Plan Ahead

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Why do we need to Strategize?

Why organization need to strategize?

    • Simply because Strategies Provide Direction, It provides:
      • What needs to be done to move from idea to reality?
      • Who will do it?
      • When to do it?
      • What resources are needed?

Now, we have the key issues and milestones for either each one or the overall Vision. The next step is to develop an action plan or strategies. Once goals, objectives, mission & vision and their current situation were developed and identified, the next step is to determine the best strategy to achieve them. Growing the business might involve a strategy of reaching out to new market segments. Or it might involve the development of new products and services—or a change in pricing.

Words to ponder:

Businesses/Organization must select the most appropriate strategies given their goals, objectives, mission & vision and their current situation.

“When we made a list of strategies and review that list of things that need to be done it strengthens our strategic determinations as to what it was and where we need to be in order to get tasks done, who else needs to be involved, when it needs to be done by, and why is it even on that list. It might sound odd, but it will absolutely help the organization to stay focus.”

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Skills That Makes You Smarter Than Others

Skills That Makes You Smarter Than Others

Author: devidhussain

Having good convincing skills is very important for all business and If anyone would be the master in this particular field then he can beat the other through their extremely negation skills. Grasping the good negotiation skills can tell you the difference between success and failure in the business world.Those who are expert in how to negotiate tend to rise to the top of whatever industry they are into. At the same way those who don’t know how to negotiate tend to stay where they are or fall backwards and they never see their self in the next level.

If you want to successful in the industry in which you are  working and want to see yourself in the growing stage then you should also know about the importance of negotiation skills training Singapore.A study of developing negotiation skills should be at the forefront of your mind.

One of the primary benefits of having this skill is that you will be able to save money  and this knowledge not only help you in your career but also help you to make your expenses perfect in your personal life.If youare representable or if you are negotiating for yourself, you will be able to negotiate a cheaper while buying anything. Also company wants such agent in sales and purchase department who can able to make every purchase in lowest budget through their experience and knowledge. Such ability comes when a person knows about the negotiation skill. If you simply take the price that is being offered to you, it is very possiblethat will get taken benefits. Learning how to negotiate will allow you to save substantial amount and money of your daily budget.

With the negotiation skills, presentation is also very important because if you will be presented yourself with confident and right attitude then you will be negotiated. People around you are also intelligent and they know better how to tackle the sales or marketing people. Don’t ever judge them as per your perception because they can be smarter than you. If you want to do better and want to grab the opportunity then you should also know what all covers under the Presentation skills training in Singapore. This training will provide you the whole knowledge about how to crack the sales or how to present yourself. In Singapore this study is very famous and many institutes are available to provide such courses. You only need to fix your mind and get the benefits of these sills.

Article Source: http://www.articlesbase.com/leadership-articles/skills-that-makes-you-smarter-than-others-7126790.html

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Know more about the Presentation Skills Training in Singapore or eq training singapore. For more Information Negotiation Skills Training Singapore.

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Creating a proactive culture in the organization

Creating a proactive culture in the organization

Author: jaime menor jr

There are a number of models of change each describes the process through which organizations successfully change their business practices, their organizational structure, or their organizational climate. The models of change which I will be discussing in this article is the focus in Leaders’ quality to be proactive, not reactive.


In relations to current developments of leaders in decision making, it is interesting and even a bit ironical that at the very time when leaders learned and already built a reasonable and empirically verifiable rational human decision making with the use of statistical decision theory, credited to Neyman and Pearson and to Wald and others. The idea of representing possible future behavior as a tree with a number of branches radiating from each choice point, so that individual can select the appropriate branch to follow is an old concept being traceable in late 18th-century publication. Perhaps an attitude that is so common to chess players and psychologist who have run like rats in a maze.

That theory has helped manager develop a more advanced approach by creating a holistic approached on a situation they were in. In this process being a proactive is a must quality of all leaders because of the advent of unstoppable trend of globalization brought by Internet which made the world shrink due to vast access of people with the use of modern technology just imagine the GPRS, GPS, and an Internet access in a handheld device where you can browse the world wide web instantly.

