Sunday, 12 May 2019

LinkedIn 2019 Global Talent Trends

Click on the graphic above to download the LinkedIn 2019 Global Talent Trends report

This year's LinkedIn Global Talents report is interesting for many reasons. There is a greater focus on soft vs technical skills in hiring and firing considerations, in some cases up to 98% of HR professionals agree so.

There is also a 78% increase in job adverts that mention some kind of flexible work arrangement, indicating that the young workforce is looking for more work|life balance and control over their own time and movement.

Also gone are the days of a toxic work environment and mutual respect between employees and levels are becoming the norm. People are no longer willing to tolerate harassment, disrespect or outright power trips and look for organisations that foster a healthy mental environment.

Finally, the elephant in the room: Pay Transparency. People are now looking for justice in terms of remuneration and justification of pay for effort.

Download the report by clicking on the graphic above and identify how you can provide learning & development services to support these trends either locally, regionally or globally.

Tuesday, 30 April 2019

To Go Above & Beyond, Or Stay Put

"Ikhlas don't pay the bills, mate". I agree, an income does. Which is paid by employers. Which grows when an employer sees you can do the work they give you and more.

Of course, this screencap and my post here will trigger different people depending on their work and performance management experience.

As a principle, when you work, you practice your abilities. This leads to mastery. Doing varied work gives you varied skills. Doing the same work hones few skills. One gives you breadth and exposure, the other gives you specialisation.

Most job scopes are not unfair as most employees sign and accept the offer letter with no qualms and rarely host large protests a week into their jobs.

Therefore, most work is within the comfort level of most human beings. Basically, if you have time to be on socmed, you're not being oppressed.

If you're forced to do things not within your job scope, YOU have to decide the limit. When enough is enough. That being said, willingly working above and beyond the job scope does the following:

1. Demonstrates you are ready for a higher or different position. It grows your resume. If you ask for it and they turn you down, that padded resume can be shopped at other companies.

2. It sharpens your skillset and makes you measurably better than your peers in the company and the industry. You can prove that you are faster, more efficient and more productive. This saves costs, and increases output.

3. It gives you experience. The more you do, the more mistakes you can learn from. This makes you a subject matter expert and a point of reference in the organisation.

There are losses, of course. Loss of personal time, time with family and friends, time for rest. If you are young and healthy, consider going above and beyond to establish yourself with exposure, knowledge, commitment and skills.

Or, just listen to this HR person and be like everyone else.

Monday, 29 April 2019

Handling Rejection As An Entrepreneur

A friend asked me for a pick-me-up this morning as she was getting rejected by clients too often. I shared my thoughts with her.

The reason you fall off a bicycle is because you haven't mastered the basics of balance and precession.

If you slow down out of fear, the bike will keep falling over. But when you realise that to keep the bike balanced, you actually have to ride faster, then you will know how to succeed.

Your getting rejected means you are still learning about the basics of selling. Use the pain and shame and ask yourself what you can do better tomorrow.

1. Know your product. Every single part of it.

2. Know the questions they will ask and the objections they will raise. Collect these questions and objections into an FAQ. Study how to answer and respond to them.

3. Practice presenting a pitch 7 times with someone before you go meet a client.

4. Allow the client to prove to you what parts of your approach don't work well.

The day will come when you can ride this bike confidently.

Sunday, 28 April 2019

How To Avoid Being Seen As An Inexperienced Trainer

I have been speaking to a few clients recently, and last night, I heard for the latest time, one singular comment about 'trainers' in the industry.

The issue is, young trainers, fresh from university, who have good counselling, facilitation or training skills, but have little or no work experience (meaning, they graduated without ever working for a medium-sized or large organisation).

Thus, when participants in their programs talk about the common issues they encounter in their workspace, the trainer finds it difficult to understand and connect. Among others, it is claimed that these trainers don't know what the following are:

  • Travel, time & expense claims
  • Functions of Finance and Human Resources departments
  • Differentiation between operations, middle management and C-suite
  • Office politics & conflicts
  • Performance appraisals
  • Process inefficiencies

and so many more.

If you feel you're in the situation above, here are some options I would suggest:

  • Work in a multinational corporation for at least 5 years before venturing out into independent business, or
  • Get coaching from learning facilitators, coaches or trainers experienced in the matter
  • Be up to date on the latest global and local corporate trends by subscribing to relevant online newsletters and websites and constantly discuss these with friends who are working in those industries. Fahmi and Maria might suggest a few.
  • Develop a view/ opinion on any industry trends or issues from your own perspectives to make your service relevant to your clients' situations
  • Be prepared to learn and grow from your participants by listening and recording their concerns for research later. Every company is different, with different terminologies, but you will recognise similar organisational and administration themes

Sunday, 6 January 2019

Protect Your Product or Employment Brand?

Before you ask "Why is it so difficult to find good staff?", first ask "How do I become a good enough employer to attract good staff?"

When you do things consistently well as an organisation, it helps create a brand about your company in what other people believe, want, say and do about you.

"That's a good company"
"I want my nephew to join that company"
"You should go work for them"
"I'll recommend you to them"

We know next to nothing about Petronas, Shell, Google, HP, Axiata, etc, but we hear good things about working there. While the eventual reality might be different, but it was the Employment Brand that attracted us there in the first place.

With socmed today, the employment brand can come under deep scrunity, especially when a company is more interested in protecting their Product Brand.

The recent Malaysian cases of a Honda sales executive and a Cisco business development manager who made uncalled for socmed comments have received attention from their employers.

Companies are so protective of their Product Brand that they want to disassociate themselves from employees who embarrass them. In extreme cases, this includes terminating their service.

The question is, while the world applauds them for their actions and continue buying their products, but the next time you think of becoming their employee, what first comes to mind?

"This company cares more about their image than they do about me"

While that has always been an open secret about capitalistic endeavours, it has never been so loudly shouted as it is now. It even happens to spokespersons.

When Tiger Woods was embroiled in a shocking sex scandal in 2009, his sponsors began dropping him overnight. Accenture especially removed him and replaced him with an elephant on a surfboard. But Nike stayed with him throughout the ordeal. They are still together.

So. Why is it so hard to attract good staff? Well, do you care more for your product or your employees?

That will give you some clues.

Saturday, 5 January 2019

Reflecting Well On Self, Reflecting Well On Others

Whatever we do reflects on who we associate with and who associates with us.

What we do while being a member of our family reflects on our family.

What we do while professing a religion reflects on our religion.

What we do while identifying ethnically reflects on our ethnicity.

It reflects on our friends, our professions, our political parties, our clubs.

Therefore, uphold those principles, speak up intelligently and do things that will make your associates proud of you. Refrain from that which makes it difficult for them to defend you.

You can say, "It is my body, my mouth, my thoughts. My right. I have the right to do, say and think whatever I want"

Yes. You have rights for yourself. Fight for these.

You also have duties to others. Fulfill these.

Or else, don't be surprised when no one wants to admit knowing you anymore.