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Published by Crest Dynamics Management Consultancy, 2018-07-30 11:52:08

Crest Dynamics Newsletter August 2018

Self Realization August 2018

Keywords: HRDF Training Provider,Crest,Dynamics,Leadership Malaysia,HRDF Malaysia,Lean Manufacturing Malaysia,Human Resources Malasyia

Crest Dynamics Management Consultancy PLT

A HRDF Registered Training Provider LLP0003452LGN

Official Newsletter of Crest Dynamics Mid-May 2015 August 2018

Leadership How to Delegate

LEAD Leadership This is a difficult skill to develop, because most of us
have a problem letting go of control, but this is an
Part 4/6 important skill to have to earn respect from your team.

Leadership Empowerment As a leader, you need to learn how to give up that
And Development control. While it might be tough for you to do, the
damage it’s doing to the morale of your team is huge.
LEAD Skill No. 4:
How to Delegation People need autonomy to be motivated at work and
to feel like they’re making real progress.
Why leaders fails to delegate:
Even worse, when a leader says they’ll give
autonomy and don’t or delegate and then jump in
mid-way or

towards the end of a project, it ruins motivation very

If you say you’re going to delegate, then you need to
actually do it.

The Progress Principle and the power of small wins
are important concepts that leaders need to be fully
aware of.

How To Build This Skill

Learn how to let go. Understand that you might not
always be right and have all the answers. Like Steve
Jobs said “It doesn’t make sense to hire smart
people and then tell them what to do; we hire smart
people so they can tell us what to do.”

If you want your people to grow you need to let them
see projects through from beginning to end.

Sales Process: Connecting Sales Process Riddle No. 1: Succession

to Buyers Journey Part 2/3 A king has no sons, no daughters, and no
queen. For this reason he must decide who will
Step 2: Identify Tools, Resources & Content take the throne after he dies. To do this he
decides that he will give all of the children of the
Help buyers marshal the resources required to kingdom a single seed. Whichever child has the
deliver on their goals. One way is to explore the largest, most beautiful plant will earn the throne;
following categories and become a go-to resource this being a metaphor for the kingdom. At the
for buyers. end of the contest all of the children came to the
palace with their enormous and beautiful plants
• Product and solution education – What product in hand. After he looks at all of the children's
specs, solution guides, industry specific pots, he finally decides that the little girl with an
collateral or industry expert advice do your empty pot will be the next Queen. Why did he
buyers need? Where in the buyer’s journey will choose this little girl over all of the other
this be most helpful? children with their beautiful plants?

• Committing to change – What analyst reports, Riddle No. 2: Trap In Room
case studies, or ROI calculators will showcase
the need for a change of direction? A man is trapped in a room. The room has only
two possible exits: two doors. Through the first
• Solution selection – How can you use door there is a room constructed from
evaluation checklists, comparison charts, 3rd magnifying glass. The blazing hot sun instantly
party advice, and product trials to help buyers fries anything or anyone that enters. Through
choose among multiple products? Does your the second door there is a fire-breathing
sales process meet this need at the most dragon. How does the man escape?
opportune stage of the buyer’s journey?
Answers on the last page.
Once you’re clear on the above, make certain your
reps are able to find, share, customize, and Crest Dynamics
analyze the content that satisfies these important
buyer needs.

Crest Dynamics Corporate Membership

• Certificate and Non-Certificate e-Learning.
• e-Resources – Business News, HR, Manufacturing & Customer

Service Magazines, Topic Wide Audios, etc.
• Pre & Post Training Assessment & Support.
• Membership Certificate.
• Visit to register.
soon as possible.

Health Wise: Human Resource: Employee Engagement

Creating and maintaining a thriving company culture

really boils down to one thing: employee

engagement, because employees are most

engaged when they have a strong sense of
purpose. So define your company’s vision, align

corporate goals around the vision, and

communicate the vision and goals early and often
via a consistent elevator pitch. Each person in the

company should know the elevator pitch to
evangelize the company’s vision.

Every time you eat and drink, you are When it comes to hiring, we all want to hire the best
either the disease or fighting it. and brightest in our respective industries – but skill

sets are not the be-all, end-all of good hires. A

super-talented and highly skilled candidate may not

be the right fit for your corporate culture. Finally,
great leaders and managers realize that you have

to be very selective. Hiring the right people at the
right time means making sure each hire’s skills,
personality, and temperament align with the values

and behaviors that the company holds dear.

In-House Training Awesome Support –

Going Beyond Training

Our In-House Training Package Include the Following at FOC

❖ Pre-Assessment

❖ Awesome in-House Training

❖ Solution Oriented Program

❖ Post Web Revision

Contact us to design and customize your In-house programs as ❖ Follow-up / Coaching Session

per needs. All our programs are conducted using accelerated ❖ Telephone / e-Mail Support

learning techniques and psychological approach. ❖ Report

FOC for Min Two Days Training Within Peninsula Malaysia

Behavioural & Performance Focused Training: Crest Dynamics
A Sought-After Training Provider

Crest Dynamics


Accelerated Psychological
Learning Approach


Connect2LEAD Office Office Kaizen
Commit, Energize, Connect Quick, Simple, Cost Reduction

Sales PDCA
Problem Solving Techniques
Coaching &
Counselling Eight Dimensions
@Workplace Supervisory Skills

Lean Enterprise: Manufacturers should aim to build 15-30% of their
workforce as change champions, spread across
Lean manufacturing People Strategy Part 1/2 mission-critical roles, from frontline leaders to plant
managers to advanced technical experts.
Many organizations focused on investing in new
technologies, while operating on outdated people Manufacturers should aim to build 15-30% of their
strategies. Meanwhile, the gap continues to widen workforce as change champions, spread across
between the skills that available workers have and mission-critical roles, from frontline leaders to plant
those that manufacturing jobs demand. managers to advanced technical experts.

