Posts Tagged ‘Avondale College’

The Millennials

Monday, July 20, 2015

The MillennialsThey are no longer coming, they are here! The Millennials (ages 17 – 29) have arrived in the workforce and have money to spend. They are like no other generation before, coming from a period of significant prosperity with little adversity. And they know how to flex their collective muscle. As an organisation, if you want to attract Millennials to your business, as employees or consumers, then you need to know who they are and what they want.

A just released US study into Millennials has created a profile that is very revealing. You can find the full report here, but a summary of it follows. Remembering that this is based on US Millennials, who felt the GFC much stronger that those in Australia/New Zealand. However, there is much in common that is worth noting.

  1. Spenders – Millennials plan to live debt free and so are more frugal then their parents. They want to be self-employed and have access to multiple incomes.
  2. Students – They want to continue their education, and the factors most important to them in choosing education providers is cost, quality and reputation – in that order.
  3. Employees – Millennials will not hesitate to change jobs. The most important thing for them is work/life balance, but professional development opportunities are very important also.
  4. Consumers – They want to buy local, and of those brands, they will typically choose brands that support causes important to them. They will also engage with social media in assessing brands.
  5. Lifestyles – Millennials travel, value experience over things, and their top three social media platforms in order are Facebook, Instagram and LinkedIn.

There is a snapshot of the Millennials. Ignore them at your peril. The challenge is how best to accommodate them in your business.

The Avondale Business School can advise your organisation on being effective in these areas – find out how by contacting Warrick Long at the Avondale Business School.


P: 02 4980 2168

Cell Phone Distraction

Monday, July 20, 2015

Cell Phone DistractionTurning our cell phones onto silent in order to focus and not be distracted may just be a fallacy. A new study just released (read it here) has found that where we even hear or feel the buzz of our cell phone, our concentration breaks and we are more likely to make errors in what we are doing.

In the study, those participants whose phones stayed completely silent were able to complete the tasks with fewer errors than those whose phones made even the slightest noise; even a vibrating buzz was enough to distract to the point of errors being made. And for all those who have purchased the new Apple Watch – the small buzz you feel gently letting you know you have new messages or a phone call is all it takes to break your concentration and increase the possibility for you to make more errors.

It seems the only way to ensure your cell phone does not distract you, is to turn it completely off, or put is somewhere we you cannot see or hear it at all. As useful and convenient as they are, cell phones do pose a threat to our concentration levels and accuracy in our work. So when you really need to focus – turn off the cell phone.

If you would further information on how Avondale Business School can help your organisation, contact Warrick Long


P: 02 4980 2168

Australia’s Young Innovators and Entrepreneurs

Monday, July 13, 2015

A national Not-For-Profit, Foundation for Young Australians (FYA) is calling for a national strategy to back Australia’s young innovators and entrepreneurs amidst what has been described as a “startling lack of attention” being given to the contribution of young Australians.

“To secure our economic and social prosperity, we need young Australians to be equipped and supported to drive new innovations and business opportunities for themselves and their communities. Australia is one of the only advanced economies without dedicated youth entrepreneurship initiatives supported by the government,” FYA CEO Jan Owen said.

New international data from the Global Entrepreneurship Monitor shows that:

  • While general entrepreneurial activity in Australia is similar to highly entrepreneurial countries such as the USA, activity among 18-24 year olds is approximately 40 per cent lower than their American peers
  • Only 8.7 per cent of 18-24 year old Australians are starting new businesses – much lower than the average national rate of 13.1 percent across all age groups

A survey of 65 current and former entrepreneurs engaged in FYA’s Young Social Pioneers (YSP) accelerator program found:

  • 75 per cent of respondents identified access to finance as a barrier to starting and growing their ventures
  • Almost half of respondents identified human resources and people management as a barrier
  • 40 per cent identified complex legal structures and regulations as a barrier
  • The majority are having to balance multiple jobs, study and volunteer commitments on top of leading their enterprises

