Tag Archives: Profiles Asia Pacific

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5 Leadership Tips from Successful Business Leaders

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Leadership tips

1. Be Data-Drive and Creative

“Nowadays everyone wants to be data-driven. That’s great but your competitors will have the same data, so you’re all going to come to the same conclusion. That’s why you always have to infuse some element of creative thinking.” – David Silverstein, CEO and founder of Colorado-based consulting firm BMGI (via Entrepreneur)

2. Ask “Why?”

The most awe-inspiring companies begin with a great leader who regularly asks herself “Why?” – Simon Sinek, author and CEO of the Sinek Group (via Entrepreneur)

3. Consider Leadership a Responsibility

“Think of leadership as a responsibility as much as an opportunity. Effective leaders understand that they are responsible for everyone that they are leading, and consider that responsibility as the main concern of their position. If you ever lose empathy for, and dedication to, the people you are leading, you are not being a leader.” – Michael Talve, the Founder and Managing Director of The Expert Institute (via Inc)

4. Make change for the better

“Men make history and not the other way around. In periods where there is no leadership, society stands still. Progress occurs when courageous, skillful leaders seize the opportunity to change things for the better.” – Harry S. Truman (via Forbes)

5. Continue to Learn and Take Advice

“When an entrepreneur stops being willing to be coached, their days are numbered — and understanding the underlying root of this resistance is vital, because the solution often depends on what is causing us to shut out the advice of others.” – Lisa Abeyta, Founder/CEO, APPCityLife Inc. & Cofounder, Hautepreneurs and HauteHopes (via Huffington Post)


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3 Tricks to Staying Focused at Work

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Improve Focus at Work
There are some weeks where staying focused at work isn’t a problem, then there are others wherein the hours seem to drag along. These three tips will help you turn those daunting tasks and endless unmotivated days back into productive and efficient progress.

Manage your time wisely

This trick sounds like common sense, but there is a science to managing your time for productivity. In order to stay focused, you have to allocate time purposefully and distribute tasks throughout the day based on when you are most productive. Stick to a regular schedule or routine in order to counteract procrastination, and schedule in breaks to avoid burnout.

Try different ways to structure your day to find out what works best. You could try doing all the creative work first thing in the morning, when your mind is fresh, and save mindless tasks for last. Or you could start the day by responding to emails and structuring the day ahead of you. Whichever schedule you discover works best, make sure you manage your time to ensure all work is done when it needs to be. Keeping deadlines in mind is also a great way to maintain focus.

Keep it organized

Staying organized is an excellent way to encourage focus and productivity. In addition to organizing your time, it’s also important to organize your working space and tasks at hand. Keep your desk clean and free from clutter so you can focus on fulfilling your responsibilities.

Organizing your tasks in a to-do list is another great way to stay laser focused on what needs to get done. You can list out issues that need to be addressed within the week, the day or even the hour. As an added bonus, once you finish a task you can enjoy the satisfying feeling of crossing it off your list. A to-do list doesn’t have to be done with pen and paper, there are multiple applications, like Evernote and Wunderlist, that can help you keep track of your checklists right from your phone.

Accept that you will occasionally get bored

Getting bored is inevitable with any job, but that shouldn’t make you lose focus. Even the jobs you truly love and enjoy may get boring in some aspects. Move past the boredom and invest your time and effort in remaining focused at work by reminding yourself that what you do is worth powering through despite the boredom. In order to achieve this, pinpoint your goal and work steadily towards that, while reminding yourself of your purpose and the overarching mission and strategy behind your tasks.


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5 Common Sense Rules of Office Conduct

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Empty office

The rules of office conduct may seem complex, but many of the basics are simple common sense. If you’re about to start a new job, enter the workforce, or just want a reminder on office conduct, brush up by reviewing these five core rules that can help you in almost any work situation.

Don’t start or entertain arguments

Conflict is inconducive to productivity, so it makes sense that you want to avoid it in the work place. Arguments create tension between coworkers and colleagues, leading to poor teamwork and stifling communication. In addition to creating collaboration issues, arguing also takes up time and brainpower that could have been used to get work done.