In this regard, leaders should put their focus on the organizations objective, what it is they want to do, what is the purpose of their thinking, and what their want to achieve. Their Focus should have a purpose just like normal management thinking on defining what are the problems concurrently and defining where the organization is going. But how is that, the answer lies in the difference between reactive and proactive thinking, one good practice of doing the purpose focus is to have the employee’s handbooks reflect the policies of the organizations in expectations, routines, and procedures rather than rules. The fact that all organization needs varied rules to function well but all stakeholders need clear guidelines about what is expected of them and how they can access the system by understanding the routines and procedures that allow the relationships to function without negative confrontation and conflict.

While leaders need to set harmonious relationships they also need to set strict, specific and detailed expectations/targets, routines, and procedure in order to create a culture and climate that reduces serious acting out behaviors of their subordinate.

“Expectations, setting specific targets, routines, and procedures give employees the opportunity to produce results without hurting their ego when they penalize for breaking rules or not meeting specific targets. It allows for a culture of proactive intervention without running the relationship between the leaders and their follower.”- Jhmenor


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Role of a leader

Role of a leader

Author: jaime menor jr

A leader who has the power in harnessing peoples in a strategic way by influencing, inspiring and uniting them in achieving a common goal is what today’s every company are looking to fill their managerial level Job. They are called the most effective men and women they are the ones who can competently organize the cooperation and assistance of other people to accomplish goals and objectives. Their ability to negotiate, communicate, influence and persuade others to do things is their indispensable qualities of being a leader so their varied role in a forming stage of an organization is very important, perhaps even critical, to the success of the business. Below are the varied roles of a leader that I listed to helps leaders in pushing ideas and unlocking the hidden drivers and aspirations in bringing out the confidence of others:


1. Creator of vision and shared values – Sharing a vision is not just agreeing with an excellent idea, it is a particular rational picture of where the organization is going.  The employee should be involved in the process of developing a shared vision and they also have to be challenged and anticipated to use that vision as a benchmark in making decisions about their job and learn in the process.

In a true vision of influence organization, each individual is responsible for his or her actions, but the common good is placed in balance with individual interest. The relationships between individuals are described as caring (“malasakit”). Such caring is supported by open communication, made possible by a trust(Fawcett, 1996).

It is critical to understand that the emergence of a strong, shared vision based on collective values provides the foundation for informed leadership, staff commitment, and sustained organizational growth. Visionary leadership blended with shared and collaborative strategies will provide support for Managers to invest time and effort needed to create the organization vision


2. Leading change (transformational leadership)-The use of transformational leadership to facilitate organizational change is explained on its six guiding principles:  lead by example, establishing trust, compelling vision, using a positive approach, organization structural enhancement and new approaches that drive innovation (e.g. IT adaptation),.


3. Leading by example- “Making sure you walk your talk-A leader in action not in words”-Effective leaders not only say they want to do the “right” thing; they follow through with appropriate actions-

A characteristic common to all individuals who are recognized as leaders is the ability to translate intention into reality and to act on the intention comes from commitments. “Managers do things right. Leaders do the right things.-Peter Drucker” (It’s best to be both a manager and a leader – they’re just different processes.)

As a leader, part of their job is to inspire the people around them and also to push himself/herself to turn the company to greatness. To do this, the leader must show an example by doing it personally.


4. Demonstrating confidence- Trust and confidence in top leadership was the single most reliable predictor of employee satisfaction in the organization. Being trustworthy and having the ability to communicate the vision of where the organization needs to go and by helping employees engage in overall business strategy- organizational trust and confidence can easily be gain.  Demonstration of your intelligence as a leader is also a must thing; by being an intelligent leader can easily find their road of gaining their subordinate confidence by focusing on helping others learn (not a demonstration of how smart you are). Help them understand how they contribute to achieving key business objectives by gently leading people toward understanding even when you know the answer is key to building confidence in you as a leader.  Sharing information with employees on both how the company is doing and how an employee’s own division is doing — relative to strategic business objectives.

“Be careful not to be arrogant when displaying how smart you are because surely your arrogance will put you in a position where people are secretly hoping that you’ll make a mistake and appear foolish.”


5. Inspiring and energizing people- Leaders can’t inspire and energize people with vision, mission statements, data, and analysis, charts, goals and objectives, measurements, systems, processes or memos. Those are important factors in improving performance but its called management, not leadership.

