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Idea-
Applying Hope. Leveraging Talent.
Espoir Technologies
Our Values, Our Beliefs
An Espoir Worldwide Initiative
Member: American Society of Training & Development
Client Interviews
Espoir was founded in 2005 by a team of industry professionals working with leading global companies specializing in Technology, Engineering, Human Resources, Finance, Marketing and Educational Psychology .
We are passionate about what we do. We are happy with our creations because our users are satisfied with what they could achieve in real life situations as a result of trusting our products and programs. Your input is the trigger for our innovations.
We realize the criticality of skill-
We don’t advertise. We believe, if you are really in need, you would search and find us. We also believe, ultimately, you are responsible for your future. We can sincerely help. Why not meet us on ‘Let’s Meet’ page?
Copyright © 2005-
Challenges are Everywhere
From Espoir Knowledge Series...
A recent study made a startling revelation. Candidates from developing countries unknowingly adopt inferior, self-
Erica Sebastian, Mentor at Espoir InnoLearn
A top level HR executive of a Bangalore based IT company, who has worked in the US, Europe, Australia and Singapore recently told me the the common characteristics of job seekers from the developing countries, especially India.
The Striking Difference : Job Seekers in Developed & Developing Countries.
Candidates in Developed Countries Like US, UK, Germany etc. |
Candidates in Developing Countries Like India, Indonesia, Brazil etc. |
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They accept personal responsibility: They see themselves as the primary cause of the results they achieve, and experiences they undergo. |
They see themselves as victims: They believe that what happens to them is determined primarily by external forces such as fate, luck, and powerful others. |
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They discover self- |
They have difficulty sustaining motivation: They often feel depressed, frustrated, and/or resentful about a lack of direction in their lives. |
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They Master self- |
They seldom identify specific actions needed to accomplish a desired outcome: And when they do they try to procrastinate. |
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They follow strategy of interdependence: They build mutually supportive relationships that help them achieve their goals and dreams. |
They are solitary: They seldom request, often reject, offers of assistance from those who could help. |
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They gain self- |
They make important choices unconsciously: They are directed by self- |
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They adopt life- |
They resist learning new ideas and skills: They view learning as fearful or boring rather than as mental play. |
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They develop emotional intelligence: They effectively manage their emotions in support of their goals and dreams. |
They live at the mercy of strong emotions: They are affected by emotions such as depression, anxiety and a need for instant gratification. |
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They believe in themselves: They see themselves as capable, lovable, and unconditionally worthy human beings. |
They Doubt their competence and personal value: They feel inadequate to create the desired results. |
High quality and well paying jobs are available -
Forget the qualifications and certifications. The essential pre-
Accept personal responsibility: Your actions are solely responsible for the results.
Gain self awareness: And build skills that you lack.
Invest in yourself: If you don’t believe in you, why should anybody else?
Espoir programs have been designed keeping these imperatives in mind. No wonder, those who consistently use Espoir programs reach higher echelons of profession and life.
Or a over suspicious customer. There is reason for his suspicion. One of the biggest concerns relating to the nature of hiring authority is the fear of making a mistake.
Therefore, as a candidate, to be successful in your job interviews, you need to understand the role of interviewers and what they are trying to accomplish. Sure, they want to hire someone for the position, but they want to hire the right person. It is their goal to make an informed and reasonable decision, so every question they ask has meaning and importance. The questions they ask aren't random; they don't pull them out of a hat and hope that they can divine who is the right person for the job.
Matthew Johnston, Senior Consultant
No one likes to make mistakes, but making a mistake in employee selection is one of the greatest fears companies have. Mistakes cost money and time. Most importantly, it can affect the credibility of the hiring authority -
In most interviews, this is one of the first questions you face even though this question is only about 20% of the hiring decision. However, a convincing answer here opens the door for the rest of the interview process.
In most interviews, the majority of questions asked are to determine whether you can actually do the job for which you are interviewing. If your answers do not clearly demonstrate that you can do the required tasks, you will likely not be considered a serious candidate for the job.
Angela Walsh, Senior Editor
Do you have sufficient education, training, aptitude, experience and interest to be productive? Can you deliver what the organization needs from this position? How has your background prepared you for this job? What have you achieved up to now? What do you know about this job and company?
Remember this. No interviewer will make a decision to hire you unless he or she has a sense of who you are as a person, what you care about, and what motivates you. This information can be even more critical to interviewers than knowing whether you meet every qualification. If they can't get a sense of the "real, authentic you," they will not consider you seriously for the job.
That means, in addition to determining whether you can do the job effectively, interviewers want to know who you are. What do you like and dislike? What are your main characteristics and traits? What is your personality like? What are your values and goals?
Richard Harris, Senior Consultant
Innovation means making meaningful change to improve an organization’s products, services, programs, processes, operations, and business model to create new value for the organization’s stakeholders.
Innovation should lead your organization to new dimensions of performance. Innovation may involve taking intelligent risks.
Innovation builds on the accumulated knowledge of your organization and its people. Therefore, the ability to rapidly disseminate and capitalize on this knowledge is critical to driving organizational innovation.
