Category Archives: June 2014

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Taking an Online Assessment from Profiles Asia Pacific

Online assessments are convenient, can be done from virtually anywhere, and provide quick results. Here is a quick guide on how to access our Online Assessment Portal.

  • Make sure you use Mozilla Firefox or Internet Explorer. These browsers are compatible with our assessment portal, and you’ll get the best usability from them. You can download the latest version of Firefox here.
  • At the top left corner of our website,, is a button/tab that says “Log in to Assessment Portal.” Click it!
  • Upon clicking the button a new window should have popped up. If it didn’t, make sure you configure your browser to allow pop ups.
  • Log in using the credentials you should have received from signing up for the workshop. If you haven’t been given a username and password to use, email or call the person you spoke with to set up the assessment.
  • If the username and password combination you were given is not working, make sure you are on the tab for “client” and not “administrator.” You can switch these tabs above your log in fields.
  • Once you are logged in, you should see a list of all the tests/assessments you are scheduled for. Select the one you’d like to take. Sometimes there is only one option, if you are only signed up for one assessment.
  • Complete your assessment (this part is up to you!) and submit your answers. You will get your results, either online or in person, according to your agreement.

If you’re still having trouble, please call us at (02) 635-0016, email, or fill out a contact form here.

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Employee Mobility and Talent Management Trends

The People Management Association of the Philippines (PMAP) Luzon Summit sets the stage for the examination of key business developments and the resulting pressure that is placed on human resources and talent management. The 8th PMAP Luzon Summit focused on Global Mainstreaming of People Manager’s Competencies and Mobility.

Globalization has been a great catalyst for the improvement of business systems and social relations. Efficient networks are no longer optional, but imperative to business success. This necessitates the improvement of both a company’s workforce as well as the managing strategies of that workforce, in order to reach a global standard. Adherence to internationally recognized principles and practices is a must.

The Luzon Summit taught that workforce mobility is slowly emerging, where expatriate assignments and virtual teams are becoming more common. On a more regional scale, the ASEAN Economic Community of 2015 has set a deadline for a more liberal flow of talent and services, as mobility takes center stage in the world of commerce.

Jocelyn Pick of Profiles Asia Pacific was one of ten speakers at the 8th PMAP Luzon Summit Directorate. She discussed Government, Academe and Industry Partnership as part of her advocacy to help bridge skills gap and build strong relationships between academe, industry, and government. Pick, also the managing director for People Dynamics, is a member of PMAP’s Board of Trustees and the director-in-charge of the PMAP Academe Industry.

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What to Do If Employees Are Underperforming

Realizing that you have hired someone who is not fulfilling his or her responsibilities well is hard to accept, but it happens. It does not mean it’s time to cut any contracts short immediately, but the sooner an inefficient employee is investigated, the better. Waiting to see if employees get better on their own is a waste of time and company funds that could be going towards better training, direction, or finding someone who is a better fit for the job. Below are a few steps that can help get an employee-performance problem resolved.

Analyze – that you have the right person in the right job that he or she can excel in. There are times when someone just isn’t a good fit for a company or position. There are also times that an employee who is a great fit just isn’t getting sufficient direction. To determine whether your problem is the former or latter…

Discuss – shortcomings with the employee in question. Speak with the employee and let him or her know your concerns. If the employee shows potential and a willingness to learn, consider…

Training – the underperforming employee. Sometimes, a little training and skill acquisition makes the difference between a confused employee and job clarity. You could have a high-potential employee and not even know it. Once the employee goes through training, it’s time to…

Reassess – whether the employee performance has improved or it just doesn’t seem to be working out. A high-potential employee who has been given training and opportunity should evolve into a high-performing employee. Once you’ve assessed whether your underperforming employee has gotten better or not…

Resolve – the issue with a now-better equipped and more efficient employee, or by finding a replacement using effective assessment procedures. If you must find a replacement, avoid hiring another bad fit by using assessment tools, and check out our post about picking a good candidate.

And remember, poor performers don’t always mean it’s time to hire someone new, it may just mean that your employee needs more direction.

