Have a great 2016!

Kia ora Koutou everyone!

Welcome to the first wonderful day of 2016. Firstly let me sincerely and humbly thank all of you who supported me through my challenge last year, whether that be through your personal contacts, Facebook comments or Likes, texts etc, knowing you are being thought of is a wonderful thing and for me was extremely helpful during some tough times. I have to mention my family who really stepped up for me, especially my beautiful wife Lisa who never lets me get away with playing the sickness card (for too long), and helps me to think positive and get moving forward, and is strong enough to challenge me to get off my arse and get going.

I do believe things happen for a reason and a major change is needed for me moving forward, not sure I have discovered exactly what that is, but to start this year it will be a focus on my health and changing some terrible habits I have cemented in my mind and daily actions over the past 30+ years. This will be a journey for the rest of my being and I have many people already to thank whom have started providing me some good guidance, I will find my own way and work hard this year to retrain myself to be much healthier everyday and find a formula that works well for me.

I am no longer sick.

I am great, I have some stuff to work on but no more or less than most of you. I need to build my strength and will do this under the guidance of Clay Mosen and others. This will build muscle and along with my new approach to food will drive my weight down to where I want it to be by Christmas this year.

2016 is going to be a great year and I look forward to catching up with as many of you as I can when time and circumstance permits.

Anyone who is keen to make a massive change this year, you are welcome to contact me privately, share, compare notes and know you have a supporter here who is as keen for you to succeed. My success will mostly be measured in kilos, and the excitement you get when you fit into clothes you have not worn for a year, but the real success will be that of forming long term habits that give me the strength and fortitude to keep going. I have always been a team player so my shout out is genuine, I do not know all the answers but have some insights and will be looking to find out what works well for me, which may not be what works well for you.

I believe we are a product of our personal choices, the way we treat others and the environment around us. Regardless of the final outcome or where we are at any given day, we should look to live it healthy and happy everyday. Put the not so great days behind you as experience (downtime, whatever – we all will expeience this) but celebrate the great days and do not be afraid to share your positive feelings with those around you. You are never too old or young to start to give your self a positive restart.

Thanks again for your support last year! – have a great 2016, it is your choice, if you want to support me – do it by inspiring me by helping yourself!

Whāia te iti kahurangi ki te tūohu koe me he maunga teitei

translation – Seek the treasure you value most dearly: if you bow your head, let it be to a lofty mountain

This whakatauki is about aiming high for what is truly valuable, but it’s real message is to be persistent and don’t let obstacles stop you from reaching your goal.

Building your CV

The key to building a strong CV is to have high quality content, and yes that means not only building up your education qualifications but also adding solid work experience as well. It is more likely you will gain employment through referrals while in work, than searching for jobs while unemployed.

Graduates
It is not so important as to what that work experience is but those graduates who have work experience vs those who do not are more likely to secure that dream first job.

There are many ways you can gain work experience including;

  1. Internships (Awesome way to build your CV)
  2. Part-time employment (After hours or weekend work)
  3. Volunteer work

Experienced Workers
If you have plenty of work experience I recommend you concentrate on the last five years and write plenty of good information about this experience as you can.  I like CV’s that show who you are personally – I absolutely believe People hire People, so personality whether we like it or not counts.

If you find yourself in between jobs stay active, volunteer and build on your networks.

CV – The Basics

1) Personal Statement – write one that really provides the reader an insight into you, what you want to achieve and how you intend to go about this.

2) Education Details – focus on the qualifications you have that the employer you are targeting would really be interested in.

3) Work history – More details on the last 5 years with emphasis on the sort of work you are keen to do, showing in your CV you have the experience to add value.

Your work history should include a heading with the following detail for each position worked.

  • Name of the employer (organisation)
  • Your position or title
  • Dates you worked there, including months and years i.e. June 2003 to August 2009

In terms of content, mention clients you worked for or projects you worked on and be very clear on what you personally acheived.

4) References -The more meaningful they are regarding the type of work you are looking for the better.

5) Personal Interests – Here is where you can show off your other interests and hidden talents?

6) A professional photo that shows how well you present yourself, I prefer photos like Hamo’s below that are more than just head shots.  A photo turns your CV into a personal profile.

NB: This probably goes against what other people may tell you, simple close up headshots from your PC or photos that are not flattering should be avoided. If you can invest in a professional photographer – do it.

