My second part is all about why I felt so inspired ka!
Moderating this session was a joy as I could ask what I wanted to know! Let me go by the keywords I got from his sharing na ka.
'People and Family'
At Sivatel, all staff working there are confirmed to be part of the 'Sivatel Family' so the management has ensured that the policies and implementation are along this 'family' philosophy. One example is its medical insurance has been maximized to allow for both in-patient and out-patient expenses, and for both the staff members and their immediate family members. As a medical doctor with health awareness and as an administrator with 'people-oriented', this practice sure confirms to his team the best welfare for their well-being.
Talking about staff with poor performances, Ajarn Apichati said we needed to assess ourselves what we could have done better to train them. With at least three opportunities for the person to be trained and improved, it would be then more justified to ask him/her to leave!
I also noticed that he talked about the customers much less frequently than about the caring Sivatel has for its team ka!
'Water'
He said he considered himself like 'water' (very Chinese thinking), not 'fire'. Water will always find its ways, which could sometimes be long and winding, to waterways like river or ocean and that to him means success in reaching his objectives/vision.
His character is also very warm and approachable….definitely far from being ‘fire’.
'Leadership'
When asked about his bosses, he cited two, one female and one male. The reasons were delicate negotiation skills and genuine empowerment. His female boss had her ways to gently convince other people when resistance was strong, making his project accepted and successfully implemented while his male boss empowered him to manage the project with strong support.
'Networking'
As it seems obvious that he reads a lot, I asked him how important reading was to him. He said he used to read a lot more but these days, networking by going out to meet and talk with people matters to him more. Even so, he still reads but more executive summaries.
I discussed it with my workshop team that this was because he has got a wealth of knowledge to the extent that more real-life experiences are needed. Those, me included, who haven't read much need to continue our reading muung ka!
'Lintegration'
The use of his 'Chinese traditions' and his previous experiences in different circles/sectors is the best example of being able to 'lintegrate'. He goes to each of the sections of his hotel on a daily basis to talk with the staff at their stations, asking how they're doing and how the business is at their respective bases, so similar to his previous ward rounds, I guess! This capability has enabled him to excel in various ways that could be different from others.
The discussion was lively with many questions from the participants (and one has asked me afterwards to seek his response to her question as time was limited!) I was thrilled to see a few foreign participants stood up to give a round of applause! They were, like me, very impressed and inspired!
After that, we divided the participants into 5 groups to visit different sections of the hotel from kitchen and wellness, to front desk, housekeeping, and marketing. The results showed that they did find the evidence to confirm Prof. Apichati's sharing, especially about the caring for the staff, which has driven them to be motivated and to excel in their performances.
I was also delighted to see that the participants understood how other sectors could become contributive to their thinking and education circle. It isn’t necessary to visit universities all the time ngai ka!
The feeling of being inspired is still hanging on my mind and heart until now!
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