This document provides advice on how to effectively handle a panel interview. It recommends asking in advance who will be on the panel and how the interview will be conducted. During the interview, the document suggests asking questions to learn what the company is looking for in a candidate, how job performance is evaluated, what skills are needed, and goals expected in the first year. Knowing this information will help prepare for the panel and determine how well you fit the role.
Managing Talent and Organizational Bench Strength: Are You Game-Ready?SAP Solution Extensions
Read how to stay ahead of the game by integrating succession and career planning with a talent management strategy. Learn about the multi-generational workforce, the global war on talent, and preparing for succession planning and talent pipeline.
I have just finished leading a large organisation and I thought I would share my views on leadership. This is a personal view but hopefully someone will benefit.
Managing Talent and Organizational Bench Strength: Are You Game-Ready?SAP Solution Extensions
Read how to stay ahead of the game by integrating succession and career planning with a talent management strategy. Learn about the multi-generational workforce, the global war on talent, and preparing for succession planning and talent pipeline.
I have just finished leading a large organisation and I thought I would share my views on leadership. This is a personal view but hopefully someone will benefit.
Continuous learning in a turbulent worldSuhayl Abidi
To summarize: Failure will come to everyone. Resilience and adaptability are skills which should be in everyone’s kitty. These skills come through using the power of reflection to go over your experience and identify what went wrong and how you will rectify it. Your growth is not likely to be a continuous way forward like climbing a ladder but more like climbing a mountain where you will pass through both crests and troughs. Continuous learning will allow you to survive the trough and take opportunity during moments of crest. BECOME A LIFELONG LEARNER
MILLENNIALS’ WAY OF E-LEARNING AND COMMUNICATION IN THE DIGITAL ERATatjana Mamula
Millennials or digital natives are a generation different in their learning style and the way in which they expect to be trained and coached in comparison to other generations. For educators, except for pragmatic and inductive training materials which are welcomed, visuals and gamification are win-win tools. Millennials prefer collaborative learning and they like sharing stories with their peers. Multitasking allows educators to offer them more different options to utilize e-Learning platforms. Giving them an opportunity to try “do it by themselves” puts them in the position to take risks, which is actually their “comfort zone”.
The transformational leader of the 21 century, who is at the same time the leader in permanent learning and creation, is different concerning the manner of understanding the need of changing his or her manner and style of communicating with his or her employees who, under the impact and by accepting the change, themselves become creators of added value in the company. The coaching style of the leader has a positive impact on employee motivation and self-esteem as well as their creative dimension, which makes the company more competitive at the turbulent market.
Who are millennials and how to communicate with themTatjana Mamula
Members of the Millennium generation or generation Y (born in the period between 1980 and 2000) are primarily characterized by an exceptional level of education, technological literacy, creativity and originality, diligence, sincerity, but also high expectations from life and a desire for successful careers which would fulfill them emotionally. They are very curious, craving for new knowledge and experiences, with a wish to be active participants in the world around them. Paper present advanced NLN modeling millennial leader skills in change management.
Enabling Development July 2010 newsletter with articles on Coaching creating benefits in the An Garda Siochana (Irish Police Service), Taking control of Time and Self Image
HR in Action: Navigating Turbulence - Keeping our Teams Motivated, Engaged an...Aggregage
In times of crisis and change, it is the responsibility of HR to ease adaptation. Mass layoffs, furloughs, and management changes will put a strain on company morale and employee engagement, but it doesn’t have to bring us down—that is, if we don’t let it. Join Julie Bruns, Workplace Wellness Consultant, and learn how to keep your employees’ heads in the game and maintain motivation. As the workplace dynamic evolves, you will have the tactics to make sure your team can weather any storm.
The future of organizational learning is discursive & self-organizedNiels Pflaeging
by Silke Herman and Niels Pflaeging.
Workplace learning is not a particularly thrilling adventure these days: Learning in organizations overwhelmingly relies on aged and worn-out formats that produce little learning or impact. The tools in use are often not fit for our time – in terms of content, or learning method, or technology – or all three combined. One cannot help but notice that in the reality of organizations, by and large, Learning & Development (L&D) is a pretty dull affair, clearly lacking innovation. In this paper, we will discuss how that is bound to change. We believe that workplace learning can be as engaging as Maria Montessori envisioned child learning to be, over 100 years ago and as humane, effective and conducive as Ken Robinson demanded in his world-famous TED talks a few years back. Sure, the current reality of corporate learning may look bleak, but there are now signs of a way out of the L&D misery in which most companies find themselves. One of these signs is the platform created by EdTech start-up disqourse.
