‘On the Spot’ Effectiveness that Translates Strategies into Business Results


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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.

Our Values, Our Beliefs

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.

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Applied Personal Excellence

Is ‘excellence’ visible in Your reflex, in your talk, in your body-language? You might not know, because nobody gives a genuine feedback.

The tragedy is that , even though they don’t give feedback they take notice and remember your reactions to various situations. They make lasting judgements. They develop their own perceptions about you. And that is the basis on which they extend their support to you. That means, your ability to make them productive depends on your ability to command their respect.

One painful lesson we learn in management is that the higher we progress in the organization the less feedback we receive from peers and subordinates. Executives frequently become isolated and overlook the fact that the unwritten rules can make or break their careers.

It is imperative to internalise those critical skills to follow those unwritten rules so that they become part of your reflex.

And, you are perceived as ‘brilliant’, ‘smart’, ‘average’, ‘slow coach’ or many other types purely based on your reflexes to various day to day situations. The truth is, your effectiveness solely depends on this ‘label’!

Further, many executives judge their professional success solely based on meeting organizational goals, such as increasing financial profitability or market share. What is missing in this evaluation of professional success is a mirror that would impartially reflect the executive’s day to day interaction and effect on others, as well as her/himself.

ChiefMentor programs work as an ethical insightful coach for executives at all levels in the organization.

Astute Executives Develop Personal Excellence

“Leadership in a world of dilemmas is not, fundamentally, a matter of style, charisma, or professional management technique. It is a difficult daily quest for integrity. Managers’ behaviour should be an unadorned, consistent reflection of what they believe and what they aspire to for a company.”

- Joseph L. Badaracco, Jr., And Richard R. Ellsworth in Leadership and the Quest for Integrity (1993)

Consistent Reflection

Therefore, a successful executive’s competency  lies in four areas.

  1. Technical: specialized knowledge such as engineering, management, budgeting, accounting, etc.
  2. Administrative: organizational skills such as scheduling, prioritising, etc.
  3. Human Resources: managerial ability such as interacting with employees, resolving conflict, etc.
  4. Behavioural: personal understanding of rules of proper conduct and its effects on self and others such as being respectful, showing courtesy etc.

Competence in the above four interrelated factors contributes to executive excellence. Some executives believe that expertise in the first factor is enough because it is the most measurable and predictable. Such one-dimensional people rarely reach leadership positions in companies. Why?

Executives are Not Measured for their ‘Measurable Skills’

First, the emotional overload. Many are quick to anger, or get easily frustrated. They can't control their emotions and keep a cool head when the going gets tough. No wonder they are perceived as a hothead who can't think clearly.

According to the various research findings, emotional outbursts are threatening to co-workers and colleagues, and can result in low productivity. Those who don’t learn how to cool it, always cool their heels on the bottom rungs of the ladder.

Various research studies say, in the workplace, only 15 percent of workers are fired as a result of a lack of basic skills pertaining to their job knowledge. Most employees are fired instead due to a lack of people skills, professionalism or communication, also known as soft skills. Hard and soft skills, however, are both essential in the workplace. A solid set of each of these skills create employees who are effective, efficient, successful and primed for growth.

ChiefMentor programs are unique in delivering results. They create sparks in the belly, they improve self-efficacy. With true inputs, executives start noticing new things, accept feedback and excel in all four areas mentioned in the beginning of this write-up. They gain acceptance from all stake holders, viz, senior management, internal and external customers, colleagues, subordinates, vendors, suppliers, etc.

Seventh, Lack of Networking Skills: How do people know how great you are? Encourage people to be in your network by attending the right industry events, reaching out to the right individuals, and engaging them in interesting conversation that brands you as an expert.

It is imperative to learn how to subtly, yet effectively, promote your work results, knowledge, and skills by keeping in touch with people who have influence. When you begin to influence people who have influence, you have set yourself up to succeed.

Forth, your energy levels. If your energy flags during challenging times or during difficult projects, or if you have a habit of being impatient and giving up, the proof will be in the pudding: goals simply won’t be met.

When promoting employees, organizations look for individuals who have persevered during tough times, encouraged others to be their best, and have helped to motivate and drive co-workers and colleagues. If you have a habit of giving up when the going gets tough, don’t expect to get promotions.

Sixth, one’s inability to Coach, Mentor or Guide: Those who are willing to help others succeed are seen people who ultimately affect an organization's bottom line. Spend some time recognizing the expertise and excellence in others, and help them hone and develop those skills as well as acquire new skills to increase competency.

Helping others through constructive criticism, feedback, and guidance will not only help others further their careers, it will also help you further yours.

Fifth, lack of skills to deal with office politics or politicians: Ideally it should not be there, but it is present everywhere. Don't think you can escape them.

There are all types of people in every company. Whether you get sucked into their drama or remain above the fray is up to you. An ability to both get along with and get the most out of difficult personalities, as well as a gift for avoiding inevitable office politics, will stand you in good stead.

Third, the way you communicate. Are you considered a good listener? Can you articulate your own thoughts and ideas in a way that others understand and appreciate?


Good communication skills -- and that means on both the giving and the receiving side -- are necessary to develop the strong interpersonal skills that are so integral to an organization's success. Research shows that communication occupies up to 90 percent of a typical manager's day, so it makes sense that poor communication would be a total career killer.

Second, the lack of self-confidence. It's normal to feel challenged as one makes the larger transitions throughout their career. But it's one thing to feel nervous, quite another to let everyone see you sweat.

If you don't have belief in yourself, you can be sure that no one else will. Smart executives figure out what's causing their lack of confidence -- lack of training or experience, for example -- and address it head on.







Applied Executive Excellence

Critical Thinking for Operational Excellence

Critical Thinking for Cost Reduction & Innovation

Communication for Conviction, Persuasion & Innovation

Executive Excellence Simulator Plus

Smart Communication through Management Ideas

Smart English through Technology & Science

Smart Communication through Wit & Wisdom


3D Executive Excellence Framework

Artificial Intelligence based

Executive Excellence Simulation Technology

ChiefMentor Applied Professional Excellence Criteria

ChiefMentor Applied Language Excellence Criteria

ChiefMentor Applied Language Excellence Criteria

ChiefMentor Applied Professional Excellence Criteria

ChiefMentor Applied Personal Excellence Criteria

Unfortunately, what makes executive personal excellence is not taught in the majority of our professional education.

Therefore most executives lack a sense of the appropriate. They are unaware of others’ perception and the countless consequences of their conduct. Rarely we find a colleague who feels knowledgeable about or comfortable with offering constructive criticism.