never too early to think about yours or your parents’ twilight years and how you would like them to be especially if your family would consider tying you to the roof of the car!

What sort of facility is suitable?

There are many different types of Aged Care facilities, dependent upon the level of care required, the amount of money available to pay for care and of course your location.

Aged Care facilities range from ‘Retirement Style Estates’, including new properties developed for people over 50. These are often luxurious apartment style independent living, offering full amenities and a good social network. At the other end of the spectrum are Nursing Homes, which cater for a residents medical, dietary and hygiene needs and operate on a ‘needs’ basis.

In between are many offerings which allow for flexibility, higher levels of care when required and differing financial cost.

Skeggs Goldstien Associates p | 1300 753 447 e | admin@sgapl.com.au w | www.sgapl.com.au

skeggs golds ien

WEALTH MANAGEMENT | ACCOUNTING | BUSINESS ADVISORY

DIRECTION LEADERSHIP ACCOUNTABILITY SPECIALIST SERVICES OFFERED

BY OUR TEAM INCLUDE Business Succession Planning Business Valuations Self-Managed Superannuation Fund Advice Accounting and Taxation Financial Planning and Wealth Management Commercial and Home Loans Accredited by

Financial Planning

Skeggs Goldstien Associates Pty Ltd Authorised Representatives of AMP Financial Planning Pty Limited ABN 208 051 327 AFS Licence No. 232706 (“AMPFP”) Accounting and taxation services are provided by Skeggs Goldstien Accounting. AMP Financial Planning is not responsible for the provision of these services.

Tel 1300 753 447 Email admin@sgapl.com.au Web www.sgapl.com.au Bella Vista Chatswood Business Resource & Lifestyle | Issue 53 | April 2013

23

Business Advice

Can an Outsourced HR Solution Help My Business?

Andrew de Wynter, Senior Consultant - The HR Department

In today’s business world, there is more pressure than ever for organisations to be leaner, work smarter and increase productivity.

It often makes good business sense for organisations to concentrate their efforts on income generating/customer facing activities, while outsourcing other functions (which are still critical) to specialists who can often perform them more efficiently.

Now, consider people management. Few areas of business add overhead and contribute to headaches more than dealing with employee performance, HR systems and the increasingly complex issues relating to legislative compliance.

As small to medium sized organisations grow, evolve and become more complex, often their HR systems do not evolve in synchronisation with their growth. In other words, they are trying to manage much larger numbers of staff – using basic and possibly non-compliant systems of years gone by. Often these systems are based on personal relationships which become less and less relevant as the number of employees grows and it is no longer possible for senior managers to know every employee personally.

An outsourced HR provider can provide small to medium sized businesses with an integrated and cost effective approach to the management of critical human resource systems, processes and employer compliance risks. The outsourced provider can also devise and implement mechanisms to enable the organisation to more effectively and more fully engage employees in the business.

The question is often asked whether the business would be better off employing their own HR person. As explained below it is very often more effective to use a HR consultant who brings a wealth of experience than for you to employ an HR person.

Normally small to medium businesses need to develop and implement a basic HR framework from scratch. Usually some sort of system has evolved as the business has grown but rarely is it consistent, complete and fit for future growth. A

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basic framework should cover such areas as job descriptions, performance appraisal, HR policies and Work Health and Safety. To successfully implement these elements of the HR Framework requires skills at three critical levels:

with all the systems, tools and processes that are being implemented and that HR skills reside with the Managers where they belong, and not in a centralised HR department or with the outsourced provider.

a. Strategic – big picture advice on how to integrate the people in the business into the company’s strategic plan. This higher level strategic HR advice is absolutely necessary for successful implementation since it provides the overall plan, objectives and strategies.

Given the right systems and HR tools – and with the required training and support - Managers will be able to have a greater impact on improving the productivity of their staff as compared to any other option. G

An outsourced HR provider can provide small to medium sized businesses with an integrated and cost effective approach to the management of critical human resource systems, processes and employer compliance risks. b. Tactical – figuring out how all the individual components of the system best fit together; when and how to roll them out and strong project management skills.

