2010 Catalog Jan

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Prof. Loek Hopstakens

2010 Catalog

Prof. Loek Hopstaken is from Amsterdam, The Netherlands. Since 2008he lives and works in Ho Chi Minh City, as a Business Trainer,Management Consultant, and University Teacher.

After finding out what you need, he will offer you one of the services inthis catalog, a mix, or a tailor-made program.

All services are delivered in English, in-company or in a suitable venue.

For a profile of Loek Hopstaken, seehttp://www.linkedin.com/in/loekhopstaken.

subject page

Workshops 4

Consultancy & Coaching 8

Seminars & Lectures 11

The Allround Programs 12

Train-the-Trainer 16

Dutch University Certificate 17

2010edition

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The Hopstaken Catalog Page 2

Hopstaken: introduction19 years of experienceHopstaken delivers to companies and public individuals

Loek Hopstaken founded Hopstaken Bedrijfsadvies, a training & consultancy firm located in Amsterdam,The Netherlands, in 1991, while Loek was working as a Senior Quality Consultant for what was soon tobecome ING Bank. Since then, to fill the demand for training and consultancy services of both compa-ny teams and public individuals, he has developed many different services. These he delivered tothousands of entrepreneurs and managers in The Netherlands and Belgium. In 2003 he was invited toteach at two international management schools. This awakened his interest in Vietnam, which he hasfrequently visited since early 2007. Since 2008 he lives and works in Ho Chi Minh City, both as a mana-gement trainer / consultant and teacher. He does training projects for companies, training companies,and both Vietnamese and foreign universities. He retains his post as Guest Lecturer and Professor at

Wittenborg University of Applied Sciences in Deventer (The Netherlands). In 2009 he was appointedby the Director of Wittenborg University as its Resident Representative in Vietnam (see p. 18-19).

The pricing policy for servicesThe different approach of companies and public individuals who seek an open training results in acustomized pricing policy: A company team pays a group price, and can expect a more tailor made approach, which includes

Such a team may consist of max. 20 participants. A public individual registers for a public workshop or seminar that has been announced through

the media: email, website or newspaper. Returning customers receive a 10% discount, starting with the 3rd service they obtain. Payment must be made 50% before start of the service, and 50% upon completion. In case the service is to be delivered outside Ho Chi Minh City, the client pays the expenses. A red invoicecan be provided.

Through the years, Hopstaken has delivered services to:In Vietnam: a.o. Type of business

Tan Thuan IPC (seminar) Industrial development

Ho Chi Minh City University of Technology (teaching) MBA-IMC program

RMIT (Royal Melbourne Institute of Technology, HCMC campus) (id.) BBA program

Ho Chi Minh City University of Industry (NCU articulation program) (id.) BBA program

Spectra (seminar; in-company course) Training & consultancy

Training House Vietnam (public course) Training & consultancy

Royal Business School (seminars; public courses) Business Training

NutriWay (seminar / workshop) Animal Foods

Your company ? ..In The Netherlands, a.o.

ING Bank (workshops, seminars) Financial services

Philips (workshops) Electronics

Heineken (workshops) Brewery

Voerman International (workshops, consultancy, coaching, seminars) International relocations

Campagne (workshops, consultancy, coaching, seminars) Advertising, promotion

Damen Shipyards (consultancy, coaching) Shiprepair wharfs

Dutch Delta & Wittenborg Universities (teaching, workshops, seminars) IBABBA, MBA

Royal Van Zanten (workshops, consultancy, seminars) Pot plants, cut flowers

WVL Staalbouwers (workshops) Steel construction

G&D Promotions (workshops, consultancy, coaching, seminars) Advertising, billboarding Eurograss (workshops, consultancy) Lawns; grass seeds

City of Boarnsterhiem (workshops, consultancy, coaching) Community organization

Actrion Accountancy

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Service page

Internal Survey 8

Mediation (Conflict Resolution) Motivation SurveyB. Communication 9

Communication & Cooperation

Dealing With Difficult PeopleC. Public Relations 9

Internal Communication

External Communication

Corporate Image & IdentityD. Work & Career 10

Management Coach

Personal Coach

Career CoachE. Strategic & Tactical Management 10

Corporate Strategy

Tactical Management

3. Seminars & Lectures 11 Seminar & Lecture topics 11

4. The Allround Programs 12 The Allround Manager Program (A.M.) 12

The Allround Communicator Program (A.C.) 14

The Tailor Made Soft Skills Program 15

5. Train the Trainer 16 Train the Trainer Programs (T.T.) 16

Wittenborg University Certificate 17 An internationally recognized certificate 18

