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Strategy for Achieving Organizational Alignment
ExeQserve Corporation Unit 404 VGP Center, Ayala Ave., Makati City 8933199 * ecebreo@exeQserve.com January 2, 2013
Rationale ........................................... 3 Proposed Framework/scope ................. 4 Proposed Schedule of Activities and Investments: 6 Annex A: Management Team Building Workshop The Way Forward ............................... 7 The Framework .................................. 8 Annex B: High Performance Leadership10 Program Framework.......................... 10 Annex C:Vision, Mission and Values Alignment for Leaders 13 Annex D: Company-wide VMV-Themed Team Building Workshop 14 Course Outline ................................. 15 Annex E: Profile of Edwin Ebreo, Lead Consultant 16 Annex F: Corporate Profile ................. 17 7
A number of elements are crucial in your Company’s effort to achieve organizational culture alignment with its mission, vision and core values. These are: Leadership cohesiveness – The ability of the organization’s leaders at all levels of the organization to collaborate and work together. This is an important ingredient for building an aligned culture for the company. Leadership Culture Alignment – Leaders are able to embrace a leadership “way of life” that are consistent with the company’s mission and values. Leaders model the way and communicate the company’s philosophy and priorities through words and actions. Company-wide alignment – employees understand, accept and live by what the mission and values. They are focused at pursuing the company’s vision. There is an ongoing conversation on how teams and individuals can continue to contribute to the achievement of organizational goals while using the company’s core values as moral compass. Strategy and Policy Alignment – The Company continually review and make necessary adjustments in policies and procedures to steer the company along the roadmap towards the realization of the company’s vision without going out of bounds of the company’s core values. Organizational effectiveness is achieved when decisions are made in the most efficient ways and directions are carried out effectively throughout the organizations. When actions do not betray stated organizational values or when problems are identified and solved at all levels in the organization, when expectations match performance, we can say that an organization and its people are aligned with its purpose. Shaping an aligned organizational culture requires leadership, change management and consistency building. This proposal aims to establish strategies so that all those who have leadership responsibilities are able to lead the change and develop the necessary management tools to achieve consistency of practice. We are also recommending some capability building interventions to help employees demonstrate the needed competencies that support the desired change and organizational goals.
Strengthening Leadership Cohesiveness Establishing Leadeship Culture Alignment Achieving Organizational Alignment
Company-wide VMVbased Team Building VMV Alignment Workshop for Leaders
Leadership Team Building
Identification and continuing communication of Key Behaviors Leadership Initiatives that support and campaign for continuing alignment
High Performance Leadership Workshop
Monitroing and Evaluation of Initiatives
Leadership Team Building
John Maxwell said that everything rises and falls on leadership. An organization is successful and every member is aligned when team number one is able to get its acts together in steering the company towards the right direction. For a large organization this means endless collaboration and cooperation to adjust and readjust the organization to keep it on track. It requires a team of leaders and managers who are not hindered by communication gap to relay opportunities to improve performance and work handovers. We propose a series of management team building workshops that will enable senior level team of leaders down to frontline leaders establish rules of engagement that will aid them in unifying the team and communicate consistent message to their followers about organizational priorities and desired actions. (See Annex A for more Details) This two-day workshop will help them achieve the following objectives: Identify the five fundamentals necessary for team effectiveness Improve trust among team members Use productive conflict to enhance teamwork Achieve commitment on thematic goals and categorical objectives Create a culture of accountability Gauge ongoing success against its goals.
