Newsletter – Q2/3 2003

Welcome to this Update from TMP/Hudson HRC

There have been many changes across our Human Resource Consulting business
within TMP/Hudson Asia. They include new partnerships in countries like India and
the Philippines.

Human And new services like Coaching Skills for Managers’ programs run locally under
Resources licence from Dr Anthony Grant, our executive coaching guru.
Insights for Read on to learn more about how we can serve you better…
You…
Outplacement – Performance Management 2003
Hot Links
Apart from restructuring, in what other situations do ‘best practice leaders’ in HR use
Best Executive outplacement?
Coaching Website
• To help manage effective separation of staff for performance reasons. These
Best Outsourcing services are offered to staff that don’t measure up to roles they have been
Website appointed to, in cases where they have failed to deliver. This is seen as a way of
handling especially long term staff who have been with you over ten years or
more…company sponsored outplacement gives them hope for their future
Best HR Career starting with an act of good faith from their current employer
Management
Website • Changes in role, function or performance standards. In many cases these can
create a mismatch of skills or poor performance for staff that lead to separation
TMP/Hudson being the only choice left…
Centre for High
Performance • To discharge their obligations to employees who may be in remote locations or
Management on expatriate terms and are being replaced by local staff.

TMP/Hudson These are some of the reasons that you may wish to consider retaining us for
Thought outplacement on an ongoing basis, and offer consistent hr separation processes for
Leadership your staff. We can even take care of your exit interviewing and other confidential
counseling that may be an important part of your next separation exercise.
TMP/Hudson
Training your managers in effective separation techniques is another morale
Corporate website
boosting program that should be on your agenda as you move to rationalise this
aspect of your staff management program. Handling ‘difficult’ situations like these
TMP/Hudson HRC speaks most strongly about your approach to human resource management style.
Make sure that you are well known…contact me, John Read for more.

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Inside read about: Regional News, Executive Coaching, and much more…

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Regional Outplacement Capabilities
Countries across Asia where we supply outplacement and exit interview support:

• Singapore • Hong Kong

• Malaysia • Taiwan
• Thailand • Korea
• Philippines • Shanghai
• India • Beijing
• Japan (Tokyo)

Other Asian locations can be arranged upon request. To find a contact in your area of need click here.

Regional Office News

Singapore (South East Asia)

We recently appointed Career Systems Inc. as our partners in outplacement in Manila, Philippines.
They have an enviable 20-year track record of successful career transition support to major
corporations and individuals. They also supply in-house career management programs for companies.
These include training managers how to effectively plan career tracks for themselves and also their
staff. You can visit their website by clicking here. Contact with them is requested to come through our
Singapore office first.

Recently we delivered our first outplacement in India for this year, reflecting a growing trend across Asia
to offer outplacement to local staff, especially at more senior levels. Is this important to you?

Contact: John Read, email: john.read@hhgroup.com, telephone: (65) 6430 5324

Shanghai (China Region)

Our Shanghai office has strengthened our HRC offerings by introducing human resources consulting
services into the China market recently. We are helping a number of regional clients on outplacement
delivery in Shanghai and are planning to extend our service offerings to cover psychometric tests,
organizational surveys and training and development programs phase by phase.

We are very glad to see that the role of human resources is gaining importance in China and is
transforming from a "legs and arms" job to an advisory / consulting position. Hence, a high demand of
quality human resources consulting services, including tools for organizational diagnosis, talent
development and staff retention is foreseen. In the next 12 months, we will be building our forces in the
HRC areas by working closely with strategic partners and qualified associates, and also counterparts of
TMP/Hudson in the regions, to deliver the best possible services to our clients, both locally and
regionally.

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Contact: Alice Tse, email: alice.tse@hhgroup.com, telephone: (862) 1 6375 8922 Ext. 882
Hong Kong

The Hong Kong office is currently very busy providing our clients with Career Transition Management
(CTM) services, although there has been a marked reduction in demand compared to 2002. The
finance and technology sectors continue to be the worst affected by the current economic environment
and the majority of our projects come from these industries. We have also tailored our traditional CTM
product offering to include supporting the trailing spouses of senior executives entering the region.

Further to our CTM business we are also working with our clients on such projects as running
development centres and coordinating psychometric assessments. We have also seen an increase in
the demand for executive coaches and the need to help our clients through periods of organisational
change.

