A very interesting article by Charlotte Malone from Blue and Green Tomorrow
Tuesday, September 9th, 2014
Trade bodies from the renewable energy industry have joined together to call for political parties to commit to clean energy ahead of next year’s general election. The group has launched six ‘key tests’ in a renewable manifesto statement and campaign hosted by Action for Renewables.
The group of renewable energy trade bodies include the Anaerobic Digestion and Biogas Association, the British Hydropower Association, the British Photovoltaic Association, the Renewable Energy Association, Renewable UK, Scottish Renewables and the Solar Trade Association.
Currently renewables provide 15% of the UK’s power and this figure is expected to increase to almost a third by the end of the decade. However, in order to achieve this the coalition of trade bodies wants the next government to commit to the industry in order to provide it with the consistency needed for growth.
Commenting on the campaign, Tony Juniper, chair of Action for Renewables, said, “The renewable energy bodies have come together with clear and simple propositions.
“We need consistent and strong backing for renewable energy, not only to cut carbon emissions and tackle climate change, but also to harness the opportunities for growth and jobs and reduce our reliance on dirty fossil fuel imports from insecure parts of the world.”
The six ‘key tests’ the manifesto has set out for the next government includes supporting the Climate Change Act, setting a new renewables target for 2030 of 30% of UK energy and backing the Independent Committee on Climate Change’s recommendation to set a binding target for low carbon electricity by 2030.
The group also wants to see reform in the EU Emissions Trading Scheme and the government funding the Renewable Heat Incentive past 2016. The final test is to boost the UK’s Renewable Transport Fuel Obligation to reach the 10% renewable energy target for transport by 2020.
The group is also calling on voters to become involved in the campaign by contacting party leaders and asking them to support the manifesto. Juniper added that without political backing renewable technologies cannot flourish.
I loved this post from Jullien Gordon so I’m re-posting it. All credit to him, all very true.
I’m a recovering workaholic.
Over the past year, I’ve been reading, researching, and conducting experiments on myself to understand the difference between high performers and workaholics. I believe that there are healthier ways for us to work without sacrificing our values, the people we value, or the value we create but we, as a society, mistake workaholism for high performance, but they are two distinct ways of working.
High performance and workaholism look the same on the outside. They both look like hard work. The BIG DIFFERENCE is how the individual feels on the inside about who they are in relationships to their work.
A high performer works hard in healthy sustainable ways and feels happy and inspired.
A workaholic works hard in unhealthy unsustainable ways and feels unhappy and burned out.
1. Doing Business vs. Being Busy
A high performer’s #1 goal is to do business. The only thing that matters to them are results. If they can’t see a way to create value in the moment, they facilitate or strategize instead. They know that like the economy, business comes in waves, therefore, they get ready during the dips so they can capitalize during the upswings.
A workaholics’ #1 goal is to be busy. Workaholics fill any space in time with busy work because they feel insecure doing nothing. The insecurity comes from not knowing their value. They believe that the busier they are, the more important they must be. As a result, they find a way to be busy even when it’s not busy season instead of periodically hibernating throughout the days, weeks, months, quarters, and year for when the highs come.
2. Knows What’s Enough vs. Never Enough
A high perform knows what is enough. Whether we win by 1 point or 50 points, it doesn’t matter. A win is a win. High performers see more in the areas that matters, but they know what enough is in the areas that don’t matter so much. This comes from having a clear definition of success.
A workaholic doesn’t know what enough is. I’m not good enough. This isn’t good enough. I don’t have enough time. I don’t have enough support. They are always focused on more and seeing to maximize everything because they don’t really know what success means to them.
3. 100% At The Right Time vs. 110% All Of The Time
A high performer knows when to turn it up. When their number is called, they give everything they have. They don’t buy into the illusion of 110%. They know that 110% is unsustainable. Instead they focus on increasing their capacity so that their 100% is better than the competition’s 110%.
A workaholic thinks “turn down for what?” They hustle, grind, and go H.A.M. all of the time. They have difficulty prioritizing what’s important, therefore, everything is important in their mind.
4. Knows Their Value vs. Allows Others To Determine Value
A high performer knows their self-worth and can thus work with a sense a freedom. This comes from doing periodic self-evaluation of their performance so that they can constant improve. They create their own feedback loops rather than waiting on feedback from others.
A workaholic relies on external validation from their boss, colleagues, and clients and thus works with a sense of fear. They wait for external evaluations such as mid-year or annual reviews done by others to understand how well they are doing.
5. Proactive/Intentional vs. Reactive/Unintentional
A high performer is proactive about their time and work. They design their day and anchor the most meaningful and important things in time first, and then they allow fires and other unplanned events to fill in the rest of their day. They don’t allow distractions to deter their strategy.
