Crave for recognition

Another thing I'm really happy to share is about a book and several examples ka.

I listened to a book summary entitled, 'Crave' by Gregg Lederman (2018) and I am quite like it to repeat listening for a few times already ka. Soundview editors voted as one of the 30 best business books of the year ka. 

Gallup’s “State of the American Workforce,” with over 31 million respondents shows that about two-thirds of the American workforce is not engaged. This figure has not changed in the last 18 years. A recent research on employees in the US revealed that 70% of employees wished they received more recognition while 65% of them said they weren’t recognized even once last year and 79% quit their jobs with lack of appreciation as a key reason. Moreover, 83% of leaders say they could do more to recognize others. 

Three keywords to remember for employee engagement are 'respect, purpose, and relationship' ka. The author mentioned about Gens Y and Z and how we need to understand what they crave for and in fact one big word to cover the three is, 'RECOGNITION' which should be linked with the desirable results of the organization. Bosses/supervisors need to try to notice what their team members have been doing to come up with some 'wow' actions or some worth recognizing deeds. They then have to recognize the persons one way or another....the frequency is to schedule time for at least '10 minutes to enhance employee motivation by Friday'. 

Three important steps are: 

1. Tell the ACTION to describe what the person did (behavior) that is worthy of being recognized.

2. CONNECT to a focus area like core values, customer service experience, etc. 

3. Share the IMPACT as a healthy gesture based on of respect and purpose. 

I also linked it with one exercise during a workshop I helped organize in Myanmar. A session was to talk with executives who were coached. One was very successful in her HR chief's role by means of a recognition project. We all had a little practice to write down one note recognizing whoever we wished to do in the workshop. 

It was a surprise that I too got several ka. Two from my own Thai experts team and that made me feel real good. One unexpected note was from a Lao representative from the Ministry of Education, and it reads: 

'Thank you for talking to me yesterday on the way from the airport that made me feel very comfortable and relax..............'

I then recalled that this lady and our group were to go to the hotel together on one same van. Our group didn't realize that and we came out much later after a baggage damage claim was completed. I saw her waiting for long and I started talking with her apologetically. Moreover, since she was the only foreigner on the van, I chatted with her a little more. I didn't think that it could turn to be some little things that made her feel very comfortable.

This also led me to think of my own team member back when I was at OHEC with much less powerpoint skill. I relied on one typist who was highly skilled to follow my imagination to create sets of ppt I assigned her to help. 

One day, I happened to be at her desk when she was tidying her drawer. There I saw that she kept a note with my handwriting at the bottom of her ppt work that said something like, 'love this ppt mak ka, thanks.' Admittedly, it surprised me at first and then I learned how little things meant so much to those who may not have got much credit in their work, both formally or informally.....this point was raised in "Crave" from the stats collected from the US too ka.

Awards are one good way to do it but people crave recognition many more than we realize ka. Do it more often informally sure is a great reward to people's hearts....and those who offer recognition, according to the book, also feel wonderful as it's a 'win-win' action for our brains to send happy signals ka.

Happy recognizing others na ka.

IaH and Leadership

Happy Monday na ka!

I was in Myanmar two weeks ago with SEAMEO RIHED and other experts to visit East Yangon University. The program was similar to other university visits with a chance to meet with students at its library in 'Human Rights Room'. 

There, the chief librarian gave us a briefing about the library management with about 40 students in the audience. After that, the Rector told us that it was almost exam time so it'd be great for each of us, the visitors, to say a little something for the students to be motivated. 

The Rector turned himself to be 'facilitator' to call on us, one by one. After one finished his/her little talk, he immediately changed his role to serve as 'translator' to summarize the key points to the students. A little more time was set aside for students to ask questions. We too asked students to reflect which was such a nice thing to do ka.

To us, it was much more meaningful than quite a number of sessions.... 

-  as students listened to what would be readily connected with them..... not sure if they knew what to expect though.

- when visitors had impromptu speeches that sounded more genuine.

- because the Rector showed his 'personal action' to create a learning environment cross-culturally for his students. 

- when the visit could maximize its benefits to a wider university community beyond a closed meeting room with visitors.