Wittenborg University of Applied Sciences

Diplomas and Certificates

What is Wisdom??? 19

Contact Information 20

Contents (continued)

Service Page

Hopstaken: introduction 2

Contents 3

1. Workshops 4A. From HRM to P&O (Personnel & Organization) 4

Personnel & Executive Selection

Organizational Design

Time Management & Efficiency

Job Evaluation Meetings

Conflict ManagementB. Communication 5

Communication Basics

Dealing With Difficult People

Management Communication

Intercultural Communication

Commercial Communication

Coaching

Effective MeetingsC. Team Management 6

Team Formation & Management

Team EngineeringD. General Management 6

Performance Measurement &Management

Change Management

Corporate Governance(Business Ethics)

E. Public Relations 7

Public Speaking

Building Image & Identity

Event Management

2. Consultancy & Coaching 8

A. From HRM to P&O (Personnel & Organization) 8 Executive & Personnel Selection

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A Workshop is usually a 1-2 day interactive group activity with a defined purpose.The main ingredients are theory, practical exercises and exchange of experiences

between the participants. The maximum number of participants is 20.Areas: HRM, Communication, Team Management, General Management, andPublic Relations. Note: a client who prefers a one-to-one setting, may do eachworkshop in the form of personal coaching.

Situation:

Selection of the wrong person results inmuch more than a serious financial loss.Clients may leave. Personnel may leave.

A wrong selection may very well lead todisaster.

Solution:

Personnel & Executive Selection: learn how to selectthe RIGHT person, using the 8-step Selection Interviewtechnique. Learn when and how to use personnel testing.Bonus: learn how to make the selectee productivefrom DayOne.

Situation:

Management and personnel disagreeabout who is responsible for what. This

confusion leads to inefficiency, wastesof time and money. Incidentaltroubleshooting seems to help for themoment, but doesnt take away theconfusion.

Solution:

Organizational Design: a company team uses theOrganizational Chartto map the organization, thatflow charts

the core work processes, and uses a Standard Job Descriptionmethodto name and describe the key job responsibilities and the competencies required to successfully execute

them.

Situation:

Managers fail to correctly evaluate theperformance of their personnel. Thisinhibits personnel development, andthreatens the progress of the company.

Situation:

In most office environments 20-40% ofthe time, money and resources is being

wasted. What can we do???

Solution:

Time Management & Efficiency: using the 62 Causes ofInefficiencya company team learns to locate and handle thecauses of wastes oftime, money and resources.

1. WORKSHOPS

A. From HRM to P&O (Personnel & Organization)

Solution:

Performance Appraisal: creating a tailor madePerformance Appraisal System, and learning how to conductthe 2-Step Performance Appraisal Meeting.The workshopaddresses its successfully implementation.

Situation:

Conflict destroys communication,paralyzes production and results in bothde-motivation and confusion in the

working environment.

Solution:

Conflict Resolution: learning (1) to spot a conflict in anearly stage to prevent escalation; (2) the 4-step mediation

procedureto help resolve conflict; arbitration.

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The Hopstaken Catalog

B. COMMUNICATION

Page 5

Situation:

Lack of communicative skills causes

conflict, misunderstandings, dissatisfiedclients, loss of quality, inefficiency andloss of both qualified personnel andclients.

Solution:

Communication Basics: learning the 6 Elementary

Communication Skills, and practice them in company-relatedsituations. Among them: how to confidently start,conduct and end a conversation. Bonus:learning how torecognize, understand and handle human emotions.

Situation:

Personnel show inability to deal withnegative emotions, complicated peopleand unexpected situations in the

workplace.

Solution:

Dealing With Difficult People: learning4 AdvancedCommunication Skillsneeded to effectively deal with people

who display a bad attitude, while staying in control.Also known as Emotions in the workplace.

Situation:

The current management style results inless productivity, less motivation and

worst of all, the leaving of qualifiedpersonnel.

Solution:

Management Communication: learning the Scale ofDecisions and Motivationsto keep personnel happily focusedand productive, and willing to share information and ideas

with their managers.

Situation:

Sales personnel lack the skills to start,maintain and intensify healthy andprofitable commercial relationships.

Solution:

Commercial Communication: the 8-Step Sales Process,plus tools to have win-win results in negotiations, to deal

with unforeseen situations, to engage in cross-selling, tosuccessfully close a deal, and to win back a lost client.

Situation:

The professional development ofmanagers and personnel is too slow,has come to a halt, or worse.