Small to medium sized organisations who want advice on what HR solution will work best for them can contact the HR Department on 02 8850 6124 and ask to speak to one of our HR Consultants.

c. Operational – the hands-on part of the process. Being prepared to ‘roll your sleeves up and get your hands dirty’.

Successful implementation of the HR Framework requires support and input at all three levels at different times and stages of the project’s life.

If the business employed just one person, it is unlikely that an individual would be found who could adequately perform at all three levels for the money which the business could afford and would be prepared to pay.

Bringing in an outsourced provider enables a cost effective development and implementation of a practical HR framework tailored to your business.

During the implementation phase training would be provided to ensure that all Managers become fully conversant and knowledgeable with the new HR systems that are being implemented.

This ensures that Managers are fully versed

The HR Department p | 02 8850 6124 e | elly@thehrdepartment.com.au w | www.theHRdepartment.com.au

Business Resource & Lifestyle | Issue 53 | April 2013

25

Feature

Education – Roles and Responsibilities are Changing Stephen Frost, Managing Director – BREED Inc

They say we live in a constant state of change; and education is no different.

Not that long ago, the family unit had the primary role of instilling basic life skills, attitude, behaviour, morals, and social competence. Our children then went to kindergarten and primary school to learn the three “R’s” and the foundations for high school.

They continued onto high school for their general education and some specialisation by choosing electives to set them up for entering into a trade or university. TAFE would deliver vocational skills and qualifications for a “blue collar” career whilst universities provided an academic pathway for a “white collar” profession.

Supporting young people to reach their full educational and social potential is a key objective for all educators. Extensive local and international research tells us that the formation of partnerships between schools, parents and families, business and the broader community, working together to take learning beyond the classroom; will help students achieve significantly more. However, in an ever increasing time poor society, a key challenge for educators is how to inform and engage with key stakeholders in this learning process.

Today our schools are expected to deliver a very full curriculum, including many areas that were seen as the traditional role of the family unit. An increasing number of school students are now obtaining a vocational qualification at Certificate III level or part of a university degree, contributing to their Higher School Certificate (HSC) studies.

We also see students combining work and school by undertaking a School Based Apprenticeship or Traineeship as part of their HSC. What was once delivered by TAFE and University has also blurred. TAFE are now accredited to deliver Degree programs in their own right and Universities are delivering Diploma programs.

At a Government level we are also facing change.

The Federal Government is well advanced in its plans to introduce a National Curriculum for schools. This will be of great benefit to students and families who relocate interstate during a student’s school education. There has also been the Gonski Review. This has been referred to as the most comprehensive investigation in almost 40 years into the way schools are funded.

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The NSW Government is also in the process of implementing major change in the delivery of school and vocational education, how education is funded and what courses will qualify for training subsidies.

These have been reported on in the Local Schools Local Decisions and the Smart and Skilled reforms.

There are ever increasing options and opportunities of earning a qualification. There will always be the need for some “face to face” interaction but

Stephen Frost is the Managing Director of BREED Inc, managing the School Business Community Partnership Broker initiative of the Federal Government.

If you would like assistance to work with your local youth to improve their educational attainment and transition through school to further education and / or work, contact your local Partnership Broker.

Extensive local and international research tells us that the formation of partnerships between schools, parents and families, business and the broader community, working together to take learning beyond the classroom; will help students achieve significantly more. increasingly the use of technology is supplementing and replacing this. There is on-line learning, virtual classrooms, workplace or local delivery, outreach delivery, peer mentoring, recognition of prior learning and recognition of current competencies to name but a few.