- since it gave a safe platform for students to practice English, to learn and ask questions. I think it could be like an excellent free-of-charge student advising session!

OHEC's director Lakhaka Dockiao said to me that, 'Pi Tip, this is really an IaH (Internationalization at Home) activity.' I couldn't agree more. We then discussed how impressive it was to see the Rector's leadership and his intention for students to be motivated and inspired by a simple short meeting ka.

Undoubtedly, with strong leadership, IaH and IZN will be made possible and highly beneficial for our university people, faculty, support teams, and students alike, to be real global citizens.

Questions popped up in my mind:

- Have we ever thought of 'directing' our foreign guests to meet with our students with such a purpose? Why and why not?

- Do we dare to break the traditions to offer such a forum for our students to benefit? Why and why not?

- Would our university presidents take lead like this Rector? Why and why not?

With 'why and why not', I'm sure we may see it's time to break some traditions ka. Following what this Rector has done, a few more activities could also be considered as part of IaH. Then, some form of systems could be put in place for continuous improvements and favorable results for our students who are our VIPs to care for, right?

Happy Monday ka. 

Depression

I had a chance to be involved in Thailand Internationalization Forum (TIF) co-hosted by OHEC and Fulbright Thailand yesterday. The topi was on 'Depression Decoded', which is really trendy ka. We got great speakers like Dr. Sorawit Wainipitapong  a psychiatrist from Chula med school,  Assoc. Prof. Arunya Tuicomepee  psychologist from the Faculty of Psychology, Chula, along with three invited speakers for a panel discussion.

Here are what I've learned:

- The best way to identify if it's time to see a doctor/psychiatrist is when we have the 7 following signs: feeling sad within self for over 2 weeks;  bored to the point that no matter what we do, it won't make us feel good feeling weak physically and psychologically; wanting to be away from others with no desire to meet or interact whatsoever; getting worried about every little thing; and being unable to recall the most recent time when we were happy.

- The best formula I think a lot about is, 'Chronic Happiness = Reality - Expectations'. Was discussing it with my niece too especially when thinking of Thais and Americans. I met most American Fulbrighters, if not all, who always had high expectations and so they tended to get disappointed easily while Thais, the older generations, didn't set expectations at all from our 'arai gor dai (anything is ok)' but it isn't so true with the M and A generations laew ka. 

With too many expectations, I seriously think that happiness could soar when expectations are met and disappointment could be far down below! Balance would be needed for us to be more calm when striking some balance too.

- The best approach to tackle depression is 'contextual'..... from the sharing of our 3 panelists who went through depression before and now are quite stable, they had their different background with differing support (parents, partners, strong inner self, etc.) and choices. In any case, practicing Buddhism like reading or taking some actions did help. 

- The best support to give to the depressed is not to ask 'why' while listening fully and confirming our readiness to be present to help.

- The best quote I like is, 'Depression is not a sign of weakness - it is a sign that you were trying to be strong too long.' (in question if it was Sigmund Freud's).....our awareness, understanding, and support are needed ka.

In fact, there were many more I got from this forum and I'm glad most participants stayed on till the end which could be considered quite unusual. Hope they could bring back to their respective universities to push for some kind of stronger support like setting up a center for students/staff who may suffer from depression or other mental illnesses. 

More hope has shone ka.

Any space in this world for the elderly

finally, I have more time to write kaa!

Lots are on my mind as the past two weeks was filled with different exposures and experiences. I now slowly recall several things I'd like to share ka.

The other week, I had a chance to go to KX building, owned by KMUTT. It was unusual to me in some ways from the location to the restaurant and companies. 

As I was walking to the elevator, I was saying to myself that this seemed to be my cross-cultural environment in my own province ka. It's great to learn about diversity by being a stranger in our own territory sometimes ka.

For its Eat Lab, it was fun to choose my meal electronically and to learn how the place measured customers' satisfaction, which was more accurate than surveys. 

I said to myself, 'Tougher and tougher to do business to delight customers jing jing!' and I sure have to speed to learn to be more and more comfortable with new digital tools in different forms. 

We had a little tour to several companies in the building and my sharing is about 

"G-Able" (IT and digital solutions for businesses). I not only was amazed about the services offered, I was also impressed with the flexible setup of the work space and the way they worked independently and collectively.