Solution:

Coaching: learning how to use the Solution FocusedCoachingtechnique to take away (often self-created)barriers and negative considerations, to get the best out ofa person and to have him/her win back self-confidence.

Situation:

The company suffers from too many, too

longmeetings, with too few results.Highly paid personnel and managers are

wasting both their valuable time, energyand company money.

Solution:

Effective Meetings: learning how to conduct various

Types of Meetings, from briefings to board meetings, in rolesranging from Chair(wo)man to Guest (Meeting Roles).Note: before this workshop starts, there will be aninventory of the companys meeting culture.

Situation:

When people with different culturalbackgrounds cooperate, problems arise.

Solution:

Intercultural Communication: learning how to dealwith inter and cross-cultural differences and values.

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C. TEAM MANAGEMENT

Situation:

Team Leaders do not succeed in

creating a productive team, but insteadtry to run a collection of individuals

who do not work together effectively.

Solution:

Team Formation & Management: learning10 Team

Toolsto create and run a productive unit of people whoknow and take responsibility for their duties, and worktogether in harmony, in a constructive working spirit.

Situation:

A once productive team is no longer areal team, and produces less and less.

There are several both outspoken andunexpressed disagreements.

Solution:

Team Engineering: learning to apply the 5 Phases of TeamEngineeringto rid the team of its burdens, regain their teamspirit, make a new start and become productive again.

D. GENERAL MANAGEMENT

Situation:

Management doesnt know how tomeasure and evaluate performance.Decisions on senior levels are regularlybased on soft, instead of hardinformation. This leads to unnecessaryrisks.

Solution:

Performance Measurement & Management: learning to determine measuring points how to measure, and the managerial use of the 6 Performance Levelsfor

rational and fact-based decision making.

Situation:

Implementing change encountershidden resistance. Nor authority, norconvincing help. Lack of willingnessonly seems to move toward openlyresisting change.

Solution:

Change Management: learning how to implement the 8-Step Change Process, developed by Harvard Professor JohnP. Kotter. Going from the first decision to change, toembedding the change within the company culture.

Situation:

There is confusion in the company

about what is right and wrong in doingbusiness and managing the organiza-tion. Beyondthe question: what is legalor not. This creates major problems.

Solution:

Corporate Governance: becoming aware of the impact

of business ethics in the 21st Century on the companystrategy, its daily operations and its corporate image, usingthe 8 Life Circlesand the use of12 Business Ethics Situations.

A workshop is an interactive process tostimulate peoples self-confidence to

contribute to their team.

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E. PUBLIC RELATIONS

Page 7

Situation:

Managers and sales personnel lack the

skills and confidence to deliver aprofessional presentation.

Solution:

Public Speaking: becoming a professional speaker by

practicing the complete process from preparing thepresentation to its delivery, includingStage Manners.

Situation:

The company suffers from a bad imagein the minds of its clients, suppliers,officials, media, its own employees.

This damaged reputation leads to badperformance and loss of business.

Solution:

Building Image & Identity: learning the use of the Image& Identity Tool Boxto improve the organizations image.First of all, by handling its corporate identityits trueself. Then, while sticking to its true self, convince itspublics about this improvement by displaying it.

Solution:

Event Management: learning by doing, using an actualplanned event, while along the way receiving the toolsnecessary to organize a successful event.

Situation:

The company fails in organizingsuccessful events, but doesnt want tooutsource its event management..

How much does a workshop costper day?In-company: US$ 1,000 per team (excl. VAT)

Public workshop: US$ 100 per person (excl. VAT; minimum 12 participants)

IMPORTANT NOTE

The content of most workshops can also be delivered in a one-to-onecoaching setting. This is an option for experienced managers who feel a need to

refresh their know-how.

The core know-how of most workshops is part of the Allround seminarprograms: Allround Manager (I-III) and Allround Communicator.

(see page 10-12)

A truly succesful PR event hassuch a positive impact, that theattendees will automatically smile

when being reminded of it. It im-presses, and leaves a positive emo-tional mark.

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Page 8The Hopstaken Catalog

Consultancy is a specified activity focused on solving a situation internal experts

are unable to solve on their own. Areas: HRM, Communication, Public Relations,Work & Career, and Strategic & Tactical Management. Your Consultant may beacting as your Coach: facilitating of the problem solving process Advisor: researching and suggesting solutions Teacher: delivering a one-to-one workshopConsultancy is always tailormade to fit the need of the client.