A workaholic is reactive about their time and work. They allow other people to choose how their time gets spent working by reacting to emails, fires, unplanned events, and other distractions that arise throughout the day. If and when all of the minutia get address, they try to do what’s most meaningful.
6. Focus On What I Control vs. What I Can’t
A high performer focuses on their effort—inputs and outputs. Only the individual knows if they gave the task at hand their best. They judge themselves against their best self as opposed to others.
A workaholic focuses on the outcome and their income. Even when you think you do your best, the outcome that we occurs and the income that is derived from it is not fully in our control. Their desire to compare leads them to judge themselves using common metrics of success which aren’t always directly correlated to effort.
7. Put Self First vs. Second
A high performer puts themselves first because they know that by doing so, it allows them to serve others at a higher level. At times it appears to be selfish, but it’s actually selfless because they want to give first-class service to those they work with and for.
A workaholics puts others before themselves. This appears to be selfless, but it’s not sustainable. When we constantly give more than we have and never take time to replenish our source, we end up depleted. This behaviors is also driven by the good intention of service, but desire to be needed and be the hero counters that intention.
I hope this has helped you understand the fine line between workaholics and high performance and determine where you are so that you can shift your approach to the great work you do daily.
Wishing you more happy hours,
Contract Recruiters are a smart alternative to a contingency search, as a way of developing and providing targeted recruiting strategies geared toward your unique organisation. When faced with multiple job requirements to fill in a short space of time, this is a solution that guarantees success.
Similar to an RPO method (Recruitment Process Outsourcing), a form of business process outsourcing where a consultant acts as a company’s internal recruitment function for all or a portion of its jobs for a period of time, this works best for volume requirements.
The reality of using a recruitment agency, however successful they can be for you, is that you still have no control or knowledge over how they manage your assignment. When you have to outsource recruitment, you will no doubt call an industry-specific recruiter who may come out to meet you and spend an hour or two talking to you about your business and your requirements. They will probably then go back to their office to categorise your hire based on their priorities of other clients, most likely in order of the highest paying.
The value for you – Working with a Contract Recruiter allows for management of the entire recruiting and hiring process from opportunity profiling through to the starting of the new employee, including method, market mapping, perception reporting and a stronger focus on retention. This increases the ability to implement changes to the hiring process with much less disruption to your current systems and processes, reducing risk whilst maintaining the values of implementation.
- A Contract Recruiter will Focus Only on Hiring
This is more effective than using only a Human Resources department for hiring; a department who is established to support administrative personnel functions and process paperwork, performance and benefits management, employee relations and resource planning. Each company is different, and so develops its own individual set of HR policies, but an RPO or Contract Recruiter is an add-on to your business to supplement your current process but who focuses solely on growth. Every hour of their working day is spent on sourcing the best talent in the market for YOUR business.
- A Contract Recruiter Provides an On-Call Service
Unlike sourcing, interviewing and employing an In-House Recruiter, a Contract Recruiter does not become your employee, does not add to your headcount, does not demand a salary or benefits and will retire from your business when the job is done, or when you no longer need their service.
- A Contract Recruiter will spend time in your business to entirely understand the structure, the operations and the culture
- They will be consistently accessible to you so you are always involved in the process
- They can meet your current employees and learn every aspect of their job
- Use their knowledge of your company to be the best advocate for you when approaching candidates in the market
- Maintain an influence after hiring to reduce drop-outs
- They act as a well-networked, trusted ambassador to sell your business – for the duration of the assignment you will always be their priority client
Working with a Contract Recruiter is a proven, cost-effective service that saves time, ensures results and keeps you in total control over your hiring process. It enables a lasting, consistent and trusting relationship for the future so you can continue to focus your energy on the areas of your business you need.
An Independent Recruiter offers both clients and candidates a one-on-one personalised, tailored service that the big names in the recruitment field can’t possibly replicate due to their sheer volume of work to reach targets. This means that Independent Recruiters have the time to get to know their candidates and clients, have the drive to find the best candidate, client and position fit possible and the ability to offer their clients exceptional service for incredibly competitive fees.
Value for Money
Smaller businesses have lower overheads, so an agile Independent Recruiter will be able to move with the market, with trends and with technologies and be completely flexible to differentiate themselves from larger, slower, more costly, and more ‘structured’ competitors.
With industry specific experience, an Independent Specialist Recruiter will understand your business and the role you are recruiting for in far more depth than a generalist agency. Don’t waste time educating a recruiter when you can find one that understands your business and the positions you need to fill. You want to partner with a professional who will select a shortlist of candidates based on knowledge rather than best guesswork or volume CV’s in the hope that one will stick. Independent Recruiters are more likely to develop a bespoke campaign around your specific requirements and have a greater chance of attracting and sourcing the talent you are looking for.