With all of these opportunities, the establishment of formal partnerships has become essential to maximise learning outcomes. Students need access to up-to-date “industry standard” technology and equipment. Industry need to ensure that the educational program is being delivered is in line with the future requirements of their business. This may require tailored delivery of a suite of modules that meet the academic rigor of the qualification, whilst encompassing the content required by the student and industry in a cocktail of face to face, on-line and on the job delivery modes.

What is evident is that education and training is becoming an increasingly competitive field and the consumer; be it the student, parent or employer, needs to ensure they are on top of the changes to be able to make an informed decision on their education into the future. G

For more information on Partnership Brokers, please contact your local office listed below.

Members

Blacktown www.breed.org.com.au p | 9853 3200

Parramatta www.aussip.com.au p | 9633 7100

Aus SIP

explore.inspire.engage

Penrith www.schoolsindustry.com.au p | 4725 0310

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Business Resource & Lifestyle | Issue 53 | April 2013

27

BUSINESS ADVICE Feature

The Wedding Ring – What’s Hot for Men Robert E Cliff F.G.A.A., JP

Today’s couple really appreciate platinum and titanium, its beauty and its durability. Black ceramic and tungsten overlay is also increasingly popular! They want, and should have may I be so bold to say, the finest quality! The old fashion wedding ring is gone gentlemen, plain yellow gold band – out, style and options are in! After all, you will be wearing this for the rest of your life.

Same-sex couples seem to be following the same trends, moving away from sets and choosing their own individual and unique style. Regardless of their sexual orientation, most couples are choosing a style that suits their individual personalities.

never be lost or stolen – very easily identifiable.

Cost of engraving your ring or inscribing your stone is generally based on the number of characters and if it is to be machine or hand engraved. Machine engraving will be cheaper, but the hand engraving is magnificent!

AT YOUR SERVICE

Some of the most common and latest messages are: Common

Latest Wedding rings for men have gone from a plain gold band (simply significant) to a statement of the real man himself. Diamond wedding rings for men are now not only acceptable, but more often than not what is chosen. Stones should be set flush with the surface of the ring – creating a smooth surface, security for the stones and nothing to catch on. Channel set round or square diamonds, sometimes gypsy set. Black diamonds, champagne and at the moment, yellow diamonds are most popular to combine with the gorgeous blue-white of excellent quality.

The diamond wedding ring reflects so well with the diamond watch – so popular with men today.

The trend is also to have matching diamond wedding rings.

Styles should be subtle, yet reflecting you and your every-day life, a builder, sitting at a desk or a gym junky. It must mean something to you.

Platinum over gold is of course preferable and certainly hot! The bottom of your band should be tapered and plain – thus ensuring any abuse is absorbed. It is important, especially for a man, to have the bottom of the ring tapered to ensure that part of the ring is always worn at the bottom, thus ensuring less wear and tear/scratching on the top and still looking fabulous.

The finish is best not matte as this will show scratches so easily, nor an extreme design – as may cause to be easily knocked or caught thus making the stones at risk of falling out.

Inscribing inside your rings has been in vogue since medieval Europe: then, around the outside; today, around the inside of the band. Make sure

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Engagement Rings Wedding Rings Diamonds Your first Engagement Ring – $200 Credit towards your Wedding Ring Castle Towers Shopping Centre Middle level opposite Myer that you have it engraved in a spot on the band Phone: 8850 5400 that if your ring, at sometime in the future requires Email: shop@robertcliffmasterjewellers.com.au re-sizing, you will not lose any of your message.

Web: www.robertcliffmasterjewellers.com.au Before you leave it for engraving, ensure you have double-checked all the spelling and the actual words that you want to be used – once engraved, it’s there forever! Make sure you plan ahead for your engraving, as if done by a professional (and please, it must be!) it could take up to a month, so ensure you leave yourself plenty of time. Titanium is a wonderful metal to be inscribed! Spinners within the band are a very trendy feature – the inside of the band actually spins and certainly is creative!