Final Thoughts
When sending your CV be sure to tailor your email (or letter) to highlight where your experience, skills and/or qualifications match the role or how you feel you can add value to the organisation.

Remember it really is about the content and the best advice I can give you is gain the relevant experience, skills and qualifications through the tips above to give yourself the best CV you can. Many recruitment systems use key words, as do sites like Linked In so be strategic about what you want to highlight and what jobs the CV is targeting to ensure you get the best results.

JobCafe
Start building your CV by joining JobCafe this system will help you build a high quality CV which you can download at anytime.  If you think you have done an awesome job then you can let JobCafe promote you through our  JobCafe/Available-now marketing service.

Either way aim high and create your own good luck.

 

Hamo large image

Building your Boardroom – The power of your mind

Our biggest physical asset is our brain, and the power we have sitting within our noggin.  The power of your mind is more than often the real key to your success.

Whether you think you can, or you think you can‘t–you‘re right.” – Henry Ford

So when you are looking to improve anything in your life it stands to reason the more we can nourish our brains with positive thoughts and information that will help us, the better opportunity we have to utilise this asset to make the best decisions in life.

One way we can help increase our knowledge especially when looking for a job or building our own business is to work with a mentor.

Now what if you could have any mentor you wanted, in fact you could have multiple mentors, people you totally respected and have them help steer your thoughts in the right direction – what could you acheive?

Well actually using out minds we can! The first step is to understand how to meditate and clear your mind, this helps when you are having your virtual meeting of the board.  The next step is to look for people you admire in the areas you want advice or help then spend time bringing them into your thoughts when in your personal mediative state.

Building my Boardroom
By researching the people you think can help you can can start to paint a picture of how they may approach life. Enabling you to tap into positive thoughts you have qualified when reading or researching your ‘virtual board member’. You don’t have to like everything about them, and you may only use them for specific areas of expertise (probably the wisest approach).

Now like any board you need to make time to think through who you want to hire and what they bring to the party.  You also need to make regular time to “consult” with your board as you round out the potential solutions or thoughts you wish to adopt on your journey to success.

My Boardroom

My personal boardroom consist of several people, however to give you an example I have listed three above who have consistently helped me make “the right” decisions or helped me find solutions to deal with building my business and at times think about what I am doing with my life.

By the way, I have both hired and fired board members over time as I either replaced them or they acted in a way where I lost respect for them.

The power of my virtual board room is I can work with them anytime I need them. Often this maybe late in the evening when I have the time to invest in thinking about how ‘I imagine’ they would approach what ever was needed.

Depending on the board member I may adopt different approaches to understanding them,  some may have written books that I read (more than once) and really try to understand how they would approach the given task I have decided they could help me with. The great thing about books is I can physically go back and read them again and realign why I enjoyed their approach and remind myself of the advice and approach I like.

Many of the people I really must confess I really do not understand but the postive ideas they  help me think about are the thoughts I am looking for to help me move forward.

For example – Elle MacPherson has always represented to me (As my personal marketing advisor) that what ever i do it must look great, and I should spend the time ensuring it does to my best ability.  This advice as helped me win tenders, prepare myself for job interviews, ensure I present myself as well as I can when required.

George Clason’s book “The richest man in babylon” has been the resource and advice I have found most useful when thinking about the financial things in my life.

Richard Carlson’s book has helped me through stressful times and remember to put things into perspective – been handy especially when dealing with my four teenagers.

So, if your are looking to shape your thoughts and to find positive (and I must stress only use the positive) ideas, try building your personal boardroom.  Have some fun remember you can hire and fire them when you like but the key is to find people you really can respect and develop a long term relationship with.

Now, I personally believe it is still great to have mentors that you personally know, who can physically meet with and spend quality time discussing things with.   I have had a number of these people at different times who I am very thankful for, helping me as I grew through different stages and challenges in my life.

The Kumara Vine – creating a channel

Kumara Vine image

Origins of the Kumara Vine
The Kumara Vine is a term used by many Maori iwi, hapu, people referring to the communication system they use to get news (good and bad) out through their families and networks as soon as possible.  My memories of the Kumara vine started back at Hongoeka Marae when I was just very young.  It consisted of a phone list on our wall at home which had our famly responsible for receiving and passing on any messages (calling) four other families and then each of them would pass through to four others etc quickly spreading word of an event around the whanau at Hongoeka Bay.