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IMPHIL Sets ASEAN Integration Forum for Management Consultants

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The game changing impact of forming a single market and production base involving 10 countries and 600 million people, with a combined GDP of $23 Trillion, warrants strategic preparedness and focused market positioning.

The Institute of Management Consultants of the Philippines (IMPHIL) has embarked on a campaign to provide critical information to all management consultants in the country on the need to strengthen sectors they serve; and prepare themselves and their clients for unparalleled access to markets as well as unparalelled competition. Vulnerable sectors are especially important since the products may be overwhelmed even in the local market by better technology, massive branding, and calculated adaptation.

“Consultancy Beyond Borders”-Implications and Opportunities is the conference title. The Conference is an open invitation to Professional Management Consultants and practitioners providing advisory services, technical and managerial assistance, training and capacity building capabilities to any sectoral group, cooperative, people’s organization or business operation of any size throughout the country.

IMPHIL, founded in 1985, is the only government recognized association of management consulting firms. It is also a founding member of the Confederation of Filipino Consultants (COFILCO). In 2013, IMPHIL was assigned to manage the accreditation of Consultants and the validation of claimed expertise and accomplishments for all government and foreign funded projects for bidding.

Recently, IMPHIL has partnered with the International Certification for Management Consultants (ICMC) to certify Filipino professionals as technically trained and professionally equipped International specialists upon completion of a process of accreditation. The ICMC is a globally recognized and respected certification body whose list of certified consultants/specialists/experts are logged in a database, to enable potential clients in any country to verify and validate consultants’ respective expertise.

The first leg of the conference will be held in Cebu Grand Convention Center, Cebu City on June 27, 2014. Registration will be open at 8:00 AM, and the conference will officially commence at 9:00 AM. For reservations call (Cebu) 318 5132, (Manila) Amy at 893 5005 and 892 1880 and Cherry at; 631 0281. Or, you can email us at, or visit the website at

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Building Relationships for Success in Sales

This workshop will introduce participants to the business of making friends, and the business of all sales professionals is building relationships. Strategic friendships will make or break any business, no matter what industry.

Course Outline

  • How to get people to like you
  • Influences in forming relationships
  • Building customer relationships
  • Self-disclosure
  • How to win friends and influence people
  • Communication skills
  • Sending the right non-verbal messages
  • Managing mingling
  • Networking effectively
  • Developing an effective handshake
  • Business card do’s and don’ts
  • Tips on remembering names

This workshop will be facilitated by Dr. Leonardo Garcia, who holds a Master’s Degree in Communication and Doctoral Degree in Business Administration. He also took up an advanced course on Advanced Marketing Management Program. He is an Agora Awardee for Outstanding Achievement in Marketing Education and a Certified Professional Marketer and an Accredited Marketing Educator and a professorial lecturer in several universities. Dr. Garcia is the former President of Phil., Marketing Association and the past President of the Association of Marketing Educators.

The course fee is PHP3,500 and includes specialized student workbook and course materials, a personalized certificate of participation, snacks and lunch. Register online, for more information please contact Kristine Javier at 635-0016 or

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How Does Charisma Drive Leadership Success?

Mr. Profiles, Deiric McCann on his talk "Leadership Charisma"

The following is an interview with Deiric McCann, co-author of Leadership Charisma. McCann explains how charisma affects leadership in the workplace, inspires good communication, and build a seamless workforce of dedicated employees.

Interviewer: In your opinion, from a marketing perspective, why is it so important that industry leaders are charismatic?

Deiric McCann: In our research (400,000 employees rating 40,000 leaders worldwide), more than 40 percent of what we- as employees, shareholders or readers- perceive as charisma is good communication.  Think of any truly charismatic leader you know or have ever read– what do you remember? Their extraordinary communication ability (think ML King, JFK, Gandhi, Steve Jobs, etc.).

Yes, there are effective leaders who are poor communicators – the sad thing for those leaders who don’t take the time to improve their communication skills is that our research shows they could be 40 percent more effective.

We live in an ‘always on,’ ‘sound bite’ world, where a senior leader’s ability to deal with social media and the press at large is critical to maintaining a positive marketing image. Modern leaders should be continually honing their communication skills – and the approach outlined in Leadership Charisma will help leaders do just that.

