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Contents
Articles
Idea of the Month
Case of the Month
Time
Management
Cross Cultural
Communication
Training Importance
Interview Skills
Resources
Book of the Month
Creativity
Quotes
Intek's Q & A Forum
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Dear Friends
The delicate balance of our personal and professional lives is
perpetually susceptible to unbalance. No matter how hard we try to
achieve that fabled equilibrium, still we fail miserably.
“No man is born an island entire of itself” we are all linked to a
never ending chain of humanity - ever effecting lives of others at
various levels of existence.
The monster we nurture in the office will eventually come back to
damage the home. Our behaviors also fluctuate between office and the
home, it is tragic that we portray impeccable manners to those who
do not matter in our lives and show the worst temperament to our
loved one.
How can we even think of living two lives when the main character in
both the scenarios is the same. Who are we fooling if not ourselves?
This goes on to prove what Gandhi said about both aspects of our
lives, we are either good in both or no good, there are no grey
area. If we are feeling dissatisfaction in either, it is a trickle
effect from the other.
In this juggling act between professional and personal life, we need
to question our priorities constantly.
There is no universal rule to it but we know for sure, at our death
beds we will not be regretting at how fewer hours we spent in the
office……
Wishing all our friends the wisdom to prioritize in life. As always,
look forward to your comments/
suggestions.
Zaufyshan Haseeb
Intek Solutions & The Intek Family
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Idea
of the Month:
Positive Thinking - what's there to learn? |
 "Make a list of your friends to determine who is the most positive
thinker among them end deliberately cultivate their society. Do not
abandon your negative friends, but get closer to those with a
positive point of view for a while, until you have absorbed their
spirit, then you can go back among your negative friends and give
them your newly acquired thought pattern without taking on their
negativism."
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Case of the Month:
Telling
Vs. Asking |
 When discussing about coaching with HR managers, I after get the comment:
"Yeah, we've been doing coaching for some time now, but it seems that some
people never get the message. The more you tell them what to do, the less
results you see."
The more coaching training I've been giving the more convinced I got that
"telling someone what to do" often isn't the solution. Especially that in
fact the person already knows what there is to do, but doesn't do it.
So what is my approach? A first important element is that I start from the
belief that the person being coached already has the resources needed. The
key is to get the person to use these resources. Given this presupposition,
start by using a lot of questions to get the pattern behind what the person
is doing. Once I have the pattern, I give feedback to the person about the
pattern. An example: ...
To read more, click here
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Time Management
(article) |
 Create your own
time plan. Establish a daily routine to organize your time and streamline
your operations. Have a workable schedule for actions and activities that
enables you to accomplish certain tasks, such as:
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Meetings
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Phone calls
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Job
duties/functions
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Mail
Here are some tips to manage your time:
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Organize your same day appointments geographically.
Arrange any errands to coincide with any outings.
-
....
To read more, click here
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Cross-Cultural Communication Strategies (article) |
 The key to effective cross-cultural communication is knowledge. First, it is
essential that people understand the potential problems of cross-cultural
communication, and make a conscious effort to overcome these problems.
Second, it is important to assume that one’s efforts will not always be
successful, and adjust one’s behavior appropriately.
For example, one should always assume that there is a significant
possibility that cultural differences are causing communication problems,
and be willing to be patient and forgiving, rather than hostile and
aggressive, if problems develop. One should respond slowly and carefully in
cross-cultural exchanges, not jumping to the conclusion that ...
To read more,
click here
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Why
Is Training Undervalued? (article) |
 Training and development activities can increase the
capabilities and abilities of most organizations. Virtually every
recent management leaders (eg. Deming, Crosby, Senge), have stressed
the importance of learning as a primary tool for organizational
success. That said, training as a whole, is not consistently valued
by managers or staff. Even when managers support training through
what they say, when the time comes to allocate resources for
training, it is often the new photocopier that wins out.
Staff can also be ambivalent. We've noticed a shift in the
perceptions of employees regarding training. Ten years ago, training
was often regarded as a pleasant break from work, a chance to learn
a few things and meet others. Now overworked staff are more hesitant
to even attend. Being away from the workplace for a day means that
somehow a day's work must be made up. ...
To read more, click
here
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Nine
Things You Should Never Say in an Interview
(article) |
 Avoid the following interview pitfalls as part of a strategy that sells
your strengths and assets
1. "What does
your company do?"
Ask questions that show you’re well informed and eager to work at the
company, not those to which you should already know the answers, or that can
be easily gleaned from the company's website or annual report.
2. "My salary requirements are very flexible."
Compensation is often the touchiest subject in an interview. Certainly you
want to know what a company will pay, and interviewers want to know what
you're willing to take. It’s a negotiation, not a game. When push comes to
shove, you should be willing at least to give a range, even if you have to
be broad and say, for example, “I’m looking for something between $30,000
and $60,000.” ...
To read more, click here.
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