Robert Muoka
None at T.M.M & PARTNERS ADVOCATES
I am Robert (Salim) Muoka, an Advocate of the High Court of Kenya, thought leader, and strategic advisor at the intersection of law, fintech, and emerging technologies. As the Senior...
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Meet the mentor
TALK SHOW VIDEOS
Tricky Workplace Situation Handled
- Clearly define what outcome is needed Clearly define limits of authority that go with the delegated job. Delegate whole pieces or entire job pieces rather than simply tasks and activities. Assess routine activities in which you are involved
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- Creating a professional network to link with the next gen leaders Increasing Customer engagements Delegating work only when necessary
- Ensuring my team members have the prerequisite skills, passion, time to perform the task
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- Delegate tasks that one cannot be able to perform delegate tasks to help accomplish the set goals of the organisation
- emergency fund
- BUDGETING
- SAVINGS PLAN
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- there are mobile apps that can photocopy online docs
- mobile app
- there are office software managements built to offer the service
- using office managemnet software
- work from home is possible as a result of digital evolution
- using po box
- Set a target for cost cutting, talk to suppliers to see if you can reduce your costs, review people costs
- it was not focused on customer satisfaction but company policy which courts have held could be wrong at times. lacked customer empathy
- to be more empathetic to customers while dealing with return policies,
- accept the return and charged it to the company apologize to the client for the poor quality of goods and service offer client a complimentary product for the trouble they underwent as a result of the defective service and goods
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- offering clients with a complimentary service or good as well as accepting return policy to show you empathise with them
- this happens because retailers want greater profits as increased staffing increases sales and profits and employers in the service sector try to fine tune and shift schedules to closely align staffing with customer demand.
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- i would tell the manager to employ the following practices in order to create a predictable work environment 1. Prioritize onboarding and training 2. Create a comfortable work environment 3. Conduct regular check-ins 4. Encourage collaboration and communication 5. Develop a strong workplace culture 6. Facilitate opportunities for learning
- Attendance issues Failure to meet expectations Distracting others from their work Lack of motivation, energy, enthusiasm or pride in their own work Difficulty accepting accountability for their actions Argumentative, rude, violent or disruptive behavior Behavior that intimidates, threatens or humiliates others Lack of respect or tolerance for the opinions, skills or talents of others Difficulty building positive work relationships or working on a team Taking part in workplace gossip Ignoring established rules or procedures
- asking the employee what they had done to overcome the problem this helped him gauge whether the employee had taken any steps to try resolve the problem themselves asking whether the employee had tried to talk over the issue at hand with her collegue to establish whether any attempt to resolve the dispute amongst themselves without taking up the matter to the upper management the manager tried to put the disgruntled employee in the shoes of her colleague in regards to subject matter at hand to try see whether she would be empathetic of the situation suggesting other ways to manage the situation that hadnt been employed by the disgruntled employee, a key method used in dispute resolution
- most of the time they will work as it s best to face an issue head on and not to sweep it under the carpet.
- Understand how their behavior or performance impacts the organization Overcome personal or professional circumstances causing their behavior or performance issues Build positive work relationships with their managers and colleagues Make adjustments to their behavior that helps create a positive work environment Improve their work performance and achieve their maximum potential
- I would advice the young manager to do the following Don’t ignore the problem Don’t expect the problem to resolve itself. Ignoring it will only worsen the situation. While few people enjoy confrontation, you can’t allow an employee to wreak havoc on your workplace. De-personalize the conversation How you interact with the employee in question is critical to your success. In your meeting, create a professional and comfortable environment where the employee feels welcome to share what they are experiencing. Don’t make assumptions Don’t jump to conclusions. Have a seek-to-understand conversation. When you open a dialogue with the person, find out if they’re aware of their behavior and its impact on the team. If not, tactfully offer specific examples illustrating why you found this meeting necessary. Succinctly and factually describe their behavior and the impact it has on the team. Don’t make assumptions Don’t jump to conclusions. Have a seek-to-understand conversation. When you open a dialogue with the person, find out if they’re aware of their behavior and its impact on the team. If not, tactfully offer specific examples illustrating why you found this meeting necessary. Succinctly and factually describe their behavior and the impact it has on the team. Critique behavior, not people When dealing with a problematic employee, it’s essential to focus on specific behavior, not personal factors. Your role is not to judge them. Not only could that lead to unproductive conflict, but it is unlikely to help resolve the behavior.
