www.impresstraining.com 14 Robinson Road, #13-00 Far East Finance Building, Singapore 048545. T. +65 6401 3238 F. +65 6401 0636 [email protected]0101 2010 70 4061 79 versions Office 2010 NEW New 8 Specialised Courses Service INNOVATION DES I GN THINKING Introducing
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www.impresstraining.com14 Robinson Road, #13-00 Far East Finance Building, Singapore 048545.T. +65 6401 3238 F. +65 6401 [email protected]
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9versionsOffice 2010
NEW
New8 Specialised CoursesService
INNOVATION
DESIGNTHINKING
Introducing
ContentsFEATURED ARTICLES
INSIDE
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08
38
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56 The Importance of Retaining & Leading Generation Y
90 Why Aren’t ManagersMore Coach-Like?
84 Becoming A New Manager
74 Invest NowIn Building Brand
70Licensed To Sell...Licensed Not to Sell?
24 Design Thinking
46 Do You Get The Point?
Carbon Footprint
28 Service InnovationGiving You the X Factor
About Impress Training
Our Service Training Model
Meet YourMentors
Saving Plans
SERVICE INNOVATION:
02
NEW Cours
e
Giving your Organisation
FactorXthe
FEATUREDARTICLESpg24
pg30
Design Strategy For Business
Service Innovation
360º Project Management
Introduction to Carbon Footprinting
PowerPoint Design for Business Presentation (V2007 & V2010)
Excel for Data Analysis & Reporting (V2007 & V2010)
Recruitment & RetentionStrategies of Gen Y
Communication & Interpersonal Skill
Business Writing for Office Professionals
Impressive Business Presentations
How to Sell for Non-Sales People
Building Winning Brands
Employer Branding
Building Championship Teams
First-Time Manager
Coaching Skills for Managers
Time Management:From Procrastinating to Prioritising
Managing a Multi-Generational Workforce
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Design Is More Than Just Making Products Pretty
The design way of thinking can be applied to systems, situations, procedures, protocols, and innovation.
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You can design the way you lead, manage, create and innovate. The purpose of design, ultimately, is to improve quality of life.
DESIGNTHINKING
FEATURED COURSES
CARBONFOOTPRINT
Over the past five years, Wal-Mart has put in place a number of
initiatives including renewable energy at stores, reducing waste in
packaging, and creating a sustainability index of its suppliers.
Although a relatively small percentage of people are willing to pay
a large premium for “green” products, most people are concerned
with health and the environment.
FEATUREDARTICLESpg38
TESTIM
ION
IALS
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Very interesting, inspirational, realistic and practical. Picked up good tips to better understand and inspire my staff
Trainer manages to keep me awake. Good representation of what he teaches! Good job
Angie Ong,Content Marketing Manager,Singtel
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“Very refreshing course. Has taught me a lot on how to manage myself and the team better”
Lloyd Tan, Sales Manager, ISE International Pte Ltd
Excellent Course!Never A Boring Moment
I have had the distinct pleasure to work with Impress Training.Professional, Engaging and Informative sessions!
Chia Huan Chern, Assistant Executive,DSO National Laboratories
Cheah Wai May, Assistant Manager, HRD - ST Electronics
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AB
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Established in mid-2007, Impress Training has built a diverse client
base from blue chip, private and public sector organisations in our
initial years. Positioned as a boutique business training company
specialising in next generation courses for organisations to
prosper in the new business climate, we have developed solutions
with an Asian perspective in mind for today’s economic needs. Our
philosophy has been to bring in richly experienced mentors with
innovative course areas to develop the thing that matters most;
people.
World-class training doesn’t always mean world-class pricing for great
returns.
By being competitively valued and service orientated we intend to
enrich companies large and small, by cultivating personal and business
skills that can develop people’s potential and create opportunities; for
you, and for us. It’s this basic belief of doing great training that meets
your needs and customers will invariably return. In just 2010 alone,
Impress Training has trained over 2000 individuals, from 200 different
companies.
We were among the first training providers in Asia to introduce new
programmes in the business sustainability sector; and continue to push
this trend in the areas of Business Improvement and Innovation by
bringing in such programmes as Design Thinking and Service Design.
Our core behaviours and working philosophy have shaped the
way we do business:
To our customers, we believe:
That great service matched with solutions that meet your business needs
will foster long-term relationships built on providing you fairly priced,
market-driven, and innovative services. This will be delivered to you in
a professional and friendly manner that enriches the experience of the
process from start to finish. We will provide support and flexibility in
our solutions and provide honest feedback to strengthen the process of
gaining knowledge and raising the potential in your people.
To our trainers, we believe:
In respecting your individuality and personality in delivering solutions
in your own unique way coupled with our defining qualities. We
respect your intellectual property and efforts to aid us in developing
the business. We believe that trainers should be trained too and we
will support efforts to improve and market our trainers in a professional
manner.
To our business partners and government bodies, we believe:
That good governance, transparency and responsibility means
compliance to the law, and following good business ethics without
detriment to others.
New for 2011 and beyond will be the introduction of specialised services
for Impress customers to include Surveys, Research, and New Media
for both corporate and public sectors. Our aim is to focus our research
services on key issues facing Singapore businesses and analyse these
trends leading to solutions for future needs. Social media will also play
a more dominant role with the Impress Training blog featuring articles
from a variety of our trainers and other experts and additional video
tutorials.
At Impress Training, our mission is simple:
Inspiring Change.
AboutIMPRESSTRAINING
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05 07
Take a moment to read the interesting
articles and new courses we have
lined up for you in 2011 and contact
us to see what Impress Training can
do for you
• Over 2000 people trained in 2010
• 300 clients join Impress Training courses
• 50% of clients are from MNCs,
30% Private and 20% Government sectors.
• All trainers received an average rating of 4/5 and above.
• Over a 1000 people have joined our social networks.
