Tuesday, August 22, 2006
Entertainment and FUN
We all enjoyed, what a great celebration and FUN of Singing and do attraction on the STAGE........M...E...R...D...E...K...A.
Any Comments or Inputs are welcome
Department Heads served the Employees
Special occasion on the Independence Day 17 August 2006 in Quality Hotel Pekanbaru; All Department Heads served the Employees Lunch after the exciting GAMES done and the staff enjoyed their meal, only in this time the associates of the Quality Hotel Pekanbaru serves by the Managers including the General Manager also served them.
Any Comments or Inputs are welcome
Games to Celebrate
Independence means MERDEKA...MERDEKA...MERDEKA
Any Comments or Inputs are welcome
Games to Celebrate
Indonesian Traditional Game during Independence Day, every region usually they have they own special GAMES but this the Indonesian Common GAMES.
Any Comments or Inputs are welcome
Friday, August 18, 2006
A Critical Look at Chef Training
Our current shortage of experienced cooking staff is creating the situation where young and inexperienced cooks are being pushed into supervisory positions before they have the skills or the experience to handle these roles. Rapid expansion of the industry has caused supply and demand problems, and it has reached the point where it is now common for third and fourth year apprentices to be in charge of kitchen staff. This problem is made worse by business owners who deliberately try to save money by hiring apprentices to run their kitchens instead of fully qualified cooks.
On the surface, an opportunity for young people to progress at an early age may not seem such a bad thing, but in reality the reverse can be true. The stress of becoming the meat in a triple sandwich between the owner, staff and customer has caused a disturbing number of young cooks to rethink their careers and leave the trade.
I first pondered the problems of chefs in supervisory positions when I was a Trainee Hotel Manager in the late 60's. Then, as now, chefs had a reputation for bizarre human relations behaviour, and this was personally confirmed by being on the receiving end of some serious tantrums from the kitchen. The Manager at the time dismissed my queries regarding these incidents with such broad statements as: ‘All chefs are like that’ — a sentiment I have heard repeated many times over the years.
When you examine the training given to cooks during their apprenticeship there is a natural concentration on the technical skills of food preparation — after all, cooking is a craft trade. The problem is, when you take a person who has been educated to work in a creative way with inanimate objects and place them in charge of people who do not always behave predicably, open conflict and other forms of potentially destructive behaviour often result.
It was with interest that during several years spent as Training Manager of the Hilton Hotel Melbourne, I noticed similar problems occurring with some of the Hotel’s maintenance tradesmen. When they were placed in a supervisory position after receiving only technical training, the results were seldom satisfactory and the behaviour was similar as that I observed within the kitchen brigade.
The progression from trade through supervision to management is really a second apprenticeship. A few lucky people are natural leaders — of the rest, a fair percentage have the capacity to learn to be a good leader and the remainder should never be put in charge of other people. If you put a cook who has had no supervisory training in charge of others, there is a fair chance there they will have difficulties with staff handling. This can be frustrating in the extreme for them, and can lead to the point where their stress is relieved in a destructive manner — the infamous tantrum being a notable example.
Effective leadership requires a number of skills on in addition to those present at the end of a technical apprenticeship. Demonstration of performance in the basic cooking role does not automatically make the person ready for promotion. In fact, promotion often leads to the loss of a good cook and the gain of an ineffective Chef.
To learn appropriate leadership skills is not a terribly expensive or time consuming process; the education is available through outside training courses provided by independent training organisations like ours, or some hospitality colleges. To become good at them is another matter — like any skills, practice makes perfect, and proficiency can take time.
The growth of our industry is opening up opportunities for a new breed of ‘managing chefs’ to continue on a career path which was not previously available. Unfortunately, many cooks will never be able to take advantage of these new positions because they do not have the skills
Any Comments or Inputs are welcome
On the surface, an opportunity for young people to progress at an early age may not seem such a bad thing, but in reality the reverse can be true. The stress of becoming the meat in a triple sandwich between the owner, staff and customer has caused a disturbing number of young cooks to rethink their careers and leave the trade.
I first pondered the problems of chefs in supervisory positions when I was a Trainee Hotel Manager in the late 60's. Then, as now, chefs had a reputation for bizarre human relations behaviour, and this was personally confirmed by being on the receiving end of some serious tantrums from the kitchen. The Manager at the time dismissed my queries regarding these incidents with such broad statements as: ‘All chefs are like that’ — a sentiment I have heard repeated many times over the years.
When you examine the training given to cooks during their apprenticeship there is a natural concentration on the technical skills of food preparation — after all, cooking is a craft trade. The problem is, when you take a person who has been educated to work in a creative way with inanimate objects and place them in charge of people who do not always behave predicably, open conflict and other forms of potentially destructive behaviour often result.
It was with interest that during several years spent as Training Manager of the Hilton Hotel Melbourne, I noticed similar problems occurring with some of the Hotel’s maintenance tradesmen. When they were placed in a supervisory position after receiving only technical training, the results were seldom satisfactory and the behaviour was similar as that I observed within the kitchen brigade.
The progression from trade through supervision to management is really a second apprenticeship. A few lucky people are natural leaders — of the rest, a fair percentage have the capacity to learn to be a good leader and the remainder should never be put in charge of other people. If you put a cook who has had no supervisory training in charge of others, there is a fair chance there they will have difficulties with staff handling. This can be frustrating in the extreme for them, and can lead to the point where their stress is relieved in a destructive manner — the infamous tantrum being a notable example.
Effective leadership requires a number of skills on in addition to those present at the end of a technical apprenticeship. Demonstration of performance in the basic cooking role does not automatically make the person ready for promotion. In fact, promotion often leads to the loss of a good cook and the gain of an ineffective Chef.
To learn appropriate leadership skills is not a terribly expensive or time consuming process; the education is available through outside training courses provided by independent training organisations like ours, or some hospitality colleges. To become good at them is another matter — like any skills, practice makes perfect, and proficiency can take time.
The growth of our industry is opening up opportunities for a new breed of ‘managing chefs’ to continue on a career path which was not previously available. Unfortunately, many cooks will never be able to take advantage of these new positions because they do not have the skills
Any Comments or Inputs are welcome
Thursday, August 17, 2006
Indonesian Independence Day
All staff join the Rising Flag Ceremony by using their own Department Uniform
Any Comments or Inputs are welcome
Indonesian Independence Day
All Department Heads also must join, NO EXCURSES
Any Comments or Inputs are welcome
Whatever It Takes—The Keys to Unlocking a Can-Do Attitude
A faint but discernable dividing line separates achievers from dreamers. At first glance this line may be difficult to distinguish. You may be tricked into believing that talents, titles, or resources draw the line between the doers and dreamers. However, if you spent a significant length of time with a group of leaders, the line splitting the achievers from the dreamers would become crystal clear.
What makes the difference? Attitude. Achievers have a can-do attitude that sets them apart from mere dreamers. Achievers are sold out to success—no matter the obstacles—and they are willing to put forth the effort and pay the price of success.
In my days observing leaders, I have identified four main groups.
Cop-outs
These people set no goals and make no decisions.
Holdouts
These people have beautiful dreams, but they are afraid to respond to challenges because they lack the self-confidence to overcome difficulties.
Dropouts
These individuals clearly define their goals, and, in the beginning, they work hard to make their dreams come true. However, when the going gets tough, they quit.
All-Outs
These are the stars. They want to shine out as an inspiration to others. Once all-outs have set their goals, they never quit. Even when the price gets high and the challenges mount, they’re dedicated. Their can-do attitudes carry them to greatness.
Here are 10 keys to cultivating a can-do attitude.
Key #1: Disown Your Helplessness
Can-do people aggressively pursue solutions, and, in the process, uncover creative solutions others never even try to find. Can-do leaders take responsibility for the future, whereas lesser leaders blame circumstances or other people when facing roadblocks. Rather than wallowing in helplessness, can-do leaders search diligently to overcome the obstacles in front of them.
Key #2: Take the Bull By the Horns.
Can-do people are fearless. They go straight to the source of their solution. Their very effort commands attention as they wrestle a problem to the ground with expediency. I have discovered that people with a can-do attitude have an aggressiveness about them. They take the bull by the horns. When they enter into the arena of action, they don’t wait, they initiate.
Key #3: Enter the No Whining Zone.
Can-do people abstain from complaining. They recognize its futility and guard their minds and mouths against indulging in this time-wasting activity. As George Washington Carver observed, “Ninety-nine percent of failures come from people who have a habit of making excuses.”
Key #4: Put On Another’s Pair of Shoes.
Can-do people empathize with others. They attempt to see any predicament from the other person’s perspective in order to make the best decisions. In my book Winning with People, one the 25 People Principles is the Exchange Principle, which says that instead of putting others in their place, we must put ourselves in their place.
Leaders see the world from their perspective and others’ perspectives. They use their own perspective to give direction, and they use others’ perspectives to forge relational connection. Both direction and connection are indispensable to taking the team on a successful journey.
Key #5: Nurture Your Passion.
Can-do people are immune to burnout. They love what they do because they’ve learned how to fuel the fire that keeps them moving. In leadership, the prize is not given to the person who’s the smartest, nor to the person with the advantages in resources and position, but the prize goes to the person with passion.
Key #6: Walk the Second Mile.
Can-do people exceed expectations. While others settle for an acceptable solution, they aren’t satisfied until they have achieved the unimagined. They set expectations for themselves higher than what is dictated by the people or situations around them.
Key #7: Quit Stewing and Start Doing.
Can-do people take action. While others are crippled by worry, fear, and anxiety, they have the fortitude to press forward. The perfect moment when all is safe and assured may never arrive, so why wait for it? Can-do leaders take risks.
Key #8: Go With the Flow.
Can-do people can adjust to change. They don’t get caught griping about an unexpected curve in the road. They accept transition with an optimistic outlook. They realize it’s less important what happens TO them, than it is what happens IN them.
Key #9: Follow Through to the End.
Can-do people not only initiate, they finish. They are self-starters with the capacity to close the deal.
Key #10: Expect a Return as a Result of Your Commitment.
If you make an all out commitment with a can-do attitude, expect a return. Passionate commitment is contagious, and resources follow resolve. Committed leaders will reap rewards and find open doors as others are drawn to the excitement and energy emanating from them.
Any Comments or Inputs are welcome
What makes the difference? Attitude. Achievers have a can-do attitude that sets them apart from mere dreamers. Achievers are sold out to success—no matter the obstacles—and they are willing to put forth the effort and pay the price of success.
In my days observing leaders, I have identified four main groups.
Cop-outs
These people set no goals and make no decisions.
Holdouts
These people have beautiful dreams, but they are afraid to respond to challenges because they lack the self-confidence to overcome difficulties.
Dropouts
These individuals clearly define their goals, and, in the beginning, they work hard to make their dreams come true. However, when the going gets tough, they quit.
All-Outs
These are the stars. They want to shine out as an inspiration to others. Once all-outs have set their goals, they never quit. Even when the price gets high and the challenges mount, they’re dedicated. Their can-do attitudes carry them to greatness.
Here are 10 keys to cultivating a can-do attitude.
Key #1: Disown Your Helplessness
Can-do people aggressively pursue solutions, and, in the process, uncover creative solutions others never even try to find. Can-do leaders take responsibility for the future, whereas lesser leaders blame circumstances or other people when facing roadblocks. Rather than wallowing in helplessness, can-do leaders search diligently to overcome the obstacles in front of them.
Key #2: Take the Bull By the Horns.
Can-do people are fearless. They go straight to the source of their solution. Their very effort commands attention as they wrestle a problem to the ground with expediency. I have discovered that people with a can-do attitude have an aggressiveness about them. They take the bull by the horns. When they enter into the arena of action, they don’t wait, they initiate.
Key #3: Enter the No Whining Zone.
Can-do people abstain from complaining. They recognize its futility and guard their minds and mouths against indulging in this time-wasting activity. As George Washington Carver observed, “Ninety-nine percent of failures come from people who have a habit of making excuses.”
Key #4: Put On Another’s Pair of Shoes.
Can-do people empathize with others. They attempt to see any predicament from the other person’s perspective in order to make the best decisions. In my book Winning with People, one the 25 People Principles is the Exchange Principle, which says that instead of putting others in their place, we must put ourselves in their place.
Leaders see the world from their perspective and others’ perspectives. They use their own perspective to give direction, and they use others’ perspectives to forge relational connection. Both direction and connection are indispensable to taking the team on a successful journey.
Key #5: Nurture Your Passion.
Can-do people are immune to burnout. They love what they do because they’ve learned how to fuel the fire that keeps them moving. In leadership, the prize is not given to the person who’s the smartest, nor to the person with the advantages in resources and position, but the prize goes to the person with passion.
Key #6: Walk the Second Mile.
Can-do people exceed expectations. While others settle for an acceptable solution, they aren’t satisfied until they have achieved the unimagined. They set expectations for themselves higher than what is dictated by the people or situations around them.
Key #7: Quit Stewing and Start Doing.
Can-do people take action. While others are crippled by worry, fear, and anxiety, they have the fortitude to press forward. The perfect moment when all is safe and assured may never arrive, so why wait for it? Can-do leaders take risks.
Key #8: Go With the Flow.
Can-do people can adjust to change. They don’t get caught griping about an unexpected curve in the road. They accept transition with an optimistic outlook. They realize it’s less important what happens TO them, than it is what happens IN them.
Key #9: Follow Through to the End.
Can-do people not only initiate, they finish. They are self-starters with the capacity to close the deal.
Key #10: Expect a Return as a Result of Your Commitment.
If you make an all out commitment with a can-do attitude, expect a return. Passionate commitment is contagious, and resources follow resolve. Committed leaders will reap rewards and find open doors as others are drawn to the excitement and energy emanating from them.
Any Comments or Inputs are welcome
TAKING CHARGE
In Indiana, basketball is more than a game—it’s a religion. In small towns in particular, basketball permeates every aspect of life. Important victories become stories of legend, and star players are treated as gods.
