related_results_labels({"version":"1.0","encoding":"UTF-8","feed":{"xmlns":"http://www.w3.org/2005/Atom","xmlns$openSearch":"http://a9.com/-/spec/opensearchrss/1.0/","xmlns$georss":"http://www.georss.org/georss","id":{"$t":"tag:blogger.com,1999:blog-8815505"},"updated":{"$t":"2010-01-08T16:41:21.632+08:00"},"title":{"type":"text","$t":"Anything HR by Ed"},"subtitle":{"type":"html","$t":"Ed Shares his Opinions on Human Resource Management, Recruitment, Headhunting, Training, Organization Development, Team building, performance management, Leadership, Philippine Labor Code, Labor Practices and employment practices in the Philippines"},"link":[{"rel":"http://schemas.google.com/g/2005#feed","type":"application/atom+xml","href":"http://anythinghr.blogspot.com/feeds/posts/default"},{"rel":"self","type":"application/atom+xml","href":"http://www.blogger.com/feeds/8815505/posts/default/-/Leadership?alt\u003djson-in-script\u0026max-results\u003d4"},{"rel":"alternate","type":"text/html","href":"http://anythinghr.blogspot.com/search/label/Leadership"},{"rel":"hub","href":"http://pubsubhubbub.appspot.com/"},{"rel":"next","type":"application/atom+xml","href":"http://www.blogger.com/feeds/8815505/posts/default/-/Leadership/-/Leadership?alt\u003djson-in-script\u0026start-index\u003d5\u0026max-results\u003d4"}],"author":[{"name":{"$t":"Ed Ebreo"},"uri":{"$t":"http://www.blogger.com/profile/16821972694832736436"},"email":{"$t":"edebreo@gmail.com"}}],"generator":{"version":"7.00","uri":"http://www.blogger.com","$t":"Blogger"},"openSearch$totalResults":{"$t":"25"},"openSearch$startIndex":{"$t":"1"},"openSearch$itemsPerPage":{"$t":"4"},"entry":[{"id":{"$t":"tag:blogger.com,1999:blog-8815505.post-472404686423815815"},"published":{"$t":"2009-12-17T13:23:00.013+08:00"},"updated":{"$t":"2009-12-17T16:58:53.205+08:00"},"category":[{"scheme":"http://www.blogger.com/atom/ns#","term":"Team Building"},{"scheme":"http://www.blogger.com/atom/ns#","term":"Leadership"},{"scheme":"http://www.blogger.com/atom/ns#","term":"Toastmasters"}],"title":{"type":"text","$t":"Butter N Toast Lessons on Leadership and Teamwork"},"content":{"type":"html","$t":"\u003ca onblur\u003d\"try {parent.deselectBloggerImageGracefully();} catch(e) {}\" href\u003d\"http://3.bp.blogspot.com/_Xrl8sY60k3w/SynDP00kGjI/AAAAAAAAAkM/bje1wxsp8mY/s1600-h/DSC-0014.JPG\"\u003e\u003cimg style\u003d\"margin: 0pt 10px 10px 0pt; float: left; cursor: pointer; width: 400px; height: 266px;\" src\u003d\"http://3.bp.blogspot.com/_Xrl8sY60k3w/SynDP00kGjI/AAAAAAAAAkM/bje1wxsp8mY/s400/DSC-0014.JPG\" alt\u003d\"\" id\u003d\"BLOGGER_PHOTO_ID_5416074703534299698\" border\u003d\"0\" /\u003e\u003c/a\u003e\u003ca href\u003d\"http://butterntoast.blogspot.com/\" target\u003d\"_blank\"\u003e\u003cspan style\u003d\"font-weight: bold;\"\u003eButter N Toast\u003c/span\u003e\u003c/a\u003e  is a Toastmasters Club running on it's fifth year. In the last four  years, it received one Select Distinguished Club award and 3  President's Distinguished Club award, distinctions given to clubs that are able to hit their goals. The jury is still out on this term, but as a member I am completely confident that we are destined for another banner year.\u003cbr /\u003e\u003cbr /\u003eA typical Toastmaster's club in the Philippines will have around 15 to 20 people in a meeting or less. On a good night, Butter N Toast can have as much as 40. The conversion of guests to members is also high. We attribute it to the quality of our meetings and the warmth and welcoming nature of the club members. At a time when some Toastmasters club struggle to keep members attending, what keeps Butter N Toast's meetings well attended and vibrant? The reasons, I believe are just about the same ones that keep employees engaged at work and performing well.