In order to avoid unnecessary conflict, just walk away from bad behavior. Don’t engage or reciprocate when confronted, stay calm and don’t get emotional or angry. Keeping a clear, rational head in the face of conflict goes a long way to navigating it skillfully. If there is an issue that needs to be addressed, don’t be accusatory or argumentative. Instead, meet with the person in private and explain how his or her actions are affecting you. If speaking to them directly about the issue doesn’t resolve anything, you may request a mediator from HR to clarify the code of conduct and your company’s business ethics.

Act with integrity

In all companies, it should go without saying that both management and employees need to act with integrity. Be honest and straightforward when dealing with internal or external audiences, follow the rules and code of conduct and keep your work and attitude.

Be professional in your actions and behaviors

Being professional applies to how you dress, speak, and act. This means that you wear office appropriate attire, address others with respect and use speech and language that is appropriate for the work place. Remaining professional will help you earn and keep respect in the office. By being consistently professional, you also earn credibility for your actions and ideas, making it easier to suggest business strategy and other improvements you may think of.

It’s also important to act and dress professionally when meeting and interacting with clients and customers. As an employee, you are a representative of your company and should behave accordingly.

Make sure to learn about the office dress code so you know what attire is appropriate. Your company may have casual Fridays, or require formal business attire at all times. Address others with respect and, this is truly common sense, leave bad language out of your work vocabulary. Finally, be professional in how you handle conflict, proposals, meetings and other office-related tasks. Don’t show favoritism and submit professional, high-quality work.

Separate work and personal life

Whether you are working in a family business or not, you should separate work and personal life for the sake of the business and your colleagues. Keep company matters in-house and be discreet when discussing office politics, methodologies and policies. If you are unsure about whether you can share company information or not, err on the side of caution and don’t share it until you ask a supervisor whether it’s public information.

Likewise, only share your personal stories sparingly, if at all. Coworkers aren’t necessarily interested in hearing about personal matters, and you might make it awkward in the office if you insist on talking about past relationships or other inappropriate topics.

Be punctual

Punctuality is a commodity in the workplace. It entails showing up at the time you say you will and being courteous of others’ time. Arrive at work and meet all your other appointments on time. If you are running late, let your coworkers know. Don’t schedule your meetings to closely together to give yourself adequate time to reach each one on time. Also, keep meetings contained to the scheduled amount of time; don’t let a meeting drag on longer than 10 minutes after the proposed closing time. The other attendees may have time sensitive obligations after the meeting or the meeting room may be needed by a different group.


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The Most Productive Office Layout

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Image from Mashable.com

Image from Mashable.com

Incentives and bonuses may not be enough to encourage a productive workforce. Sometimes, the office layout plays a large role in motivation, and should be adjusted for optimum work.

According to Mashable, the most productive office layout consists of comfortable and ergonomic workspaces. That means chairs that encourage good posture and screens and desks that are adjusted to height. A productive office layout should also have natural lighting, be free of clutter, and have the occasional office plant. Give employees space to walk and stretch their legs, as well as the right colors to suit your tasks, whether it’s creative or detail-oriented.

According to Forbes, a highly productive office must have adequate lighting and sound control. This means that employees should be able to focus on their work without distracting sounds. Try installing sound-absorbing panels or agreeing on a playlist in a communal workspace. A productive office must also be arranged smartly, so that employees are in the best position they can be in at the office to do their jobs. For example, don’t situate a receptionist desk far from the phone he or she needs to answer. Alternatively, your office could offer task-specific work stations that have employees moving to different stations in a collective space that are specially designated for different tasks. When employees are moving around all day, their brain stays active and alert. It also reduces the chances of employees zoning out in front of their computers all day.

Overall, keep your office spaces comfortable and well-lit, with sufficient privacy so your employees can make the most out of the work day. Follow the advice from Forbes and Mashable to create the most productive office layout and observe the results.


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Announcement: New Specialized Training Available

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Profiles Asia Pacific already offers numerous selection assessments, but this month we are proud to announce a release of specialized training programs to our repertoire! The following assessments can be conducted online by participants as a prerequisite to their specialized training.

The following are available as of August 2015. Please contact us for more information.