Situation:

Selection of the wrong person results inmuch more than a financial loss. Clientsmay leave. Personnel may leave. A wrongselection may very well lead to disaster.

Solution:

Executive & Personnel Selection: get a secondopinion from a consultant with over 30 years ofexperience in selecting executives and personnel.He conducts a 1-2 hour interview with the candidate,possibly have him/her do a series of tests, and writes areport with a recommendation: to hireor not to hire.

2. CONSULTANCY & COACHING

A. From HRM to P&O (Personnel & Organization)

Situation:

In most organizations, large or small,many employees are reluctant tocommunicate with management about

what is reallygoing on. Meanwhile,management cannot make sounddecisions without a clear picture of theactuality, and get ideas for improvement.

Solution:

Internal Survey: the consultant interviews arepresentative group of individual managers andemployees, to find out what is reallygoing on. This resultsin an anonymized report, which makes it safe for theinterviewees. The conclusions and recommendationsprovide a summary of the current company situation.Note: the 360 Feedback method may be deployed.

Situation:

Two or more parties (managers,suppliers, clients, employees,competitors) are involved in a conflict.

This damages all concerned.

Solution:

Mediation: providing there is neutrality (no personal linkto a party in the conflict) and parties are willing to resolvetheir conflict, the Mediator acts as a facilitator to guidethem through the resolution process. (Since 2001 LoekHopstaken has been a registered NMI Mediator.)

Situation:

The motivation of personnel has been

going down for some time. Cause:unknown, while people are developingtheories. If this doesnt change rapidly,management fears a major problem.

Solution:

Motivation Survey: the consultant investigates the

organization to find the cause of de-motivation, by usingits human and other resources. His report contains ananalysis, conclusions and recommendations to restoremotivation.

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B. COMMUNICATION

Situation:

The character of the organization is a

collection of islands that dont reallycommunicate with each other. This isharmful for the companys overallperformance and creates a bureaucraticimage in the minds of clients.

Solution:

Communication & Cooperation: the consultant

conducts an investigation into the structures of formaland informal communication lines, its users, the currentinformation exchange and the subjects. After making aninventory of what the communication and cooperationshould be like, he reports & recommends improvements.

Situation:

Personnel show an inability to deal withnegative emotions, complex charactersand unexpected situations in the

workplace.

Solution:

Dealing With Difficult People: the consultantrecommends ways to effectively deal with people whodisplay a bad mood or attitude, and to stay in control ofthe situation.

C. PUBLIC RELATIONS

Situation:

Personnel is insufficiently aware of thecompanys vision and strategy, itsactuality and its organization. This leadsto lack of involvement, de-motivation,theories and confusion.

Solution:

Internal Communication: the consultant assists top andsenior management to establish the need for specifiedinformation, to formulate PR policy and guidelines, andto develop a communication plan to improve thesituation.

Situation:

Top management finds it hard to dealwith external parties and mediarepresentatives.

Solution:

External Communication: the consultant assists topmanagement to develop PR policy and guidelines, andtrains the companys spokespersons in dealing with media(in particular, reporters).

Situation:

In the environment, including media,circulate negative reports about theorganization. This seriously harms itsreputation, and hence, its performance.

Solution:

Corporate Image & Identity: the consultant checkswhat is true and what is not, by studying the companysidentity. Meanwhile, he helps to develop a strategy tocounter the attacks, and improve the companys image .

Every person and every group communicates with people intheir environment. This creates images in the minds of those

people. Clients are people who choose to do business with a

company that has created positive images in their minds.PR is the communication discipline that monitors these images,but can only do its job when top management understands thefirst 3 sentences, and acts accordingly.

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D. WORK & CAREER

Solution:

Management Coach: the consultant provides the kind

of feedback top management needs: direct, expert and to-the-point. In this way, the consultant helps top managersto face problems, and to do what is needed.

Situation:

Without the right form of feedback, life

can become lonely at the top for aDirector, a Senior Manager or a Board ofDirectors.

Situation:

A manager or senior employee faces astalled career. He/she needs to re-focus,but doesnt know on what, or how.

Solution:

Personal Coach: the consultant assists the person duringa period of 24 months to find a direction, and regainconfidence. A Personal Coaching session usually takes 2-3 hours, at least once a week.

E. STRATEGIC & TACTICAL MANAGEMENT

Situation:

Top Management needs to develop afuture vision, formulate goals and

develop a strategic plan for the comingyears, but keeps postponing.