Contact: William Probert, email: william.probert@hhgroup.com, telephone: (852) 2528 1191

Tokyo, Japan

The Tokyo office has been active in the HR Consulting area since its establishment in early 1999. Since
that time, we have built up a successful practice providing outplacement, coaching, HR due diligence,
recruitment process design and strategy, salary surveys and competency benchmarking.

There is a growing demand in Tokyo for executive coaching and mentoring- we are currently working
with a variety of multinational and domestic in industries such as automotive, telecom and consulting to
make sure that their executives have the right tools to manage their businesses in this difficult
economic time.

At the same time, we continue to regularly outplace both Japanese and expat candidates of all levels
and have developed a strong track record of placing restructured staff into roles of their choice. One
new trend in the Tokyo market is the use of career counselors to assist in internal succession planning,
to aid individuals in building their careers inside their current organization and to facilitate intelligent
succession planning. There have been a few inquiries from our client base into this service, as clients
look to maximize internal resources and minimize turnover of key staff.

Contact: Lyle Andrews, email: lyle.andrews@hhgroup.com, telephone: (813) 3511 5668

Executive Coaching
As you know we provide two forms of executive coaching:

1. A strong Talent Bench of qualified and experienced executive coaches including former and current
Managing Directors – click here for more information

2. ‘Coaching Skills for Managers’ 2 day training program – want to know more?
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 – contact me for more information
A recent survey of coaching by the Centre for Creative Leadership shows a rise in the use of coaching in
organizations over the last decade.

Key findings include:

• Three-quarters of respondents who had used a coach rated the experience favourably
• Coaching typically is accessed when there is a clear business need, which may be more remedial than
developmental
• Finding the right coach is more complex than screening for credentials and experience

Read more here…

How can our Executive Coaching work for you?

• Ensure ROI of training - help to convert learning into practice after any form of training program
• Deliver opportunities for innovation in your company – coaching is an empowering relationship
• Improve performance of your ‘star’ performers – lead them to capitalise on their strengths through
executive coaching

Learn more about our approach to coaching here.

Coaching Competencies for Managers

Our expert Dr Anthony Grant suggests that Managers need to develop the following attributes to
become effective coaches at work: [The model below has been developed by David Clutterbuck.]

The 10 core coaching competencies are:

• Self-awareness, including understanding of self and interest in self-knowledge)

• Behavioral awareness, including understanding others
• Communication and listening skills
• Conceptualising and intellectual ability
• Business and professional savvy, business knowledge; ethics, integrity
• Sense of proportion and humour
• Interest in developing others and a desire to coach
• Committed to own learning
• Goal setting skills, and relationship management, empathy, personal boundary management

More recent research (Dec. 2002) reported at the Consortium of Emotional Intelligence shows these
attributes as vital for counselors to be successful and can be used to separate effectiveness in this
skills domain:

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The critically important competencies were:
• Emotional Self-Awareness from the Self-Awareness Cluster of EI competencies; and
• Empathy from the Social Awareness Cluster of EI competencies.

The researcher (Richard E. Boyatzis, Ph.D) reported that both of these were significant at the skill
level. This implied that training or developing these competencies might be more feasible than if
they were at the trait or motive level of personality.
He found that regardless of the organizational climate of the various facilities in which they worked, type
of training received to prepare for their role, and the age demographics of their clients, these
characteristics, these competencies explained why some counselors were more effective than others.

In short…he states: “To be effective as a counselor, and by extension an executive coach, a person
must be sensitive to others. To be sensitive to others, he/she must be sensitive to themselves.”

Read the full article here.

Contacts for Outplacement at TMP/Hudson Human Resource Consulting Asia:

Tokyo, Japan
Lyle Andrews, Consultant, based in Tokyo
Email: lyle.andrews@hhgroup.com Tel: (813) 3511 5668
Full services available at local TMP/Hudson office.

Hong Kong
Pauline So, Consultant, based in Hong Kong
Email: pauline.so@hhgroup.com Tel: (852) 2528 1191
Full services available at TMP/Hudson office.

Taiwan
Consulting Partner’ company available locally. Please contact our Hong Kong office for more
information. Full services available at TMP/Hudson Partner office.

Korea
Consulting services on a fly-in/fly-out basis from Hong Kong or Tokyo. Office facilities can be
arranged for candidates.

