Wednesday, July 23, 2014

Network your way to success ... Turn on your networking charm!

networking training workshop singapore

Network your way to success!

Attend this networking workshop and pick-up practical tips to:
a. make meaningful connections
b. present a positive image of yourself and your company/business
c. gain confidence to take on your networking event
d. get started on a Referral Marketing Programme
 Practical and applicable. Relevant to those who need a breakthrough in networking.” I like it!”~ Adrian Soon, Consultant
Thumbs up for Mervin to make this session condensed and very affordable.” ~ Neo Youwei, Chief Encouragement Officer

Network Speaker/ Trainer: Mervin Yeo

A serial entrepreneur since 1996, Mervin has co-owned numerous businesses like employment, publishing, business consulting and social enterprise. He sits on several advisory boards including a next-generation integrated venture capital firm. Under his 13-year leadership as the Singapore National Director of the world's largest networking organization specializing in referrals, members passed referrals which generated an annual average of USD20 million worth of business for each other.
As a speaker and trainer over the last 15 years, Mervin has shown over ten thousand business owners and marketing professionals in Singapore, Indonesia, Malaysia and the Philippines a systematic and effective approach to referral marketing.
Hailed a "Networking Guru" by a Straits Times reporter, he has been on NewsRadio 93.8 including The Living Room and Positive Business Minutes and was featured in Zaobao and SME Magazine. A contributing author in the New York Times best-seller Masters of Networking, he is consulted by leaders of networking organizations. A Certified Behavioral and Career Consultant, he is author of e-book Purposeful Networking for Introverts and co-author of Turning Ideas Into Profit
Date:  26 August 2014
Time: 6.30pm to 10 pm
Venue: 12, Arumugam Road, Off Paya Lebar Road, Lion Building Block B, #02-11, Singapore 409958
Fee: $128

To sign-up, email Justin[a]

Tuesday, July 22, 2014

Preventing Career Suicide - The psychology behind it

We have all read about it in the papers or may even know a friend or relative who has done it. People at the peak of the careers who suddenly, without any apparent reason, commit career suicide by engaging in an act which causes irreparable damage to their careers.
Loosely defined, career suicide is any intentional act to self-destroy ones own career. In some ways, it is the individual's way of reaching out for help. Similar to physical suicide, the reasons behind career suicides are often personal and are usually cannot be attributed to a single cause. Issues will usually build-up over a period of time and, before the individual knows it, he'll start doing things to hurt his career.
Fortunately, much like physical suicide, there are clear symptoms or telltale signs that precede the ultimate "act". Thus, with a little knowledge, you will be able identify this self-destructive behavior and stop it from happening to you before it is too late.
Psychologists will tell you that in any behavioral problems, there is usually a presenting problem and an underlying problem. Solutions focused on solving the presenting problems (without addressing the root problem) will only bring short-term relief and will prove futile as the root of the problem continues to exist. The presenting problem will then mutate and begin to manifest itself in other forms of self-destructive behaviors.
While there are many root causes that may lead a person to commit career suicide, the most predominant one is the feeling of guilt. This guilty feeling is brought about by an individual's feeling of unworthiness i.e. a feeling that he is unworthy to have the success he is currently experiencing. What then happens, is that the sub-conscious mind will then seek opportunities to 'sabotage' the conscious self by creating situations where the individual can be 'punished' and even removed from the source of his guilt - his successful career.
As human behavior is complex, exact telltale signs will vary. However, all self-destructive behavior will have the ultimate objective of hurting a person's career. While not exhaustive, the following four telltale signs are the most common ones expressed by an individual who is on the road to career suicide:
- Procrastination. Procrastination is defined as the avoidance of doing a task that needs to be accomplished. In this instance, the individual constantly puts off doing an important task until the last minute. As a result of the now limited time, the individual then produces work in quality well beneath that of which he is capable of producing. A variation of this self-destructive behavior is when the individual in question, chooses to place his priority and emphasis on tasks of lesser importance. This will then once again limit the time he is able to spend on what really needs to be done. The results are similar. Work of diminished quality.
- Forgetfulness. This second telltale is less obvious, but equally destructive. Here, the self-destructive behavior manifests itself in the individual "forgetting" to do things. From missing the deadline for an important report to failing to attend crucial meetings. According to Freud, the mind does not forget. Forgetting is not an accidental occurrence. This self-destructive behavior is our unconscious mind's way of expressing itself.
- Stubbornness. When opinions differ from the boss and you have presented yours, what ultimately counts is the boss' decision. In this telltale sign, the "stubbornness" of the individual to deliberately go against what the boss has specifically prescribed as the actions to taken is self-destructive. This "stubbornness" sets the individual up to be punished.
- Intentional inefficiency. The fourth telltale sign is that of intentional inefficiency. In this case, the individual will appear to be complying with his boss' instructions even to the extent of expressing commitment to the prescribed plan. What then happens is that he will then deliberately either perform the task too late to be helpful, perform it in a way that is useless, or otherwise sabotage the prescribed plan. Whichever way, he would have done what his boss has wanted, but not to the degree that is expected of him.
Like physical suicide, career suicide occurs when we least expect it. Thankfully, it does not occur overnight without warning. Clear and distinct telltale like the four described above will occur. It is thus important for us to be aware of them, so that we can diagnose ourselves early and intervene.
Like physical suicide, career suicide is our unconscious minds way of crying out for help. Caught early enough, effective intervention can prevent its occurrence and in most cases, individuals will make a full and complete recovery.