It is acknowledged that investing in our young people and supporting them to become more entrepreneurial and innovative can have key results on workforce demographics, as well as helping to create solutions to national challenges. “Given the growing evidence that our country’s future economic strength will rely heavily on the contribution of entrepreneurship and enterprise, we need to create an environment that supports young Australians to succeed in social and business entrepreneurship,” Owen said. You can read more here

– Reported by Peter Williams, Lecturer, Avondale Business School

Part-time Accounting Position Available

Sunday, July 12, 2015

Seventh-day Adventist Schools (NNSW) Limited has an exciting opportunity for a BBus Accounting student that will give the successful applicant the chance to work and learn in a practical and challenging environment.

The hours during semester time would be one day a week (negotiable) and full time during semester breaks. Office hours are from 8:15am to 5.00pm from Monday to Thursday and 8:15am to 12:30pm on Fridays.

This role would ideally suit someone in their second year of study, or earlier if the applicant has appropriate work experience.

To find out more, or to apply, please send your CV to:

Mrs Angela Robertson

System Business Manager

Seventh-day Adventist Schools (NNSW) Ltd

The Five Levels of Delegation

Sunday, July 5, 2015

DelegationI was interested to read Peter Economy’s thoughts on delegation in a recent online Inc. blog (read it here), as I had not really thought much about there being different levels of delegations. It is obvious now that it is through delegation that a leader manages to achieve the objectives of the organisation, and to actually get things done. Leaders who claim not to be able to delegate to their staff merely highlight how ineffective they themselves have been at recruiting, training and managing their staff.

The article goes into some details as to each level, and where it is most effectively used, and is well worth the read. In summary, the five levels are:

Level 1 – Assess and Report

Level 2 – Recommend

Level 3 – Develop Action Plan

Level 4 – Make the Decision

Level 5 – Full Delegation

Ideally, as a leader you will be looking to develop people to the point where they are capable of operating at level 5, but realistically that will not be the case with everyone. The decision you then face is whether they can be developed further, or they have reached a level where they can still contribute to the organisation effectively, or if it is time to part ways. The tough stuff of leadership.

The Avondale Business School can help you and your team develop leadership skills – find out how by contacting Warrick Long at the Avondale Business School.


P: 02 4980 2168

The Data or Your Hunch?

Sunday, July 5, 2015

HunchThe July/August online edition of The Economist (read here) has a very interesting article on the rise of data (or ‘evidence’) and the potential demise of the ‘hunch’. Using stores from the world of music and sporting talent scouts, the article makes the compelling case that rational, evidence-based, data-supported decisions have a much greater chance of success than relying on your’ hunch’, drawn from your experience.

The success of movies like ‘Moneyball’ supports this position and numerous academic studies have long since proven that interviewing job applicants is a recipe for disaster. In fact, academic studies no longer study whether interviews are an effective way of selecting applicants, because the evidence is too overwhelming against such an idea. Instead, the studies are now about why people continue to use such a flawed approach to a major business decision.

So in raising the question as to whether there is still any place for the unmeasurable ‘hunch’ the article provides a number of situations in sports, music and business where there are skills that are unmeasurable and do still require a judgement based on intuition. These skills include things like the ability to quickly respond to an unplanned event and reconvert a pre-existing idea into a new reality instantaneously. Also, to improvise, and succeed. And in business in particular, to foster and maintain relationships, which forms the essence of what enables things to get done.

The article concludes that while the growth of data analysis had provided an opportunity for better decision-making, not all decisions can be based on data, or evidence, alone. In fact, each can often support the other. In leadership, the skill is to discern the time for each.

The Avondale Business School can advise your organisation on being effective in these areas – find out how by contacting Warrick Long at the Avondale Business School.


P: 02 4980 2168

Want to be More Productive at Work?

