Category Archives: November 2016

  • 0

Career Development: Gaining that Extra Edge

Have you ever been at a loss as to which fork to use? Or which side plate is yours? If you’ve ever been at a loss for words while chatting with a VIP, our career development workshop will give you that extra edge in the job search.

Social gaffes you aren’t even aware of could jeopardize your career. This two-day workshop from December 6-7 will help you handle most of those socially difficult moments.

Register now

Students will learn to network effectively, including making introductions, shaking hands, and using business cards appropriately. The course will go over appropriate dress, how to establish trust and credibility, and practice formal or business dining.

Course Outline

  • Business Etiquette Basics
  • Test Your Business Etiquette
  • The Handshake
  • Business Card Etiquette
  • The Skill of Making Small Talk
  • Do You Remember Names?
  • Making the Great First Impression
  • Dress for Success
  • Business Dining
  • E-mail and Telephone Etiquette

Register now

An investment of P 8,500 + 12%vat includes instruction by an expert facilitator, snacks and lunch, a specialized student workbook, all course materials, and a personalized certificate of completion.

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.

  • 0

Onboarding tools: Why to build a knowledge base

An internal knowledge base is one of the most efficient onboarding tools you can invest in. It saves you time and effort in the long run, and once you have the basics written down it’s just a matter of updating the details. Here are the benefits of building a knowledge base.

Knowledge base benefits: Easy onboarding tools

Quick training

A knowledge base means that you’ll be able to train new hires fairly quickly. After their initial training, give them read-only access to your knowledge base and allow them to answer their own questions with this pre-made resource. If your managers find themselves repeating what they’ve said to new hires multiple times, have them build their training session into the knowledge base so employees can run through it.

Easily updated

A knowledge base is an easy place to draw from when you need to put together a quick training email or explanation. It’s stored and accessible for consistent use, and if you keep your knowledge base online it’s easy to update simply by accessing the back-end of the system. For example, if you keep everything in a private WordPress website, just update and add new pages or posts as you see fit.

Accessible referencing

Everyone needs a reminder now and then. Your employees might have questions they don’t get the chance to ask. By giving them access to a knowledge base, they can retrain themselves without taking up the time of their colleagues or managers. Occasionally, employees may also feel that their questions are too simple or obvious to ask, in which case a knowledge base would also encourage them to find their own answers.

Tips for building a knowledge base

Before you commit to building a knowledge base, answer a few questions to gain some direction.

  • Which department will it be for? Is it a company-wide tool, or will you have specialized sections? Be sure not to include irrelevant information, otherwise your employees may skip over important items.
  • What medium will you use? Some companies are investing in video knowledge bases, and in the future we may be seeing more virtual reality onboarding tools. Web-based knowledge bases are useful because you can filter through the content with search terms and chapters.
  • Who will be responsible for reviewing and updating the knowledge base annually? It’s important to keep your knowledge base updated, or you run the risk of sharing outdated information that’s no longer true. Review the content regularly.
  • Will it be internal, or open to others? Your clients may benefit from access (or limited access) to your knowledge base. If you open part your knowledge base to others, customers would be able to search through it to answer questions without contacting your support staff. If you keep your knowledge base (or at least part of it) internal, you’ll be able to include more sensitive information, such as business processes.

  • 0

Public Seminar: Anger Management

Anger is a universal experience. Dogs get angry, bees get angry, and so do humans. You don’t have to be a psychologist to know that managing anger productively is something few individuals, organizations, and societies do well. Yet research tells us that those who do manage their anger at work are much more successful than those who don’t.

The co-worker who can productively confront his teammate about his negative attitude increases his team’s chance of success as well as minimizes destructive conflicts. The customer service agent who can defuse the angry customer not only keeps her customers loyal but makes her own day less troublesome. This workshop is to help give you and your organization that edge.

Register now

Our upcoming Anger Management workshop will be held on December 1-2, 2016, and will go over a five-step method to break old patterns and replace them with a model for assertive anger. Participants will recognize how anger affects your body, your mind, and your behavior. The course will cover how to control emotions when faced with other peoples’ anger, and identify ways to help other people safely manage some of their repressed or expressed anger.

Course Outline

  • Defining Anger
  • Managing your Anger
  • The Anger Process
  • How Does Anger Affect Thinking?
  • Managing Anger
  • Communicating Better
  • Behavior Types
  • Taking Control

Register now

An investment of P8,500 + 12%vat includes instruction by an expert facilitator, snacks and lunch, a specialized student workbook, course materials, and a personalized certificate of completion.