  • Learning Profiles™ & Assessments
  • Coaching Effectiveness Profile
  • Communication Effectiveness Profile
  • Creativity & Innovation Profile
  • Customer Service Commitment Profile
  • Diversity & Cultural Awareness Profile
  • Emotional Intelligence Profile
  • Leadership Effectiveness Profile
  • Learning Styles Questionnaire
  • Listening Effectiveness Profile
  • Management Effectiveness Profile
  • Negotiating Style Questionnaire
  • Personal Stress & Well-Being Assessment
  • Problem Solving & Decision Making Profile
  • Sales Effectiveness Profile
  • Teambuilding Effectiveness
  • Time Management Effectiveness Profile
  • Leadership Effectiveness Profile
  • Management Effectiveness Profile

Contact us today to learn more about online assessments and specialized training!


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Employee Retention: Communicate to Retain

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Assessment

Employee retention relies heavily on how well an employee can do a job, inter-company relations and how efficient and purposeful the work is. Being competitive and offering great packages helps employee retention, as does rewards, recognition, training programs and a good hiring process. However, many of these things count on good communication skills to succeed.

Below are a few communication strategies to inspire effective communication throughout all organization levels.

Keep Employees Informed

Provide regular and ongoing communication throughout the entire organization. Regular communication gives employees an idea of when to expect feedback or new information, and through which communication channels.

Routine feedback will also help employees gauge their success and adjust their behaviors. Communicate their strengths, weaknesses, goals, responsibilities and options for improvement every few months so employees know whether standards are being met.

Ask for Feedback

Ask for employee input to create a company culture that encourages independent thinking and values employee opinions. Employees have unique insight on the business processes because they interact first hand with your customers and company systems. It’s especially important to request feedback with decisions that affect them, such as new policies.

Find Different Ways to Discover Their Opinions

In addition to asking for feedback at quarterly reviews or meetings, you can also use assessments and surveys to identify turnover in your organization. Host surveys, small group interviews, focus groups, exit interviews and online questionnaires to find out why your best employees stay with you and why some leave. Once you have the information to act on, you can begin taking measures to improve employee retention.

Deliver Relevant Messages to the Right Audiences

There is some information that your entire company would appreciate, such as an internal newsletter of upcoming events and holidays, or a quick email about something important happening in the office (ie. construction, power outage, etc.). However, not all information will be important or helpful to all employees, so consider your message and audience before you try to communicate. Don’t clutter your employees’ inboxes with unnecessary emails, and be sure to only send relevant, important information. If you send unimportant information too often, your employees may begin to ignore even the important messages.

Use the Right Medium

Different employees prefer to communicate in different ways. Consider using different mediums to communicate and if possible meet them where they prefer to discuss. For example, if a employees prefer SMS for quick messages, invest in an unlimited messaging plan. If you work with a freelancer who prefers email over anything else, communicate via email. Establish what communication resources your organization has and identify the best internal audiences to reach with them.


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Avoid These 3 Hiring Mistakes

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where-interviewingFind your top talent quickly and efficiently by avoiding these hiring mistakes that could take months of time and effort to fix.

1. Not involving the department in the interview process.

The department a new employee will be working in has unique insight into the position. The manager will understand how the employee will work, the reporting process, collaboration tools, and overall work culture. The other employees in the department will know how communication works and will be the people that new employee work most closely with.

Allow an employee from the department to meet your potential candidates to gauge whether he or she would be a good fit for the group and the position. You can also ask the employee to show a candidate around or introduce the department and answer some questions.

Make sure to involve some staff members from the department you are hiring for when screening or interviewing candidates. Ask them to give their feedback on how well the candidate would do in the position and add their insight to your own in order to avoid hiring mistakes.

2. Not being thorough with reference checks.

Work references provide a glimpse into what your potential employee is like in the office. Perform detailed reference checks with multiple sources in order to get a clear picture of the candidate before hiring him or her. Be sure to ask the right questions when you contact employee references and pay close attention to both their answers and the way they answer. Some potential questions include;

  • If the candidate was applying for the same position at your company, would you welcome him/her back?
  • What do you feel is the candidate’s greatest potential?
  • Is there anything that might hinder the candidate from being successful in the position?

