- Mark J Galea
- Dec 05, 2017
- Human Behaviour, ICT Jobs in Malta, job, Jobs, Learning & Development, Malta, Malta Jobs, Malta Recruitment, Professional Development, Quad Malta, Recruitment
- 0 Comments
It has almost been 3 months since I came to Malta. During my stay here, I noticed some remarkable differences from the Netherlands, and I think it would be interesting, to sum up some big differences to share my image of Malta (or the Netherlands) with everyone.
First, the traffic in Malta is really different. I mentioned this in my previous blog but Maltese people have less patience than the Dutch. In Malta the traffic is more chaotic and there’s a lot of cars on the road. The amount of cars is not strange because apparently, this little island is the most densely populated country in Europe. And I thought Holland was overpopulated!
Furthermore, during my internship I see applicants rejecting job offers because “the employer’s offices are too far!”. In the Netherlands, it is normal for people to travel far for their job but in Malta it seems to be different. But I don’t know if it’s because Maltese are used to having everything closer, or primarily because of the traffic.
The Maltese get to enjoy more public holidays than the Dutch. Malta is a more religious country and almost every month the Maltese have a day off to celebrate a public holiday. In summer, every village celebrates the feast of their patron saint. The streets turn into a party with the whole neighbourhood and there will be music, colourful decorations and lots of alcohol.
I don’t think the public holidays in the Netherlands are as special as in Malta. The only celebration I miss in Malta is ‘Sinterklaas’. This is one of the celebrations that are very big in the Netherlands and it’s a shame I miss it this year.
The colour of the houses was the first thing I noticed when I arrived in Malta three months ago. The predominant colour is white because of the limestone that is quarried and used to build houses. The Dutch houses are darker (because of the red or brown bricks we use to build our houses), and more houses are detached because of the gardens around them. The houses in the touristic areas in Malta are quite plain and simple. However, when you go to the towns and villages, the houses have more character and most of them are quite old with lovely balconies that are only found in Malta. Also, the churches in Malta are very detailed and pretty, especially on the inside.
I think it’s remarkable how often people clean and sweep the streets in Malta. I see many people cleaning the street in front of their house washing the area with soap and water. Every morning I see a guy at the bus stop sweeping all the trash from the streets. Because of that, the streets in Malta are very clean. In the Netherlands, I don’t see this that often but maybe because we have the rain that cleans the road.By contrast, I think it’s a little bit odd that Maltese don’t use wheely bins or other big containers for their garbage collection. The full refuse bags are placed in front of the door on the streets, and that definitely creates an eyesore!.
Obviously, the weather is very different than the Netherlands. It’s December but last week I could go outside with only a t-shirt in the morning sun and I also managed to get a tan. Yippeeee!. This is difficult to imagine when you live in the Netherlands. In the summer the temperatures in Malta went up to almost 40 degrees while in Holland the temperatures rarely went up to 30 degrees.
Compared to August and October, It rained a lot in November here in, Malta and I have seen some tropical showers that month. Road drains aren’t very good here, so when it rains the roads will turn into little rivers (as deep as your ankles). Moreover, it looks like cars and buses are floating instead of driving. The distribution of the water in Holland is better but unfortunately, rain is way more normal in my home country.
I still enjoy my life in Malta. It’s a shame I have to go back to Holland next week.
Lots of love,
Grote verschillen tussen Malta en mijn thuisland
Ik ben nu al bijna 3 maanden in Malta. In mijn tijd hier zijn mij veel dingen opgevallen die heel anders zijn dan in Nederland. Het leek me dus interessant om een paar grote verschillen te benoemen om iedereen een goed beeld van Malta (of Nederland) te kunnen geven.
Als eerste is het verkeer echt heel anders in Malta. Ik heb dit al in een vorige blog ook genoemd maar Maltesers hebben een andere rijstijl dan Nederlanders. Ze rijden in Malta agressiever en er zijn enorm veel auto’s op de weg. Het eiland is ook het dichtstbevolkte land van Europa. Het gemiddelde aantal inwoners per vierkante kilometer is hier drie keer zo groot dan in Nederland. En ik dacht dat Nederland dichtbevolkt was.
Verder zie ik tijdens mijn stage dat Maltesers soms banen niet aannemen terwijl deze toch relatief dichtbij wonen. In Nederland reizen mensen wat af voor een baan maar dit lijkt in Malta niet het geval. Maar ik weet niet of dit komt doordat ze meer gewend zijn om alles dichterbij te hebben op het eiland of alleen door het verkeer.
In Malta zijn er meer en leukere feestdagen dan in Nederland. Malta is een gelovig land en bijna elke maand heeft men een dag of twee vrij omdat er een feestdag is. In de zomer viert elk dorp van zijn beschermheilige. Op de straten ontstaan er dan grote buurtfeesten met muziek, kleurrijke versieringen en veel drankjes.
Ik vind de feesten in Nederland niet zo bijzonder als in Malta. Wat ik wel jammer vind, is dat ik dit jaar niks heb meegekregen van het Nederlandse feest ‘Sinterklaas’. Dit is een van de feesten die wel heel groot worden gevierd in Nederland.
