Category Archives: August 2016

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Public Seminar: Coaching and Mentoring

Being a coach means filling multiple roles for someone. You need to be a supporter, guide, mentor, role model, and more. Coaching is based on a partnership that involves giving both support and challenging opportunities to employees. Mentorship is a related skill that is often a part of coaching. It’s about being a guide, offering wisdom and advice when it is needed. Knowing how and when to coach (and when to use other tools, like mentoring) is an essential skill that can benefit both you and your organization.

Learn more or register here

From September 14 to 15, we will be having our Coaching and Mentoring workshop. Participants will learn how coaching can develop a team, the behaviors and practices of an effective coach, and how to help improve individual performance. The workshop will also go over recognizing strengths and giving feedback, as well as identifying problems and ways to correct them.

Course Outline

  • Defining coaching and mentoring
  • Coaching assessment review
  • Interpersonal communication skills
  • Critical coaching skills
  • Setting goals with SPIRIT
  • Learning styles and principles
  • The benefits/consequences matrix
  • Skills involved in coaching
  • The coaching model
  • Giving effective feedback
  • Coaching problems and solutions

Learn more or register here

For an investment of P8,500 plus VAT, you’ll get a specialized student workbook and materials, a personalized certificate, and instruction from an expert facilitator. Snacks and lunch are included.

About the Facilitator

Dr. Maria Vida G. Caparas holds a Master’s Degree and Ph.D., Summa Cum Laude, in Psychology. She is an Accredited Trainer of the Philippine Government with invaluable experiences in Organizational Development as a Human Resource, Training and OD practitioner. She authored three books on Psychology/HR Management namely “Psychological Assessment: Theory and Practice”, “Uses of Psychological Tests”, and “Human Resource Management” and was a Trainer Delegate of DFA-Foreign Service Institute in Italy and Singapore in 1999-2000. Dr. Caparas is a recipient of various national awards and also a professor in prestigious universities.


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You’re wasting your time in meetings

Do you know how many hours your scheduled meetings are costing the company? We spend 31 unproductive hours in meetings every month, resulting in $37 billion wasted in time every year. This post outlines some common culprits for wasted meetings, and ways to minimize meeting cost while maximizing efficiency.

Reasons for failed meetings

Multitasking

When people aren’t paying attention to the content of the meeting, there’s no point in having that meeting in the first place. Some meeting participants may be daydreaming, others could be playing on their phones or laptops.

No engagement

Lack of engagement leads to multitasking, and hinders meeting participants from absorbing the content of the meeting. If your meeting is more like a lecture, expect participants to zone out.

Interruptions

When meetings get interrupted, it wastes the time of everyone in that room. Even worse, when they get postponed, they interrupt yet another day. Even if meetings are pushed back, that’s still something that gets in the way of a maker’s schedule.

Meetings run too long

The longer your meeting goes, the less is going to get absorbed. The principle of diminishing returns applies to meetings; the longer you make people sit through something interrupting their workday, the less is going to get accomplished.

Tips for efficient meetings

Only call them when needed

Ditch recurring meetings and only call meetings when you need to discuss something. You should also be selective about who you invite to the meeting. If your graphic designer doesn’t need to be there, don’t pull him or her away from other work that could be done.

Lean towards virtual meetings, or emails

Why are you calling the meeting? Can everything you want to go over in the meeting be done over an email? If so, just send the email. If not, lean towards virtual meetings (over Skype or any other chat platform). It’s much more obvious when the meeting is dragging on when it’s on a video call, and they’ll be less likely to drag on just because the room is still full of people.

Have a clear agenda

Don’t let your meetings run too long, and make it clear what the goal of the meeting is beforehand. Send all meeting participants a copy of the meeting agenda so they know what to expect and can prepare their questions beforehand. Follow the agenda and don’t get off track.

Set the default meeting time to 30 minutes or less

Is your default meeting schedule an hour? Change it so that when you schedule a meeting, it only lasts 30 minutes (or even 15). Don’t plan to waste up to an hour for it, or you may find yourself trying to fill the time needlessly.


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Public Seminar: Balanced Scorecard

The Balanced Scorecard provides feedback around both the internal business processes and external outcomes in order to continuously improve strategic performance and results. From September 6 to 8, we will be having our public seminar on the Balanced Scorecard, from 9 a.m. to 5 p.m. on those three days.

The Balanced Scorecard is a strategic planning and management system that is used extensively in business and industry, government, and nonprofit organizations worldwide. It is used to align business activities to the vision and strategy of the organization, improve internal and external communications, and monitor organization performance against strategic goals. Moreover, it transforms the organization’s strategic plan to action plans, linking and aligning organizational to individual action plans.

