VN Newsletter13

8/9/2019 VN Newsletter13

1/8

In this issue:

Are you afraid to speak in public? If so, you are not alone. Formost people who are not delivering presentations as part of their dailyjob, addressing a group makes them feel nervous. When they are ex-pected to say a few words, they have to force themselves to do so.Often they leave a bad impression: they appear to be uncertain, andfail to persuade their audience. Both person & content simply dont

come across. The result: losing facein public.A little known secret of experienced presenters & public speakers isthat they too feel nervous. However, they have learned to control theirnervousness. Experience has taught them that in 19 out of 20 timesthere is nothing to be afraid of. The difference between them and thescared ones is a mixture of experience, preparation and know-how.

Very few are born public speakers. And they too need tools!It is said that those who can deliver a good presentation haveleadership abilities. Fact is, that most successful leaders are also goodpresenters. Not surprisingly: leaders must be able to generate follo-

wers. Power alone is insufficient: at best it intimidates, but it doesnt

inspire or persuade. Loyalty is a gift from those who believe in theirleader. How to generate followers, loyal believers? Right: by givingthem something to believe in. Something of value, fit for use.Public Speaking skills are important for 3 categories of people:1. Those whose job it is to deliver presentations2. Those who want to become powerful leaders3. Leaders who feel the need to further improve their skills.In Vietnam, many presentations are combined with Powerpoint sli-des. Recently an interesting book was published: Real Leaders Dont DoPowerpoint. They have the power of persuasion, and know how to usetheir personality to deliver their message. Yet, a good PPT helps.

What do great presenters have in common?They are not preten-ding, they are authentic. Unafraid to show their personality. They belie-

ve in their message. They make you listen, and willing to take a newlook at an issue. They convince you thatyou, as a member of their au-dience, are important. And when they use Powerpoint, they know howto use it. They impresswith the power of their heart & mind.

August 2-6: Presentation Skills at Royal Business Schoolp. 5

TheDutch Vietnam

Management Supporter

This magazine was first pu-

blished in March 2007. It is

digitally distributed among

my Vietnamese and Dutch

business & private associates.

Purpose: to keep them infor-

med about my activities in

Vietnam.

This amazingly attractiveand energetic country has

rapidly conquered my soul,

and become my home away

from home.

Loek Hopstaken

Prof . Loek Hops takenEma i l :l oek@hops taken . comMobi l e :090 888 9450

July 19, 2010

4th year, no. 3

Stage Fright?

From the editor

Halfway 2010

1

2

Two New HRM CoursesKey to Success on VTV1LHR & Royal Updates

34

5

Human Resources or

Human Relations?

6

Standing offer: freelecture; List of clients

7

Contact information

Resum

8

Next issue:

September 2010

Suffering from Stage Fright?

Knowing is not enough; we must apply.Willing is not enough; we must do.

Johann Wolfgang von Goethe


2/8

Ho Chi Minh City, July 19, 2010

Dear Reader,

The World Cup is past. The Dutch team became the worldssecond best soccer team. Interesting about the country teams isthat initially, the players rarely work as a team. They may excel intheir home teams, but need to grow into their temporary newteam. Thats why you could see several teams do pretty bad atfirst. Cupwinner Spain even lost its first game! They usuallyimprove with each game. Some didnt, like France and Italy.Argentina disappointed, despite their legendary coach.

How is your team doing? Oneof the problems resulting fromhigh personnel turnover is verysimilar: its hard to sustain a

team. So, the first problem totackle is: How do I keep goodpersonnel? Recent research inVietnam has unearthed somevaluable new insights. Id behappy to share these with you, inthe newRecruitment Course atRoyal Busines School (p. 3)Best regards,Prof. Loek HopstakenEmail: [email protected]

24th year, no. 3

TheDutch Vietnam Management

Supporter

Halfway 2010: from the Frontlines

2010 marks the recovery from the recession.You donthear the word crisis anymore. Companies have learned afew valuable lessons. CEOs shared some of them with me:1. dont blindly follow those who claim to know whats right.2. after establishing your goals & vision, develop your

Strategic Planand use it as a roadmap.3. investing is not betting; only invest when you have some

certainty about ROI; belief is insufficient.

4. using the USA as a guiding example is no longer wise: therecession was caused by unethical acts of its entrepreneurs.5. Vietnamese business culture inhibits internal communica-

tion bottom up, leading to high personnel turnover.