De kleur van de huizen is het eerste wat me gelijk opviel toen ik in Malta arriveerde drie maanden geleden. De overheersende kleur is okergeel door de kalksteen. Kalksteen is het meest gebruikte bouwmateriaal voor huizen en het wordt op het eiland zelf verkregen uit de rotsen. De Nederlandse huizen zijn veel donkerder (door de rode of bruine stenen die we gebruiken) maar om de huizen heen is meer plek voor een tuin. In de toeristische en drukke plaatsen zijn de gebouwen niet zo mooi. Echter, als je meer naar de lokale steden en dorpen gaat vind je mooie oude huizen met hele leuke balkonnetjes. Deze balkonnetjes zijn alleen te vinden in Malta. Ook de kerken in Malta zijn heel gedetailleerd en mooi, vooral aan de binnenkant.
Ik vind het opvallend hoe vaak de straten hier worden geveegd en schoongemaakt. Ik zie veel mensen die de stoep voor hun huis met een sopje schoonpoetsen en elke ochtend is er iemand bij de bushalte het afval aan het opruimen. Ik zie dit niet zo vaak in Nederland. De straten in Malta zijn dus mooi schoon. Ik vind het wel bijzonder dat er in Malta nog niet gebruik wordt gemaakt van containers. De volle vuilniszakken worden aan de kant van de weg gezet en dit maakt de straat toch wel rommelig.
Het weer is natuurlijk een groot verschil. Het is al december maar vorige week heb ik nog in een t-shirt buiten gelopen in de ochtendzon en ik heb voor mijn doen nog steeds een mooi kleurtje van de zon. Jippie! Dit kun je je bijna niet voorstellen als je in Nederland woont. In de zomer hebben de temperaturen hier tegen de 40 graden aangezeten terwijl in Nederland zelden de 30 graden zijn gehaald.
Vergeleken met augustus en oktober, heeft het in november veel geregend en dit heb ik ook een paar keer heftig meegemaakt. De voorzieningen tegen de regen in Malta zijn niet zo best dus er ontstaan overal rivieren op straat als het regent (tot boven je enkels zo diep). Daarbij lijkt het alsof bussen en auto’s drijven in plaats van rijden. In Nederland is dit beter geregeld maar in tegenstelling tot Malta is regen daar helaas de normaalste zaak van de wereld.
Ik vermaak me nog goed hier. Helaas ga ik volgende week alweer terug naar Nederland.
- Mark J Galea
- Oct 12, 2017
- Business, Business Strategy, Employee Engagement, Growing Your Business, Human Behaviour, Learning & Development, manager, Motivation, Organisational Performance, People Management, Performance Improvement, Recruitment
- 0 Comments
by Mark J Galea
In my (wait a minute. Pause. Stop. I’m 41….so shall I describe my life as long, longish, or short, or relatively short?) professional life, I came across a number of books, articles and papers advising people how to be good or become better managers.
Every single piece of literature under this category aims at converting The Evil Witch/Queen into a whiter-than-white Snow White. I guess, that this creates a gap in the market. So how about addressing those people who want to play the villains at work? Someone needs to acknowledge and address these poor souls, right?
For this reason, I decided to come up with the Bad Boss’s Manual. Political correctness dictates that ignored minorities (or are bad bosses in the majority?) be accepted and embraced. By writing this manual, I feel that not only will they feel embraced, but they will also enjoy a reference guide….a sort of a satanic bible 🙂
Out of respect for generations X, Y and Z who lack enough patience to read articles but have enough time to “invest” in social media, I hereby present you with some brief points to help you become an even worse boss. These are my tips:
1) Empathy is for wusses: You are employed to get a job done. You were given a team to help you achieve YOUR goals….and bonus at the end of the year. Tough luck if they don’t like your style. The door is always open for them to leave and for their substitutes to come through. “Shape up or ship out”: THAT should be your mantra.
2) Terrorise your subordinates: The more your underlings fear you, the more productive they are. This also comes with the added benefit that no one will dare badmouth you. Ever. Not in private. Not in public. Actually, they will praise you with others (both inside and outside the company), and make sure that you get to know they did so. What could possibly give you better gratification than your underlings’ praise? On the flipside, look at how the “kind bosses” get criticised and denigrated in public (both openly and behind their back). Idiots!
3) Divide and conquer: Make sure that you have – at the very least – two factions in your team. Play to their weaknesses and make sure that you can effectively manipulate the weak and insecure team members. In such a scenario, your people will be elbowing each other to curry favour with you. To be in your good books. And while you’re at it, do encourage your underlings to spy on each other and report back to you (1984 style). Reward these loyal servants accordingly. Who can deny that this is a scenario that any manager dreams of?
4) Do your best to lose their trust: If your team fears you already, mistrust is a great bonus! You will become unpredictable in their eyes and THAT’S the one thing they clearly want to avoid. The last thing you want is for your underlings to feel safe. Remember that safe = complacent.
5) Make it clear that you play the political game, and that you have your own agendas: Nothing will make your people feel more insecure and terrorised than the fear of being left out of your grand plan. Actually, they will fight each other out for the leading role of your scheme. They will happily volunteer to do the dirty work for you. They will fight each other to the death like gladiators to climb the beanstalk and steal the magic harp from the giant. Make them play the political game like a video game: kill the ogres to score points. The more they kill, the higher the score…….Which gives me an idea. How about actually creating a leaderboard? No one would want to be at the bottom of the table, right? Muwahhhaaaahaaaaahaa.