Learn more or register here

The training program will go over shared best practices in performance management, and core factors in the implementation of management systems. Participants will draft a balanced scorecard for his or her organization, and develop action plans on how to develop, enhance and sustain the strategic and performance management system within the organization

Course Outline

  • Preparing the Blueprint for Balanced Scorecard (BSC) Implementation
  • Define what a BSC is and identify its benefits
  • Discuss the ingredients of success in the BSC Management System
  • Describe the key elements of the BSC Process
  • Create a Vision Statement for the BSC
  • Understand what corporate values, mission and vision statements are and how they link to the BSC
  • Develop project, communications and training plans for BSC Implementation.
  • Balanced Scorecard Development and Implementation
  • Identify and define the perspectives of the Balanced Scorecard
  • Discuss and describe the performance objectives and measures
  • Understand the cause-and-effect linkages in the BSC
  • Develop strategy map and strategic initiatives
  • Set targets and prioritize initiatives
  • Understand organizational alignment and linkages of performance with other organizational systems

Learn more or register here

For an investment of P12,500 plus VAT, you’ll get a specialized student workbook and materials, a personalized certificate, and instruction from an expert facilitator. Snacks and lunch are included.

About the Facilitator

Dr. Rosario C. Alzona holds a Master’s Degree in Statistics and Ph.D in Organizational Development. She is an accomplished Organizational Development professional with almost 20 years of experience in diverse workplace environments. She has varied experiences in organizational assessment, OD intervention design and implementation, learning and development and process/procedure design and development. Dr. Alzona has taken various Information Technology and OD Consultancy projects with several Consulting firms and has taught for ten years in the Graduate School of several universities and colleges in diverse topics of management and leadership. She is a frequent speaker at various seminars and workshops with topics on Leadership, Team Building, Organizational Assessment, Strategic Planning, Change Management and Appreciative Inquiry. She is a High-energy Trainer and Creative Facilitator, skilled in guiding learners through engaging breakthrough learning opportunities.


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What you love vs. what you’re good at

Should you do what you love, or what you’re good at?

If you’re lucky, the two overlap. However, if they don’t, you should ask yourself where you can add the most value.

This article by Brianna West states that we aren’t meant to do what we love, we’re meant to do what we’re good at. It holds a lot of truth, the most piercing being “People usually can’t differentiate what they really love and what they love the idea of.” It’s quite possible that what you think you love, you wouldn’t actually enjoy. Whereas what you’re good at right now has great potential.

I’ve seen people who are naturally talented at graphic design begin to enjoy their work, because they are good at it and pick things up quickly. On the other side, I’ve seen people who were passionate about what they do, but not very good at it, and it was a long, hard struggle before they ended up switching careers.

Here are a few questions to ask yourself when trying to decide where to start.

  • Do you have the luxury of training yourself to be great at what you love on the side? You may be able to learn the skills needed to be good at what you love in your spare time. This will also help show you whether you truly enjoy it.
  • Have you ever tried doing “what you love” before? Are you sure it’s truly where your passion lies, or is it just a surface assumption?
  • Look at what you’re good at. Is there a way to apply it to an industry you love? For example, if you don’t enjoy accounting, but you’re good at it, can you handle accounting for your favorite brand?
  • Where can you add the most value overall?

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Public Seminar: Strategic Planning

From September 1 to 2, we will be hosting our public seminar on Strategic Planning. If you and the people who work with you don’t understand where the company is going, they may all develop their own priorities and actually prevent you from getting where you need to be. Part of getting everyone on board is creating a strategic plan complete with the organization’s values, vision, and mission. Then, there’s the challenge of bringing these principles to life in a meaningful way that people can relate to. This two-day course will help you describe what you want to do and get people where you want to go.

Learn more or register here

Participants will learn how to identify the values that support their company, define their company’s vision, write a mission statement, complete a SWOT analysis, and craft a strategic plan. They will also go over tools and techniques to create a strategic plan, such as the strategy map and balanced scorecard.

Course Outline

  • Understanding strategic planning
  • Identifying our values
  • Designing our vision
  • Writing mission statements
  • Performing a SWOT analysis
  • Setting goals
  • Assigning roles, responsibilities, and accountabilities
  • Gathering support
  • Making the change
  • Presentation options (infographics, reports, etc.)
  • Getting there successfully
  • Plenty of case studies and practice opportunities

Learn more or register here

For an investment of P8,500 plus VAT, you’ll get a specialized student workbook and materials, a personalized certificate, and instruction from an expert facilitator. Snacks and lunch are included.

About the Facilitator

Dr. Maria Vida G. Caparas holds a Master’s Degree and Ph.D., Summa Cum Laude, in Psychology. She is an Accredited Trainer of the Philippine Government with invaluable experiences in Organizational Development as a Human Resource, Training and OD practitioner. She authored three books on Psychology/HR Management namely “Psychological Assessment: Theory and Practice”, “Uses of Psychological Tests”, and “Human Resource Management” and was a Trainer Delegate of DFA-Foreign Service Institute in Italy and Singapore in 1999-2000. Dr. Caparas is a recipient of various national awards and also a professor in prestigious universities.


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How does personality play a role in competence?

Would you rather hire someone who is incredibly good at what they do, but difficult to work with, or someone with average skills but the right attitude?

Your team’s personality plays a large role in how they will interact with one another, how they’ll treat their responsibilities, and how they’ll take care of your clients. In the article Hire for Attitude, Mark Murphy states that in his research, “when new hires failed, 89% of the time it was for attitudinal reasons and only 11% of the time for a lack of skill.”