Halfway 2010 & the Year of the Tiger, wenote that the Vietnamese business world isonce again optimisticbut with more realismthan before. Good feelings are fine, but better

when based on facts & figures. We also valuewell-established relations. Only collaboration

based on mutual trust will bear fruit.

Earn an International SubjectCertificate

(issued from The Netherlands, EU)As Resident Representative of WittenborgUniversity of Applied Sciences (WUAS), TheNetherlands, I am authorized to deliver training programs & examinations; sign certificates and diplomas.You may earn credits towards a bachelor degree inInternational Business Administration. Therecipients of such a certificate will be registered atWUAS in The Netherlands.For details, see page 17-18 of the catalog.

Surround yourself with only people who are going to lift you higher.Oprah Winfrey

June 16: At Nike, the best team receives a reward.

With Prof. Deelstra, retired President of Dutch Delta University.


3/8


Supporter

4th year, no. 3 3

Two New Specialized HRM CoursesThe Specialized HRM Program is on its way, after Prof. Wiles kicked off with his exer-cise-packed, interactive HR Strategy & Planning, and HR Career Planning & TrainingCourses. The program continues in July and August with Recruitment & Career Start,and Interpersonal Relations for HR.

These courses have been developed by Prof. Loek Hopstaken. He also delivers them,exclusively for Royal Business School.

HRM Course 3: RECRUITMENT & CAREER STARTAs there is a constant search for qualified and motivated personnel, recruitment is one of the mainactivities of HRM, CEOs and Top Managers. In fact, recruitment in Vietnam is a daily fight to find theright people. And as keepingthe right people is a second serious issue and another daily worry, it is timeto re-assess the policies and tools currently in use by Vietnamese organizations. In the third course ofthe Specialized HRM program, Prof. Loek Hopstaken addresses both issues to find and keep thecompanys Asset Number One. HRs know recruitment doesnt stop on Day One: it ends when the ProbationPeriod ends. This is why in the new Specialized HRM Course at Royal Business School special attention

will be paid to this aspect. The course concentrates on practical methods and tools.

The course program consists of 5 evenings on 5 consecutive days (July 26July 30, from 18.0021.30):Day 1: Preparation & Planning for Recruitment, First Selection (CVs, letters) & First InterviewDay 2: Second Selection Interview, Testing Methods, Looking Behind the Applicants MaskDay 3: Final Selection, Final Talk & Negotiation, Advice to the Decision Makers

Day 4: Preparing for Day & Week One, Final Meeting Before Day One, Coaching the Career StartDay 5: Using the Job Settlement Checksheet, Job Coaching & the First Performance Evaluation

HRM Course 4: INTERPERSONAL RELATIONS FOR HRMThe Human Resources Department is often seen as the internal psychology department. Wheneverthere are problems with people, managers will turn to HR for assistance. These problems can be:conflicts, lack of motivation, lack of team work, gossip, lack of discipline, lack of cooperation, and lackof communication between departments. In short, problems dealing with interpersonal relations. HR and if an organization has no HR Department, the CEO is expected to know how to address andsolve these problems. This course focuses on tools to analyze, understand and improve the relationsbetween employees, staff and management, so their increased cooperation and motivation will result in

better performances. This tool box for people problems is vital for HR, but in fact for all those whomanage and deal with people. Human Resources is all about improving & usingHuman Relations!

The course program consists of 5 evenings on 5 consecutive days (August 2327, from 18.0021.30):Day 1: Trust, or the Power of Agreements; Building & Repairing Relationships; HR Roles

Day 2: Emotion Management; Emotions in the Workplace; EQ; From Resistance to CollaborationDay 3: Effective Communication Techniques; Handling Upsets, Disagreements & Gossip; HR TalksDay 4: Conflict Prevention & Resolution; Social & Antisocial Personalities; Mediation Tactics

Day 5: Power Distance & Competences; Intercultural Communication; 360 FeedbackSeewww.royal.vn for more information. Mail [email protected] to enrol.

When you want to know your past, then research your present state. If youwant to know the future, then research your present activities.

From an anonymous Buddhist source


4/8

44th year, no. 3


Supporter

3 Values of the Key to Success CEO Show

Of course its an honor to be invited as Examiner, or Member of the Jury, in VTV1s highly acclaimedbusiness game TV show. In October its 5th season will start. Recently we recorded the Finals: the 4 best

contestants of the 48 who participated during the past season. CEO of the Year 2010. No, I cant tell whowon. But she (ok, its a lady) won a 30 million VND overseas trip for two. And, deservedly!Q. What is the value of this show for the viewer?