\u003cbr /\u003e\u003cbr /\u003e\u003cspan style\u003d\"font-weight: bold;\"\u003eA Shared Goal\u003c/span\u003e\u003cbr /\u003eWhen we found the club, Michelle Lim, our Charter President kept harping on achieving club goals ,which as a new member, I cared very little about. I mean, who cares about a club goal when all I was interested in was my own goals. Michelle's ability to communicate the importance of the goal to the club and to its members helped me appreciate it more. When it was my time to lead, I didn't have any difficulty rallying the club towards it and succeeding to achieve it because by then, I was completely bought into the goals.\u003cbr /\u003e\u003cbr /\u003e\u003cspan style\u003d\"font-weight: bold;\"\u003eLesson:\u003c/span\u003e the leader's ability to communicate and get members' buy-in on goals enhance their commitment to it.\u003cbr /\u003e\u003cbr /\u003e\u003cspan style\u003d\"font-weight: bold;\"\u003eHolding the other leaders and members to the same high standards you hold your self to\u003c/span\u003e.\u003cbr /\u003eOn the se\u003ca onblur\u003d\"try {parent.deselectBloggerImageGracefully();} catch(e) {}\" href\u003d\"http://1.bp.blogspot.com/_Xrl8sY60k3w/SynDibjAMlI/AAAAAAAAAkU/alYwQmn0AUM/s1600-h/DSC_0011.jpg\"\u003e\u003cimg style\u003d\"margin: 0pt 10px 10px 0pt; float: left; cursor: pointer; width: 400px; height: 266px;\" src\u003d\"http://1.bp.blogspot.com/_Xrl8sY60k3w/SynDibjAMlI/AAAAAAAAAkU/alYwQmn0AUM/s400/DSC_0011.jpg\" alt\u003d\"\" id\u003d\"BLOGGER_PHOTO_ID_5416075023167271506\" border\u003d\"0\" /\u003e\u003c/a\u003econd year of Butter N Toast, Sheila Dela Cruz took the helm as President. I was Vice President for Membership and future President Gege Sugue was VP for Education. It was the same year when we had our first taste of the President's Distinguished Club award. I remember it to be a tough year for Sheila because she was still adjusting in her new job. She, however was able to keep her presence felt not only on meetings but online. She made sure that the other leaders were doing their parts and members were on their way to achieving their individual goals. When members were being remiss, sheila would call, text or email to make sure that members know that they were being missed. the communication was open and members were made clearly aware of what was expected of them. Those who were unwilling to commit to the club's goals and culture left or was let go, those who like what was going on stayed up to this day.\u003cbr /\u003e\u003cbr /\u003e\u003cspan style\u003d\"font-weight: bold;\"\u003eLesson:\u003c/span\u003e keeping communication clear and lines open enhances accountability. It also keeps the right people in and the wrong people out.\u003cbr /\u003e\u003cbr /\u003e\u003cspan style\u003d\"font-weight: bold;\"\u003eMake it happen\u003c/span\u003e\u003cbr /\u003eWhen it was my turn to be President, I had the fortune of inheriting a solid club brought about by two successful leaders before me.\u003cbr /\u003e\u003cbr /\u003eMy job was to enhance the already strong club culture. I did it by strengthening teamwork among leaders and continuing to strengthen the personal relationship among members through activities outside club meetings. When my term was done and we received our award, I can only attribute it to strong friendship and leadership teamwork.\u003cbr /\u003e\u003cbr /\u003e\u003cspan style\u003d\"font-weight: bold;\"\u003eLesson\u003c/span\u003e: high performing leadership teamwork reflects on the whole organization. Friendship among team members create a desirable working environment.\u003cbr /\u003e\u003cbr /\u003e\u003cspan style\u003d\"font-weight: bold;\"\u003eMake the most of your organization\u003c/span\u003e\u003cbr /\u003e\"Make the Most of Butter N Toast\" was the mantra of the fourth president, Gege Sugue. She made clear to us that the club's success can only come through the members' individual success. She motivated the members to take their goals seriously and the officers to do whatever they can to help the members succeed. During Gege's term the club enhanced it's coaching and mentoring practices and increased it's membership two-folds due to positive meeting experience by guests who turned into members. New members were taken care of and given mentors to help them through their basic projects.