Undercover Boxes

I cant' help but watch the entire series of the undercover boss, and if you have not, I encourage you to do so- its so exemplary of what sense a boss has to take maybe even for that point of moment/situation after filling in the shoes as an employee in his own company.

The Undercover Boss is a television franchise series that has been released in multiple countries, originating in 2009 on the British Companies. The show’s format is based on a senior executive of a company working undercover in their own firm to investigate how the company really works and identify how it can be improved, as well as rewarding the hard working staff.

An Amazing experiment I hoped to do an undercover with my boxes...

Undercover boxes can be very tricky to approach- its almost as we are in the center of a whirlpool not wanting to be suck into it. However, upon survival, it is most helpful in acknowledging our Red Flags, because in any situation or person we have some of our repetitive characteristics playing up that can help us to keep noticing our boxes that are erupting...

I tried the game of the undercover boxes just two day back, purposefully and carefully keeping a full surveillance over my feelings, how I sounded and what my actions were being in the box not wanting to come out- I bet many of you have tried this, knowing the consequences...

But amazingly I found how just playing the cover had put such control in my hands towards others. Not because I knew that my need to honor grew stronger in the process or anything but the importance of just understanding where I sometimes just go blinded by the various situations that may cause those better than or worse than boxes to validate myself.

Again the truth is that in seeing and truly being able to sense what another may require is a gift to be cherished. Where in moments I had the sense but just controlled that desire to go and help my grandmother pick up her spectacles on the floor just blew my cover eventually... however I guess its almost a test to how long you can see yourself possibly staying out of the box at any situation.

 Have you played the undercover Box?

 

Arbinger Likes & Dislikes

Fun ways of expressing Arbinger...

There are just so many great ways of FUN liberated through Arbinger's ning community...
My personal best are (in no particular order at all):

1. Weekly Questions that ponders our experiences and allows us to share just a bit of who we are and how sometimes we are not getting an answer and then ta-dah' - the box is lessened...
Sarah I believe this is on everyone's mind and that is to  congratulate you over your great work over the weekly though provoking questions... Heather must be really proud with what is happening over with the ning....

2. Blogs by the various people in the Community. I recently saw how Sherri's Blog on The Courage in Honoring a Sense  and am so happy for what it allowed her to take steps into creating a manifesto for us to open thoughts to our honoring of a sense and I kindly invite all on her behalf to visit this link to her blog to do this - http://www.consciouswomenonline.com

Another blogger who will always be my guide and inspiration to when I first began my baby bloggy steps was Cossie...  I still recall how Cossie's Food for thought had driven me a purpose... almost on a clear mission to help liven our stories into blogs-- he's blogs such as Blind Side, What Counts & many many more are just really thought provoking and brings justice to all the work he does...


3. Arbinger Humor Box Group- I am guilty- I don't often visit my group of buddies here but just love the crakkers that goes on with Russ and the gang...
I particularly laughed off my seat with our new mascot... Poorrrrr Strider (He's now added to my collection screensaver with tiger and tissue- mia doggies...)


4. Global Community Call--- Community calls are my favorite favorite of all... its real-time action and its just so exhilarating to just hear... The voices of our members not only provide us with their experiences but also mostly listening to the successes, failures, happiness or pains that others share on the line is what makes this entire body of Arbinger a fruitful one.. What delight with other facilitators and consultants of Arbinger have to humbly share with us churns out the meaningful nature for a far more vibrant OTB place to tune out with...

Sharing one last of my Likes of Likes this month.... ( or maybe last month's)

Experience of a lifetime for the facilitator course 4th April 2011.

The Facilitator Training with all our practices in the charts behind and beside us. This was the final day of facilitator practice or a long week of buffet lunches, extreme challenges and the joy& passion of Arbinger's work...

THE Journey doesnt' end HERE....



Bryan (left), Shee Wei, Adeline, Justin, Senthiyl and Shanu (right)

We hope to explore our wonderful Arbinger journey with a spectacle that keeps us grounded and open to learning and enjoying life more....