Trust Building Norms Collaboration Norms Clarity and Commitment on Thematic Goals Team Rules of Engagement
High Performance Leadership Workshop for Managers and Supervisors
High Performance Leaders are capable of aligning team as well as individual performance and behavior with the company’s strategic direction. As result the company achieves its desired high performance. Kouzes and Posner in their book “The Leadership Challenge Identified key practices that lead to effective leadership. This program is designed to help Your Company leaders use those leadership practices to inspire and enable actions that lead to positive organizational results. Specifically this program aims to: Demonstrate value-driven leadership Use vision to inspire employee performance Apply their roles as change leaders Use 360 degrees empowerment to lead at different angles Use techniques for keeping employees engaged Key Outputs Individual Leadership Development Action Plans for High Performance Leadership
VMV Alignment for Leaders
Recent studies have shown that an organization is likely to achieve its goals if everyone in the organization sees it and can imagine the steps to get there. This is the reason why many companies craft their Vision, Mission and Core Values statements A company VMV generates a common goal, hope, and encouragement; offers a possibility for fundamental change; gives people a sense of control; gives a group something to move toward; and generates creative thinking and passion. Visionary Companies however are not defined merely by the statements they post on the wall, they are defined by the way employees by the company's core purpose and philosophies. The main aim of this program is to help managers of Your Company align their operations and their people. We devised various means to help them appreciate the concept, put them in the right context, review and redirect their actions towards becoming more consistent with the VMV. The participants will walk away from the program with renewed inspiration and a clear set of strategies for aligning their people’s performance and behaviors with what the organization need to be consistent with its vision mission and values. The important output of this activity is the identification key behaviors that will be used as reference for organization wide alignment activity. (Please See Annex C for details.)
Action Plans for continuing communication of organizational core values Initiatives for pursuing company vision and mission.
Company-wide VMV-Based Team Building
Organizational alignment is an excellent demonstration of teamwork. It means everyone in the organization, subordinate personal interest to the interest of the team and sees connection between organizational and personal success. Your Company’s long term success depends on the team’s ability to align members’ actions with the organization’s core values and pursue its mission and vision. A number of things must be done in order to make it happen. First, each member must see these values as the organization’s moral compass and as un-compromise-able tenets of performance and behavior. Next, they need to
agree on what these values look like in action. Lastly, everyone must commit to aligning oneself by committing to actions that are aligned with the company’s core values. This workshop is being proposed to help your team members appreciate the importance of building a strong and aligned organizational culture. We divided this event in two parts to facilitate the following: understanding the concept of alignment and commitment. The second part is about aligning behaviors and actions with the company’s VMV. (Please see Annex D for details. ) Specifically, this workshop aims to achieve the following: Identify Alignment and Commitment as key to team success Describe actions and behaviors that are consistent with the company’s core values. Make personal and team commitments to pursue organizational vision and mission. Contextualization of core values and key behaviors on a departmental and functional level Individual commitments to support vision and mission. Rules of engagement for team interaction.
PROPOSED SCHEDULE OF ACTIVITIES AND INVESTMENTS:
A more detailed time table shall be presented and agreed upon after approval of this proposal for better project management.
Components Component 0 Program Briefing Orientation Scoping Activities Approximate Timeline 2- 4 hours Result/Output Finalized Project work plan with milestones and deliverables
Component 1: Management Team Building
a. b. c.
Prework a. Briefing 2-Day teambuilding and planning workshop Follow through session after 1 month
1. 2. 3.
2 hours 2 days/ session 4 hours
Management Thematic Goals and categorical objectives Rules of engagement for collaboration, cooperation, downward communication, etc.
Component 2: High Performance Leadership Workshop
2. 3. 4. 5.
Pre-workshop Briefing and Preparation of Individual Leadership Development Planner 2 Days Training Follow Through Session after 6 months Appreciation of the concepts of alignment and commitment Appreciation of the VMV Concept
1. 2. 3.
2 hours 2 Days/ Session 4 Hours
Individual Leadership Development Project Report on outcome of project
Component 3: VMV alignment Workshop for
One day per session
Identification of core values key behaviors Action plans for
Components Organizational Leaders 6.
Activities Contextualization of the Company’s VMV in preparation for companywide and continuous communication Action Planning on needed policy and initiatives to support company VMV Getting alignment and commitment Identifying key behaviors that are aligned with the company’s core values Committing to an individual action plan to support company mission and vision Evaluation of and adjustment of program as necessary
Result/Output supporting the mission and vision 5. Strategy for regularly communicating the VMV Application of new selling skills Implementation of new Customer Service Program