6) Badmouth your underlings with other team members AND other managers: If you want to make sure that your underlings will treat you like a deity, you must prevent them from trusting you. Gossip as much as you can….and while you’re at it, make sure to add some of your spice. Go on. Spill the beans. Let them suffer and beg for your kindness.
7) Make sure they don’t trust you: Remember that trust also leads to complacency. If you earn the reputation of bad mouthing people, no one would want to fall victim of your rants. And what’s the best way for them to prevent this? By working hard to be in your good books….and to stay there.
8) Be angry all the time: No one likes to deal with angry people, and this would keep your underlings off your back. Would they dare bothering you with their personal problems? Of course not! Would they come up with some lame excuse for failing in their tasks? Unthinkable. Better still, no one likes to cross an angry manager. Who would be stupid enough to volunteer to fall victim of your wrath? No one should be that stupid, right? And if someone is that stupid, then they shouldn’t be on your team. This is an extremely effective way of getting things done, and achieve your goals.
9) Bark orders at your underlings: Nicities are for softies. Ditch any flowery language and make good use of your voice to show your people that you’re the boss. When ordering them around, make sure to bark your orders thus ensuring that your team is badgered into submission.
10) Be as unfair as possible: Make it clear that you have your own pets. That some animals are more equal than the others. Fairness is for the weak. You must also make sure to be unfair when rewarding your loyal servants. Kick logic and common sense out of the window. Make them crave and work hard for your favours. Convince them to turn their bitter disappointments (when you decide not to give them their rewards) into an even bigger strife for your favours.
11) Avoid consistency at all costs: Consistency makes you predictable; and you don’t want that, do you? Make sure that your underlings are constantly guessing what you’re scheming and that they can never be in a position to predict how you’re going to act. Spice this up by doing things in a diametrically opposed way to what you preach. Avoid acting like this all the time though, otherwise, you’d become consistent. After all, the element of surprise will keep your team motivated to follow your orders to the letter. You also need to master the art of dishonouring promises. Do it tactfully, and you’ll be laughing.
12) Clarity is a weakness: If you want to keep your team under control, make sure that your orders, instructions, and communication are as vague and convoluted as possible. This will inevitably make your underlings come to you asking for direction thus strengthening your power and forging their dependence on you.
13) Denigrate and ridicule your team in public: Make sure that you ridicule different individuals at least once a day. Quash their dreams. Make them understand that they are not worthy…..and keep on reminding them that there IS a reason (or more than one) why YOU are THE manager, and THEY are your servants. THEY are a means to an end. YOUR end. You’ll be amazed by the results you will achieve.
14) Take and keep complete control: Team members are like characters in a video game. You are the player holding the controller. Make sure that you dictate every single step. Every single move. There should be no room for individualism and personal ideas. YOU are the manager and YOU know best. Their role is to do what you say. To follow your instructions. You have no other option but to micromanage your underlings. You’re the only one who knows how every single task has to be carried out 😉
15) You know best: How dare they come up with ideas? How dare they suggest something that’s different to your way of doing things? How dare they question your you?There’s no room for suggestions or any form of discussion. This is yet another reason why micromanagement is the name of the game. Surely IF they were THAT good, THEY’d be managers, right?
16) Make them work hard for you: You will not tolerate anyone who dares to turn up late. It is also unacceptable for you that anyone dares to leave on time. Any “reasons” which – let’s face it – in reality, are excuses should be rubbished straight away. Make it clear that you expect your team to be at work early and leave as late as possible. You shouldn’t be happy to meet deadlines. Impress your bosses by finishing tasks before agreed deadlines. Needless to say, it’s OK for you to leave before any of your underlings.
17) Take all the credit for your underlings’ performance: This is precisely the reason why you need to hold the game controller. How can you claim success if you don’t have complete control? Make sure that your own bosses, your peers and your underlings know that your team’s excellent performance is SOLELY down to your input. If the company ever gets to lose you, there will be no tomorrow! They might as well shut down when you walk out the door.
18) Fire an employee every month: This will definitely keep them on their toes! Fire someone for the stupidest (and most illogical) of reasons, and you will see the team’s productivity soar. Keep this going every month, and you will be unstoppable. And remember: unstoppable = untouchable 😉
19) Hire underachievers: The more unemployable (for others) job candidates are, the more attractive they are for you. You will be the only one who gave them a job after weeks, months or years of searching. They will be forever grateful and will never, ever think of disobeying your orders. Furthermore, not a single one of these underlings will ever even think of dethroning you to take your job.
20) Surround yourself with yesmen: You already have to deal fellow managers and your bosses. Unfortunately, they don’t always do as you say. So why should you allow your underlings to add to the grief and frustration? You are the boss and their sole function is to march to your orders. Make sure that they clearly understand their place in your kingdom. Oops! I mean….department.
I will now leave you with this parting shot: always keep in mind that your decisions are irrevocable and final because, without a shadow of any doubt, you are always unquestionably right!