\u003cbr /\u003e\u003cbr /\u003e\u003cspan style\u003d\"font-weight: bold;\"\u003eLesson:\u003c/span\u003e create an environment that is conducive to success. If people know that they are in a desirable environment, they are most likely to pursue success.\u003cbr /\u003e\u003cbr /\u003eWhat is common among the four past Presidents is their ability to be present.  Half-way through her term, Michelle had to go to the US. She left management of the club to the officers. Mind you, I said she left the management of the club, but she didn't leave leadership. She continued to be present virtually to give directions, make decisions and step in whenever needed. This club continue to benefit from the presence of the past Presidents. Whenever we have elections, we don't really change leadership, we just add more.\u003ca onblur\u003d\"try {parent.deselectBloggerImageGracefully();} catch(e) {}\" href\u003d\"http://4.bp.blogspot.com/_Xrl8sY60k3w/SynEjs-SIeI/AAAAAAAAAkk/WSnbopkTmnA/s1600-h/BnT+Meet1-Jan2008+028.jpg\"\u003e\u003cimg style\u003d\"margin: 0px auto 10px; display: block; text-align: center; cursor: pointer; width: 400px; height: 300px;\" src\u003d\"http://4.bp.blogspot.com/_Xrl8sY60k3w/SynEjs-SIeI/AAAAAAAAAkk/WSnbopkTmnA/s400/BnT+Meet1-Jan2008+028.jpg\" alt\u003d\"\" id\u003d\"BLOGGER_PHOTO_ID_5416076144536592866\" border\u003d\"0\" /\u003e\u003c/a\u003e\u003cbr /\u003e\u003cspan style\u003d\"font-weight: bold;\"\u003eStay on top and keep it coming\u003c/span\u003e\u003cbr /\u003eThis is the battle cry for this term with Pat Pascua at the Helm. To most of us this simply means keep the success flowing. Today's Butter N Toast Leaders are doing the best they can to make it happen. As a student of leadership, I can't wait to learn what lessons this year is going to teach us as an organization. I'll be sure to blog about it.\u003cbr /\u003e\u003cbr /\u003eClick \u003ca href\u003d\"http://butterntoast.blogspot.com/\" target\u003d\"_blank\"\u003e\u003cspan style\u003d\"font-weight: bold;\"\u003ehere\u003c/span\u003e\u003c/a\u003e to find out more about Butter N Toast, Toastmasters Club.\u003cbr /\u003eClick \u003ca href\u003d\"http://exeqserve.com/wp-content/uploads/2009/10/teamculturebldg_ExeQserve.pdf\"\u003e\u003cspan style\u003d\"font-weight: bold;\"\u003ehere\u003c/span\u003e\u003c/a\u003e to find out how we can help you strengthen leadership and teamwork for your organization.\u003cdiv class\u003d\"blogger-post-footer\"\u003eVisit Anything HR so that we can share views on matters concerning HR, Leadership, Management, Training and Teams. I'd love to hear from you so please leave me a feedback.\u003cimg width\u003d'1' height\u003d'1' src\u003d'https://blogger.googleusercontent.com/tracker/8815505-472404686423815815?l\u003danythinghr.blogspot.com' alt\u003d'' /\u003e\u003c/div\u003e"},"link":[{"rel":"replies","type":"application/atom+xml","href":"http://anythinghr.blogspot.com/feeds/472404686423815815/comments/default","title":"Post Comments"},{"rel":"replies","type":"text/html","href":"https://www.blogger.com/comment.g?blogID\u003d8815505\u0026postID\u003d472404686423815815\u0026isPopup\u003dtrue","title":"2 Comments"},{"rel":"edit","type":"application/atom+xml","href":"http://www.blogger.com/feeds/8815505/posts/default/472404686423815815"},{"rel":"self","type":"application/atom+xml","href":"http://www.blogger.com/feeds/8815505/posts/default/472404686423815815"},{"rel":"alternate","type":"text/html","href":"http://anythinghr.blogspot.com/2009/12/butter-n-toast-lessons-on-leadership.html","title":"Butter N Toast Lessons on Leadership and Teamwork"}],"author":[{"name":{"$t":"Ed Ebreo"},"uri":{"$t":"http://www.blogger.com/profile/16821972694832736436"},"email":{"$t":"edebreo@gmail.com"},"gd$extendedProperty":{"xmlns$gd":"http://schemas.google.com/g/2005","name":"OpenSocialUserId","value":"09665855214378586454"}}],"media$thumbnail":{"xmlns$media":"http://search.yahoo.com/mrss/","url":"http://3.bp.blogspot.com/_Xrl8sY60k3w/SynDP00kGjI/AAAAAAAAAkM/bje1wxsp8mY/s72-c/DSC-0014.JPG","height":"72","width":"72"},"thr$total":{"xmlns$thr":"http://purl.org/syndication/thread/1.0","$t":"2"}},{"id":{"$t":"tag:blogger.com,1999:blog-8815505.post-2760685348485465882"},"published":{"$t":"2009-08-15T22:51:00.001+08:00"},"updated":{"$t":"2009-11-02T10:35:15.805+08:00"},"category":[{"scheme":"http://www.blogger.com/atom/ns#","term":"Strategic