OU
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Our approach to training is simple
We listen to our customers’ needs and deliver training solutions
that most effectively meet their objectives. We spot business
trends to develop new programmes that encourage both ability
and competitiveness in people and their productivity.
The different ways you can access our training.
Open Enrolment
Public-run courses: Join our publicly scheduled courses that are a highly
cost effective means of meeting training objectives.
In-house
Customised Courses: We create tailored learning solutions designed to
meet specific business challenges drawn from our existing courses.
Seminars
We can completely design a seminar or workshop from bottom-up to
include organisation-specific procedures or processes where appropriate.
Drawing from a selection of topics and specifically designed modules
allows us to tailor courses to specific levels of staff and business needs.
The course offers practical tools at work. Trainer is very engaging and simulates you to think and evaluate accordingly
Samantha Quah,Executive Officer,National Youth Council
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TrainingService Model
Our
Our delivery style
Impress Training managers and trainers will work with your
organisation to design and determine the level of customisation
required to meet course objectives. Providing pre-training analysis in
addition to any top-down development will ensure that objectives
are also met at an individual level, for maximum success. Our
delivery styles are on that is:
Pragmatic : we believe training should not just be ‘feel-good’ but
provide concrete tools and techniques that can equip individuals to
better develop themselves, assess and handle work-based issues.
Asian focused : case studies are geared towards Singapore and
South East Asia to provide a local context for participants.
Small groups : all course group sizes are optimised to allow for
a higher level of interaction and individual attention. Whilst our
training courses may vary, the average sizes of our classes are
between 6 and 20 participants per event.
Materials : these include properly written participant workbooks,
not just PowerPoint printouts. Dependent and appropriate to the
context of the course our trainers will use a mixture of role-play, case
studies, application, video and self-analysis to bring out the best of
the learning objectives.
Take a moment to read the interesting articles and new courses we have lined up for you in 2011 and contact us to see what Impress Training can do for you
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CO
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Ever wondered what the course might be like, but then
signed up your staff and found it wasn’t quite what you’re
looking for!
Well we understand that and are so confident that our
courses and trainers can meet and exceed your business
needs; that we’re offering the opportunity for a Human
Resource or Learning and Development *Manager to attend
our course for *free, as a prelude to sending more of your
staff.
Most of our courses are currently eligible under the Skills
Development fund. Through the SDF, employers can enjoy
grants for staff training though the funding rate may differ
for various courses.
*Terms and Conditions
• Only 2 complimentary seats will be made available per
public-run course. This will be subject to our normal terms
and conditions for commencement of courses.
• Only 1 representative per company (who has not otherwise
attended or taken the complementary seats previously with
Impress Training) will be allowed to join.
• This is only open to Human Resource and Learning &
Development *Management personnel only. Managers
are defined in title as Senior Managers and upwards (i.e.
Mid-manager and Assistant Managers and below are not
permitted entry).
*Terms and conditions
• The general eligibility criteria are available at www.
skillsconnect.gov.sg
*FREE Complimentary Seat for HR and L&D Senior Managers for Course Review
*Skills Development Fund (SDF)
We have a series of practical savings schemes that
have been developed to help both individuals and
organisations continue their professional development
and make their training budgets go further.
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Saving
Plans
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Looking for a tailor made course but can’t commit upfront?
Need to ascertain the quality, the content and suitability for
your organisation?
• Pilot run is costed at 10% discount below normal listed
fees.
• Extension of scheme to encompass a minimum of 3 runs
will be costed at 20% discount below normal fees.
Looking for a customised course to meets the needs of your
organisation? Let us meet up with to discuss your learning
objectives and let us build a programme to meet those goals.
• In-house courses are costed at 10% discount below
normal listed fees.
*Terms and Conditions
• Only available for in-house courses.
• Acceptance of the pilot, without leading to an automatic 3
runs will not be entitled to the featured discount of 20%
• Companies that commit to the 3 runs are not allowed to
pull-out and will be subject to payment in full of those
stated 3 runs.
• The 3 runs can be booked within a 1 year period.
*Terms and Conditions
• Only available for in-house courses.
*Pilot Run Scheme
*In-House Corporate Discount
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Azman Benny Ho Bruce Patrick Murphy
Catherine Chai Marion Neubronner Deepa Pillai
Mark Normand Patrick O’Brien Vasu
Paul Sykes Valerie
Meet Your Mentors
Our associate trainers are highly experienced individuals from across
different sectors of industry. They bring with them a wealth of talent and
inspiring techniques that can help you to create change: in mindset, in
skill set, in business and personal development.
Whilst many are now based in Asia, they have either originated or
worked across the globe bringing with them a broad perspective in
the world of business. This enables them to deliver with a practitioner’s
viewpoint of the issues faced in organisations today and present
participants real-word solutions.
Mark James Normand is the Managing Director of Impress Training,
and International Trainer that has traversed much of Asia to deliver
meaningful training experiences.
Born in Chelmsford, England, he has since lived and worked in
Singapore for almost two decades. Spanning more than 10 years he
has worked in the areas of Sales, Marketing, Product Development,
Business Development, Education, and Corporate Training. He holds
an Honours degree in Business Studies and Information Technology
in addition to studying postgraduate qualifications in Training and
Development. Since then he has started two firms, one in training
and consultancy and the other in marketing and design.
He also practises graphic design and amateur digital photography
as part of his outside interests and maintains a popular blog (http://
presentationslides.blogspot.com/) as a way of reaching out to fellow
business professionals who need assistance in their presentations.
He has trained medium-sized and multinational companies at
different levels of management including companies such as
listening and speaking skills, and enhancing interpersonal dynamics.
• Leading by Design
Participants discuss and explore some of the key tasks of a leader,
including creative brainstorming, trend forecasting, investment
in innovation, evaluating business opportunities, commercialising
innovation and communicating these opportunities to a variety of
different stakeholders.
• New Business Models
Participants examine various business models and types of
organisations, by looking to both the past and the future. Also explore
the similarities among effective organisations, regardless of their
business structure or organisational philosophy.