- Mark J Galea
- May 06, 2016
- Business, Business Strategy, Growing Your Business, Human Behaviour, Knowledge Management, Learning & Development, Organisational Performance, People Management, Performance Improvement, Professional Development
- 0 Comments
Keeping your cards close to your chest guarantees your survival as an individual, right? This idea may have been popular a long time ago but in this age of knowledge and information, it is a big no no.
If you as an individual, a Manager, or an entrepreneur choose to keep your knowledge to yourself, you are essentially slowing down – or even hampering your own and your organisation’s growth and development. If you have employees keeping knowledge from you then it’s even worse.
What happens if these employees want to leave the organisation or if they have an issue with the organisation? Can they effectively hold the organisation at ransom with their knowledge?
Knowledge management is a very wide term and several people define it differently. The main differences come from an exact answer to the question: What exactly is knowledge? Even without this though management in organisations are focusing and investing more and more in it.
Essentially knowledge management is a process that organisations undertake to generate value from the knowledge in and around their organisation. They look both at the knowledge held in their people and the knowledge held outside through their customers.
The ultimate aim is to get this knowledge together and use it throughout the organisation so that the whole organisation will have access to all its knowledge, all the time. Imagine a company where the sales team know all the complaints the company has received and how they were resolved, the sales team could be helped so that the complaints would reduce.
Unfortunately in the age where there is an app for everything many organisations are being fooled into thinking that by simply buying a system all their knowledge problems will be solved, then after spending a hefty amount the project fails because the solution is not the system. A worker can have all the best tools but if they do not have the skill to use them or the training then tools are useless.
In the next article we will discuss what exactly knowledge is and the different types of knowledge.
- Mark J Galea
- Mar 23, 2016
- Business, Business Strategy, Customer Engagement, Employee Engagement, Growing Your Business, Human Behaviour, iGaming, Interpersonal Skills, Jobs, Learning & Development
- 0 Comments
Quad’s Up? is an e-paper that we issue daily to provide you with the latest information that is published by highly reputable websites (like HBR, Undercover Recruiter, Business Insider and others).
The publication covers a number of areas of interest, mainly:
- Business & Finance
- Science & Technology
- Art & Entertainment
- Personal Development
- Health & Fitness
You can access this e-paper through our LinkedIn, Twitter, and Facebook pages, or by visiting: https://quadconsultancy.com/infotainment.
by Cyril Chanson
I have chosen in this article to focus on several aspects of Malta, I will then share my first impressions from when I arrived on the island.
The population of Malta is approximately 430 000 people. This can increase to one and a half million due to tourism. The island is located in the centre of the Mediterranean, at the crossroad between Europe, North Africa and the Middle East. Malta gained independent from the UK in 1964, while keeping English as one of their national languages together with Maltese.
Let us talk about Malta’s weather … To be candid; Malta looks like a splendid island! If you are unlucky you might see rain, but it is quite scarce. The island benefits from a subtropical-Mediterranean climate: this means a hot and humid summer and a relatively mild winter – you may like to know that in the middle of November it is around 23 degrees during the day.
Regarding to the cost of living in Malta, it is quite good. On one hand the island is a member of the Eurozone, so this avoids the exchange costs. On the other hand, the cost of living is approximately 20% lower than in France. It is not so hard to eat lunch with less than 5e in cafes – Pastizzerias are mostly found at every corner. You also have the possibility to go out for lunch, and enjoy a good pizza for less than 10e, while overlooking the sea like at Piccolo Padre in St Julian’s.
What can I say about the Malta public transport?
Obviously, it is horrendous! Even if it has been updated a few years ago to reach customer expectations, there are a number of buses which do not pass… The only one advice I can give you is to be patient!
I arrived in my host family with a Ferrari’s driver, I’m kidding, and just a taxi who thought that he was professional driver! Remember that they drive on the left side of the road, it had surprised me a bit and I wasn’t reassured, hopefully they know their roads.
At midnight on September 13th, speaking to my host mother allowed me to discover that she is a teacher! So I was pleased to learn that I could buff up on my English, even at home. It was with a soothing mind that I went to sleep, raring to meet the other students the next day!
The one thing which surprised me was the price of water! All I had to do back home is turning on the tap and drink, but not here – it is to wonder if alcohol is cheaper than water.
The next morning on September 14th, I met my housemates, with who I was going to go to EF school, coming from overseas; Japan, China and Italy. EF is one of the biggest language schools in Malta and has its own Beach club. As soon as we entered, I was pleasantly surprised about the diversity of the students. The first discussions which we had between ourselves were relatively hilarious! Most of us were not very skilled in English which is exactly why we came here. After school all students went to party for an amazing night in Paceville.
Paceville for people who don’t know yet is the most well-known place to party in Malta through several bars, which offer cheap alcohol such as a pitcher at 5e, 60 shots for 22e and better still 2 drinks for less than 3e. One of the greatest things here is that you can find different ambiance according to your wishes; from Fuego’s with its free salsa lessons to nightclubs such as Hugo’s. Indeed Paceville allows people to meet each other for a good time.
Malte et mes premières impressions
J’ai choisi de développer dans cet article les raisons de choisir Malte comme destination et ainsi que d’évoquer mes premières impressions en arrivant cette île.
