Information on the new book "TCA Leadership Excellence".

TCA’s Leadership Excellence Wins

✨ Four Communication Strategies X Three Response Skills ✨

✨ Reach a team consensus and create an organizational vision ✨

Communication is not about persuasion, it’s about building a shared vision!

TCA Communication in Four Steps

A simple and effective set of subordinate guidance strategies,

Help focus conversations and address organizational performance issues.

▌Target/Expectation

The first step is to set clear goals and expectations.

Helps both parties focus quickly at the beginning of the conversation;

Avoid intentional or unintentional loss of focus during the conversation.

The objectives can be broken down into two levels:

“Outcome Goals” and “Behavioral Expectations”,

Listen to the motivations and goals of subordinates through specific and clear goals.

And make good use of questioning skills to clarify and guide both parties to reach a consensus.

Lead subordinates to perceive the gap between their own behavior and expectations,

Promote self-improvement.

▌Clarification gathers information/clarifies questions

The key to unlocking two-way communication!

Master the three major communication skills – observe, listen and ask questions,

Assist subordinates to see problems, analyze problems, solve problems and prevent recidivism.

The first element at this stage is to do a good job of emotional management.

In order to make the information transparent and problems to emerge!

It is necessary to stimulate the participation motivation of subordinates and improve the ability to solve problems.

　 Prompt subordinates to have a responsible mentality for the task!

▌Alignmemt Solution/Consensus Commitment

The most critical stage of TCA communication in four steps!

In response to the information and questions clarified by Clarification,

Analyze the problem and propose solutions,

Then arrange the division of labor and resource scheduling,

The final output is the conclusion of Who do what by when,

As a follow-up implementation of the action plan and verification basis.

When the subordinates find out the solution by themselves through the guidance of the supervisor,

It can help subordinates develop their capabilities and strengthen their participation and commitment.

Further improve the self-esteem and self-confidence of your subordinates.

▌Action Deployment/Progress Control

The key task at this stage is to develop talents!

According to the conclusions of Alignmemt, the actual implementation and inspection progress,

Confirm that the execution direction is focused on the target of the first step,

To ensure that the direction of action is consistent with the goal!

The supervisor not only has to urge his subordinates to complete the task,

It is also necessary to observe the process of subordinates’ actions and evaluate their performance.

Provide resources in a timely manner, remove obstacles, and give immediate feedback and supervision.

Help subordinates learn and grow in action,

Cultivate them into independent talents!

The more the era of science and technology, the more we need human temperature.

Supervisors must be from a talent development perspective,

From the perspective of “people”, we will provide timely support and encouragement.

From the action, see the advantages of subordinates, perceive the blind spots of subordinates, and accompany subordinates

Bibliography of books

Preface to the publication: Constructing TCA Workplace Communication Strategies to Create and Enrich the Value of Others
Introduction: Let’s enter the hall of “TCA Leadership Excellence” together

Chapter 1: The correct concept and attitude of the supervisor should be
Chapter 2: The Four Ways to Communicate: TCA
Chapter 3: Prescribing the Right Medicine: Subordinate Coaching Strategies
Chapter 4: Teaching Students Based on Their Aptitude: Effective Leadership
Chapter 5: Beyond the Strings: Deep Listening
Chapter 6: Three Response Techniques: Empathy, Inquiry, and Suggestion
Chapter 7: Situational Leadership: Grace and Might
Chapter 8: Four Phases of TCA Team Development
Chapter 9: Comprehensive Case Exercises

Errata revelations

On page 96 of this book, Mark’s description of being a new recruit, “Weak Motivation” is corrected to “Highly Motivated”, and I hereby inform you.

This book features:

Each chapter is supplemented by case studies to clearly explain the connotation of workplace communication, so that readers can easily understand and learn, and after reading the book, they can effectively implement the relevant communication skills.

Praise from all walks of life

With the guidance of the book, the reader seems to have participated in a communication workshop, and the feeling is quite profound, which is really a must-read for novice supervisors and an indispensable reference book for senior supervisors. ──Moxa Group Project Lead Learning & Development Dept. Human Resources Corporate Division Janon Kuo.
This book is an in-depth book that covers many of the important knowledge and abilities necessary to be a supervisor…… The book provides a large number of practical case studies for readers to learn on their own, and these cases are also useful materials for talent development discussions. —
Swire Coca-Cola, Director of Human Resources, Huang Zhikai
It includes many practical situational cases, which make people empathize with them when reading…… After the case, there is also a theoretical analysis and follow-up implementation suggestions, which I believe have certain reference value for HR workers or managers, and can effectively improve the effectiveness of workplace communication. —
Wu Zhilong, Associate Director of Talent Development Department of China Leasing Dihe (Joint-Stock Company).
The book presents the practical experience of the Cosmos consultants in an easy-to-understand manner, and through countless case studies, helps readers learn how to build and implement human resources strategies, including attracting and retaining top talent, enhancing the capabilities and potential of employees, and creating an organizational culture conducive to innovation and collaboration. —
Chen Qinxiang, Chairman of Beixiang Technology Service Co., Ltd
Each chapter is based on a case study and ends with an excerpt of the experience, which is a very easy to read structure. The fact that this book can be published is indeed beneficial for managers in practice and for vasors in the workplace. —
Li Shan, Human Resources Associate of Europe and the United States, SINBON Electronics Co., Ltd
This book introduces a set of effective communication methods – TCA (Target, Clarification, Alignmemt/Action), which enables readers to accurately communicate goals, content and actions when communicating with colleagues, so as to achieve effective communication. ──
Edwin, Co-Founder & COO, Portal Technology Co., Ltd
If you often encounter the dilemma of “there is a gap but no way”, this book is definitely worth reading. It will help you improve your communication skills in the workplace and achieve better communication results, and you can use it as a communication book that you can use at any time!
This book is a very suitable tool for establishing the concept of novice supervisors, shortening the painful period of taking office, or reflecting on the difficulties faced by senior managers. –
Kristy, Human Resources Executive, a well-known freight forwarding company

