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Home » Teams

Team Development in Thailand

Submitted by on Thursday, 16 April 2009No Comment

Team development is a major issue in Thailand and indeed across Asia.

This post looks at an area that will be of increasing importance as companies struggle to survive the recession and attract investment dollars, and that is the issue of ‘quality of management’.

‘Quality of management’ may not have meant much when times were good for businesses and turning a profit was easy. Many companies’ results simply rose with the fortunes of the industry they were in and, even if they were not market leaders, the performance difference was not especially critical. So mediocrity was never punished to the extent it is today.

How times have changed. We are now entering one of the most severe recessions in living memory and companies are trying any which way they can to ‘add value’ – and boost profits.

One of the ways companies can do so is to make themselves a great investment proposition, especially since even the securest among them are now trying to raise capital. As I type, rights and bond issues are being issued at breakneck speed as companies try to beat the rush that will inevitably happen when central governments join the party.

What, you may ask, has this to do with ‘quality of management’?

A lot, is the answer.

Team development Thailand

Companies right now are ‘competing for capital’ which is becoming increasingly scarce. Some are doing this to cover cashflow requirements, others are tucking away money for the lean years to come, and still others are desperately trying to refinance their debt at lower interest rates as banks reduce exposure and increase financing costs.

This means that, for investors, it’s a ‘buyer’s market’. They can sit back and wait for the best offers for their money, and only from the very best-run companies.

Which brings us back to management. One of the key criteria for assessing management, popularised by Warren Buffet, is its ‘depth of management’. That is to say, how much is management dependent on one person (the CEO for example) and how much on a team? The latter, obviously, is preferable. How engaged and motivated are the employees?

These are two key questions asked by fund managers and form the difference between DIY (‘Do-It-Yourself’) and DAT (‘Do As you’re Told’) management on the one hand, and TEAM management on the other, may be the difference between a company surviving this recession / depression, or going bust as it fails to meet borrowing and investment requirements and enters a vicious ‘doom loop’.


In DIY management, skills and abilities gaps are so large that managers end up having to do many jobs themselves. The problem here is a lack of identification of these abilities and skills gaps, a way / process to close them, and above all the importance (in the words of Jim Collins) of placing Who before What. Companies lose out through high staff turnover, costing them as much as 40% of sales.

In DAT management, these roles may have been identified but there is mistrust and usually hierarchy and employees ‘do as they’re told’. Here, the problem is often disengagement and a waste of employees talents as they are being underutilised. This disengagement and over-employment / underutilisation costs companies as much as 30% of sales.

TEAM management has clearly defined roles & responsibilities, and furthermore, ensures that the square pegs are in the square holes, and the round pegs in the round holes. This may sound obvious, but this is the one area companies habitually fail. Because these simple foundations are set up (and using the Talent Technologies process this isn’t rocket science), deeper management follows.

All the benefits of deeper management also flow – career progression, high levels of engagement and productivity, and great morale.

The question companies need to ask, at every level, is this: Do we manage as a TEAM, or do we do DIY / DAT management?

How You Can Go to ‘TEAM’, cost effectively

Most companies will, in the present environment, be looking to cut costs to stay profitable or even alive. This obviously makes sense, but, as with a person who is seriously ill (but not beyond being saved), doing so to an extreme is akin to depriving the patient of all rehabilitative support, which will only result in a prolonged, drawn-out death.

The key is always to be investing in the area that yields returns, and in this environment, as we have seen, quality of management is one such area.

Improving quality of management can:

  • Increase critical investment inflows from the stock market or private equity
  • Reduce company risks and with it borrowing costs
  • Improve morale and sales effectiveness in a competitive market
  • Enhance corporate results as management looks forward and up, not down and back

Talent Technologies has an easy-to-use, measurable solution for companies based on its unique process linked to financial results, which helps management go to TEAM. No balanced scorecards, no complicated competencies or strategy maps, no million dollar consultants… just a simple, collaborative approach with your managers based on our unique approach which can be put to use from day one.

Which of the three management styles is prevalent in your company? DIY, DAT or TEAM? Feel free to comment!


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