BEST (Building Excellent Sales Teams) Program Elaine Cercado
BEST stands for "Building Excellent Sales Teams"- and it is the name of the sales training and development program designed by DPU for sales and business development teams of MNCs or SMEs. BEST framework uses the “building block” or multiple-phased model to grow with the needs of the sales and business development team members. With this framework, training and development does not become a one-day event, rather, it becomes a long-term, sustainable and standardized program across the companies. The BEST program phases include:
* Phase 1 - which is focused on enhancing product knowledge (developed and delivered usually by internal trainers)
* Phase 2 - which is the heart of BEST and it includes business development skills, customer service excellence, basic selling skills and account management process
* Phase 3 - which is focused on advanced selling i.e. strategic selling and sales team management
* Phase 4 - which are elective and specialized courses such as TTT (train the trainer), and negotiation skills. It also includes optional e-learning for refresher and ongoing learning on best practices.
(The focus of this marketing collateral is the Phase 2 modules.)
"Empower Your Personal Leadership" is an one-day program that focuses on understanding effective management & leadership; assessing own management & leadership style; and establishing SMART goals and plans to strengthen self-management & self-leadership. This is part of DPU's personal empowerment / effectiveness programs.
ENVISION. ENABLE. EMPOWER.
* ENVISION your purpose or goal
* ENABLE you to journey through the opportunities & obstacles
* EMPOWER you to take actions and succeed
Continuous learning in a turbulent worldSuhayl Abidi
To summarize: Failure will come to everyone. Resilience and adaptability are skills which should be in everyone’s kitty. These skills come through using the power of reflection to go over your experience and identify what went wrong and how you will rectify it. Your growth is not likely to be a continuous way forward like climbing a ladder but more like climbing a mountain where you will pass through both crests and troughs. Continuous learning will allow you to survive the trough and take opportunity during moments of crest. BECOME A LIFELONG LEARNER
MILLENNIALS’ WAY OF E-LEARNING AND COMMUNICATION IN THE DIGITAL ERATatjana Mamula
Millennials or digital natives are a generation different in their learning style and the way in which they expect to be trained and coached in comparison to other generations. For educators, except for pragmatic and inductive training materials which are welcomed, visuals and gamification are win-win tools. Millennials prefer collaborative learning and they like sharing stories with their peers. Multitasking allows educators to offer them more different options to utilize e-Learning platforms. Giving them an opportunity to try “do it by themselves” puts them in the position to take risks, which is actually their “comfort zone”.
The transformational leader of the 21 century, who is at the same time the leader in permanent learning and creation, is different concerning the manner of understanding the need of changing his or her manner and style of communicating with his or her employees who, under the impact and by accepting the change, themselves become creators of added value in the company. The coaching style of the leader has a positive impact on employee motivation and self-esteem as well as their creative dimension, which makes the company more competitive at the turbulent market.
Who are millennials and how to communicate with themTatjana Mamula
Members of the Millennium generation or generation Y (born in the period between 1980 and 2000) are primarily characterized by an exceptional level of education, technological literacy, creativity and originality, diligence, sincerity, but also high expectations from life and a desire for successful careers which would fulfill them emotionally. They are very curious, craving for new knowledge and experiences, with a wish to be active participants in the world around them. Paper present advanced NLN modeling millennial leader skills in change management.
Enabling Development July 2010 newsletter with articles on Coaching creating benefits in the An Garda Siochana (Irish Police Service), Taking control of Time and Self Image
HR in Action: Navigating Turbulence - Keeping our Teams Motivated, Engaged an...Aggregage
In times of crisis and change, it is the responsibility of HR to ease adaptation. Mass layoffs, furloughs, and management changes will put a strain on company morale and employee engagement, but it doesn’t have to bring us down—that is, if we don’t let it. Join Julie Bruns, Workplace Wellness Consultant, and learn how to keep your employees’ heads in the game and maintain motivation. As the workplace dynamic evolves, you will have the tactics to make sure your team can weather any storm.
