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A Management Consulting, Recruitment and Training Firm committed to enabling our client’s greatness!

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McTimothy Associates is a full-service Management consulting, Recruitment and Business Training Firm that enables business greatness and effectiveness through customer innovative solutions. We provide leading-edge management strategy and HR infrastructure support with exceptional customer service leading to improved performance of our client organizations.

Enabling business greatness in Africa through cutting-edge modern management practice of Business transformation, Strategy, Change management & Innovation, Leadership, Restructuring & Turnaround management, and Training solutions.

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Upcoming Event (6th Edition of Sales BootCamp Nigeria)

Sales BootCamp Nigeria Re-run dvert

AIES Certification Program

AIES CERTIFICATION TRAINING

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20 hours ago

McTimothy Associates

Throwback to our business development training on 'Key Managerial Skills'.......Enabling Greatness Everyday!!!

#hroutsourcing
#managementconsulting
#Training& development
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Join the intensive workshop on effective leadership and communication skills in porthacourt- June 26-28,2019

Superior communication skills have long been associated with leadership. In this training course we look at both of these ingredients of success and bring them together in a comprehensive and practical manner. From preparing and organizing your thoughts to analyzing the practical reality of what you want to accomplish and in what context, this course will cover it all. You will get the opportunity to discover your hidden talents and practice what you learn before going back to your workplace and influence people, events and your own future. In addition, you will learn how a great leader enhances communication flow within his organization, wins the hearts and minds of his followers, builds consensus and gets results even when faced with resistance or difficulty.
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What are you doing to construct that door?

Be focused and continue building capacity, the more you build the bigger the opportunities you can let in.

#mondaymotivation💪
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#BEING_THE_RIGHT_CANDIDATE_FOR_THE_JOB: From Presenting A Good CV To Being Called For The Job.

Every organization got its unique Human Resource strategic mapping, so when they recruit staffs; their requirements vary from one organization to another; so does the job description for each position. On the other hand, the candidate who's interested in applying for a job in such an organization has to play his/her part in order to be the right candidate for the job. Having this in mind, the process begins from presenting a good CV, and if it meets the organization's expectation; to being called for the interview. The candidate takes a lot of things into consideration and action in order to secure the hire. This article will focus on this discourse.

The candidate's CV which is the first part of the bridge between the recruiting organization and the candidate must be fraught with relevance in its content and usage. This means that from the name and contact of the candidate to the personal profile to the work experiences, to the educational qualifications, to community organizations and involvements, to skills, passions, awards and achievements must all have the signature of relevance conspicuously portrayed; as it relates to the job requirements.

Moreover, the contents of the CV must show consistency. Coming immediately after the candidate's clear, correct and updated contact information; should be the most relevant work experiences: coming on the first to the second quarter of the CV, followed by every other detail. After being called for the interview, which is the final part of the bridge between the organization and the candidate, he puts his most relevant sales pitch into bullets; in threes and fours; to be presented to the interviewers, and practices until mastery is gained, confidence and is comfortable with the performance.

Furthermore, he doubles the good impression made in the CV during the interview. This he does by, answering questions in a concise manner; in 1-2 minutes while presenting his relevant top abilities. Moreover, the candidate must be unique in presentation amongst others. He could use a combination of skills namely: key skills, accomplishments, and experiences; all showing quantity, keywords, and results, as it relates to the job. In addition, the candidate can also do some research on the organization so as to be abreast with their values and rightly chip it in during the interview; to impress the interviewers.

In conclusion, as much as the above points are important, passion, enthusiasm and drive during the interview cannot be over-emphasized; as it shows the candidates ability to deliver the best quality job for the organization as compared to other candidates.

By
Virtue Edoziem.
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IMPORTANCE OF PROFESSIONAL DEVELOPMENT
The budget for professional development and training would always be one of the first things when a company or an organization chooses to cut costs, but the truth is, this practice is counterproductive and costly.
Here are rewards that you can reap from professional development.

1. It Can Sharpen Your Knowledge, Especially If You Are Already Feeling Rusty
2. It Develops Your Skills And Offers The Opportunity To Learn Something New.
3. It Makes Employees Feel Satisfied.
4. It Keeps You Up To Date And Guides You Away From Losing Touch With Your Industry Niche.
5. It Enhances Business Reputation.
6. It Allows You To Meet New Contacts And Expand Your Network.
7. It Attracts More Qualified Candidates And Bolsters Your Retention Strategy.
8. It Re-Energizes Ideas For Your Projects.
9. It Makes Succession Planning Easier.
10. It Offers More Benefits To The Organization As a Whole.

As professionals are becoming more specialized and as businesses are narrowing down their core offerings, the importance of being up to speed with the latest developments has also become increasingly important
#professionaldevelopment
#learninganddevelopment
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Whether you communicate under pressure, manage challenges in interpersonal relationships, or look to build lasting rapport, your communication style and competence are the cornerstones for improving your chances of achieving your objectives.
The aim of this course is to assist you in becoming a more effective communicator by learning how to identify people’s thinking patterns and preferred learning methods, and by tailoring your communication accordingly. Getting a better understanding of how you communicate with others as well as how others communicate with you will result in improved business and personal relationships. Moreover, this course will help you fine-tune the way you interact with others, which can be the key to your workplace and overall success.

Join our Effective Communication Skills Development training

May 23-24, 2019
FEE: N75,000

#communicationskills #interpersonalrelation #customerserviceagent
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Data is the new crude oil and the success of business in the 21st century is heavily reliant on the ability to mine and use consumers’ data, financial data and internal operations data to drive business decisions.