Now what are my dislikes.... that is the toughest point I haven't yet to come by and when I do, I will head to this post as you should and write it down as a comment....

Do share your Likes and Dislikes with us too!

Family Worth Celebrating

 How important is your Family to you?

There is no love like the attachment bond from a mother and father... your first fight or argument with a sibling... an ever giving grandparent or doting uncles and aunts... not forgetting the hairy, smelly friend for life pet dog or cat and scaly for all the amphibian lovers out there (if i missed any other you could comment below and talk about your pet too...

Families can be a handful and literally is when issues of the heart are not resolved. My family has its fair share of both the highs and lows and I believe the lesson always at the end can be applied to an OTB phenomenon that takes place after a long time after the problem subsides.....

Children
Nancy Smith talked on about Parenting with a Heart at Peace not too long ago where one point that hit hard on me was the importance about children and seeing past their mistakes.... one point that really reached out to me was what Amber mentioned about an Arbinger's Principle on teaching/ intervening  let me see if I can summarize this point " Each child in my care is more precious than life itself. Some of the greatness in my child are obvious and however some is not. I must look for it. But to look and find for the greatness is in all even as in seeing them as people.... I want to be helpful to them and in this moment that they come to learn that I care."

Heather's story on the son whom called his mother to come an pick him up as he was drunk-- it is in Parenting that one tends to fail to learn, see and feel concern towards that child... But the power of  seeing beyond that (blind mode) is tapping into their greatness and remember however difficult the situation is... 

Allies:
Another thing that always seem to amazes me all the time is how allies are quickly assembled within the family...Does this also happen with you? It is interesting huh...  For instance; allies between sisters to brothers vice versa and so forth...

When we talk about this concept of Justification and Self-Betrayal I think we know better of ourselves... In building our allies what we are truly engaging is deepening our justifications and betrayal... Naturally why we do that is to invite the very similar behaviors from the rest so as to keep building on the allies- justification and more self-betrayal...  Because we are so blinded in this notion as a family no one is safe, eveyone plays the hide and seek game awaiting for the boxes to explode...

It seems all too real... but the sufferings are immense.. I've heard from Senthiyl that the biggest ongoing war can only be the fighting in any family... and so it seems simply true.

Carry Boxes: 
Yet another symptom that seems to linger within families is the Carry-box phenomenon.

"Others may not change when you change" True, But in the responsive way of being I am not offended when they don't I am ceasing to blame others because it is the right thing to do for them-- not because of what I want them to do for me."

Because in the box, we only provoke others to get in the box as well, and the mistreatment we then get from others gives us justification for staying in the box--- the Question is whether it is all Worth it?



Think about you views and experiences regarding your family--- something that always draws you a bit closer, a bit more caring and a bit more connected... Share your views here- is your family worth celebrating

I celebrate my wonderful family and the cherishing moments of what we always share.  Here's a recent picture of all of us celebrating my uncles' 50th birthday at the Singapore Cricket Club.
 






Not sure if you can find me I'm in an orange sari and beside this tall cousin of mine in a beige dress.

My uncle receiving the Durai Awards - which we tried to follow the Oscars

And the Award Goes to......

Strategic Development

Talent + Persistence is the key to success?

The emergence of strategic talent management and development reflects a growing emphasis on employee contribution to overall business strategies.

 How might an organization interested in strategic planning best use talent? 

In this Blog, you may wish to consider how goals and other elements of business strategy may be satisfied by strategic talent management and development initiatives....

The the main concern of strategic talent management and development, is that it focuses mainly on how organizations ensure—through hiring, managing, developing, and retaining practices—that their talent has the necessary competencies and motivation to meet business strategies and goals. Strategic talent management and development issues in the organization, will usually involve both talented leaders and employees.

In fact, many people whom are talented people would flinch and say well since I usually love doing it I do not feel there is any hard work put into it... On the contrary, some would prefer that their effort spent,  hardwork and time taken to complete their output should be complimented rather than suggesting their inborn talents.