Solution:

Corporate Strategy: the consultant chairs a 2-daymeeting with the Board of Directors, using specific

management tools to generate a realistic corporatestrategy. Alternative: a Strategic Thinking session.

Situation:

The Management Team finds it hard totranslate strategic goals and policy intotactical plans and operational programs,projects and orders. Messy management!

Solution:

Tactical Management : the consultant assists theManagement Team to create workable tactical plans andoperational programs and projects, using specificmanagement tools.

A good consultant acts like an old, wise, true and tru-

sted friend. He is really interested in you, is a great liste-ner, and is knowledgeable in many fields. Yet, hisstrength is not his knowledge, but his attitude: giving100% full attention to his client, and the sincere will tohelp him or her to be more in control of whatever situa-tion.

How much does consultancy or coaching cost?US$ 90 per hour (min. 3 hours) (excl. VAT).

Situation:

Career & private life dont match.Solution:

Career Coach: helps sorting out priorities in your life.

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3. SEMINARS & LECTURES

A Seminar is a 3,5 hour interactive transference of core know-how. Nearly allworkshop or consultancy topics can be delivered as a seminar.

A Lecture is a 1,5 hour introduction to a topic, with room for questions, andusually, demonstrating one tool.

The number of attendees to Seminars and Lectures may range from 10100attendees. If needed, an professional interpreter can be arranged (extra charge).

Examples of topics:

Personnel & Executive Selection

Restructuring & Organizational Design

Time Management & Efficiency Building a Job Evaluation System

Conflict Resolution & Management

Communication Basics

Communication & Cooperation

Dealing with Difficult People

Modern Business Communications

Commercial Communication

Sales Management in the Global Market

Inter or Cross-cultural Communication

Coaching Personnel Effective Meetings

Making a Performance Appraisal System

Team Management & Engineering

Performance Measurement & Management

Change Management

Corporate Governance (Business Ethics)

Internal / External Communication

Building Image & Identity

Public Speaking

Mediation

Motivation

Decision Making & Empowerment

Strategic Thinking & Corporate Strategy

The Manager as Coach

360 Feedback Interviews & Reporting

From Professional HRM to Full P&O

Above: during a seminar for senior managers of Tan Thuan

Industrial Promotion Company (IPC), Ho Chi Minh City.Topics: Leadership & Management; Organizational Design &Efficiency. Below: after a lecture on PublicSpeaking at IBLA/CBAM, HCMC, where Loek Hopstakendelivered 10 introductory lectures.

How much does a seminar or a lecture cost?In-company: seminar: US$ 550, lecture: US$ 250 (excl. VAT)

Public seminars: US$ 50 per person (excl. VAT)

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4. ALLROUND SEMINAR PROGRAMS

Situation:

Managers-to-be, beginning andexperienced managers, who feelthe need to learn and/or refresh,and have more practicalmanagement tools and insights.

A. THE 3 ALLROUND MANAGER PROGRAMS

The Allround Manager Program (A.M.) consists of 3 levels:

1 A.M. I contains a wide range of management topics.2 A.M. II adds 12 more topics, and provides links between the 12 + 12 = 24 topics.3 A.M. III is a further exploration of these 24 themes, using the current business plan as a

guide line to assist executing parts of the plan.At the end of each Level and with proven results, the participant is awarded a WittenborgUniversity Diploma (see page 17-18).

Level 1 is mostly operational, Level II tactical, Level III strategic. At each level the participantworks on a company-wide project. The in-company A.M. includes e-coaching its participants.Below, descriptions of the 3 A.M. Levels.

Solution:

The Allround Manager Program:participants upgrade and update theirmanagement know-how and skills in a smallgroup, during 3 x 12 intensive seminars.

The Allround Manager Level IOperational

The sequence may be changed to fit the actuality of the company.

Topics or hats:

1. Situational Manager: lead and do what is needed.This seminar teaches recognition and the correct handling ofthetwelve different situations inmanagement that need the correct (re)action from the manager.

2. Change Manager: changing tactfully, effectively handling resistance to change.This seminar focuses on the use of an 8-step effective tool to make change happen successfully.

3. Strategist: developing a future vision and strategies.

This seminar focuses on the ability and skill to understand and share a vision, and then translateit into effective action plans. This includes contingency plans, or what if strategies.

4. Commercial Advisor: delivering customer service at any (but not all) price.This seminar covers sales to external customers, but also internal sales persuasion ofcolleagues / senior management.

5. Team Manager: leading teams; motivating; coaching; re-directing.This seminar covers the road from handpicking a successful team, to leading the team throughhard times, team (re-)engineering, and keeping the team alive accomplishing its mission.