Malta est une île de 450 000 habitants allant jusqu’à plusieurs millions dans les périodes touristiques, se situant à la croisée des chemins entre l’Occident et le Maghreb et l’Orient. Malte est devenu indépendant de l’Angleterre en 1964, tout en gardant l’anglais comme langue nationale avec le maltais.
Parlons un peu du climat à Malte… Pour ne rien vous cacher on se croirait sur une ile paradisiaque ! Très peu de pluie, sous un climat méditerranéen- subtropical: un été chaud et un hiver relativement doux (actuellement 23 degrés au milieu du mois de novembre).
Le coût de la vie à Malte est relativement intéressant, d’une part l’ile appartient à la zone euro et évite ainsi les frais de change. D’autre part, le cout de la vie est environ 20% moins élevé qu’en France, il n’est pas rare de déjeuner pour moins de 5€ grâce aux pastizzerias que l’on peut trouver à chaque coin de rue.
Seule surprise : le prix de l’eau ! Car ici – contrairement à la France- l’eau n’est pas potable à proprement parler. Il faut donc acheter ses propres bouteilles d’eau et cela revient presque plus cher que l’alcool !
Que pouvons-nous dire sur la qualité des transports en commun ; honnêtement pas terrible ! Bien que le réseau de transport ait été modifié il y a deux ans de cela afin de répondre aux attentes, on ne compte plus le nombre de bus qui ne passent pas à l’heure prévue… le mieux est de s’armer de patience !
Arrivé à malte mi-septembre, ma première surprise a été avec le conducteur de taxi. En effet, ce dernier, s’est cru au volant une Ferrari, je vous rappelle qu’ils roulent à le cote gauche, je vous laisse imaginer les petites frayeurs que j’ai pu avoir !
C’est à minuit, après ce rallye que j’arrivai dans ma nouvelle famille, en discutant avec la mère de ma famille d’accueil je découvris qu’elle est professeur d’anglais, quoi de mieux pour apprendre l’anglais chez un professeur de langues ! C’est l’esprit apaisé que je pars me coucher en songeant avec impatience à la journée du lendemain : découvrir l’école et ses étudiants.
Au réveil je fis connaissance de mes colocataires venant des quatre coins du monde : un Italien, un Chinois et un Japonais. Et, C’est parti pour une nouvelle aventure !
L’école EF possède son propre Beach Club dans lequel on y a été conviés pour la journée d’information ; c’est à cette occasion que l’on a pu observer la diversité des étudiants. Les premières discussions étaient relativement désopilantes ! Et oui parler anglais n’était pas naturel pour nous. La journée se passa plus rapidement qu’il n’en faut pour le dire et se finit dans les bars a l’occasion d’une soirée d’intégration mémorable.
Ha j’oubliais ! Les sorties à Paceville ne sont pas chères ; il n’est pas rare de trouver des pichets à 5€, 60shots à 22€ ou encore 2 verres à moins de 3€. Chaque bar possède sa propre ambiance, du bar latino avec des cours de Salsa au Fuego’s jusqu’à la boite de nuit du Havana, tout en passant par les bars-club du Hugo’s ou Soho.
by Cyril Chanson
Living abroad, who has never dreamt about it?
This article constitutes the first story about my adventures in Malta and within Quad Consultancy. I will delve into the reasons that made me come here. I will speak about my adventures in order to share my feeling, my experiences, and also give some advice. Each article will cover one specific topic and you will, I hope, be able to have a vision of Malta through my experiences.
Leaving family, friends and lifestyle can seem difficult at first view, but there is nothing better then maturing and learning about new cultures! Going abroad is not new for me.
7 years ago, I was in one of the most beautiful countries in the world in my mind: Canada and its capital,Toronto. I lived 9 wonderful weeks with a lovely host family. I had the chance to discover and learn the Canadian culture which I recommend to all of you, without forgetting the show offered by Ice-Hockey games. At 14 years old I acquired a taste for adventure and learning the tricks of Shakespeare’s language.
During the last few years, being busy with my education, I hadn’t the opportunity to retry this experience, except some trips to countries close to mine.
The last months of my training at University have been the most decisive for my future. To validate my degree, I needed to complete an internship that I did in the Human Resources Department of one of the biggest French banks. I love to learn how companies are running, especially from the human perspective. Due to this internship, I learnt a lot and I particularly appreciated this experience, thus uncovering many facets of management.
One of my many tasks was to preselect applicants. It was at this moment that I realised the power of English to have an executive position. Seeing that almost 80% of applicants apply with an English résumé and mention that they have a certificate of advanced English, I became aware of the need to master this language.
This was why I decided to learn and study abroad in order to prepare for my career. If you dream of an executive position you should know that English is one of the most important keys.
After the decision to leave my country, I now had to decide where to go and where I was going to get the money from !
There are many English centres all over the world which propose courses of your wishes, your constraints and your English level, no matter how your English level is, as a beginner or an advanced speaker. All destinations are dreamy and the most difficult is to find only one! … But don’t worry, many schools allow you to choose an individual course which gives you the opportunity to discover many countries. Do not forget that languages’ school require attendance and work .
Then, depend on your preference you are free to choose a country with wonderful weather… or not! . In my case, I chose to trust EF School Malta; I will dig deeper in a later section. In only two weeks, everything I needed was done and I arrived in Malta on September 13th.