What was more? When looking at the team, I said to myself again ka....'My goodness, I was almost the oldest there.' The oldest we met was like early 40's!

I started to ask myself, 'Eventually, would there be any room for the more senior to work in such a business? What could be offered to the older ones and what merits could they bring to share?'

Time for our older ones to make sure we are the 'C' gen ka.... 'Connected' for us to work alongside synergistically with the younger, offering experiences they may need to learn!

To be a 'C', it's each and every senior to learn much harder to be more digital. Need to talk, see and mingle more to get what the world is like from the younger's perspectives......tough life for the elderly nidnueng but sanuk for sure na ka! 

Let's try to be Seniors in Trend na ka:))! Have thirst for learning as our tool to rid any cultural traditions especially 'face' to make our younger ones and country proud ka!

Does Thailand belong to the 'young world' like how I felt decades back in the US? 

Should I get worried for our country? I am ka especially when linking the changing patterns with some cultural traditions like sabai, seniority, and authority.

Wow to what the Sivatel Hotel can offer

Once again, I had a chance with a group of IPST science communication team to visit the Sivatel Bangkok Hotel (https://www.sivatelbangkok.com/). The first time was some years ago when a group of ASEAN participants and I learned how hotel business could be applicable to their university missions. Then, we met with Ajarn Apichati Sivayathorn who has been experienced as a medical doctor, a deputy dean of Siriraj med school, a senior administrator of a leading hospital to get a Thailand Quality Class award, and the hotel CEO.

This time, a few things have changed.

1. The topic was on branding and the timing couldn't have been more perfect as the hotel has just settled with its brand and purposes of existence. 

2. The CEO is Khun Alisara, Ajarn Apichati's daughter who never saw herself take over the business and has been doing it real well!

3. Sivatel has added various values into the overall operation, based on lots of learning Khun Alisara has acquired, tried, and shared. 

The reflections of the IPST group were all very positive. Some examples were: they food science was put into the full cycle of implementation, the hotel journey was clearly seen, its firm standing to do what it considered valuable was the true value well, one was glad to see the links of happy workplace and caring for employees like family members, stories can be in anything offered in the hotel, and one jokingly said he would love to get a job at this hotelJ!

Below is my learning ka:

- Nothing is easy as it needs over 3 years rebranding the hotel. Khun Alisara has to seek for the right brand through more learning on megatrends, happy workplace, waste management, and organic food costs, etc. Finally, the soul of the hotel has sparked clearly.

- Through the guidance of a right person who’s a key brand specialist, Khun Alisara has been able to pave a more solid ground of the hotel further, building on the base on Sustainable Economy Philosophy (SEP) and the directions on ‘being a clean, green, and smart hotel’ to the one that is’ the hotel of happiness and sharing’.

- Guidance is only part of the ‘self-assessment’. It took this capable lady some time to crystalize what the real hotel soul must be! Several keywords I jotted down were, ‘know self = brand purpose, sensible, clear positioning clear for sustainability’ to optimize the brand to the full 360 degree from the logo, character for staff recruitment, engagement with attitude over competence.

- Sivatel’s lintegration (link+integration) is admirable to make sure that ‘from farm to table’ isn’t just a nice yet hollow message to draw some particular groups of customers who prefer organic food. Her determination for people to have the right to safe organic food at affordable price has been a drive for her and the team to look for the right sources of food and farmers. The key people now know well where the quality ingredients are from and how!

- Farmers from different parts of the country have become the hotel’s valuable collaborators who can earn more income from getting high quality produce while having their strong networks to become sustainable. More importantly, I share the feeling of pride for offering safe food for others and naturally, their own families included.

- Happy workplace doesn’t look beautiful on paper. Rather, it’s brought about team activities that bond the team more closely to others. If any doesn’t feel they ‘buy-in’ to the hotel’s directions, they may not be fit to work there (win-win for both!) A key staff told me he too learns more how to access safe food and urges his own family to do it the right way.

How I was inspired could be measured ka! I still feel 'fin' (a Thai slang to show the high level of joy!)

Fin fin fin from the learning ka.