About the Facilitator

Mike Grogan is a Lean Management Expert, High Performance Leadership Coach and Keynote Speaker. Mike first got exposed to Lean Management while working with Pharmaceutical Multinational Merck/MSD. There he learned first-hand from Toyota Production System (TPS) Consultants on obtaining a deep understanding of Lean and what is required for Implementation to be successful. Since then he has helped over 100 organizations in eight countries around the world become more efficient and effective. Clients have been from multiples diverse sectors such as Banking, Mining, BPO’s, Government, Manufacturing, and Healthcare, etc. In 2013 Mike was recognized by the Global Lean Movement as the first to successfully bring Lean Management to Healthcare in East Africa. Today Mike is based in Metro Manila where he is committed to engaging more organizations across South East Asia on the world class performance that can be achieved with Lean Management. Mike has a degree in Chemical Engineering from the University College Dublin and is a certified Lean Six Sigma Black Belt. He is the founder of the BestofYou Podcast. For more information, visit

  • 0

Psychological Safety at Work

Psychological safety at work is what allows team members to become colleagues, what helps employees speak up when they disagree with the CEO, and enables people to take risks in order for growth. Without psychological safety, valuable ideas don’t get shared and important questions don’t get asked. Here’s what you can do to increase psychological safety at work, to make sure your team operates at its peak.

How to foster psychological safety

Start off on the right foot

Create an onboarding process that introduces your new team members to the dynamics of the team. Let them know who they can go to with questions or feedback, and that the entire team is open to constructive criticism. Usually it’s the early interactions in a team that sets the tone for how secure a team member feels expressing criticism.

Ask questions

Lead by example and ask constructive, open-ended questions. In meetings let everyone know questions are always welcome, and will not be judged. Sometimes things just need clearing up. It may even be good practice to have new employees come up with at least 2 questions a day for a month or so, until they’re acclimated. This will help them realize it’s normal to ask questions in your company’s culture.

Pay attention

When someone has a question, give them your full attention. Put aside what you’re doing, and if you cannot, ask the person to come back in a few minutes when you can give him or her your full attention, or you can go to his or her desk instead.

Be inclusive

Take note of who asks good questions and who stays silent during meetings and training, and engage the team members who hang on the outskirts. Ask open-ended questions directed towards the group, instead of just one person.

Inform and get feedback

Have a culture of information prioritization; make it a top priority to make sure everyone knows everything they need in order to be successful in their job. Information should be treated as a shared commodity, with no one on the team having “better” information than others. Encourage your team to ask similar questions to everyone involved to get a cohesive picture of the answer, and encourage them to draw their own conclusions as well.

Get into the habit of asking for feedback from your team as well, and lead by example with this. After particularly high successes and any problems, ask your team for feedback and advice from their unique point of view.

On the note of feedback, don’t forget to praise your team for a job well done.

Explain your reasoning

Finally, encourage your employees to share their thought processes by explaining your own reasoning. If you’re in a meeting and there’s disagreement, voice your rational and ask others to do the same. This will help you get to the root of your teams motivations, encourages everyone to understand situations from different angles, and keeps the conversation flowing.

Further reading

  • 0

Public Seminar: Creative Thinking and Innovation

Creative thinking and innovation are vital components in both our personal and professional lives. However, many people feel as though they are lacking in creativity. What most of us do not recognize is that we are creative on a daily basis, whether it’s picking out what clothes to wear in the morning or stretching a tight budget at work. While these tasks may not normally be associated with creativity, there is a great deal of creativity involved to get those jobs done.

While some people seem to be simply bursting with creativity, others find it a struggle to think outside the square. If you fall into the latter category, it is important to understand that boosting your creative and innovative abilities takes practice. Recognizing and honing your own creative potential is a process.

Register Now

This public seminar on November 24 and 25, from 9 a.m. to 5 p.m. will  help you do just that. Participants will identify the difference between creativity and innovation in business, recognize their own creativity, learn how to build a creative environment, apply problem-solving steps and tools, use individual and group techniques to help generate creative ideas, and practice implementation.