As soon as I left the airport, my first surprise was the discovery of crazy drivers. Next to them, Paris’ drivers drive safely!
I invite you to keep following my writings about about my first impressions of Malta on this website’s blog .
Partir à l’étranger, qui n’en a jamais rêvé ?
Cet article constitue le premier volet de mes aventures à Malte et au sein de Quad Consultancy. Je vais m’attarder sur les raisons qui m’ont fait arriver là. Je tâcherais de vous raconter mes aventures afin de vous faire partager mes impressions, mes expériences, et surtout mes modestes conseils. Chaque article traitera en effet d’un élément particulier et vous permettra, je l’espère, de vous faire une vision de Malte à travers mon expérience.
Quitter sa famille, ses amis et son quotidien peut sembler difficile à première vue, mais il n’y a rien de mieux pour mûrir que d’apprendre de nouvelles cultures ! Partir à l’aventure n’est pas nouveau pour moi.
Il y a déjà 7 ans de cela, je suis parti dans l’un des plus beaux pays du monde à mes yeux : le Canada et sa capital Toronto. J’ai ainsi vécu 9 semaines inoubliables dans une famille d’accueil qui l’est tout autant. J’ai eu la chance de découvrir et d’apprécier la culture canadienne que je recommande à tous, sans oublier le spectacle offert par les matchs de hockey sur glace. C’est à 14 ans que j’ai pris goût à l’aventure tout en apprenant les ficelles de la langue de Shakespeare.
Durant les années suivantes, étant pris par mes études, je n’avais pas eu l’opportunité de réitérer l’expérience en dehors de quelques voyages au sein des pays frontaliers.
Les derniers mois de ma formation à l’IAE ont été les plus décisifs pour mon avenir. Afin de valider mon premier cycle d’étude, il m’a été nécessaire de réaliser un stage que j’ai effectué à la Direction des Ressources Humaines d’une grande banque française. Etant attiré par la façon dont les entreprises sont gérées d’un point de vue humain, j’ai particulièrement apprécié et beaucoup appris de cette expérience, découvrant ainsi de nombreuses facettes de la gestion.
L’une des missions qui m’a été confiée et qui a déterminé mon avenir a été la présélection des candidats, c’est à cet instant que je me suis rendu compte de l’importance de l’anglais dans le milieu professionnel. Observant qu’environ 80% des candidats postulent avec un CV en anglais et dans lequel est souvent mentionné un certificat de niveau d’anglais avancé, j’ai pris conscience de la nécessité de maîtriser cette langue.
Ceci a été l’élément déclencheur et le pourquoi j’ai décidé de partir à l’étranger pendant cette année afin de préparer le début de mon parcours professionnel. Si vous vous destinez à occuper un poste important il vous sera nécessaire de le maîtriser pour ne pas manquer une opportunité !
La décision étant prise il ne me restait plus qu’à trouver la destination … Et le financement cela dit en passant ! 🙂
De nombreuses écoles de langues proposent des cours en fonction de vos souhaits et vos contraintes, et surtout en fonction de votre niveau, que vous soyez débutant ou ayez un niveau avancé. Les destinations font rêver et le plus difficile reste d’en choisir une ! …Mais rassurez-vous, de nombreuses écoles préparent des séjours personnalisés où vous aurez la chance de parcourir différents pays. Il ne faut pas oublier que ce sont des écoles qui requièrent de l’assiduité et du travail.
Après, suivant vos préférences vous êtes libre de choisir un pays avec un climat plus ou moins chaleureux et des cultures différentes. Pour ma part, j’ai choisi de partir avec EF à Malte, Sujet que je détaillerai dans un article ultérieur. En deux semaines, tout a été réglé et c’est le 13 Septembre 2015 que j’ai décollé pour l’étranger.
A peine sortie de l’aéroport, ma première surprise fût la découverte de conducteurs fous du volant, à côté d’eux, la conduite parisienne est prudente!
Je vous invite à retrouver l’article suivant sur mes premières impressions de Malte dans l’onglet Blog du site QuadConsultancy.
- Mark J Galea
- Oct 23, 2015
- Academy for Chief Executives, Business, Growing Your Business, Human Behaviour, Interpersonal Skills, Learning & Development, Management, Organisational Performance, People Management, Performance Improvement, Professional Development
- 0 Comments
There is old saying that always stays current: People Trump Strategy. In fact, people often trump processes, procedures, and methodologies. It is not that these other things are not important, it is that their effectiveness or ineffectiveness is driven by the people executing the processes, procedures, and methodologies. You don’t really say: “That process let me down!”…you say; “That person let me down!.
CHANGE is really 80% PEOPLE and 20% the rest…if we use the traditional 80/20 rule.
To drive successful CHANGE, it is often about getting The Right People at the Table; and there are two outcomes that successful leaders invest more focused time to create than others.
- Quality of the Output from the Meeting
(Driven by the quality of the discussion and that is from the quality of the people)
- Quality of the Influence after the Meeting
(Driven by the attendees’ ability to influence others to take action on the output)
These two outcomes determine who needs to be there, and if the right people are not there; the perceived quality of the output of the meeting is always suspect.