Shanghai, (China Region)

Alice Tse, Consultant, based in Shanghai
Email: alice.tse@hhgroup.com Tel: (862) 1 6275 8922
Full services available at TMP/Hudson office.

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Beijing
Consulting services on a fly-in/fly-out basis from Hong Kong or Shanghai. Please contact these
offices for your needs. Office facilities can be arranged for candidates.

Singapore
John Read, Managing Consultant, based in Singapore
Email: john.read@hhgroup.com Tel: (65) 6430 5324
Full services available at local TMP/Hudson office.

India
Local consultant available, please contact our Singapore office for more information. Office facilities
can be arranged for candidates.

Philipinnes
Consulting Partner’ company available locally. Please contact our Singapore office for further
information. Full services available at TMP/Hudson Partner office.

Malaysia
Please contact our Singapore office for more information. Full services are also available at
TMP/Hudson Partner office.

Indonesia
Consulting services available on a fly-in/fly-out basis from Singapore. Office facilities can be arranged
for candidates.

Vietnam
Consulting services available on a fly-in/fly-out basis from Singapore. Office facilities can be arranged
for candidates.

Thailand
Please contact our Singapore office for more information. Office facilities can be arranged for
candidates.

Sample Profiles of our some of our Executive Coaches

Singapore
• Senior business executive with 25 years of international leadership experience e.g. Managing
Director/VP for the Asia – Pacific region for AT&T Consumer Products, was instrumental in
expanding the business within 3 years from US$30 mil to US$105mil. Apart from his strong track
record in leading businesses for MNC’s and managing his own consultancy practice, our
consultant has had many years of coaching experience. Recently, he completed a formal coach-
training program with our Dr Grant during his visit to Singapore and a US-based Coach University
program. He is currently coaching executives in selected MNC’s and local companies who are
looking for better results.
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Singapore
• This senior associate is Managing Director of several companies in Singapore including a venture
capital company and a consulting organization with a particular focus on Asia. Has supported
chief executives through one to one coaching during restructuring and downsizing, building team
leadership skills and confidence, and re-shaping business strategies. Specialises in business
coaching.

• With experience as CEO of a non-profit organization in the USA this consultant has led her
organization through restructure including redefining strategy and implementing a range of
focused HR policies. She has coached many managers, staff and executives in the course of her
leadership and recently completed our 2-day Coaching Course designed by Dr Grant to further
refine her coaching practice.

Hong Kong
• This consultant is CEO and President of an USD11 million business in a specialist management
area. He consults for TMP/Hudson providing one-to-one executive coaching in Hong Kong. Having
operated at senior management level in roles including director, marketing manager and general
manager in northern Asia over the past 10 years, he brings a wealth of practical experience to his
coaching with a clear focus on developing results.

• This consultant has been in Asia for 16 years working in public relations, human resources and
communication strategies fields. He has worked extensively in senior roles in the PR sector working
with clients and team members to build communication and change strategies. Given his
experience this consultant makes a powerful executive coach able to assist senior executives to
deliver results through their interpersonal and communications skills development.

• This associate has significant experience as an executive coach, management developer and
professional consultant. During the past 8 years, she has concentrated on the most impactful
aspects of leadership: strategic thinking and planning, decision making and the extraordinary
communication. Engagements have varied with clients vary from one-month projects to on-going
(up to 3 years) relationships comprising regular, evolving interaction.

Tokyo
• Our associate is a proven management talent who has taken large-scale organisations through
significant high-growth, reduction and change. He has significant P+L exposure (close to US$1b)
and impressive management experience. He has also amassed 15 years of work experience in
Japan – much of it at the highest level. As an executive coach, he is able to bring significant
corporate experience to the coaching domain.

• As a Managing Director, with his own consulting company responsible for leadership, our
consultant’s experience established a robust leadership team and a Board of Directors. This
associate has coached senior executives for TMP/Hudson with strong success including coaching
the local Japanese HR Director of a major IT company who is a regional client of ours.

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Sydney

• This experienced associate has developed a strong reputation in the Executive and Career
Coaching. Experienced in coaching, counseling and training individuals across all industries and
levels in private and public sector organisations, she also designs and facilitates group processes
in change management, career planning and management, outplacement, counseling skills, and
stress management. She is an experienced coach, counselor and facilitator and has developed a
strong reputation in the change management, conflict resolution and career management fields.