• Market and Communication Insight
Participants learn how to conduct effective research that illuminates
unseen opportunity and enables a deep understanding of customers
and users.
• Customer and User Experience
An introduction to the development processes for products, service
ecologies, and other customer and user experiences, and examines the
relationships among them.
• Operations & Systems Design
This session explore strategies for optimising both development systems
and process, in addition to solution sustainability, innovative operational
design, and systems design.
• Strategic Management
Participants learn practical techniques for short- and medium-term
management, as well as long-term insight and innovation tools such as
scenario planning. In this session, participants will learn how to develop
professional strategic plan for their company.
• Innovation Culture
Assess how leaders can remain mindful of societal and organisational
values as well as how they can manage shifting values to create more
successful, innovative and effective organisations.
What Will I Learn?
NP
FEATURED ARTICLE
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FactorXthe
Giving your Organisation
SERVICE INNOVATIONervice design is all about making the
service you deliver useful, usable,
efficient, effective and desirable. It’s
not intangible or about the feeling you give
customers or users. It’s about actual things,
which service designers might call touch-points.
So a service design project is a strategic project
which uses design techniques like thorough
client research, collaborative ideas generation
and early stage prototyping and testing to
deliver services that are built around the
real needs of clients, that simplify complex
problems and deliver solutions that are future
focused and cost conscious.
Why use service design?Well, Singapore’s economy for 2011 will be
mainly driven by the services sector as the
gross domestic product growth returns to
a slower but more sustainable pace. In its
latest macro-economic review, the Monetary
Authority of Singapore said that the services
sector is set to contribute about two thirds of
GDP growth, up from around 50 per cent this
year.
However, there are still many service
business and public services missing many
opportunities to distinguish themselves from
competitors by improving their offering, better
communicating what they do or providing
innovative new services.
Simply out, take two coffee shops with the
same product at the same price, but one
distinguishes self by having better service –
which one would you more often go to?
The importance of services to the economy
keeps growing and as our expectations of
value for money from our public services keep
rising, designers have started working with
service providers to help them make their
services better. This approach is often called
service design.
Service design techniquesIf you choose to work with a service designer
there are some common tools and techniques
they will use while developing your service.
They will:
• Observe the situation. They might use
ethnographic research techniques and tools like
digital cameras and video recorders to capture
insights.
• Involve users. Games, brainstorming or
spending a day in their life will help.
• Create a blueprint of your service so you
can see where everyone who delivers it, how
they work and your customers fit into what
you deliver. Find out more about service
blueprinting.
• Analyse the quality of your service. User
feedback will be important here, but designers
aren’t just about emotional responses.
They might consider the cost effectiveness
of the way you deliver your service or look
for opportunities your business could take
advantage of
• Develop and map out ideas in a way that
is easy to understand even if you aren’t a
designer. This will help you evaluate the ideas
• Prototype a new service. By acting out a
service or getting staff members to try out use
newly designed tools on each other designers
can prototype new service delivery methods
like an interactive map or questionnaire and
test them early when failure won’t cost a lot
• Create a toolkit at the end of the ideas stage
to help you service providers procure what you
need to make the service improvements the
designers have created and tested
Why your business should invest in Service DesignThere are at least 10 reasons why every
business should know about service design.
1. If a company produces no new services they
will slowly decline and fail. If they offer a
bad(ly designed) service they can go out of
business far more quickly.
2. Many of your competitors, like China and
India, are realising that services can be a
major income generator and that if they
don’t get on board they will be left behind.
4. Increasingly, services are becoming the major
income generator, even in manufacturing
organisations. They can provide added
value, improve the customer experience and
become the major differentiator between
you and competitors.
5. Companies that provide a better service
are rated more highly by customers. There
is a close link between service design and
customer relationship management and
quality assurance (delighting customers and
retaining customers).
6. Fail early, fail cheaply. Service design can
help you spend development money more
wisely. Design management means making
low-cost mistakes. Ideas are generated,
tested and if they’re not right they fail early
and cheaply.
7. Consumer expectations are rising. People
are being offered more and more choice
of services. For instance the choice of leisure
services is overwhelming. Service design will
help people know what your service offers
and choose it more often.
8. Service design considers the whole life of the
product you offer, its delivery to market, its
use and disposal. It can help you make what
your business offers more sustainable.
9. You can invest in service design without the
cost of having to replace existing
infrastructure.
10. If you gain advantage through service
design you can maintain advantage
through traditional design techniques like
branding or product design.
“Services are a growth area but service design and management is often poorly planned, so it is quite easy for a company to gain a competitive advantage through the application of some simple design techniques.”
As technology develops it changes how and where services can be delivered and received. It doesn’t have to be a Singapore company that delivers services to Singapore residents. Only well designed services will keep their customers.
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Decision makers and key enablers in service oriented industries.
People who are looking to acquire new skills and inculcate the
service design culture in their organisations. Participants are not
expected to have any formal background in design related areas but the
intent and authority to use strategic design thinking would be ideal.
D
ompanies have moved from business models where value
comes from physical goods and tangible activities, to models
where value comes from intangible things, such as services,
knowledge and relationships.
Most organisations now strive to create services that deliver a
sustainable competitive advantage. They develop their business,
operations, offering and brands. Some seek growth, and others cost
savings. Some look to expand internationalise. Consequently, plenty of
national and international studies and government and industry reports
have recently discovered an increasing need for service innovation,
service design and service business competence.
Service innovation is an ability to anticipate change in customer wants,
needs, desires and behaviours, and to respond with innovative service
improvements to create profitable new value propositions.
Today customers are looking for comprehensive solutions and
compelling experiences. Customers pay for advice, information,
assurance, human interaction, and human and natural resources. This
shift in value requires continuously improved and new services and the
ability to meet and exceed customer needs.
This course equips Participants to become the next-generation
managers and leaders of services from the perspectives of service design
and creative thinking. By uniting the studies of design, strategy,
What Is This Course About?