7. Component 4: Organizationwide VMVThemed Team Building 1. 2.
I day per session
Stage 5: Program evaluation
After every run
Revision/ enhancement of program as necessary
ANNEX A: MANAGEMENT TEAM BUIL DING WORKSHOP
THE WAY FORWARD
More than its well established brand, the success of a team in achieving its full potential is dependent on its ability to work effectively as a team. In a bestselling book called “The Five Dysfunctions of a Team”, Author and Organization Development Consultant Patrick Lencioni wrote: “Not finance, not strategy, not technology. It is teamwork that remains the ultimate competitive advantage both because it is so powerful and so rare.” It has been said that if a company can get all its employees rowing towards one direction, there is no reason why that company can’t reach its rightful destination. Rowing towards one direction however, is close to impossible because teams are made up of people who are imperfect, fallible and teams are inherently dysfunctional. In many organizations, politics and confusion are more the rule rather than the exception. Fortunately for us, the dysfunctions that hinder teams from working effectively together have been identified and found to be curable. Lencioni recommends that the following team fundamentals be pursued to help the team succeed: Fundamental #1: Build Trust Highly effective teams work in an environment where trust is strong. It happens when expectations are clear, communications are unhampered and the environment encourages expression of ideas, opinions and feelings. Fundamental #2: Mastering Conflicts In teams where expression of ideas is encouraged, conflict or contrasting opinions are likely to happen. Establishing norms that allow people to communicate honestly and yet respectfully creates an environment where problems are easily identified and solutions are presented without any damage to relationships. Fundamental #3: Strengthen Commitment Two factors are important in establishing strong commitment; buy-in and clarity. Buy in is the ability to RESPECT and align with a management decision whether or not you agree with it initially. Achieving clarity reflects on a team member’s ability to manifest behaviors that align with team decisions.
Fundamental #4: Build Accountability Successful teams have DISCIPLINE. They do not allow mediocrity to creep in to the organization. Individuals in the team ensures that everyone is doing his/her utmost for the team by keeping their promises, giving support and calling people’s attention when they demonstrate behaviors that are counterproductive to team. Fundamental #5: Focus on Results A team is able to set a goal for the whole organization and then rally the whole team towards achieving it. They feel the agony of defeat and celebrate success with much gusto. Because team members are accountable, committed, demonstrate open communication and trust the team to do its best. They are able to harness the team’s full ability to deliver the goods. Lencioni shared some formula for building these fundamentals. ExeQserve consultants studied the formula and successfully applied them to a number of companies who now enjoy stronger trust, productive collaboration, commitment, accountability and focus on results. The formula is not a training session but an intervention to help members of a team work more effectively together. This is the same intervention that we propose to facilitate for the team Striving to create a functional, cohesive team is one of the few remaining competitive advantages available to any organization looking for a powerful point of differentiation. High Performance Teams get more accomplished in less time than other teams because they avoid wasting time on the wrong issues and revisiting the same topics again and again. They also make higher quality decisions and stick to those decisions by eliminating politics and confusion among themselves and the people they lead. Finally, functional teams keep their best employees longer because "A" players rarely leave organizations where they are part of, or being lead by, a cohesive team.
The whole program is divided into four major segments: 1. Pre-workshop activities a. Reading of the “Five Dysfunctions of a Team” book by the Management Team b. Managers will take the MBTI or DISC personality test which will be used during the session. c. Administration of the Five Dysfunctions Test to determine the current team climate. d. Further customization based on the result of the climate survey. 2. 2-day Management Teambuilding a. The intention of this workshop is to prepare the management team to lead in a “new” team environment. The management team members need to recognize that they are part of the management team first and leaders of their respective sub-teams second. b. By the end of the two-day session, the team would have agreed on a number of norms intended to build cohesiveness and commitment among them that they can use as basis for aligning their respective subteams. 3. Post Workshop and Follow-through a. The Teambuilding Facilitators shall submit a comprehensive report detailing the following: i. Highlights of the workshop ii. Activity outputs and norms iii. Our observations iv. Recommendations for follow through b. Follow-through sessions that the Leadership may opt to facilitate themselves or have our facilitators coach
for a number of sessions.