Persistence to talents:

If I do have a point here, it is this: In our abilities to harness raw talent there is a need to apply skills and techniques. Know where your strengths are and work towards to making them even stronger. Improving something that you're already good at would make it easier for you to surpass others in the competition. 

Case Study:

In Malaysia, to meet Malaysia’s National Mission, Vision 2020 aspirations and the Ninth Malaysia Plan require government to plan and execute some strategies to fulfill the objectives.

By reform Government Company in the strategic coalition, Government Link Company (GLCs) was a platform for government to create future leaders in corporate and business world. It is the responsibilities of CEOs and Boards of all GLCs to ensure they have enough of the right leaders to help them meet their business target.


In 2006, it is estimated that GLCs face a gap of between 1,500 to 2,000 leaders who can deliver and sustain breakthrough performance. As a result, GLCs should merge leadership development actions with the business strategy; determine the number of leaders needed to hit targets and create a leadership model to get the leaders who will drive performance.

Tan Sri Dato Sri Mohd Hassan Marican, CEO of Petronas Group said “Business strategy alone is not enough. At Petronas we have merged the business strategy and the Human Development strategy. We spend equal, if not more, time and effort on human development strategies than we do on business strategies_”. (Orange Book: Strengthening Leadership Development, December 2006).

 However, to implement talent management in the company, sometime some problems will occur if they are not realized and not take any action to be organized.

 According to Peter Cappelli (2008) suggests a new model talent management for the 21st century by approaches to managing talent use four particular principles drawn from operations and supply chain management. He divided into four principles; make and buy to manage risk, adapt to the uncertainty in talent demand, improve the return on investment in developing employees, and preserve the investment by balancing employee-employer interests.

Issues to consider:

1. What does diversity have on the working environment specifically in relation to how employees were hired, managed, trained, and/or retained? 

2. Possible legal concerns that you were aware of or that you think should have been addressed pertaining to how the organization or company functioned.

3. Ethical issues which relate to strategic talent management and development.

4. Vital steps for working with an organization on talent acquisition.

5. Alignment of the company's needs and the targeted employee development.

"What if individually and collectively we systematically misunderstand that cause,

and unwittingly perpetuate the very problems we think we are trying to solve?"

Return on Investment in Talent Management Put to Work Right Now. Arbinger has business solutions that addresses such issues.

Honor your talent management

 

 How important is strategic talent management and development in your overall business strategy of this organization?

 

Why might an organization want to enhance employees' knowledge beyond what is required by their current jobs? 

How might it aim to do so? How might Arbinger best help you and your organization with an eye on the future?

Catch the ArbingBird Animation Clip on IN-the-BOX moments whilst working with people-
(Do comment on your opinions over your first thoughts about what the animation-- Working with People means for you? Kindly share at this link-http://www.youtube.com/watch?v=EZkXWl_ItCs)

 

Seeded Change

Like all companies emphasize on the nature of change... what is so diverse in change is that many organizations are so pro-change that they are stuck deep into finding every crook and cranny of change...

The need to seed change in an organization may seem necessary but the change that needs to happen is within the organization and within every individual whom see's accountable. 

Firstly business professionals must be steeped in an understanding of their unique organizations and businesses and their design and workings. Which in many cases this includes bringing employee's, co-workers, customers insight to  perspectives and foci. Many business professionals take the opportunity to examine theories and approaches of their organization. While others make use of successful strategies and techniques that are used to assist organizations in managing change and bringing about organizational health and success. However, one thing that goes temporarily wrong most of the time with change is finding the "How" to relate to their organizational culture.

Arbinger: "The act upon what I have discovered; do what I am feeling I should do."

In order to help develop and manage change in the most productive and effective manner possible one crucial factor to keep in mind is helping to see How my organization can benefit from me-- because in this nature we need to find out how my feelings can I help.. or in simple terms, in my effort to initiating change how else can my services be  more than about the Sustainable services and change one can bring to the organization eventually.