HR"},{"scheme":"http://www.blogger.com/atom/ns#","term":"Leadership"},{"scheme":"http://www.blogger.com/atom/ns#","term":"HR Competency Development"}],"title":{"type":"text","$t":"The Power to Hire and Fire and Everything in Between"},"content":{"type":"html","$t":"When I started work as HR Director in a BPO company, I noticed that line managers depended on the HR Department to do most of the \"people management\" stuff. When managers encounter performance and behavior issues with their employees, they look to HR to clean up the mess. When difficult communications have to be made, HRD is expected to deliver it. I, however, refused to play the cannon fodder role. I clarified to the line managers that the role of HRD in d company should that of a strategic business partner and enabler. I went to work on playing this role by doing the following:\u003cspan class\u003d\"fullpost\"\u003e\u003cbr /\u003eI leveled expectations on the role of HRD and the HR role of the line managers. I told the managers that their powers include the power to hire and fire. This meant that I will not do those things for them. I will send people their way to choose and hire from but won't choose for them. I will make sure that they are doing all the right things before firing an undeserving employee, but won't fire 'em for them.\u003cbr /\u003eA lot of HR work is necessary to help make this happen. HR has to familiarize managers with all the recruitment concepts and selection procedures.  Line managers need to appreciate that they share accountability for employees' success and failures. Hence, managers need to be committed to performance management. They need to set performance goals, monitor, develop capacity and capability, evaluate, reward and recognize good performance. They should also weed the company out of employees with undesirable performance and behaviors by enforcing the company's code of ethics and adhering to the dictates of the labor laws on due process. Managers also needed to appreciate their role on identifying those who have the potentials to succeed them and prepare them for the eventuality. A lot of preparations made this possible. I and my HR team developed a management development plan for our company's managers and team leaders. They went through several training and workshops that include basic leadership and management, performance management, coaching, maintaining discipline in the workplace and others. Before I left the company, Managers were making final hiring decisions and were accountable for those decisions by making sure that they equip their employees with the right technical training, were coached about their performance so that they are able to meet performance expectations. Those who failed despite their managers' intervention were asked to leave the company.\u003c/span\u003e\u003cdiv class\u003d\"blogger-post-footer\"\u003eVisit Anything HR so that we can share views on matters concerning HR, Leadership, Management, Training and Teams. I'd love to hear from you so please leave me a feedback.\u003cimg width\u003d'1' height\u003d'1' src\u003d'https://blogger.googleusercontent.com/tracker/8815505-2760685348485465882?l\u003danythinghr.blogspot.com' alt\u003d'' /\u003e\u003c/div\u003e"},"link":[{"rel":"replies","type":"application/atom+xml","href":"http://anythinghr.blogspot.com/feeds/2760685348485465882/comments/default","title":"Post Comments"},{"rel":"replies","type":"text/html","href":"https://www.blogger.com/comment.g?blogID\u003d8815505\u0026postID\u003d2760685348485465882\u0026isPopup\u003dtrue","title":"0 