Course Outline

  • What is Creativity and Innovation?
  • Individual Creativity
  • Get Creative
  • Developing the Right Environment for Creativity
  • Creativity and Innovation in Business
  • Where Does Creativity Fit into the Problem Solving Process?
  • Defining the Problem
  • Creative Techniques
  • Encouraging Creativity in a Team
  • Putting It All Together
  • Workshop Wrap-Up

Investment: P8,500 plus VAT

Register Now

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.

  • 0

Genos: Emotional Intelligence Certification in Manila

Deiric McCann and Profiles Asia Pacific will be launching Genos, an emotional intelligence certification in Manila on November 15-16.

The assessment consists of 42 items across six skill scales. Each scale consists of an emotionally intelligent workplace behavior. Genos will measure how often people demonstrate these behaviors in a work setting. This assessment does not measure someone’s actual emotional intelligence, but how they apply emotionally intelligent behaviors to their professional lives.

The certification program takes place over two intense days, where participants will learn how to design and sell EI solutions, develop individual and team EI, design and deliver EI development sessions, and understand how to harmonize EI to their current offerings (such as consulting or training).

For more information about the program, please visit Genos International. To learn more about the program in Manila, or reserve your seats, contact us.

  • 0

Public Seminar: Motivating your Workforce

It’s no secret. Employees who feel they are valued and recognized for the work they do are more motivated, responsible, and productive. Join us for a workshop on Motivating your Workforce on November 22 and 23 from 9 a.m. to 5 p.m. This workshop will help supervisors and managers create a more dynamic, loyal, and energized workplace. This program is designed specifically to help busy managers and supervisors understand what employees want and to provide them with a starting point for creating champions.

Register Now

Participants will identify what motivation is, learn about common motivational theories and how to apply them, learn when to use the carrot, the whip, and the plant, discover how fear and desire affect employee motivation, explore ways to create a motivational climate and design a motivating job.

Course Outline

  • What is motivation?
  • Supervising and motivation
  • Motivational theories
  • The carrot, the whip, and the plant
  • Fear and desire
  • Setting goals
  • The role of values
  • Creating a motivational climate
  • The expectancy theory
  • Designing a motivational job
  • A motivational checklist

For an investment of 8,500 plus VAT, you’ll get instruction by an expert facilitator, snacks, lunch, small group workshops that provide active learning, a specialized student manual, and a personalized certificate of participation.

Register Now

About the Facilitator

Dr. Icel Monsale obtains a Ph.D degree in Guidance Counseling at the University of the Philippines Diliman. She has been invited to conduct behavioral trainings in different companies across the country. She has twenty-three years of experience in designing and implementing behavioral training modules, facilitating psychological assessment, counseling clients with behavioral and emotional disorders, and conducting various research studies in the different fields of psychology. She is also a consultant of corporate companies where she renders her expertise in training and counseling to address concerns that affect employees’ productivity and well-being. Dr. Monsale is an on call psychologist to workers with problems with sustaining their motivation and commitment in the workplace.

  • 0

Management Tips from HR Professionals

Management is difficult. Here’s some advice from people who make it look easy.

9 Management tips

Focusing on real business value should *already* be a routine task for #HR – if not, shows how far we have to go. – Rob Briner

Rob shares this insight on his Twitter account, which is full of links to interesting articles and useful resources. Human resources drives the talent of an organization, which means that it’s one of the key players in providing value to the business. If you aren’t already doing this, it’s time to focus on how you can add value.

The journey of change doesn’t begin with intention, it seriously begins when you start to move. – Lolly Daskal

Lolly shared this insight on her Twitter account. She also writes frequently for Inc on topics such as motivation and productivity. As a leader, you must be the first to set an example. Implementation should begin with management and work its way down as the knowledge is properly diffused.

Adopt an intern – Heather Huhman

Heather advises businesses to adopt an intern in her blog, where she states that adopting an intern would be a great way for employers and students about to enter the workforce to connect. This is a great idea for management, since you get to tap into talent before it even enters the talent pool.

If we consistently exceed the expectations of employees, they will consistently exceed the expectations of our customers. – Shep Hyken

Shep shares this on his Twitter account, where he shares insight on content marketing and customer service. He specializes in customer experience, and applies his knowledge to management. Shep states that if managers and leaders demonstrate their ability and willingness to go above and beyond, their teams will follow suit.

When it comes to what makes us our most productive, it seems to me that we need both passion and purpose. – Sharlyn Lauby

Sharlyn states that employee engagement and employee motivation are different things in her article Which Is Better: Employees Who Have Purpose or Are Engaged. Employee motivation is the level of energy, commitment, and creativity they bring, whereas engagement is the extent to which they feel passionate about their jobs and motivated to do well. She says that in order to foster a high-performing team, you will need to cultivate passion and purpose (meaning), as well as motivation and engagement (drivers).