Using this knowledge and having researched the fact the Kumara Vine was still active at home and confirming it was also used by many other Iwi, Maori groups I decided to create a Kumara Vine to help Treasury spread the word that it was very keen to have more Maori and Pasifika people apply for vacancies within the organisation.  Treasury were very keen to balance staff numbers to better reflect the population of New Zealand while also developing a more diverse workforce thus expanding its knowledge base and understanding of the people.

Why create a Kumara Vine?
Treasury had struggled to attract Maori to apply for roles, in fact during my first few weeks on site at the organisation.  They had tried traditional recruitment  methods (which were pretty much the same as most organisations in New Zealand) and got poor response and no success.  The roles seems exciting enough as they were key Maori specific roles.  These roles are critical as they would be the beginning of having Treasury staff equipped to develop strong relationships with Iwi as well as help change the Treasury internally.  The goal for this change in Treasury being to work closely with Iwi, Maori business (which economically makes up in excess of 20% of all Kiwi business) and key Maori groups.  The ultimate goal of this activity is to help acheive higher standards of living for all New Zealanders.

I was also please to discover that Treasury’s Executive leadership team were very much invested in this work and that this would not just be a never lasting fad.  Being onsite for some months I also knew this change would be a long time in the making and any solution I came up with would need to be sustainable.

More than just a recruitment tool.
I understood that if we were going to attract more Maori to apply to key roles at Treasury we would need to spread the word throughout Maoridom that Treasury were sincere in looking to change the makeup of its staff (become more diverse) and the people who filled these roles would work proactively to make life better for Maori in the process.  Not only would I create this communication channel for Treasury but it would also need to follow some very clear Maori values in my mind. The Kumara Vine had to be  totally independant resource that’s key purpose was to promote Maori and Pasifika acheivement and helped counteract the negative press which mainstream media seemed always keen to make stories of.

Kotahitanga – For the Kumara Vine network to work it had to be available for use by all those willing to join and participate in it.  That it needed to be reciprocal or it would fail. Which ultimately mean’t other people and their organisations would also be able to tap into this resource.

Manaakitanga – The Kumara vine would be mana enhancing, it would focus on only positive news and consist of information beneficial to all those participating.  It understands tapu (sacredness) and mana (dignity).  The Kumara Vine would need to be acutely aware of how it worked with other ‘vines’ and not seek to replace them but proactively look to work with them.

Rangatiratanga – Possibly where our biggest challenge would come.  The Kumara Vine would look to acheive a positive message by  profiling stories of successful people across a variety of career paths or business ventures showing Maori and Pasifika doing awesome things.

Rangatiratanga looks at leadership considering the following attributes; humility, diplomacy, generosity, resilience and empowerment.  To practice humility is not to push your personal story, in fact there is a very famous Maori proverb “Kāore te kumara e kōrero mō tōna ake reka” or “The kumara (sweet potato) does not say how sweet he is”.  So we would need people to understand that they were still being humble even though we were telling their story.

We would have to enlighten successful people so they understood that by the Kumara Vine celebrating their success they are helping to inspire others, while also sending positive messages into the universe.

Wairuatanga – The final value I placed on the Kumara Vine was that of my personal understanding there is a spiritual existence in addition to the physical.  The Kumara Vine would not only nourish those whom embraced it, it in fact would become its own entity with the messages it told affecting those connected, in our case lifting their spirits and making them proud. Wairuatanga for me connects all the values with how we “feel” about something and if it feels right then it is more than likely a good thing.

Creating the Kumara Vine
Once I understood clearly what the Kumara Vine was about and how it would operate my confidence in growing this communication resource grew stronger.  I initially set up the Kumara Vine as a on-line newsletter supported by a website that would hold all the content.  I approached key contacts I knew to help get it all started, these people helped identify more people who would “join the movement” and the ‘vine’ started to grow.  It is important to note those invited into the community also believed in the cause and understood we were creating a resource with a strong postive kaupapa (agenda).

I supplemented this activity with some good old fashion recruitment search work and also tapped into LinkedIn finding that the majority (over 90%) of people approached were happy to be included in the network.

Within 30 working days we had over 300 people who would receive and distribute the Kumara Vine to potentially thousands of Maori and Pasifika contacts.  These contacts included key communications people from Iwi and wonderful organisations like the Maori Womens Welfare League.   I had also specifically targeted the Policy community and started to build a talent pool of this resource from this initial activity.