Comments"},{"rel":"edit","type":"application/atom+xml","href":"http://www.blogger.com/feeds/8815505/posts/default/2760685348485465882"},{"rel":"self","type":"application/atom+xml","href":"http://www.blogger.com/feeds/8815505/posts/default/2760685348485465882"},{"rel":"alternate","type":"text/html","href":"http://anythinghr.blogspot.com/2009/08/power-to-hire-and-fire-and-everything.html","title":"The Power to Hire and Fire and Everything in Between"}],"author":[{"name":{"$t":"Ed Ebreo"},"uri":{"$t":"http://www.blogger.com/profile/16821972694832736436"},"email":{"$t":"edebreo@gmail.com"},"gd$extendedProperty":{"xmlns$gd":"http://schemas.google.com/g/2005","name":"OpenSocialUserId","value":"09665855214378586454"}}],"thr$total":{"xmlns$thr":"http://purl.org/syndication/thread/1.0","$t":"0"}},{"id":{"$t":"tag:blogger.com,1999:blog-8815505.post-8020014063774152958"},"published":{"$t":"2009-07-07T15:10:00.002+08:00"},"updated":{"$t":"2009-11-22T09:24:57.243+08:00"},"category":[{"scheme":"http://www.blogger.com/atom/ns#","term":"teambuilding"},{"scheme":"http://www.blogger.com/atom/ns#","term":"Team Building"},{"scheme":"http://www.blogger.com/atom/ns#","term":"Leadership"}],"title":{"type":"text","$t":"You Can't Have Teamwork If You Can't Manage the Change"},"content":{"type":"html","$t":"\u003ca onblur\u003d\"try {parent.deselectBloggerImageGracefully();} catch(e) {}\" href\u003d\"http://3.bp.blogspot.com/_Xrl8sY60k3w/SlBmSBhg6yI/AAAAAAAAAdg/lg_K-QHszPA/s1600-h/edtalking.JPG\"\u003e\u003cimg style\u003d\"margin: 0pt 0pt 10px 10px; float: right; cursor: pointer; width: 346px; height: 260px;\" src\u003d\"http://3.bp.blogspot.com/_Xrl8sY60k3w/SlBmSBhg6yI/AAAAAAAAAdg/lg_K-QHszPA/s400/edtalking.JPG\" alt\u003d\"\" id\u003d\"BLOGGER_PHOTO_ID_5354892416776203042\" border\u003d\"0\" /\u003e\u003c/a\u003eIn my opinion, the reason why many efforts to build teamwork go to waste is because managers fail to manage the change. I often get inquiry about team building and when I inquire back about how far they want to go with it, I get silence.\u003cbr /\u003e\u003cbr /\u003eMany managers are convinced that they need to improve teamwork but are unwilling to do the necessary work to have it. They think (or wish) that a one or two-day off site will create some magic that will suddenly turn the backbiting off. That it will suddenly make people more committed to the goals and do their fair share in improving organizational performance. Sadly, this rarely happens or if it does, the improvement is short lived.\u003cbr /\u003e\u003cbr /\u003eNo wonder some people are skeptical about it and have lost hope that a team building intervention will help a team work better. I know at least one person who declare that team building is for suckers. I can't blame all those who think the kind of solutions that proliferate out there are not real solutions. I'm of the opinion that a lot of the things people learn from a decent team building workshop are valid. The problem lies in how the whole thing is set up and how follow-through is given.\u003cbr /\u003e\u003cbr /\u003eBuilding Teamwork is pretty much about managing change. Let's listen to what Change Management Guru John Kotter has to say:\u003cspan class\u003d\"fullpost\"\u003eHe said first \u003cb\u003e\"Create urgency\".\u003c/b\u003e This to me means make a case for the change. Do you need it? Or do you need an excuse to go on a company outing? Be sure that you need it and are willing to go towards great lengths to achieve it.\u003cbr /\u003e\u003cbr /\u003eKotter then said, \u003cb\u003e\"Form a powerful coalition\".\u003c/b\u003e This means that the journey from no-teamwork to with-great-teamwork is bought into by the leadership of the organization and are committed to championing the change. Since we are talking about building teamwork here, they should also be committed to modeling the way by showing teamwork among themselves.\u003cbr /\u003e\u003cbr /\u003eThe third step is \u003cb\u003e\"create a vision for change\".\u003c/b\u003e This is important. We don't have a common understanding of what it is like to have teamwork. For some it's unbridled collaboration and empowerment, for others it's allowing the boss to herd the rest of the team like cows. So what do you really want to see into the future when the team succeeds and becomes a high performing team? This has to be expressed in vivid terms.