A.Whether you are a CEO or a manager, study business or are just interested in business, the show is a freeonline course. Study the cases and the solutionsprovided by the contestants & the examiners, anddevelop your own solution.Q. What is the value of this show for thecontestants?

A.They all have jobs, many combine work withstudy. They are all ambitious, some already

succeeded in establishing their own company, othersdream of being a CEO one day. All of them arecourageous enough to take up the challenge: facingcomplicated business cases, and tough examiners.

They have an opportunity to perform under stress,and show the world what they can do.Q. What is the value of this program for

Vietnamese society?A. Besides providing insights in the often complicated problems CEOs are faced with, ita. helps generate more and deeper understanding of business reality, andb. generates many useful ideas business people can use to further develop Vietnams economy.

Seehttp://tinyurl.com/22kjtxq for an unedited interview in the VTV1 studio, Hanoi.

I find my greatest pleasure, and so my reward, in the work that precedes what theworld calls success.Thomas Alva Edison

Chiakhoathanhcong CEO!

WANTED: THE FEARLESS

Every season Mr. Hoang Hai Au, the producer of the Key to Success CEO show needs 48 new contes-tants. Aspiring contestants must be between 24 & 45 years old, and hold a key position in their organization.If you want to take up the challenge, test your IQ on http://tinyurl.com/27zpfp6 . If you know someone

who may qualify, give her or him a hint. See the site for contact information, and to find out more.

Late 2009 Mr. Nguyen Manh Duong (Director of Royal BusinessSchool) asked me to represent RBS in VTV1s famous business game tvprogram. End of February 8 programs were recorded. In June, 4 morefollowed: the yearly competition for CEO of the Year. Its an honor to

wear the Examiners hat, and great to work with CEOs & managers fromwell-known companies like IBM, ANZ & Intel.In a few months the 5th season of Chiakhoathanhcong CEO! will start.I have been invited to continue contributing to this valuable program.

Mr. Ngo Quoc Phong, my ableinterpreter, at work in the VTV1

Studio in Hanoi.

Holding a degree in English &studying MBA, he translates all

Vietnamese into English, andvice versa. He also gives me tips.


5/8

The Specialized Human Resource Management Program at Royal Business SchoolsMovie Room (186 Nguyen Thi Minh Khai Street, District 3) the next 7 workshops havebeen scheduled (see page 3 for information about courses nos. 4 & 5):4. Recruitment & Career Start: July 26-30 Prof. Loek Hopstaken5. Interpersonal Relations: August 23-27 Prof. Loek Hopstaken6. Team Development: Sept. 27-Oct. 2 Prof. Ronald Ainsbury

7. Performance Management: Oct. 11-15 Prof. Jeffrey Mueller8. Organization & Change: Oct. 18-22 Prof. Jeffrey Mueller9. Implementation Support: Nov. 22-26 Prof. Loek HopstakenProf. John Wiles delivered two well-received HRM courses in June. Apart from my share in delivery, I co-ordinate the course content with my colleagues. We focus on practical applications of workable theory.

To enrol, mail [email protected]. My other Royal activities: Presentation Skills: August 2-6; public course. 5 mornings: 8.30-12.00. An expansion of my RMIT cour-se, focusing on delivery of various business presentations. Includes presentations during meetings. See p. 1. Examiner in the Finals of the Key to Success - CEO of the Month business game tv show: VTV1,

Wednesdays 9:20 pmend of August, through September. See page 4.

All in all, busy days ahead at Royal Business School, and for you: lots to learn! Checkwww.royal.vn.

54th year, no. 3


Supporter

The secret for success in life is to be ready for your opportunity when it comes along.afterBenjamin Disraeli

LH Resources Update

Since my arrival in Vietnam, I am doing my own thing. Meaning: having a personal mix of activitiesI believe are useful for my clients and Vietnamese society. I feel Im using my talents, and meeting a varietyof challenges that keep me in a permanent state of creativity. A constant factor is meeting many, mainly

Vietnamese, people-in-business: Directors & CEOs, HR Managers & Executives, Project Managers, andmany people in specialist functions. Its an on-going research: one discovery leads to the next question, andits answer links to a new field of interest. Its a bit like surfing on the internet, but then focused, and in thereal business life. Its also a bit like 3-dimensional chess: assisting Alliance ITC, delivering training pro-grams at Royal Business School, for Spectra, at several universities, and contributing thoughts & commentsto several discussion groups on LinkedIn. Im now finalizing contracts with some major Vietnamese com-panies. In case everything works out the way it should, it will take some wizardry to fit it all in my agenda.

