Royal Farms’ Post

Good morning! It’s a common pathway for many successful professionals to start their careers in entry-level positions, like seasonal sales associates, and work their way up. This approach offers several advantages: 1. Skill Development: Starting at the bottom allows individuals to build a strong foundation of skills and knowledge about the business from the ground up. 2. Experience: Hands-on experience in various roles provides valuable insights into the operational aspects of a company, which is crucial for effective leadership. 3. Credibility and Respect: Working through different levels of an organization can earn respect from peers and subordinates, as leaders who have “been there” are often more relatable and understanding. 4. Networking: Starting in entry-level positions helps in building relationships and networking within the company, which can be beneficial for career advancement. 5. Understanding the Culture: It gives a deeper understanding of the company culture and values, which is essential for making informed and effective decisions at higher levels. For those eager to climb the career ladder, it’s important to recognize the value of these foundational experiences and be patient and diligent in their professional growth. Apply today: Tillys.com/jobs

Attention Retail Area Managers: Is Your CV a True Reflection of Your Leadership? Crafting a CV that showcases your expertise as a Retail Area Manager is crucial in landing your next career opportunity. Your CV should not only highlight your leadership skills but also reflect your ability to drive sales, manage teams, and innovate processes. 📈 Start with a strong profile summary that encapsulates your management philosophy and core competencies. This is your elevator pitch; make it count. 👥 Detail your experience with a focus on achievements, not just responsibilities. Quantify your successes with metrics that matter - think percentage increases in sales, customer satisfaction scores, or efficiency improvements. 🛠 Don't forget to include any projects where you've driven change or implemented new systems. Retail thrives on innovation, and your CV should demonstrate your contribution to this. 🤝 Emphasise your leadership and training abilities. How have you developed your teams? What strategies have you used to improve performance and morale? 🎓 Highlight relevant qualifications and continuous professional development. The retail landscape is ever-evolving, and your commitment to learning shows adaptability. Remember, your CV is your personal brand. It should be clear, concise, and tailored to the role you're aiming for. If you're looking to make your next career move and want a CV that opens doors, let's connect. I specialise in helping retail professionals like you stand out in a competitive market. Together, we can ensure your CV not only ticks all the boxes but also tells the compelling story of your retail management journey. #RetailManagement #CareerDevelopment #CVTips #Leadership #ConnectWithMe

Don't let the industry blur the lines - 3-5 years of experience do not equate to entry-level positions. Managers, Senior Managers, Directors, and VP roles require progressively more experience. Entry-level jobs should welcome newcomers with 0 years of experience to foster career beginnings and advancement. Spread the word by sharing this post! #management #leadership #careers #jobs #jobinterview #jobseekers

Attention Retail Area Managers: Is Your CV a True Reflection of Your Leadership? Crafting a CV that showcases your expertise as a Retail Area Manager is crucial in landing your next career opportunity. Your CV should not only highlight your leadership skills but also reflect your ability to drive sales, manage teams, and innovate processes. 📈 Start with a strong profile summary that encapsulates your management philosophy and core competencies. This is your elevator pitch; make it count. 👥 Detail your experience with a focus on achievements, not just responsibilities. Quantify your successes with metrics that matter - think percentage increases in sales, customer satisfaction scores, or efficiency improvements. 🛠 Don't forget to include any projects where you've driven change or implemented new systems. Retail thrives on innovation, and your CV should demonstrate your contribution to this. 🤝 Emphasise your leadership and training abilities. How have you developed your teams? What strategies have you used to improve performance and morale? 🎓 Highlight relevant qualifications and continuous professional development. The retail landscape is ever-evolving, and your commitment to learning shows adaptability. Remember, your CV is your personal brand. It should be clear, concise, and tailored to the role you're aiming for. If you're looking to make your next career move and want a CV that opens doors, let's connect. I specialise in helping retail professionals like you stand out in a competitive market. Together, we can ensure your CV not only ticks all the boxes but also tells the compelling story of your retail management journey. #RetailManagement #CareerDevelopment #CVTips #Leadership #ConnectWithMe