3. Taking too long to make an offer.

Try to expedite the decision making process to avoid losing a great hire. The longer you make a candidate wait for an answer, the more likely he or she is to take a different job offer. Even if the interview process will take some time, inform your top candidates that they are on your list of finalists and give them a realistic schedule of when to expect your decision. Once you’ve decided to hire a candidate, respect his or her time and inform him or her immediately.


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Leading by Example

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1_print

In addition to being good in principle, leading by example also inspires loyalty and trust in your employees. In order to keep enthusiasm and goodwill among your team members, you need to do more than instruct, you need to lead. Below are a few ways you can lead by example and inspire your employees to succeed.

  • Make a firm commitment to your team and purpose. Remind yourself why you started the journey and took on the role you’re in.
  • Before you ask someone to do something, think about whether you would be willing to do it yourself. For example, if you change office hours, follow the same schedule you put your employees on.
  • Examine your own behavior and make sure you aren’t mirroring any behaviors you critique others for. For example, if you don’t tolerate interruptions at meetings, you should hold yourself to the same standard.
  • Establish a standard of excellence. Set high expectations and hold both yourself and your team members to it. Showcase your work and display the high quality of results you expect.
  • Remember to take the same leniency with yourself that your team members are allowed. If you want your team to take full lunch breaks to relax, you should take them too so that your team doesn’t feel the need to mirror your dedication.
  • Deliver on your promises. Focus on results and make sure what you say will get done gets done. If you tell your team member you will provide a set of data, deliver that data.
  • If needed, bring in a team of experts who can get a job done. This shows your team that you aren’t too proud to ask for help, and that results are the end goal.
  • Be transparent. Treat people well and be honest about their work. If they ask questions, answer truthfully and, if needed, explain your motivations. Your transparency will inspire transparency from your people, and will enhance your teams’ ability to develop authentic working relationships.
  • Develop relationships. Value your team members and develop listening and communication skills that will foster trust and healthy working relationships.
  • Accept responsibility for any mistakes instead of blaming others. Being responsible helps showcase your credibility and reliability, whereas blame makes people defensive and hinders growth.
  • Cooperate with others. Your team can produce higher quality product and work more efficiently when collaborating, so show your value in teamwork by working well with others.
  • Invest in learning and development for both yourself and your team members. Demonstrate your commitment to professional improvement and provide resources for your team members to do the same.

Leading by example is the best way to show your team that you will also do what you expect from them. It will make them more likely and willing to help you achieve your goal. Overall, leading by example makes you a leader people want to follow. Tell us what other ways you can lead by example in the comments below.


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Don’t forget to sign up for Personal Mastery!

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Personal mastery

Register for our public seminar on Personal Mastery, a workshop that goes through a concrete way of improving individuals. Personal Mastery will encourage you to embrace the qualities of a team player and make you a member every team wants to have. This two-day workshop will teach you how to effectively manage your energy, reframe your self-image, and use proper approaches for influencing people. The workshop is aimed at anybody who wants to get a full understanding of their strengths and weaknesses to leverage personal growth and maximize their skills with the right attitude.

Register Now

This workshop will help teach participants how to:

  • Strengthen your organization by further strengthening participants as individuals and as team members
  • Help your organization achieve its goals while being proactive to the their own development needs
  • Be more motivated and positive, thus a more conducive environment for greater productivity
  • Have better appreciation of their work and strengthen their relationships with one another
  • Foster greater focus, energy and enthusiasm in working towards their organizations goals
  • Rediscover; re-program their self-image to maximize oneself for optimized personal and working lives
  • Muster greater control over their ‘self’ (mind, body and spirit)
  • Learn the following techniques: affirmation ,visualization, ‘imagineering’ and mental editing

Course Outline

MENDING THE MIND: Maximize Yourself & Life

Power of the (God given) mind: Conscious and Subconscious
Levels of Thoughts/Mental Diet
Develop a Positive Self-Concept/Healthy Self-Image Reprogramming

MINDING THE BODY

Mind-Body Connection
Stress and Relaxation (Laugh, Play, Rest/Sleep)
Breathing Exercises and Stretching
‘9 Joints’ Exercises