Consider this situation:
You have a meeting on the change, and another department only provides you someone that is available; and not their best person (knowledgeable and with influence both inside and outside his/her department). Now the key questions…
- When others see this person attending the meeting, do they feel this meeting is important? Probably not.
- What will others feel about the decisions/solutions coming out of the meeting? They would probably have low expectations given the person who is attending.
- When this person goes back to his/her department, do you feel anyone will be listening to him or her? Again, probably not, because they do not have the respect from their peers. They were just available!
As you can see, the people you get to your tables (the meetings) have an impact on the quality of the meeting before a word is even said, and then any influence on the results after the meeting too.
There are three key habits I have seen in leaders who get The Right People at the Right Tables, and if you practice these two habits; you will have more success getting the right people to your tables.
Frame Meetings to Achieve, not to Discuss
How many times have you been invited to a meeting with this phrase: We need a meeting to discuss… Probably all the time, and now here is a great question: Is discussion an activity or an outcome? Right, it’s an activity, and this is why these meetings you are attending are wasting your time.
When you frame the meeting as a discussion, what do you get more of? Discussion! Also, you often get people talking not because they have something useful to say, but because they just like the sound of their own voice!
If you want to run more successful meetings, you need to frame the meeting as an OUTCOME, not as an activity. You need a meeting to ACHIEVE.
From a leadership perspective, the majority of your meetings only have three outcomes…because you need:
1. ACTION You want progress, and people owning their Action.
2. DECISION You need a Decision that enables more action.
3. ALIGNMENT You want Alignment that drives teamwork and more effective action.
Next time, don’t frame your meetings as an activity (to discuss), but as an outcome (to ACHIEVE)…and more of the right people will want to come to your table.
Build the Key Relationships Before You Need Them
If you remember the story about Noah from the bible, did Noah start building the ark before it started raining or after it started raining? Before, right? You need to build your key relationships before you need them. In getting the right people around the right tables, it often comes down to the quality of your relationships with other key stakeholders. When you have built strong relationships, you then have more influence in getting the right people from their organizations to come to your meetings.
To gain that key influence with others, you start by wanting others to listen and engage with you, and that means starting with them (not your) and using:
…their Door: You enter the door of what they are most interested in (their self interests), and then wrap what you want within what they want. This has them wanting to listen. How many times do you instantly switch off at the start of a conversation when others begin by talking about only what they want!
…and then on their floor: You focus the conversation on the level of details that they are most interested in discussing. This has them wanting to engage with you because you are having the conversation at their level of interest. If you are a leader, you have probably experienced this…your people come to you and want to tell you all the details before getting to the point! They say that a leader’s maximum patience is about 90 seconds in this situation. If you want more influence with others…enter their Door (so they listen) and discuss on their Floor (so they engage). Also, teach your people this and they will package their conversations with you in more concise ways.
Choose People Who Can Both Contribute and Influence
There are many leaders who look at the organization chart in determining who they need to be at their meeting representing that department or area of the company. However, the most successful leaders never think in terms of represent. They think in terms of contribution and influence.
The Right People you need at all the tables are the people who can contribute the most towards gaining the best decisions and solutions, and who can then go away and influence others within their own areas and organizations across the company. It is might be difficult to gain both of these in the same individual and therefore you will then need to invite two people to gain the impact your need both in the meeting and after the meeting. Far too many managers think of the meeting only, and not about the impact after the meeting (when the action is needed and has to be reinforced with others).
Lastly, there are two feelings that fuel people to support the decisions in meetings and to take the necessary actions after the meetings. They are:
It’s Worth It and I Can Do It.
These two feelings are what drive people to sustain the right mindset and keep taking action.
It’s Worth It (They ask themselves…What’s in it for me?)
People need to feel that it is personally worth it to them? Far too often you share why it is worth it to the company, but real change happens at a personal level. A company change is simply the collection of enough personal changes. That’s why people who are great at driving change are also great at adapting their communications…because that’s the way to make it personal to others.
I Can Do It (They ask themselves…Can I handle the conflict?)
This is a confidence and character issue. Decisions often require doing something different and differences drive conflict. Most people don’t change because they feel they are not able to effectively deal with the conflicts they will have with others. They say that people rise in organizations to the level they can deal with the conflict that comes with the role.
Therefore, next time you need to get The Right People at the Table, consider these:
Quality of the Output from the Meeting
Quality of the Influence after the Meeting
Three KEY HABITS
Frame Meetings to Achieve, not to Discuss
Build the Key Relationships Before You Need Them
Choose People Who Can Both Contribute and Influence
It’s Worth It
I Can Do It.
When you focus on these two outcomes, three key habits and two feelings, you will get more of The Right People at the Table….and GAIN you more influence and more achievement.
About The Author
Mark Fritz is an “International”, having lived and worked across the world (Singapore, Egypt, Netherlands, Italy, Japan, UK and the USA), and lives in London with his Japanese wife and their cat Smokey. His international career included leading enterprise systems implementations, leading international operations, and also coordinating business model development and changes. Mark understands how to lead CHANGE and to get your people to OWN IT!
