Our Leadership Roadmap
Our contents are supported by
The Leadership Development Cycle
The Leadership Profiling & Business Simulation Tools provided and used by us:
- PeopleKeys® by The Institute for Motivational Living Inc., USA.
- WorkPlace Big Five Profile™ 4.0 including the Standard Leader Report & Leadership Competencies (Potential) Report by Center for Applied Cognitive Studies, USA.
- Change Navigator™; Change Style Indicator®; Influence Style Indicator®; Decision Style Profile® by Discovery Learning Inc., USA
- Belbin Team Roles
- Leadership Practices Inventory: LPI®
- Strengths Finders 2.0 (Strengths Based Leadership) from Gallup
- Emotional Intelligence Report from BarOn EQ USA
- Multifactor Leadership Questionnaire 360 Leader’s Report (Transformational Leadership)
- Profile XT® Leadership Benchmark Report
- Matrix Leadership Report, Supervisory Skills Report, Legacy Leadership Report (with multi-raters) and Leadership Styles Report from USA.
- Saville Wave® Leadership Report
- Various leadership simulation tools from MTA Learning and Northgate UK, Discovery Learning and HRDQ from US and Simdustry from German.
Our Experiential Approach to Leadership Development Key Principles in Our Leadership Development Programs
Our leadership development solutions are designed based on the latest trends in leadership development:
Various leadership assessment and profiling tools
“I’ve never met an effective leader who wasn’t aware of his talents and working to sharpen them.”
– Former NATO Supreme Allied Commander Wesley Clark (The New York Times Magazine).
Leadership assessment and profiling tools, including 360° feedback are essentials for leaders to have deeper understanding about their strengths, talents and limitations. Personal leadership begins with self-awareness. With greater self-awareness, leaders are able to capitalize on their strengths and work on their limitations. With deeper knowledge of how different behavioral styles or traits come into play at work or relationship, leaders can more effectively communicate, surround themselves with the right people and maximizing their teams.
Application-based and simulation instead of theoretical and academic-based
We incorporate experiential learning, simulation activities and blended methods to complement conceptual lectures and presentations to create a more relevant and highly impactful learning & developmental experiences. Program contents are customized according to the trainees’ needs and issues rather than as prescribed courses.
An ongoing development journey instead of an one-off development
Rather than limited to one-off classroom-training, leadership development continue to take place in the workplace. To ensure sufficient developmental support are given at all times, we provide continuous learning experience to trainees through ongoing coaching and mentoring experiences. Depending of the needs and area of growth, we run customized on and off-site training or learning sessions such as Graduate Development Program (GDP) for fresh graduates to 2 years of working experience, Executive Development Program (EDP) for junior level and not more than 5 years working experience, Management Development Program (MDP) for assistant managers and above, and Senior Management Leadership Program.
Role of the facilitators
Instead of being an expert and supplier, our facilitators play the role of a partner, coach and collaborator to support trainees’ learning and development experience through effective coaching and mentoring.
The 70:20:10 model
We adopt the 70-20-10 model advocated by the Center for Creative Leadership (CCL) to achieve optimal learning for successful leaders. The 70:20:10 model is considered one of the best guideline for learning and development and has been widely employed by organizations throughout the world.
“An excellent, concise certification program focused on the competent use of the assessment tool – WorkPlace Big Five Profile™ 4.0. I learned so much in 4 days and it added weights to my professionalism in managing talents and coaching.”
Assoc Prof. Dr. Tang Siew Fung
Dean of Learning & Teaching, Taylor’s University