6. Efficiency Guard: detecting and handling wastes of time and energy.This seminar makes one familiar with a tool to scan the company for sources of inefficiency (orwaste). The practical assignment is handling these sources of waste, and increase the efficiency.

7. Quality Manager: permanent improvement of products/services, products and producers.This seminar covers the complete cycle of Total Quality Management, using several tools fromearlier seminars. How to do quick scans and assessments.

continued on the next page

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The Allround Manager Level Icontinued

Topics or hats:

8. Organizer: managing across-the-board; managing projects; budgeting.This seminar includes the seven-part organizing chart, a tool that functions as a cockpit foranyone who leads any multi-disciplinary and multi-tasking activity.

9. People Manager: practical psychology for the work place; selection interviews.This seminar focuses on the Chart of Emotions as a tool to raise productivity. We payattention to applying this tool in interviews, from personnel selection to internal investigations.

10. Communicator: chairing meetings; formal meetings.This seminar focuses on two particular roles of the Communicator: chairperson, and publicspeaker. This is all done workshop-style, conducting a meeting and giving a presentation.

11. Career Manager: realizing a higher personal level of accomplishment.This enables the manager to assist his / her employees to plan their own careers, which is theno. 1 workable way to retain valuable employees. Also: the managers OWN career.

12. PR Manager: presentations and representations; developing a personal style.This seminar is all about the skills needed to perform as a spokesperson for an organizational

unit, giving a keynote speech at company events are two different examples of what is coveredduring this seminar. A part focuses on taste, such as good manners, etiquette and dress style.

The Allround Manager Level IItactical

The 12 Allround Manager Level II topics or hats are:13. Financial Manager; 14. Promotor; 15. Planner; 16.Coach; 17. Researcher; 18. Governor; 19. PerformanceMeasurer; 20. Management Team Member; 21. HumanResource Manager; 22. Leader; 23. Trouble Shooter;24. Consultant.

The Allround Manager Level IIIstrategicalThe Allround Manager Level III is tailor made to fitthe actual need of the company, and the individualneed of the participants. Several topics will be addedand earlier topics further explored.


The modern manager is a generalist. He/sheneeds to be able to predict the consequences of cor-

porate decisions for all company fields. Recent deve-lopments in the business world clearly show that fo-

cusing on a few, and ignoring the many aspects ofbusiness management may be a major cause of

world wide economic, and consequently, human di-saster. The 21st Century manager needs to take intoconsideration all company fields, needs to beallround. There is no alternative.

For a trainer, let alone: a Professor, there is no better way to stay con-nected with the business world than to be part of it. Alliance Internati-onal Training Cooperation was founded by Dr. Ngo-Anh Cuong. Aswe are friends, I assist him in setting up Alliance ITC. On the roadwe discuss many issues, from strategic to operational. Alliance offers

top students an opportunity to start their own business, guided andcoached by professionals. Learning by doing!

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B. THE ALLROUND COMMUNICATOR PROGRAM


The Allround Communicator Program (A.C.) is a combination of 12 seminars and 12 work-shops. When communication is a primary competence for a job, this program offers the know-how and skills. Delivery schedule:

A. A.C. Seminar (theory; 7-10 pm)B. A.C. Workshop (practical exercises (9:30 am-5 pm)

After successful completion the participant is awarded a Wittenborg University Diploma (seepage 17-18). Below are brief descriptions of the 12 A.C. topics.

The All Round Communicator

Topics:

1. Two Way Communicationbalance in exchange; how to create, how to restore it.2. Meta-communicationthe real meaning behind the words, using non-verbal signs and emotions.3. Controlling Communicationwhen to let go, when to take control.4. Commercial Communicationpersuading prospects; building steady win-win business relationships.5. Team Communicationleading by example, re-engineering, motivating.6. Presentation Techniquesfrom informing to persuading groups.7. Conflict Managementprevention and handling of human conflict.8. Negotiationsfinding ways to get maximum gain, for bothnegotiators. How to win-win.9. Selection Interviewschoosing the right person for the right place.10. Meetingssuccessfully conducting group communication processes.11. Coaching Techniquesgetting people to use their talents and gain confidence.12. Formal/informal Communicationopen communication top-down and bottom up.

Depending on the need, other topics may be added. Examples:

intercultural communication (making global communication work)

inspirational communication (winning the hearts and minds of your audience)

inspirational leadership (turning a group of busy doers into confident achievers) hospitality & etiquette (manners in different environments)

creative communication (brainstorming and instant-problem-solving techniques)

full closing techniques (the sale DONE: contract signed, goods delivered, bill paid, profit made).