- Mark J Galea
- Sep 16, 2015
- Business, Growing Your Business, Human Behaviour, Learning & Development, Management, Motivation, News, Organisational Performance, People Management, Performance Improvement, Professional Development
- 0 Comments
In just 12 days, over 500 people have made use of our new service: a daily e-paper that is packed with information related to personal development, tech news, business & finance, art & entertainment, and other interesting topics.
We are very delighted with the increasing success of this service – especially the number of return visitors on a daily basis (around 30%). In addition, a number of people have been sharing our e-paper, or some of the articles contained within, on facebook and LinkedIn. This means that our readers are finding the articles relevant and interesting.
The paper is a collection of articles – carefully selected by us – that are published by highly reputable websites, blogs and e-magazines. This service is completely in-line with our quest to add value to whoever we interact with.
In case you still haven’t taken a peek at our new service, please feel free to visit at: http://paper.quadconsultancy.com
We come across two tribes of people in the business world. The Do-ers who do what they say or agreed to do. And the Talk-ers, who do not.
We know where we are with the Do-ers. They like responsibility and are fulfilled by getting things done and pleasing us. Once we’ve delegated, it’s out of our head and into theirs. Organisations and relationships thrive with Do-ers.
Talkers say, with sincerity, `leave it with me` but quickly forget what it was we left. They pretend to make notes. They make excuses for letting us down and ask for deadlines to be extended, often more than once. In short, they over-promise and under-deliver. Organisations and relationships can be destroyed by the Talk-ers.
Which tribe would you prefer on your team?
About the Author
Andrew Morris is Chief Executive of the Academy for Chief Executives, helping businesses to accelerate growth through better leadership. Andrew describes himself as a creative businessman, who enjoys meeting people from all facets of life. His mantra is ‘take your job seriously, but not yourself.’
Andrew describes himself as a creative businessman, who enjoys meeting people from all facets of life. His mantra is ‘take your job seriously, but not yourself.’
- Mark J Galea
- Jun 11, 2015
- Interpersonal Skills, Jobs, Learning & Development, Malta Jobs, Malta Recruitment, Motivation, People Management, Performance Improvement, Professional Development, Recruitment
- 0 Comments
Eccomi tornata con un nuovo post dell’angolo di Barby.
Come avevo anticipato, in questo blog darò qualche consiglio su come migliorare il livello di inglese.
In questi anni ho sperimentato un po’ tutti i modi per accrescere il mio inglese, rendendomi conto che, purtroppo, studiarlo in un contesto italiano non è sufficiente, poiché si migliora molto lentamente. È necessario quindi uscire dai confini italiani, viaggiare, fare nuove conoscenze ed esperienze.
Se si è ancora studenti, si può pensare a uno stage all’estero, considerando che in molte università è un percorso obbligatorio, quindi tanto vale sfruttarlo appieno. Ci sono molte aziende disponibili ad accogliere tirocinanti, in questo modo si può fare un’utile esperienza di lavoro in un ambiente internazionale. Ho fatto questa scelta io stessa l’anno scorso, lavorando tre mesi in Irlanda.
Un’altra possibilità è frequentare un corso di lingua disponibili. Sono organizzati dalle classi elementari, per chi è alle prime armi, fino agli avanzati, per chi desidera una conoscenza professionale. È una scelta abbastanza costosa, ma può essere considerata come un investimento. Anche una breve esperienza può aiutare molto: nel mio caso è stato così.
Due anni fa ho frequentato una scuola di inglese a Edimburgo, in Scozia. Era la mia esperienza all’estero, svolta completamente da sola, ed è stata un’ottima decisione: ho conosciuto persone di diverse nazionalità, evitando di stare solo con italiani. Sono stata ospitata da una host family locale, entrando in contatto con il loro modo di vivere. Anche se durata poche settimane, è stata un’utile esperienza che mi è servita soprattutto per superare l’imbarazzo iniziale, interagendo con ragazzi di diverse nazionalità, dai kazakistani ai brasiliani, condividendo esperienze e raccontando usanze del proprio paese. Con alcuni conservo ancora un rapporto d’amicizia grazie ai social, anche se siamo sparsi nel mondo!
Un’altra alternativa è cercare un lavoro stagionale estivo. È una scelta presa da tanti ragazzi per migliorare la lingua. A Malta ci sono moltissimi locali, bar, ristoranti, pizzerie che cercano costantemente nuovo personale, anche senza esperienza, per un lavoro serale. Solitamente, non è richiesta un’approfondita conoscenza dell’inglese per iniziare. L’ideale è lavorare in un contesto dove l’inglese è la lingua veicolare: stando in un ambiente interamente italiano e creando amicizie con compatrioti, si migliora veramente poco.
Altri consigli utili sono quelli di vedere film o programmi in lingua, per abituarsi al suono e al linguaggio: se inizialmente non ci si sente abbastanza confidenti, si possono usare i sottotitoli.
Inoltre, per implementare la conoscenza dei vocaboli, aiuta molto leggere. Se si reputa troppo complesso un libro intero, si può iniziare con dei testi un po’ più semplici: posso consigliare la serie Black Cat, che riassume i grandi classici della letteratura in modo più facile e breve, per sciogliere il ghiaccio con la prima lettura. A scuola avevo iniziato così, per poi gradualmente passare a libri più complessi.
Al prossimo appuntamento con l’angolo di Barby