Friday, July 11, 2014

Success Tips: The Power of Asking the Right Questions

It has been said that questions are the lasers that will eliminate the barriers to your success. Consistent and purposeful asking of quality questions will enable you to breakthrough almost any obstacle or challenge confronting you. In fact, the only difference between highly successful people and the unsuccessful ones is essentially the type of questions they ask.
Businesses will either succeed or fail based on the quality of the questions their decision-makers ask. A problem only exists for as long as you do not know the question. For once you have asked the right question, the solution will present itself. During the early years of the invention of the car, hundreds of people thought about building them. It was however only Henry Ford who asked, "How can I mass-produce this machine and make it affordable for everyone?" This single quality question of his, gave him the quality answer he needed. And, the rest is history.
Benefits. Our brain is a phenomenal machine. Even up to now, scientists are still discovering its immense power. Our ability, or rather our lack of ability, to tap on this power is a result of our inability to ask the right questions.
Our brain is programmed to always be ready to serve us. As such, no matter what question you pose it, it will always provide you with an answer. Therefore, if you ask an inferior question like "why do I always fail?" You will get unless answers like "because I am hopeless," or "because I am not intelligent enough!" These answers do nothing other than to depress you further. However asking a quality question like "how can I learn and grow from this?" your mind will point you in the right direction and provide you with answers that you can use.
Thus, if you want to be successful, you must realize that the questions you ask will determine the answers you get. To succeed then, you must change the type of questions you habitually ask yourself.
What it is. Thinking is essentially the asking and answering of questions. All of us, over time, have unconsciously developed a series of habitual questions we ask ourselves whenever we encounter problems. As questions focus our minds to see problems as either opportunities or threats, these habitual questions affect our chances of success. Hence our success lies in us 'installing' a new series of empowering habitual questions.
How to do it. The types of questions we ask are essentially based on our mind-set. Thus, installing a new mind-set that will enable us to habitually ask quality questions is easy. All it takes is the conscious effort to learn and consistently ask the following series of three questions. Eventually overtime, these series of questions will become habitual and empower you to success.
Question 1: "What is good about this?"
Question 2: "What can I learn from this?"
Question 3: "How can I use this as an investment towards my success?"
Summary. One of the main ingredients of success is the openness to receive answers. Sometimes, when you ask a question, the answer may not be obvious or appear immediately. In this case, you must trust yourself and keep asking the questions. Eventually, the answer will appear. In addition, occasionally the answer presented may not be the solution. Similarly, you must continue to trust yourself and keep asking yourself questions. Eventually, the answer will present itself to you.
An interesting point to note, is that whether you consider something possible or impossible, is often determined by the question you ask. Therefore, instead of saying "I can never buy this multi-million dollar house", ask yourself "how can I buy this multi-million dollar house?"
Conclusion. As all success in life is preceded by new quality questions, a new level of success in your life is as close as a question away. Remember, "ask and you shall receive!"