In these rural towns, the local basketball coach operates under the microscopic eyes of the entire community. Worshipped for winning and demonized after defeats, a high school basketball coach in Indiana is endlessly scrutinized and second-guessed—especially when the coach is new.
20 years ago, the movie Hoosiers centered upon one coach and one Indiana town’s struggles to adjust to one another. Stepping into new surroundings, Norman Dale, played by Gene Hackman, faces the remarkable pressure and intense challenges of coaching the small-town Hickory Huskers.
In his article “Taking Charge,” featured on www.Govexec.com, Michael Watkins looks at the potential hazards awaiting leaders coming into new, high-pressure positions. His observations echo many of the trying circumstances that confront Coach Norman Dale in Hoosiers.
ATTEMPTING TOO MUCH
Norman Dale’s coaching philosophy requires his team to patiently await high percentage opportunities to score. When his team is too impatient to adopt his system, Coach Dale mandates that they must make 5 passes each offensive series before attempting a shot at the basket. When one player defies this order, Coach Dale pulls him out of the game. A shouting match erupts between player and coach, the town is embarrassed by its team’s play, and Coach Dale is nearly fired as a result. In the end, Norman Dale’s patient style of play proves its merit, but his inability to implement it smoothly nearly alienates his players and costs him his job.
New leaders bring fresh insights and new ways of doing things, but they must manage relationships while making changes. The team may become confused or overloaded during a wholesale transition if the leader does not personally make the effort to relate to them. Remember: people don’t care how much you know until they know how much you care.
SETTING UNREALISTIC EXPECTATIONS
“There's a tradition in tournament play- not talk about the next step until you've climbed the one in front of you. I'm sure going to the state finals is beyond your wildest dreams, so let's just keep it right there.” ~ Coach Norman Dale in Hoosiers
New leaders want to prove themselves and make an early impression. With this aim, they will at times fall prey to the trap of making absurd predictions. Setting the bar too high breeds the negative consequences of either burnout or hopelessness among a team. Like Coach Dale, leaders would be wise to focus on achievable and measurable short-term goals prior to tackling their ultimate dreams for the future.
Any Comments or Inputs are welcome
In these rural towns, the local basketball coach operates under the microscopic eyes of the entire community. Worshipped for winning and demonized after defeats, a high school basketball coach in Indiana is endlessly scrutinized and second-guessed—especially when the coach is new.
20 years ago, the movie Hoosiers centered upon one coach and one Indiana town’s struggles to adjust to one another. Stepping into new surroundings, Norman Dale, played by Gene Hackman, faces the remarkable pressure and intense challenges of coaching the small-town Hickory Huskers.
In his article “Taking Charge,” featured on www.Govexec.com, Michael Watkins looks at the potential hazards awaiting leaders coming into new, high-pressure positions. His observations echo many of the trying circumstances that confront Coach Norman Dale in Hoosiers.
ATTEMPTING TOO MUCH
Norman Dale’s coaching philosophy requires his team to patiently await high percentage opportunities to score. When his team is too impatient to adopt his system, Coach Dale mandates that they must make 5 passes each offensive series before attempting a shot at the basket. When one player defies this order, Coach Dale pulls him out of the game. A shouting match erupts between player and coach, the town is embarrassed by its team’s play, and Coach Dale is nearly fired as a result. In the end, Norman Dale’s patient style of play proves its merit, but his inability to implement it smoothly nearly alienates his players and costs him his job.
New leaders bring fresh insights and new ways of doing things, but they must manage relationships while making changes. The team may become confused or overloaded during a wholesale transition if the leader does not personally make the effort to relate to them. Remember: people don’t care how much you know until they know how much you care.
SETTING UNREALISTIC EXPECTATIONS
“There's a tradition in tournament play- not talk about the next step until you've climbed the one in front of you. I'm sure going to the state finals is beyond your wildest dreams, so let's just keep it right there.” ~ Coach Norman Dale in Hoosiers
New leaders want to prove themselves and make an early impression. With this aim, they will at times fall prey to the trap of making absurd predictions. Setting the bar too high breeds the negative consequences of either burnout or hopelessness among a team. Like Coach Dale, leaders would be wise to focus on achievable and measurable short-term goals prior to tackling their ultimate dreams for the future.
Any Comments or Inputs are welcome
IMPLEMENTING IDEAS
In the early 1900s, the use of ether as anesthesia during surgery was a common practice in the medical profession. However, ether was a safety concern due to its highly flammable nature and its tendency to nauseate patients and induce vomiting.
In 1921, a small town physician in Pennsylvania, Dr. Evan O’Neill Kane, had an idea to avoid the use of ether by employing milder and less dangerous agents to locally anesthetize patients. Initially, Dr. Kane was unable to rally support for his idea among his fellow surgeons. Undaunted, Dr. Kane set out to prove to the medical community the safety and benefits of local anesthesia.
While three fellow doctors looked on, Dr. Kane propped himself upon an operating table and arranged a mirror to point at his abdomen. He then self-administered a local anesthetic and amazingly proceeded to make an incision on his abdomen to remove his own appendix! The self-surgery was a success, and Dr. Kane quickly recovered, having gained newfound support for his ideas as news of the procedure spread throughout the medical community.
Ideas are the lifeblood of an organization. They are the currency of a company. Inventive products, innovative services, and improved approaches all stem from creative ideas. Sadly, many ideas are never carried out, since the person generating the idea is unable to court the support of co-workers or persuade key decision-makers to adopt the idea.
Like the courageous Dr. Kane, a leader must be a champion of good ideas. A leader must crusade for their implementation and persuade others of their merit. In his June 2006 article for Fast Company, Michael A. Prospero discusses how leaders can learn the skills needed to propel their ideas into reality.
Plan for resistance
Big ideas are precursors for big changes, and many people are scared of transition and averse to risk. Analyze the implications of the idea and be prepared to speak persuasively, confidently, and reassuringly about the benefits of the idea.
Take the high ground
Not all opinions are equal when it comes to earning support of an idea. In any organization, there are select individuals with a higher proportion of influence. Identify these stakeholders and give them priority when communicating an idea.
Chill out but don’t sell out
A danger faced by idea generators is to guard their original idea so closely that no one else can touch it. A leader may be tempted to allow pride to block improvements and positive modifications suggested by others. Leaders must remember that it’s more important to hone a great idea than to own a great idea.
On the opposite extreme, great ideas are seldom the products of complete consensus. Tweaking an idea so that all parties are happy may rob an idea of its impact and render it ineffective. Leaders need to discern when to lobby against changes that threaten to dilute their idea.
Any Comments or Inputs are welcome
In 1921, a small town physician in Pennsylvania, Dr. Evan O’Neill Kane, had an idea to avoid the use of ether by employing milder and less dangerous agents to locally anesthetize patients. Initially, Dr. Kane was unable to rally support for his idea among his fellow surgeons. Undaunted, Dr. Kane set out to prove to the medical community the safety and benefits of local anesthesia.
While three fellow doctors looked on, Dr. Kane propped himself upon an operating table and arranged a mirror to point at his abdomen. He then self-administered a local anesthetic and amazingly proceeded to make an incision on his abdomen to remove his own appendix! The self-surgery was a success, and Dr. Kane quickly recovered, having gained newfound support for his ideas as news of the procedure spread throughout the medical community.
Ideas are the lifeblood of an organization. They are the currency of a company. Inventive products, innovative services, and improved approaches all stem from creative ideas. Sadly, many ideas are never carried out, since the person generating the idea is unable to court the support of co-workers or persuade key decision-makers to adopt the idea.
Like the courageous Dr. Kane, a leader must be a champion of good ideas. A leader must crusade for their implementation and persuade others of their merit. In his June 2006 article for Fast Company, Michael A. Prospero discusses how leaders can learn the skills needed to propel their ideas into reality.
Plan for resistance
Big ideas are precursors for big changes, and many people are scared of transition and averse to risk. Analyze the implications of the idea and be prepared to speak persuasively, confidently, and reassuringly about the benefits of the idea.
Take the high ground
Not all opinions are equal when it comes to earning support of an idea. In any organization, there are select individuals with a higher proportion of influence. Identify these stakeholders and give them priority when communicating an idea.
Chill out but don’t sell out
A danger faced by idea generators is to guard their original idea so closely that no one else can touch it. A leader may be tempted to allow pride to block improvements and positive modifications suggested by others. Leaders must remember that it’s more important to hone a great idea than to own a great idea.
On the opposite extreme, great ideas are seldom the products of complete consensus. Tweaking an idea so that all parties are happy may rob an idea of its impact and render it ineffective. Leaders need to discern when to lobby against changes that threaten to dilute their idea.
Any Comments or Inputs are welcome
BOOK REVIEW
"Hope: How Triumphant Leaders Create the Future"
By Andrew Razeghi (Jossey-Bass, 2006)
I can't be late
'Cause then I guess I just won't get paid
These are the days
When you wish your bed was already made
It's just another manic Monday
I wish it was Sunday
'Cause that's my fun day
My “I don't have to run” day
It's just another manic Monday
~ Lyrics from Manic Monday by the Bangles
Apparently, The Bangles aren’t the only ones dreading Monday. The National Employee Benchmarking Study has found that 80% of all U.S. workers do not plan to be with their current employers in 2 years. Alarmingly, most exiting employees cite leadership deficiency as one of their primary reasons for going elsewhere.
Presently, workers are switching jobs and careers like never before. Today’s employees crave meaning and increasingly search for a cause to believe rather than a compensation package to receive.
In Hope, Andrew Razeghi voices what he believes to be a timely message for leaders—bestow hope upon those you lead and give them a reason to believe. According to Razeghi, “Triumphant leaders—hopeful leaders—communicate meaning by virtue of their beliefs.” As he writes in Chapter 2, “While we tolerate those who appeal to our intellect, we follow those who appeal to our beliefs.”
Throughout the book, Razeghi explores the quality of hope in a leader and the benefits hope affords. Through interviews with top CEO’s, examples from history, evidence from science, and his own experiences, Razeghi builds a compelling case for the desirability of hope.
Abounding with quotes and images, the book seems to be about two-thirds illustrations and one-third prose, which makes for an enjoyable read. The first half of the book lays out the advantages of hope, whereas the second half focuses on specific beliefs and strategies for cultivating and applying hope.
LW subscribers should read slowly through the chapters on belief, 3 and 9, which are particularly valuable. In chapter 13, Razeghi discusses how to best communicate hope (through storytelling and images), a style he effectively employs in Hope.
When the road is dark, leaders need an inner light to give them guidance. When the team is down, a leader needs to communicate an unswerving believe that better days are ahead. In Hope, Razeghi paints memorable moments of hope triumphing over adversity, and his book will be an inspiration for those looking to leverage hope in their leadership.
Quotes from Hope:
“Triumphant leaders engage not only the heads but also the hearts of those who look to them for leadership.”
“Hope reduces inhibitions, and reduced inhibitions unleash creativity.”
“Wishful thinking will get you nowhere, but hopeful thinking will take you everywhere.”
“Create a culture of believers, and you will create an organization more resilient, more courageous, and more ably equipped to manage through ambiguity, around fear, and into the future.”
Any Comments or Inputs are welcome
By Andrew Razeghi (Jossey-Bass, 2006)
I can't be late
'Cause then I guess I just won't get paid
These are the days
When you wish your bed was already made
It's just another manic Monday
I wish it was Sunday
'Cause that's my fun day
My “I don't have to run” day
It's just another manic Monday
~ Lyrics from Manic Monday by the Bangles
Apparently, The Bangles aren’t the only ones dreading Monday. The National Employee Benchmarking Study has found that 80% of all U.S. workers do not plan to be with their current employers in 2 years. Alarmingly, most exiting employees cite leadership deficiency as one of their primary reasons for going elsewhere.
Presently, workers are switching jobs and careers like never before. Today’s employees crave meaning and increasingly search for a cause to believe rather than a compensation package to receive.
In Hope, Andrew Razeghi voices what he believes to be a timely message for leaders—bestow hope upon those you lead and give them a reason to believe. According to Razeghi, “Triumphant leaders—hopeful leaders—communicate meaning by virtue of their beliefs.” As he writes in Chapter 2, “While we tolerate those who appeal to our intellect, we follow those who appeal to our beliefs.”
Throughout the book, Razeghi explores the quality of hope in a leader and the benefits hope affords. Through interviews with top CEO’s, examples from history, evidence from science, and his own experiences, Razeghi builds a compelling case for the desirability of hope.
Abounding with quotes and images, the book seems to be about two-thirds illustrations and one-third prose, which makes for an enjoyable read. The first half of the book lays out the advantages of hope, whereas the second half focuses on specific beliefs and strategies for cultivating and applying hope.
LW subscribers should read slowly through the chapters on belief, 3 and 9, which are particularly valuable. In chapter 13, Razeghi discusses how to best communicate hope (through storytelling and images), a style he effectively employs in Hope.
When the road is dark, leaders need an inner light to give them guidance. When the team is down, a leader needs to communicate an unswerving believe that better days are ahead. In Hope, Razeghi paints memorable moments of hope triumphing over adversity, and his book will be an inspiration for those looking to leverage hope in their leadership.
Quotes from Hope:
“Triumphant leaders engage not only the heads but also the hearts of those who look to them for leadership.”
“Hope reduces inhibitions, and reduced inhibitions unleash creativity.”
“Wishful thinking will get you nowhere, but hopeful thinking will take you everywhere.”
“Create a culture of believers, and you will create an organization more resilient, more courageous, and more ably equipped to manage through ambiguity, around fear, and into the future.”
Any Comments or Inputs are welcome
LISTENING
“The ear of the leader must ring with the voices of the people."
~ Woodrow Wilson
“Listening is a magnetic and strange thing, a creative force. The friends who listen to us are the ones we move toward. When we are listened to, it creates us, makes us unfold and expand.”
~ Karl Menninger
“Nature gave us one tongue and two ears so we could hear twice as much as we speak.”