\u003cbr /\u003e\u003cbr /\u003eNext, \u003cb\u003e\"communicate the vision\u003c/b\u003e. This can be part of the preparation for an off site activity or can be done in the early part of the event. I prefer the former. I think everybody should be clear about why they are camping out. I tell you I've had more than enough of participants mistaking the offsite activity for  company outing and the team building activities mere parlor games! I hate it, I hate it, I hate it! ( Sorry, got carried away there)\u003cbr /\u003e\u003cbr /\u003eThe fifth action is to \u003cb\u003e\"remove obstacles\".\u003c/b\u003e This is why people go out for a two-day off site team building. This is so they can identify what get's in the way of teamwork and decide how to overcome them. Patrick Lencioni identified five dysfunctions that get in the way of teamwork and prescribed some ways to overcome them. I use his prescription in my workshops.\u003cbr /\u003e\u003cbr /\u003eYou can't go home from a team building event without doing Kotter's 6th step and that is \u003cb\u003e\"create short-term wins\"\u003c/b\u003e. You need to identify the things you can do right after the workshop that will pave the way for building a stronger, more cohesive team. These quick-win activities should be clear, specific, actionable and observable.\u003cbr /\u003e\u003cbr /\u003eThis will be the subject of step seven, \u003cb\u003e\"Build on the Change\"\u003c/b\u003e Which is following through on the norms set in the workshop and see to it that they all happen. Managers should not let up until all the agreed changes in behavior become habits and that quick wins are pursued and achieved.\u003cbr /\u003e\u003cbr /\u003eThe last stage is \u003cb\u003e\"anchor the change in the corporate culture\".\u003c/b\u003e Let it grow roots. Build your policies around strengthening and rewarding teamwork and discouraging, even prohibiting the absence of it.\u003cbr /\u003e\u003cbr /\u003eSee? You build your team building effort around John Kotter's 8-step model and I tell you, there's hardly any reason for it to fail.\u003cbr /\u003e\u003cbr /\u003eHere's one more thing. I'll be more than happy to help you use this model to facilitate an organizational culture change for your company if you let me. Forget the one-day or half-day sessions that lead practically to nowhere.\u003cbr /\u003e\u003cbr /\u003eIf you want teamwork, manage the change.\u003cbr /\u003e\u003cbr /\u003eRelated download: \u003ca href\u003d\"http://exeqserve.com/wp-content/uploads/2009/10/teamculturebldg_ExeQserve.pdf\"\u003e\u003cspan style\u003d\"font-weight: bold;\"\u003eExeQserve Team Culture Building Program\u003c/span\u003e\u003c/a\u003e\u003cbr /\u003e\u003c/span\u003e\u003cdiv class\u003d\"blogger-post-footer\"\u003eVisit Anything HR so that we can share views on matters concerning HR, Leadership, Management, Training and Teams. I'd love to hear from you so please leave me a feedback.\u003cimg width\u003d'1' height\u003d'1' src\u003d'https://blogger.googleusercontent.com/tracker/8815505-8020014063774152958?l\u003danythinghr.blogspot.com' alt\u003d'' /\u003e\u003c/div\u003e"},"link":[{"rel":"replies","type":"application/atom+xml","href":"http://anythinghr.blogspot.com/feeds/8020014063774152958/comments/default","title":"Post Comments"},{"rel":"replies","type":"text/html","href":"https://www.blogger.com/comment.g?blogID\u003d8815505\u0026postID\u003d8020014063774152958\u0026isPopup\u003dtrue","title":"0 Comments"},{"rel":"edit","type":"application/atom+xml","href":"http://www.blogger.com/feeds/8815505/posts/default/8020014063774152958"},{"rel":"self","type":"application/atom+xml","href":"http://www.blogger.com/feeds/8815505/posts/default/8020014063774152958"},{"rel":"alternate","type":"text/html","href":"http://anythinghr.blogspot.com/2009/07/you-cant-have-teamwork-if-you-cant.html","title":"You Can't