Here are four key areas to help you update your 2. Traditional Approach: Employee engagement
talent strategy from a traditional to an Industry 4.0 is a bonus, not a necessity
Traditionally, decision-making in manufacturing was
1. Traditional Approach: Product first, people made from the top down, with lower-level workers
second awaiting instructions from their managers. In that
environment, having an engaged workforce was a
Product is king. Many manufacturers focus on how bonus, but less important than having people who
they need to change the product before they think could effectively implement orders.
of the implications for their people. Workers have
to adopt the changes or risk their jobs. Industry 4.0 Approach: Operationalize
engagement skills
When the labor market was flooded with qualified
manufacturing workers, it was often relatively As manufacturers are increasingly driving toward
efficient to take this approach. But as lean, high-technology environments, it’s critical to
manufacturing jobs grow more complex and the have a highly engaged workers who take ownership
pool of interested and qualified workers dwindles, over their work and can quickly solve problems. In
a product-first approach is more likely to breed fact, DDI research shows that companies with high
resentment among workers or drive them out leadership quality and engagement are nine times
completely. more likely to outperform their peers financially.

Industry 4.0 Approach: Build change Many manufacturing companies have no idea how
champions to solve the engagement problem, or try to solve it
with short-term employee incentives they hope will
Implementing change in the world of Industry 4.0 improve engagement. But the best way to address
depends first on getting employees to embrace the the problem is to operationalize engagement by
changes. That process starts by developing training leaders in how to demonstrate key
“change champions” who are ready to embrace engagement behaviors—including selling the vision,
innovation and have the ability to influence others inspiring passion, providing timely feedback,
in their networks to adopt transformation. delegating and following up, and helping to close
skill gaps.
These champions are usually digital-savvy, can
listen to others’ issues with empathy, and have Applying these skills must become a part of the way
excellent communication skills. the company operates, not just a “nice to have”

Contact Us for In-house Training Proposal

Fill in Your Soft Skill Gap by emailing to:
crestdkl@gmail or [email protected]

Inspiring Story: Transform From Weakness to Strength Training Programs HRDFSBL

*Programs can be conducted in Eng. or BM

Sometimes your biggest weakness was bigger, stronger, and more Leadership & Supervision
can become your biggest strength. experienced. For a while, the boy Proactive Supervisory Skills
Take, for example, the story of one appeared to be overmatched. Highly Effective Supervisory Skills
10-year-old boy who decided to Concerned that the boy might get Leadership Master Practitioner
study judo despite the fact that he hurt, the referee called a time-out. Think Like a Leader, Lead Like a
had lost his left arm in a devastating He was about to stop the match Thinker
car accident. when the sensei intervened. Shift Your Leadership
Lean Leadership
The boy began lessons with an old "No," the sensei insisted, "Let him Executive Management
Japanese judo master. The boy was continue."
doing well, so he couldn't Continuous Improvement
understand why, after three months Soon after the match resumed, his Kaizen Made Ezy
of training the master had taught opponent made a critical mistake: he Kaizen Thinking Mechanism
him only one move. dropped his guard. Instantly, the boy Understanding Lean Manufacturing
used his move to pin him. The boy Office Lean
"Sensei," the boy finally said, had won the match and the Single Minute Exchange Die (SMED)
"Shouldn't I be learning more tournament. He was the champion. Poka Yoke
moves?" Training Within Industry
On the way home, the boy and Productivity Improvement Techniques
"This is the only move you know, but sensei reviewed every move in each 5S Step by Step Approach
this is the only move you'll ever and every match. Then the boy Auditing for 5S Compliance
need to know," the sensei replied. summoned the courage to ask what Jidoka
was really on his mind. Statistical Process Control
Not quite understanding, but
believing in his teacher, the boy kept "Sensei, how did I win the Management
training. tournament with only one move?" Creative Thinking & Problem Solving
Performance Improvement Strategy
Several months later, the sensei "You won for two reasons," the Time Management & Personal
took the boy to his first tournament. sensei answered. "First, you've Effectiveness
Surprising himself, the boy easily almost mastered one of the most Communicating at Work
won his first two matches. The third difficult throws in all of judo. And Performance Appraisal
match proved to be more difficult, second, the only known defence for Administrative Skills
but after some time, his opponent that move is for your opponent to Building Superior-Subordinates
became impatient and charged; the grip your left arm." Relationship
boy deftly used his one move to win Conflict Management
the match. Still amazed by his The boy's biggest weakness had Coaching & Counseling Skills
success, the boy was now in the become his biggest strength. Train the Trainer: A NLP Approach
finals. This time, his opponent Behavioral & Performance Interviewing
Answers to Riddle: Managing Absenteeism
A1: The king gave them all fake seeds and the little girl was the only honest Inspiration for Work
Motivational Programs, and more
child who didn't switch seeds.
Sales & Customer Care
Selling Psychology
Sales Warrior
WOW Your Customer Care
Telephone Courtesy and Techniques

A2: He waits until night time and then goes through the first door.


Central Region: Southern Region:
29B, Jalan Bayu Tinggi 2A/KS6, 6, Jalan Austin Heights 1/30,
Batu Unjur, Taman Mount Austin,
Taman Bayu Tinggi, 81100 Johor Bahru, Johor
41200 Klang, Selangor. 07-3535 562
03-3322 1832 [email protected]
[email protected]

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