How much does an Allround Program cost?In-company:

Allround Managerper team, per half day seminar pluspersonal e-coaching ofthe participants; min. 4, max. 8US$ 1,000 (excl. VAT).

Allround Communicatorper team, per half day seminarplusfull day workshop;min. 4, max. 8 participantsUS$ 1,200 (excl. VAT)

Situation:

Too often too much time is spent

on repairing damage as a result ofmis-communication. People lacksufficiently developed communi-cation know-how and skills.

Solution:

The Allround Communicator Program:

participants whose no. 1 competence iscommunication, upgrade and update theircommunication know-how and skills in 12seminars & workshops.

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C. THE tailor madeSOFT SKILLS PROGRAM


What are soft skills?

Soft skills are personal attributes that enhance an individuals interactions, job performanceand career prospects. Unlike hard skills, which tend to be specific to a certain type of task oractivity, soft skills are broadly applicable. Soft skills are sometimes broken down into

a.personal attributes, such as: optimism, responsibility, sense of humor, integrity, time-management, self esteem, self control, intelligence, ethics, self motivation. They also includeartistic and ceremonial qualities, including knowing how to dress to the occasion, and tocombine colors; taste.

b. interpersonal abilities, such as: empathy, leadership, communication, good manners andetiquette, sociability, working as a team member, use of proper language, the ability to interact

with colleagues, intercultural skills, ethics, hostmanship / hospitality, inspirational andmotivational qualities, persuasion skills, customer friendliness and service, utilizing tact,courtesy and civility, and the ability to teach.(sources: Whatis.com; Yahoo! answers)

Have you ever hired a person whose CV showed lots of diplomas and certificates, and an impressivelist of job titles and projectsbut whose contributions were disappointing, and who failed completelyas a team member? Sadly, this personnel selection mistake is being made daily. When faced with such asituation, its often hard to understand why academic brilliance and years of on-the-job experienceapparently is no guarantee for a sound performance, for a solid production record. Still, there is a realreason: lack of soft skills.

When we are young, our parents and school teachers take care of our basic soft skills education. Yet,many people grow up just copying lack of soft skills from their environmentoften, un-civilized com-pany. Some simply seem to lack the talent. Others simplyforgettheir basic education.

Tailor made or done with a team: free intakeTo improve your soft skills, you first need to find out your strengths and weaknesses. When this isdone, LH Resources designs a tailor made program to add missing and improve weakly developed softskills. The Soft Skills Program can be done individually, but also in a group or with a team. LHResources will assist you in finding out which soft skills best suit your employee, your team, or you.

How much does the Soft Skills Program cost?In-company: according to the need, the Soft Skills Program may cover 1 or more

topics. Half day seminarplus1 full day workshopUS$ 1,200 (excl. VAT)

After successful completion of at least 6 topics the participant will be awarded aWittenborg University Diploma (see page 17-18 for further details).

Situation:

A person / teams lack of soft skills

leads to tensions in the work place, orloss of clientele. Again and again,

managers needs to repair the damage..

Solution:

The person / team follows a tailor made, practical

program to add missing and improve underdevelopedsoft skills. This may take 18 program steps, depending

on the results of asoft skills scan.

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5. TRAIN THE TRAINER

Situation:

Many Vietnamese trainers (business) andteachers (schools, colleges, universities)

want to expand the number of topics theyknow how to teach, besides adding newmethods and techniques to their activities.

Solution:

Train the Trainer: this tailormade serviceis directed at trainers and teachers who

want to learn about new topics, and howto train/teach them. The topics you canfind in the previous 4 chapters.

A Train the Trainer (TT) program consists ofa. doing the workshop yourself, andb. receiving instructions to deliver the training.

The participant learns to deliver the chosen workshop, and also knows what its like to expe-rience it. Note: translation of materials is a responsibility of the client.

Example: a client wants to do a Team Engineering workshop (see page 4). However, the majo-rity of the participants do not understand enough English to easily follow the workshop whendelivered by Loek Hopstaken. Solution:3 Managers who understand enough English, do the Team Engineering workshop TT-style. Asthe group is small, this takes 1-1,5 instead of 2 days. The 3 trained trainers are now ready todeliver the workshop to their colleagues in their own language. During the workshop the TT-trainer is available as their coach.

How much does a Train the Trainer program cost?

