Profiles Advantage
Partner Newsletter for January 2015
FROM THE DESK OF...
Jocelyn R. Pick
Partners:

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Jocelyn R. Pick.png
How to Incorporate Successor
Development into Succession Planning

Did you know two-thirds of PH employers do not plan for their talent needs? The age-old practices of the 1950s are no longer in effect. Everyone knows what high performance means, but what is your organization's universal definition of the term? Is it being highly focused, highly skilled, or getting outstanding bottom-line results?

Communicating a company-wide definition of the term ensures that employees understand what exactly is expected of them.

Think about your business in five years; now think about what has happened in the previous five. The business environment changes so dramatically that it is tremendously difficult to anticipate what might happen in the coming years. That’s why incorporating successor development into succession planning is so important.

Where is your company today on succession planning and talent management?

Stages:
  1. Crisis mode - Single position focus, addressing immediate needs, recruiting from the outside


  2. Replacement planning - Key positions, replacement plans, plans to fill gaps through recruitment or rotations


  3. Succession planning - Key people, identifying high-potential and high-performing employees, assessment gap identification, gap closure experience


  4. Talent management - Approaching talent pools for pivotal roles, regular talent reviews, planned and managed experiences and assignments, specialized development programs

So what makes a “top performer”?

The problem in answering that question is that people rely heavily on chance observations. Leaders make observations about other people, and everyone defines the word performance differently. Such a term resonates uniquely in each person's mind. Also, each organization is different, and will have a range of expectations from their high performers.

If you want your employees to be top performers, you need to create a universal company definition for these terms.

At Profiles Asia Pacific, we believe the greatest gift you can give anyone is feedback.

One of the easiest and most important things that an organization can do is outline their definition of performance. First, sit down with your employees and ask them what they think makes a high performer, then come to an agreement on standards for judging performance.

Check out our brand new eBook!




CheckPoint 360°™

Learn how to determine strengths and development areas of senior staff, and report on strategies for effective leadership development.

Overview

The Checkpoint 360°™ is a leadership assessment used primarily to evaluate the skills and effectiveness of your managers and leaders. This survey compiles a feedback system from direct reports, peers, and supervisors to create a personalized program for developing specific leadership skills based on that feedback. The reports show you how to improve training, management techniques, and communication for greater success.

Purpose:

Checkpoint 360°™ helps you:

  • Guide your own professional development
  • Discover/pinpoint management issues
  • Improve employee morale, productivity, and satisfaction
  • Decrease staff turnover
For more information, access the product brochure by clicking here.

Wishing you continued success,


Jocelyn Reyes-Pick
Managing Director

 
February Learning Events

Test and Measurement Design 101 (limited slots available!)
February 4 – 5, 2015 | 9:00AM – 5:00PM

This seminar-workshop provides the participants with the knowledge, abilities and skills that are needed to carry out an in-depth evaluation of educational and psychological tests and to be able to interpret test scores.

Click here for details.

Sales Optimizer Series: Building Relationships for Success in Sales
February 11, 2015 | 9:00AM – 5:00PM

No one questions that making friends is a good thing. In this workshop, you are going to discover that the business of business is making friends, and the business of all sales professionals is making friends and building relationships. Strategic friendships will make or break any business, no matter how big and no matter what kind of market.

Click here for details.

EQ Management in the Workplace
February 12, 2015 | 9:00AM – 5:00PM

Emotional intelligence, also called EQ, is the ability to be aware of and to manage emotions and relationships. It’s a pivotal factor in personal and professional success. IQ will get you in the door, but it is your EQ, your ability to connect with others and manage the emotions of yourself and others, that will determine how successful you are in life.

We have all worked with and listened to brilliant people. Some of them were great and… well, some were not so great. The mean and the meek and all those in between can teach us more than they realize. When we look at the truly extraordinary people who inspire and make a difference you will see that they do this by connecting with people at a personal and emotional level. What differentiated them was not their IQ but their EQ – their emotional intelligence. This one-day workshop will help you develop your emotional intelligence.

Click here for details.

Personal Financial Management
February 18 – 19, 2015 | 9:00AM – 12:00NN

This course has been developed to educate participants on responsible personal financial management and to counteract the effect of media advertising that encourages debt and creates unrealistic financial expectations. Participants will be empowered with the necessary knowledge that will set them firmly on the path to financial independence.

Contact us for more details.

 
MORE LEARNING EVENTS
February 24Talent Management: Building Success Profiles (learning session)
March 6Capturing Team Synergy (learning session)
March 13Sales Optimizer Series: Prospecting for Leads Like a Pro
March 18Leadership Series: Leadership Skills for Supervisors,
Communication, Coaching, and Conflict Management
March 19 – 20Organization Development Series: An Overview
March 26 – 27Project Management Series: Intermediate
April 14 – 15Lean Management
April 21 – 22 Project Management Series: Advanced
April 23 – 24Critical Thinking: Competency and Action (2nd run!)
April 28 – 30Organization Development Series: Balanced Scorecard - Basic and Advanced
Contact Nos.
Tel:
Fax:   
(02) 635.0016
(02) 637.8769
Websites
www.profilesasiapacific.com
www.peopledynamics.co

Profiles Asia Pacific
     
Address
1602 OMM-Citra Bldg., 39 San Miguel Ave.,
Ortigas Center, Pasig City

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