‘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.
How do you motivate and enable employees to develop and utilise their full potential in alignment with your company’s overall objectives and action plans?
What are your efforts to build and maintain a work environment, and an employee support climate conducive to performance excellence, and to personal and organizational growth?
Who should be selected? Who should be promoted? How do you decide on this, and what are the consequences?
More than the operational efficiency of the company, selections of employees and decisions on promotions demonstrate the values that the company truly believes in. Values are hard to change and tend to be established during childhood. Hiring a person with a different set of values than your own is often a problem.
Everyone looks at managers’ behaviour to decide what the real values are in the organization. ChiefMentor programs do in-depth analysis of these sensitive topics.
Many high ranking employers are not great paymasters! How excellent executives recognize employees in non-financial ways?
Everybody likes money, but motivating employees and influencing their behaviour through compensation alone is very limiting. Successful executives know this secret: Non-financial recognition is probably more important and more powerful if it is done right.
ChiefMentor programs paves the path where the executives become a magnet that attract the best employees and put creativity into recognition programs!
The employer generally gets the employees he deserves. - J. Paul Getty
Excellent executives focus on the selection, and the development of employees, and the ways to keep them motivated in their organisation so that they achieve high performance. Excellent executives ensure that the Human Resources processes of their companies match their business, culture and the size of the company.
Excellent executives also make sure that their HR systems are based upon logic and analysis of real needs, rather than tradition. In successful companies, excellent executives will be happy to demonstrate how their HR processes have been designed based on an analysis of the best way to get employees and managers to consistently perform their jobs above standards.
Does one size fit all? Can one approach satisfy everybody? Can everybody be motivated in the same way?
Excellent executives have the answer: How and why they they segment employees into different groups avoiding sensitivities. For example, the employee segments you define should be based upon important differences in what they want from the job and work environment. Excellent executives have the communication abilities to find out what motivates employees and makes them like or dislike their job and work place. Excellent executives take special care that employee support programs evolve over time, and change as the work force make up change.
Employees are a company's greatest asset - they're your competitive advantage. You want to attract and retain the best; provide them with encouragement, stimulus, and make them feel that they are an integral part of the company's mission.
It is easier said than done. It takes efforts: in-depth research, formulation of strategies, developing training programs, formulating unique compensation plans, and above all a never quit attitude from the excellent executive.
Excellent executives support their via services, benefits and policies. They ensure that these are tailored to the needs of a diverse workforce and types of employees.
What is the link between employee satisfaction and customer satisfaction? What is the correlation between measures of employee satisfaction, and operational, market and financial performance of the company?
There is subjectivity, and there is politics. Politics is the art of looking for trouble, finding it whether it exists or not, diagnosing it incorrectly, and applying the wrong remedy. For example, some might ask, “Do you consider employee satisfaction factors while making investment decisions?”, others might ask, “ What is the Return on Investment (ROI) for expenditures relating to the improvement of employee morale and well-being?” ChiefMentor programs leads you to lead stick to your values.
There are training programs and training budgets. The tragedy is that in most companies it is a waste. The reason is they don’t reinforce the use the knowledge and skills on the job.
Excellent executives implement a systematic process in the form of coaching, mentoring and guiding to ensure that skills learned in training are reinforced in the work environment. Many large organizations that spend millions of dollars on training and nothing on following up the training with coaching and mentoring. Excellent executives establish a systematic plan to ensure that training/education courses are followed up with appropriate coaching and reinforcement.
A well endorsed network is an important asset for any executive. The phrase ‘It’s not what you know, but who you know’ is one that is thrown about on a regular basis by people – and refuted by a lot of them as well – but when it comes to using that phrase in the business world, it is true.
Through networking you can gather information and can even find advice and solutions. You might hear a lot of rumours regarding various issues that might later lead to communication gaps, lack of trust or fear. There are lots of changes that happen in the company, that can lead to inefficiency and loss. If your company is in a highly competitive industry, managing attrition rate will be a challenge!
The factory of the future will have only two employees, a man and a dog. The man will be there to feed the dog. The dog will be there to keep the man from touching the equipment.
- Warren G. Bennis
1. Applied Professional Excellence
3D Executive Excellence Framework
1. Applied Professional Excellence
2. Applied Personal Excellence
3. Applied Language Excellence
2. Applied Personal Excellence in Human Resources Focus
3. Applied Language Excellence
Cost Reduction &
Persuasion & Innovation