Royal Update: the Specialized HRM Program, & more

After a 2-day workshop for Spectra at Tae Kwang Vina (NIKE) in Bien Hoa


6/8

4th year, no. 3 6

One of the famous teachers in the field of Human Resource Ma-nagement is the American Professor Dave Ulrich. With books likeHuman Resource Champions(1996) he rapidly gained worldwiderecognition & influence. His out-of-the-box thinking, based onextensive research, helped to propel his fame. Ulrichs definition ofthe roles of HR, described in HR Champions, has led to a new ap-

proach. He recently updated his views, based on new findings. His current view on HR roles:1. Leader: leading HR, and promoting Leadership in the organization.2. Strategic Partner: HR assists in formulating, and executes the organizations strategy.3. Change Agent: HR coaches the organization during organizational change processes.4. Functional Expert: exerts process control, creates, maintains & improves the HR infrastructure,

and stimulates the use of HR know-how.5. Human Capital Developer: talent development.6. Employee Advocate: feeds and uses personnel with know-how and challenges.In their new book, The Why of Work, Ulrich & his wife Wendypsychologistargue that organizationsmust enable their personnel to develop their talents. The idea of an abundant organization is to ensurethat employees feel at home; unafraid of being fired because of bad results. Knowing they work for anemployer who cares for their further development. Its time to look at people as gifted human beings,instead of programmable & replacable production units. Who would disagree? Still, I miss one essential element.Employees dont see themselves as resources. Only employers do. People seek relations. Human relations.

Thats why I tend to replace the word Resources by Relations. People work best when they can usetheir innate urge: to seek meaningful relationships to enhance & enrich their life. My observation of organi-zations during the past 35+ years has taught me this: its human relationsthat make all the difference.Always!


Supporter

HR: Human Resources or Human Relations?

Did you notice? Saigonwas a little more orangeduring the World Cup

weeks. Dutch & Vietna-mese soccer supporters inthe middle of the nightracing to & from Bar No.5, 44 Pasteur, HCMC.

The Dutch team made

some new friends, but alsoenemies. Those who pla-ced their bets on theDutch team made goodmoney. Those who belie-

ved in Slowakija, Brazil &Uruguay lostbig time.Dutch & Vietnamese

supporters of the OrangeHurricane enjoyed a great& noisy time in Bar No.5up to the very end.

The Dutch & Vietnamese Soccer Supporters

In order to attain the impossible, one must attempt theimpossible. Miguel de Cervantes

Dave Ulrich


7/8

STANDING OFFER:EXPERIENCE HOW PROF. LOEK MAKES A DIFFERENCE

74th year, no. 3

A training serves its purposewhen it deepens your understanding, but alsoincreases your practical skills. The English say: The proof of the pudding is in theeating. There is one way to get to know my training style: by experiencing it.

One way of getting this experience is to invite me to deliver aFREE LECTURE (11,5 hours) in your company. You choose thetopic. For ideas, see the mini-catalog (right). Three conditions:1. the participants (max. 40) should be able to understand English,2. in case the distance from my home to your location or venue is

>15 km, you take care of transportation, and3. your company provides a lecture space, projector and screen.

Interested? Drop me an email or sms. Name the topic and the periodin which it will be feasible for you and your team to attend the lecture.

Then we can start scheduling.

Till soon!

Prof. Loek Hopstaken For contact information, see page 6.

Prof. Loek Hopstaken has delivered services to / with:in Vietnam: a.o. business field

Tan Thuan IPC (HCMC) Industrial development

HCMC University of Technology MBA program

RMIT (HCMC campus) B. of Comm. program

HCMC University of Industry (NCU) BBA program

Spectra (VSIP; Petronas; Nike) Training Le & Associates Training & consultancy

NutriWay Vietnam Animal food

Training House Vietnam (Sacombank) Training & consultancy

Royal Business School (Ministry of LISA) Seminars & courses

PACE Education Seminars & courses

Alliance ITCIEM Training programs

Hoanggia Media Group Key to Success TV Show

Fresh Green Earth Hi-tech agriculture

in The Netherlands, a.o.