Interviewer: Why is charisma one of the most important qualities of a leader?

Deiric McCann: Look at any organization enjoying spectacular success, and what do you find they all share in common, besides their products or technology (which is potentially duplicable)?  THEIR PEOPLE. Spectacular success is built upon the ability of the leadership of an organization to engage the people who work for the organization – on a much higher level than their competitors can. High levels of employee engagement have been shown not only to contribute enormously to the organizational bottom line, but it’s also an almost unbeatable competitive advantage.

Interviewer: But, what has charisma to do with all that?

Deiric McCann: What’s often described in everyday situations as charisma is little more than surface charm and, as such, it has no relevance to a leader and the results they get. Sure, a charming approach doesn’t hurt, but once you scrape the surface and find that the charm is a very shallow layer over a person’s personality, it can become a liability instead of an asset.

Think of those many stories you’ve heard of people meeting their so-called charismatic movie star heroes, only to be disappointed that he or she just wasn’t the person they expected – they didn’t run as deep as they might have expected.

However, what we talk about as ‘leadership charisma’ in the book is something entirely different. We define leadership charisma as that particular blend of behaviours, all of which can be developed by a leader and enables them to:

“… create and maintain a work environment where people are emotionally and intellectually committed to the organization’s goals.

… instill in their people an energetic and positive attitude that inspires them to do their very best for the organization.

“… create a common sense of purpose, where people are more inclined to invest extra energy, and even some of their own time in their work.”

That is a living, breathing definition of the best sort of employee engagement – and it is achieved on a long-term basis only by leaders who have what we call ‘leadership charisma.’ That’s why we cite leadership charisma as such a critical quality in a leader.

Interviewer: Specifically, how does being charismatic lead to success? Is likeability a key factor? Ambition? Motivation?

Deiric McCann: Look at what we just said about the role of what we callleadership charisma in driving all-important employee engagement. If you can enage your people on this sort of level, then they will give their whole hearts and souls in the servcie of your shared vision – helping the organization achieve its results.

And ALL of the research says that this has a dramatic effect on results . In one of the biggest studies on the topic (involving more than 90,000 employees in organizations in 18 countries worldwide), companies with such highly-engaged employees achieve on average, 51 percent more operating income than similar organizations with disengaged people, and 39 percent more earnings per share than those with disengaged people.

We don’t have enough time to go into all of the factors that contribute to leadership charisma – for that you’ll have to buy the book (or download chapter 1 for free) – but while likeability is a positive factor, it is not as essential as some other factors. For example, our research shows that people are very motivated and engaged by leaders who:

  • Have a clear and ambitious vision that they communicate clearly
  • Take the time to demonstrate to their people what’s in it for them if they help the leader achieve that vision
  • Are interested enough to know the concerns of their people, and make great efforts to help them deal with those concerns
  • Help their people become the best they possibly can – both personally and in a career sense

…the key factor in leadership charisma is a genuine concern to see that one’s people get as much from the relationship with the organization, as does the leader, his board, and shareholders. Now that’s what genuinely motivates people!”

Interviewer: Can a negative leader tarnish a brand image? A company image?

Deiric McCann: Without a shadow of a doubt. As I said earlier, engaging people ultimately comes down to a genuine interest in helping them to achieve their goals and objectives (as they help the leader to achieve the organization’s goals and objectives).

The moment an employee senses that their leader is less interested in them and their objectives/welfare than the employee is in the organization’s obejctives, engagement begins to leak away. So, forget a negative leader, even a neutral leader can tarnish a brand image – by simply getting poorer results than those achieved by their peers in high-engagement organizations.

Of course, an actively negative leader will drive employees to become vocal outside of the workplace, and can have a really negative impact on the image. As soon as employees start ‘washing the organization’s dirty laundry’ in public, the brand image can decline quickly in a world where social media spreads any message overnight, particularly a negative message (somehow they spread more quickly), a brand image can go form hero to zero overnight.”

Interviewer: Do you have to be in an executive/leadership role to be a leader?

Deiric McCann: Absolutely not. Anyone who develops and works with the behaviors that drive leadership charisma will attract and motivate people to follow her/him, regardless of whether they have formal authority or not.

