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Feature Article |
Lok Jack GSB Academic Orientation:
Lead, don’t manage, for successful careers
Leadership, not management, is the key to a successful career, Yara Trinidad Ltd President, Mark Loquan emphasized to incoming students of the Arthur Lok Jack Graduate School of Business.
Too often, he said, management and leadership were equated, yet even those with “very titled” positions could be lacking leadership skills.
“Leadership is independent of the title one carries. You could be an operator on a plant, an Accountant, whatever it is and you can show leadership qualities by showing initiative, getting your team involved and even setting the bar. That’s leadership,” he told students at the Lok Jack GSB’s Academic Orientation ceremony at its Mt. Hope Campus on Wednesday evening.
Loquan, the feature speaker, told students to be sensitive to the impact they had on those around them and pay close attention to the relationships formed during the course of their post graduate business education.
He appealed for “conscience” based leadership, saying to focus on the bottom line alone would not distinguish a company from its competitors.
Also addressing students, Dr. Rolph Balgobin, Executive Director, Arthur Lok Jack Graduate School of Business, said business school graduates have some of the most successful careers compared to other graduates, but their schooling requires that they “rise higher, fly faster and further than before”.
“Recognise that Graduate Business School is NOT advanced Under Graduate work. It requires initiative, not just regurgitation, and very disciplined work,” he said.
He said Lok Jack GSB students were drawn from the society but were expected to change it for the better and would therefore be held to the highest standards of conduct and moulded into catalysts for positive change.
He commended students on having made it thus far, as the business school was constantly raising the bar for students and it was becoming increasingly difficult to gain entry.
But this is just the start of their journey, he emphasized, cautioning against viewing the MBA degree as a flying carpet that would work wonders with little effort.
“The MBA is a tool, not an end in itself,” Balgobin said, urging students to adopt the right attitudes for success.
Distinguished Leadership Series 2007: Think Big Act Small
Decision makers regionally are invited to our intensive one day conference with internationally acclaimed business speaker, Mr. Jason Jennings
In an ever-changing business environment, successful leaders turn obstacles into opportunities and uncertainty into inspiration.
The 2007 Distinguished Leadership Series will allow you to tap into your leadership potential for creativity and sustainable growth.
Jason Jennings has been named one of the three most in-demand speakers on the planet alongside Jim Collins (Good to Great) and Tom Peter (In Search of Excellence) by USA TODAY in 2005. He has spent 20 years founding and leading successful businesses and consulting other companies on achieving their full economic potential.
When not travelling the world on research and adventure travel, Jennings consults companies around the world and does more than 80 keynote speeches annually for companies like Verizon, GlaxoSmithKline, Sony, Washington Mutual, Microsoft, Ford, Wells Fargo and Time Warner.
His books have been on the Wall Street Journal, USA today and the New York Bestsellers lists.
Website: www.jennings-solutions.com/index.html
Centre for Leadership Assessment and Development presents
Moving Beyond Intuition featuring Professor Peter Saville
March 01, 2007- Crowne Plaza
8:45am to 3:00pm
The power of assessments in creating world class organizations
This seminar is geared towards making HR and business leaders aware of the value of assessments and more importantly, the price that is paid for making the wrong business decisions.
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Psychometric Testing – Adding Value to HR
Whether restructuring or recruiting, selecting the best person for a position is not just about matching technical experience with technical requirements. We can see technical competence in the person’s resume, professional achievements, qualifications and work experience.
However, ask yourself some important questions about the individual:
- how well does this person interact with others in the workplace?
- how do they motivate themselves to complete tasks on time?
- do they set and achieve goals?
- do they work effectively in a team environment?
- are they interested in developing a career?
Psychometric assessments are designed to facilitate employers in making effective selection and development decisions. Used correctly, they can prove an extremely cost effective supplementary tool to help businesses select the right people, facilitate individual and team development and increase organisational effectiveness. The Arthur Lok Jack Graduate School of Business and our newest alliance partner, Saville Consulting, wish to share with you some the benefits psychometric assessment can add to HR.
There are many psychometric instruments available and therefore it is important to select and use the right instrument. The wrong instrument can not only be an ineffective use of the HR budget but also unfair to those being assessed which can lead to legal risks. Some instruments should only be used for the development of individuals while others are designed and validated for selection. For HR to derive value from assessment, it is important first and foremost to chose and use the right assessment instrument.
We recommend that HR professionals examine a specimen set or preview kit for the tests being considered. These usually include a copy of the test, instructions, a test manual, and a trial administration along with sample reports. They can help HR determine if the test is relevant for development or selection. Value can only be derived for HR if the assessment instrument is correctly selected. [read more] []
The Centre for Leadership Assessment and Development
The Centre for Leadership Assessment & Development (CLA&D) at the Arthur Lok Jack Graduate School of Business designs and delivers customized leadership programmes locally and regionally. CLA&D’s learning model immerses our most promising managers in a transformational experience that fosters professional, intellectual and personal development to take on greater leadership responsibilities, become more effective leaders or people and processes and become better influencers and strategic partners.