In thinking divergently, seeing problems as a challenge and opportunities as expand relationships what does it take for organizations to see strengthening or rebuilding change with their respective organizations? With exploring into a thought to ponder over ' I do not change by trying to change myself, even by trying to change my thoughts. I change by forgetting myself in response to others...To seek myself is to find someone false. To lose myself with others is to find someone true. (The Choice)

The Choice at work talks about the inner freedom to feel, express and do what one has to do! Is that freedom you seek in your organization? Check this exceptional youtube on the motivation of people:  The surprising truth about what motivates us.

Attitude or Behavior

"Is it the survival of the fittest?” only where the strong will only survive?

The release of human potential, and promote self- expression in an organization. There is a well-established connection in the psychological literature between employee attitudes and behaviors and the health and success of an organization, however it is not all that defined.

What contributes to such employee attitudes and behaviors as morale, motivation, commitment, loyalty, and retention? Just as you and I are changing in many ways, organizations are ever-changing. 

For instance, companies are becoming more global and more diverse and with that diversity comes a wide array of ideas and opinions. Hence I believe, an organization remains competitive due this such varsity where formal configuration between individual and groups with respect to the allocation of tasks, responsibilities and authority within an organization. It’s this abstract concept that can be represented by an organizational chart. Hence, a good organizational structure can often be determined how information flows from level to level within the company, decisions flow from the top down. These trends are most relevant to today’s organization due to the fact that it relates to every aspect of the organization on every level, everywhere in each company trends exudes through out.

"At the bottom of it all is our fundamental way of being -who we are as people. Who we are in a function of our deepest attitudes and sensibilities towards others. It is the very way of being in the world with people" -- People Problems--- http://www.youtube.com/watch?v=EZkXWl_ItCs

For instance how well are the organizational processes set up to BE INFLUENCED by NEW TALENT?

Does it invite the NEW TALENT to adopt and embrace the existing practices of the organization?

How can one invite change in attitude or behavior something so deeply rooted to the new change?

Organizational structure shall be adaptive to process requirements aiming to optimize the effort of input and output within an organization and these challenges are what will make or break an organization.

 

As the saying goes, “it’s the survival of the fittest” only the strong will survive. So are we ready to honor our senses with both our attitude and behaviors?

Have you been lately told- "You'er in the Box"?

What happens when you are extremely furious and someone tells you well that you are completely  wrong, not suppose to behave or act in a particular way, take a hike.. what is worse to hear you are in the box....

My gosh I can see fuming steam coming up from inside and transforming the muscles in the face to tighten a little notch higher.

To all my friends who need a remedy for this should read a A Deeper Connection. Or
How about a story on how a revelation of how in the Box can be like... a story entitled 'Mum I want to be a TV."

"Mum I want to be on TV" which reminded me that how serious things can be lightened even when you are in the box.

As a primary schoolteacher asked her students to write an essay about what they would like God to do for them. At the end of the day while marking the essays, one made her very emotional.

Her husband, who had just walked in, saw her crying and asked, 'What happened'' 'Read this. It's by one of my students.'

'Oh God, tonight I ask you for something very special: Turn me into a television set. I want to take its place. Have my own special place in the house. And have my family around ME.

I want to be taken seriously when I talk, to be the centre of attentionand be heard without interruptions or questions. I want to receive the same special care that the TV gets when it is not working.

Have the company of my dad when he comes home from work, even when he is tired.

And I want my mum to want me when she is sad and upset, instead of ignoring me.

I want my brothers to fight to be with me... I want to feel that the family will leave everything aside, every now and then, just to spend some time with me.

'And last, but not least, make it that I can make them all happy and entertain them. God, I don't ask you for much... I just want to live like every TV.'

At that, the man cried: 'Poor kid. What horrible parents!'

The teacher looked up and said, 'That essay is our son's!'