Sunday, July 6, 2014

V3R - A template for managing team dynamics

In order to succeed in business today, individual ability is not enough. As our world becomes increasingly complex, developing and delivering solutions now require a multi-disciplinary approach. Working, or more importantly, performing as a team is thus fundamental to success.

One powerful and effective template that can be used to establish a high-performing team is the V3R - an acronym for Vision, Roles, Rules and Relationships. The V3R template is used to help teams (both old and newly formed) to establish the five processes of an effective team - Team leadership, Team communications, Team self-corrections, Mutual trust and Team orientation.

As a structure, the V3R is designed to align the team by forming a shared Vision and thereafter to establish a common understanding of each others' Roles, the Rules of the team and the Relationship between each role. The purpose of the latter being to minimize friction which will then improve performance.

Best Teambuilding Framework V3R
If you have a new team, or if you have a team that is not performing well together, we can help. Our team of trained facilitators will be able to get your team back on track.

For a no-obligation discussion, contact us via justin[a]

Talent Management and Succession Planning Famework

Talent Management is the deliberate process via which an organisation seeks to maximise returns on its human capital. Since the shift from an agrarian to an industrial and now to a knowledge based economy, people have become the distinguishing factor that keeps an organisation profitable and ahead of its competitors.
Two schools of thought exists. One school views all employees as talents and sees it as the organisation's role to develop these "talents" to their maximum, while the other school acknowledges that all employees are talents, but goes one step further to identify (for specific key appointments within the organisation) and specially manage a smaller core group. From a shareholder perspective, the latter makes financial sense as, while noble to develop all employees, an organisation exists to maximise shareholder returns on investment.
To ensure effective talent management for the purpose of leadership succession, an organisation must have three systems in place - Talent Identification System, Talent Grooming and Appraisal System; and a Talent Recognition and Rewards System.
Talent Identification System . The Talent Identification System is the first, and arguably the most crucial, system in the Talent Management process. The role of this system is to surface the largest possible number of qualified candidates for management's consideration. To be effective, this system must not only be comprehensive such that all qualified employees are reviewed, but objective and "scientific" such that it is not based on the assessor's whim and fancy and that identification is based on assessed organisational needs backed by research. This will then ensures that the succession planning pipe is always filled with qualified candidates.
Talent Grooming and Appraisal System . Once the talents have been identified, the next step in the Talent Management process is the Talent Grooming and Appraisal System. Here, based on the initial assessment of the candidate's highest possible appointment, the talent grooming system will then deliberately move the candidates through a series of specially selected courses and appointments with increasingly higher responsibilities. The purpose of this is to not only allow management to assess the candidates' ability to hold higher leadership appointments, but also provide the candidate with exposure to various aspects of the organisation. At each of these courses or appointments, regular and detailed appraisals on the candidates' performance is conducted to confirm their estimated potential. Candidates are only advanced to the next level if he or she has proven their ability.
Talent Recognition and Rewards System . This is the third and final system in the Talent Management process. As talent is "transferable" and highly sought after, an effective Talent Recognition and Reward System is necessary in ensuring that talents remains with the organisation. While competitive renumeration affects talent retention, organisations should view renumeration as a "hygiene" factor and not rely on this as the primary retention mechanism as pay can easily be matched or bettered. The key to retaining talent is thus to understand the individual talents' aspirations and to help them achieve it with the organisation. Example of recognition and rewards could be as simple as a title or corner office, the opportunity to lead or undertake projects in the talent's area of interest, or even the opportunity for sponsored studies or sabbaticals. The central idea being to match the talent's growth with that of the organisation's.
In summary, it is my view that Talent Management is the deliberate process via which an organisation identifies, grooms and rewards its human capital so as to ensure its continued success and responsibility to its shareholders. Besides committing resources to put in place the necessary systems and people to manage it, effective Talent Management is the personal responsibility of the CEO and he must make it his or her continued focus.
Personal and professional development via corporate training is an integral part of talent management. To arrange a non-obligatory discussion on how SG Corporate Training can help you develop a training road map, contact our principal consultant via Justin[a]