June 12, 2016

Asset management, connections, and leadership

For two weeks , I explored on asset management & knowledge management on several readings and discussions.

I think the word “asset” is the ownership of organisation’s belongings.

In these belongings, the physical assets are easily visible. But the morale of people and knowledge, which are essential to organisations, are difficult to be seen. The tacit knowledge is necessary to transform to explicit in order to easily visible to enterprises.

And the management of these assets is handled as a whole. The primary purpose is to maximise the performance in the useful life time both short and long term. This management is like glue these separated part to the same purpose. Organisations must clearly define benefit for stakeholders, not only money.

The word “Ownership” reminds me the connection and engagement between things and people in the period. So all tangible & intangible asset has the limitation of the effective life time. Use the correct timing to maximise the effectiveness of assets, which it reminds me of situational leadership.

Instinct is to convert knowledge, whether from detection awareness through information that leads to the processing and forecasting cope with future changes. It is a skill that requires leadership.

From now on, the Asset management, that we have to deal with a very wide range of issues, requires a lot of people involved. Linking these people requires a lot of leadership.

So to be successful, it must provide asset management cover with leadership in the organisation.


Motivation is company matter.

Knowledge development process in organisations might be defined as how to make people give knowledge away. However, I think is most difficult to make, it is how to made people want to do that.

So the motivation involves this matter inevitably. Both Intrinsic and extrinsic motivation, it's been discussed for over two weeks of study.

Although we know that the benefits of intrinsic motivation are much more accepted academically, some of us thought that extrinsic motivation is sometimes obviously needed by employees in some area of the world.

Personally, I already concluded from a lot of discussion with friends that this issue is involved by multiple factors and its context.

However, one of them that strongly involved is a viewpoint of benefit over time.

If employee focused on the immediate or short-term benefits, it is likely that they do not interest in the intrinsic reward.

If employees can look in the long-term benefits and see own future in the organisations. The intrinsic motivation will be applied effectively and create sustainable success.

And it is the duty of the organisations to treat their staff in the long term as well. Hence, the atmosphere of coexistence can happen firmly.

So I always have to realise that every employee is a valuable asset that needs to be maintained and developed the vision of sustainability together with the organisation.


June 09, 2016

Knowledge management is not only sharing things.

After the team study in this two weeks, I think that we have learnt the Knowledge Management process in a really practical way.


The Asset Management is huge subject. To prepare a successful proposal without any information sharing is impossible. Not only sharing within the group but we needed to share between the groups.


In the same way, the organisation that aims to challenge to be the greatest. It requires information sharing within and between organisations in the value chain.


Apparently, the relationship between supplier and buyer, it has been said that it almost looks like a game that played under rules call “contract”. This game must have a winner or a loser as a result.


While some organisations favour business partnership concept and become strategic suppliers with their strategic customer, my question is “How the supplier can sustain the motivation to complete with its rivals or improve to be the excellence organisation?”.


I pondered this question and tried to answer. So I come up with that in addition to sharing the information. It is important to specify the appropriate content of the information; moreover, the sincerity is a crucial thing to be provided for the collaborate organisations.


1. The content of information sharing must cover from the origin of supply through the customer of customer or “real end-user”, in order to understand the scale of greater competition and challenging than ever.

2. Sincerity is also vital. The partners should have a good will in the disclosure and use of information for the bigger benefit in the long term. If one partner looks at the immediate benefits, the relationship will end in a win-loss and loss-loss situation.

Ultimately, to build the prosperity that requires knowledge, the sharing of knowledge must take the comprehensive content and regards to establishing the benefit for the world as a whole.


March 20, 2016

Environment is a crucial factor to understand and apply the theories.


I always think that leadership is about value maximisation from the engagement between leader and follower.
Until during study more how to provide the practical implementation in WaveRiders (simulated company), in the real world we must also consider the context of the leadership approach.

Leadership effectiveness = function of (Leader, Team member and Situation)

The situation is one of the factors to lead the success outcome of leadership.

Hence, the theories that relate to internal and external environment are very useful to look at.

It is vital to me because in the past I had experience with a failure to apply theory to the workplace because it did not match to that particular situation.

Therefore, for the issue or approaches, I will try not only to focus the process and result, but the related environment must also be more considered.

To sum up, my learning, not all of the theories are universal; it can be utilised in some specific conditions.So we need to understand those conditions.

March 13, 2016

Team's decision making with hard and soft side

Team’s decision making is not only dealing with hard-side analytical tools but soft-side motivation development.


I was so excited when I knew that I was in Team C.
Although almost team members were from MBE, only me and another guy used to be on the same team before. Therefore, it was quite challenged to prepare the group presentation together.
We could finish the preparation after three meetings and spent the approximated total man-hours of 20 hrs per member.

What have we learnt?
My learning is “systematic thinking can support not only team consensus but also morale."
From the 1st lecture, we choose the answers by voting and convening each others. However, after we finished group work, we totally got the different solutions with more consensus, feel more confident and happier. We made progress with fun in same understanding of frameworks.