The future of organizational learning is discursive & self-organizedNiels Pflaeging
by Silke Herman and Niels Pflaeging.
Workplace learning is not a particularly thrilling adventure these days: Learning in organizations overwhelmingly relies on aged and worn-out formats that produce little learning or impact. The tools in use are often not fit for our time – in terms of content, or learning method, or technology – or all three combined. One cannot help but notice that in the reality of organizations, by and large, Learning & Development (L&D) is a pretty dull affair, clearly lacking innovation. In this paper, we will discuss how that is bound to change. We believe that workplace learning can be as engaging as Maria Montessori envisioned child learning to be, over 100 years ago and as humane, effective and conducive as Ken Robinson demanded in his world-famous TED talks a few years back. Sure, the current reality of corporate learning may look bleak, but there are now signs of a way out of the L&D misery in which most companies find themselves. One of these signs is the platform created by EdTech start-up disqourse.
BEST (Building Excellent Sales Teams) Program Elaine Cercado
BEST stands for "Building Excellent Sales Teams"- and it is the name of the sales training and development program designed by DPU for sales and business development teams of MNCs or SMEs. BEST framework uses the “building block” or multiple-phased model to grow with the needs of the sales and business development team members. With this framework, training and development does not become a one-day event, rather, it becomes a long-term, sustainable and standardized program across the companies. The BEST program phases include:
* Phase 1 - which is focused on enhancing product knowledge (developed and delivered usually by internal trainers)
* Phase 2 - which is the heart of BEST and it includes business development skills, customer service excellence, basic selling skills and account management process
* Phase 3 - which is focused on advanced selling i.e. strategic selling and sales team management
* Phase 4 - which are elective and specialized courses such as TTT (train the trainer), and negotiation skills. It also includes optional e-learning for refresher and ongoing learning on best practices.
(The focus of this marketing collateral is the Phase 2 modules.)
"Empower Your Personal Leadership" is an one-day program that focuses on understanding effective management & leadership; assessing own management & leadership style; and establishing SMART goals and plans to strengthen self-management & self-leadership. This is part of DPU's personal empowerment / effectiveness programs.
ENVISION. ENABLE. EMPOWER.
* ENVISION your purpose or goal
* ENABLE you to journey through the opportunities & obstacles
* EMPOWER you to take actions and succeed
Taking Care of Business (TCOB) - Training & Consulting Solutions for SMEsElaine Cercado
Taking Care of Business (TCOB) is POWERinU's approach to assist local enterprises who commit to embark on and sustain business improvement efforts through training, consulting, coaching and mentoring. This is our way of empowering the SME sector in Singapore, Philippines and the rest of Asia.
Life is a journey full of choices and changes. How can you prepare yourself better?
The "5Cs" can help you journey through life's choices and changes happily and successfully.
Top10 Sales Transformation Keys to SuccessDSG Consulting
We’ve watched hundreds of B2B organizations succeed as well as fail at Sales Transformation. Sales Transformation cannot happen in organizations where leaders underestimate the level of change required or underinvest in Sales. Here’s our Top 10 list of how to get change management with Sales Enablement right.
What should you do in the First 90 Days as a Sales Manager or VP? Brett Wallace, VP of Sales for Zoominfo, gives 10 high-impact things to focus on to ramp up quickly. A must read for newly promoted Sales VPs and Managers...or aspiring ones!
My First 90 Days - Strategies for SuccessSuresh Kodoor
Your First 90 days in a new organization are critical in laying a strong foundation for sustained long-term success. Plan to follow a defined framework to make your transition to the new Company a success for everyone involved!
Writing a vision statement for your business is a daunting task. For one thing, it must define your company and, more importantly, its future. For another, you don't want it to be relegated to a forgotten poster hanging in the office lobby. A powerful vision statement stays with you, such as Disney's "to make people happy" or Instagram's "capture and share the world's moments." If you are intentional in your efforts and committed to doing the hard work, you can create a vision statement that encapsulates your organization's core ideals and provides a roadmap to where it wants to go.