In terms of results for Treasury we increased from 1-2 applications for first Maori roles before the Kumara Vine to developing a solid talent pool of 50+ well qualified candidates for both immediate and future Policy and Economic opportunities within the organisation, all within 60 days (2 issues) of the newsletter being distributed.

Treasury has since hired 7 people from this pool and continues to support the Kumara Vine and JobCafe (the supporting talent pool).

2015 moving forward
In 2015 we decided that a monthly newsletter was no longer going to be our main communication resource and developed the Kumara Vine facebook page.  Since its inception in Feb 2015 it has grown to over 3300 followers (likes) and has become our main way of distributing daily information.  The website still hosts all our stories and is now looking to expand beyond just hosting people stories. We still send out monthly newsletters to our core networkers but view social media as our main communications asset.  Although much more work the Facebook page enables us to reach out to our community on a daily basis.

In 2016 we look forward to promoting not just people, we are looking to also promote successful Maori and Pasifika businesses and because I love art the plan is also to feature a gallery that introduces Maori and Pasifika artists and their art to our community.

To join the Kumara Vine movement visit www.kumaravine.co.nz

The Kumara Vine has been hugely successful.  I would personally like to thank all of you who have joined, ‘liked’, featured in and shared our stories with your networks.  My hope is our positive stories keep inspiring and helping those people and organisations that choose to work with us.

For those of you going to RHUB in Auckland (20th/21st October 2015) I will be chatting about the Kumara Vine and He Waka Taura our Talent Management framework providing more insights on how to make a real difference to recruiting and retaining staff.

Too Fast, Too Furious

Just like in the movies what happens when you continue to live your life, full on and at breakneck speed?

Yep I guess most of us realise the world is progressing too fast and too furious.  Unfortunately I do not think that it’s a great thing – breaking your neck I mean…or on a just as serious note moving so quickly each day we forsake quality across many aspects of our lives. We have also fallen into a deep trap of inventing systems and processes that accelerate and escalate the issue and the madness not only continues to grow but becomes detrimental to everything we are actually trying to achieve.

One of the things in the industry I have been involved with for nearly 30 years is that not only speed bumps, but sadly dehumanisation is costing us customers, relationships and a better quality of life.

If the following sounds a little like you read on, if not great thanks for dropping by.

Are you finding you are …

  • spending less time with your loved ones, families and friends?
  • stressing constantly about deadlines?
  • spending no time with your most important assets – your people?
  • repeatedly working overtime, lying to yourself it will only be a for a short time while you get over the current hump? then the next hump and so on…
  • letting your health go (just at the moment) while you concentrate on the working side of life? diet and exercise you will find time for later…
  • spending no time on yourself? learning, growing and relaxing?
  • knowing you can do a much better job with almost everything you are doing but at the moment just need to get stuff done?

Then you are in the game making your own movie – Too fast, Too Furious (and it is not good for you!).

Thankfully the universe will either intervene in one way or another, sooner or later, or you will wake up one day (just like me) and yell to yourself “NO MORE!”

NB: Well in my case I also had a rather large signal from the universe that life was not really that well on track and it jolted me into a wake up call I am so glad I have made. Now how do we get more people on track and start changing the madness?

My background is in recruitment, talent management and career coaching and certainly in my world I believe trying to do things too quickly can be very costly.  Unfortunately in this day and age many of the HR and Recruitment systems and processes are all geared to do a quick but absolutely rubbish job.

Too many organisations have automated their recruitment processes so much in order to move more quickly and “efficiently” – the reality is this is all hogwash, they are actually creating long term issues and these efficiencies are actually destroying their organisations brands, culture and ultimately quality of the people they hire. What they have really done is taken away the personal contact and in my mind the essential art of finding great people – by getting to know great people.

Most of the really successful employers I am lucky enough to work with have jumped back 20 years and changing technology (sometimes disregarding it) using referrals and getting out and meeting people, and thoroughly enjoying the success this brings them.

So is it time to buck the trend?

In my personal life (which is all aspects of my life) I have recently taken back control by slowing things down purposely.   I have made some massive changes including making my health my number one focus.  I am walking sixty minutes everyday and have sorted out a sensible diet.  Saying NO is another thing I am getting better at as I decrease the number of demands on my time each day and focus on a few most important things.

One of our greatest challenges today is planning a day where you can actually get everything you planned for achieved and still have time for the most important people and activities that make life truly worth living.

