Dr. Andrew Goh

One of my colleague helped me buy a book written by Dr. Andrew Goh titled "Headstart - A month of motivation".

For those who doesn't know who he is you can click here . He was the guest speaker.

Not as well-known and famous as Adam Khoo (who is the other speaker that Prudential engages as well) but definitely more witty and insightful in my opinion.

Wasn't very keen on buying the book initially as I still have a few books that I have not completed reading. But my colleague who's very sisterly (or motherly) called to ask me again when she was at the bookshop which sells Andrew Goh's books whether I wanted to get any.. After hearing her list a few options, I decided on it.

I'm Glad I bought.. Impressed by the very first page I read..

Usually there'll be this page where the writer will "thank father, thank mother.. or the family etc..."

His was written in 2 sentences to say it all. POWER!!

" To my wife, Oon and

daughter Su-Yen.

Others see the product

but they endured the process."

--Ginseng Tonic Maker-- Would you endure the process with me?

Reminder to Self...

How to Avoid Misunderstanding

• The first is active listening. The goal of active listening, they say, is to understand your opponent as well as you understand yourself. Pay close attention to what the other side is saying. Ask the opponent to clarify or repeat anything that is unclear or seems unreasonable (maybe it isn't, but you are interpreting it wrong). Attempt to repeat their case, as they have presented it, back to them. This shows that you are listening (which suggests that you care what they have to say) and that you understand what they have said. It does not indicate that you agree with what they said, nor do you have to. You just need to indicate that you do understand them.
• Fisher and Ury's second rule is to speak directly to your opponent. This is not considered appropriate in some cultures, but when permitted, it helps to increase understanding. Avoid being distracted by others, or by other things going on in the same room. Focus on what you have to say, and on saying it in a way that your opponent can understand.
• Their third rule is to speak about yourself, not about your opponent. Describe your own feelings and perceptions, rather than focusing on your opponent's motives, misdeeds, or failings. By saying, "I felt let down," rather than "You broke your promise," you will convey the same information, in a way that does not provoke a defensive or hostile reaction from your opponent. This is often referred to as using "I-statements" or "I-messages," rather than "you-messages." You-messages suggest blame, and encourage the recipient to deny wrongdoing or to blame in return. I-messages simply state a problem, without blaming someone for it. This makes it easier for the other side to help solve the problem, without having to admit they were wrong.
• Fisher and Ury's fourth rule is "speak for a purpose." Too much communication can be counterproductive, they warn. Before you make a significant statement, pause and consider what you want to communicate, why you want to communicate that, and how you can do it in the clearest possible way.

Key Word of the Day - Communication

Open Communication in the Workplace

By Jeff Rosset

First, ask yourself...
Would you like your employees to feel more encouraged to share their ideas and opinions?

We are all familiar with the concept of "walking the talk" which means to follow through on what we say because in reality, our actions speak louder than words. As leaders, it is vital to walk the talk when it comes to promoting the idea of "open" communication, because when our actions do not mirror our words, dramatic negative fallout can occur. When employees feel that they cannot approach their manager with a question, concern, or simply to challenge something they don't agree with, the following are likely to happen: more long-term conflicts will take place, innovation will be stifled, reactive attitudes will form instead of proactive ones, and there will be a lack of trust within relationships.

If an environment of honest, open communication is something we desire to have, we can't simply just talk about it; employees must see it taking place, and it starts with us, as leaders, actively promoting it. Actions such as proactively soliciting feedback (even if we know it might not be all wonderful compliments), encouraging others to play devil's advocate (especially to our opinions), and commending others for proposing ideas that might be different from ours will show that we actually mean what we say about open, honest dialogue.

Taking these proactive steps makes it clear to the others on the team that their opinions matter and that we value what they bring to the table - likely resulting in an increased level of employee engagement and sense of ownership.

**This tip was taken from "Promoting Open & Healthy Dialogue" which is the October session of The Compass Program. Please visit our website at http://www.Compass-CD.com to view the schedule of all 12 sessions for The Compass Program.

This article was written by Jeff Rosset, President of Compass Coaching & Development LLC. Compass C&D is an organizational training & development firm located in Hoffman Estates, IL. For more information about Compass Coaching & Development, please visit http://www.Compass-CD.com Article Source: http://EzineArticles.com/?expert=Jeff_Rosset

Back from Ginseng Land

Back from Seoul...

Totally LOVED it...

Most likely because it's my first time seeing and experiencing snow =)

More entries to come... MAYBE...

Since now I'm back working hard..

But I gotta share this picture we took.. Totally love it..

We took it before we entered to watch the Korean performance JUMP.

In the spirit of the martial arts theme!

Click HERE for their website...

-- Ginseng Tonic Maker -- SOAR!!!

Land of Kimchi

Off to Kimchi land from 3rd Jan to 10th Jan..

Will be back with more Korean ginseng and more blog posts..

Till then..