• This associate is an organisational psychologist who has conducted his own management
consulting practice on a full time basis since 1985. His clients have included leading Australian
companies in the food, steel, oil, banking, finance, newspaper, minerals, transport, and computer
industries; government departments and authorities, both Federal and State. This is
complemented by his work as a personal coach to senior managers, where he employs a range
of client centred methodologies to achieve outcomes in strategic leadership, career transitions
and personal effectiveness.

• This associate is a professional coach, facilitator and speaker with over 12 years business
experience. He specialises in coaching executives, managers and professionals to achieve
excellence in their professional and personal lives. His strongest attributes are his abilities to help
clients develop greater insight, self-awareness and confidence, which leads to clearer goals, more
focus, and more effective behaviors and actions that lead to successful results.

OUR APPROACH TO EXECUTIVE COACHING

Core Coaching Competencies

The following chart highlights some of the key elements to successfully coaching employees for
sustainable behavior change:

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 “Relapse”
Permanent
While the following
Slipping back
into old
diagramExit describes the behaviours
New behaviours Pre-
various stages of
become part of Contemplation
change that need to be
personality
understood and
managed:
STAGES of
Maintenance CHANGE Contemplation
Sustaining change Thinking about change
Feeling ambivalent

Action Preparation
Deciding and beginning Preparing to change
change

Executive Coaching (One-to-One)

Overview
TMP/Hudson HRC Division has a powerful executive coaching capability across our operations. Our
ability to draw on a combination of psychologists and their assessment tools, our senior candidate
and contact pools that provide a rich source of executive coaches across our European (UK), Asian
and Australian operations.

TMP/Hudson is a natural choice for any company involved in an executive coaching project that
spans geographic boundaries and hierarchical levels. We have serviced the needs of Asia Pacific

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An analysis of more than 300 top-level executives from 15 global companies showed that
six emotional competencies distinguished stars from the average: Influence, Team
Leadership, Organizational Awareness, Self-Confidence, Achievement Drive and
Leadership.
(Spencer, L. M., Jr., 1997).
regional projects providing a consistent level of service to individuals in locations as diverse as Japan,
Hong Kong, Singapore and Australia.

We believe the following

aspects of our program make
our service unique:

1. Our Experienced Bank of

Executive Coaches
2. Our Delivery Model
3. Our Provision of Related
Assessment Services
4. Our Global Network
5. Our Results Orientation

To make an inquiry about any aspect of our coaching services contact:

John Read, Tel: (65) 6430 5324 and Email: john.read@hhgroup.com
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Sample Coaching Timeline

Sample Meetings Timing

Meeting 1 – Rapport building, defining scope 2 hrs - Month 1
Meeting 2 – Exploring issues, defining vision 2 hrs – Month 1
Meeting 3 – Refining ‘ideal state’, actioning 2 hrs – Month 2
Meeting 4 – Clearing blockages, prioritising 2 hrs – Month 3
Meeting 5 – Monitoring progress, practice 2 hrs – Month 4
Meeting 6 – Micro-issue resolution 2 hrs – Month 5
Meeting 7 – Confidence assurance, growth 2 hrs – Month 6
Meeting 8 – Refining and embedding practice 2 hrs – Month 7
Meeting 9 – Hand back to coachee, wrap-up 2 hrs – Month 8
Review Meeting (all parties) for 2 hrs – Month 9
Closure/Continuance

Our Experienced Bank of Executive Coaches

We use coaches matched to our clients’ needs. Our executives comprise a range of local and
expatriate managers and senior managers in each country. We can usually offer more than one
coach if necessary to our clients so that the matching process enables compatibility and
communication or chemistry issues to be satisfied.

In our experience, executive coaching works best if there is mutual trust, respect and effective
communication between the coach and the coachee.

Our Delivery Model

The process we use to select and introduce our coaches to the client’s coachees can be customised.
We have some clients who prefer to meet with our coaches and assess the chemistry first; others
prefer us simply to nominate a coach from our bank.