2-Day Management Team Building Outline
Objectives: Time 2 hours Identify the five fundamentals necessary for team effectiveness Improve trust among team members Use productive conflict to enhance teamwork Achieve commitment on thematic goals and categorical objectives Create a culture of accountability Gauge ongoing success against its goals. Activity Overview and Assessment Overview of the five dysfunctions of teams Review of climate survey report Fundamental # 1: Building Trust · SLE: Landmines · Personal Histories Exercise · Behavioral Profile Exercise · Trust Review Fundamental # 2 Mastering Conflict · SLE: Blind Polygon · Conflict Profiling · Conflict Norming · Conflict Resolution Obstacles Objectives Identify the five values necessary for team effectiveness Improve trust among team members Know each other in a deeper sense to foster better understanding and trust Establish trust building norms Use productive conflict to enhance teamwork Know each one deals with conflict and make necessary adjustments in styles Establish rules of engagement in dealing with conflict situations Achieve commitment on thematic goals and categorical objectives Establish rules of engagement for meetings and other forms of team interaction Create a culture of accountability Establish norms for dealing with performance issues Gauge on-going success against team goals
4 to 5 hours
2 hours (depending on team dynamics) Fundamental # 3: Achieving Commitment · SLE: Footprints in the Sand · Commitment Clarification · Cascading Communication · Establishing a Thematic Goal Exercise · Rules of Engagement Fundamental # 4: Embracing Accountability · Team effectiveness exercise
2 to 3 hours
Fundamental # 5: Focusing on Results · SLE: Card Sorting · Establishment of a Team Scoreboard
Wrap up and Follow-up • Strategies for Overcoming the Five Dysfunctions • Cascading Communication Agreement • Personal Commitments • Closing Statement
Ensure follow-through of agreed upon action
ANNEX B: HIGH PERFORMANCE LEADERSHIP
If you want to build a high performance organization, you need to equip your managers and supervisors to build high performance teams. High performance teams are capable of delivering results; the individual members are accountable and committed to goals and strategies. There’s high quality communication that allow members to manage complexities, respond rapidly to the needs of the company and the customers, and make high quality decisions. These things don’t just happen. For high performance teams to form, Leaders must demonstrate positive behaviors that inspire members. Leaders must understand team development phases, respond to the needs at each stage and then ultimately bring the team to the high performance stage. Leaders need to be equipped to manage communication within the team and conduct effective coaching activities to help each member achieve his full potential. We put together a two-day workshop that will provide your leaders all the necessary tools in order to successfully build high performance teams. Our activities are highly engaging and we provide practical tools that are immediately useful when they return to the job. Your leaders will go home with Re-entry Action Plans from what they gathered in the training to ensure application of learning. This allows whoever is interested in their leadership growth to see their how they intend to use what they learned to build their very own high performance teams. Workshop Objectives By the end of the workshop, the learners would be able to:
Describe the needed transition from being a non-leader to that of a being a leader Demonstrate value-driven leadership Use vision to inspire employee performance Apply their roles as change leaders Use 360 degrees empowerment to lead at different angles Use techniques for keeping employees engaged
Supervisors and managers who are responsible for bringing employees performance to higher levels.
At ExeQserve, we appreciate your desire to build a high performance leadership culture and we recognize our responsibility in helping you get the most out of your investment. If you are up to it, we recommend a comprehensive solution that will help you achieve your objectives. Here’s how we propose to proceed:
Conduct an Executive Briefing
Before we sell the idea of high performance leadership to your managers and supervisors, we propose to present the whole concept to the company’s senior management in order to help them appreciate the program and understand their own roles in building high performance team leaders.
Leadership Skills Pre-workshop Self-Assessment and Briefing
The assessment helps the participants recognize their strengths and areas for improvement as leaders. The survey respondents (superiors, subordinates and peers) will be invited prior to the workshop to answer our questionnaire. The results will help the participants work on their individual leadership development plans during and after the workshop.
2-Day Leadership Workshop
The participants will attend a 16-hour or 2 days training that focuses entirely on building their leadership competence, facilitating teamwork and coaching. The participants will receive two workbooks from their facilitators. One contains all the lessons in the workshop and the other one is their Individual Leadership Development Plan workbook. After each module, the participants will be asked to collect their learning and decide on some action plans to apply what they’ve learned.
