‘On the Spot’ Effectiveness that Translates Strategies into Business Results
An Espoir worldwide Initiative
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Member: American Society of Training & Development
An Espoir Worldwide Initiative
Espoir was founded in 2005 by a team of industry professionals working with leading global companies specializing in Technology, Engineering, Human Resources, Finance, Arts and Management .
We create innovative, cutting-edge skill-building programs that help people learn automatically, and also bring them out of their “Unconscious Incompetence”. We develop new methodologies & technologies for this.
We are passionate about what we do. We are happy with our creations because our users are satisfied with what they achieve in real life situations as a result of trusting our products and programs.
We don’t advertise. We believe, if you are really in need, you would search and find us. We also believe, ultimately, you are responsible for your future. We can sincerely help. Let us meet on ‘Let’s Meet’ page.
Innovation means making meaningful change to improve an organization’s products, services, programs, processes, operations, and business model to create new value for the organization’s stakeholders.
Innovation should lead your organization to new dimensions of performance. Innovation may involve taking intelligent risks.
Innovation builds on the accumulated knowledge of your organization and its people. Therefore, the ability to rapidly disseminate and capitalize on this knowledge is critical to driving organizational innovation.
So if innovation is so important, why do so many companies spend all their time making tiny process improvements and watching their competitors steal their customers with innovative new products and services? Clearly the problem is not that business owners and managers don't see the need for innovation. Many just don't know how to encourage innovation. However, most actively discourage innovation - not on purpose, perhaps, but very effectively.
ChiefMentor programs clearly encourage employees to become innovators, step by step. By encouraging Communication, by allowing employees to fail with dignity, By not firing anybody for their first or second mistakes, By finding patterns in different activities, by knowing your customers and supply chains, and most importantly knowing how to use everybody else's skills.
Serendipity is very rare, and we can’t bank of such an occurrence to solve a burning customer issue, or a business dilemma. Therefore innovation must be a process that is well planned. If you Great Customer knowledge, good knowledge about the industry and understand various factors that affect your operations, you are a good candidate for innovation.
What is the link between your business strategies and training activities? Often there is a complete disconnect between developmental planning and strategic planning. It is important to ensure that a major part of your training strategy is linked to your business strategy. That is one of the unique values ChiefMentor programs add.
To design a result-oriented training program, write down your key success factors, and longer-term goals and strategies. Next, explain how training needs are identified and linked to these goals and plans. A clear way of presenting this is a chart that lists long-term business goals along the left side and major training initiatives or curriculums along the top, creating a matrix. Using this format, you can see which types of education and training are linked to which business goals, or key business drivers.
How are your training and mentoring activities realted to HR goals?
Mentors from ChiefMentor help training planners identify training needs so that the training programs are clearly linked to the company vision and corresponding action plans. As ChiefMentor works with a process oriented approach, we support the organizations’ efforts to develop an ongoing process for ensuring that training program is continually linked to the changing economic situations and business goals.
Everyone knows this secret: There is nothing permanent except change. As the speed of change continues to increase, change management is a fundamental competency needed by managers, supervisors, Human Resources staff, and organization leaders.
A major consideration in performance improvement and change management involves the selection and use of performance measures or indicators. The measures or indicators you select should best represent the factors that lead to improved customer, operational, financial, and societal performance.
A comprehensive set of measures or indicators tied to customer and organizational performance requirements provides a clear basis for aligning all processes with your organization’s goals. Measures and indicators may need to support decision making in a rapidly changing environment. Through the analysis of data from your tracking processes, your measures or indicators themselves may be evaluated and changed to better support your goals.
ChiefMentor programs reiterate that change should be clearly related to an important, strategic business objective, otherwise management attention will wane. Developing a clear, catchy sound bite that summarizes the behaviour change enables people to remember the new behaviours.
Valuing the people in your workforce means committing to their engagement, satisfaction, development, and well-being. This calls for integrity and trust-worthiness, excellent communication skills, and being a team player from the part of the manager.
Employees always look for managers who are dependable. ChiefMentor programs create managers who consider their workplace as a system and do whatever it is necessary to create excellence. When it comes right down to business excellence, employees are going to need to have a manager that they can count on. A dependable manager is someone who always shows up to work on time, doesn't slack off on the job and is capable of being counted on to stay late when there are times at the office that require him to do so. You want to be able to ask this person to do something for you and know for sure that he is going to just go ahead and do it.
Being available where and when in it necessary is one of the corner stones of valuing each other.
Training or mentoring is also a process. We should have an approach. It should be appropriate for the size and type of your organization. Approach should be planned and logical. It should be based upon research and past experience. It should be systematic, innovative and unique. There are few questions about this approach.
Before I conclude, one final question: How do you evaluate and continuously improve your training programs, and have you seen any program other than ChiefMentor that meets all these requirements?
Organizations should not only meet all local, state, and federal laws and regulatory requirements, but they should treat these and related requirements as opportunities to excel “beyond mere compliance.”
ChiefMentor programs stress the need for organizations should stress ethical behaviour in all stakeholder transactions and interactions. Highly ethical conduct should be a requirement of and should be monitored by the organization’s governance body.
First, ethics refers to well-founded standards of right and wrong that prescribe what humans ought to do, usually in terms of rights, obligations, benefits to society, fairness, or specific virtues. Ethics, for example, refers to those standards that impose the reasonable obligations to refrain from criminal acts. Ethical standards also include those that enjoin virtues of honesty, compassion, and loyalty. And, ethical standards include standards relating to rights, such as the right to life, the right to freedom from injury, and the right to privacy. Such standards are adequate standards of ethics because they are supported by consistent and well-founded reasons.
I believe, most importantly, ethics refers to the study and development of one's ethical standards. Feelings, laws, and social norms can deviate from what is ethical. So it is necessary to constantly examine one's standards to ensure that they are reasonable and well-founded.
Any organization needs first to define its customers and their requirements.
Therefore, managers of every department or division of an organization must have a clear definition of its customers and markets and then identify what is important to each of those groups of customers.
ChiefMentor programs groom managers to confidently set directions and create a customer focus, clear and visible organizational values, and demonstrate high expectations for the workforce. They develop the needed corporate skills so that the directions, values, and expectations balance the needs of all their stakeholders including internal and external customers. With ChiefMentor programs, they ensure the creation of strategies, systems, and methods for achieving performance excellence, stimulating innovation, building knowledge and capabilities, and ensuring organizational sustainability.
No matter what type of business you are in, you can benefit from having a culture that is excellent in dealing with customers and clients. Ultimately this may not be a large percentage of each manager's job since the daily tasks of customer service will fall to other employees. However, when problems arise with customers, the manager is the one who has the potential to diffuse the situation or to exacerbate it. ChiefMentor programs help groom managers who are going to be capable of making even the most difficult customers happy so that you can retain customers and the business can grow.
Susan Matthews, Consultant
Angela Walsh, Senior Editor
Snehal Joshi, Editor
Walton Cray, Senior Mentor
Erica Sebastian , Editor
Mary Emmanuel, Consultant
John Woo Liu, Mentor, Hong Kong