What is a vision statement? Similar to a mission statement, a vision statement provides a concrete way for stakeholders, especially employees, to understand the meaning and purpose of your business. However, unlike a mission statement – which describes the who, what and why of your business – a vision statement describes the desired long-term results of your company's efforts. For example, an early Microsoft vision statement was "a computer on every desk and in every home." "A company vision statement reveals, at the highest levels, what an organization most hopes to be and achieve in the long term," said Katie Trauth Taylor, CEO of writing consultancy Untold Content. "It serves a somewhat lofty purpose – to harness all the company's foresight into one impactful statement." Why does this matter? Research shows that employees who find their company's vision meaningful have engagement levels of 68%, which is 18 points above average. More 2 engaged employees are often more productive, and they are more effective corporate ambassadors in the larger community. Given the impact that a vision statement can have on a company's long-term success and even its bottom line, it is worth taking the time to craft a statement that synthesizes your ambition and mobilizes your staff.
Successful Personal and Personnel Professional DevelopmentProformative, Inc.
Proformative presents Successful Personal & Personnel Professional Development. Special thanks to Ernie Humphrey, Vice President, Proformative.
To download the entire presentation, visit http://bit.ly/97pvjV
Executive Careers Interview: Jules Smith, Head of People Services at Virgin M...Nigel Wright Group
Jules Smith has followed her dream and risen to the top of her profession. In this interview, she shares with Nigel Wright what has driven her to succeed during her twenty-year career in HR. She also discusses her passion for employee engagement and its direct link to positive customer outcomes.
The chief executive role is a tough one to fill. From 2000 to 2013, about a quarter of the CEO departures in the Fortune 500 were involuntary. Senior executives often think about a overwhelming to do list, delivering short term and long term results, and finding and keeping the right talent. This is in addition to developing a cohesive high-performing culture, as well as inspiring and engaging employees. Given the rapid rate of disruption and emerging competitors in sectors previously protected by patents and high entry costs, developing leadership for this unpredictable environment is not only required - it is essential for survival
LEADERSHIP SKILLS
HUMAN RESOURCE DEVELOPMENT
Knowledge
1
Introduction
Training and development involves improving the knowledge and skills of the employees.
Employees appreciate the acquisition of new skills which enable them to engage in more challenging roles in the company.
Providing ongoing training opportunities for the employees within the human resource division shows a company commitment to the growth of the employees.
Ongoing education of the employees can cost very little in costs unlike other activities in the company.
One of the ways to staff a company’s roles is to develop the talents of the employees.
In order to maintain a competitive edge in the marketplace, your company must invest in the training and development of your employees. Human Resources Development (HRD) focuses on both training employees for their current jobs and developing skills for their future roles and responsibilities.
2
Importance of human development within the human resource department
It provide a cheaper way to staff the roles in the company through development of talents.
Encourages the development of a teaching and learning culture in the company.
Encourages the employees to collaborate and interact with their peers in the organization.
The development of human resource enriches the company’s knowledge base.
It is easier for the company to fill a vacant and bring the employee to speed when they hire internally.
Human resource development enable the company to source skills within the organization.
HRD activities include: training for managers, supervisors, and teams; tuition reimbursement programs; customer service training; performance management; harassment prevention training; 360 degree reviews (multi-rater feedback system); and career coaching.
3
Knowledge that I posses that will help me in my future career as a leader
I know my areas of weakness and therefore it ,will easier to work on how to overcome them as a leader.
Knowing you’re the areas that you are weak at does not make you weak but rather enable you to assign those roles to those who have the ability to perform them.
One way to improve your areas of weakness is by working on them and the first step to do so is identifying those areas.
I have a good level of honest that will enable me to communicate effectively with my peers as a leader.
How understand how other people perceive me by simply observing their behaviors.
One of the greatest ways to study is to learn from peers and managers. Unfortunately, that is also the most complicated learning method to establish throughout the company. However, it is not enough to engage a training consultant to provide a couple of one-off courses. We are talking about every day on-the-job learning.
4
Knowledge that I poses that will help me as a leader in my future career
I know that in order to effectively the needs of my team have to be perceptive.
I understand that one way to effe ...
An interview with Learning Infinite - In Learning Infinite Interview series, we bring to you perspectives from Anand Joshi, Managing Director of NobleTek PLM Solutions Pvt. Ltd.
