Behávio Consulting

20/04/2023

I'm proudly inked by apo (a full one and not just with 3 dots, which she used as signature when she's too tired and would ask her niece Grace to ink you on her behalf.).

Looks like Apo Whang-Od has some new celebrity fans. READ: http://bit.ly/3KaeObk

20/04/2023

Layman's version of what happened with Silicon Valley Bank.

28/08/2022

WHICH TYPE OF A MANAGER ARE YOU? Are you a teacher, an always-on, a cheerleader or a connector? (See image).

According to the study made by Gartner (2018), “Connector Managers” improve employee performance the most — by up to 26% — while the “cheerleader” and “teacher” approaches yield only 9% and 7% improvement in performance, respectively. The “Always On” manager actually adversely affects employee performance, degrading it by up to 8%.

Connector Managers achieve such strong results because they make connections at the employee, team and organization levels to drive employee performance. They are defined by three key abilities:

1. Personalize for Employee Resonance — Connector Managers tailor development to employee needs and interests.
2. Power the Team for Peer Development — Connector Managers promote reciprocal and real-time development within the team.
3. Partner for Best-Fit Connections — Connector Managers ensure employees have quality development connections outside the manager and team.

Connector Managers recognize that while they are not always the right direct source of development, they can always play a critical, context-dependent role in connecting employees to the coaching and development they need.

Source: How Connector Managers Coach to Drive Performance, Gartner (2018)

14/02/2021

https://www.facebook.com/watch/?v=3743103199106086

27/01/2019

Hi there Jobseekers!

We are participating in the "Trabaho for Every Juan Jobfair 2019" tomorrow until Tuesday (Jan 28, & 29, 2019 at Ever Commonwealth Quezon City and also on February 21 & 22, 2019 at the SMX Convention Center.

Just bring your CV and visit our booth. We are giving away 2GO Freebies.

Please tag your friends and loved ones who might be looking for jobs. Thank you and see you there!

09/12/2018

"When studying retention, the team says it’s not really about why people leave—the real question is why they stay, and that has a lot to do with management. From helping employees pursue their passions at work to developing flexible arrangements that allow them to be both productive team members and great parents, managers truly can be the difference for retaining and engaging top talent."

65% of employees say they’d rather have a new boss than a pay raise. That stat suggests that the old adage that we quit our bosses, not our jobs, may actually have some weight to it. But according to Facebook’s Head of People, Lori Goler, Head of HR Business Partners, Janelle Gale, and People Gr...

07/12/2018

On Company Culture.

Do you have deliberate strategies or interventions to shape an ideal culture for your organization?

"Every workplace has a culture -- intentional or not, constructive or otherwise. You don't even have to plan for one. They just happen...Every team GETS THE CULTURE THEY DESERVE...With culture, there should be no surprises. For every action there is a consequence. If you are passive toward culture, you will still end up with one...just NOT THE ONE YOU WANT...If you are not intentionally building a specific culture, then you are unintentionally building an alternative one."

- Jason T. Smith,
Outside-in Downside-up
Leadership

06/12/2018

"Even if you have the most altruistic, most profound vision statement in the world, HOW you accomplish that vision is equally important...that’s why at LinkedIn employees have always been evaluated not only by their results, but also how they accomplish those results and if they work with the LinkedIn values in mind. That ensures you build an organization where all your employees can thrive."

In front of more than 4,000 people at Talent Connect in Anaheim, Calif. Wednesday, LinkedIn’s CEO Jeff Weiner outlined two strategies he believes are crucial to building a successful organization today: defining a clear what, while also emphasizing the how.

12/11/2018

Is your company an empathetic organization?

"Employee Experience cannot happen unless we embace empathy....Being an empathetic organization is about creating a human organization. It's about creating a company where people actually feel that they WANT and not just they NEED to show up to work."

What is Empathy and why do we need it? A lot of times we confuse empathy with sympathy. In the past organizations have been good with being sympathetic to em...

09/09/2018

Gabay-Guro goes to Bataan.

28/08/2018

WHICH TYPE OF A MANAGER ARE YOU? Are you a teacher, an always on, a cheerleader or a connector? (See image).

According to the study made by Gartner (2018), “Connector Managers” improve employee performance the most — by up to 26% — while the “cheerleader” and “teacher” approaches yield only 9% and 7% improvement in performance, respectively. The “Always On” manager actually adversely affects employee performance, degrading it by up to 8%.

Connector Managers achieve such strong results because they make connections at the employee, team and organization levels to drive employee performance. They are defined by three key abilities:

1. Personalize for Employee Resonance — Connector Managers tailor development to employee needs and interests.
2. Power the Team for Peer Development — Connector Managers promote reciprocal and real-time development within the team.
3. Partner for Best-Fit Connections — Connector Managers ensure employees have quality development connections outside the manager and team.

Connector Managers recognize that while they are not always the right direct source of development, they can always play a critical, context-dependent role in connecting employees to the coaching and development they need.

Source: How Connector Managers Coach to Drive Performance, Gartner (2018)

18/03/2018

"For good conversation you only need one other person who shares your passion and cares about what you care about."-
Harrison Owen, Open Space Technology: A User's Guide

This video was taken during a Visioning Workshop among select PLDT and Smart leaders. The facilitator used combined Open Space Technology and Appreciative Inquiry conversation tools.