Let’s zoom forward to the future – you’re dead.  What are the people at your graveside saying about you?  Do they really know you or did you not really get the chance to show who you really were? Did they even turn up or because neither of you really made the time, you have just dropped way down on the list of priorities in their hectic and fast paced world? So did you enjoy your life, and we mean your whole life?  So what if you slowed down and “smelled the roses”, would these graveside conversations been more meaningful? Would the people you loved have turned up in droves and celebrated your life because you always made time for them…

It is one thing to take control of your own life but how do we as individuals stop the madness and get the rest of the world to slow down?

My Answer – By becoming a leader who not only lives and champions a slower life but is seen to be hugely successful .  Yep successful  – I believe if you slow down, be more considerate of both yourself and others around you, success will follow.  Slow down – make time for yourself, the people you love and prosper.

Starting the “Poroire” trend…

Poroire is the Maori word meaning to “be slow” but in this instance I would like us to think about how we collectively create a trend to help people take time to consider both their own quality of life and how they may be able to help others by championing this way of life.

Do you think we can apply being slow sensibly to enhance our work-life and whole of life balance?

I do!  In fact current events in my life seem to be proving just this.  I had recently run myself into the ground, working very hard on projects I am passionate about, that I really believe in and trying to cram as much into each day as possible in an attempt to move things along more quickly.  The reality is my health suffered and I hit a point where I had no other choice but to slow down.

Fast forward (excuse the speed) from now and into the future…

Now I spend a good 20-30 minutes each morning slowing down and thinking ahead, planning my day knowing my first two goals for any day are the following – this is all based off a master plan I created a few weeks ago regarding what I wanted to achieve before I die.

Daily goals list …

Goal 1) Plan the day

Goal 2) 60 minute walk

Then I work out what else I would like to achieve and challenge myself in terms of the time I have to get these things done – remembering that I (like most people) over estimate how much they can do in the day.  This forces me drop items from the list and create smaller lists.  I look at my master plan (mind map so I can see it all in one glance) and consider what is most important right now and follow this through. Then matching this plan to my time available I usually end up with 2-3 major tasks for the day.  Not all of them mean I have completed a major goal that day but they are all working towards those major goals I want to achieve.  I have also started blocking out time during my week in the calendar so that no-one else can steal this time from me and I know I have reserved this time to continue working on my goals. I have also started to plan and purposely block out time for friends and family making sure I have time to connect with those I love.

I confess I do not have this down perfectly yet but now I am moving much more slowly and purposely, and believe I am making great gains.

In terms of my health (#1 goal and should be for everyone – sorry for the sermon) I have lost 12KGs in 6 weeks and are over halfway towards my weight loss goal, the walking also has me much fitter and I am finding I have much greater energy and this is helping me with just about everything else and everybody else I am involved with. My business has not suffered at all and in fact I believe my decision making is so much better things are moving along rather nicely. If we do this collectively will we be able to make major changes that can benefit everyone?

Well I am willing to give it a shot and see what happens – are you willing to join me?

to be continued….

Everyday.

John & Phillip – A story of cultural unawareness

Phillip Smith (English/Welsh heritage) was an innovative engineer, he came up with a fabulous idea that would help strengthen bridges and buildings using specially treated cement and newly designed steel stability gadgets he had created himself. He pitched these products to investors and secured the funds to build his business initially employing ten people to work in his factory. At least five of these people would be experienced engineers.

He had strong values regarding people so made sure he contracted in an independant HR consultant (Australian/Scot) to help him design robust ‘people friendly’ HR processes. Managing engineers at times can be a tough job.

John Rangiata (Mum – Ngati Toa, Ngati Awanui and Dad – Samoan) was employed as a young apprentice 22 years old along with four other talented young people to be trained as apprentices across all the business lines.

For John one of the great things about working for this business was the fact he would be taught all the jobs within the factory. This had been an idea Phillip had come up with and insisted his HR consultant implemented, the goal being to ensure loyalty and help people feel more secure working for him.

With a good product and a great team the business thrived, the concrete mix and gadgets became popular and demand started to grow. Within three years Phillip realised he would need to concentrate on sales and growing the business and upon advice from his HR consultant decided to advertise for a Manager to look after the factory. After a shortlisting process run by his HR consultant he appointed a very bright MBA qualified, experienced engineer to run the production facility.