Exploring Career Paths in Cybersecurity for Technical CommunicatorsBen Woelk, CISSP, CPTC
Brief overview of career options in cybersecurity for technical communicators. Includes discussion of my career path, certification options, NICE and NIST resources.
New Explore Careers and College Majors 2024Dr. Mary Askew
Explore Careers and College Majors is a new online, interactive, self-guided career, major and college planning system.
The career system works on all devices!
For more Information, go to https://bit.ly/3SW5w8W
MISS TEEN GONDA 2024 - WINNER ABHA VISHWAKARMADK PAGEANT
Abha Vishwakarma, a rising star from Uttar Pradesh, has been selected as the victor from Gonda for Miss High Schooler India 2024. She is a glad representative of India, having won the title through her commitment and efforts in different talent competitions conducted by DK Exhibition, where she was crowned Miss Gonda 2024.
Resumes, Cover Letters, and Applying OnlineBruce Bennett
This webinar showcases resume styles and the elements that go into building your resume. Every job application requires unique skills, and this session will show you how to improve your resume to match the jobs to which you are applying. Additionally, we will discuss cover letters and learn about ideas to include. Every job application requires unique skills so learn ways to give you the best chance of success when applying for a new position. Learn how to take advantage of all the features when uploading a job application to a company’s applicant tracking system.
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Jill Pizzola's tenure as Senior Talent Acquisition Partner at THOMSON REUTERS in Marlton, New Jersey, from 2018 to 2023, was marked by innovation and excellence.
1. bites
1Q 2013 | Issue 8 | Brought to you by:
HAVE THE ROOTS & WINGS TO
EMPOWER YOUR CAREER
Do
You
Have
the
Roots
and
Wings
to
Develop
Your
Career?
“There
are
only
two
lasting
bequests
we
can
give
our
“Have the Roots children…one
is
roots,
the
other
wings.”
~
Stephen
Covey
& Wings to Developing
people
at
work
is
like
raising
kids.
As
a
mother
to
a
16
Empower Your year
old,
one
thing
that
has
strongly
struck
me
during
this
challenging
teenage
phase
is
the
importance
of
firm
roots
and
Career” mighty
wings.
With
all
the
influences
and
choices
in
today’s
modern
and
connected
world,
I
am
peacefully
confident
to
let
go
In this issue of
my
son,
out
into
the
world
because
of
the
roots
we
have
established
at
home
and
of
the
wings
he
is
armed
with.
POWER TOOLS How
does
all
these
translate
into
the
workplace?
What
makes
me
How to Craft an Elevator Pitch say
that
developing
people
at
work
is
like
raising
kids?
I
offer
two
perspectives
–
as
a
professional
who
seeks
to
develop
and
2 How to Tackle a Panel Interview execute
a
plan
to
advance
to
the
n ext
level,
and
the
other,
from
a
manager’s
perspective
who
endeavors
to
develop
his
direct
POWER NOTES reports
to
their
maximum
potentials.
Do You Have the Roots & Wings
The
Eager
Professional
3 to Develop Your Career? (cont’d)
When
I
started
as
a
high-‐potential
member
of
our
sales
team
in
a
de’POWERinU global
company,
one
of
the
questions
I
constantly
faced
was
How can a mentor/coach help “Where
do
you
want
to
be
next
year/
in
3
years
/
in
5
years/
in
5 10
years?”
My
supervisors
and
HR
managers
were
so
good
in
empower your career & life?
cascading
training
and
development
plan
templates
that
over
the
6 PROGRAMS | CALENDAR
years,
they
got
imbedded
into
my
mind
and
system.
When
I
became
a
manager,
I
used
the
same
approach
with
my
direct
reports.
(For
a
free
template
on
professional
development
planning,
email
depowerinu@me.com)
(Read
the
continuation
on
page
3)
2. 2
How to Craft an Elevator Pitch
POWER Simply put, an elevator (or “lift” in Singapore context) pitch is a 15- to 30-second
TOOLS pitch about you so vivid and concise it could be delivered in the space of an
elevator ride. When and where would you need an elevator pitch? Essentially
every time and everywhere – whether you are business networking, going for job
interviews or meetings, or socializing (think of your school reunions). What do
Recommended by career coaches advise about how to craft your “elevator pitch”?
Elaine Cercado How do you sum up your life’s experience and job ambitions in 30 seconds or less?