Hot, at the moment, is to have your message inscribed on the rim of the stone itself. It is invisible to the naked eye and can only be seen with a magnifying glass – but so romantic. Of course this also ensures that your stone can

I love You; To my soul mate; RC to SC Jan 76; All my love; I thee Wed Here is my heart, guard it well; My heart is in your hands; Schmoochie (nickname for each other); I Love You (in Latin); Forever (in any asian graphic); I Do (as a soundwave pattern)

Best advice I can give however, is to plan ahead!

Average time to have a beautiful Wedding ring created, is 4 – 6 weeks after ordering. Choose well, don’t scrimp on the price of your Wedding ring, it is one of the lasting symbols of your lives and especially your Wedding day. Put just as much time and energy into choosing your wedding ring as you will have spent on planning that special day! G

Robert Cliff Master Jewellers Shop 380A Castle Towers Castle Hill, NSW 2154 p | 02 8850 5400 e | shop@robertcliffmasterjewellers.com.au w | www.robertcliffmasterjewellers.com.au

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Business Resource & Lifestyle | Issue 53 | April 2013

29

Feature

Connection is the Key to Manufacturing Growth in Sydney’s West Ian Frame, Facilitator - Western Sydney Manufacturers Connection

Benchmarking and lean manufacturing are not new to the business world, but remaining in touch with these essential business tenets is vital. By doing so Western Sydney companies can obtain the tools to address current challenges to their business, such as increased competition from overseas and the impact of the high Australian dollar.

Ian Frame, the facilitator of the Western Sydney Manufacturers Connection, understands the obstacles faced by Western Sydney manufacturing companies. “With the rise of environmental barriers in globalised export markets, mass customisation, movements in currency exchange rates, the movement towards a low-carbon economy and consumer preferences for socially responsible product offerings, Australian manufacturing faces considerable challenges in securing its future value proposition and sustaining a competitive advantage in a carbon and resource constrained world”, states Frame. “Working in an inclusive and supportive environment can only be beneficial for our local manufacturing industry”, he said, “knowledge sharing and the uptake of educational opportunities are tantamount to driving growth in the Western Sydney area”.

A great example of this knowledge sharing is demonstrated in the Manufacturers Connection’s ‘on the ground’ factory visits, which enable operation and production managers to experience the innovative processes of fellow manufacturers in their region. Alongside these factory visits the Manufacturers Connection hold information sessions on training courses and graduate programs available through TAFE and the University of Western Sydney, to broadcast the educational opportunities available in the region.

In addition to this, comments Frame, “The interaction with significant government and research bodies is key to WSBC’s charter to promote and grow business in Western Sydney”.

To this end, The Manufacturers Connection hold a series of Networking Breakfasts on a range of topics that bring Western Sydney manufacturing industry and associated businesses together

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with government and research bodies for mutual benefit.

communication within and amongst these groups is a strong point for the WSBC and its members.

A recent breakfast series provided members of the Manufacturers Connection engagement with CSIRO and the Department of Industry, Innovation, Science and Research (DIISR).

Members heard detailed case studies on how Australian businesses tripled their bottom line with research and innovative engagement models. “The session was very much a focus on innovation in the manufacturing industry; and the promotion of opportunities available for tapping into funding and resources for the Western Sydney manufacturing industry”, commented one excited member.

WSBC member and sponsor Paul Hilder of St.George Bank stated: “WSBC has been invaluable in assisting us in connecting us with the local community and facilitating the introduction to many local businesses.

These introductions have resulted in many new business relationships”. Michael Hilliard, Managing Partner at Moore Stephens affirmed “The Western Sydney Business Connection and the Asia Business Connection have given us the opportunity to network with a variety of organisations to raise the profile of our business and increase our awareness of issues affecting our community whilst, at the same time, giving us an opportunity to contribute to the development of our region”.