Sunday, June 21, 2015

ProductivityIn a recent Business News Daily blog, Nicole Fallon, Business News Daily proposes 10 things that can improve your productivity right away. And as leaders, don’t just keep these to yourself, but see if there are ways you can introduce some of these into your employees workspaces and work lives to give them as boost as well. In no particular order, the ten tips are:

  1. Streamline your space.
  2. Add pops of color or live plants.
  3. Decorate your workspace.
  4. Get your most dreaded task out of the way.
  5. Ignore your emails (at least for a little while).
  6. Move around. Don’t limit yourself to your primary desk chair.
  7. Prioritize tasks that take less time.
  8. Take short breaks.
  9. Listen to music.
  10. Switch locations.

The article (found here) expands on each of these and might just surprise you with some of the suggestions. For example – in number 9, maybe your recent graduate wearing headphones at their desk is not all bad? So what have you got to lose by introducing some of these?

The Avondale Business School can advise your organisation on being effective in these areas – find out how by contacting Warrick Long at the Avondale Business School.


P: 02 4980 2168

Opportunity comes our way …

Friday, June 12, 2015

opportunityOpportunity comes our way….


I often bump into or get connected with some of my high school or college class/college mates. This sends me to the world of reflection and memory mode trying to recollect details about this old friend or acquaintance of mine. When things get put together and I can see how things have changed over time in regards to this person. How he or she is faring now and what sort of opportunities were taken by this friend. How successful an opportunity has turned in to for this friend?

Time and time I notice that one thing is common to many of my friends who have been successful and unsuccessful in career or life can be pointed to the opportunity that was seized or missed out in the right time and place.

Two thoughts come up in regards to opportunities and they are so true when we look back and the reality is that it happens to us too.

“Many of us wait for opportunity to knock on our doors. However, most successful people are prolific door openers and do not wait for knocks.”

“Many times SUCCESS is more about DOING the things you know you should do, not waiting to learn the ‘secrets’ that you don’t know.”

Another motivational quote that I found on the web that reads like this;

“Lucky people get opportunities; Brave people create opportunities; And Winners are those that convert problems into Opportunity.”

There are numerous illustrative stories told where opportunity plays a key role in the lives of people’s success. Here are a few links for you to connect and read them.

– David Wilson –

Lecturer, Avondale Business School



Part-time Marketing Position Available

Monday, June 8, 2015

Part Time Marketing Position Available:

Here is your chance to get some practical marketing experience. In this role, you will:

  • Help set up 2 company marketing plans from overall directors strategic goals
  • Fill out web site info and Google rank
  • Push online avenues to gain lead generation
  • General machine maintenance and cleaning
  • Develop direct marketing strategies and execute them
  • Sales promotion
  • Sale conversion and contract management

If you are interested, or require further information, please email or phone Carl, at:


It’s Time to Kill the Performance Review

Monday, June 8, 2015

Performance ReviewsMelissa Dahl looks at the research into performance reviews in a recent Science of Us blog (read it here) and finds that there is little to support its practice. It appears the annual performance review is typically viewed as just another thing on the list of compliance items for managers and employees, with little actual benefit.

Dahl reports that the research has discovered the performance review is treated as an administrative ritual to be performed rather than valued. Usually it is a demotivating process rather than motivating employees to do better. The most recent research notes that the annual performance review ignores the social context of the workplace. That is, it is a formalized process that is both artificial and unnatural. Supervisors are required to shift from being inspiring and motivators to evaluators.

And most surprisingly, the research indicates that even employees who view a negative review as an opportunity to grow and learn will most often end up feeling discouraged and unmotivated.

There is an alternative that has emerged from the research – a simple one at that. It is to discontinue the annual performance reviews and instead use informal feedback sessions to address issues as they arise. The research shows conclusively that where a conversation directly follows an issue occurring there is usually an actual improvement in performance.

So the message is clear – stop imposing artificial performance reviews on your employees and instead start having timely conversations with them. But only if you want to see employee performance improve.

If you would further information on how Avondale Business School can help your organisation, contact Warrick Long


P: 02 4980 2168