What are the 10 Critical Skills in 2020?

According to the World Economic Forum, there are ten critical skills identified in 2020. Whilst the Industrial 4.0 revolution continues to gain further momentum, not everything can be automated. There are skills out of the automation sphere. These are the skills that will ensure employability and help oneself to work in parallel with automation.

The Book Is Launched!

If there is a need to work on your Attitude and Behavior to ensure sustainable character building, go on reading this post.

Without doubt, one of the biggest key to have success in all areas of live is to build great character through positive attitude and good behavior. The development of character has to be from young, where parents and later schools play a pivotal role. Hence the Author Asohan Satkunasingham has captured the essence of character building in a catchy formula in his book titled “A+B=C™, Practical Guide for Students to Develop Attitude and Behavior for Character Building”.  The book is targeted for students. It is about developing their Attitude and Behavior for Character Building. Student with positive character traits will be contributors to the future workforce and nation.

In a world too focused on material development, other aspects of personal development have taken a back stage. We are all aware that nation building can only be sustained with people of good character. Good or great leadership is all about character. The Author beliefs that with character all is gained, without it, all is lost”.

The book consists of eight chapters. It starts with an introduction to single out the importance of education in character building. The following four chapters are focused on students who are the primary target group. The author has taken steps to guide students on how to develop attitude, behavior and build character excellence. The author also guides the student to embark on a character transformation journey. Two chapters are dedicated to the parents as molder of a child’s character and the teacher’s role to enhance this character. The book concludes by realizing character building is effective when the student himself is willing to be developed into the character he wishes.

The book is supported by a website www.abofcharacter.com. Here there are four bonuses given to students to further assist them to build the desired character. The bonuses are:

Bonus #1: Your Personal Character Checklist. The student will print this checklist and monitors the progress of his pursuit in character building.

Bonus #2: Student Trust Level Indicator. As trust determines relationship, this survey will determine whether a student is a trust builder, doubter or destroyer. The test shall be repeated after 1 year to assess the progress.

 Bonus #3: Character Building Reports. This is a report from the VIA Institute of Character in Ohio, USA. The report will show a student’s top five character strength.

 Bonus #4: ‘Habeat’ Program. This is a 48 days program to imbue the student with good habits and beat off bad habits.

 Once a student completes the book, they will be able to:

  • Understand that character is built over a time period and must be sustainable.
  • Realize with being aware that attitude is everything.
  • Believe that teachers actually are doing great work in building a student’s character.
  • Know parents are actually the greatest strengthener in molding a child’s character.
  • Affirm that schools are the best place to develop attitude and behavior.
  • Make them responsible and held accountable to build their own character.

The book without any doubt will be able to uphold and promote the National Education Philosophy of Malaysia, moving in tandem with the J.E.R.I.S requirement (Jasmani, Emosi, Rohani, Intelek and Sosial).

The book is available at major bookstores. Retailed at RM39.90.

5 Tips for Building Trust in Your Organization

I would like to start my blog by an interesting article from Darcy Jacobsen. It is about building trust in Organizations. I believe Trust is everything. Many companies have trust as one of their core values but it remains in the domain of the walls and very seldom embedded into the hearts of their leaders and cascaded to their employees.  Enjoy the read and leave your comments.

I’m not exactly breaking new ground for you when I say that trust is a critical component of employee engagement.

You probably know, for example, that the Great Place to Work Institute considers trust the foundation of a great workplace.

Or you may know that BlessingWhite recently identified trust in managers and senior managers as a crucial factor in engagement. Says BlessingWhite CEO Christopher Rice: “Individuals can enjoy their work and have a strong sense of accomplishment, but if they don’t trust their boss or their boss’s boss, they’ll begin to question how they fit in with the company and have less pride in the organization overall.”

Scholars agree as well. This paper in the Organizational Science Journal, for example, highlights dozens of studies that have shown the role of trust in building more positive attitudes, higher levels of interpersonal and team cooperation, better communication, citizenship behavior, job satisfaction, effort, relationships, increased quality of performance, and many more.

But saying trust is important and actually cultivating an environment of trust are two different things. So, how can you actually build and cultivate trust in your workplace?

First, we should define what actually drives feelings of trust. Leadership author and speaker Gary Cohen has compiled what he calls the 7Cs of trust: Capability, Commitment, Capacity, Connection, Commonality, Character, and Consistency. You could certainly start there.

But for pure clarity, I think employee motivation specialist Susanne Jacobs has perhaps the best model. In her work, Jacobs has identified eight intrinsic drivers of trust. When combined with a sense of well-being and the right environmental factors, they will result in engagement, energy, a boosted sense of wellbeing, and sustainable high performance for work outcomes. They are:

Eight Intrinsic Drivers of Trust

  1. Belong and Connect
  2. Voice and Recognition
  3. Significance and Position
  4. Fairness
  5. Learn and Challenge
  6. Choice and Autonomy
  7. Security and Certainty
  8. Purpose

And what are those “right” environmental factors? According to Susanne Jacobs, they include “work-life integration, flexible working, workload, communication, leadership, resources, technology, physical environment, reward and performance” along with other people strategies.

Jacobs also suggests that reward has a strong reciprocal role to play in developing trust and sustainable performance, as fair rewards reinforce behaviors that drive success. See the diagram of her model, below:

Incidentally, the role of reward in driving trust has also been touched on by the work of Donald Ferrin and Kurt Dirks, who believe reward structures have a strong influence on interpersonal trust in the workplace and have shown its affect on outcomes like work performance, organizational citizenship, organizational commitment, turnover intent, satisfaction and group performance. Among other things, they found that the “analyses, combined with prior research, suggest that managers can expect reward to have strong, predictable effects on interpersonal trust.”

So how do you translate these findings into strategies for your organization’s success? Consider the following five tips:

  1. Encourage multilateral communications and dialogue among peers and between employees and leaders. Offer workers a shared sense of ownership in company goals and mission—encouraging employees’ sense of voice, position, significance and purpose.
  2. Establish strong company values that employees can understand and know how to practice—increasing their sense of belonging, purpose and security.
  3. Set challenging but achievable goals—to increase employees’ sense of challenge, learning and autonomy.
  4. Shift the focus from hierarchy to community—connecting employees to one another in ways that empower them and increase their sense of belonging, connection and security.
  5. Ensure that you are adequately recognizing and rewarding individual and team achievements as they relate to shared values and goals. Make sure those rewards respect individualism and include choice. This will increase employees’ sense of fairness, purpose, recognition, belonging, and choice.

And finally, do remember that trust is reciprocal. As Harold Macmillan once said “A man who trusts nobody is apt to be the kind of man nobody trusts.” The surest way to earn the trust of employees is to show them that you trust them in return.

Welcome to Allways People Blog

Allways People, established this web log with an aim to create a “we blog community”. The blog will be a forum to share and disseminate any information that is relevant to our tag-line of “Developing People in All Ways”. As long as the contents are development in nature and nurtures people wholesomely, we are glad to hear your views.

Please post them. Thank you.