Funny or desperate? Or a little bit of both 😅. [Sign seen at a local restaurant.] I think it’s way too general and is less likely to bring this business the right person/people for the role(s) they are hiring for. But I do think it’s cute. This post is for those who are hiring/hiring managers. When it comes to hiring, be specific and know ‘who’ you want to fill the particular role you are hiring for. While a candidate having the right skills is important, what you also want to know (and this may be even more important) are the qualities you feel are necessary for the person who does this role to have in order to be successful in that role. An example of this would be: “for this role we are hiring we need/are looking for a candidate who is: - Organized - A self-starter - Independent - Creative” By focusing on qualities you are more likely to make the right hire (and avoid having to go through the hiring process all over again shortly after a hire…because what a pain that is!) In my coaching with leaders, one of the areas I help leaders and hiring managers with is identifying the qualities they are looking for in a hire so that they can make the right hire and the right choices for them, the role, team, and/or their company. If you’d like guidance and support with this, or anything related to leading your company, business, or team with clarity and confidence, send me a DM and we’ll go ahead and schedule your complimentary consultation. #hiring #qualities #bespecific #leadershipcoaching #leadershipdevelopment

Over the past few weeks, I’ve been reflecting on my career journey and how much it’s shifted in just under a year. Coming from a lower-volume, specialized retailer to a high-volume store with a diverse product offering, the difference in responsibility and opportunity has been striking. In my previous position, I spent over a year and a half in the same role I am currently in. While I was given the opportunity to interview sales associates it was only when my leader was “too busy,” and I sat in on leadership interviews from time to time without much input. Now, in my current role, I’ve hired nearly 20 sales associates and a leader—responsibilities that span from recruiting to onboarding and training. The level of trust and encouragement I’ve received has been remarkable. I’ve been actively pushed out of my comfort zone, hosting multiple group orientations, open interviews, and hiring events. When I first took on these tasks, I lacked confidence, but these experiences have shaped me in ways I couldn’t have imagined. Looking back, the difference in my career growth comes down to the mentors and leaders I’ve had. In my previous role, I wasn’t given many opportunities for growth in my leadership, but in my current position, I feel truly supported. With the right leadership style, encouragement, and opportunities, I’ve been able to push past my initial discomfort and truly flourish. It’s amazing how, with the right environment and guidance, you can achieve so much more than you thought possible. It’s proof that career growth often happens when we step outside our comfort zones, backed by strong mentors and empowering leadership.

No candidate is ever a perfect match for a #job, and that’s okay. When companies look for new hires, they often hope to find someone who ticks every box on the job description. But in reality, most people might meet some requirements while lacking in others. What's important is recognizing potential and giving people the #chance to #grow into the role. Take the example of Howard Schultz, who was hired by Starbucks as the director of retail operations and #marketing in 1982. At the time, he didn’t have any experience running a coffee #business, and Starbucks was just a small #company. But the owners saw his passion and leadership potential. Schultz learned the ropes, and eventually, he transformed Starbucks into a global coffee #empire, proving that hiring for potential rather than perfection can lead to great #success. When you give someone a chance, you’re not just filling a position; you’re investing in a person who can #grow, #learn, and eventually excel. The skills that might be missing can often be learned, but qualities like drive, passion, and commitment can’t be taught. Over time, these #hires can become your best #employees, contributing in ways you may not have even imagined at first.

The importance of a job title - ever given much thought to it? If you're in market for a new role you're either of the view it doesn't matter what the label says, it's the remit that counts; or, the title needs to reflect the seniority of the role and the responsibilities I'll be taking on. I've had a numerous conversations with candidates who start a conversation with "I'm looking for a Head of, GM, Senior xxx etc" rather than "I want to be leading and driving xyz or work for a business that is focussed on abc". Some have even flatly refused to consider an opportunity because in their view it would be a sideways move purely on title and they want to show progression on their CV. So if titles are important, how are hiring managers catering to this whilst respecting the relativities in their current teams? And are the titles of their roles in the market attractive enough to entice the right candidates while reflecting the nature of the work they are looking for someone to deliver to? Not sure I have the answer. What are your thoughts?

Been working on a piece "One Year in the Chief of Staff Role" where I'm covering everything I've learned about how to be a good one and how CEOs should hire one. The more I consolidate my thoughts, the more I think it's the perfect position for what I'm calling the high performance generalist. If you: 1. Don't know what functional area you want to end up in or have aspirations to be a CEO 2. Have extreme time management skills coupled with organizational prowess 3. Can distill information quickly 4. Lead and delegate people you don't know This is absolutely a role you should be seeking.

When I worked for different CEOs, High-Level Executives, vendors, etc., challenges, unique experiences, and twists always made the job fun. However, skills and personality temperament made the job much easier to navigate. I realized that only some have the same skills and personality traits required for the position or long-term career in the corporate world. After diving deep, here is a list of traits and expectations needed to do the job. #management #humanresources #careers #job #businessowner