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Who Is This Course For?
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Role play new, or even existing, service practices and
innovations to test them out before implementation.
This way, you’ll have a more meaningful understanding
of the importance of touch points between you and the
customer.
Quick Tip...
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Service InnovationMaking Service A Key Business Strategy and Competitive Advantage
NEW Cours
e
entrepreneurship, finance, management and sustainability, we provide
the tools to manage and develop services in today’s fast moving markets
with a vision which is sustainable, meaningful, ethical, profitable, and
truly innovative.
Who Will Be My Mentor?articipants will gain two key insights when embarking on this
course, those being:
1. To develop professional skills for Service Design and Management,
with a focus on the quality of the overall customer experience and on
the design of innovative service ideas
2. To impart upon participants all the conceptual and operational
tools for designing and managing service innovations, such
as, customer experience assessment and improvement; design of
service organizational procedures; service interface design; as well as
envisioning the feasibility and implementation of new service ideas
During the course, participants will specifically learn and practice
conceptual and operational tools for:
1) Developing strategies and insights into a business, its customers,
business environment and future trends
2) Understanding the service sector peculiarities and evolutionary
patterns, with respect to B2C and B2B contexts, use critical and
reflective thinking to conceive innovative business opportunities
3) Design-driven methods and practices for customer experience
assessment and improvement
4) Applying recent theories and methods for service operations
management through specific case-studies
5) Mapping service blueprints and touch point maps
6) Creating innovative, and compelling value propositions
7) Designing and modeling incremental and disruptive innovation for
the service industry through viable and competitive service ideas
8) Managing the service business
9) Fostering the service culture and service leadership
The two day course is the only programme of its kind in Asia, and helps
Participants imagine and create a better world, and better business
through innovative service change.
We advocate the views of business lying in harnessing the triple bottom
line of; economic, environment and social sustainability. We sometimes
refer to this as Profit, Planet and People.
The Course sits in the heart of Asia, in one of the leading cosmopolitan
cities, where growth is leading major changes in business thinking.
The Course in Service Design is looking for motivated Participants who
are looking to take their service thinking to the next level, who are
pioneers, and are interested in collaboration and meaningful change
in business and consumer services. Applicants to the Course should
have strong communication and collaboration skills as well as being
comfortable with quantitative processes.
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Trainer: Paul SykesCourse Fee: S$680Duration: 2 Days*SDF Subsidies for all companies
What Will I Learn?
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Paul Sykes is a leading consultant in the field of ‘strategic design
innovation’. He helps businesses use design at a strategic and
corporate level to increase performance and profitability. He has
worked in design and strategic business consulting in London,
Milan, Stockholm, Sydney, Jakarta, Kuala Lumpur and Singapore.
Paul won a prestigious design scholarship after graduating with
Eaton Hall Product Development, and thereafter won the UK
National Innovation for Business Award, and by the age of 23
he held two product patents. Paul’s’ talent lies in identifying the
Customer Experience and Service key touch points and core Brand
Values in a business and then being able to create coherent and
well planned strategies for implementation, which are focused on
creating tangible bottom line results.
Paul Sykes
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I really thought that I knew my
customers, and what they needed.
The course was a real eye-opener. It
will help us position our product and
customers effectively
Mr John Tan, Managing Director
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Recommended Next Course:
Design Thinking for Business
360° Project Management
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Do you have both the hard and soft skills to manage a project?
Successful project management is contingent upon
identifying and managing the risks, work within budgets,
managing project schedule and scope, and more
importantly, communicating well with stakeholders’ and
manage their needs, wants and expectations.
Quick Tip...
What Will I Learn?
• Fundamentals of Project Management
Projects are progressively elaborated with a definite beginning
and start and they are undertaken to attain a set of objectives
and then terminated. Project management is carried out to avoid
problems such as large cost or schedule overruns, unrealistic schedules,
unsatisfactory quality, low morale and many more. This session gives
participants a good coverage on the basics of project management and
about stakeholder management.
• Project Management Processes
Project management is accomplished through initiating, planning,
executing, monitoring and controlling, and closing. In order to
accomplish a project successfully the project team must:
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project is a temporary venture undertaken to generate a
unique product, service or result; while project management is
the application of skills, knowledge, resources and techniques
to project activities to meet project requirements so as to complete
an endeavour. However understanding and applying the skill sets and
techniques are not sufficient for effective project management.
In order complete a project successfully, the project management team
must understand and apply the knowledge and skills from the following
areas of expertise, namely Project Management Body of Knowledge;
Application Area Knowledge; Standards and Regulations; General
Management Knowledge and Skills which include people management
skills, time management skills and managing of cash-flow, Interpersonal
skills etc.
Project management is a powerful set of tool that improves the team’s
ability to plan, implement, and manage activities to accomplish specific
organization objectives. However project management is more than
just a set of tools; it is results-oriented management style that places a
premium on building collaborative relationship among a diverse cast of
characters.
60º Project Management is a flexible yet powerful program
that is designed for working professionals in the area of sales
and marketing, production, project implantation, customer
service and others. This program aims to impress on the participants
about the successful methods of handling projects and the stakeholders.
What Is This Course About?
Who Is This Course For?
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Who Will Be My Mentor?
Trainer: Benny HoCourse Fee: S$500Duration: 2 Days*SDF Subsidies for all companies
Benny Ho is a certified Project Manager (PMP®) and a Project
Risk Management Professional (PMI-RMP®). He has more than
15 years of working experience in the wireless communication
industry working on projects, business development and sales &
marketing. He has spent many years working on several multi-
million dollar projects that are mission critical. He has an MBA
Degree from University of Leicester, an honors management
degree from London School of Economics and Political Science
and a Diploma in Action-Based Learning and Public Speaking
from Atlantic International University, USA.