NURTURING THE SPIRIT

Peace of Mind Square
Managing Anger
Money Matters
Lengthen the LOVE Line

KNOWING YOUR PATH : Discover your Gifts

CONNECTING WITH YOUR ORGANIZATION : Perform & Behave

Are you aligned with your organizations goals?
What makes a healthy relationship with your organization?
How can you help promote a culture of Performance?
17 Qualities of a Team Player (by John Maxwell)

ACHIEVING BALANCE : Making it in the Work World (without much regret)

About the Facilitator

Ms. Elvira Ramos-Balinang has more than 20 years of consulting experience in Training and Organizational Development for various private and government organizations. She is expert in handling several projects in the areas of Management and Human Relations Training, Values Enhancement, Self-Esteem/Self-Image Building, Change Process, Poverty Alleviation, and LGU Empowerment. Ms. Bi also specializes in curriculum development, conceptualization of frameworks and OD interventions.

For a course fee of P8,500 + VAT, participants will receive instruction by an expert facilitator, specialized student workbook and course materials, personalized certificates of completion, AM/PM snacks and lunch.

Register Now


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How to Write a Job Description

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Pen and paper

A job description summarizes the important functions of a position and the requirements or qualifications needed to succeed. It is a tool used by both HR and division managers to clarify a role that is filled and the duties under that role. Job descriptions can be used as a guide for succession planning, learning and development, performance reviews and salary administration. For the employee, a well-written job description is a roadmap that can be used to navigate a new position. They can look at a job description and understand exactly what is expected.

One of the keys to successfully filling an open position is writing a job description that will both convey everything a potential candidate needs to know about the company and position, as well as attract quality applicants. Below are a few things to keep in mind to help you write a job description that is customized, compelling and effective.

Accuracy

A job description needs to accurately convey the responsibilities and duties of the position. This means that you should have a clear picture of what the job entails, and translate the action items into the job description. Do not over or undersell a position, which could cause dissatisfaction once a new hire realizes the job description wasn’t accurate. For example, don’t say an employee will be visiting stores when he or she will mainly be working on data entry at a desk. Likewise, don’t say an employee will only perform data entry when the job requires multiple store visits a week. Different jobs attract different people, and an accurate job description will help attract people whose behaviors suit the position.

Job description accuracy also relates to the qualifications, abilities, knowledge and skills needed to fill a position successfully. Be clear about what will be expected of them, and list out both crucial and preferred skills so your potential candidates know whether they are qualified for a job. Accuracy is vital here because if you ask for unnecessary skills, you could deter perfectly qualified candidates. If you ask for too little skills, you will get underqualified candidates.

Clarity

Make sure your job descriptions are clear pictures of the position. Begin by analyzing the job, and then summarize it so candidates understand exactly what the job entails. Define what, why and how an employee will do said job. This means clarifying the individual duties and tasks, the purpose and overarching goals the job contributes to, and what methods, tools and techniques are necessary to do the job.

Depth

In addition to being clear and accurate, a job description must also be detailed. The voice of a job description is a key point in attracting the right candidates. Make sure your job description has a compelling personality to it and conveys the company culture.

A job description should also go as far as to describe personal requirements expected from the employee, include job title, who the employee will report to and any educational requirements. Include desired experience, specialized skills, benefits and a salary range for your potential job candidates to evaluate.

Compliance

Once you have a job description drafted, have it looked over by an employment lawyer or HR consultant. Job descriptions are typically regarded as a legal document that can be referred to in disputes or arguments. Make sure you eliminate references to race, religion, age, sex, national origin or mental disability to avoid discrimination.

Revisions

Jobs change and evolve constantly, and when it happens you should evaluate whether it’s time to revise a job description. A job description you used to hire a brand manager two years ago may not be accurate when hiring a brand manager today. Work with the employee who knows the position best (whether he or she is a current employee, or leaving the company) to formulate the most accurate job description for his or her current role.

Job descriptions are an important part of the recruitment and retention process. It’s a concrete list of responsibilities, capabilities and expectations that provides a clear roadmap for employees and managers moving forward. It’s an important step towards finding the right person for both company fit and job capabilities. Write a job description that is accurate and compelling in order to attract top talent.


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