Post Workshop Report and Follow through Session
We shall submit a post workshop report one week after the learning event and hold a half-day follow through session after three months to reinforce the participants’ learning. The report and the follow through session is our way of helping you get the most out of your training investment.
Time Activities DAY 1 9:00 to 9:30 Introduction Opening Remarks House Rules Leveling of Expectations Ice Breaker Module 1: Stepping up to Leadership Leadership and High Performance Differentiating Leadership from Management o When to lead, When to manage o Getting to Level 5 o Embracing the qualities of high performance leadership Keys to high performance teamwork Know the course organization and apply house rules Process Objectives
9:30 to 12:00
Describe the needed transition from being a non-leader to that of a being a leader
1:00 to 6:00
Module 2: Value-driven Leadership Connecting leadership values with high performance Working with aligned teams Strengthening leadership credibility with values alignment DAY 2 Module 3: Leading through vision Establishing the high performance vision Co-creating roadmap towards the achievement of the vision Strengthening accountability for performance and behavior Module 4: Leading Change Change and high performance Applying Kotter’s model in facilitating change. Encouraging change through creativity and innovation Module 5: Leadership and Empowerment Empowerment and High Performance o 360 Empowerment Building trust, competence and confidence Module 6: Leading through engagement Employee engagement and high performance Motivating to improve engagement
Demonstrate value-driven leadership
9:00 to 11:00
Use vision to inspire employee performance
11:00 to 2:00
Apply their roles as change leaders
2:00 to 4:00
Use 360 degrees empowerment to lead at different levels
4:00 to 6:00
Use techniques for keeping employees engaged
ANNEX C:VISION, MISSION AND VALUES ALIGNMENT FOR LEADERS
Recent studies have shown that an organization is likely to achieve its goals if everyone in the organization sees it and can imagine the steps to get there. This is the reason why many companies craft their Vision, Mission and Core Values statements A company VMV generates a common goal, hope, and encouragement; offers a possibility for fundamental change; gives people a sense of control; gives a group something to move toward; and generates creative thinking and passion. Visionary Companies however are not defined merely by the statements they post on the wall, they are defined by the way employees by the company's core purpose and philosophies. The main aim of this program is to help managers of Your Company align their operations and their people. We devised various means to help them appreciate the concept, put them in the right context, review and redirect their actions towards becoming more consistent with the VMV. The participants will walk away from the program with renewed inspiration and a clear set of strategies for aligning their people’s performance and behaviors with what the organization need to be consistent with its vision mission and values. Our facilitators will use an integrative approach that include concept orientation, structured learning experiences, brainstorming and workshop to help participants appreciate and contextualize the key learning points of the program. Objectives: After the session, the participants are expected to; Describe the importance of vision, mission and values in aligning actions with organizational direction; Review and align operational strategies to be consistent with the company’s vision and mission; Identify opportunities for operationalizing the company’s mission; Align individual behaviors and performance with the company’s operating principles and values; and Create a re-entry action plan that will help them put their learning to action.
Time 8:30 to 9:00
Activity Introduction · Opening remarks · Icebreaker · Workshop framework and agenda Module 1: Getting alignment and Commitment · SLE: Destinations— This activity highlights the importance of symbiosis among members of the organization. It shows how despite differing personal goals, a company can succeed when everyone is aligned. · SLE: Electric Maze—This activity emphasizes that organizations succeed when people are committed to the goals and strategies.
Process Objectives Know the administrative details of the workshop
10:15 to 11:00
Describe the importance of alignment and commitment in pursuing the company’s vision, mission and values
11:00 to 12:00 1:00 to 2:00
2:00 to 3:00
Module 4: Your Company’s Values in Action · SLE: Values trading—This activity will help participants realize the importance of being consistent with one’s own values. · Appreciating one’s own values · SLE: Credo Memo—Activity will help participants contextualize the meaning of Your Company’s values in their day-to-day activities and will help them communicate these values to their employees. Module 3: Operationalizing the Mission · Appreciating the concept- what is “a” mission and what is “the” mission? · Workshop: How do we operationalize our mission?-Participants will review their activities and identify opportunities to direct them towards realizing the mission Module 2: Pursuing the Vision · Appreciating the concept · Reviewing Your Company’s Vision · Workshop: Team Purpose Triangle—this activity allows participants to review how they can realign their operational strategies with the company's vision. · Re-Entry Action Planning—Participants will come up with individual action plans on how they can communicate their learning to their staff and apply learning in the workplace.