Commenting on the benefit to members, Marcel Bick of CSIRO stated, “this breakfast provided Australian manufacturing with the ability to address the challenges now upon them through innovation and engagement with research providers, such as CSIRO’s ‘Future Manufacturing Flagship’, and to deliver outcomes that meet distinctive industry segment needs to help companies secure their future in trading in the local and global economy”.

Remarking on the success of this breakfast, Frame added “by bringing everyone together in these informal events, our members get the opportunity to not only learn from these bodies but also their fellow members. Discussions take place on improving the efficiency and performance of their manufacturing processes, as well as ideas on developing new ones.

Furthermore, they benefit from learning about innovative ideas on how to save costs and improve their bottom line”.

In addition to attending Manufacturers Connection events, members also benefit from a much wider commercial and business network. The Manufacturers Connection is part of one of Western Sydney’s oldest and foremost networking and development organisations, The Western Sydney Business Connection (WSBC).

Here Manufacturers Connection members can interact with senior business leaders of the regions 75,000 businesses that attend WSBC events. This also includes bespoke chapters focusing exclusively on Asian partnerships (Asia Business Connection) and our younger professionals (Generation Connect). Fostering

A range of quality guest speakers at WSBC events provides a unique opportunity to stay in touch with change, as well as take advantage of opportunities as they become available. Over the past twelve months presentations have been given from Barry O’Farrell - Premier and Minister for Western Sydney; Nick Greiner – Chairman of Infrastructure NSW and Phil Gould – General Manager of the Penrith Panthers. Asia Business Connection also held a dinner in February 2013 with guest speaker, Tony Abbott – Leader of the Federal Opposition.

And so it seems, connection could be the key to manufacturing growth in Sydney’s West.

“Manufacturing members see a great advantage in participating in these events and forums”, added Frame.” It’s a “win-win” for any business who becomes involved”. G

To become involved and help your business grow contact Ian Frame, Facilitator, Western Sydney Manufacturers Connection on 02 9687 2788 or at wsmn@wsbc.org.au

Business Resource & Lifestyle | Issue 53 | April 2013

31

Business Advice

I Need a Website. Can You do it for Free?

by Daniel Moisyeyev – GWP Media

Web design is one of the most competitive, problematic and grossly underpaid industries. At the most time, it is one of the more underrated and undervalued professional services vital to business success. This is the truth and nearly every web developer you will meet will be only to happy to explain what I meant. Perhaps with even more clarity and candor.

Sometime during the slow rise of the Internet, it has given birth to a very toxic phenomenon. I call this phenomenon the “Free Culture”. And I am not talking about the advantages of freedom of speech on the World Wide Web, I am referring to the “I want it now and I want it for free” attitude that has infected virtually everyone during the past decade.

This toxic mentality has managed to creep its way into most IT-related businesses. Web Designers and Graphic Designers are on the front line and seem to suffer the most. Requests of free or lowpaid work line up quickly.

You can also see other signs of this mentality creeping into other linked and related industries – such as that erection of paywalls by media corporations is seen as blasphemy by the public and paying for music online is unacceptable. In fact, paying for any service online is seen as sacrilege – how do you think the Freemium business model was born? Everything on the Internet is free, and as a result every day web designers, mobile application developers and software developers have to deal with requests to work for nothing or bottom dollar with only promises of more work to come.

It is also a worthwhile mention that this problem has not affected providers of tangible goods and many other professional services. I doubt that car mechanics, lawyers or accountants get daily requests to do free work. I haven’t yet heard of a qualified professional car mechanic being approached to rebuild an engine for free with an excuse that “it is a great opportunity and will increase their portfolio”. This is a unique phenomenon affecting IT-releated industries.

What problems does this lead to?

Focusing squarely on web development, a website may be the one tool that makes or breaks a modern business. Some companies may have their websites used purely for information purposes, but

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others depend on their websites to generate leads.

A lot of time and thought needs to put into the latter.

Search Engine Optimisation (SEO) becomes an important component.