US$ 1,200 per day for an in-company team (excl. VAT)

Additional coaching: US$ 90 per hour (excl. VAT)

Top:Ly Ngoc Tuyen, interpreter,during a lunch break in Hanoi.

We delivered 3 days of seminarsto officials of a Ministry, for Roy-al Business School.

Right:after delivering a service,its a fine custom to end off witha good lunch or dinner.

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Wittenborg University Certificate

Page 17

It is now possible to start saving credits for an International Bachelors degree:

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Earn a Wittenborg University Certificate!

HOPSTAKEN

An internationally recognized certificateJune 1, 2009 Mr. Peter Birdsall, Director of Wittenborg University authorized Prof. Aloysius (Loek)Hopstaken to deliver training programs and examinations, and to sign diplomas and certificates.

This means that participants of the workshops and training programs may be awarded with an officialWittenborg subject certificate. Depending on the training program, credits are awarded which can beused to earn an International Business Administration (IBA) certificate at a Wittenborg campus, such asthe ones in The Netherlands or United Kingdom.

Wittenborg University of Applied SciencesWittenborg is established in Deventer, The Netherlands. It is a fully accredited business school offeringIBA and soon also MBA programs to international students. Its registration number with the DutchMinistry of Education is 25AY. Dutch Chamber of Commerce registration number 08090958.Prof. Hopstaken has been a guest lecturer and Professor at Wittenborg since December 2007.

Diplomas and CertificatesProf. Hopstaken is authorized to issue two different certificates:1. Diploma: for a completed program, such as The Allround Manager Level 1, or The Soft Skills

Program. Completedincludes an examination. This subject certificate earns you credits for IBA Bachelor.2. Certificate: for participating in a workshop of 2 or more days. This does not entitle you to credits,

unless it is part of a major program.The name of the participant who is awarded a Diploma or Certificate will be officially registered in the Wittenborg Uni-versity student files.

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What is Wisdom? Networking!

Connection with an international community

Dutch Delta University and Wittenborg University of Applied Sci-

ences: small scale business schools, that enable personal students to coo-perate with teaching staff. While after graduation several alumni continueto do their Masters at a different university, many Bachelors and Mastersof International Business Administration return to their home countries*)to start their careers. The first years after graduation they are all very bu-sy. Not only working at a career or getting a Masters degree, also withstarting families. Universities all over the world try to keep in touch withtheir alumni and do what they can to maintain their alumni networks.

When after a graduation ceremony in 2005 a student suggested: Lets keep in touch!, we all agreed.However, we soon found out there was no sound system to make this happen. A part of the solution

was to use the new communication media to freely exchange news, tips and ideas. I even do online per-sonal teaching and coaching. In addition, I have published an internet magazine, What is Wisdom???.

Having an international networkmeans doors may be opened that would be closed without having alocal personalumnus, alumnato help. The globalization of business is being supported by these net-

works, and in fact, this process cannot do without these networks. Through internet business & socialnetworks such as LinkedIn and Plaxo, and purely social networks like Facebook and MSN, we keep intouch. The ease and speed by which contacts are being made is phenomenal. While most business web-sites suffer from inaction, the network sites burst with activities. The potential is enormous for those

who wish to invest time and energy. Hopstaken may help you open doors to a new world of business!

*) China, Vietnam, Thailand, India, Nepal, Sri Lanka, Indonesia, Turkey, Belarus, Russia, and The Netherlands.

Students at Wittenborg (top) and Dutch Delta University (b.)

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Do you want to know more about the content of my services,and the possibility of training and/or consultancy packages?

Feel free to contact me: [email protected].

Hopstaken

Trainer/Consultant:Prof. A.A.M. (Loek) Hopstaken62/44 Duong So 6, Phuong 5, Go VapDistrict, Ho Chi Minh CityMobile: 090 888 9450

Assistant: Ms. Vo Ngoc Lien HuongMobile: 090 888 9451Email: [email protected]. Profile:http://www.linkedin/in/loekhopstaken

Website:www.hopstaken.com

photo: Phuc Tai (HCMC)


After an 18 year career in Dutch banking and company-wide pro-jects in the fields of HRM, PR and Quality Management, and from1991 to present time, Loek Hopstaken is working as a managementtrainer and business consultant for a wide variety of companies,

from small to large, from local to multinational. In 2003 he addsteaching to his activities. He is appointed Professor at two businessschools. Since early 2007 he frequently visits Vietnam. In 2008 hemoves to Ho Chi Minh City, to offer his services to the Vietnamese

business community, universities and training organizations.

Documents

2010 Catalog Jan