Describe specific behaviors that are consistent with the company’s core values.
Describe opportunities for manifesting the mission in day-to-day operation.
3:15 to 5:00
· Identify initiatives for aligning strategies with vision.
5:00 to 6:00
· Apply learning to the workplace
ANNEX D: COMPANY-WIDE VMV-THEMED TEAM BUILDING WORKSHOP
Organizational alignment is an excellent demonstration of teamwork. It means everyone in the organization, subordinate personal interest to the interest of the team and see connection between organizational and personal success. Your Company’s long term success depends on the team’s ability to align members’ actions with the organization’s core values. A number of things must be done in order to make it happen. First, each member must see these values as the organization’s moral compass and as un-compromise-able tenets of performance and behavior. Next, they need to agree on what these values look like in action. Lastly, everyone must commit to aligning oneself by committing to actions that are aligned with the company’s core values. This workshop is being proposed to help your team members appreciate the importance of building a strong and aligned organizational culture. We divided this event in two parts to facilitate the following: Understand the importance of alignment and commitment to individual and organizational success Understanding and describing the company’s Vision, Mission and Values. We shall use highly interactive and experiential learning activities that will allow participants to respond to situations, draw learning from their experience and make decisions that will help them appreciate the importance of working as a team and aligning and committing to a common set of values.
We designed this program in such a way that we weaved the learning with the activities so that there is less need for activity processing. However, we recommend individual commitment setting towards the end of the program to help the participants identify and clarify individual roles and commitment to organizational success, OBJECTIVES After the session, the participants are expected to; · Identify Alignment and Commitment as key to team success · Describe actions and behaviors that are consistent with the company’s core values. · Make personal commitments in contributing to organizational alignment.
Time 8:30 to 9:00 Activity Introduction Opening remarks Icebreaker Workshop framework and agenda Module 1: Getting Alignment and Commitment Alignment and Commitment as key to team Success Appreciating alignment o Structured Learning Experience (SLE) : Destinations— This activity highlights the importance of symbiosis among members of the organization. It shows how despite differing personal goals, a company can succeed when everyone is aligned. Demonstrating Commitment o SLE: Electric Maze—This activity emphasizes that organizations succeed when people are committed to teamwork Module 2: Your Company Values in Action Understanding the concept of Values o SLEs: o Helium ring—Teamwork o Trust Fall - Loyalty and Family o Wacky Relay— Integrity and Honesty Professionalism o Card Sorting— Quality, Innovation and Creativity in action Rules of Engagement—Committing to values at work Module 3: Pursuing the mission and Vision SLE: Team Purpose Triangle – Identifying initiatives to contribute to mission and vision Re-Entry Action Planning Agreeing on a forward Agenda to apply learning in the workplace Closing Process Objectives Know the administrative details of the workshop
10:15 to 12:00
Describe the importance of alignment and commitment in achieving team success
1:00 to 4:00
Describe specific behaviors that are consistent with the company’s core values.