Have Teamwork If You Can't Manage the Change"}],"author":[{"name":{"$t":"Ed Ebreo"},"uri":{"$t":"http://www.blogger.com/profile/16821972694832736436"},"email":{"$t":"edebreo@gmail.com"},"gd$extendedProperty":{"xmlns$gd":"http://schemas.google.com/g/2005","name":"OpenSocialUserId","value":"09665855214378586454"}}],"media$thumbnail":{"xmlns$media":"http://search.yahoo.com/mrss/","url":"http://3.bp.blogspot.com/_Xrl8sY60k3w/SlBmSBhg6yI/AAAAAAAAAdg/lg_K-QHszPA/s72-c/edtalking.JPG","height":"72","width":"72"},"thr$total":{"xmlns$thr":"http://purl.org/syndication/thread/1.0","$t":"0"}},{"id":{"$t":"tag:blogger.com,1999:blog-8815505.post-5261244361443715211"},"published":{"$t":"2009-05-26T13:00:00.001+08:00"},"updated":{"$t":"2009-06-17T16:40:52.837+08:00"},"category":[{"scheme":"http://www.blogger.com/atom/ns#","term":"teambuilding"},{"scheme":"http://www.blogger.com/atom/ns#","term":"Team Building"},{"scheme":"http://www.blogger.com/atom/ns#","term":"Leadership"}],"title":{"type":"text","$t":"My Recommendations for Building a Strong Filipino Team"},"content":{"type":"html","$t":"\u003ca onblur\u003d\"try {parent.deselectBloggerImageGracefully();} catch(e) {}\" href\u003d\"http://4.bp.blogspot.com/_Xrl8sY60k3w/ShkOhOhca_I/AAAAAAAAAdA/smcHqSBe_xw/s1600-h/exeqservefunny.JPG\"\u003e\u003cimg style\u003d\"margin: 0px auto 10px; display: block; text-align: center; cursor: pointer; width: 400px; height: 300px;\" src\u003d\"http://4.bp.blogspot.com/_Xrl8sY60k3w/ShkOhOhca_I/AAAAAAAAAdA/smcHqSBe_xw/s400/exeqservefunny.JPG\" alt\u003d\"\" id\u003d\"BLOGGER_PHOTO_ID_5339314797221276658\" border\u003d\"0\" /\u003e\u003c/a\u003e\u003cbr /\u003eAside from the fact that I am a Filipino working in a Filipino setting, I observed that Filipinos are different in many ways from people in the west and even from neighboring countries. This is of course not to say that we are totally different. It is the concoction of similiraties and differences that we need to take good look at and build on as we establish a completely engaged team. Here are my recommendations:\u003cbr /\u003e\u003cbr /\u003e\u003cb\u003eEquip Managers to Lead Teams\u003c/b\u003e\u003cbr /\u003eMany Filipino Managers are young, lacking in proper leadership training and inexperienced in leadership. Many of the new managers I've encountered are mostly task managers concerned mostly with getting things done. They have a very vague concept of teamwork, much less the dynamics that go with it. Many companies go to team building workshops without addressing a key ingredient to making teams work-- Leadership.\u003cbr /\u003e\u003cbr /\u003eA Team Leadership workshop should address important team leadership issues as understanding the difference between management and leadership, the role they play in team development, what can get in the way of teamwork and what they can do about it. It should also offer coaching tools in large servings. \u003cspan class\u003d\"fullpost\"\u003e\u003cbr /\u003e\u003cbr /\u003e\u003cb\u003eTrain Your Employees To be Assertive\u003c/b\u003e\u003cbr /\u003e\u003cbr /\u003eFilipinos are some of the least assertive people in the world. A research made on \u003cspan style\u003d\"font-weight: bold;\"\u003ePower Distance Index\u003ca href\u003d\"http://www.clearlycultural.com/geert-hofstede-cultural-dimensions/power-distance-index/\"\u003e\u003c/a\u003e\u003c/span\u003e place us one of the countries with the highest tendency to defer to authority. What does this mean? It means that most Filipinos are unlikely to challenge a wrong decision coming from a boss. Let me go further by saying that we are mostly non confrontational. We will hesitate to call the attention of a fellow worker whose doing a poor job for fear of ruining the personal relationship. we can do this to the point of damaging the performance of the whole operation. When this happen, we tend to be less engaged because we don't like the fact that the boss is not seeing or not addressing the performance issues.