Development and career pathing is te key to success in any world class organization. LG should not only promote the idea, but implement in the subsidiaries so that succesion planning can occur unlike what is currently happening in LGESA.
I AGREE THAT COACHING SHOULD BE AN IMPORTANT PART OF EVERY COMPANY. HOW WILL YOU KNOW WHAT THE FULL POTENTIAL OF YOUR STAFF IS. STAFF ALSO FEEL MORE APPRECIATED AND VALUED WHEN THEY SEE THAT THERE IS ROOM FOR GROWTH IN A COMPANY. I TRAINED AND COACHED ALL JUNIOR STAFF THAT REPORTED TO ME AT MY PREVIOUS COMPANY AND SOME OF THEM ARE IM MANAGEMENT TODAY AND I AM VERY PROUD OF THEM TODAY.
This is exactly what we should do with our organization! But we continue to micro manage our people, not lead them. To be successful in the United States, we must change our mindset; we should train/encourage great leaders and not turn our leaders into managers!
Coaching and feedback is good not only for our employee but also for our leaders. Sumarize timely . Open you mouth for the Smile. Open your mind for the communication. Open your heart for the work-life. We are working together like a team.
Coaching and feedback have to be constructive and they have to involve trust. LG managers do not coach effectively because they usually do not trust the employees under them. Instead they micromanage and use fear in many cases. Managers also are afraid to trust their employees because they are afraid of being blamed by the management above them if something goes wrong.
All LG managers should receive good training in how to coach employees. Managers at all levels must also learn how to trust the managers and the employees below them. Trust and fear elimination have to come from the very top of the company as a high priority.
we should build a more people oriented company in the future, and coaching and feedback play a very important role in it. A big part of management is to coach your subordinates and help them win for the team, our managers need to own the right attitude and the right skills that would help them to do the job.
I would suggest that our managers in China should receive proper trainings on how to coach people and also make sure all subordinates have the right mindset to be coached.
This is a real important & difficult issue in company's capacity development area. How to approach (including identification of issues) & make the progress of this issue will heavily affects the satisfaction of the employee and employee's retention with LGE. Otherwise, LGE can not expect the bset performance of LGE employee.
It could not be done without career opportunity. One clear example from daily life: We have two assistants working in financial department. One is senior assistant, second is junior assistant. So, the first girl is leaving LG. In any other company that could mean, that junior assistant could receive job ob the first girl, salary raise etc. But not in LGELV. In LGELV junior assistant was asked to work on the role of senior manager assistant, wit a salary of junior…till March. And than MAY BE she will receive 15% salary up. Of course junior girl said "no", as also started to search for the new job, because it is no way up for her in LGELV. Now company will be searching external senior assistant as also new junior assistant. So the question is, how new talents could be raised in that king of bureaucracy, when people can't see their future in LG? P.S. This situation is not unique and happens at least three times per year.
I've read most of the newsletters that are posted and I enjoy the words of wisdom that are spoken...but what I would enjoy more, is to see and hear these things going on.
These newsletters are very contradicting to what is actually going on in the workplaces.
I hope, in the very near future, that all of these thoughts and ideas are actually carried out, in all of the subsidiaries. It would accomplish so much and rid the company of biasness and segregation. And a Great Company could be born.
In Response to your comment,we are reporting all the comments to CEO to let him know how employee thinks about opinion. Please keep how you think and we will implement the idea to the business.
We keep waiting to see some indication that management in subsidiaries read and understand and want to implement ideas of CEO - this is still not happening. It is very frustrating to see wonderful thoughts and ideas from CEO - and know that they belong only to Korea - that subsidiary management is ignoring ideas and directions that would truly make us - not just Top 3, but Top 1 Globally.
12 comments:
Development and career pathing is te key to success in any world class organization. LG should not only promote the idea, but implement in the subsidiaries so that succesion planning can occur unlike what is currently happening in LGESA.
I AGREE THAT COACHING SHOULD BE AN IMPORTANT PART OF EVERY COMPANY.
HOW WILL YOU KNOW WHAT THE FULL POTENTIAL OF YOUR STAFF IS. STAFF ALSO FEEL MORE APPRECIATED AND VALUED WHEN THEY SEE THAT THERE IS ROOM FOR GROWTH IN A COMPANY. I TRAINED AND COACHED ALL JUNIOR STAFF THAT REPORTED TO ME AT MY PREVIOUS COMPANY AND SOME OF THEM ARE IM MANAGEMENT TODAY AND I AM VERY PROUD OF THEM TODAY.
This is exactly what we should do with our organization! But we continue to micro manage our people, not lead them. To be successful in the United States, we must change our mindset; we should train/encourage great leaders and not turn our leaders into managers!
Coaching and feedback is good not only for our employee but also for our leaders.
Sumarize timely .
Open you mouth for the Smile.
Open your mind for the communication.
Open your heart for the work-life.
We are working together like a team.
Coaching and feedback have to be constructive and they have to involve trust. LG managers do not coach effectively because they usually do not trust the employees under them. Instead they micromanage and use fear in many cases. Managers also are afraid to trust their employees because they are afraid of being blamed by the management above them if something goes wrong.
All LG managers should receive good training in how to coach employees. Managers at all levels must also learn how to trust the managers and the employees below them. Trust and fear elimination have to come from the very top of the company as a high priority.
we should build a more people oriented company in the future, and coaching and feedback play a very important role in it. A big part of management is to coach your subordinates and help them win for the team, our managers need to own the right attitude and the right skills that would help them to do the job.
I would suggest that our managers in China should receive proper trainings on how to coach people and also make sure all subordinates have the right mindset to be coached.
This is a real important & difficult issue in company's capacity development area. How to approach (including identification of issues) & make the progress of this issue will heavily affects the satisfaction of the employee and employee's retention with LGE. Otherwise, LGE can not expect the bset performance of LGE employee.
It could not be done without career opportunity. One clear example from daily life: We have two assistants working in financial department. One is senior assistant, second is junior assistant. So, the first girl is leaving LG. In any other company that could mean, that junior assistant could receive job ob the first girl, salary raise etc. But not in LGELV. In LGELV junior assistant was asked to work on the role of senior manager assistant, wit a salary of junior…till March. And than MAY BE she will receive 15% salary up. Of course junior girl said "no", as also started to search for the new job, because it is no way up for her in LGELV. Now company will be searching external senior assistant as also new junior assistant.
So the question is, how new talents could be raised in that king of bureaucracy, when people can't see their future in LG?
P.S. This situation is not unique and happens at least three times per year.
I've read most of the newsletters that are posted and I enjoy the words of wisdom that are spoken...but what I would enjoy more, is to see and hear these things going on.
These newsletters are very contradicting to what is actually going on in the workplaces.
I hope, in the very near future, that all of these thoughts and ideas are actually carried out, in all of the subsidiaries. It would accomplish so much and rid the company of biasness and segregation. And a Great Company could be born.
This would indeed aid LG in reaching their goals.
I agree. Please give us a summary of what improvements have been made at LG as a result of the blog comments.
In Response to your comment,we are reporting all the comments to CEO to let him know how employee thinks about opinion. Please keep how you think and we will implement the idea to the business.
We keep waiting to see some indication that management in subsidiaries read and understand and want to implement ideas of CEO - this is still not happening. It is very frustrating to see wonderful thoughts and ideas from CEO - and know that they belong only to Korea - that subsidiary management is ignoring ideas and directions that would truly make us - not just Top 3, but Top 1 Globally.
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