4:00 to 5:00
Align individual activities with company mission and vision Develop action plans to apply learning to the workplace
Annex E: Profile of Edwin Ebreo, Lead Consultant
Edwin C. Ebreo is the founder and President of ExeQserve, Corporation, an HR Solutions Company. He is also the company’s Head Consultant for Organization Development and Human Resource Development. Prior to establishing ExeQserve, Ed worked as HR Director/Manager for CheQ Systems, a Software Quality Engineering Company, Athena E-Services Group of Companies, a BPO company and PET Plans, a preneed company that had a diverse number subsidiaries that Ed was tasked to manage. During his stint with these companies, Ed was able to develop his expertise in managing the HR Department as a shared resource among groups of companies, handling no less than three companies at a time. He was also Head of Training for SPI Technologies, one of the largest, pioneering BPO companies in the Philippines. He also headed the training department of Philippine Seven Corporation, the local licensee of the 7-Eleven chain of convenience stores. He started working as a freelance Human resource and Organization Development Consultant on weekends at the early age of 28. He finally left full time HR Management practice 5 years ago to concentrate on consulting. He eventually setup ExeQserve Corporation in 2007 to cater to his growing clientele. His 15 years of experience helps Ed appreciate organizations and people from various industries and help them achieve their full potential through training and other HR-related interventions. As a Human Resource Management Development Consultant, Ed has helped several companies and government agencies establish their strategic HR management and development plans which include their strategies for recruitment. Ed has also designed and facilitated training on the following skill areas: Leadership and Management Coaching Performance Management Customer Service Creativity and Innovation Presentation Skills Time Management Personal Effectiveness Visioning Assertive Communication HR Management for Line Manager Problem Solving and Decision Making Managing Meetings Change Management Selling Team Building Strategic Planning Trainers’ Training.
He continues to customize programs to meet the unique needs of organizations. Ed is a passionate public speaker. He is an active member of Toastmasters Club with a norm of Advanced Communicator Silver. As a Toastmaster, he has helped establish clubs and mentored members to achieve their full potentials as public speakers and leaders. As a consummate HR Professional, Ed offers free on-line advice on career, human resource management, leadership and other topics through his popular blog “Anything HR by Ed” (http://anythinghr.blogspot.com) and Pinoy Career Coach (http://pinoycareercoach.blogspot.com ). Ed took up Mass Communication at New Era University and has completed various training programs that have helped him develop his competence in leading and training. His most important education is his experience as human resource development professional helping companies achieve their full potential through their people.
ANNEX F: CORPORATE PROFILE
EXEQSERVE Is a fast-rising Outsourced HR & OD Consulting and Services company. It was established on April 23, 2007 with Mr. Edwin C. Ebreo as President, Roel C. Hernandez, Eden I. Hernandez, Christopher V. Siena, and Benedicto C. Cruz as Members of the Board. Our Track Record We have successfully partnered with various companies in different industries to serve their varying HR and OD Needs. Following are just some of them: Recruitment – DHL, Champ Cargo, University of Perpetual Help, Salmat, Golden ABC (Penshoppe), Kalbe, Oce- Cannon, Jones Lang La Salle, Connell Brothers, Publicis, Diamond Rent-a-car , Getz Bros, Thakral One Training – Pepsi, Mega Publishing, Megawide Construction, DTSI, Yamaha, Manila Jockey Club, M Lhuillier, Shopwise, Maxicare, Magsaysay Lines, Davies, Hyundai, NNIT, Energy Development Corporation Human Resource and Organization Development – SEARCA, Silver Finance, Generali Philippines, Snapworx, Mobext, CheQ Systems, Hoya Glass Disk, Ensogo, Mega Publishing, Megawide Construction, Core Application Services, Rustan’s, Quinn Data Facilites Philippines, International Airline Services, Scribenet, Numlock, AFPMBAI OUR VISION To become a company of world-class HR professionals OUR MISSION We are committed to providing outstanding services to help companies build teams of high performing individuals OUR VALUES Teamwork Success can only be achieved through synergistic collaboration among members of our team. We value each of them as unique individuals, their trust, and their contribution in ensuring exeQserve’s delivery of quality service to our clients. Customer Intimacy We treat each organization as unique in terms of its business model, strategies and culture. We strive to work as closely as we can with our clients in finding ways to deliver the right products and services according to their needs. Pursuit of Excellence We know that excellent service can only come from people who pursue excellence. Our team members accept it as their personal responsibility to the company and to our clients to seek improvement in their knowledge, skills and performance. Creativity and Resourcefulness Our business requires that we think within the box as well as outside the box. We continually welcome and apply new ideas and technologies to aid us in serving our clients. Flexibility Our ultimate goal is to keep our customers satisfied. We go the extra mile, go beyond the boundaries of our job descriptions and defy conventions without breaking the rules in order to achieve this goal Fun We believe that happy employees are productive employees, hence we strive to include fun in our agenda no matter how busy we are and no matter how challenging the work is.