Rating !!!!! 4.3/5
Average Participant evaluation based on last 10 runs
Benny Ho
• Select appropriate processes that are required to meet the project
objectives
• Use a defined approach to adapt to meet project specifications and
plans to meet project and product requirements
• Comply with requirements to meet stakeholder needs, wants and
expectations
• Balance the competing demand of scope, time, cost, quality,
resources and risk to produce a quality product or service
In this session, the project management processes will be discussed in
detail.
• Project Integration Management
Project Integration Management is a complex process that involves
integrating the respective processes and activities of a project per se;
Whilst the processes are complex and important the key intention
of Project Integration Management is also to concentrate resources,
anticipating potential issues, ensuring that the welfare of the
stakeholders are taken care of, dealing with project issues before they
become threatening, and coordinating work from all parties to ensure
overall success of the project.
The participants will be taught about the principles of Project Integration
Management so that they can identify, define, combine, unify, and
coordinate the various processes and project management activities.
• The Project “Scope-Resource-Schedule” (SRS) Model
Otherwise known as the “triple constraints” model, a project success is
often contingent upon “triple constraints”, i.e. project scope, resource
and schedule. High quality and successful projects deliver the required
product, service or result within scope, on time and within the allocated
resources. The relationship among these three factors is such that if any
one of the three factors changes, at least one other factor is likely to be
affected as well.
Participants will learn how to tackle the constraints and meet the
challenging demands of a project by employing the SRS Model.
• Project Risk Management
Project risk is an uncertain event or condition, that if occurs, has a
positive or negative effect on at least one of the “triple constraints”.
Project risk management describes the processes concerned with
conducting risk management on a project.
Participants will learn about risk management planning, risk
identification, risk response planning, and risk monitoring and control.
• Project Human Resource Management
Project management does not only involve applying the skills and
knowledge of project management. It also involves applying the right
interpersonal skills, team management skills and communication skills,
(or human resource management in general) to the team.
In this session, participants will be introduced about project
team management. This module will discuss about project roles,
responsibilities, reporting relationship and communication channels
within teams in detail.
I like the live testimony quoted
by the trainer to illustrate course
concept
Christopher Loh, Safety Executive, Land
Transport Authority (LTA)
“ “
Recommended Next Course:
Time Management
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Business Sustainability
Going green is more than just a label and a branding exercise. Find out
more how sustainable practices, reporting emissions and responsible
innovation can develop your organization.
Introduction to Carbon Footprinting
BU
SIN
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USTA
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BIL
ITY
Sustainability
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Business
Developing aSustainability
BlueprintDuration: to be discussed
We will be working with the company to develop the
Sustainability Blueprint on a consultancy basis.
Helping the company to design and create ‘A
Sustainable Blueprint for Our Business…”
Level 1.Introduction to Carbon Footprinting
Duration: 1 day
Objective: To give all staff a basic, clear, easy to understand introduction to Carbon
Footprinting which will equip staff for the next level course, during which changes can be made at a personal and business level.
Level 3.Getting Ready for Business Changes
Duration: 2 days
Objective: To give key staff the opportunity to work together to develop Carbon
Footprint plans for their departments and projects. This course would be most suitable
for engineers, managers and project managers.
Level 2. Developing Personal
Plans in Carbon Footprinting
Duration: 2 days
Objective: To give general staff the ability to make
changes in Carbon Footprinting at a personal level, both at work and at home. Participants will be
able to create personal plans for change as a result of
attending the course.
Level 4. Developing a
Sustainable Strategy for the BusinessDuration: 2 days
Objective: To work together as a team to
begin to think about and design a sustainable
blueprint for the business focused on a clear plan for
defining Carbon Footprinting. For project
managers and senior managers
Progression Chart Going green is more than just a label and a branding exercise.
Find out more how sustainable practices, reporting emissions and
responsible innovation can develop your organisation. Business
Sustainability, or eco-efficiency, is a combination of economic and
ecological efficiency, and is basically about ‘doing more with less’.
It means producing more goods and services
with less energy and fewer natural resources, resulting in less
waste and pollution and lower costs. These are some of the most
groundbreaking and organisational changing courses in the
market and something that every business in Singapore must learn
to adopt in lieu of potential future legislation.
The course offers practical tools at work.
Trainer is very engaging and simulates
you to think and evaluate accordingly
Samantha Quah, Executive Officer,
National Youth Council
“ “
Very refreshing course. Has taught me a lot on how to manage myself and the team better
“
“
Lloyd Tan, Sales Manager,
ISE International Pte Ltd
“Refreshing and eye-opening
session that can turn your
work around”
Marcus See,
Business Development Manager,
Singtel
“Awesome course!”
Tay Wayne,
Executive, NTUC Club
37
FEATURED ARTICLE
38
CARBONFOOTPRINT
ith the recent announcement of
SGX and its urge to companies to
take up voluntary reporting of their
sustainable practices; this is inline with the
Singapore’s government commitment to
reduce overall carbon emissions.
Wal-Mart Stores pushed forward with a risky
sustainability initiative at a time when its
public image was suffering. But ultimately the
company’s rationale for “going green” was
purely economic, according to former CEO Lee
Scott.
Over the past five years, Wal-Mart has put
in place a number of initiatives including
renewable energy at stores, reducing waste
in packaging, and creating a sustainability
index of its suppliers. Its actions have raised
suspicions and admiration from outsiders,
politicians, and employees.
But the effort has endured because the
motivation was purely economic, said Scott,
who was the first featured speaker at the
Fortune Brainstorm Green business conference
here on Monday. If it had been done to repair
its image, the company would have likely
scaled back during the economic downturn
last year.
“What Wal-Mart has done is approach this
from a business stand point and not from a
point of altruism. If we as a company focus
on waste, we can make Wal-Mart a better
company and at the same time, become a
better citizen,” he said.
During a low point in the company’s image
around 2005, Scott and his management team
considered what previous company executives
should have done 10 years ago. Seeking to
avoid more problems down the road, Scott
and board members came around to the idea
that “at some point, the world is going to hold
corporations responsible for the impact they
had on the environment,” Scott said.