It is important that organizations be alert and ensure they remain open to identify and recruit such ‘charismatic leaders in the making’ – so they can put such individuals into leadership positions where they can develop as future leaders and engagers of employees.

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Identifying High Potential Employees

According to a study by the Corporate Executive Board (CEB), as many as 25% of high-potential employeesplan on leaving their jobs within a year. Many organizations make the mistake of only looking at ability when assessing an employee’s potential for managing a job. – 10 Important Questions to Help Identify High Potentials

High potential employees are valuable to the future of the company, for when higher positions need to be filled and leadership is needed on each level of employees. High-performers do well in their current jobs, whereas high-potentials can excel in future positions within the company. Organizations need to think about the long-term health and goals of the company, and develop assessment models to find high-potential employees.

Profiles International recommends asking these 10 questions when determining whether an employee has high-potential.

  1. Does this person have a proven track record for accomplishing impressive results, not just meeting expectations?
  2. Does this person take charge and make things happen, or sit back and let things happen before producing?
  3. Does this person inspire confidence in his or her decision making?
  4. Can this person lead through persuasion and influence? Can he or she serve as an effective sounding board to others who are struggling with complex issues?
  5. Do others trust this person to lead projects and teams, even though he or she doesn’t have a leadership title?
  6. Does this person have an understanding of how to separate “what” from “how”? An awareness that establishing the destination before deciding on the mode of transportation is essential?
  7. Can this person keep a global perspective? Are priorities apparent, or does she or he become mired in the details and tactics?
  8. Do obstacles stop this person? Or do they represent challenges, not threats?
  9. What success has this person had with multitasking?
  10. How do unexpected changes affect this person’s performance?

For more information about employee assessments, please visit

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Chairman’s Message: Civil Service Institute’s Award Ceremony

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May 26, 2013 – AWARDING of Certificates of Accreditation

(left to right) Commissioner Robert S. Martinez, Jocelyn R Pick, Commissioner Nieves L. Osorio and CSI Executive Director Agnes Padilla

On behalf of the Commission, allow me to congratulate the 11 CSC accredited training institutions:

  1. ACG Human Capital Solutions Corp.
  2. Ancilla Enterprise Development Consulting, Inc.
  3. ATENEO Center for Organization Research and Development
  4. Centre for Leadership and Change, Inc.
  5. Development Center for Asia Africa Pacific, Inc.
  6. First Pacific Leadership Academy
  7. Human Capital Asia, Inc.
  8. Investors in People Philippines-Inspiring Partners, Inc.
  9. People SparX, Inc.
  10. Profiles Asia Pacific, Inc.
  11. SAIDI Southeast Asia Interdisciplinary Development Institute

We also thank you for joining us in the Program and in this simple ceremony managed by the Civil Service Institute to officially welcome you as our partners in HR and OD in the bureaucracy.

Your accreditation means that from this time on, you are one with us committing to realize our vision of becoming the country’s leading center of excellence for strategic HR and OD in 2015, in Southeast Asia in 2022 and in the whole of Asia in 2030.

The vision is indeed challenging but we have already started the engine running through the CSC Strategic Reform Agenda – Performance Governance System (PGS), our dashboard that tells us where we are and how far we must go in meeting and even exceeding our targets and goals.

Fueling our engine towards meeting our vision are various HR initiatives. We have the Competency- based HR systems – from recruitment to learning and development, to promotion; the Program to Institutionalize Meritocracy and Excellence in Human Resource Management or PRIME HRM that assesses and assists government agencies in their HR systems to be at par with the global standards. The agencies are either awarded in the end as Centers of Excellence for best practices in some or all of the human resource management areas or conferred with Seal of Excellence for their pivotal role in the development/innovation of HRM areas; and the Strategic Performance Management System, a performance management system that links individual performance to organizational productivity and utilizes Coaching as a major development intervention.

Finally, the Commission is embarking on a Certification program which is an alternative mode of meeting the education requirement of master’s degree for appointment to division chief and executive/managerial positions and as additional training requirement for appointment to executive/managerial positions. CSC will tap ATIs for the training component, in addition to our 16 regional offices tapping ATIs for program exclusively run by them.