~ Epictetus
Any Comments or Inputs are welcome
~ Woodrow Wilson
“Listening is a magnetic and strange thing, a creative force. The friends who listen to us are the ones we move toward. When we are listened to, it creates us, makes us unfold and expand.”
~ Karl Menninger
“Nature gave us one tongue and two ears so we could hear twice as much as we speak.”
~ Epictetus
Any Comments or Inputs are welcome
OM Namo Shiva-ya OM
Hamba bersujud kepadaMU Hyang Widhi dalam perwujudan segabai Dewa SHIVA
Any Comments or Inputs are welcome
Narayana - VISHNU
Om Sri VISHNU panjaram Khrodanam
Padma Uttaram sapta lokhanam indriam
Padmanam Padma Uttaram
VISHNU Khrodam Durgamayam
VISHNU Murti Bhuttamayam
Khrodanam Padma Uttaram
Ong Ong VISHNAWE Namah
Any Comments or Inputs are welcome
Life long lerning.
All beginnings are difficult to be achieved!
It starts with a good idea.
The short courses offered by the CDI are unique. As far as I know, there is no school in Indonesia that is offering this kind of short courses. Most employees need to get knowledge that will help them to grow in their career but they do not have the time it free themselves from work for more than one week.
As an employee you cannot expect that the hotel is paying for all the investment into your career. But the hotel can help you by let you pay in installments.
You can also safe for the courses an pay cash and you will get an other rebate of 5%. You can pay when register and you can get 10% rebate. (6 month in advance)
We want to make these courses affordable to all hotel employees who want to advance in their career.
“ A life long learning”, this is our idea for growing and staying in business. Or making and keeping yourself “Employable”.
It requires money to implement ideas but if you do not have that “kind of money” it requires creativity.
When we started with some short courses in 2002, we learned that even with a small advertisement in the newspaper and a hotel supporting our idea we hardly could get participants. So we could conclude that we need a lot of money to advertise these courses every year.
A school is a product like any service you want to sell, you need to advertise. It requires a lot of money. We are developing so many products and finance them “organically” and this means we do not have much money available to advertise. So we came up with the unique idea to let Choice Hotel Employees to become sales agents and if they bring participants to the course then they will get it as an award for free. So if you get 4 paying participants you are getting one course for free.
We shall also have a membership and if you bring 5 Members than your membership will be free for the current year.
We shall produce promotion material and will forward it to the HRD Department of each hotel and you can get it from there and use it as a sales person. As you know these courses are also sold to outside hotel employees. We are a public institution and anybody can join. The membership will bring a lot of benefits. The benefits will be described und “Membership”
The first courses will be conducted in August for Department Head Cross Training and for basic ranks and supervisors in October.
In one town you can have one course provided you will have 12 paying students. If your hotel can produce 12 paying students then the course can be in your hotel. If one hotel is organizing the courses they can get for 12 paying students they can get 3 free and to contra with us against free room and food for the teacher they can get an other 2 free. So pay for 12 and get 17 Seats. Each class can have no more than 25 students. The hotel can choose the 2 students they want to sponsor or they can give the benefits to the students and instead that each would have to pay Rp. 1.000.000 the hotel can share it and pay Rp. 12.000.000/17= Rp. 750.000 only. This is fully up to the hotel. It can also give the 2 seats for contra to two individuals. The exact price will be published for each course soon. We are now doing budgets and costing.
Our short courses for 2006
The Supervisor.
This course is for basic ranking file employees. Such as waiters, cooks, stewards and maids, floor supervisors, front office agents, accountants.
It is for people who want to become supervisors. As you might have noticed hard working people are getting promoted but a promotion does not just mean that they just keep on hard working, it requires more knowledge. As a supervisor you are in charge of a small group of people. You have to lead them, handle their problems and train them. If you lead and train them well you will benefit from their “good and hard working.” You will be promoted to the next level. So it is worse while to train and show good leadership.
As you can see, the captain or the chef de parties, the floor supervisor’s job is very different from “just working”. We shall give preference to people who also have the education for a promotion. This investment will help you to move up the leader. The price of this course will be Rp.1.000.000. per person.
The courses will be in October exact date and time will be published. It can be conducted in every hotel provided you will get 12 paying students.
Cross Departmental Training Courses
Front Office
Housekeeping
Accounting
Food and Beverages
Sales and Marketing.
These courses are for Department Heads who want to become Executive Assistant and eventually General Manager. Let’s say you are a front office manager you will need to get good knowledge about other departments. In order to qualify to the GM School you must have to attend all these courses except the Front Office course. The location for these courses will be where we have most applicants. If you can get 12 paying students it could be at your hotel or in your city. The price of these course will be Rp.1.000.000
Leadership for result.
This is a program for supervisors who want to qualify to become a Department Head. It will teach about how to plan and how to lead a department. How to motivate your associates to excel their performance. This course will be in October.
Membership
To be entitled for a free course by selling the course to other participants you must become a member of the “Life long learning club” This will bring you a lot of additional benefits. Let’s say during the next few month you will bring 8 people to attend one course you will get a total of two courses free. This will be credit to your account and you can use it for future courses you wish to attend.
The membership will be Rp. 90.000 per year, but if you bring 5 new paying members than your membership will be free.
If you as a member attend one course per year than in future you do not need to pay for membership.
We are developing a Website and it will give you all the information you require. The “Life long learning club” will be a fully digital.
The first registering 30 members will be free. The next 30 members will get it for Rp. 45.000. So it is worse while to act fast. It shows that procrastination does not pay. Send your name and position, as well Email address to:
XXXXXXXXXX
In future this website will also have a section for Job opportunities in Indonesia and in other countries. This will become your page when ever you are looking for an advancement or an other job.
Plus it has a section where you might find your “Sweet Heart” who is working in the hotel industry.
You will get regular news letters who will give you the latest information about the development of the hotel and tourism industry in Indonesia and in other countries.
Next year program ready by September 2006
We designed about 120 different courses. We however cannot start with all of them at the same time. That is why we start in 2005 with 3 basic programs. Depending on demand we shall repeat these courses.
For the Year 2007 we see that we shall have at least 10 different kind of courses to offer. So watch out for the September 2006 for the 2007 Program.
The advantage of being a Choice Hotels Associate.
Choice Hotels Indonesia is the founder of the CDI and Choice Hotels Indonesia Associates will get the benefits of getting special benefits. Such us becoming a representative for the CDI courses. Newsletters and all the many benefits listed under membership above.
Any Comments or Inputs are welcome
It starts with a good idea.
The short courses offered by the CDI are unique. As far as I know, there is no school in Indonesia that is offering this kind of short courses. Most employees need to get knowledge that will help them to grow in their career but they do not have the time it free themselves from work for more than one week.
As an employee you cannot expect that the hotel is paying for all the investment into your career. But the hotel can help you by let you pay in installments.
You can also safe for the courses an pay cash and you will get an other rebate of 5%. You can pay when register and you can get 10% rebate. (6 month in advance)
We want to make these courses affordable to all hotel employees who want to advance in their career.
“ A life long learning”, this is our idea for growing and staying in business. Or making and keeping yourself “Employable”.
It requires money to implement ideas but if you do not have that “kind of money” it requires creativity.
When we started with some short courses in 2002, we learned that even with a small advertisement in the newspaper and a hotel supporting our idea we hardly could get participants. So we could conclude that we need a lot of money to advertise these courses every year.
A school is a product like any service you want to sell, you need to advertise. It requires a lot of money. We are developing so many products and finance them “organically” and this means we do not have much money available to advertise. So we came up with the unique idea to let Choice Hotel Employees to become sales agents and if they bring participants to the course then they will get it as an award for free. So if you get 4 paying participants you are getting one course for free.
We shall also have a membership and if you bring 5 Members than your membership will be free for the current year.
We shall produce promotion material and will forward it to the HRD Department of each hotel and you can get it from there and use it as a sales person. As you know these courses are also sold to outside hotel employees. We are a public institution and anybody can join. The membership will bring a lot of benefits. The benefits will be described und “Membership”
The first courses will be conducted in August for Department Head Cross Training and for basic ranks and supervisors in October.
In one town you can have one course provided you will have 12 paying students. If your hotel can produce 12 paying students then the course can be in your hotel. If one hotel is organizing the courses they can get for 12 paying students they can get 3 free and to contra with us against free room and food for the teacher they can get an other 2 free. So pay for 12 and get 17 Seats. Each class can have no more than 25 students. The hotel can choose the 2 students they want to sponsor or they can give the benefits to the students and instead that each would have to pay Rp. 1.000.000 the hotel can share it and pay Rp. 12.000.000/17= Rp. 750.000 only. This is fully up to the hotel. It can also give the 2 seats for contra to two individuals. The exact price will be published for each course soon. We are now doing budgets and costing.
Our short courses for 2006
The Supervisor.
This course is for basic ranking file employees. Such as waiters, cooks, stewards and maids, floor supervisors, front office agents, accountants.
It is for people who want to become supervisors. As you might have noticed hard working people are getting promoted but a promotion does not just mean that they just keep on hard working, it requires more knowledge. As a supervisor you are in charge of a small group of people. You have to lead them, handle their problems and train them. If you lead and train them well you will benefit from their “good and hard working.” You will be promoted to the next level. So it is worse while to train and show good leadership.
As you can see, the captain or the chef de parties, the floor supervisor’s job is very different from “just working”. We shall give preference to people who also have the education for a promotion. This investment will help you to move up the leader. The price of this course will be Rp.1.000.000. per person.
The courses will be in October exact date and time will be published. It can be conducted in every hotel provided you will get 12 paying students.
Cross Departmental Training Courses
Front Office
Housekeeping
Accounting
Food and Beverages
Sales and Marketing.
These courses are for Department Heads who want to become Executive Assistant and eventually General Manager. Let’s say you are a front office manager you will need to get good knowledge about other departments. In order to qualify to the GM School you must have to attend all these courses except the Front Office course. The location for these courses will be where we have most applicants. If you can get 12 paying students it could be at your hotel or in your city. The price of these course will be Rp.1.000.000
Leadership for result.
This is a program for supervisors who want to qualify to become a Department Head. It will teach about how to plan and how to lead a department. How to motivate your associates to excel their performance. This course will be in October.
Membership
To be entitled for a free course by selling the course to other participants you must become a member of the “Life long learning club” This will bring you a lot of additional benefits. Let’s say during the next few month you will bring 8 people to attend one course you will get a total of two courses free. This will be credit to your account and you can use it for future courses you wish to attend.
The membership will be Rp. 90.000 per year, but if you bring 5 new paying members than your membership will be free.
If you as a member attend one course per year than in future you do not need to pay for membership.
We are developing a Website and it will give you all the information you require. The “Life long learning club” will be a fully digital.
The first registering 30 members will be free. The next 30 members will get it for Rp. 45.000. So it is worse while to act fast. It shows that procrastination does not pay. Send your name and position, as well Email address to:
XXXXXXXXXX
In future this website will also have a section for Job opportunities in Indonesia and in other countries. This will become your page when ever you are looking for an advancement or an other job.
Plus it has a section where you might find your “Sweet Heart” who is working in the hotel industry.
You will get regular news letters who will give you the latest information about the development of the hotel and tourism industry in Indonesia and in other countries.
Next year program ready by September 2006
We designed about 120 different courses. We however cannot start with all of them at the same time. That is why we start in 2005 with 3 basic programs. Depending on demand we shall repeat these courses.
For the Year 2007 we see that we shall have at least 10 different kind of courses to offer. So watch out for the September 2006 for the 2007 Program.
The advantage of being a Choice Hotels Associate.
Choice Hotels Indonesia is the founder of the CDI and Choice Hotels Indonesia Associates will get the benefits of getting special benefits. Such us becoming a representative for the CDI courses. Newsletters and all the many benefits listed under membership above.
Any Comments or Inputs are welcome
Ten Phrases to Avoid
Ten Phrases to Avoid
1. "I don't know." Instead say, "I'll find out."
2. "No." Instead say, "What I can do is..."
3. "That's not my job. Instead say, "This is who can help you."
4. "You're right. This stinks!" Instead say, "I understand your frustration."
5. "That's not my fault." Instead say, "Let's see what we can do about this."
6. "You need to speak to my Manager." Instead say, "I can help you"
7. "You want it by when?" Instead say, "I'll try my best."
8. "Calm down." Instead say, "I'm sorry."
9. "I'm busy right now." Instead say, "I'll be with you in a moment."
10. "Call me back." Instead say, "I'll call you back in ( X # minutes)."
Any Comments or Inputs are welcome
1. "I don't know." Instead say, "I'll find out."
2. "No." Instead say, "What I can do is..."
3. "That's not my job. Instead say, "This is who can help you."
4. "You're right. This stinks!" Instead say, "I understand your frustration."
5. "That's not my fault." Instead say, "Let's see what we can do about this."
6. "You need to speak to my Manager." Instead say, "I can help you"
7. "You want it by when?" Instead say, "I'll try my best."
8. "Calm down." Instead say, "I'm sorry."
9. "I'm busy right now." Instead say, "I'll be with you in a moment."
10. "Call me back." Instead say, "I'll call you back in ( X # minutes)."
Any Comments or Inputs are welcome
Wednesday, August 16, 2006
OPTIMIST CREED
Promise Yourself-
To be so strong that nothing can disturb your peace of mind.
To talk health, happiness and prosperity to every person you meet.
The optimist's promise.
To make all your friends feel that there is something in them.
To look at the sunny side of everything and make your optimism come true.
To think only of the best, to work only for the best, and to expect only the best.
To be just as enthusiastic about the success of others as you are about your own.
To forget the mistakes of the past and press on to the greater achievements of the future.
To wear a cheerful countenance at all times and give every living creature you meet a smile.
To give so much time to the improvement of yourself that you have no time to criticize others.
To be too large for worry, too noble for anger, too strong for fear, and too happy to permit the presence of trouble
Any Comments or Inputs are welcome
To be so strong that nothing can disturb your peace of mind.
To talk health, happiness and prosperity to every person you meet.
The optimist's promise.