What followed was a formal initiative within
the company to lower its carbon footprint
and environmental impact. The company has
installed solar panels on 20 stores as well as
more efficient lighting and is testing other
technologies with a “reasonable payback.”
Originally, though, it was a voluntary effort.
The first project within the sustainability push
was started by an executive who figured out
how to reduce packaging in a Wal-Mart-
branded toy. That change eliminated the
need for 215 shipping containers. From there,
it spread to the point where now people
who don’t have an environmentally oriented
initiative in the company are “outliers,” he said.
As a giant corporation with more than $400
billion in annual revenue, Wal-Mart undeniably
has a huge environmental footprint. For
example, it is the largest private consumer of
electricity in the U.S. On the other hand, large
businesses create demand for green-technology
products, which helps bring down the cost of
energy-related products, such as solar panels,
or consumer goods, such as organic foods.
Although a relatively small percentage of
people are willing to pay a large premium for
“green” products, most people are concerned
with health and the environment. “There’s
almost a reverse snobbery that says that only
educated people care about the environment,”
Scott said.
“We recognized that (employees) were waiting for us. We thought we were leading, we weren’t. We were meeting the expectations of people, particularly the 25- and 35-year-old buyers,” he said.
W
39
re you keen on ‘greening up’ your business but would
like to get moving, change in small or big ways, and also
get your team on board?
Your company has a responsibility to reduce its carbon emissions!
Organisations are under increasing pressure to demonstrate that they
are taking their environmental responsibilities seriously. Individuals
are also become more conscious and sensitive that they make on the
environment.
This one day course helps your business plan for high price energy
markets and environmental demands. It also helps you to do your bit
to help the environment, which will demonstrate your sensitivity to
environmental responsibility. Learn how individuals, corporate business,
government bodies and charitable organisations are responding to
environmental challenges, and the ‘carbon footprint’ agenda.
Introduction to Carbon Footprinting
What Is This Course About?
CO
UR
SE
A
Don’t Know How Carbon Footprinting Can Help Turn Your Business Green?
The critical first step of waste prevention has been
overshadowed by a focus on recycling. Companies
should focus within their supply-chain to develop a
greater awareness of the importance of the “Reduce”
part of the Reduce-Reuse-Recycle mantra.
Quick Tip...
40
Benefits to your business:
• A thorough understanding of how to calculate your carbon footprint
• The ability to report on your carbon footprint with confidence in its
integrity and robustness
• Identification of opportunities within your business for carbon
reduction activities and carbon management strategies
• Provides the business case, the tools and techniques to mobilise
senior management and motivate colleagues and subordinates
Who Will Be My Mentor?he course is aimed at managers or executives who would
like to develop their knowledge and skills to implement
environmental improvements in their organisations. This could
be at an individual, team, departmental or company-wide level. It is
specifically relevant to:
• Those requiring an overview of carbon foot-printing
• Those looking to calculate and report their own carbon footprint
• Those looking to develop a carbon management strategy
• Those looking to reap the financial rewards of reducing
their footprint
The course is suitable for delegates from all types of organisations
– from large corporate, to small businesses, the public sector, and
charitable organisations.
Who Is This Course For?
T
Trainer: Paul SykesCourse Fee: S$ 425 Duration: 1 Day*SDF Subsidies for all companies
What Will I Learn?
Paul’s interest and expertise in Carbon Footprinting and
Sustainability began 12 years ago when he joined the British
Design Council, as Head of Business Services.Paul was responsible
for developing sustainability modules in design practices for the
clients of the Design Council. At this time, back in 1999 both the
issue of sustainability and carbon footprinting was in its infancy.
The Kyoto Protocol was only being thought of and practices in
this area were minimal to say the least. Paul won the National
Innovation for Business Award, sponsored by SHELL Petroleum in
1989. Paul held two Product Patents by the age of 23, from there
his career developed in business, design and carbon footprint
consultancy.
Rating !!!!! 4.2/5
Average Participant evaluation based on last 10 runs
Paul Sykeshe programme will provide an introduction for anyone who
wants to understand the basics of Carbon Footprinting. From
how it affects their lives, the lives of others, their business
department and their company. We will also explore the issues,
challenges and opportunities of dealing with this phenomenon.
Through Singapore, Asian and Global case study we will explore the
subject in a simple, interesting and easy to understand workshop
format.
Course overview
• Why carbon foot printing is becoming so important for people,
businesses and nations
• Tackling climate change from a personal, and departmental business
perspective
• The benefits of getting involved with the ‘green agenda’
• The key principle of carbon footprinting
• Understanding the ‘jargon’ of carbon foot printing, making it simple
to understand
• Calculating your carbon footprint
• Understanding plans to manage your personal carbon footprint
• Basic understanding of what companies can do to make changes
• Simple case studies of how some companies manage and reduce
their footprint
• What is happening at a government level in Singapore
• How everyone can make a difference
• Developing plans - What can you and your team do to change?
T
Broad- based and easily understood
Keith Neo, Quality Assessor,
Building & Construction Authority, Singapore
“
“
Recommended Next Course:
Build Winning Brands
41
Daily Office Work
From business writing, to spreadsheets, or creating slides for
presentations, these courses will maximise your productivity and show
you how to get most out of your daily work.
Powerpoint Design for Business Presentation
Excel for Data Analysis & Report
DA
ILY
OFF
ICE W
OR
K
Progression Chart From business writing, to spreadsheets, or creating slides
for presentations, these courses will maximise your
productivity and show you how to get most out of your
daily work. By offering the core capabilities we are able
to work with you from the very start and support your
progression over time. We offer a range of applications
that you’ll find in any office environment including the
latest on the market for cutting-edge businesses. Used in a
real-world context our application-based courses are truly
The course has been highly informative and there was so much to learn. Trainer is very patient which made learning very pleasant
Cheng Zhi, Technical Officer,Building Construction Authority (BCA)
“ “
45
FEATURED ARTICLE
POINT?46
Do you get the
More than just bullet points...
ith the release of the PowerPoint
2010 version, users now find
themselves with a media-rich
application for use in presentations, digital
signage and tradeshow videos. Where the
2007 version upgrading many features like
instant effects and in particular the 3d engine
– the 2010 version has made improvements to
video effects and editing. If your business relies
on have good presentation visuals for selling
a message, creating 3D models for working
meetings such as in the engineering fields or
just upgrading then this version can match all
those needs.
