‘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.
This is an interesting question. To what extent are you responsible for innovation in your company? The reality is that unless they're in research or product development, most people in organizations don't think of themselves as innovators. In fact, many managers discourage their people from inventing new ways of doing things and force to stay within established guidelines.
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 along the top, creating a matrix.
Bandura's (1993) social cognitive theory postulates that perceived self-efficacy affects an individual in all aspects of life. Beliefs about one's competence to successfully perform a task can affect motivation, interest, and achievement. The higher the perceived efficacy, the higher the goal aspirations people adopt and the firmer their commitment to achieving those goals.
A lack of systematic and planned follow-up is the number one reason why training of any sort fails in organizations.
As much-or more-time and money need to be spent on what happens after the classes as is spent preparing and conducting the classes.
A honest answer to the following questions will help find the root cause of many training failures.
P R O G R A M M E S
Applied Executive Excellence
Cost Reduction & Innovation
Communication for Conviction, Persuasion & Innovation
P R O D U C T S
Senior Management Interview Simulator
Wit & Wisdom
If you are passionate about grooming others to achieve success, let us work together and succeed. We offer the opportunity to work with a brand that commands leadership & trust, and to use world-class tools, technologies & products!
Research says, over 93% of executives miserably fail in getting the ‘whole-hearted commitment’ from their associates, peers and superiors. “Commitment’ is the seed that grows into creativity and innovation - the only way to succeed in the market.
Surveys reveal, like teenagers expect high standards from their parents, employees expect the same from their superiors. They are intolerant of ‘average managers’. Only excellent executives pass this ‘employee-scrutiny’.
No one can ‘act’ excellence. To have a convincing personality, excellence must be seen as part of ones’ nature. Therefore, it is crucial to internalise those characteristics so that you gain employees’ and customers’ trust, and whole-hearted commitment.
What is the most critical success factor in executive effectiveness?
In this impatient world, even seasoned business people and professionals make instant judgments. Those executives, who can’t respond effectively on the spot are branded as ‘ineffective’, not ‘smart’ or even ‘mentally retarded’. .
96% of CEOs say, it is the ‘ability to respond smartly at crucial moments’ - ie, the ability to demonstrate leadership, earn trust and inspire action through smart responses ‘On the Spot’!
The preparedness to achieve major improvements in response times.
Valuing the people in your workforce means committing to their well-being.
Extracting larger meaning from data to support decision making, and innovation.
Partnerships to better accomplish overall goals. Skills to build and retain partnerships.
Giving the same courses to all employees is a waste and generates frustration.
When Bill Gates decided to leave Microsoft to focus on social issues...
It is high time we adopt learning methods that truly produce results.
A major part of your training strategy should be linked to your business strategy.
Even in most innovative companies, change comes through continuous struggle.
We can’t bank on Serendipity. We need planned innovation & develop a culture.
Building self-efficacy ensures that the essence of the program is well received.
Knowledge is an asset and is a competitive advantage, only few companies realize.
Knowing that will help you build a business strategy that delivers results.
Build managers as a role model for those who strive for personal excellence.
To build clear and organizational values, and high expectations for the workforce.
A lack of follow-up is the number one reason why training fails in companies.
It is important that training needs are derived by analysing business goals.
Does a deer in the forest need any physical exercise to stay fit?
Excellence, stimulating innovation and building knowledge & abilities.
Based upon research and past experience. Should be systematic, innovative & unique.
They encourage teamwork and co-operation, support others in their growth, development.
Loyal customers spend more, accept higher prices, and cost less to serve!
How training approaches balance short & long term company objectives?
Company’s success directly depends on the number of role models it creates.
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Highest levels of organizational performance asks for something more!
Self-efficacy is the belief that someone 'can do' something. It can become ‘will do’ !
Self-efficacy is the belief that someone 'can do' something. It can become ‘will do’ !
Successful partnerships develop longer-term objectives, create basis for progress.
Many managers dream of leading customer driven companies but few actually do!
The future of your business rests on a growing market, and growing customers!
Successful overall performance requires organization-specific synthesis, & integration.
In some companies there are official “innovators”, and everyone else.
In a fiercely competitive world affordable executive education is important.
Beliefs about one's competence can affect motivation, interest, and achievement.
Agility is the outcome of Organizational intelligence effectively implemented.
Skills are derived from analysing job tasks. And training needs are company specific.
Focus on key results. Results should be used to balance value for key stakeholders.
How a variety of media can match the content and the objectives of the training?
Most companies that spend millions on training don’t follow up the training!
Any training program conducted without analysing organizational priorities is a waste.
What to do with the critical data about key processes, outputs, and results?
If Quality is a differentiating factor to beat the competition, it must be a ‘strategy’.
Now a days the question is about the speed in which you can innovate!
Employee reviews can reveal areas of weakness and potential improvements.
Besides company strategies & performance reviews, it is important to gather opinions.
Cycle time is a key process measure. How to groom managers to meet the challenge.
The importance of connecting the workforce to your company's productivity.
What to do with the critical data bout key processes, outputs, and results?
We are what others observe what we repeatedly do, and the way we do it. Your personal conduct has a great (or only) bearing on your effectiveness - the degree to which you can influence others to get the work done. Excellence, then, can’t be an act, but a habit.
A crucial step in executive excellence is to internalise pivotal abilities of professional excellence - Customer Focus, Leadership, Strategic Planning, Data Analysis, People Management & Developing World Class Work Systems by keeping an eye on Results!
This is a known secret: 96 to 98% of employees don’t respect or value their manager if he/she can’t speak like a manager or carry himself /herself like a manager. No wonder, these managers fail as they don’t command trust - the only way to get the work done.
Learning from their own hard-ships, a 52 member global team of CEOs/CXOs/Directors realised that the current soft-skill training programs are of ‘No Use” and don’t help in the current rat-eats-rats and cats-eat-cats type of competition. They decided to innovate.
How to make it happen? In reality, most executives are ‘unconscious about their incompetence’. And, most ‘training experts’ don’t expose this or offer remedies.
Our original innovations are used by executives in 22 countries. Benefit from it!
ChiefMentor products and programs are known to transform executives into live-wire professionals that the present day competition demands for.
Will you trust a ‘Car Driving School’, that doesn’t have a car? Will you believe a ‘Swimming Instructor”, who can’t swim? Will you get satisfied with a ‘training program’ that awards ‘certification’ but won’t impart any ‘demonstrable skills’ that employers look for?
There are thousands of ‘training programs’ on ‘Innovation’. But, seldom we see a ‘true innovation’ in ‘Training Programs’. ChiefMentor is the only exception.
ChiefMentor exposes executives’ short-comings, establishes compelling reasons to develop oneself, sets fire in their bellies, and provides factual feedbacks, that are convincing and actionable!
ChiefMentor programs/products are the only scientific way to build true Executive Effectiveness - on the spot!
No wonder ChiefMentor is the World’s No.1 in Simulator-based Executive Training: in groups, or one-on-one.