I have a working theory that 92% of an HR leader’s job is managing expectations. – Laurie Ruettimann

Laurie shares this insight in her blog, Managing Expectations in HR and Beyond. She states that personal problems often overflow into the workplace, where HR needs to handle them and provide counseling. One way to set clear expectations is through radical transparency during the hiring process; be ethical and honest, even when it means losing a candidate–because you would have just ended up with an unhappy employee in the end anyway. Laurie’s writing takes a stand, has a unique and powerful voice, and it’s clear she’s not afraid to take a stance when it comes to HR. Her blog is definitely worth a visit if you want to be challenged and inspired.

The only rules you are going to break are rules that need to be broken because they are out of date or because the rules themselves are harmful. – Liz Ryan

Liz shared this advice on in her Forbes article, Five Workplace Rules To Follow — And Five To Break. There are times when a company manual gets outdated, but never updated. This results in rules and regulations that don’t make sense, are a hindrance to growth, or are outright harmful to the business and its talent. HR needs to constantly reevaluate whether the regulations set in place are helping or harming the company, and innovate for improvement.

Ensure inclusion happens through education – Tim Sackett

Tim shared this insight in the article 5 Tips for Building an Inclusive Company Culture, which was an excerpt from  Laurie Ruettimann’s book. Tim says “It’s both naive and shortsighted to assume that your employees know anything about people who’ve come to work in America from countries all over the world. If it’s important for your workforce to know the difference between Pakistan and India, help them learn through online tutorials and video modules.”

This incredibly valuable advice applies to our workforce here in the Philippines as well, with a large number of expats and international interns. Even within each company you see a gap in socioeconomic status, education, and perspective. Your job as HR is to bridge that gap.

Keep being nice, offer alternatives – Penelope Trunk

Penelope shares this insight on her blog, Tips for negotiating with a liar. If you’re lucky, you’ve never had to work with a liar on the team, but most people are not so fortunate. If you do have to deal with someone who lies or procrastinates, Penelope says to stay cordial and offer alternatives. For example, if someone is consistently late to work as if they’d like to switch to the night shift.

What are we missing?

Do you want to see an inspirational HR pro on this list? Is there some great advice we should add? Let us know in the comments below.

  • 0

Public Seminar: Self Leadership

On November 11 we will be hosting a public seminar on self leadership from 9 a.m. to 5 p.m. This is a great opportunity to learn what self leadership is on an individual level, how to assume responsibility, and habits for building self leadership.

Self leadership puts together taking responsibility for our outcomes, setting direction for our lives, and having tools to manage priorities. Self-leaders work at all levels of an organization. They are front-line workers in every possible role, middle managers, and CEOs. It a commitment from individuals to decide what they want from life and to do what’s necessary to get the results they want. This workshop will help participants internalize the four pillars of self-leadership and to make meaningful, empowered choices while taking action to get where they want to go.

Register now

Participants will learn to assume responsibility by understanding who they are, what they want, and how to reach they goals. We will go over the pillars of self leadership, and discuss techniques related to adjusting to change, cultivating optimism, and developing good habits to build self leadership.

Course Outline

  • Defining Self-Leadership
  • Knowing Who You Are
  • Change Management
  • Knowing What You Do
  • Motivation for Optimists
  • Using What You Know
  • Workshop Wrap-Up

An investment of P4,500 plus VAT will include instruction by an expert facilitator, snacks, lunch, a specialized student workbook, course materials, and a personalized certificate of completion.

Register now

About the Facilitator

Jean Pierre Tolentino is a graduate of Bachelor of Arts Major in Economics at the University of the Philippines Diliman and M.A. in Business Administration in De La Salle University, Manila in 1978. He received a certificate in Strategic Planning from Fukushima University, Japan. He started as a staff assistant at Economic Development Foundation and rose to full consultant because of a five (5) level promotion in three (3) years. In 1978, he was the Sr. Manager at CPJ Corporation and VP of Olympia International Philippines in 1980. Mr. Pierre became an Asia-Pacific Consultant for the Belgian Government in 1987 and in 2010 he founded Fil. Resource Consultants Inc. with 6 other consultants.

Show Buttons
Hide Buttons