Up-Close with Chin Teik: Re-Think Series Chin Teik

Up-Close with Chin Teik: Re-Think


How effective is your organization's current on-boarding and/or orientation in confirming the right hire, transitioning from previous culture to your organization's culture and strengthening the relationship between the hiring manager & the new hires? How much is your cost in poor hiring and ineffective on-boarding? Listen to my podcast to 
learn a new language, new habits and new process to set up all the new hires for successunderstand the different role accountability between HR and hiring managers during the First 90-Day of all new hires

Up-Close with Chin Teik: Re-Think
Constancy of Purpose

In  these challenging times (VUCA), it is important for any organization (profit or non-profit) to have a Constancy of Purpose to match & align for focused execution to organization's vision & 3 strategic priorities.  

Constancy of Purpose includes:
Anchor (Why) & Values (for decision-making)Compass ( Where - direction) & Strategic Objectives (success measures to  keep performance on track)3 Strategic Priorities (What) & Culture of Execution (How)
Constancy of Purpose provides:
A match between individual's why-where-how-what to an organization's why-where-how-what  for hiringAlignment of individual's tasks to the purpose and vision of an organization to provide meaning to workPrioritization (permission to say 'no') to BFN (busy for nothing) activities not aligned to the 3 strategic priorities for productivity

Up-Close with Chin Teik: Re-Think
System of Execution

Success doesn’t come from breakthrough innovation but from flawless execution! 
Having a vision without goals is just dreaming  Having goals without execution is wishing"Without execution, 'vision' is just another word for hallucination."Key message: There is not enough focus on the execution of promises made to stakeholders! 
There is almost an acceptance for delay and rework in most organizations. 
 My system of execution framework consists of 1 requirement and 2 elements.  
 1 requirement is disciplined leadership and the 2 elements are breakthrough performance and culture of execution. 

Up-Close with Chin Teik: Re-Think
Stop Demotivating Your Employees

The right talent does not need you to motivate them, instead they require demotivation prevention.
Key message: These 2 capabilities (not soft skills) need to be equipped and measured: Hiring needs to go hand-in-hand with retention of the right talent. There is a cost (tangible and non-tangible) to poor hiring and poor retention of the right talent.

Two Questions for Reflection
What makes motivated employees become demotivated within the first week or 1st month or 3rd month of employment?What did you personally do or not do that demotivates your employees?Your employees don’t need motivation when 
The job matches their 70:20:5The culture is right Your leadership behaviors and capabilities are aligned to the values, culture and leadership behavior expectations of a purpose-driven organizationLeaders are accountable for their employees who are acountable for the results! 
 

Up-Close with Chin Teik: Re-Think
Culture to be taught, not assumed

Please join me on this episode to learn:
What is culture? What’s the difference between values and culture? How would a new hire 1 week into the company describe the culture of your company? Who owns the culture of the organization? Culture is simply how we get things done in the organization and how work gets done between people. Culture is the manifestation of a the organization’s core values. 
Culture is not just how things are done in the organization; it should include the following:
to differentiate and be a competitive edge to hire right and weed out wrong hiresto communicate to customers how your people delivers to promise consistently across the different divisions or the worldEnsure your core purpose, strategies to achieve vision and culture are connected.  

Up-Close with Chin Teik: Re-Think
Assume makes an Ass-U-Me

Four questions to begin this episode. 
How aware are you of the assumptions behind your responses to certain situations or people?  Where do your assumptions come from? And why are assumptions important? Can you change your assumptions?  Who and what can provide a re-think on your assumptions People are prone to biased assumptions based on the 4E - environment, education, experience and exposure. Those assumptions will lead to automatic thinking and stimulus-response behaviors which may not always be optimal in terms of DEI. Assumptions are important in strategic planning and decision making as well as quality connections at home and at work.

Listen to this episode on how to #pause, #unpack and #re-think one's current assumptions.