So if innovation is so important, why do so many companies spend all their time making tiny process improvements and watching their competitors steal their customers with innovative new products and services? Clearly the problem is not that business owners and managers don't see the need for innovation. Many just don't know how to encourage innovation. However, most actively discourage innovation -
Susan Matthews, Consultant
Stephen Covey’s Seven Habits teach us to start with end in mind. This is true for effective executives and for organizations. ChiefMentor programs inspire and shows the way for managers to customize their own or organizations path to consolidate performance to ensure continually better results.
An organization’s performance measurements need to focus on key results. Results should be used to create and balance value for your key stakeholders—your customers, workforce, stockholders, suppliers, and partners; the public; and the community. By creating value for your key stakeholders, your organization builds loyalty, contributes to growing the economy, and contributes to society.
However, to meet the sometimes conflicting and changing aims that balancing value implies, organizational strategy explicitly should include key stakeholder requirements. This will help ensure that plans and actions meet differing stakeholder needs and avoid adverse impacts on any stakeholders. The use of a balanced composite of leading and lagging performance measures offers an effective means to communicate short-
Randy Lau, Consultant, Singapore
Clarence Darrow (1857-
Suresh Namboothiri, Creative Director & Chief Mentor
Same here! I am a subscriber of The Economist magazine. The first page I turn when I receive a new issue is the last page. Obituary!
Each obituary tells the life story of one of the most captivating people died during that week as judged by The Economist writers. Each stylishly written story and accompanying photograph surprises, entertains, and stimulates.
Many people think it is an honor or recognition to appear on the obituary page of The Economist. As author Marilyn Johnson has put it: "There is no chariot as elegant for a final send-
Espoir content-
Naturally, we were in search of books and articles that deals with academic and business applications of content-
At the same time, three aspects of content knowledge involved in an EBP class are delivered by means of these three teaching approaches in a number of principled ways. Wenhua Hsu presents the business case study both as an approach to doing a case and as a discussion task, for her English for business purposes teaching.
As we know, content-
Sandy Ray, Senior Editor
According to HR executives, if candidates from developing countries demonstrate at least 60% of the positive attributes listed on the left hand side column, they end up in extremely rewarding jobs in their respective countries.
You Are the Product, and Interviewers Are Suspicious Customers.
Managers and the Culture of Innovation
Content-based Instruction: Effective Way to Acquire Business English & Communication Skills.
The Key Apprehension. How Will You Prove You Can Do the Job?
How to Use Your Passion for Your Professional Success?
Who Are You? And, Do We Like You?
Working with the End-Result in Mind
Snehal Joshi
How Stressful can be a Stress interview?
By responding positively and confidently you can bag the job!
Angela Welsh
Your Interviewer wants to assess how creatively you approach a problem.
Harry Morris
You must shade your answers to match the company's or position's requirements.
Mary Emmanuel
Why Should You Continually Focus on Your Strengths?
You are hired for your strengths. Then, what else should one focus?
Alice Rawe
How to Create a Resume that Works?
Not that difficult. Do the necessary research and follow these easy steps.
Kate welsh
How to Find Success in Any Interview?
There are few interview techniques, which are classic & can be applied anywhere!
Maria Youngs
Why Employers Love Lifelong Learners?
Because competitive environment demands un-
Mark Zagorin
What is Your Way of Dealing With Failure?
Companies look for calculated risk takers who knows how to handle failure well.
Erica Sebastian
Managers and Situated Learning.
It is high time we adopt learning methods that truly produce results.
Amy Stein
If quality is a differentiating factor to beat the competition, it must be a strategy.
Richard Harris
Nurturing Future Orientaition in Managers.
To build clear and organizational values, and high expectations for the work force.
Kate Welsh
Few Questions about Reinforcing the Trained Skills?
A lack of follow-
Susan Matthews
Innovation is not for R& D alone.
In some companies there are 'Official Innovators' and everyone else.
Albert Grey
Agility is the outcome of Organizational Intelligence effectively implemented.
Kate Higgs
Changing Times:Be ready for a Team Interview?
It is easy to win over a cross-
Susan Matthews
How do You Present Your Skills & Experience?
You being the seller, onus is on you to convince the buyer about your value.
Arthur Wood
Interviewers Hate Tautological Answers
Who wants to hear those needless repetition of ideas in different words?
Irina Saxon
Like a story, an excellent way to keep your interviewers interested in you.
Arthur Wood
Managers that Inspire to Embrace Meaningful Change.
A major part of your training strategy should be linked to your business strategy.
Snehal Joshi
Role Models in the Organization.
They encourage teamwork and co-
Lucy Cheng
Building A Systems Perspective.
Successful overall performance requires organization-
Charlotte Walt
Building self-
Lucy Cheng
It is all about packaging, products, marketing of your knowledge and abilities.
Mark Zagorin
Managers & Transformative Learning
Self-
Erica Sebatian
Customer Focus & Company Values in Every Action.
Excellence, Stimulating innovation and Building knowledge & abilities.
Angela Welsh
Giving the same training to all employees is a waste and generates frustration.
Sandy Ray
Tell Me What Motivates You to Excel.
If it is ‘Passion’ and ‘Deep Interest’ in the job, you get the job.
Maria Youngs
Managers and Innovation Cycle Time.
Nowadays the question is about the speed in which you can innovate.