First of all, think about the benefit you can confer on the employer, advises Jane
Praeger, a media coach from New York. “People are too apt to go in with a
laundry list of skills–I can do this, I can do that,” she says. “Instead, say, for
example, ‘I can make sure your employees are well supervised and motivated.’”
Praeger’s own elevator pitch? “I help people figure out what to say and how to
say it, to get the results they want.”
Another New York career coach, who used to work in human resources at Merrill
Lynch, Pfizer and Citigroup, Connie Thanasoulis-Cerrachio proposes the following
strategy for crafting a pitch: Start by filling a whole page with what you would
want to say to a hiring manager. Cut that down to half a page. Keep cutting until
you get to a quarter page. Then pull out three bullet points that give a snapshot of
your career. Thanasoulis-Cerrachio’s pitch: “I spent 25 years on Wall Street
heading up a staffing organization for Fortune 500 companies. Now I take those
insider secrets and teach people how to run an efficient, effective job search.”
Career coaches suggest preparing more than one pitch, for different audiences.
Coach Win Sheffield recommends tailoring a specific one for each interview.
“Develop your pitch with a specific person in mind,” he says, and make sure it
includes where you’ve been, where you are and where you’re going. But his most
important advise? As much when you’re selling yourself as at any other time, it’s
important to pay attention to your audience. “The pitch is no substitute for
developing a relationship with a person,” Sheffield notes.
As to my own general elevator pitch – “I have over 20 years of working with top
MNCs before I embarked on management consulting and training in 2008. My
experience and success in business and people leadership have enriched and
empowered me to become an effective consultant, trainer and mentor-coach. I
am passionate and committed to help discover, develop, maximize and share the
power in each one of us.”
Source: http://www.forbes.com/sites/susanadams/2013/03/21/how-to-craft-a-job-search-
elevator-pitch-3/
How to Tackle a Panel Interview
Hannah Morgan in US News & World Report recently gave the following advice:
So how do you deal with the panel interview? Start by knowing it's coming. If
you've got an interview scheduled, be sure to ask your HR contact or the hiring
manager ahead of time who you'll be meeting with and how the interview will be
conducted. That's a perfectly legitimate question, and in fact as a hiring manager,
I like it when the candidate asks. It means he or she wants to be prepared.
Here are some questions you can use to get started:
What are the three main factors you will be using to determine the right
person for this job?
How is job performance evaluated at your company, and how often will I
be evaluated?
What types of skills do you not already have on-board that you're looking
to fill with a new hire?
What goals do you expect the person who takes this job to
achieve during the first year?
Source: http://www.cbsnews.com/8301-505143_162-57573512/turn-a-
panel-interview-to-your-advantage/
e bites, 1Q 2013, Issue 8
3. 2
1
3 (Continued
from
page
1)
support
environment
for
my
POWER NOTES direct
report
to
take
off
and
On
one
hand,
this
approach
made
me
proactive
and
focused
trusted
him/her
to
fly
mightily.
toward
my
next
career
move.
Firm
Roots
On
the
other
hand,
I
felt
a
sense
of
Do You Have the uncertainty,
as
there
were
factors
To
be
rooted
firmly,
one
must
beyond
my
control.
I
wondered,
seek, understand
and
define
Roots and Wings “was
my
promotion
due
to
my
one’s
purpose
and
values.
First
is
to Develop your competency,
achievements
and
to
know
one’s
life
purpose.
The
potentials?”
or
“was
it
due
to
the
quest
for
life
meaning
and
Career? circumstances
in
the
company?”
I
purpose
starts
at
different
times
believed
then
that
the
answer
was
for
every
person.
Some
start
(Continued from first page) due
to
both
my
competencies
and
young;
others
continue
to
drift
circumstances
coinciding
–
“I
am
through
30’s
and
40’s
without
here
at
the
right
time,
at
the
right
seeking
or
knowing
their
life
By Elaine Cercado place,
with
the
right
boss
and
purpose.
A
purpose
–
defined
team!”
The
burst
of
opportunities
usually
through
knowing
one’s
perfectly
aligned
with
my
career
passion,
mission
and
vision
–
goals
–
and
my
boss
trusted
me
to
fires
unrelenting
drive,
energizes
take
the
opportunities
further.
life
and
gives
the
power
of
choice
(rather
than
But
as
I
gained
more
experience
circumstance).