To make all your friends feel that there is something in them.
To look at the sunny side of everything and make your optimism come true.
To think only of the best, to work only for the best, and to expect only the best.
To be just as enthusiastic about the success of others as you are about your own.
To forget the mistakes of the past and press on to the greater achievements of the future.
To wear a cheerful countenance at all times and give every living creature you meet a smile.
To give so much time to the improvement of yourself that you have no time to criticize others.
To be too large for worry, too noble for anger, too strong for fear, and too happy to permit the presence of trouble
Any Comments or Inputs are welcome
ARE YOU READY TO STEP UP?
“THE ILLITERATE OF THE 21ST CENTURY WILL NOT BE THOSE WHO CANNOT READ AND WRITE, BUT THOSE WHO CANNOT LEARN UNLEARN, AND RELEARN. CHANGE IS NOT MERELY NECESSARY TO LIFE - IT IS LIFE”. ALVIN TOFFLER
During our short Conference we had a lot of information drawn at you and I understand that it might have been too much for some of you to understand. For the benefit of all here I give a write up in "KISS" format.
IT IS EMINENTLY IMPORTANT THAT YOU AND YOUR ASSOCIATES DO UNDERSTAND THE URGENCY OF OUR INTENTIONS AND ACT ACCORDINGLY.
The (10) ten points you must understand remember and apply. They might change your life.
1. The need for change in our behavior, attitude and mind set according to the change in business environment.
2. It's a life long learning.
3. The Internet is the future, we want to be an Industry leader and therefore we have to be a head of any competitor.
4. Technology is not just supporting our efforts for betterment. IT DRIVES US. Come on board or be left behind.
5. Our Intranets, The key is participation and contribute.
Step up. The future is for great communicators only.
6. Other small advice "You must want".
7. To improve the world starts with you.
8. Not only do you need more knowledge but you also need to change your attitude.
9. We do as we believe.
10. We see what we believe we see.
Below I like to explain each point in detail:
1. THE NEED FOR CHANGE IN OUR BEHAVIOUR
Today, we face circumstances we have never experienced before. In Indonesia and in Asia in general up to 1995 there was a sustained grows. One could think that recession, people loosing jobs was something that might happen in Europe and USA but not in Asia. Then it started with the crash of the Rupiah, The financial crises, followed by the political crises. 15 Million Indonesian lost their jobs and the Rupiah devaluated by 500%, 200 private banks had to close. Since then it all changed, from stable to unstable. Asia joined the rest of the world. From Life long employment to jobless. Asian needed to adjust. Nobody could take their job for granted. Change in ownership followed in change in management and everything what was taken for permanent disappeared.
This was perhaps the first shock Asians needed to understand. The affects of Globalization came also to the shores of Indonesia. The competitive entrepreneur will win. But success is just temporary. It does not last if we do not renew it over and over again. Competitors are also getting better and better that is why we cannot rest on past success and great jobs done no but we have to prove it again and again. THE TUFF TRUTH IS THAT WE ARE JUST AS GOOD AS OUR LAST JOB AND ALL THE PREVIOUS SUCCESS DOES NOT COUNT ANY LONGER. The good thing is that past failure does not count either. So everybody can be champion of the day.
This is the main reason why I say we are like racing driver. In Formula one racing Schumacher has been 5 times world champion and he can just loose it. Then he was world champion for 5 times but HE IS NO LONGER the world champion. So for him it is stay in the race and keeps winning or get out. In business the rules are not as tuff as in car racing but they are similar. IT IS SUCCESS OR FAILURE and nothing in between. You do a brilliant job or it is such satisfactory. Just a good job is not good enough. Our guests and clients are expecting us to do a good job. A "good job" is the minimum that is expected. So if we want to be better than average we have to do a brilliant job. Only then the outcome can be regarded as fantastic. So we have to step up to be brilliant. This requires hard work.
It starts with good Introspection. You do a SWAT analyses on the product "YOU". To know yourself by what you are doing. Personal SWAT is done in the way you do business SWAT. Best you stand in front of the mirror and ask yourself about what is your strength and what are your weaknesses and I am sure you will not lie to yourself. What are your opportunities and treats? Try to analyze what you would like to be in five years time and start setting short- and long term goals.
IT IS A SAD FACT THAT MANY PEOPLE HAVE NO GOALS TO REACH AND A JOB IS JUST HERE TO GET THE MONTHLY PAY CHECK. THEY FEEL SORRY FOR THEMSELF FOR BEING BORN AT THE WRONG TIME AND AT THE WRONG PLACE. THEY DO NOT REALIZE THAT BY THIS ATTITUDE THEY ARE PRECONDITIONING THEM FOR FAILURE. ENTUSIASM IS THE FUEL OF SUCCESS. ENTUSIASM COMES ONLY IF WE KNOW WHERE WE ARE GOING.
OUR VISION AND GOALS MUST EXCITE US.
Analyze your attitude toward many things. Do you have the right attitude or do you have to do some attitude changes. Be positive at all times. Do not allow yourself to fall into a negative drift. You have to do this process several times.
Once you know yourself and your situation and your vision of the future then you can start setting achievable goals. Open a special book and call it your "dream" book. Check on it regularly and follow up.
WE MUST KEEP OUR VISION AND GOALS IN CONSTANT FOCUS. DO REGULAR CORRECTION IN THE DIRECTION SO WE DO NOT MISS OUR TARGET.
Remember: WHAT IS ATTITUDE? ATTITUDE IS THE WAY WE SEE THE WORLD. IT IS VERY COMPLEX. IT IS WHAT WE BELIEVE IN. IF WE HAVE THE WRONG BELIEVES ABOUT CERTAIN THINGS WE MIGHT MISS OUT ON GREAT OPPORTUNITIES. WE ACT AS WE BELIEVE.
CHECK:
• So is stealing from the hotel ok? Well yes since everybody is doing it.
• Is coming late to work ok? Yes everybody is sometimes a bit late.
• Do you have to meet dead lines? Sometimes we are busy and we cannot make it.
The above are just 3 samples of an attitude. Of course they are all wrong. If you want a better world then you have to change with yourself first. It does not make wrong right even everybody is doing it. You also have to positively influence others to change. FIRST CORRECT YOUR ATTITUDE AND THEN MAKE OTHERS TO CHANGE TOO BY YOU BEING THE GOOD EXAMPLE.
The one who lies is always wrong there is no justification. Good leaders do not need to lie; they can and are willing to take responsibility for their actions. We all are making occasional some mistakes. We do not need to be ashamed about it. We do not need to cover up. We take responsibility accept the consequents and we do not repeat the same mistakes again. That is the way we learn.
Good results are a matter of taking the right choices. Taking the right choices is a matter of experience and often experience is a matter of wrong choices. Everybody has to learn, nobody is born with any experience. All have to start.
But there is a person who learns from their experience and do not repeat the same negative experience and then there are those who forget and repeat the same mistake over and over again.
REMEMBER:
“THE MEDIOCRE TEACHER TELLS. THE GOOD TEACHER EXPLAINS. THE SUPERIOR TEACHER DEMONSTRATES. THE GREAT TEACHER INSPIRES”. WILLIAM ARTHUR WARD.
2. IT IS A LIFE LONG LEARNING
In 1840 if a man graduated as a doctor he was set for a life time. If today a man or woman graduates as a doctor and he does not educate himself further within just five years he would be obsolete. He would not be able to practice medicine since most things have changed.
If a young person graduates on a hotel school with a Diploma in Hotel Management then this knowledge is just good to enter the business. If the person does not keep on learning and expanding his knowledge he would make himself redundant in a very short time. By now, I believe everybody has realized that it's a life long learning. We are here on this world in a "life long" school. It is not only technical knowledge we have to learn but also of how to be a good person. How to help others. How not to fall into the treat of gossiping. How to motivate others positively. How to influence others to do better. So the learning does not stop. The last life's lesson is to die. For some it is more complicated than for others. We should have an urge to know more. We should read good books. Educate yourself by reading the right books.
One says that by learning another language you are learning to be another man. English is today the Global language. Everybody is learning English and every man can talk to another man regardless where they come from. World peace would not be so far to reach if everybody could communicate with each other. By not mastering English you will remain in the "Middle Age or Mad Evil place".
People who master the English language can read books long before they are translated and published in Indonesian language. People who speak English well can get better jobs in better companies. Choose what you should learn and dream your vision of your life.
"ALL THAT MAN ACHIEVES AND ALL THAT HE DOES NOT ACHIEVES IS A DIRECT OF HIS OWN THOUGHT"
"If you cannot see it in your mind you cannot do it".
3. THE INTERNET IS THE FUTURE
We want to be an industry leader. We have to be a head of our competitors and be better. Some people still think that technology is supporting us in our business but today technology is DRIVING US. The guest wants to have the latest internet access in the guest rooms. They are loosing the temper if the access is slow. Broadband is a must to have. Some people say that in Indonesia we do not need to rush since it is know that Indonesia is many years behind. But it does not mean that in the future the country will be behind. The change is fast.
So let's not miss the train. During our training we learned a lot ABOUT new websites and about publishing. Distribution system. So let's learn about it and apply. To promote our hotels on the internet is much more cost efficient than through any other media.
We need to learn more. OUR GOAL: OUR SALES STAFF WILL DO EVERY DAY 20 SALES CALLS ON THE NET INSTEAD 5 PHYSICAL CALLS BY CAR AND DRIVER. WE WANT TO GET A SYSTEM FOR NETWORK SALES. ALL OUR SPECIAL OFFERS ARE AVAILABLE ON THE INTERNET.IT IS MY PERSONAL GOAL THAT THIS SYSTEM IS WORKING BEFORE THE END OF 2005.
“YOUR FUTURE DEPENDS ON MANY THINGS, BUT MOSTLY ON YOU”. FRANK TYGER
4. THE INTERNET IS DRIVING US
You have not seen anything yet. What we have today on the internet will be considered tomorrow as very primitive.
So understand we have to go with the speed the new inventions are coming us. So let's move. It’s either be on board or left behind. WE HAVE TO BECOME A DIGITAL COMPANY!
THINK IF YOU CANNOT HANDLE THE INTERNET YOU MIGHT NOT HAVE A JOB TOMORROW. BUT IF YOU KNOW HOW TO PUBLISH OUR NEWS SO THAT 26.000 NEWS REPORTERS CAN READ THE STORRY YOU WILL BECOME FAMOUS AND THERE WILL BE A L.OT OF JOB OPPORTUNITIES FOR YOU. SO TRY TO BE FIRST.
THERE COMES A TIME FOR SOME OF US WHEN SECOND BEST IS JUST NOT GOOD ENOUGH. WE MUST BE OBSESSED TO WIN. WINNING IS OUR OBSESSION.
5. OUR INTRANETS: "WHERE IS YOUR CONTRIBUTION AND PARTICIPATION?
Again for good communication we need your participation and help. Choice Hotels is not very much known in Asia. But our Public Relation department needs a lot of stories. Sales to day is story telling. People like to hear stories. A good salesman is a good story teller. A good GM is a good story teller to the gusts and the employees. As any skill requires practice so story telling requires practice too. What is news today? "Meezy the Hotel cat had kittens right in the lobby and she was assisted by the Berline Medical Center's chief surgeon Dr. Professor Maier, who stayed in our Hotel on Holiday." This is news, humanity and it might be picked up by some newspaper. On the intranet is teaching other hotel employees that animal stories are stories people like to hear. It also teaches employees to be nice to animals. We live on the same planet together. To forward stories to the head office through our intranets so all members can read at the same time.
We had Polls but lately the participation has become very poor. As Intranet administrator I can see who gave the vote. So I think it is time to start a record on who is actively contributing on the intranets. Those who participate on all subjects will get some high points and will be invited for special meetings. Especially if we want to have a task force to explore the right changes we have to make in order to perform better than our competition in the future. Non communicators will not have a chance to be invited. Also we are setting up a payment scheme for making good suggestions also we pay for a story.
“IF A MAN WOULD MOVE THE WORLD, HE MUST FIRST MOVE HIMSELF”. SOCRATES
We shall pay as follows:
• Publishing a story of 300 words, we pay Rp. 100.000
• Publishing a story with a picture, we pay Rp. 150.000
• For sending a picture of a newly born Choice hotelier we pay Rp. 50.000
• For sending in a new idea, we pay Rp 50.000 and if we apply the idea, we shall pay from Rp. 50.000 to Rp. 1.000.000.
• We shall also send gift vouchers for a good input.
• For publishing a flyer we shall pay Rp. 50.000
and with 100 words of explanation, we pay Rp. 100.000
WELL, I READ ONCE: "WHAT GET'S PAYED GET'S DONE". LET' S SEE WHAT'S THE TRUTH OF IT.
7. TO IMPROVE THE WORLD STARTS WITH YOU.
I like the story of the English Priest who wanted to change the world and when he was lying on his death bed he realized that he did not change the world at all. Below that's how the story goes.
These words are written on the tomb of an Anglican Bishop who was buried in the crypts of the Westminster Abbey in A.D. 1100.
When I was young and free and my imagination had no limits, I dreamed of changing the world. As I grew older and wiser, I discovered that the world would not change. So I shorted my sight somewhat and decided to change only my country. But, it too seemed immovable, As I grew into my twilight years, in one last desperate attempt I settled for changing only my family, those closest to me. But, alas, they would not have any of it. And now, as I lie on my deathbed, I suddenly realize: If I had only changed myself first. Then by example, I might have changed my family. From their inspiration and encouragement I would then have been able to better my country, and who knows, I may have even changed the world.
In our General Manager's education we teach ethics. To do our business in an ethical way is a must. honesty is the basic in any relationship. Do not cheat or lie is equal essential all the time. If Indonesia got the crown as King of Corruption then do not just blame the Government. Understand the big and small picture. The Macro and the Micro. Corruption begins in the Family, in the work place. Corruption has many faces. It is not just paying money.
It also can be to give favors.
In work it starts with: 1. Deviation from standards; 2. followed by corruption and next by crime.
