Rowena Morais

My gift to you

Whether you're looking to secure that dream job, get the right companies interested in you or be noticed professionally, there is much you can do to build more influence.

I've spent the last 12 years researching and helping people understand how to push forward and create opportunities for themselves by building more influence. I've boiled it down to 3 key elements you need which I want to share with you for free:
1. develop a clear, strong digital profile;
2.… Show more

My gift to you

Whether you're looking to secure that dream job, get the right companies interested in you or be noticed professionally, there is much you can do to build more influence.

I've spent the last 12 years researching and helping people understand how to push forward and create opportunities for themselves by building more influence. I've boiled it down to 3 key elements you need which I want to share with you for free:
1. develop a clear, strong digital profile;
2. build a network around yourself which is appreciative of your work and able to support your ideas and amplify your message;
3. build a body of work that captures the essence of your efforts and expertise.

If you do these 3 things, you will create more credibility and authenticity about who you are as a professional and build a more targeted and purposeful network. I'd like to give you a free eBook, Build a Body of Work - A Case Study on How to Build More Influence, which you can download now. Show less

In our quest to hire quickly, to trust someone we've had a great conversation with or to solve a critical problem at our company, we may choose to disregard warning bells, however slight they may be. We do so at our own peril.

We join organisations because we are hired to do a job. But frequently, there is more at stake. We join because we believe in the ideas the organisation talks up, we agree with the vision and values espoused. We feel we can make a difference, that our contributions matter.

When we make a conscious decision to leave, many of the things that brought us within seem to no longer apply. Whether it is the disconnect between what the organisation says it will do and what it actually does, the… Show more

We join organisations because we are hired to do a job. But frequently, there is more at stake. We join because we believe in the ideas the organisation talks up, we agree with the vision and values espoused. We feel we can make a difference, that our contributions matter.

When we make a conscious decision to leave, many of the things that brought us within seem to no longer apply. Whether it is the disconnect between what the organisation says it will do and what it actually does, the leadership choices we find ourselves having to support or people we can’t seem to get along with, it is also oftentimes a question of internal communication. Show less

Self-described kibitzer on all things enterprise HRM and HR technology, Naomi Bloom is well-known for having built the only vendor-neutral HRM domain model and application architecture “starter kits”. Her IP has been licensed across the industry from 1995 through 2013 and has been considered a primary contributor to many of today’s best practices in HRM enterprise software. Her early start was as a Programmer at John Hancock Life Insurance in the 1960’s where she was trained in programming… Show more

Self-described kibitzer on all things enterprise HRM and HR technology, Naomi Bloom is well-known for having built the only vendor-neutral HRM domain model and application architecture “starter kits”. Her IP has been licensed across the industry from 1995 through 2013 and has been considered a primary contributor to many of today’s best practices in HRM enterprise software. Her early start was as a Programmer at John Hancock Life Insurance in the 1960’s where she was trained in programming, software design and systems analysis. Show less

Creating a Climate for Innovation | Thriving as a Sandwich Manager in Today's Age-Diverse Workplace | Accelerate | How to Go for What You Want without Being Attached to the Outcome | Other People Matter - Encourage their Hearts | One is the Greatest Change Strategy | Developing Your Own Talent Starts with You

Being present in the moment will enable us to move toward alignment. Rowena Morais talks to Kristin Kaufman.

Param Moorthi opens up to Rowena Morais about what organisations should concentrate their energies on in order to develop and retain good talent.

Rowena Morais talks to international speech coach, Dr Ethan Becker and finds out 10 ways that you can improve your communication skills at work …and at home.

The key to effectively leading Gen Y lies in how well you know them

Marshall Goldsmith talks about getting to the next level and the success delusion. I hear ideas on how to better execute.

Chris Roebuck highlights the distinction between the HR business partner model and his new proactive HR entrepreneur model that argues, not for more HR savvy, but business savvy.

Felicity Poe believes that HR is sometimes a balancing act. Well achieved, this balance could result in a position with much influence within the business.

Capitalising on the business opportunities in the region requires an understanding of the unique challenges of operating there.

We need a more holistic approach to integrating new talent

Do you know what work will look like in the future? Find out what the Future of Work Consortium has discovered about work as it will be performed in 2025.

Insights from the HR Matters Roundtable on hiring through LinkedIn, banning Facebook at work, application rejection by text message and take charge applicants

Rosie Swale Pope proves that the limits we face are really the limits we place on ourselves.

How HR can get better aligned to the business - insights from the HR Matters Forum 2010

Why HR practitioners and Line of Business executives should embrace innovation through SaaS