To cope with globalization organizations need energizing and inspired people. It is a common knowledge now that employees can be energized through empowerment, by practicing participative management and make them a self-directed work team.  By making them a more integral part of the workplace they will be inspired and energized by exciting mental pictures of a preferred future, principles or values that ring true and being part of a higher cause or purpose that helps them feel they’re making a difference.

Conclusively, Energizers do most things very well they speak with the end in mind, they maintain their integrity between their words and actions. They create a compelling vision by focusing on possibilities rather than current or past problems. They help individuals feel fully engaged. And while they’re doing that, energizers are also learning from their subordinates. Energizers are goal-oriented but flexible about how to get things done and they allow any progress to occur in various ways. This influences his colleagues and subordinates’ willingness to believe that the goal is worthy and achievable.


6. Empowering people- by using a team approach by involving everyone and mobilizing people at the grassroots level is one way of building self-reliance and empowered people. Although considered a critical aspect of successful business today empowerment concept has often misunderstood the concept.  In a typical organizational setup, common practices are job safety and housekeeping as a common responsibility of everyone.  The managers are doing a  good job when he emphasizes the importance of safety, cleanliness, and housekeeping to the people responsible and also make them understand the related aspects to such an extent that the job no longer needs any supervision.


For an organization to be responsive, agile and decisive, empowerment at every level is the key to progress. Thus surely, empowerment makes the difference:

* when a sales representative decides an extra added service for customers,
* when a decision is made by worker saving the production line from a possible breakdown,
* when workers try to locate opportunities for improving their work processes.


7. Coaching- A leader who knows the art of coaching open called as a mentor, trainer or guru- they know how to draw upon their student’s inner knowledge, resources, and creativity to help him or her is more effective.  As a coach, he knows how to help his people grow on dealing with the building of their individual’s personal skills, from setting their own goals to communication to management style to decision making and problem-solving.  Coaching is often described as the key to bringing out the best in your people, vis-à-vis yourself as a mentor. It is based on the concept that individuals learn from the everyday application of skills by honing it through practice.  “Myles Downey” is really right when he defines Coaching as the art and practice of inspiring, energizing, and facilitating the performance, learning, and development of the player.

Jaime H. Menor Jr.



Article Source: http://www.articlesbase.com/leadership-articles/role-of-a-leader-4108867.html

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Transformational Leadership and Personal Mastery

Transformational Leadership and Personal Mastery

Author: Jaime H. Menor Jr (November 12, 2012)

“It was known that People will follow a person who inspires them. A leaders’ ability to get things by influencing enthusiasm, faith, loyalty, and pride and trust in his people to achieve their aims has already developed their own personal mastery resulting in great charismatic personality. A person with great charismatic personality is usually called Transformational Leader and working with them  can be a wonderful and uplifting experience because they can put passion and energy in almost everything, they care about you and want you too, to succeed.”

It is a responsibility of a leader to be a role model. But how can a leader be a great role model? The answer is simple you can’t be a great leader if you had a doubt in yourself so you need to have a personal mastery Why? Because it can help individuals be a better person and also help leaders become role models.  Peter Senge is right when he wrote this, “The core to leadership strategy is simple: to be a model. Commit yourself to your own personal mastery.” Why Personal mastery? Because it helps an individual to acquire self-knowledge and at the same time promote self-development and growth.”  And also because of adapting Personal mastery, a Leader will also develop the following qualities :

1. Understanding the direction of their life and also the direction of their group or organization- Transformational Leadership starts when the development of a vision is set, a view of the future that will excite and convert potential followers. This vision may be developed by the leader, by the senior team or may emerge from a broad series of discussions. The important factor is the leader buys into it, hook, line and sinker.

2. Recognize reality and remain grounded in it. Leaders with personal mastery know the reality and always prepare to do the next step, they never stop thinking and constantly selling their vision to reality. Although it may take energy and commitment, because few people will only immediately buy into a radical vision, and some will join the show much more slowly than others. The leader with personal mastery easily adapts the quality of a Transformational Leader because they never blink they take every opportunity and will use whatever works to convince others to climb on board of the bandwagon. In order to create followers, the leader with personal mastery is very careful in creating trust, they know that their personal integrity is a critical part of the package that they are selling. They know instantly that they are selling themselves as well as the vision.