\u003cbr /\u003e\u003cbr /\u003eAn assertiveness training will help team members assert themselves when they need to speak up to the boss or to their team mates. This will allow the team to have more available information, quality decision making, and more engaged team members. Training them however is one thing, encouraging them is another. I have always find it a challenge to get team members to speak up to me about issues and I'm trying. What more those who discourage it?\u003cbr /\u003e\u003cbr /\u003e\u003cb\u003eBuild Norms around trust, communication, goals, behaviors and results.\u003c/b\u003e\u003cbr /\u003e\u003cbr /\u003eThis one is universal.I think all teams in all over the world need this. I'm coming from a book written by Patrick Lencioni on the Five Dysfunctions of a Team. If you've been reading me from sometime, you'd know how I feel about this thing. My teambuilding workshops uses a lot of Patrick Lencioni's proposal on how to build cohesive teams. Let me know if you want to hear more from me about this.\u003cbr /\u003e\u003cbr /\u003e\u003cb\u003eEstablish Opportunities for Teamwork\u003c/b\u003e\u003cbr /\u003e\u003cbr /\u003eGive your employees a venue to practice teamwork. Equip them with tools. Things that come to mind are quality circles, six sigma teams, business process improvement exercises, etc. You can give them training on problem solving and decision making and other process improvement based tools that go with the programs I mentioned. Institutionalize process improvement. I've seen a lot of process improvement training that went for naught because of lack of a program to sustain it.\u003cbr /\u003e\u003cbr /\u003eYou probably know that I am very passionate about this I have created a complete team culture building solution that focuses on the things I've mentioned here. If you are serious with building a team culture for your company and I do think you should, please call me at (639)18-939-9294 or email me at ecebreo@exeQserve.com\u003cbr /\u003e\u003cbr /\u003e\u003cb\u003eAddendum\u003c/b\u003e I recently put together a new holistic team building program inspired by the  proposal I wrote here. If you want to see it, just click this \u003ca href\u003d\"http://www.exeqserve.com/teamculturebldg_ExeQserve.pdf\"\u003e\u003cb\u003elink\u003c/b\u003e\u003c/a\u003e: \u003cbr /\u003e\u003cbr /\u003e\u003c/span\u003e\u003cdiv class\u003d\"blogger-post-footer\"\u003eVisit Anything HR so that we can share views on matters concerning HR, Leadership, Management, Training and Teams. I'd love to hear from you so please leave me a feedback.\u003cimg width\u003d'1' height\u003d'1' src\u003d'https://blogger.googleusercontent.com/tracker/8815505-5261244361443715211?l\u003danythinghr.blogspot.com' alt\u003d'' /\u003e\u003c/div\u003e"},"link":[{"rel":"replies","type":"application/atom+xml","href":"http://anythinghr.blogspot.com/feeds/5261244361443715211/comments/default","title":"Post Comments"},{"rel":"replies","type":"text/html","href":"https://www.blogger.com/comment.g?blogID\u003d8815505\u0026postID\u003d5261244361443715211\u0026isPopup\u003dtrue","title":"2 Comments"},{"rel":"edit","type":"application/atom+xml","href":"http://www.blogger.com/feeds/8815505/posts/default/5261244361443715211"},{"rel":"self","type":"application/atom+xml","href":"http://www.blogger.com/feeds/8815505/posts/default/5261244361443715211"},{"rel":"alternate","type":"text/html","href":"http://anythinghr.blogspot.com/2009/05/my-recommendations-for-building-strong.html","title":"My Recommendations for Building a Strong Filipino Team"}],"author":[{"name":{"$t":"Ed Ebreo"},"uri":{"$t":"http://www.blogger.com/profile/16821972694832736436"},"email":{"$t":"edebreo@gmail.com"},"gd$extendedProperty":{"xmlns$gd":"http://schemas.google.com/g/2005","name":"OpenSocialUserId","value":"09665855214378586454"}}],"media$thumbnail":{"xmlns$media":"http://search.yahoo.com/mrss/","url":"http://4.bp.blogspot.com/_Xrl8sY60k3w/ShkOhOhca_I/AAAAAAAAAdA/smcHqSBe_xw/s72-c/exeqservefunny.JPG","height":"72","width":"72"},"thr$total":{"xmlns$thr":"http://purl.org/syndication/thread/1.0","$t":"2"}}]}});