The steps for coaching once commenced usually take the following forms:

1. A Review of Performance Issues, Needs and Rapport Building

2. Identification Areas of Focus, Goal Setting
3. Coaching Activities (may include on-the-job observations, participation by the coach in some
work by the coachee)
4. Joint Strategy Setting where the Coachee may identify additional training or development needs
that need to be exercised outside the coaching situation
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5. Goal Achievement Progress Reviews
6. Coaching Closure and Ongoing Development Planning

TMP/Hudson can offer before and after measurement systems to assess the effectiveness of the
coaching experience. The amount of time allocated to coaching can vary dependant upon goals, time
availability for the coach and coachee and the complexity of the learning process. Basically, we are
looking to establish a trusting developmental relationship where the coach is able to provide
motivation, direction and support to the coachee to develop according to the goals agreed.

Research shows that the feedback process is enhanced by specific, positive and accurate feedback
that addresses the behaviors and skills required. Executive coaches can offer this through their
experience, coaching skills and pragmatic approach. Together with motivation this gives the coachee
a positive environment in which to enhance and develop their management skills. These might
include areas of leadership such as interpersonal communication and can have a direct impact on
perceptions of leadership style. These perceptions will affect staff morale and staff performance for
the coachees’ subordinates. This is one example of an area covered by executive coaching.

Our Provision of Related Assessment Services

TMP/Hudson conducts 360-degree performance appraisals using the very latest internet survey
design strategies. We can custom build 360-degree surveys based around the competencies set by
the organisation for leadership, which will reflect the vision and values of that organisation.

TMP/Hudson can offer complete psychological assessment covering abilities, personality and
management style, emotional intelligence and specific skill appraisals such as sales proficiency.
These assessments like 360-degree appraisals provide important information for a coaching process.

These two sources of appraisals: 360-degree and psychological assessments can be used effectively
to establish a measurement system that will evaluate the coaching experience. We can use the
instruments to set up before and after measures for the coachee and the company to evaluate
progress against agreed criteria.

These assessments also provide the coach and coachee with a basket of prioritised date that can
drive the coaching experience. They can help to provide focus, feedback and support for the coachee
to better understand themselves and how others view them. We find this data invaluable in guiding
the coaching experience.

Our Global Network

TMP/Hudson are currently delivering, or have the capacity to deliver Executive Coaching services in
the following countries:
Asia (Japan, Hong Kong, China, Korea, Malaysia, Singapore, Australia, New Zealand)
North America (New York and selected other States)
UK and selected European countries

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We use a proven project management model that means we can deliver Executive Coaching with
content in a local language, delivered by local people, but managed from one central point. To our
customers, this means a single point of contact, and the assurance that the client’s staff are being
genuinely supported.

Our Results Orientation

Our Executive Coaches help people move toward a result. They do this by combining the aspects of
the program detailed above. We ensure they have access to up to the minute market intelligence
from our recruiters, and we ensure they have access to the best possible training in job search skills.

For our customers a results orientation also means being accountable for the work we commit to. We
have established reporting mechanisms that allow us to feedback to our customers the progress of
each candidate. We can feedback to a customer how many times a candidate has used our facilities,
how often they have met with a consultant (either in person, on the phone or via email) and how often
they have accessed our on line service. In this way our customers know they get what they paid for.

EQ Examples at Work:
• At L’Oreal, sales agents selected on the basis of certain emotional competencies
significantly outsold salespeople selected using the company’s old selection procedure.
On an annual basis, salespeople selected on the basis of emotional competence sold
$91,370 more than other salespeople did, for a net revenue increase of $2,558,360.
Salespeople selected on the basis of emotional competence also had 63% less turn-over
during the first year than those selected in the typical way (Spencer & Spencer, 1993;
Spencer, McClelland, & Kelner, 1997).

• Optimism is another emotional competence that leads to increased productivity. New

salesmen at Met Life who scored high on a test of “learned optimism” sold 37 percent
more life insurance in their first two years than pessimists (Seligman, 1990).

• Research by the Centre for Creative Leadership has found that the primary causes of
derailment in executives involve deficits in emotional competence. The three primary
ones are difficulty in handling change, not being able to work well in a team, and poor
interpersonal relations.

• One of the foundations of emotional competence -- accurate self-assessment -- was

associated with superior performance among several hundred managers from 12 different
organizations (Boyatzis, 1982).

Prepared for the

Consortium for Research on Emotional Intelligence in Organizations
by Cary Cherniss, Ph.D.
Rutgers University

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