3. Think creatively and out of the box. – continually seeking their way forward. Leaders with personal mastery know the way for the complete transformation they know how to think creatively by simply wanting others to follow them. A regular leader does not have a ready strategy, but a leader with personal mastery can easily and happily lead the exploration of a possible road to success. They know for a fact that the forwards may not be clear and may not be plotted in details, but with a clear vision, the direction can easily be known.

Though finding the way forward can be an ongoing process of course correction, as a Leader with personal mastery he/she can easily accept that there will be failures and blind canyons along the way but as long as they guided by their vision and feel that progress is ongoing, they became more energetic and enthusiastic.

4 They understand and work with change. Leaders especially the one who has a personal mastery is very much adaptable to changes they have an attitude of being visible always and can stand up to be counted rather than hide behind their troops. They can show their attitudes and actions about how everyone else should behave. They also make continued efforts to motivate and rally their followers, constantly doing the rounds, listening, soothing and enthusing. It is their unswerving commitment as much as anything else that keeps people going, particularly through the darker times when some may question whether the vision can ever be achieved. If the people do not believe that they can succeed, then their efforts will flag. They seek to infect and reinfect their followers with a high level of commitment to the vision. (Leaders with Personal Mastery understand that Transformational leadership focuses on the need of technological changes and also considers the human relation aspects; this type of leadership shows his role as a pathfinder and communicates his vision by exercising skills. Appelbaum claims this type of leader is more effective for the organization to develop change and bring innovation -Appelbaum, 1998)

They are very well adept at methods like using ceremonies, rituals, and other cultural symbolism to sustain motivation. They know for a fact that small changes can get big hurrays, pumping up the significance as indicators of real progress. Overall, they have a balance attention between action that creates progress and the mental state of their followers, being people-oriented is innate with them and they believe that success comes first and last through deep and sustained commitment.

5. They view themselves to be a part of the whole system and feel connected to them.- Leaders with personal mastery knew the importance of getting back to the basics, so they view themselves as a part of an organization who take part for the business success,  the people or the human capital the core of the organization.

6. They understand that they could influence others but are impossible to control them.  It is important for a leader to understand the vision and the mission of the organization. A leader who has achieved personal mastery would be able to identify the methods on how to effectively achieve the organization’s goals. Personal mastery helps a person identify what are their guiding values and their goals.

The only problem I see in a  person who achieves personal mastery is they often have large amounts of enthusiasm which, if relentlessly applied, can wear out their followers. Likewise, the problem I see in a transformational Leadership Quality is they tend to see the big picture only, not the details, wherein the devil often lurks. (If they do not have people to take care of this level of information, then they are usually doomed to fail.)

Points to Ponder:

When studying the subject of personal mastery and transformational leadership, we should take a look at our own leader, Christ Jesus. He is the one who can best speak to the issue of personal mastery and leadership, Jesus is Perfect and all of us should strive to be perfect. Matthew 5:48 Be perfect, therefore, as your Heavenly Father is perfect. 

Here are some traits of Jesus, the transformational leader. As you read over the descriptions, take time to assess your own life and activity as a leader.

1. Jesus’ harvest vision was leveraged by prayer. Prayer is continually connected to the mission of God in the life of Jesus. We have no ability to transform anything without God’s power. Jesus explained the power needed for the harvest was found in the resource of praying. “Then he said to his disciples, ‘the harvest is abundant, but the workers are few. Therefore, pray to the Lord of the harvest to send out workers into his harvest.’” (Matt. 9:37-38). The source for harvest workers is not in recruitment strategies, but in prayer. Prayer recognizes God as eternally resourceful.

2. Jesus embodied a cross-cultural gospel focus. He was not afraid or offended by the Samaritans. He went out of his way to talk with them and refused to give up when they rejected him. The heart of Jesus is for people, all people. It is illustrated by the life-changing conversation Jesus had with a woman at a well (John 4). The Holy Spirit birthed the church in a multicultural, multilingual environment. Acts 1:8 reminds us that we are commissioned to reach every culture and people group on earth.