[read more] []
Proposal Development and Evaluation
February 6th & 7th, 2007
Overview
This proposal development programme offers the tools and techniques necessary to develop effective funding and business proposals.
Ojectives
Upon completion of this programme participants would be able to:
- Map the Procurement Life Cycle
- Design a Logical Framework Matrix
- Develop a Request for Proposal
- Develop an Effective Proposal
- Evaluate proposals
- Technical
- Funding
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Project Management for Non-Project Management Professionals
The knowledge and skill of project management is critical to the successful implementation of any initiative today. Whether it is construction, engineering projects, developing a new product for market, relocating an office or embarking on an new initiative that will deliver a service , product or results in change or transformation. There can be no organization transformation without the application of project management. Internationally, Project Management is becoming more and more a required core competency for every organization. This program prepares participants to be successful project managers in their initiatives.[read more] []
Management for the Newly Appointed Manager - February 6th, 7th & 9th, 2007
For newly-appointed managers, the managerial position can be a somewhat lonely and even hostile place. With minimal organisational support available, they frequently find it necessary to rely on their own instincts to make critical decisions, growing in confidence whenever the impact of these decisions appear to produce little or no negative consequences for the organisation.
In the absence of organisational initiatives to systematically develop managerial competence, many newly-appointed managers find extreme difficulty in making the transition from technical to
managerial excellence. As a result, much of the conceptual, interpersonal and, indeed, managerial competencies required of these managers remain under-developed while they find comfort in continuing to operate at a technical level.
This workshop is designed to help newly-appointed managers understand the role of the manager in today’s organisation, and to identify and develop the competencies required to facilitate the success of the organisation.
[read more] []
HR Labour Law: Bringing Theory into Practice - February 27th, March 6th & 13th, 2007
Employment and labour laws play an essential part in maintaining stability and order in society as well as within organisations. They also help to ensure distributive justice, procedural justice as well as interactional justice. Employment laws help maintain fairness and equity for both employers and employees. These laws, therefore, should be thought of not only as legal constraints; but also as sources of information for potential employees as they think about joining or leaving an organisation.
When deciding where to work, a potential employee evaluates whether a company pays a fair wage, whether it offers desirable benefits, whether the corporate culture is appealing and so on. Once hired, employees continue to express their concerns about fairness and evaluate whether their employers are addressing these concerns.
Fairness is something that society values. And clearly, treating employees fairly is good for the employer and the employees. It is within this context that employees and employers should have a good grounding of the laws that govern employment and labour in Trinidad and Tobago. [read more] []
Meetings and Conferences - Mondays and Wednesdays – 5: 30-8: 30 p.m. Dates: February 26th – March 12th 2007
Basically every organisation from trade associations to government agencies regularly holds large and small meetings. This course provides the basic tools to successfully plan and manage local, national, and international meetings and conferences. Course information covers the basic competencies tested in the Certified Meeting Professional (CMP) examination.
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Managing Stress - February 1st-2nd, 2007, 9:00am – 4:00pm
Do you find yourself stressed, fatigued, angry or frustrated at not achieving your potential?
Medical practitioners and lay people have called stress the “disease of the twenty-first century”. Research indicates that stress causes more ailments than any other conditions that confront modern medicine. In the recent past, most stress was short term and could be addressed by a combination of simple techniques. Today, however, stress has become chronic, with long terms stress proving to be debilitating harmful to our physical, emotional and mental system.
The effective management, reduction and prevention of stress can enhance productivity, health and a total sense of well being, providing a more balanced life style.
This two day workshop is designed not only to neutralize stress but to reframe stressors into positive life giving experiences, creating an internal state that allows for personal development.
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Effective Business Writing - 5th, 6th & 7th February, 2007, 8:30pm – 4:30pm
This Three-day course is the ideal way to learn the skills of effective written Communication. It is both informative and practical with excellent back-up course notes to form a valuable reference source for the future. A course that is completely up to date and suitable for everyone in business who has to communicate using the written word.
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Excellence in Customer Service - February 28th & March 1st, 2007, 8:30pm – 4:30pm
Globalisation, improved technology, a more educated workforce and an ever demanding customer base have forced companies to examine its service delivery so as to be able to survive in today’s competitive and turbulent business environment.
Therefore, organizations have changed and are changing as a result of the focus on the customer. It is now recognized that meeting the customer needs is the foundation of any successful organization, and that the customer comes first, second and third in the organizational priorities.
Customers have of course always been important, what has changed is the priority given to them and the urgency with which their needs are considered by the organisations. It can be argued that customer service is now the only factor that distinguishes one organization from another in the same business.
For most organizations their customer perceptions are formed by contact with people representing the organization. In order to provide an excellent service, these representatives have to have the required skills and knowledge to ensure that their organizations have the competitive edge to survive in this turbulent environment.
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The University of the West Indies, St. Augustine, Trinidad
Website: http://www.gsb.tt Telephone: (868) 662-9894 Fax: (868) 662-1411