Businesses lose money by using PowerPoint
unproductively, as with other office
software applications, due to wastage in
the preparation time. If you spend one-day
preparing your slides and only five minutes
presenting then you may just fit into this
category. Wastage can come in all forms
such as drawing diagrams that don’t need
to be redrawn, going off the web to source
for pictures, not sure how to cut down
content, can’t find the right buttons to
achieve what you want and the list goes on.
A recent case study conducted by Impress
Training showed that by developing digital
libraries can significantly reduce costs; in one
SME company we demonstrated how that
company was losing about S$20,000 a year
to preparation wastage just using PowerPoint
alone.
The 2007 version has a strong 3D engine to
re-create solid objects that are fully rotatable
and allow users to see objects from any
angle. This has been especially usefully in the
fields of engineering and technology where
visualisation of products, components or
environmental objects is necessary. Whilst
software like AutoCAD takes time to render 3D
objects. Simple solid-state objects can be
developed in just minutes in PowerPoint.
All 3D models are first created in basic 2D
shapes and colours. The 2010 version now
allows custom shapes adding greater flexibility.
PowerPoint 2010 multimedia experience
allows users to effectively harness the
storytelling power of audio and video content,
with completely revamped media playback
technology: insertion, editing, presenting and
distribution.
W
The benefits for the company in terms of reducing preparation wastage, is obviously cost, it adds more professionalism to individual slides and provides a greater standardisation of the brand theme throughout the organisation.
47
any presentations today are done with the aid of Slide software
such as PowerPoint™, however, audiences will be the first
to tell you that most of these presentations are dull, boring,
contain too much text, speaker is reading from the slides and much
more.
The proper use of a visual aid can greatly enhance the sales of a service
or product, interact, motivate and stimulate your audience if used
correctly. So if you find yourself guilty of still using multiple bullet-points
on white and dark-blue backgrounds in your slides; then it’s time to
re-think, upgrade and gain a competitive advantage in the business by
showing impressive presentations.
If you want to showcase your visual talents, have a desire to improve
your slides or just have a keen interest, then this course sets out a
direction that will change the way you design your presentations.
Everything you see and do during the course will be done using only
PowerPoint; no other applications were used in the recreation of the
slides that you see. Be amazed at how professional looking you can get
your slides to be in just 2 days (v2007) and 3 days (V2010)
This course will actively be using PowerPoint. Please ensure before signing up that you have selected the correct version of the application.
In-house courses will receive a free set of 100+ sample slides formatted to the corporate template and colours; including diagrams, 3D visuals, layouts and more worth over S$500.
nyone in business who does a presentation; to convey,
sells, inform, announce and train in a business environment.
These include a wide variety of persons including those from
Sales, Marketing, Product Development, HR, Business Development,
Finance and Learning and Development divisions.
PowerPoint Design for Business Presentation (V2007 & V2010)
What Is This Course About?
CO
UR
SE
Who Is This Course For?
M A
Isn’t it time to re-learn how visual media is used for presentations?
Build internal design capabilities within the marketing
department so that issues like digital signage and
corporate visuals can be built and displayed throughout
the organisation. With the use of Video, boring PowerPoint
slides can be replaced by high-definition visuals more in-
tune with professional creations.
Quick Tip...
What Will I Learn?
ntroduction
Take a look at the world of PowerPoint and see some ‘Before
& After’ slides. See the mechanics behind their transformation
and how you can do the same. Know the strengths and weaknesses of
using PowerPoint as a presentation tool versus as a reporting tool and
how you can structure your presentation more fluidly.
I
48
Who Will Be My Mentor?
Refreshing and eye-opening session
that can turn your work around
Marcus See,
Business Development Manager, Singtel
Trainer: Mark James NormandCourse Fee: S$590 (V2007) / S$850 (V2010)Duration: 2 Days (V2007) / 3 Days (V2010)*SDF Subsidies for all companies
Mark James Normand is Managing Director of Impress Training,
and International Trainer. Spanning more than 10 years he has
worked in the areas of Sales, Marketing, Product Development,
Business Development, Education, and Corporate Training. Since
then he has started two firms, one in training and consultancy
and the other in marketing and design.
Mark James Normand
“ “
Recommended Next Course:
Excel for Data Analysis & Reporting(Using V2007 / V2010)
49
• Image Editing and Visual Effects
Participants will be shown new picture and shape effects and the
effortlessly way in which they can be applied to their pictures and text.
This topic also provides a brief overview of the new navigation tools.
• Bullet Points & Layouts
Don’t get frustrated with templates; focus on the layouts because this is
what really makes the slides different. Of course, there are the dreaded
bullet points, and this course we’ll show you some practical techniques
to reduce and structure them more effectively.
• 2-D Business Diagrams
Ever looked at a slide and wondered how they created those strategic
diagrams like the Networks, Pyramid, Funnel and Spheres? Participants
will learn to recreate those and learn the secret of using shapes and
gradients to produce stunning corporate diagrams.
• 3-D Visuals & Models
If you’ve ever seen those diagrams in the newspapers and thought
you’d need to be a professional, then you’ll be amazed at how quickly
you can design stunning 3d isometric infographics. These 3d diagrams
create and extra sense of content and realism to business processes
and scenarios. Create fully realizable solid visualisations for solid objects
without sophisticated software or renderings of buildings, tech and
engineering components.