3. Jesus invested in people. Jesus invested in people because he believed in people. Paul described the trust God places in us as a sacred trust. He said, “We have been approved by God to be entrusted with the gospel” (1 Thess. 2:4). The word entrusted communicates the truth that God believed in the people to whom God gave the gospel. Jesus demonstrated incredible confidence in the potential of people to let him use them for a higher purpose.

Reference: https://www.churchleadership.com/leading-ideas/ten-traits-of-jesus-as-transformational-leader/

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10 Strategic Tips For Employee Retention

Lots of Model Survey are being used nowadays for the purpose of HR-benchmarking such as the classic Cross-Sectional Surveys, Longitudinal Surveys, and other copyrighted Management Model Survey such as Engagement Model Survey, David Ulrich Models, etc… but because of the complexity of human behavior, a scenario of one survey conducted in one specific place is not applicable in another place. As human behavior in one organization is directly affected by the quality and attitude of leaders’ leading the organization and culture & trend that being breed in an organization location. Conducting a survey is one way and probably the most effective way for HR practitioners to decide on what to do next, base on the results of the surveys in relation to the current trend that affecting Human Resource issues and problems and one of these is Employees retention problem. Before employees, retention is never been that important especially here in the Philippines, as it knew a lot of talented professionals can easily be found, but because of the brain drain that currently affecting our country, it changes the trend.

The blunder in the cost of Employee turnover and its serious impact on an organization’s bottom line is increasing because employee recognition and rewards are limited in most organizations. Unfortunately many HR Practitioners’ don’t understand the importance of recognizing and rewarding a team member’s hard work. Many might even ask why they should recognize their employees when they are “just doing their job.” The truth is that recognizing employees for the job well done is one of the least expensive and easiest ways to improve the morale and employee retention in one organization plus a return on investment for a manager’s time with a very minimal expense in the part of the company. Because of this to help HR practitioners’ in this problem I’d listed here 10 tips that I research and learned and ranked it accordingly during my Master’s studies at Mondriaan Aura College-Subic:

1. Balance work and personal life
Balance work and personal life – HR professionals are battling the challenges of a transforming workforce reality the need to be aware of certain trends that impact efforts to attract and retain talented employees. Work-life balance application to a person’s effective work-life and personal life wasn’t as important in the past as it is today because, in the past, people often are able to attend easily to every major role in their life. Family is very important to all of us when work begins to put a significant strain on one’s family no amount of money will keep an employee around. So a small gesture of allowing an employee to take an extended leave once a month to watch with his daughter’s or son’s school activity will likely be repaid with loyalty and extended employment with an organization.

2. Competitive compensation package
Higher salaries” Money still the number one consideration, in which employees seek change. It is normal for us to feel that we’ve been paid appropriately and fairly for the work we do. So be sure to research what other companies and organizations are offering in terms of salary and benefits. It is also important to research what is the standards compensation package and benefits for the particular position, particularly health and dental insurance, retirement, and paid vacation days and time off. You must make sure that the compensation package your company has is competitive enough, so that team members will not go out and look for employers who are willing to offer more competitive compensation packages.

3. Treat each employee with respect and as an individual
Treat each employee with respect and as an individual, recognize the team member’s contribution in front of members of management. This can reduce the tendency for employees to feel that their supervisors take all the credits. Know how to recognize your staff, not all employees want to be singled out at a gathering of hundreds of peers. The approach to recognizing team members can vary greatly by the generational group. You might humiliate unintentionally a baby boomer by having them stand up in front of their colleagues while discussing their recent achievements conversely a Young Gen will appreciate the opportunity. A simple “thank you” or “nice job” or a pat in a back given in regular basis or frequency can significantly boost employee morale. Often times a team member will greatly appreciate the time you spent to find him at his desk and deliver the message personally.

4. Positive Work environment
While compensation, benefits are important, the primary reasons workers leave a company are unorganized work environment, toxic workplaces, bad bosses and difficult co-workers. Every employee wants is a clean, organized work environment in which they have the necessary equipment to perform well. When people and resources are not organized, physical barriers are stand in the way of being able to work efficiently, obviously, it causes stress. Try to arrange things so that people have easy access to the people and resources they need. This normally works best by organizing workspaces around the people operating the process, or the types of work that they do. The idea is to make it as easy as possible for people to do their jobs. Some employees need a personal space but none is available, try blocking off areas with furniture, screens or blinds.