However, on the other side of the spectrum, another Forbes article, Want Innovation? Hire for Skills, Not Attitude, states that skills trump attitude when it comes to innovation. Attitude won’t be enough when change is needed, and your team is going to need hard and soft skills to fall back on.

So, what should you do as an HR practitioner faced with the choice between an unpleasant, skilled candidate, and a likable unskilled one?

Make sure your candidate can be coached, has at least an average level of emotional intelligence, and has the basic skills needed to do his or her job (they can learn and specialize as they grow with your company).

Option 1. You could filter out candidates based on the traits you value most, and then look at their skills after that. This is a good option for positions that need easily trainable hard skills, and require great soft skills. Customer service is one such field wherein you should pay close attention to attitude, and invest in training.

Option 2. You could filter out candidates by skill level and then evaluate that smaller pool based on attitude. This sequence is great for jobs that don’t require much teamwork, but are highly technical and hard to train for. Programming and graphic design are examples of jobs that don’t require too much customer interface, and are difficult to train.

How do you test for attitude?

Profiles Asia Pacific specializes in employee assessment, and provides a wide range of scientifically-backed tests to help you gauge your employees’ aptitude and attitude. Developed in Texas with years of refinement and fine-tuning, our internationally trusted tests can reveal things like DISC traits, managerial fit, integrity, and more. You can order tests as stand-alone assessments, or combine them with another from our suite of tools. In the interest of convenience, we also offer online testing. Visit our solutions page to learn more.

How does personality play a role in competence?


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Public Seminar: Selling Smarter and Better

On August 26, we’ll be hosting our Selling Smarter and Better workshop from 9 a.m. to 5 p.m. The course is designed to teach participants how to find new clients and network effectively.

It’s no secret that the sales industry continues to change and evolve rapidly. This is an exciting and dynamic profession, although it is often underrated and misunderstood. The back-slapping, high pressure, joke-telling sales person has disappeared. In his place is a new generation of sales professionals: highly trained and well groomed, with the characteristics of honesty, trustworthiness, and competence. This one-day workshop will help you learn how to be one of those smart sales professionals!

Learn more or register here

Participants will learn how to explain and apply customer-focused selling, use goal-setting techniques, and maximize the use of their time with productivity tactics.

Course Outline

  • Selling skills
  • The sales cycle
  • Framing success
  • Setting goals with SPIRIT
  • The path to efficiency
  • Customer service
  • Selling more
  • Ten major mistakes
  • Finding new clients
  • Selling price

Learn more or register here

For an investment of P4,500 plus VAT, you’ll get a specialized student workbook and materials, a personalized certificate, and instruction from an expert facilitator. Snacks and lunch are included.

About the Facilitator

Randolf M. Isabelo, Jr. is a graduate of B. S. Electronics and Communications Engineering at the Don Bosco Technical College. His successful career in Sales and Marketing has been consistent across several industries such as production, manufacturing, distribution and networking. He is recognized as one of the 100 Top Distributors in South East Asia and is a member of the prestigious Million-Peso Circle Club. He has been consistently awarded for Top Business Builder, Top Group Sales Volume and Top Sponsor. He has received training from prestigious companies here and abroad and is currently an Independent Trainer.


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Malcolm Pick on Hiring and Talent

Josiah Go featured our CEO, Malcolm Pick’s advice on client retention rate, hiring decisions, and finding the right talent. Below are a few key notes from Q&A with Profiles Asia Pacific President Malcolm Pick on Finding The Right Talent.

  • Many small businesses aren’t making use of assessments. Pick recently asked a group of HR professionals and discovered 70 percent weren’t using online testing, and a little under half weren’t using any testing at all.
  • HR professions have become more strategic.
  • The HR industry in the Philippines is fairly well developed, and we employ tests such as cognitive, personality, skills, and integrity testing.
  • In terms of assessments and profiling, the size of the organization (conglomerations vs small businesses) isn’t as important as the investment a company is willing to make for its personnel.
  • Our Client Support team is composed of licensed Psychometricians, who help us keep our retention rate high. Our current client retention rate is 95 percent.
  • Reliable assessments are shown to improve company hiring, promoting, career, and succession planning.

You can read the full interview on Josiah Go’s website.


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Profiles Asia Pacific Featured in Feedspot’s Top HR Blogs

We are proud to announce that we’ve made it to Feedspot’s Top 200 HR Blogs list. These top HR blogs are specially curated for human resource and talent management experts.

In order to make this curated list, each blog has to meet the following;

  • Contribute thoughtful insights and analysis to the HR industry
  • Have a loyal readership (thanks to everyone reading this!)
  • Offer a unique voice and perspective in HR topics
  • Publish regularly, at least once a month (you can look forward to new posts twice a week)

Blogs included on the list have passed Feedspot’s editorial team review, and were found to have consistently high quality writing.

Thank you to all of our readers, who have continued to follow our work. As always, any comments and feedback is appreciated. Just leave a note to let us know about your HR-related questions.


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