1. NOT ONLY YOU NEED KNOWLEDGE, YOU ALSO HAVE TO CHANGE YOUR ATTITUDE
“IF YOU DON'T LIKE SOMETHING, CHANGE IT. IF YOU CAN'T CHANGE IT, CHANGE YOUR ATTITUDE. DON'T COMPLAIN”. MAYA ANGELOU
When I say now in the new area that has begun we have to change. From financial crises to political crises to today's HRD crises. During the financial crises nobody could give us new hotels. Now in the economic up swing people are giving us business. We increased the number of hotels by 100% over the year 2003. From 10 Hotels to 20 Hotels. We have not yet found the General Managers and we have not found the Financial Controllers and the Chief Accountants.
Therefore, our HRD Department has to work twice as fast. Finding suitable talent, give them the test and let them come to present it to us. We shall then ask a lot of questios and do counter check and get to know the applicant better. Then we have to check references. If the candidate has negative references we shall not hire him.
WE CANNOT FAIL BY HIRING THE WRONG GUY. TO BE SUCCESSFUL WE MUST HAVE A LOT OF CANDIDATES. ALSO FOR ACCOUNTING. WE LIKE TO PROMOTE FROM WITHIN THE COMPANY BUT IF IT S NOT POSSIBLE THEN WE SHALL TAKE OUTSIDERS. THE CHALLENGE FOR BETTERMENT IS NOT ONLY AT THE HEAD OFFICE.
In the past we lost business because we could not provide the staff. This should never happen again, never again. The challenge is also in all the hotels. Potential clients are often visit hotels and then the service they are getting will be the measurement of as good Choice Hotels Indonesia is. We lost deals because of dirty toilettes, bitter coffee. dirty room. Please note: How the hotels are looking is a key for success. So you are part of our success.
We want to charge more for our technical service. That means guests must be impressed with our service and our associate. A reservation not well handled or not followed up can contribute that the clients will select another hotel chain. Bath towels not changed or not replaced might up set an owner so much that he does not want to give the business to us. If a letter has spelling mistakes then the GM might loose credibility. Potential owners will rather take a management company that has competent GMs. Do not forget it's the detail that makes all the difference.
“THE DIFFERENCE BETWEEN A GOOD DAY AND A BAD ON MOST DAYS IS YOUR ATTITUDE”. DENNIS GASKILL
The occupancy and the average rate matters. Do we deliver the business we have promised?
Do we do enough sales calls? Is our hotel well known? The better occupancy we can achieve the more confident potential owners have that we can deliver what we have promised.
The hotels should train and develop employees to become department heads. Train department heads to become assistant to the GM. So in time they can be taken for as a GM candidate. In Hotels where the GM does not believe in training the staff is not a good manager and I do not think that he would have a future with us.
“THE TEACHER IS LIKE THE CANDLE WHICH LIGHTS OTHERS IN CONSUMING ITSELF”. RUFFINI 1807 TO 1881
So far only the Quality Hotel Yogyakarta produced the talents for the General Manager’s position. Also the Quality Jakarta produced one executive. Now we have to hire outsiders. Please hire a number two so we have in-house produced General Managers. At least people who have been working for us are less a risk to the company then outsiders. We cannot afford to place the wrong person into a General Manager’s position. A so called "fuck -up" will make as loose the Hotel. It takes a great effort and high expenses to get a Hotel. During the past few years a new hotel cost us about Rp. 80.000.000. This is a big investment and therefore we cannot afford to loose the Hotel again.
As you know we pay finders fee also to employees of the Hotels for any successful introduction. Also the question of who are you? Are you an independent free worker? OR are you working for the owners of the Hotel? Or are you working at the moment for Choice Hotels? Or are you "Choice Hotels Indonesia"? It would make us very happy if you would think that you are Choice Hotels Indonesia. Remember the virtual compass that will always point to the true north respectively to Choice Hotels Indonesia. YOU ARE CHOICE HOTELS INDONESIA. We understand this is a very difficult question but it is very simple to answer.
YOU ARE CHOICE HOTELS INDONESIA. It pays to be loyal. When owner criticize Choice then you have to say: “I am listening to your view point but being Choice Hotels Indonesia I cannot agree with you." This would be a positive behavior in a difficult situation. This makes the different between the "boy and a man" or a "girl and a women." To stand up for what you believe in and step up for any challenge that might arise.
STEP UP TO BRILLIANCE.
“LEARN AS IF YOU WERE GOING TO LIVE FOREVER. LIVE AS IF YOU WERE GOING TO DIE TOMORROW.” UNKNOWN
“THE GOLDEN RULE IS TO ACT FEARLESS UPON WHAT ONE BELIEVES TO BE RIGHT.” M. GANDHI
AND REMEMBER:
“THE MAN WHO FOLLOWS THE CROWD WILL USUALLY GET NO FURTHER THAN THE CROWED. THE MAN WHO WALKS ALONE IS LIKELY TO FIND HIMSELF IN PLACES NO ONE HAS EVER BEEN.” ALAN ASHLEY- PITT
“IF YOU SPEND YOUR WHOLE LIFE WAITING FOR THE STORM, YOU'LL NEVER ENJOY THE SUNSHINE.” MORRIS WEST
WORDS TO FORGET
“I shall try”, “I am trying” these are words that are without commitment. It is more impressing if we say. “Yes I can” or “Yes I SHALL DO IT” AND IT WILL BE DELIVER AS AGREED WITHOUT FAIL and then get what it takes and DO IT.
PEOPLE WHO ONLY TRY ARE NOT COMITTED. SO NEVER SAY:”YES, I SHALL TRY" THAT MEANS “SORRY, BUT YOU KNOW I AM JUST "HALF A MANAGER" OR “A LAST MINUTE MANAGER” OR “A PROCRASTINATOR”, TOTALLY UNRELIABLE.
Finally the last but not least point I want to make is:
WORKING TOGETHER AS ONE TEAM. WE ALL ARE CHOICE HOTELS REGARDLESS WHETHER YOU ARE A DIRECTOR OF SALES IN A HOTEL OR GENERAL MANAGER OR A DEPARTMENT HEAD AT THE HEAD OFFICE IN JAKARTA. STEPPING UP MEANS THAT WE ALL DO THE EFFORT TO BE BETTER TEAM PLAYERS AND BETTER COLLEGUES.
TO STEP UP AND MEET THE CHALLANGE REQUIRES THAT WE ALL DO OUR WORK FASTER AND OUR WORKLOAD WILL BE MUCH LIGHTER.
WHAT DO WE EXPECT FROM ALL?
1. All enquires are answered within 12 hours.
2. Advertising is paid up front at least 7 days before publishing. Remember we cannot be the banker.
3. Choice should be "top priority" when it comes to payment.
4. Yearly update for Reservation system to be sent in on time. Not answering on time will result that the same rate as the year before are sold.
5. People respect each other, requests are followed up by the GM and he will make sure that any request is not with held more than one day.
6. Different opinions are discussed without showing emotions. It is not a question who is right and who is wrong but what is best for all. So we do not just ignore each other.
7. All executives keep practicing the use of the virtual compass.
8. Every year the GM selects the students who shall attend a Choice Training program. Training is a priority.
9. Choice has hired you and given you the position as a GM. So you should ask what I can do for Choice and not what Choice can do for you.
10. You will go out all the way to promote not only the Brand Quality or Comfort but also the Brand of "Choice Hotels Indonesia".
11. Channel General Information to Choice Hotels Indonesia at least once a month so the PR will be busy every month by publishing news.
12. Avoid procrastination with items you do not like to do.
13. Have regular dialog with your Choice Officer.
14. Follow the advice of the regional VP. Job description will be sent soon.
If there are more points you want to add to this list, and then please contact us.
Any Comments or Inputs are welcome
During our short Conference we had a lot of information drawn at you and I understand that it might have been too much for some of you to understand. For the benefit of all here I give a write up in "KISS" format.
IT IS EMINENTLY IMPORTANT THAT YOU AND YOUR ASSOCIATES DO UNDERSTAND THE URGENCY OF OUR INTENTIONS AND ACT ACCORDINGLY.
The (10) ten points you must understand remember and apply. They might change your life.
1. The need for change in our behavior, attitude and mind set according to the change in business environment.
2. It's a life long learning.
3. The Internet is the future, we want to be an Industry leader and therefore we have to be a head of any competitor.
4. Technology is not just supporting our efforts for betterment. IT DRIVES US. Come on board or be left behind.
5. Our Intranets, The key is participation and contribute.
Step up. The future is for great communicators only.
6. Other small advice "You must want".
7. To improve the world starts with you.
8. Not only do you need more knowledge but you also need to change your attitude.
9. We do as we believe.
10. We see what we believe we see.
Below I like to explain each point in detail:
1. THE NEED FOR CHANGE IN OUR BEHAVIOUR
Today, we face circumstances we have never experienced before. In Indonesia and in Asia in general up to 1995 there was a sustained grows. One could think that recession, people loosing jobs was something that might happen in Europe and USA but not in Asia. Then it started with the crash of the Rupiah, The financial crises, followed by the political crises. 15 Million Indonesian lost their jobs and the Rupiah devaluated by 500%, 200 private banks had to close. Since then it all changed, from stable to unstable. Asia joined the rest of the world. From Life long employment to jobless. Asian needed to adjust. Nobody could take their job for granted. Change in ownership followed in change in management and everything what was taken for permanent disappeared.
This was perhaps the first shock Asians needed to understand. The affects of Globalization came also to the shores of Indonesia. The competitive entrepreneur will win. But success is just temporary. It does not last if we do not renew it over and over again. Competitors are also getting better and better that is why we cannot rest on past success and great jobs done no but we have to prove it again and again. THE TUFF TRUTH IS THAT WE ARE JUST AS GOOD AS OUR LAST JOB AND ALL THE PREVIOUS SUCCESS DOES NOT COUNT ANY LONGER. The good thing is that past failure does not count either. So everybody can be champion of the day.
This is the main reason why I say we are like racing driver. In Formula one racing Schumacher has been 5 times world champion and he can just loose it. Then he was world champion for 5 times but HE IS NO LONGER the world champion. So for him it is stay in the race and keeps winning or get out. In business the rules are not as tuff as in car racing but they are similar. IT IS SUCCESS OR FAILURE and nothing in between. You do a brilliant job or it is such satisfactory. Just a good job is not good enough. Our guests and clients are expecting us to do a good job. A "good job" is the minimum that is expected. So if we want to be better than average we have to do a brilliant job. Only then the outcome can be regarded as fantastic. So we have to step up to be brilliant. This requires hard work.
It starts with good Introspection. You do a SWAT analyses on the product "YOU". To know yourself by what you are doing. Personal SWAT is done in the way you do business SWAT. Best you stand in front of the mirror and ask yourself about what is your strength and what are your weaknesses and I am sure you will not lie to yourself. What are your opportunities and treats? Try to analyze what you would like to be in five years time and start setting short- and long term goals.
IT IS A SAD FACT THAT MANY PEOPLE HAVE NO GOALS TO REACH AND A JOB IS JUST HERE TO GET THE MONTHLY PAY CHECK. THEY FEEL SORRY FOR THEMSELF FOR BEING BORN AT THE WRONG TIME AND AT THE WRONG PLACE. THEY DO NOT REALIZE THAT BY THIS ATTITUDE THEY ARE PRECONDITIONING THEM FOR FAILURE. ENTUSIASM IS THE FUEL OF SUCCESS. ENTUSIASM COMES ONLY IF WE KNOW WHERE WE ARE GOING.
OUR VISION AND GOALS MUST EXCITE US.
Analyze your attitude toward many things. Do you have the right attitude or do you have to do some attitude changes. Be positive at all times. Do not allow yourself to fall into a negative drift. You have to do this process several times.
Once you know yourself and your situation and your vision of the future then you can start setting achievable goals. Open a special book and call it your "dream" book. Check on it regularly and follow up.
WE MUST KEEP OUR VISION AND GOALS IN CONSTANT FOCUS. DO REGULAR CORRECTION IN THE DIRECTION SO WE DO NOT MISS OUR TARGET.
Remember: WHAT IS ATTITUDE? ATTITUDE IS THE WAY WE SEE THE WORLD. IT IS VERY COMPLEX. IT IS WHAT WE BELIEVE IN. IF WE HAVE THE WRONG BELIEVES ABOUT CERTAIN THINGS WE MIGHT MISS OUT ON GREAT OPPORTUNITIES. WE ACT AS WE BELIEVE.
CHECK:
• So is stealing from the hotel ok? Well yes since everybody is doing it.
• Is coming late to work ok? Yes everybody is sometimes a bit late.
• Do you have to meet dead lines? Sometimes we are busy and we cannot make it.
The above are just 3 samples of an attitude. Of course they are all wrong. If you want a better world then you have to change with yourself first. It does not make wrong right even everybody is doing it. You also have to positively influence others to change. FIRST CORRECT YOUR ATTITUDE AND THEN MAKE OTHERS TO CHANGE TOO BY YOU BEING THE GOOD EXAMPLE.
The one who lies is always wrong there is no justification. Good leaders do not need to lie; they can and are willing to take responsibility for their actions. We all are making occasional some mistakes. We do not need to be ashamed about it. We do not need to cover up. We take responsibility accept the consequents and we do not repeat the same mistakes again. That is the way we learn.
Good results are a matter of taking the right choices. Taking the right choices is a matter of experience and often experience is a matter of wrong choices. Everybody has to learn, nobody is born with any experience. All have to start.
But there is a person who learns from their experience and do not repeat the same negative experience and then there are those who forget and repeat the same mistake over and over again.
REMEMBER:
“THE MEDIOCRE TEACHER TELLS. THE GOOD TEACHER EXPLAINS. THE SUPERIOR TEACHER DEMONSTRATES. THE GREAT TEACHER INSPIRES”. WILLIAM ARTHUR WARD.