A
purpose
gives
and
wisdom,
I
discovered
a
birth
to
the
goals
and
action
different
answer
and
approach
to
plans,
both
personally
and
such
wondering.
I
discovered
that
professionally,
which
set
the
purposeful
living
was
the
key
and
stage
for
development,
found
a
new
appreciation
to
the
improvement
and
growth.
question
asked
by
my
supervisors
and
HR.
The
visualization
process
Second
is
to
stay
rooted
on
core
of
“where
do
you
want
to
be
in
…”
values
and
principles.
Each
began
to
make
sense.
person
has
different
set
of
values,
principles
or
beliefs,
The
Caring
Manager
which
are
expressed
in
different
When
I
became
a
manager,
I
made
ways
or
levels,
yet
are
universal
it
a
point
to
jointly
review
the
and
unchangeable.
A
person
professional
development
plans
of
who
grows
up
valuing
faith
and
direct
reports
at
least
twice
a
year.
family
would
manifest
that
at
It
made
the
process
easier
for
both
home
and
at
work.
The
intensity
my
direct
report
and
myself
as
the
and
form
of
expression
might
accountability
was
shared.
Was
it
change
along
the
way
–
for
a
perfect
system?
My
honest
instance,
due
to
balancing
or
answer
is
no
–
but
it
worked
most
prioritization
–
but
when
push
of
the
time.
When
did
it
work?
comes
to
shove,
the
core
values
When
the
owner
of
the
plan
was would
stand
out.
A
person
who
rooted
on
a
firm
foundation,
and
highly
values
honesty
and
when
I,
as
the
manager,
cared
integrity
would
generally
enough
to
provide
the
right
manifest
that
in
his/her
work
quality
and
ethics.
e bites, 1Q 2013, Issue 8
4. 2
1
4 (Continued
from
page
3)
Things
First,
Think
Win-‐Win,
Seek
POWER NOTES To
make
the
roots
strong,
one
First
to
Understand
Then
to
be
Understood,
Synergize,
Sharpen
needs
fortitude
and
consistency
–
and
that’s
where
the
manager
could
the
Saw.
provide
the
support
by
aligning
Take
as
an
example
the
last
one’s
purpose
and
values
to
the
Do You Have the organizational
mission,
vision
and
habit
“sharpen
the
saw”,
which
entails
balancing
and
renewing
Roots and Wings values.
For
instance,
the
manager
oneself
physically,
mentally,
could
link
the
importance
of
socially,
emotionally,
and
to Develop your honesty
and
integrity
when
serving
spiritually.
This
is
not
an
easy
customers
–
as
most
companies
habit
to
form
–
given
the
very
Career? would
put
customer
satisfaction
as
busy,
multi-‐tasking,
competitive
a
core
value.
environment
we
live
in.
Yet
with
(Continued from page 3)
Mighty
Wings
purposeful
living,
one
could
simplify,
and
achieve
balance
How
does
one’s
career
advance
or
and
meaning.
By Elaine Cercado grow
from
there?
When
one
pursues
a
career
based
on
passion,
A
caring
manager
could
support
purpose
and
values,
there
is
no
by
providing
the
environment
to
limit
to
what
one
could
achieve.
Of
achieve
the
balance
and
course,
the
technical,
managerial
“sharpen
the
saw.”
One
and
other
relevant
competencies
example
would
be
by
mentoring;
matter
but
all
these
could
be
another
would
be
by
facilitating
learned
easily
when
fueled
by
one’s
internal
or
external
networking
passion
and
purpose.
And
when
to
broaden
one’s
influence
and
pressures
come,
one
could
face
confidence.
When
one
cares
them
gracefully
when
strongly
enough,
the
possibilities
to
help
guided
by
his/her
values
and
are
endless.
principles.
In
less
than
two
years’
time,
my
Once
the
purpose
is
defined,
the
son
will
officially
become
an
values
are
clear,
the
goals
and
adult.
As
a
parent,
have
I
done
my
part
well
to
help
him
W hen o ne action
plans
are
set,
the
next
step
is
to
execute.