Web designers charge your business purely on the hours of work they have to put in – just like any other professional service, no different from a lawyer, account or financial consultant. All of your conversations, discussions, ideas and actual development time add up to a certain number of hours and your web designer has to charge for it to make it worthwhile of dealing with your business.

relevant to web designers.

• Always charge a deposit or up front payment • Watch for scope creep – customers that keep asking for extra features after the initial contract is signed • Watch for brain picking – never offer any concrete advice to clients before the contract is signed • Never do work for free – always charge for every single piece of work; If you offer work for free – expect to get the kind of customers that don’t expect to pay and nothing more • If you are a student getting into web development, never do free work under the promise of more paid work later or opportunity to get experience. It’s just

I haven’t yet heard of a qualified professional car mechanic being approached to rebuild an engine for free with an excuse that “it is a great opportunity and will increase their portfolio”. This is a unique phenomenon affecting IT-releated industries.

The #1 problem is that your website requires a web designer to put in 20 hours of work minimum (including phone calls, meetings and discussions), but some expect to pay $200-$300+gst. This is where the issues come from.

Advice for businesses looking for web development Before approaching a web design company, have a go through this checklist: • Do you have a plan for your website and know what you need?

• Do you have the budget for your website?

• Do you have the content, images and logo for your website prepared?

• Does your website need to generate leads or just serve as information source for your clients?

• Is your domain name registered, available or taken by someone else?

In regards to web development, it is one industry where you get what you paid for.

Advice for web designers There is an old idom that often goes by “Give them an inch and they’ll take a mile”. This saying is very

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Business Resource & Lifestyle | Issue 53 | April 2013

33

Society & Life

Faith, Hope and Fear Angry Anderson

I’ve been talking recently about Faith, finding it, having it and having it work for you. Importantly, what is it? What does it mean to you?

I have spoken about some of my own experience with faith and posed, I hope, some questions for all of us to ponder.

One other very important experience in all of our lives is Hope. The dictionary defines Hope as ‘expectation and desire’, hope of receiving is just one example. Without hope of being something or hope of attaining something where does that leave us?

We have all heard the wise old saying ‘where there is Life there is Hope.’ So in keeping with the principle of keeping all in balance, we could say that ‘where there is Hope there is Life, couldn’t we?

Some say and I do not disagree, that a life without hope is not only a lonely old life but a life with no real purpose. The question is then, that without hopes and dreams what is there left to strive for?

We all need to dream of something ; a better life for ourselves, a better life for those we love and value, a better life for our fellow man, a world free of poverty, a world where no nations hunt whales, a world where humanity is revered above corporate profit, where paedophiles are taken to an island and left there, with only their own kind as company and with no way to communicate with the outside world...oops my thoughts, not those of the editor, although he/she may agree.

But I digress.

I have Faith; faith that I can travel through this life and not be crushed by its disappointments but learn from them; faith that if I strive to do good myself and for my brothers and sisters I will reap the good that I sow; faith that the whole ‘good and bad’ thing is truly worth every tear, every time you get your heart broken and your dreams are dashed.

I have hope that we can, together, make this a better world to leave to our children; hope that right will prevail and eventually triumph over

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Business Resource & Lifestyle | Issue 53 | April 2013

evil; hope that humanity will rise to its feet and embrace its finest hour by freeing the oppressed and feeding the starving.

Fear. The dictionary defines Fear as ‘an unpleasant emotion caused by exposure to danger, expectation of pain, a state of alarm’.

Therefore I am experiencing Fear.

What I fear the most these days is the ever growing feeling that we are losing our freedom; our rights; our very way of life. I fear we are losing

But that is not what I want to talk about here and now.

What I am most concerned about was the attempts by certain parties, to silence his right to freedom of speech. The hotels that refused him accommodation or access to speaking forums and those so called Australians who were complicit in trying to ‘censor’ his right to freedom of speech ought to be thoroughly ashamed of themselves.