2. IT IS A LIFE LONG LEARNING
In 1840 if a man graduated as a doctor he was set for a life time. If today a man or woman graduates as a doctor and he does not educate himself further within just five years he would be obsolete. He would not be able to practice medicine since most things have changed.
If a young person graduates on a hotel school with a Diploma in Hotel Management then this knowledge is just good to enter the business. If the person does not keep on learning and expanding his knowledge he would make himself redundant in a very short time. By now, I believe everybody has realized that it's a life long learning. We are here on this world in a "life long" school. It is not only technical knowledge we have to learn but also of how to be a good person. How to help others. How not to fall into the treat of gossiping. How to motivate others positively. How to influence others to do better. So the learning does not stop. The last life's lesson is to die. For some it is more complicated than for others. We should have an urge to know more. We should read good books. Educate yourself by reading the right books.
One says that by learning another language you are learning to be another man. English is today the Global language. Everybody is learning English and every man can talk to another man regardless where they come from. World peace would not be so far to reach if everybody could communicate with each other. By not mastering English you will remain in the "Middle Age or Mad Evil place".
People who master the English language can read books long before they are translated and published in Indonesian language. People who speak English well can get better jobs in better companies. Choose what you should learn and dream your vision of your life.
"ALL THAT MAN ACHIEVES AND ALL THAT HE DOES NOT ACHIEVES IS A DIRECT OF HIS OWN THOUGHT"
"If you cannot see it in your mind you cannot do it".
3. THE INTERNET IS THE FUTURE
We want to be an industry leader. We have to be a head of our competitors and be better. Some people still think that technology is supporting us in our business but today technology is DRIVING US. The guest wants to have the latest internet access in the guest rooms. They are loosing the temper if the access is slow. Broadband is a must to have. Some people say that in Indonesia we do not need to rush since it is know that Indonesia is many years behind. But it does not mean that in the future the country will be behind. The change is fast.
So let's not miss the train. During our training we learned a lot ABOUT new websites and about publishing. Distribution system. So let's learn about it and apply. To promote our hotels on the internet is much more cost efficient than through any other media.
We need to learn more. OUR GOAL: OUR SALES STAFF WILL DO EVERY DAY 20 SALES CALLS ON THE NET INSTEAD 5 PHYSICAL CALLS BY CAR AND DRIVER. WE WANT TO GET A SYSTEM FOR NETWORK SALES. ALL OUR SPECIAL OFFERS ARE AVAILABLE ON THE INTERNET.IT IS MY PERSONAL GOAL THAT THIS SYSTEM IS WORKING BEFORE THE END OF 2005.
“YOUR FUTURE DEPENDS ON MANY THINGS, BUT MOSTLY ON YOU”. FRANK TYGER
4. THE INTERNET IS DRIVING US
You have not seen anything yet. What we have today on the internet will be considered tomorrow as very primitive.
So understand we have to go with the speed the new inventions are coming us. So let's move. It’s either be on board or left behind. WE HAVE TO BECOME A DIGITAL COMPANY!
THINK IF YOU CANNOT HANDLE THE INTERNET YOU MIGHT NOT HAVE A JOB TOMORROW. BUT IF YOU KNOW HOW TO PUBLISH OUR NEWS SO THAT 26.000 NEWS REPORTERS CAN READ THE STORRY YOU WILL BECOME FAMOUS AND THERE WILL BE A L.OT OF JOB OPPORTUNITIES FOR YOU. SO TRY TO BE FIRST.
THERE COMES A TIME FOR SOME OF US WHEN SECOND BEST IS JUST NOT GOOD ENOUGH. WE MUST BE OBSESSED TO WIN. WINNING IS OUR OBSESSION.
5. OUR INTRANETS: "WHERE IS YOUR CONTRIBUTION AND PARTICIPATION?
Again for good communication we need your participation and help. Choice Hotels is not very much known in Asia. But our Public Relation department needs a lot of stories. Sales to day is story telling. People like to hear stories. A good salesman is a good story teller. A good GM is a good story teller to the gusts and the employees. As any skill requires practice so story telling requires practice too. What is news today? "Meezy the Hotel cat had kittens right in the lobby and she was assisted by the Berline Medical Center's chief surgeon Dr. Professor Maier, who stayed in our Hotel on Holiday." This is news, humanity and it might be picked up by some newspaper. On the intranet is teaching other hotel employees that animal stories are stories people like to hear. It also teaches employees to be nice to animals. We live on the same planet together. To forward stories to the head office through our intranets so all members can read at the same time.
We had Polls but lately the participation has become very poor. As Intranet administrator I can see who gave the vote. So I think it is time to start a record on who is actively contributing on the intranets. Those who participate on all subjects will get some high points and will be invited for special meetings. Especially if we want to have a task force to explore the right changes we have to make in order to perform better than our competition in the future. Non communicators will not have a chance to be invited. Also we are setting up a payment scheme for making good suggestions also we pay for a story.
“IF A MAN WOULD MOVE THE WORLD, HE MUST FIRST MOVE HIMSELF”. SOCRATES
We shall pay as follows:
• Publishing a story of 300 words, we pay Rp. 100.000
• Publishing a story with a picture, we pay Rp. 150.000
• For sending a picture of a newly born Choice hotelier we pay Rp. 50.000
• For sending in a new idea, we pay Rp 50.000 and if we apply the idea, we shall pay from Rp. 50.000 to Rp. 1.000.000.
• We shall also send gift vouchers for a good input.
• For publishing a flyer we shall pay Rp. 50.000
and with 100 words of explanation, we pay Rp. 100.000
WELL, I READ ONCE: "WHAT GET'S PAYED GET'S DONE". LET' S SEE WHAT'S THE TRUTH OF IT.
7. TO IMPROVE THE WORLD STARTS WITH YOU.
I like the story of the English Priest who wanted to change the world and when he was lying on his death bed he realized that he did not change the world at all. Below that's how the story goes.
These words are written on the tomb of an Anglican Bishop who was buried in the crypts of the Westminster Abbey in A.D. 1100.
When I was young and free and my imagination had no limits, I dreamed of changing the world. As I grew older and wiser, I discovered that the world would not change. So I shorted my sight somewhat and decided to change only my country. But, it too seemed immovable, As I grew into my twilight years, in one last desperate attempt I settled for changing only my family, those closest to me. But, alas, they would not have any of it. And now, as I lie on my deathbed, I suddenly realize: If I had only changed myself first. Then by example, I might have changed my family. From their inspiration and encouragement I would then have been able to better my country, and who knows, I may have even changed the world.
In our General Manager's education we teach ethics. To do our business in an ethical way is a must. honesty is the basic in any relationship. Do not cheat or lie is equal essential all the time. If Indonesia got the crown as King of Corruption then do not just blame the Government. Understand the big and small picture. The Macro and the Micro. Corruption begins in the Family, in the work place. Corruption has many faces. It is not just paying money.
It also can be to give favors.
In work it starts with: 1. Deviation from standards; 2. followed by corruption and next by crime.
1. NOT ONLY YOU NEED KNOWLEDGE, YOU ALSO HAVE TO CHANGE YOUR ATTITUDE
“IF YOU DON'T LIKE SOMETHING, CHANGE IT. IF YOU CAN'T CHANGE IT, CHANGE YOUR ATTITUDE. DON'T COMPLAIN”. MAYA ANGELOU
When I say now in the new area that has begun we have to change. From financial crises to political crises to today's HRD crises. During the financial crises nobody could give us new hotels. Now in the economic up swing people are giving us business. We increased the number of hotels by 100% over the year 2003. From 10 Hotels to 20 Hotels. We have not yet found the General Managers and we have not found the Financial Controllers and the Chief Accountants.
Therefore, our HRD Department has to work twice as fast. Finding suitable talent, give them the test and let them come to present it to us. We shall then ask a lot of questios and do counter check and get to know the applicant better. Then we have to check references. If the candidate has negative references we shall not hire him.
WE CANNOT FAIL BY HIRING THE WRONG GUY. TO BE SUCCESSFUL WE MUST HAVE A LOT OF CANDIDATES. ALSO FOR ACCOUNTING. WE LIKE TO PROMOTE FROM WITHIN THE COMPANY BUT IF IT S NOT POSSIBLE THEN WE SHALL TAKE OUTSIDERS. THE CHALLENGE FOR BETTERMENT IS NOT ONLY AT THE HEAD OFFICE.
In the past we lost business because we could not provide the staff. This should never happen again, never again. The challenge is also in all the hotels. Potential clients are often visit hotels and then the service they are getting will be the measurement of as good Choice Hotels Indonesia is. We lost deals because of dirty toilettes, bitter coffee. dirty room. Please note: How the hotels are looking is a key for success. So you are part of our success.
We want to charge more for our technical service. That means guests must be impressed with our service and our associate. A reservation not well handled or not followed up can contribute that the clients will select another hotel chain. Bath towels not changed or not replaced might up set an owner so much that he does not want to give the business to us. If a letter has spelling mistakes then the GM might loose credibility. Potential owners will rather take a management company that has competent GMs. Do not forget it's the detail that makes all the difference.
“THE DIFFERENCE BETWEEN A GOOD DAY AND A BAD ON MOST DAYS IS YOUR ATTITUDE”. DENNIS GASKILL
The occupancy and the average rate matters. Do we deliver the business we have promised?
Do we do enough sales calls? Is our hotel well known? The better occupancy we can achieve the more confident potential owners have that we can deliver what we have promised.
The hotels should train and develop employees to become department heads. Train department heads to become assistant to the GM. So in time they can be taken for as a GM candidate. In Hotels where the GM does not believe in training the staff is not a good manager and I do not think that he would have a future with us.
“THE TEACHER IS LIKE THE CANDLE WHICH LIGHTS OTHERS IN CONSUMING ITSELF”. RUFFINI 1807 TO 1881
So far only the Quality Hotel Yogyakarta produced the talents for the General Manager’s position. Also the Quality Jakarta produced one executive. Now we have to hire outsiders. Please hire a number two so we have in-house produced General Managers. At least people who have been working for us are less a risk to the company then outsiders. We cannot afford to place the wrong person into a General Manager’s position. A so called "fuck -up" will make as loose the Hotel. It takes a great effort and high expenses to get a Hotel. During the past few years a new hotel cost us about Rp. 80.000.000. This is a big investment and therefore we cannot afford to loose the Hotel again.
As you know we pay finders fee also to employees of the Hotels for any successful introduction. Also the question of who are you? Are you an independent free worker? OR are you working for the owners of the Hotel? Or are you working at the moment for Choice Hotels? Or are you "Choice Hotels Indonesia"? It would make us very happy if you would think that you are Choice Hotels Indonesia. Remember the virtual compass that will always point to the true north respectively to Choice Hotels Indonesia. YOU ARE CHOICE HOTELS INDONESIA. We understand this is a very difficult question but it is very simple to answer.
YOU ARE CHOICE HOTELS INDONESIA. It pays to be loyal. When owner criticize Choice then you have to say: “I am listening to your view point but being Choice Hotels Indonesia I cannot agree with you." This would be a positive behavior in a difficult situation. This makes the different between the "boy and a man" or a "girl and a women." To stand up for what you believe in and step up for any challenge that might arise.
STEP UP TO BRILLIANCE.
“LEARN AS IF YOU WERE GOING TO LIVE FOREVER. LIVE AS IF YOU WERE GOING TO DIE TOMORROW.” UNKNOWN
“THE GOLDEN RULE IS TO ACT FEARLESS UPON WHAT ONE BELIEVES TO BE RIGHT.” M. GANDHI
AND REMEMBER:
“THE MAN WHO FOLLOWS THE CROWD WILL USUALLY GET NO FURTHER THAN THE CROWED. THE MAN WHO WALKS ALONE IS LIKELY TO FIND HIMSELF IN PLACES NO ONE HAS EVER BEEN.” ALAN ASHLEY- PITT
“IF YOU SPEND YOUR WHOLE LIFE WAITING FOR THE STORM, YOU'LL NEVER ENJOY THE SUNSHINE.” MORRIS WEST
WORDS TO FORGET
“I shall try”, “I am trying” these are words that are without commitment. It is more impressing if we say. “Yes I can” or “Yes I SHALL DO IT” AND IT WILL BE DELIVER AS AGREED WITHOUT FAIL and then get what it takes and DO IT.
PEOPLE WHO ONLY TRY ARE NOT COMITTED. SO NEVER SAY:”YES, I SHALL TRY" THAT MEANS “SORRY, BUT YOU KNOW I AM JUST "HALF A MANAGER" OR “A LAST MINUTE MANAGER” OR “A PROCRASTINATOR”, TOTALLY UNRELIABLE.
Finally the last but not least point I want to make is:
WORKING TOGETHER AS ONE TEAM. WE ALL ARE CHOICE HOTELS REGARDLESS WHETHER YOU ARE A DIRECTOR OF SALES IN A HOTEL OR GENERAL MANAGER OR A DEPARTMENT HEAD AT THE HEAD OFFICE IN JAKARTA. STEPPING UP MEANS THAT WE ALL DO THE EFFORT TO BE BETTER TEAM PLAYERS AND BETTER COLLEGUES.
TO STEP UP AND MEET THE CHALLANGE REQUIRES THAT WE ALL DO OUR WORK FASTER AND OUR WORKLOAD WILL BE MUCH LIGHTER.
WHAT DO WE EXPECT FROM ALL?
1. All enquires are answered within 12 hours.
2. Advertising is paid up front at least 7 days before publishing. Remember we cannot be the banker.
3. Choice should be "top priority" when it comes to payment.
4. Yearly update for Reservation system to be sent in on time. Not answering on time will result that the same rate as the year before are sold.
5. People respect each other, requests are followed up by the GM and he will make sure that any request is not with held more than one day.
6. Different opinions are discussed without showing emotions. It is not a question who is right and who is wrong but what is best for all. So we do not just ignore each other.
7. All executives keep practicing the use of the virtual compass.
8. Every year the GM selects the students who shall attend a Choice Training program. Training is a priority.
9. Choice has hired you and given you the position as a GM. So you should ask what I can do for Choice and not what Choice can do for you.