- improved task communication through using formal and informal channels to communicate tasks disclosure of corporate objectives at every new year/ financial year for the corporate delegate work to all employees equally and appropriately according to job entry level
- we encourage our employees to understand expectations, avoid conflict, stay organized, be comfortable, forget multitasking, control perfectionism. there is always room for improvement is what we believe at Sheria Online and My Shamba Digital
- Teaching the individual to Learn how to relax. Techniques such as meditation, deep breathing exercises, and mindfulness (a state in which you actively observe present experiences and thoughts without judging them) can help melt away stress.
- it shows that an individual is ready to work for an organisation
- it shows that an individual is attentive
- it shows that the individual is knowledgeable and has researched the organistion showing keen interest to be a part of it
- it gives perspective to the interviewee of what to expect once they join the organsiation
- I should have answered the questions asked by the interviewer with charisma, confidence and showed an understanding of empathy towards customer needs i should have researched more about the position and job duties to show i was knowledgeable
- i would teach them to exude confidence in the interview, use non verbal cues to supplement the verbal cues to show they are paying attention,
- rob went straight to business ignoring the italian culture of doing business. he lacked cultural awareness on the italian way of business
- the title on one's business card matters because it gives an idea to the recipient the organiztional title and cv of the holder i.e. CEO
- Cultural Awareness helps professionals fully understand the impact culture can have in business – whether in relationship building, negotiations and management or in marketing, sales and business development. It further helps by giving people the skills and tools to manage cultural differences positively. For example in China one must hand out their business card standing and with two hands as a sign of cultural respect failure to do so might be interpreted as disrespect
- devise a low cost provider strategy to utilize economies of scale to execute their low price-strategy. Consumers who are sensitive to price changes will more likely shop at the stores that offer the lowest prices—especially if the good or service is relatively homogeneous. initiating a broad differentiation strategy to attract and keep customers by giving them a unique product or service that the competitors lack i.e. creating a superior product with better features.
- employing focused differentiation strategy, by creating unique products for each of those segments or niches i.e. property listings, land listings, ebookshop etc
- i can facilatate innovation at the work place through making innovation a core value of the organisation
- through using authority positively and employing good communication skills
- The examples and suggestions that I would use for teaching strategic thinking for competitive edge include Anticipating shifts in the marketplace, identifying opportunities, and proposing and implementing a plan are the core facets of strategic thinking––and necessary for companies that are consistently pushing innovation, improving their products and services, and evaluating their performance against their competitors
- Strategic risk - business model, revenue model operational risk- credit market, liquidity risk, cyber security, geopolitical risk financial risk
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- Adopting strategies for corporate risk management. leveraging on technology to help identify and mitigate potential risks
- Setting up a corporate risk management team with the relevant skills to develop tactical and strategic risk policies
- it involves individuals behaving according to a set of principles and values that are recognized by the majority as a sound basis for the common good. These include integrity, respect, trust, fairness, transparency, and honesty.
- Misusing company time. ... Abusive behavior. Employee theft. Lying to employees Violating company internet policies.
- The ethical practices in my organization are above par 7 as we have an ethics policy, sexual harassment policy among other labour law behavioral polices however there is always room for improvement
- i would emphasize to the budding leaders to hold respect for others and equally around the team and company and employ Egalitarian treatment of their peers as this would ensure no favoritism is being played out and no ill treatment of any member of staff through any form of discrimination.
- Convergent thinking is linear and systematic while divergent thinking is more web like. Convergent thinking narrows multiple ideas into a single solution while divergent thinking is more flexible. Convergent thinking is analytical while divergent thinking is more open ended. Convergent thinking asks why while divergent thinking asks why not.
- Improving their delivery service. Improving their packaging method. Improving their packaging materials, use environment friendly products. set up an asian marketing and distribution dedicated department
- Leverage on ESG practices, realign business goals with un sdgs
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- Design thinking in action Burberry’s business model was disrupted by the advent of the digital era. It was already being written off as the fashion brand of the bygone era. Instead of being intimidated and unaccepting of the change, it’s leadership decided to appeal to the Gen X users’ sentiments and behavior. Thus, the company invested heavily in its social media strategy. It invited users to collaborate on its design processes. By doing this, it increased its appeal and connection with the audience. The brand was able to leverage digital to post record revenue growths.
- method used to look at past sales and market growth to determine possible trends from that data and use the information to extrapolate future trends
- through encouraging divergent thinking and removing formal work barriers
- our staycations at My Shamba Digital, we can integrate it with google maps to show users the actual location of the property and connect with various establishments such as coffee shops, restaurants and other social amenities in the area the staycation is located
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- encouraging colleagues to pay close attention to trends and changes in the market as well coordinating work functions and manage them with improved efficiency