If noise is an issue, plants can help to soften it. Make sure that you explain to your workers why you are doing this emphasize the benefits of making the change. The quality of supervision and mentorship, by “bad bosses” has been said so often that, people leave people, not their jobs. Supervisors play the largest role in a team member’s development and organization successes. All employees want to have Boss who’s respectful, courteous, and friendly. Workers are more likely to remain with a company if they have a good and positive work environment.

5. Eradicate Favoritism
The better person can see a question from all sides without bias-Confucius” The so-called “inner circle club or good ole boys” can create an unpleasant organizational culture and can promote bitterness among team members, which can result in a devastating effect on some valued team members. The results of employee favoritism are destructive in natures because the following idea is unavoidable (Why should I perform if It will get me nowhere? Why do this if others will not? Why put in the effort if I will not be recognized? Why trust the boss if they are not fair?)

As a result, employees’ morale, productivity, and relationship with the manager will be diminished thus creating disengaged employees which eventually creates disengage customers. So equally treat all employees and avoid favoritism at all costs. Individuals want a perception that each employee is treated equivalently. Device or create a policy, behavioral guidelines, or methods for requesting time off, and on any other work-related decisions you can think about.

6. Communication and availability
The Human Resource department needs to be very responsive to employee questions and concerns. In many companies, the HR department is perceived as the policy-making arm of management. In fact, in forward-thinking HR departments, responsiveness to employee needs is one of the cornerstones. You can easily do this by actively listening to your Employee. Give them honest feedback, both positive and negative. Clearly communicate expectations, goals, and new rules to be followed.

Let them know what is expected of them. Get them involved and keep them informed – give them any information that tells them how their work fits into the overall company effort. Let’s face it. Employees really want is to have a face-to-face communication time with both their supervisors and managers. This communication helps them feel recognized and important. For the managers; You may have a lot of things to do and attend to and surely your time maybe full. But, a manager’s main job is to support your peers towards the success of the organization. With this act, managers lead and magnify organization success.

7. Employee Empowerment
Empowered personnel has a sense of responsibility and a sense of ownership, and their ideas are often recognized. So workplaces that promote employee empowerment, power over what and how things are done, and the knowledge that they are important to the organization have enormous productivity results and fewer complaints. When employees think that they need their organization as much as the organization needs them, that need became best appreciated more than a paycheck and all benefits package that made them stay and remained at the company longer.

8. Placing the Right Talent for the Right Job
Placing the Right Talent in the Right Job dramatically increases Employee retention and enhances organization success by reducing costs in many business aspects. Discover the way in which you can improve your employees, place them in an environment that they can be truly useful. A new car behind glass is just a mass of metal plastic and glass, but a car being driven is truly what a car should be. The same goes for people once developed, one should use what they have learned so that they can make the world around them a better place for themselves and others. And with this, you shall not forget to provide the training, show them advancement opportunities and help them turn a job into a career.

9. Celebrate successes, big and little and make the workplace fun.
Sharing small successes with your Employees’ is a great way of making the workplace fun, not only by champagne, a two or more kilo of Ice Cream or a small cake with a 1.5 Liter of Soda is good enough, but you have to do what works best for you, If your immune system has taken a hit then maybe you can celebrate successes with a cup of coffee or hot tea with a loaf bread, it warms you up and still sets the tone of the celebration or maybe celebrating positive momentum for some time by just whistling a happy tune or tapping out as affirmation of an enhanced gratitude.

10. Workplace flexibility
Be flexible whether that means specifically giving your workers the option to work flexible hours, do some customize schedule rotations or a self-scheduling through coordinating with some other staffs in-charge are good ways to promote positive employee morale or you could allow your staff to leave work early for a personal matter when appropriate. Workplace flexibility is hard to manage because you need to meet operational demands. But it has to manage so the flexibility policy should be well defined and be implemented accordingly so its’ good intent will not be lost.

The bottom line is that employee recognition works. And with these tips employee’s satisfaction increases and surely enough the satisfied employees produce more and remain in their jobs longer.

Jaime H. Menor Jr.-Statistician