10. You will go out all the way to promote not only the Brand Quality or Comfort but also the Brand of "Choice Hotels Indonesia".
11. Channel General Information to Choice Hotels Indonesia at least once a month so the PR will be busy every month by publishing news.
12. Avoid procrastination with items you do not like to do.
13. Have regular dialog with your Choice Officer.
14. Follow the advice of the regional VP. Job description will be sent soon.
If there are more points you want to add to this list, and then please contact us.
Any Comments or Inputs are welcome
GreAt AdVicE FoR LivE
GrEaT AdViCe FoR LiFe
ONE. Give people more than they expect and do it cheerfully.
TWO. Marry a man woman you love to talk to. As you get older, their conversational skills will be as important as any other.
THREE. Don't believe all you hear, spend all you have or sleep all you want.
FOUR. When you say, I love you, mean it.
FIVE. When you say, I'm sorry, look the person in the eye.
SIX. Be engaged at least six months before you get married.
SEVEN. Believe in love at first sight.
EIGHT. Never laugh at anyone's dream. People who don't have dreams don't have much.
NINE. Love deeply and passionately. You might get hurt but it's the only way to live life completely.
TEN. In disagreements, fight fairly. No name calling.
ELEVEN. Don't judge people by their relatives.
TWELVE. Talk slowly but think quickly.
THIRTEEN. When someone asks you a question you don't want to answer, smile and ask, Why do you want to know
FOURTEEN. Remember that great love and great achievements involve great risk.
FIFTEEN. Say bless you when you hear someone sneeze.
SIXTEEN. When you lose, don't lose the lesson
SEVENTEEN. Remember the three R's Respect for self; Respect for others; and responsibility for all your actions.
EIGHTEEN. Don't let a little dispute injure a great friendship.
NINETEEN. When you realize you've made a mistake, take immediate steps to correct it.
TWENTY. Smile when picking up the phone. The caller will hear it in your voice.
Any Comments or Inputs are welcome
ONE. Give people more than they expect and do it cheerfully.
TWO. Marry a man woman you love to talk to. As you get older, their conversational skills will be as important as any other.
THREE. Don't believe all you hear, spend all you have or sleep all you want.
FOUR. When you say, I love you, mean it.
FIVE. When you say, I'm sorry, look the person in the eye.
SIX. Be engaged at least six months before you get married.
SEVEN. Believe in love at first sight.
EIGHT. Never laugh at anyone's dream. People who don't have dreams don't have much.
NINE. Love deeply and passionately. You might get hurt but it's the only way to live life completely.
TEN. In disagreements, fight fairly. No name calling.
ELEVEN. Don't judge people by their relatives.
TWELVE. Talk slowly but think quickly.
THIRTEEN. When someone asks you a question you don't want to answer, smile and ask, Why do you want to know
FOURTEEN. Remember that great love and great achievements involve great risk.
FIFTEEN. Say bless you when you hear someone sneeze.
SIXTEEN. When you lose, don't lose the lesson
SEVENTEEN. Remember the three R's Respect for self; Respect for others; and responsibility for all your actions.
EIGHTEEN. Don't let a little dispute injure a great friendship.
NINETEEN. When you realize you've made a mistake, take immediate steps to correct it.
TWENTY. Smile when picking up the phone. The caller will hear it in your voice.
Any Comments or Inputs are welcome
Tuesday, August 15, 2006
Anda merasa LELAH Bekerja ???
BILA ANDA TERMASUK KE DALAM KELOMPOK YANG
SERING MERASA " LELAH & MALAS" BEKERJA
COBA RENUNGKAN KALIMAT2 DI BAWAH INI
=======================================
Setahun adalah mempunyai 365 hari @ 24 jam
Ingat bahwa 12 jam perhari dipergunakan untuk kegiatan ( Tidur, jalan2, membaca dan bermain ). Yang kalau di jumlahkan maka akan sama dengan 182 hari. Dengan demikian sisa harinya adalah 183 hari
Masih di kurangi lagi dengan 52 hari minggu, sehingga tinggal 131 hari
Dikurangi dengan 52 hari sabtu, maka sianya tinggal 79 hari lagi.
Setiap harinya diperkirakan sebanyak 4 jam di pergunakan untuk makan & minum, yang bila di jumlahkan berarti sama dengan 60 hari pertahun. Jadinya sisa tinggal 19 hari lagi yang khusus di pergunakan untuk kerja yang efektip.
Tapi ingat..! bahwa kita memiliki hak cuti sebanyak 14 hari kerja pertahun, kalau memang demikian berarti tinggal 5 hari kerja.
Mungkin jumlah ini harus masih dikurangi lagi dengan 4 hari tidak masuk kerja, karena alasan sakit, bolos atau ijin keperluan lain yang tidak bisa diwakili.
Dengan demikian maka yang tersisa hanya tinggal 1 hari saja.
Dan kemungkinan hari itu jatuh pada tanggal 17 Agustus, dimana semua orang libur untuk bekerja.
Kalau kenyataanya demikian, maka .....
" TIDAK ADA ALASAN BAGI ANDA UNTUK MENGATAKAN LELAH BEKERJA "
NAH MAU CARI ALASAN APA LAGI ..????
SELAMAT BEKERJA
Any Comments or Inputs are welcome
Friday, August 11, 2006
KW Speech
Here my speech.
Dear Guests
Dear Parents
Friends
Dear students
Today is a great day it's your graduation, well I like to say to all of you congratulation for your achievement. Today you have arrived at your first milestone in your career and that is you have completed your basic hotel education plus you have learned a profession. You are now on your stepping stone into a Hotel Career. I said Career I did not day just Hotel job. You all must understand a hotel career stars with a job but it cannot just be a job because if you stay just in this job and you do not progress and grow in your vocation you eventually make yourself obsolete. There is a saying: Those who no longer improve themselves might no longer be employable. If you love your vocation and you just want to improve your self, you must realize you cannot be just stay a waiter for the next 20 years. You must see that you become a supervisor and that you go up the leader. The world has become very competitive and to stay employable you have to get up or get out. Yes it’s up or out.
You have received a Hotel Education and this will make it easier to develop your career vision. Where do you want to be in 3 years time? What to you want to do with yourselves?
So stay active. Get more experience and set your next career goal and set your time table at the same time. Remember life is short. Therefore do not plan for to long. It is to do, and do and not wait. So get experience and have a lot of fun with it. Hotel life is fun. We should have fun with what we do every day.
I like to make you a complement. We are very proud of you. During the in training in the various hotels. Some of you did it at the Quality but some of you were brave and went away from home to w Yogyakarta. Some to Bekanbaru to Jakarta. I am very pleased to tell you that I only got very good feed back from the hotel managements .You all shined out. You did a better job than many of the regular employees. Your attitude and enthusiasm shined out. You behaved responsible, you demonstrated competence, courtesy, team spirit and you smart service.
4 students went to Kuala Lumpur and they did very well. I live in Penang and I drove to KL to visit them and the Management of the Quality Hotel told me that they liked them very much in fact they wanted them to stay for 6 month. Malaysian students working in a hotel do not get paid but Indonesian students got paid. Got free meals and free accommodation in the hotel. Thanks to your good performance the Hotel is willing to take again students from the Quality Hotel and Tourism school Makassar. In the name of future students I like to thank to Rahmat, Ifah, Jimmy and Sri for their great performance. Why do say on behalf of future students? Well you see you also carry a big responsibility. When ever you go to work in a hotel, send by the school your performance and behavior will very much count whether the hotel will want students from this school again. If you do not do a great job then in future the hotel might not want to have any more students from our school. But you all shined out and in future it will be very easy for us to place our students in hotels because “Your kind is in high demand. You have chosen a rising Industry. Even 2000 years ago they already had a kind of hotels we are not considered an old Industry but we are young and rising. We are not a sunset Industry. More people travel more hotels are needed. So if you keep yourself employable you can look forward to a great and exciting future.
We are opening now in Batam our second school in Indonesia. In Batam we are in a joint venture with the Polytechnic. It is a beautiful brand new school that has all facilities inclusive a “trend-z suites “ as a training hotel. Also there we guarantee a job. Of course Choice Hotels can offer jobs to most but in future we will also supply other Hotel chains and individual hotels of adequate quality with "Quality" labor.
As you know we have the Career development Institute that provides short courses for all levels of employees to advance. The average course is about 3 days.
These courses are especially designed for people working in a hotel and who cannot just take a long study leave. Typical Career Development courses are:
Supervisor course
Train the Trainer
Planning for success
Kitchen management for Chefs
The F&B Entrepreneur
For future marketing executives we are developing the “Hotel Business School” That is also a three day program where groups are competing in a market place against each other. Rates, advertising, number of employees, amenities etc. With Quarterly financial statements and share price of the hotel.
We shall also for food and beverage managers. The Restaurant Business School” Also here up to 10 Restaurants are competing for 3 days in a very competitive environment. And of course there will be winners and losers. These two programs are very hard work. These are very tuff programs.
But worse the experience.
For Department Heads we have Cross Training Programs also 3 days.
Front office for non front office staff
Accounting for non accountants
Food and Beverage for non f&b staff
Sales for non sales staff
Marketing for non marketing executives.
Engineering for non engineers
And once you have completed all these courses and your English is good. Let’s say at the level of a lover Cambrige degree then you can go the Leadership Institute that is our GM school.
The Leadership Institute has provided courses for our existing General Managers, Financial Controllers. Almost all General Managers in our hotels are Indonesians. We are dedicated to that training and especially education is the key to a professional, ethical behavior.
The administration of the career development institute will be fully E based.
Attached to the Career development institute there will be a "Job placement Agency" also E based that will provide jobs for members in Indonesia, on cruise ships and off shore resorts,
So I feel this is an exciting development. Some of these short courses will be conducted here at this school or anywhere as long there are sufficient students participating.
Well I would like this opportunity to thank to Pak. Willianto and Pak. Anggiat for creating this school. They rightly realized that Training and Education is the foundation to any business. Also I like to thank to pak. Farid the Principle and directly responsible for the school for his guidance and good leadership.
I like to thank the teachers for their passion to teach and develop these young prople to become qualified professionals.
Also last and not least I like to say thank you to Mr. MeClean and his management team to makes this event happen.
I heard 60% of this hotel employees are coming from the Quality Hotel and Tourism school.
Finally I like to thank all the students, now graduates and emoloye of this Clarion hotel for your hard work and to help open this beautiful hotel. With your young and dynamic
Nature and enthusiasm your passion for your vocation this hotel can only prosper. Remember YOU are the Hotel. You are the Clarion Hotel.
Ladies and gent.
Thank you for lessening.
Any Comments or Inputs are welcome
Dear Guests
Dear Parents
Friends
Dear students
Today is a great day it's your graduation, well I like to say to all of you congratulation for your achievement. Today you have arrived at your first milestone in your career and that is you have completed your basic hotel education plus you have learned a profession. You are now on your stepping stone into a Hotel Career. I said Career I did not day just Hotel job. You all must understand a hotel career stars with a job but it cannot just be a job because if you stay just in this job and you do not progress and grow in your vocation you eventually make yourself obsolete. There is a saying: Those who no longer improve themselves might no longer be employable. If you love your vocation and you just want to improve your self, you must realize you cannot be just stay a waiter for the next 20 years. You must see that you become a supervisor and that you go up the leader. The world has become very competitive and to stay employable you have to get up or get out. Yes it’s up or out.
You have received a Hotel Education and this will make it easier to develop your career vision. Where do you want to be in 3 years time? What to you want to do with yourselves?
So stay active. Get more experience and set your next career goal and set your time table at the same time. Remember life is short. Therefore do not plan for to long. It is to do, and do and not wait. So get experience and have a lot of fun with it. Hotel life is fun. We should have fun with what we do every day.
I like to make you a complement. We are very proud of you. During the in training in the various hotels. Some of you did it at the Quality but some of you were brave and went away from home to w Yogyakarta. Some to Bekanbaru to Jakarta. I am very pleased to tell you that I only got very good feed back from the hotel managements .You all shined out. You did a better job than many of the regular employees. Your attitude and enthusiasm shined out. You behaved responsible, you demonstrated competence, courtesy, team spirit and you smart service.
4 students went to Kuala Lumpur and they did very well. I live in Penang and I drove to KL to visit them and the Management of the Quality Hotel told me that they liked them very much in fact they wanted them to stay for 6 month. Malaysian students working in a hotel do not get paid but Indonesian students got paid. Got free meals and free accommodation in the hotel. Thanks to your good performance the Hotel is willing to take again students from the Quality Hotel and Tourism school Makassar. In the name of future students I like to thank to Rahmat, Ifah, Jimmy and Sri for their great performance. Why do say on behalf of future students? Well you see you also carry a big responsibility. When ever you go to work in a hotel, send by the school your performance and behavior will very much count whether the hotel will want students from this school again. If you do not do a great job then in future the hotel might not want to have any more students from our school. But you all shined out and in future it will be very easy for us to place our students in hotels because “Your kind is in high demand. You have chosen a rising Industry. Even 2000 years ago they already had a kind of hotels we are not considered an old Industry but we are young and rising. We are not a sunset Industry. More people travel more hotels are needed. So if you keep yourself employable you can look forward to a great and exciting future.
We are opening now in Batam our second school in Indonesia. In Batam we are in a joint venture with the Polytechnic. It is a beautiful brand new school that has all facilities inclusive a “trend-z suites “ as a training hotel. Also there we guarantee a job. Of course Choice Hotels can offer jobs to most but in future we will also supply other Hotel chains and individual hotels of adequate quality with "Quality" labor.
As you know we have the Career development Institute that provides short courses for all levels of employees to advance. The average course is about 3 days.
These courses are especially designed for people working in a hotel and who cannot just take a long study leave. Typical Career Development courses are:
Supervisor course
Train the Trainer
Planning for success
Kitchen management for Chefs
The F&B Entrepreneur
For future marketing executives we are developing the “Hotel Business School” That is also a three day program where groups are competing in a market place against each other. Rates, advertising, number of employees, amenities etc. With Quarterly financial statements and share price of the hotel.