ING Bank (workshops, seminars) Financial services

Philips (workshops) Electronics

Heineken (workshops) Brewery

Yamaha (workshops, consultancy) Musical instruments

Voerman International (workshops, etc.) International relocations

Campagne (workshops, consultancy, etc.) Advertising, promotion

Damen Shipyards (consultancy, coaching) Ship & ship repair wharfs

Dutch Delta University (teaching, seminars)IBABBA, MBA

Wittenborg University (teaching, seminars) IBABBA, MBA

Royal Van Zanten (workshops) Pot plants, cut flowers

WVL Staalbouwers (workshops) Steel construction

G&D Promotions (workshops, coaching) Billboarding Eurograss (workshops, consultancy) Lawns; grass seeds

City of Boarnsterhiem (workshops) Municipality (Friesland)

Market Vision Hospitality marketresearch

MINI-CATALOG

Overview of Prof. Loeks services

WorkshopsA workshop is a 2-4 day group activitywith a defined purpose, where theory,practical exercise and exchange ofexperiences are the main ingredients.

Areas: HRM, PR, Communication,and Management.

Team Engineering

Communication

Commercial Communication

Public Relations

Effective Meetings

Organizational Design

Intercultural Communication

Time Management/Efficiency

Personnel Selection

ConsultingConsulting is any specified expertactivity to help solve a definedproblem. This can take the form ofcoaching, but also, conducting aresearch. By definition, it is tailor

made. Areas: HRM, Strategy, PR. Management Coach

Corporate Strategy

Personal Coach

Mediation

Executive Selection

In- & External Surveys (360)

SeminarsA seminar is a 3-4 hour interactivetransference of core know-how, oftenincluding practical assignments.

People Management

Emotions in the Workplace

Strategic Thinking

Business Ethics

The Allround Manager

The AllroundCommunicator

The Soft Skills Program

Investments (ex. 10% VAT)Workshops: US$ 1,000 per team/day.Consulting / Coaching: US$ 90 per hr.Seminars: US$ 550 per seminar

(except the Allround / Soft Skillsprograms). US$ 250 per lecture.Train the Trainer: US$ 1,200 per day.Contact me for longterm conditions.

TheDutch Vietnam Management Supporter


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This newsletter is written & published by Loek Hopstaken.Office: 83/1 Pham Van Bach, P.15, Q. Tan Binh, HCMCEmail: [email protected] or [email protected]: 090 888 9450

Assistant: Ms. Vo Ngoc Lien HuongEmail: [email protected]: 090 888 9451

Website:www.intalli.comLoek Hopstakens company in The Netherlands:Hopstaken Bedrijfsadvies

Address: Gouden Leeuw 628, 1103 KNAmsterdam ZO. Website:www.hopstaken.com

Profile: http://www.linkedin.com/in/loekhopstaken

Who is Loek Hopstaken?

1951: born in Haarlem, Netherlands

1971: Near & Middle East travels

1972-1975: Amsterdam University

1976-1977: North & South America

1977-1993: career in banking: NCB,

Postgiro, Postbank, NMB PostbankGroup, ING Group, ING Bank

1979-1982: BA studies

1983-1988: project managerprivatization process Postgiro to

Postbank (field: P&O / HRM)

1989-1993: project manager

formation NMB Postbank Group &

ING Group (fields: PR and TQM)

1991: founding of Hopstaken

Bedrijfsadvies as a side-activity1993: left ING Bank; started career in

training and consultancy

1996-2000: business club MC

2001: started mediation career

2003-2008: combining training &

consultancy for companies withteaching at international

management schools (IBAMBA)

2005 + 2007: Professor appointments

2006: starting to explore the

Vietnamese market

2007: first 3 visits to Vietnam

2008: 4th & 5th extended stays in

Vietnam: lecturing, consulting, sur-veying, delivering workshops at 2

universities; establishment in HCMC

2009-p.t.: delivering lectures, semi-

nars, coaching, workshops & trainingcourses, mediation; 4 business visitsto The Netherlands, 1 to Russia

Full Curriculum Vitae available.

8


Supporter

A peak achievement

One of the most interesting

projects in Ho Chi Minh

Cityis the construction of its tallestbuilding: the Bitexco FinancialTower. Now & then I stop by totake a picture. After installation ofthe helicopter platform frame you

could see thesky through it.

A few dayslater, the heli-

pad was filledwith concrete.

June 13 thetower reached its

peak: 262 m.TheTopping

Off event wasextensively cove-red on 5 TVchannels. Withthe lotus floweras inspiration,designer archi-tect Carlos Za-

pata & Bitexco

have truly enri-ched HCMCsskyline. GrandOpening: mid

October 2010.

4th year, no. 3

Tomorrowsbattle is won

during todays

practice.Japanese wisdom

VN Newsletter13

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