Take away our freedom of speech and ‘they’ will be able to get away with anything they want. Take away out right to assembly and the freedom to speak freely, the truth as we see it and we are reduced to nothing more than slaves in our own country and servants to masters we fear. our Democracy, our democratic rights, the right to live in a democratic society.

The dictionary defines democracy as ’a system of government by the whole population, through elected representatives; based on the Greek ‘demos’, meaning ‘the people’.

We have seen just lately, the ugly head of fear raising itself to leer menacingly at those of us who still hold our democratic right to freedom of speech dear and close to our hearts. This is a fundamental right and must be protected and preserved at all costs.

There was a visit to our country recently from a politician from Europe who came here to express his concerns over the growth and influence of the Australian Islamic community. I was personally appalled at the treatment he received from our Immigration officials and all concerned who tried to hinder his entry into Australia and his stay here.

Freedom of speech is the greatest tool the common man has to fight tyranny and oppression wherever he may find it.

Political correctness is, to those who have eyes to see, the thin part of a wedge that is being driven into our way of life. It seeks to silence dissent and to deny we, the people any voice against what we perceive to be unjust or morally repugnant.

There is that great old saying that I quote from time to time, ‘when injustice becomes law, resistance becomes duty.’ This can only be used as a weapon if we retain our freedom of speech.

Freedom of speech is one of the cornerstones of our democracy.

Take away our freedom of speech and ‘they’ will be able to get away with anything they want. Take away out right to assembly and the freedom to speak freely, the truth as we see it and we are

reduced to nothing more than slaves in our own country and servants to masters we fear.

What alarmed me most was not what this man had to say but that so many people were afraid to let him speak. They were afraid of what he had come here to say. The question was asked on talk back radio and in the press as well, ‘just what was it that people were so afraid of hearing?

What was it that this man had to say that was so frightening that people were afraid to listen, afraid just to hear his words?’

Was he here to tell lies, to purposely deceive to further his own lot? Was he here to mislead us in an effort to benefit himself in any way?

When I have seen people burning the Australian flag and denigrating our history I have been deeply offended but in a real democracy those people have the right to peaceful assembly and the right to freedom of speech and if I believe in that democracy and I do, then I must stand back and allow them that freedom of expression no matter how distasteful it may be to me personally.

There are none so blind as those that will not see.

There is nothing to fear but fear itself.

The truth sets us all free.

Either we have a democracy or we don’t. Either we have freedom of assembly or we don’t. Either we have freedom of speech or we don’t. We can’t have it both ways. We have to protect the right for anyone to have their say. I am often offended by what someone might say or do but I will defend their right to say it.

Angry is also available for corporate or public and private engagements, musical entertainment – acoustic performance detailing the history in song and story of Rose Tattoo; electric performance with cover band playing a selection of rollicking rock and roll and assorted R+B favourites.

Until next time we are together go with your God, go in peace.

Your friend Angry.

Whether he was or was not is not irrelevant and the purpose of his visit can and should be debated openly and without fear but the most alarming aspect for me was that in this, our democracy, there were some of our country men and women that would work purposely to not allow him and therefore anyone, his right to freedom of speech.

which introduced him to his dedication to helping others in need; • his commitment to Men’s Health; • his life long battle with depression and his dedication as ambassador, to spreading awareness regarding Prostate Cancer.

G

Angry Anderson AM is available for the following public speaking.

Subjects covered: • personal life journey experience, overcoming obstacles along the way like his battle with alcohol and drugs, humorous anecdotal stories about his life on the international stage with his band the legendary Rose Tattoo; • inspirational messages on his ability to deal with surviving all his tribulations; • stories about his involvement in Television

e | angrytat@gmail.com w | www.angryanderson.com

Business Resource & Lifestyle | Issue 53 | April 2013

35

Feature

Make It Meaningful to Make It Motivating Cathy Krimmer - Journalist, TAFE NSW - Western Sydney Institute (WSI)

Usually when we hear the phrase ‘if something is worth doing, it is worth doing well’ we are being encouraged to do a good job of whatever we are doing. But I would like to turn this phrase on its head for a moment.