Why does it matter?
I think the contribution success factors are understanding and acceptance of the system. So we need to allocate the time to team member to educate them the situation and decision-making tools. When we feel that we all stay in the same boat, we can sail in the same direction.
The openness to others’ idea is one essential factor in learning and continuous improvement. We could see that we accepted team member suggestions and used several tools (decision tree, SMART, AHP, Grid and marketing research) in the same problem to confirm and see some different points of view.
Therefore, every team member can contribute with full efficient and expect the useful results.

How can we use it in the future?
In the real world context, It is essential to provide sufficient resources and capacity to the decision-making team. Not only hard-side but soft-side issue must be considered in the decision-making process.

February 21, 2016

Know Believe Feel Act

Leaders should connect with followers and teams. They should also act as a coach. Coach have to develop coachee in a sustainable way. In our modules, we aware that coach should not give solution directly.
It makes me think more about the mechanism of how to develop the team member.
"Positional Leaders" tend to order directly to team members and expect they action. So team member just “Know” and then “Act”.
While "Personal Leaders" puts effort to construct “Know”, “Believe”, “Feel” and “Act” for their followers.

Know - what to do
Believe - the value of what to do
Feel - the impact of what to
Act - complete what to do and continuous improvement

I tested this approach during the mini projects. It was not easy and taken much time.
Our team faced some difficulties during the module. However, we can unite as the team in the end.Every member can get the same feeling “Happy” and “Fun” to work together.
It might be time-consuming to develop the personal power, but it is worth for long term excellence.
So in the future, I will apply this practice more and more.

CSR Payback

I had never really thought before although I have some experience in CSR activities in the company.
Thank you to the reflection session in the class.So I could learn the new essential value in business practice. Social impact is a kind of direct linkage between an organisation and the world around. The consequence of CSR is unmeasurable and multi-directional. Not only to external but internal stakeholder will gain the unmeasurable impact.
If companies encourage their employee to help society by themselves, it will strengthen employee engagement with empowerment.
Because the motivation level of self esteem and actualization will be generated.
Therefore, I will utilise this understanding and balance the performance of organisation not only profitability but positive impacts on people and world.

February 15, 2016

Not only individual but the system.


Today is also another good long day for practise our leadership in safe environment. ^0^

The 1st seminar is about how do we deal with absolute incompetence follower!
Why does this kind situation happen in the real world ?
Please sit back, look in wider view and see the whole system. There is something wrong in this whole context not only the individual. There are the gaps between people and system.
In the perspective of people or closing the gap by try to fit the people in the system.
The best committed and sustainable solutions have never came up with the others who are not gap owners.
So the leader is only able to give the feedbacks and questions, in order to find out the intention, aspiration, gap to fit his/her role, cause, solution from the follower. It required the strong interaction between people.
On the another hand, we should also consider the availability of system, for examples; effective of the process to find new member joining the team, process to retain team member.

Therefore, not only think about individual but also the system.

“There is nobody in the world who WANT to be an absolutely incompetence person in his/her particular role.”

February 08, 2016

Another attempt to crack my barrier —– Leadership

Today, I have felt like I am in the sandbox again.

I wondered that why the small groups were not announced before the class as usual of MBE classes.

The answer was found in the room where we saw the process of small team construction.

As we can not totally choose our team members in the real world, the randomisation process in class illustrated that.

Some people may get opportunities to lead in some ways.

Pual, our course leader, said in the beginning that there always are chances to challenge ourselves to try something new in the class, so it encouraged me to give my name in the process.


And.... I got it!, the opportunity! I stop my breath for 3 seconds. ...


I am always not confidence in leadership matters, especially the direct leadership.

However, thank anything that makes it happen. I thought this would help me to learn more how to improve myself.

I have to pace continuously with another step of self-transformation.

I should find out how to change myself before trying to change the others.

Today, one of leadership definitions I heard is "how you get people to follow you voluntarily."


--- Therefore, I started with studying how I voluntary to do something same as happening today.

Then I will apply my learning to inspire and connect with my colleagues in the future.---

^___^


November 29, 2015

PIUSS – Not only just statistical

Before I joined the class, I had thought that the Six Sigma is kind of tools box. It might relate with number, quantitative decision making or confusing statistical tools.
But I was wrong. From class to class, workshop to workshop, I've continuously found gap for improvement of my learning. Several results from the workshop was shown not well. I worked and sticked too much with these tools. Then I realised that I forgot the most important thing - Why I have to use these tools?
Six Sigma is not a toolbox, It covers quality philosophy.
I forgot to think of stakeholders expectation, especially from our internal customer. I found my opportunity to improve my DEFINE stage.
I fully admire that DMAIC is a powerful systematic thinking and learning process. So I realise the only way to improve is practising.
Then the statistical tools help the decision make sense in systematical way.
Hence, before we do thing in the right way, we must ensure doing the right thing!

June 2021

Mo Tu We Th Fr Sa Su
May |  Today  |
   1 2 3 4 5 6
7 8 9 10 11 12 13
14 15 16 17 18 19 20
21 22 23 24 25 26 27
28 29 30            

Search this blog

Favourite blogs

Galleries

Blog archive

Loading…
RSS2.0 Atom
Not signed in
Sign in

Powered by BlogBuilder
© MMXXI