Our instructor-led Power BI training helps teams adopt Power BI for self-service business intelligence and analytics. Through this practical-based approach with hands-on labs and in- person guidance, attendees will be able to build and share stunning visualizations and valuable data insights quickly and easily with Power BI.

Join the coming big data analytics using power NO
May 23-25, 2019
FEE: 125,000

#bigdataanalysis #bigdataanalytics #powerbi #training
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Strategic Thinking & Planning Master Class ... See MoreSee Less

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Fundamentals of Best practice and Cost Effective Procurement Management

May 15-16, 2019
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Corporate Travel & Protocol Management
May 15-17, 2019
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Effective Fleet & Transport Management

May 16-18, 2019
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THE IMPORTANT OF HANDOVER

So, you might be wondering why this topic is important at all…well, little details in organisations such as conducting a proper handover can either make or Mar an organisation. How is this possible you might want to ask; an employee who is leaving on a temporary or permanent basis will have to be replaced or else their role will be left vacant and this will affect the role of others and in turn the Organisation at large. Also, the new employee taking over or standing in if not properly briefed will be clueless or will be left to wiggle through the Strom alone, this will affect the work process and lead to obvious inefficiencies that will affect the bottom line of any organisation.
“It’s absolutely critical that there is at least a basic handover, because in a small firm, jobs often cover more than the employee was originally recruited for,” says Emily Das

Carry out a structured handover
A long-term handover should include both a face-to-face conversation and a written document. Make sure it covers a description of the employee’s tasks and processes, unique knowledge, project deadlines, key contacts, any ongoing issues, and details of log-ins, passwords or where keys are kept.
Manage your staff handover process
Although it is not necessary to have a formal handover policy, it is crucial that the outgoing employee knows what is expected. “There is no statutory requirement to have handovers, but employers could consider writing a one-page guide,” “It makes business sense to tell staff you need them to do a handover.”
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Effective Fleet & Transport Management

May 16-18, 2019
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THE IMPORTANT OF HANDOVER

So, you might be wondering why this topic is important at all…well, little details in organisations such as conducting a proper handover can either make or Mar an organisation. How is this possible you might want to ask; an employee who is leaving on a temporary or permanent basis will have to be replaced or else their role will be left vacant and this will affect the role of others and in turn the Organisation at large. Also, the new employee taking over or standing in if not properly briefed will be clueless or will be left to wiggle through the Strom alone, this will affect the work process and lead to obvious inefficiencies that will affect the bottom line of any organisation.
“It’s absolutely critical that there is at least a basic handover, because in a small firm, jobs often cover more than the employee was originally recruited for,” says Emily Das

Carry out a structured handover
A long-term handover should include both a face-to-face conversation and a written document. Make sure it covers a description of the employee’s tasks and processes, unique knowledge, project deadlines, key contacts, any ongoing issues, and details of log-ins, passwords or where keys are kept.
Manage your staff handover process
Although it is not necessary to have a formal handover policy, it is crucial that the outgoing employee knows what is expected. “There is no statutory requirement to have handovers, but employers could consider writing a one-page guide,” “It makes business sense to tell staff you need them to do a handover.”
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Corporate Travel & Protocol Management

May 15-17, 2019
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Few days to the advanced class for office Administrator

Register for Advanced Administrative function and office management

May 2-4, 2019
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HR Analytic and metrics

May 9-11, 2019
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The Truth About Developing Employees - A Waste of Money and Time?

In many service industry, everyone is dependent on the performance of their employees. A customer can tell in 3-4 seconds if an employee cares. Frontline employees have 99% of the customer contact. Consistently they are the least trained, least valued, least appreciated and least paid. They are the face of your organization.

WHAT’S NOT TRUE:
1. If I develop and train them, they will leave….better to not invest in them.
2. They already know everything about customer service…they are good enough.
3. They are not smart enough to understand customer service.
4. Employee turnover is so high. By the time I get them trained, they will leave.
5. Customers only come to our business because of the great products and awesome displays.
6. I do not pay front line employees very much. Why would I waste good money training them? They are not worth investing in.

WHAT IS TRUE:
Training is, quite simply, one of the highest-leverage activities available. Consider for a moment the possibility of putting on a series of four training sessions for your employees to start with. Over the next year, they will work thousands of hours for your organization. If your training efforts result in a 10 percent improvement in your employees’ performance, just think what that will do to company loyalty, customer, brand growth, and your bottom line.
If you want superior service/work, it is critical that all employees get trained on skills/competencies ideally with new programs/courses every 4 months.

I believe if the customer receives an incredible customer experience, they will come back and tell their friends. It is easier to grow your business with word-of-mouth advertising through well-trained employees. If you want customer driven and high performing employees so you can grow your business and reduce customer complaints then you need to invest in your total workforce with something new and fresh every 4-6 months.

We are dealing with fragile humans. They need to feel loved, valuable and needed.
If they are awesome at customer service, it creates repeat loyal customers and word of mouth advertising.
George Washington
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Administrative managers and assistants are invaluable members of the organisation team. They are charged with overseeing and coordinating the day to day operations of a business. Thanks to the advent of communication technology, the skills these assistants require have become diversified, and the ability to multitask and juggle several different instructions at once have become essential. Other qualities needed by these members include

excellent communication skills, a polished appearance, and good interpersonal instincts. This course tackles all these behavioral skills while focusing on areas related to the use of technology to get things done effectively and successfully.
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