Execution
comes
down
establish
firm
roots
and
grow
p ursue s a to
the
day-‐to-‐day
decisions
taken
mighty
wings
to
take
off
and
fly
c a reer b a sed and
to
the
actions
done.
These
out
into
the
real
world?
Has
my
decisions
and
actions
then
form
son
done
his
best
to
stay
rooted
o n p a ssio n, and
to
feel
confident
to
fly
high?
the
person’s
habits.
Habits
are
very
p urp o se a nd powerful
and
could
accelerate
or
The
path
ahead
will
be
boost
one’s
flight
to
success.
interesting
–
and
I
look
forward
va lues, there to
seeing
what’ll
be
on
the
other
is no limit to Many
of
us
have
read
or
come
end
of
the
road.
A
caring
across
the
book
of
Stephen
Covey,
manager
would
feel
the
same
wha t o ne “The
7
Habits
of
Highly
Effective
way
for
the
eager
professional
c o uld a c hieve. People.”
Covey
outlined
the
7
he/she
has
helped
to
develop.
habits
as
follows:
Be
Proactive,
Begin
with
the
End
in
Mind,
Put
First
~
EC
e bites, 1Q 2013, Issue 8
5. 5 Help You Face Life’s Crossroads and Choose Your Path
"My decision to go through the mentoring program for Empower
Women@Work is probably one of the best decisions I have made. It
has allowed me to fully appreciate the gifts, talents and life
experience I have been blessed with and to realize my passion and
purpose in life. The program has allowed me to become more
focused at work and also empowered me to make bold steps in
some personal issues. Having Elaine as mentor has also helped me a
HOW CAN A
great deal in understanding the sessions better as we were able to
share our life experience in the many roles we play, i.e. as a working
mother, wife, daughter, sister, etc. I would certainly recommend this
MENTOR/ program not just to working women but also to those who want to
better understand their real purpose and to have the confidence in
themselves to live it."
COACH HELP ~ GINA BONDOY-ILARDE, 13 September 2010
HR Director, Schindler Lifts (Singapore) Pte Ltd
EMPOWER Help You Find Your Purpose and Define Your Mission/Vision Statement
YOUR CAREER “The personalized mentoring course is very effective for me. What I find most
effective is the sharing of experiences by my mentor. She took note of my
personal circumstances both at work and personal life and tailored the
& LIFE? course to meet/ suit my needs. The resources and reference books are also
very helpful to continue with this learning process. Overall, has increased my
awareness on personal effectiveness. Most of all, what makes it really
effective is that I see my mentor as a role model. Knowing her journey and
relating to her experiences inspires me. I have not only gained new skill and
knowledge, most of all, I found a mentor and sister friend in Elaine. I
personally recommend EMPOWER, most especially to women, in knowing
more about self and crafting your mission/ vision statement. The action
planning will take you to a journey of realizing your mission. All the best to
EMPOWER and to Elaine!”
~ BERNADETH LUCANAS, 24 August 2011
Vice President, Credit Suisse
Help You Understand Yourself Better to Understand Others Better
“It allowed me sit and take time to deepen my self-understanding and gave
me direction on how I should work on things…”
~SIGRID A, October 2011
“It sets your mind to a deeper understanding of yourself to know what you
have and what would you like to do with what you have in a very smooth,
uncomplicated and straightforward approach.”
~ C.JOY G, October 2012
Help You Perform Better at Work & Life by Improving Your Relationships
“The modules have an impact on my performance at work & home in terms
of how I handle my relationships. It has made me learn and discover more of
my strengths and areas that I need improvement on.”
~ TESSA B, July 2010
“I learned to identify what I need to improve on and which should I focus on
more...I have a better understanding of myself and others. I learned how to
build relationships with people that would help me meet my objectives.”
~ AILEEN V, August 2012
To know more about our EMPOWER mentoring-coaching programs, email depowerinu@me.com
e bites, 1Q 2013, Issue 8
6. 6
EMPOWER
MENTORING-‐COACHING
March
to
August
2013
CALENDAR
PROGRAM
MODULES
March
2013
• PURPOSE:
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• RELATIONSHIPS:
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positively
CEGOS
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M anagerial
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At
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22
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e bites [empower bites]
A newsletter published by
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Registration No. T08LL0335D
Copyright 2013. All Rights Reserved.
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e bites, 1Q 2013, Issue 8