There is a very big question behind this phrase and one that will need to be answered for you to get the best out of yourself, your employees or whoever is ‘doing’ the doing. The question is an obvious one: ‘is the job really worth doing well?’

I believe that the tasks that are worth doing well are the ones that are meaningful. Will it benefit my team, a customer, the community, or someone in need? Is the task special or unique? Do my skills make the task or product more valuable?

When we recognise that something is truly worth doing well, or meaningful, we are more likely to be strongly motivated to do a good job of it.

The importance of finding meaning in our work has long been recognised. This disconnection and lack of autonomy exists for much of the Australian workforce, who largely cannot interact with those benefiting from their services. Given that there is still a significant separation between workers and the enjoyment of the fruits of their labour by the ultimate recipients, the meaningfulness of our work must be obtained elsewhere.

A recent article in the McKinsey Quarterly1 discusses the notion of ‘meaning quotient’ (MQ), a scale of measuring the meaningfulness that tasks or roles have to those who do them. A high MQ could indicate excitement, a challenge or the perceived value of the task. According to the article, when MQ is high, employees are five times more productive than when it is low. MQ therefore has enormous potential for businesses.

Bringing this sort of performance success into the workplace, our task as business leaders will be to examine what will cause employees to consider that their roles are meaningful and how we can bring this meaningfulness about.

From an employer’s perspective, a job should be meaningful because of the value it adds to the bottom line. However, few employees will be motivated to strain for high performance merely

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Business Resource & Lifestyle | Issue 53 | April 2013

because it is good for business. In boosting the meaningfulness for your employees, here are things to consider:

Employees can also become more motivated by being involved in volunteering after work

When we recognise that something is truly worth doing well, or meaningful, we are more likely to be strongly motivated to do a good job of it.

• Can you show that the work is worthwhile because of the contribution it makes to society, to the customer, to their team or to themselves?

• Can employees be involved in the planning processes of their work? Through having input into the planning of their products or services, or through autonomy over their tasks, the meaning quotient can be increased.

• Can you encourage employees to find their work intrinsically rewarding? For example, by developing a culture where employees take pride in their achievements.

• Can you provide extrinsic rewards for employees? For example by recognising achievements and providing incentives.

• Can you provide opportunities for professional and personal development?

• Can you provide a culture where giving back to the community is valued? Examples are encouraging volunteering, team donations to charity and caring for the environment.

On this last point, there are many ways that businesses can demonstrate an interest in community. Some businesses donate employee labour to assist in a community project. One construction company, for example, has a ‘community day’ each September during a work day where employees are matched to a community project. The employees spend the day using their skills to help build, paint, landscape or perform other practical tasks to help. Other organisations participate in charity drives such as knitting for ‘Wrap with Love’ or donating non-perishable food for local charities to use. The opportunities are endless and give employees a chance to work together towards something tangible which will help others.

hours. Whether it is through helping the homeless, teaching literacy or running a sing-along at the local aged care facility, there are a great many possibilities. Our Community Services teachers tell me that they see many students who volunteer outside of their normal work hours in order to reach out into the community. While what employees choose to do in their own time is largely outside of an employer’s field of interest, encouraging a culture where people use their skills to help those in need will pay dividends within the work environment.

The opportunity to provide meaning to employees within their workplace is well worth taking hold of, and I encourage businesses to give it their best shot. After all, if a job is worth doing, it is worth doing well. G 1. S. Cranston, and S. Keller, “Increasing the meaning quotient of work”, McKinsey Quarterly, January 2013.

TAFE NSW - Western Sydney Institute (WSI) p | 02 9208 9104 e | catherine.krimmer@tafensw.edu.au w | wsi.tafensw.edu.au

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