We shall also for food and beverage managers. The Restaurant Business School” Also here up to 10 Restaurants are competing for 3 days in a very competitive environment. And of course there will be winners and losers. These two programs are very hard work. These are very tuff programs.
But worse the experience.
For Department Heads we have Cross Training Programs also 3 days.
Front office for non front office staff
Accounting for non accountants
Food and Beverage for non f&b staff
Sales for non sales staff
Marketing for non marketing executives.
Engineering for non engineers
And once you have completed all these courses and your English is good. Let’s say at the level of a lover Cambrige degree then you can go the Leadership Institute that is our GM school.
The Leadership Institute has provided courses for our existing General Managers, Financial Controllers. Almost all General Managers in our hotels are Indonesians. We are dedicated to that training and especially education is the key to a professional, ethical behavior.
The administration of the career development institute will be fully E based.
Attached to the Career development institute there will be a "Job placement Agency" also E based that will provide jobs for members in Indonesia, on cruise ships and off shore resorts,
So I feel this is an exciting development. Some of these short courses will be conducted here at this school or anywhere as long there are sufficient students participating.
Well I would like this opportunity to thank to Pak. Willianto and Pak. Anggiat for creating this school. They rightly realized that Training and Education is the foundation to any business. Also I like to thank to pak. Farid the Principle and directly responsible for the school for his guidance and good leadership.
I like to thank the teachers for their passion to teach and develop these young prople to become qualified professionals.
Also last and not least I like to say thank you to Mr. MeClean and his management team to makes this event happen.
I heard 60% of this hotel employees are coming from the Quality Hotel and Tourism school.
Finally I like to thank all the students, now graduates and emoloye of this Clarion hotel for your hard work and to help open this beautiful hotel. With your young and dynamic
Nature and enthusiasm your passion for your vocation this hotel can only prosper. Remember YOU are the Hotel. You are the Clarion Hotel.
Ladies and gent.
Thank you for lessening.
Any Comments or Inputs are welcome
3rd Quarter Performance Presentation
Lunch after Meeting finalized
Any Comments or Inputs are welcome
3rd Quarter Performance Presentation
Lunch together with all participants after the meeting
Any Comments or Inputs are welcome
3rd Quarter Performance Presentation
Mr. I.D. Manasa - The Vice President Choice Hotels Indonesia West Region, Mr. Harris Luimenta - The Operation Director of Asia Citra Riau Property, myself and all Department Heads after 3rd Quarter Performance Presentation Report and Disccussion
Any Comments or Inputs are welcome
3rd Quarter Performance Presentation
3rd Quarter Performance Presentation and Disccussion in progress
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3rd Quarter Performance Presentation
Presentation and Disccussion in progress
Any Comments or Inputs are welcome
Famous Singers
SLANK and IWAN FALS
Any Comments or Inputs are welcome
Famous Singers
KAKA, the Singer of SLANK Group Band - Senior Rock Band
Any Comments or Inputs are welcome
Famous Singers
The Trump, Rock Singer from USA merried with Ayu Azahari - Indonesian Movie Star
Any Comments or Inputs are welcome
Famous Singers
Simsons " Kenangan Terindah " is the top Rank Song in 2006
Any Comments or Inputs are welcome
Famous Singers
Iwan Fals in Pekanbaru
Any Comments or Inputs are welcome
Famous Singers
UNGU Group Band Personnel
Any Comments or Inputs are welcome
Brochure Rack with 30 racks
New Brochure Rack, the Best Design and was designed by Myself
Any Comments or Inputs are welcome
Famous Singers
Ayu Azahari Singer and Movie Star
Any Comments or Inputs are welcome
Famous Singers
Indra Lesmana and His Wife
Any Comments or Inputs are welcome
Famous Singers
Radja Famous Group Band
Any Comments or Inputs are welcome
Thursday, August 10, 2006
Famous Singers
Indra Lesmana and Wife
Any Comments or Inputs are welcome
Management VS Owners
Owner vs Management
I was wondering if all hotel chains face the same old politics of Owner vs Management.I am currently witnessing one of the worst case scenario of this 'politic' , and nothing realy seems to go right.Most of the times are spent 'spying' and talking bad things about each other and you know what ? this hotel is now getting a very bad reputation around town...
True Hotelier Looking for a way out 2006-07-21 08:36:40 IP: 202.44.136.42
If possible try to stay out of it and focus on your job. Let other people do the politics. Can imagine it's quiet difficult.
chef 2006-07-21 15:03:59 IP: 81.223.149.26
Don't take sides, and get all instructions in writing. If you find it too unbearable and your hotel is gaining a bad reputation ....start looking for another position ASAP otherwise you will be blamed for the bad reputation.
Canadian Hotel Manager 2006-07-21 21:35:34 IP: 63.130.213.190
Run out from this property as Canadian Hoteler said.
I got same story in Dubai just few months ago in Dubai.
I can imagine how difficult your situation at the moment. You can not involve in your business reather than politics.
And of everything what was happened with me do you know?
Owner fired me without any correct reason and management company could not stay my back.
Just know I am looking other job because of I was Just trying to do my operations in good way!
Good Luck!
EAM 2006-07-29 20:50:41 IP: 85.97.82.239
Well, in the business-line these kind of situation mostly occurred once the communication between Owners and Mangement is not in GOOD Terms. The Management has to pro-active in arranging a special meeting and disccuss the situation before getting worst. We have to be always positive and do not talk behind although we knew that the Owners talk bad behind us due to they understanding of what they tough was differently from us - the Management. Everything could be settled if we want ot sit together and talk about the differences, it's because of the PERCEPTION which every of us has our own perception. It is very dangorous to the double perception, so never Percept, let's use an argument and proper reasons to all of your - Management Actions.
Top Management 2006-07-30 03:51:45 IP: 208.110.21.98
It is all a question of seeing a future with the Owning company or with the Management company.
Don't forget that if the Management company does not want you anymore but the Owning compagny does, you are safe with the Owning company.
However the other way around is a bit different:
If the Owning company does not want you anymore the Management compagny will either have to remove you or maybe transfer you??
Goodx Advisor 2006-08-02 12:04:10 IP: 60.48.163.146
Hi friends
I have vast experience with such cases in Africa, Middle East and in Europe. Owners today are not anymore like before. Owners or owning companies in most cases want a management company in order that they position their hotel and thereafter they look into contract and Managers and prepare such "cases" to break contracts or go into legal against or reduce their fees or in some cases get management out in order to get another management comapany that offers "this world and the nexton fees ,etc" Therefore my advice is always "play safe " and try to be moderator between both parties.
As for the "owner or owning company petit committees" within the operations, specially in underdeveloped countries are the worst for the business.They should be eradicated as soon as possible, happen what it will happen. We as managers should be able to prove to owners and owning companies that they have double face actors around them., that rae destroying their patrimony.
I cannot understand that someone that invests a couple of millions to put up a business, gets involved and believes on such. But my friends there are a few if not a lot of them...
Try to get away ASAP, from such; it does not do anything good to your health to your image and to your carrer.
This is the voice of the experience.....
I’m with you and know very well what is going to happen to you, therefore I suggest that you get away from this situation, soon the management company will not support you also. Best Regards
KAKA 2006-08-06 20:37:19 IP: 85.138.143.163
This seems to be a very particular speciality in the Middle East, and so here in Egypt. The owners can talk in their language to all - which often management cannot (or only partly) and whilst they assure loud and clear the have only minor interest in operations you soon find out they have thier finger in EVERY pie and make you believe they do not. Wanting to fire some 2-3 senior but useless dept. managers you get initial agreement, then they sow doubts then they find these guys are not so bad after all and after 1 year you are back to square one! A colleague told me recently that once kingdoms within the property are allowed to be established they will never go away. Sad, and hinderign progress, hindering forward moves!
Earljii 2006-08-06 09:10:35 IP: 213.212.218.198
what the real relationship between
owner and management:?
a little puzzled
Tina 2006-08-07 08:31:26 IP: 218.93.117.2
I agree with advisor, if the company doesn't want you and the owner does you're there to stay and the company can't do anything about it, however if it's the other way around and the company can't find an opening to offer you you're out, I would stick with the owning companies, gone were the days when companies were calling the shots, it's now owners era and it will be for a long time, owners talk and companies jump.
Kevin. K 2006-08-08 10:01:49 IP: 213.249.49.82
I agree totally with Kevin: gone are the days when owners with wringing hands beg for tehir hotel to be managed/ franchised. I managed a hotel 4 years altogether: 2 years for the managament company, and when they went out of business I wasxy to get taken on by the owners for another 2 years. I finally left when they changed from a german GmbH (PTy Ltd.) to a shareholding company managed by a large board and was fed up havign to keep parking spaces free in front of the hotels for Mrs. Vice Chiarman of the Board etc etc, it got ridiculous.
HdiBGolf 2006-08-08 11:36:32 IP: 213.212.218.213
Any Comments or Inputs are welcome
I was wondering if all hotel chains face the same old politics of Owner vs Management.I am currently witnessing one of the worst case scenario of this 'politic' , and nothing realy seems to go right.Most of the times are spent 'spying' and talking bad things about each other and you know what ? this hotel is now getting a very bad reputation around town...
True Hotelier Looking for a way out 2006-07-21 08:36:40 IP: 202.44.136.42
If possible try to stay out of it and focus on your job. Let other people do the politics. Can imagine it's quiet difficult.
chef 2006-07-21 15:03:59 IP: 81.223.149.26
Don't take sides, and get all instructions in writing. If you find it too unbearable and your hotel is gaining a bad reputation ....start looking for another position ASAP otherwise you will be blamed for the bad reputation.
Canadian Hotel Manager 2006-07-21 21:35:34 IP: 63.130.213.190
Run out from this property as Canadian Hoteler said.
I got same story in Dubai just few months ago in Dubai.
I can imagine how difficult your situation at the moment. You can not involve in your business reather than politics.
And of everything what was happened with me do you know?
Owner fired me without any correct reason and management company could not stay my back.
Just know I am looking other job because of I was Just trying to do my operations in good way!
Good Luck!
EAM 2006-07-29 20:50:41 IP: 85.97.82.239
Well, in the business-line these kind of situation mostly occurred once the communication between Owners and Mangement is not in GOOD Terms. The Management has to pro-active in arranging a special meeting and disccuss the situation before getting worst. We have to be always positive and do not talk behind although we knew that the Owners talk bad behind us due to they understanding of what they tough was differently from us - the Management. Everything could be settled if we want ot sit together and talk about the differences, it's because of the PERCEPTION which every of us has our own perception. It is very dangorous to the double perception, so never Percept, let's use an argument and proper reasons to all of your - Management Actions.
Top Management 2006-07-30 03:51:45 IP: 208.110.21.98
It is all a question of seeing a future with the Owning company or with the Management company.
Don't forget that if the Management company does not want you anymore but the Owning compagny does, you are safe with the Owning company.
However the other way around is a bit different:
If the Owning company does not want you anymore the Management compagny will either have to remove you or maybe transfer you??
Goodx Advisor 2006-08-02 12:04:10 IP: 60.48.163.146
Hi friends
I have vast experience with such cases in Africa, Middle East and in Europe. Owners today are not anymore like before. Owners or owning companies in most cases want a management company in order that they position their hotel and thereafter they look into contract and Managers and prepare such "cases" to break contracts or go into legal against or reduce their fees or in some cases get management out in order to get another management comapany that offers "this world and the nexton fees ,etc" Therefore my advice is always "play safe " and try to be moderator between both parties.
As for the "owner or owning company petit committees" within the operations, specially in underdeveloped countries are the worst for the business.They should be eradicated as soon as possible, happen what it will happen. We as managers should be able to prove to owners and owning companies that they have double face actors around them., that rae destroying their patrimony.
I cannot understand that someone that invests a couple of millions to put up a business, gets involved and believes on such. But my friends there are a few if not a lot of them...
Try to get away ASAP, from such; it does not do anything good to your health to your image and to your carrer.
This is the voice of the experience.....
I’m with you and know very well what is going to happen to you, therefore I suggest that you get away from this situation, soon the management company will not support you also. Best Regards
KAKA 2006-08-06 20:37:19 IP: 85.138.143.163
This seems to be a very particular speciality in the Middle East, and so here in Egypt. The owners can talk in their language to all - which often management cannot (or only partly) and whilst they assure loud and clear the have only minor interest in operations you soon find out they have thier finger in EVERY pie and make you believe they do not. Wanting to fire some 2-3 senior but useless dept. managers you get initial agreement, then they sow doubts then they find these guys are not so bad after all and after 1 year you are back to square one! A colleague told me recently that once kingdoms within the property are allowed to be established they will never go away. Sad, and hinderign progress, hindering forward moves!
Earljii 2006-08-06 09:10:35 IP: 213.212.218.198
what the real relationship between
owner and management:?
a little puzzled
Tina 2006-08-07 08:31:26 IP: 218.93.117.2
I agree with advisor, if the company doesn't want you and the owner does you're there to stay and the company can't do anything about it, however if it's the other way around and the company can't find an opening to offer you you're out, I would stick with the owning companies, gone were the days when companies were calling the shots, it's now owners era and it will be for a long time, owners talk and companies jump.
Kevin. K 2006-08-08 10:01:49 IP: 213.249.49.82
I agree totally with Kevin: gone are the days when owners with wringing hands beg for tehir hotel to be managed/ franchised. I managed a hotel 4 years altogether: 2 years for the managament company, and when they went out of business I wasxy to get taken on by the owners for another 2 years. I finally left when they changed from a german GmbH (PTy Ltd.) to a shareholding company managed by a large board and was fed up havign to keep parking spaces free in front of the hotels for Mrs. Vice Chiarman of the Board etc etc, it got ridiculous.
HdiBGolf 2006-08-08 11:36:32 IP: 213.212.218.213
Any Comments or Inputs are welcome