After a further two years things were still growing quickly and going well, John loved his work he was now fully competent with all the tasks required within the factory. He was well liked by his colleagues, due to his fabulous sense of humour, humbleness and that he was always willing to help others perfect their jobs.

Five years on and three Managers later, Phillip was back in the market advertising for a leader for his production factory, he now owned a business that employed over 200 people and was still growing steadily. He was now exporting more and having to consider how he could grow the business staffing levels to keep up with demand. He explained to Bill (the latest new Manager recruited into the business) that John was a dependable and reliable go to guy who new the business inside out and would be able to help him.

John now had kids and was enjoying spending his weekends with them, although whenever needed he would go into work and make sure things that needed to happen, happened.

Forty years later, fifteen Managers on and a week before his retirement, Phillip decided to go and personally thank John for all the years of loyalty and hard work. Phillip was thanking John and while explaining to him how valuable he was, and the fact he new all the jobs so well, he was the most respected person in the factory, sharing his knowledge and helping others grow he needed to ask him one question.

“John after all these years why did you never apply for the Managers job?”

John looked Phillip straight in the eyes and simply replied “you never asked me to”.

Note: Although this story is fictional it is however based on factual events and discussions happening all the time.

Retain vs Nurture

Do you think it is time for organisations to start understanding the difference between talent management strategies based on retention of staff and replace this focus on how they nurture people?

Check the dictionary and you will find the definition of retain is “Keep possession of” or “To hold back” . Reality is no one wants to work for an organisation that is going to hold them back or believes the organisation wants to “possess” them.

My suggestion – replace the word retain or retention from your HR / Talent management vocabulary with “Nurture” change your strategy to one of nurturing staff, think about what that may mean. Get your HR team, Talent management team, managers and staff to start thinking nurture, what does that do to your talent management strategy?

Become an organisation known for developing, taking care of, growing staff and reap the rewards.

Maori Values give you an advantage

He Waka Taura – Navigating Talent is a framework that uses principles like respect, integrity and well practiced communications skills to help an organisation recruit, nurture and release talent in such a way they become an advocate for you even when they have left your business.

HWT12

The framework is based on values and principles that were designed to ensure a people’s survival. And to be honest to me they are simply ‘good manners’

Sadly with the amplification of poorly thought out on-line recruitment systems and processes that strive to reduce human contact many organisations have designed a way to destroy their recruitment brand. Top talent will look else where and those whom engage with them differently, perhaps using the values below will set themselves up to win the war for talent.

The practice of these Maori values have been tested over hundreds of years. They are not something to be debated over or questioned, they simply work and make us all better people. They can be applied whether you are Maori or not for your advantage. They will also enable the platform for diversity your organisation should be looking for.

Many organisations will struggle to pull back from the path they have ventured down, due to massive investment in technology driven by HR/Recruitment staff more concerned about process than people. In a time where many of our hiring managers are too busy to lift their heads or frankly in my mind – just do not care.

“Good seed does not grow in poor soil” or to put it bluntly – top talent will move to where they know they will be given the best opportunities and are treated with the most respect.

Opportunity knocks
Those organisations that are willing to make a change, buck the trend, that want to truly take care of people have a huge opportunity to learn and understand these values and then position themselves to secure the best talent, create truly diverse organisations and connect with the many educated, bright and gifted people looking for organisations that ‘just do it better’.

Like with many things the few that put in the effort will rise to the top while the many become ‘average’ or continue to make the same mistakes.

The Values
Manaakitanga
Whanaungatanga
Rangatiratanga
Kotahitanga
Wairuatanga
Kaitiakitanga

Research these values, seek out people who know the true meanings, find out why they work and then introduce them into your organisation and reap the rewards.

Like all things you will need to practice, practice and practice to become proficient in their use, but as we all know great things take hard work.

Courageous organisations led by determined people now is your time to shine.

Naku te rourou nau te rourou ka ora ai te iwi

Things that really matter to me.

Yep, family matters to me most, I take my responsibility of being a good husband and a great dad very seriously. Sometimes that does mean making decisions that not everyone in the family may agree with.  Hoping I make more good decisions than bad, either way need to daily remind myself its about the journey.

I love them all very much and try (not always that easy) to let them know this, even when we are battling (and given the Irish and Maori) heritages on both sides of our whakapapa (genealogy) we sure know how to battle 🙂

I am also very keen to see what I can do to make New Zealand a great place to work, live and play.

 

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