With these initiatives and programs, the CSC with only about 1,300 women and men as drivers and operators serving the 1.5 million civil servants need help. We need partners. We need you –  ATIs.  We bank on your expertise, being high caliber training institutions. Since the provision of external training services is ISO certified, we can not afford not to partner with you. What you have mirrors the hallmarks of what ISO certification is. Our partnership is indispensable if only to speed up our country’s development through HROD, as a matter of fact.

Hence, the accreditation of training intuitions is a major strategy built in solid public-private partnership all in the name of integrity and public service excellence.

We have started our official partnership today, and we shall never let the lights off as we continuously pursue the bright future of the bureaucracy. We will do this hand in hand by engaging, enabling, empowering, and energizing the Filipino servant heroes through quality training programs using cutting-edge technology with master trainers and subject matter experts.

At this point, the Commission wishes you blessing for this endeavor. May we all prosper by helping the civil service learn and develop!

Thank you.  And again, congratulations!

-Chairman Francisco T. Duque III, MD, MSc

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Civil Service Institute Partners with Profiles Asia Pacific

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Civil Service Institute Welcomes Private Partner Training Institutions. (left to right) Commissioner Robert S. Martinez, Jocelyn R Pick, Commissioner Nieves L. Osorio and CSI Executive Director Agnes Padilla during the Awarding ceremony

May 26, 2014 – Profiles Asia Pacific Inc. earned accreditation as an official partner institution in Human Resources and Organizational Development for the Civil Service Institute. The accreditation makes us an official partner towards the synchronized effort of being the country’s leading center of excellence for strategic Human Resources and Operational Development in 2015, throughout Southeast Asia by 2022 and in all of Asia by 2030.

The implications of such a partnership with the Civil Service Institute is an honour and responsibility. Together, Profiles Asia Pacific Inc. and other institutions will work with the Civil Service Institute to engage, enable, empower and energize Filipino servant heroes using quality training programs and cutting-edge technology, with master trainers and experts.

Profiles Asia Pacific was selected among a talented array of select private training institutions to attend the awarding and accreditation ceremony that recognized the quality training service and consultation provided to the Civil Service Institute.

“We cannot afford to not partner with you,” Chairman Francisco T. Duque III said about sourcing private training institutions to build a solid public-private partnership in the name of integrity and public service excellence.

This has been a significant step towards distinguishing the quality and efforts of Profiles Asia Pacific Inc. concerning human capital and organizational development. It is truly an honour to join the ranks of select leading institutions that share the same vision of a nationwide world-class standard in Human Resource and Organizational Development, emphasizing learning and development.

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Communication Strategies

Have you noticed that some people are easier to talk to than others? Or met a person who you liked immediately?

The Communication Strategies workshop from Profiles Asia Pacific on June 10, from 9 a.m. to 5 p.m., is designed to help you understand the impact your communication skills have on other people, including employees and colleagues at the workplace.

Workshop participants will identify communication problems that may be holding you back, develop question-asking skills to get the information you need, learn what your non-verbal messages are saying, and enhance your ability to handle difficult situations by listening actively and empathetically.

Course Outline

  • Creating positive relationships
  • Growing our self-awareness
  • Communication basics and barriers
  • Asking questions and listening skills
  • Body language
  • Communication styles
  • Creating a positive self-image
  • Frame of reference
  • Techniques for the workplace
  • Assertiveness

This workshop will be facilitated by Ms. Blesilda “Baebee” Reynoso, who holds a Master’s Degree in Educational Technology and Literature. She is a Creative Communications and Personality Enhancement Consultant specializing in training programs on Communication Skills, Learning Strategies, Team Building and Corporate Image. Ms. Reynoso, as an artist-educator, also conducts lectures in Humanities and Art Appreciation for students and teachers. She also conceptualizes and organizes heritage tours, art conventions, seminars, and exhibitions. She is also an author/consultant for publishing houses.

The course fee is PHP3,500 and includes specialized student workbook and course materials, a personalized certificate of participation, snacks and lunch. Register online, for more information please contact Kristine Javier at 635-0016 or

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