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E bites newsletter | Issue2 | Feb 2011


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E bites newsletter | Issue2 | Feb 2011

  1. 1. e bites [empower bites] February 2011 | Issue 2 Brought to you by: Become great this 2011. Not just good, but great! But how do you define and achieve greatness?“Become Great” The famous Stephen Covey, in his book, The 8TH Habit, In this issue wrote: The call and need of a new era is for greatness. It‟s for fulfillment, passionate execution and significant POWER BOOKS The 8th Habit contribution.2 By Stephen Covey After I left the corporate world, I chose to pursue my POWER NOTES passion in “maximizing a person‟s potentials”, and became The Importance of Values at determined not to measure success in terms of position,3 the Workplace power or income. POWER WORDS I just focused on empowering a person by discovering and “Give the world your best developing his/her potentials. It is about inspiring one5 anyway” – Mother Teresa person, one heart at a time. The business opportunities and income flowed inward as I progressed with this „outward‟ UPCOMING EVENT commitment. Great indeed! Empower Your Network - Elaine Cercado
  2. 2. THE 8TH HABIT: From2 Effectiveness to Greatness by Stephen Covey POWER BOOKS “Since the shift happened transcend obstacles that during the global may hinder my personal recession, each citizen transformation work and Thanks to Paulette Lirio for has to find a way to move the transformation work I recommending this book. on in quest of new am involved with my solutions and successes. family, business Success, while relative, community, church may be defined very community and greater differently this time when society. each individual need to Trust and the speed of find new sources of creating and sustaining energy in themselves to trusting relationships are thrive and ride the wave very much in the heart of of the still unstable global it and are called for in all economy. Tapping deep my relationships. I think into inner resources each this is a very basic core person has, and helping need from the first stage others do the same is of our human something meaningful to development that if me since transformation is broken becomes a a necessity in all social lifetime issue hindering us fronts. from our personal and To be successful though in leadership effectiveness.” this transformation work, I have to work primarily in Paulette Lirio developing my emotional de‟POWERinU Partner intelligence so I can e bites, February 2011, Issue 2
  3. 3. 3 THE As a manager, I have hired organizational restructuring and promoted people who that impacted your job or IMPORTANCE OF were not necessarily the top reporting relationship, or an graduate or the best industry technology shift that VALUES IN THE expert. But Ive always made made you face new WORKPLACE it a point to hire and promote competitors. people who exuded a When I started my regional By Elaine Cercado positive and professional job, I leveraged the approach; demonstrated their experience of working with a integrity and credibility; culturally diverse team and delivered consistently high used that as an example to quality of work (especially show my adaptability to my under pressure); and bosses. When our business demonstrated enthusiasm, model & sales approach energy, confidence, humility, changed from a ability to learn quick, pro- transactional to solution activeness, emotional selling, I changed habits, intelligence; among others. learned new skills and went These are what I collectively out of my comfort zone. It is call operational values, others important to give specific may call these set of attitude examples relevant to the or soft skills. I put equal, if not, position requirements, to more weight to these relative show how you handled a to the hard skills or specific situation / competencies required of the challenge, and to share the job. outcome of your approach. These would give the hiring How would managers know manager a very good your operational values? picture of your operational values. The concrete examples you POWER NOTES give. When accomplishing The patterns you show in your performance appraisal your records. Your records “…Hire and promote people (for possible promotion) or such as your resume, or your who exuded a positive and answering an interview historical performance professional approach; question (in a hiring exercise), appraisals, speak for demonstrated their integrity remember to give specific themselves. Your managers and credibility; delivered examples. If you would show look at patterns in your consistently high quality of your change management resumes, at ratings in your work (especially under skills, then cite a time when appraisals, or at feedback pressure); and demonstrated you adapted to a new from people you work with if enthusiasm, energy, company direction, e.g. when your company practices confidence, humility, ability to your company went through 360-degree feedback learn quick, pro-activeness, a significant change like a process. An experienced emotional intelligence; merger or acquisition that manager would be able to among others.” impacted the corporate vision read any inconsistencies or or culture, or an e bites, February 2011, Issue 2
  4. 4. 4 THE Continued from page 3 became an obstacle to effective performance, as IMPORTANCE OF gaps in your records, and the role required a lot of validate accordingly. I team collaboration. VALUES IN THE once hired a country sales WORKPLACE manager because he exuded As a manager, my biggest professionalism and learning is that for a critical By Elaine Cercado confidence, gave specific position in the company, I examples that demonstrated have to look at the hard skills his systematic approach to as well as the operational things, and showed in his values, which I can find from record a pattern of working all three key factors – the only with global brands and concrete details and quality companies known for their of the interview, the patterns world-class products and on the person‟s records, and solutions. To me, his record the X factor. If the interview showed his underlying values and records show the for excellence and integrity. I person is 90% perfect, and perceived him as someone yet I have that 10% who had standards and reservation, then I would re- would not compromise them, evaluate. The point is that even at the expense of there has to be a big check making unpopular choices. mark in each of these three And I was right indeed. key factors. The X factor. This is the intangible, the gut feel, and the chemistry. It‟s hard to place a finger into this. As a manager, I‟ve had my share of disappointments and learnings as I‟ve hired people who gave excellent specific examples and showed great record patterns, and yet were unsuccessful in their roles. Whenever I looked back, the one thing I would say to myself was “I should have stuck to my gut feel” (during the hiring process). One example was when I hired a POWER NOTES marketing professional who seemed introvert during the interview process. As it turned out, the person was indeed extremely introverted that it e bites, February 2011, Issue 2
  5. 5. 5 “People are often unreasonable, illogical and self-centered; forgive them anyway. If you are kind, people may accuse you of selfish, ulterior motives; be kind anyway. If you are successful, you will win some false friends and some true friends; succeed anyway. If you are honest and frank, people may cheat you; be honest and frank anyway. e bites [empower bites] What you spend years building, someone could A newsletter published by destroy overnight; build anyway. de’POWERinU Management Consultants LLP If you find serenity and happiness, they may be Registration No. T08LL0335D jealous; be happy anyway. The good you do today, people will often forget 30 Keppel Bay Drive #07-42 tomorrow; do good anyway. Singapore, 098650 Give the world your best anyway. Tel +65 6271 0208 Website You see, in the final analysis, it is between you and God; it was never between you and them Email your feedback or suggestions to anyway.” MOTHER TERESA e bites, February 2011, Issue 2