With the [TCA Subordinate Development and Guidance] course, you can not only grasp the secrets of martial arts, but also have senior consultants to take you to practice step by step!

Writing Team

Zhou Youmin (Ming)
started his business in 2010, has been in the industry for 16 years, actually participated in the company’s senior management decision-making, the construction of talent development system and the reshaping of the company’s internal culture, the integration of management practice experience and solid theory, its professional ability and skillful teaching skills, is the key to the high praise of the students! Step-by-step guidance for students to lay the foundation and extend the application can effectively shorten the distance between work and study.

Bruce
is good at integrating multiple teaching materials and tools, customizing training models that meet the needs of enterprises, and transforming them into materials that are easy for students to absorb and apply, so as to improve learning efficiency and effectiveness. In addition, based on years of consulting and counseling experience in talent selection, education, employment and retention, students can be guided and exemplified according to the theme, with a humorous and warm teaching style, to create a pleasant and interactive learning atmosphere, so that students can deeply feel the vitality of the teaching experience, and stimulate positive and continuous learning momentum.

Roger Wu has
15 years of experience in the field of human resource management, has many years of experience in management practice and experiential teaching design and leadership, has carried out internal training for more than 100 well-known enterprises, and has accumulated more than 2,500 teaching hours.

As a corporate coach and social worker, and has been a senior executive of the organization for many years, Jan

Lo has a high sensitivity and high emotional intelligence in organizational management practices and difficult case handling, and is good at breaking through in the situation of limited resources, leading the team to take responsibility and maintain enthusiasm and dedication to work. In terms of coaching experience, he is good at using coaching skills in an approachable language and humorous and witty way, with more than 1,000 coaching hours of professional coaching PCC (International Coach Federation ICF certification), assisting more than 100 middle and senior executives to grow, and has several years of coaching experience to assist dozens of professional coaches to improve their skills.

Estella
has many years of hands-on experience across various departments in the enterprise, leading the execution of a number of strategic projects in the Asia Pacific region from the back end to the front end, while building a solid and rich consulting talent. He is now a full-time senior talent development consultant and lecturer, assisting enterprises in the field of human resource development to plan and implement various talent development projects, including consultants, training courses, coaching, etc. His specialties include management leadership programs, responsible leadership and workers, organizational culture building, functional and talent development programs, business strategy, and corporate coaching.

Christine Lin has
been engaged in human resources practice for nearly 20 years and has accumulated rich practical experience in human resources. Born in the field of human resources, not only has a solid theoretical foundation, but also has unique skills in teaching, and is good at using simple methods, which can be regarded as difficult and difficult management concepts, and use life examples to help students clearly understand and then agree, and master the key to it, so that they can learn and apply it in the classroom. The course is easy to integrate with the corporate system of enterprises, so that participants can apply it in daily work and improve the training investment efficiency of customers.

Jacky Guo graduated
from the Department of Psychology of National Taiwan University, graduated from the Master of Management Program of National Taiwan University, and graduated from the Institute of Human Resources Management of Sun Yat-sen University. With rich practical experience, when he was a training supervisor, he developed a management course with both theory and practice, and when he was a recruitment supervisor, he combined experiential activities and recruitment and selection to develop and build recruitment and selection tools to greatly improve the recruitment effectiveness, and led the organization of the talent development department, implemented cross-departmental functional construction projects, and introduced case teaching to assist affiliated enterprises to build a talent training system!

Eric Yang is
good at using experiential training to lead students to experience the impact of mentality and concept, and then implement it in behavior. The teaching style is humorous and witty, but also powerful, and the course leads students to reflect on how they and their teams can be more sophisticated, and effectively integrate the experiential training, leadership/business management principles and key behaviors of the mindset through systematic structured questions!

Monica
has more than 25 years of management consulting and extensive cross-border management experience in industries including: semiconductor manufacturing, packaging and design, optical lenses, aviation, public relations and consulting. In terms of corporate management practice, he is good at participating in business decision-making and multinational base construction from the perspective of strategic human resources. He holds a doctorate degree in management from the Central Human Resources Institute, emphasizing the combination of practice and theory, and in addition to teaching at companies and universities, he is currently engaged in business coaching and EAP consulting services.

Purchase Information

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Welcome to call (03)287-0374 Miss Chen