• Business Charts
Ever been bothered by the fact that PowerPoint and Excel never really
came together in older versions; now in the newer versions see how
effortlessly the two applications merge. Charts and financial data is now
even easier to edit, with charts looking cleaner and more professional.
Participants will still learn how charts are constructed by using the right
chart-types, colours, axis and made more readable to audiences.
• Advanced Animation
Simulation, demonstrations and other business animations evolve from
static slides into sleek looking presentations by using motion paths.
Learn the secrets to getting sequencing correct to create multiple
animations. Combining meaning visuals with animation can create
purposeful demonstrations of products, services, processes and events.
• Video Editing & 3D Transitions (V2010 only)
Import your own video clips in addition to producing your own movies
in just minutes with amazing effects. Participants will also be shown
how to record from their desktop, download videos and more for their
PowerPoint. Create stunning 3D transitions between your slides and
incorporate bookmarks to introduce text and images overlaid on video at
key moments.
• Music, Audio Editing (V2010 only)
Insert music and audio and combine it with video to create movies or
product demonstrations that can easily be uploaded to the internet in a
movie format.
• Full Multimedia Slides (3D-Video) (V2010 only)
Combining the power of 3D shapes and Video and can be manipulated
into shapes and overlaid with images and text, participants will begin to
see the how ordinary slides can be transformed into digital multimedia
masterpieces. With video, 3D, audio and images all combined,
participants can use PowerPoint further to develop tradeshow and event
presentation slides, transform them into movies and use them for digital
signage.
• Free Samples and Resources
Participants will also get samples slides ranging from business diagrams,
samples animations, layouts and a host of web-related resources.
Participants are also encouraged to bring along their own slides and the
trainer will provide consultation and tips on how to make over your own
slides.
xcel is a powerful Data Analysis and Reporting tool. You
could use Excel to gain new insights into the information and
data that you work with in your job. The proper use of Excel
features can greatly enhance the design of your report and help you to
analyze your organization’s data more effectively. If you find yourself
struggling with duplicated data, or require an efficient way to analyze
and retrieve your data from Excel table, if you deal with budgets, P&L,
Sales or other administrative data and need to display the data using
interactive Excel charts and reports, if you need to present your data
using impressive report format, this is the right course for you.
This course will train participants how to use Excel to convert raw data
into Excel Table that will enable effective data filtering and sorting,
format data in Excel table or PivotTable, validate data entry to accept
only valid data, protect confidential contents, linking worksheet
formulas and many more.
At the end of each session, a case study which related to the topics
learned will be given. Participants will have chance to discuss the case
study scenario and come out with the solution. These case studies help
participant to have better understanding on the topics learned and
know how to apply the skills in their work. Model answers of the case
studies and samples Excel worksheets will be given to participants for
reference and revision after the course.
his intermediate level course is aimed at anyone who has to
analyze data of any sort and create solid professional reports
for the organization. This includes executives, managers, sales
representatives and marketers who work in various industries such
as retails, food and beverages, manufacturing, Insurance, shipping,
warehouse, and etc...
Excel for Data Analysis & Reporting (V2007 & V2010)
What Is This Course About?
CO
UR
SE
Who Is This Course For?
E T
Looking For Quick Data Analysis and Effective Interactive Report?
PivotTable is a powerful reporting tool of Excel that let
you quickly and visually group data in different ways
without having to worry about which formula to use.
PivotTable is best created from raw data without any totals
and formatting. The creation of PivotTable is all about
visualizing where your fields should go. You should stay
focus on your analytical objectives and create tables that
help you understand your data better.
Quick Tip...
50
Who Will Be My Mentor?
It’s a very enriching course and the
pace is just right
Henry Lee, Senior Manager
Singapore National Eye Centre
Trainer: Valene Ang Course Fee: S$590Duration: 2 Days*SDF Subsidies for all companies
What Will I Learn?
Valene Ang is a Certified Microsoft Training Specialist who
has more than 10 years training experience and working with
companies to improve their data processes. Her qualifications
include a Bachelor’s in Business Computing, Certified Instructor
of Microsoft Certified Application Specialist (MCAS), and Master
Instructor of Microsoft Office Specialist (MOS).
Rating !!!!! 4/5
Average Participant evaluation based on last 10 runs
Valene Ang
“ “
reating Impressive Spreadsheet ReportParticipant will learn how to organize data using Excel table
and apply appropriate filter to show only require records. In
this module, participant will also learn how to format report using
conditional formatting based on predefined rules and conditions.
• Using Advanced Filter and Custom SortParticipant will learn how to extract specific database records to another
location and extract unique values from a range of data using advanced
filter. Participant will be introduced about sorting records in different
ways based on predefined custom lists.
• Analysing Data using FunctionsParticipant will learn how to calculate total and average, count
number of records that match specific conditions using Database
and Conditional Logic functions. In this module, participant will be
introduced about relative and absolute references and how to use range
name to create user-friendly formulas.
• Extracting Data with FunctionsParticipant will learn how to extract data from database based on
specific fields or criteria using basic Vlookup and Hlookup functions. In
this module, participant will be introduced about creating an interactive
data entry form using drop-down list and functions.
• Building Interactive ReportsParticipant will learn how to develop powerful spreadsheet report that
includes features such as auto-refreshing data, auto fill-down formulas,
calculating subtotals and grand totals based on condition, applying
conditional formatting, sorting data using Custom Lists, advanced
filtering, database functions, lookup functions, logical functions, data
validation drop-down and error alert messages.
• Protecting Worksheet ContentsParticipant will learn how to protect worksheet contents and workbook
structure using passwords. If more than one user is allowed to edit the
content, different range passwords can be set up for different users.
This will allow user to edit cell content only when they type a correct
range password.
• Creating PivotTable and PivotChartParticipant will learn how to interactively create and build cross-tabular
reports from a list of available fields in source data using PivotTable
and then represent data in a graphical portrayal using PivotChart. A
PivotTable helps you to analyze trends in data without having to worry
about what formulas to be written. PivotTable reports turns the data
into small, concise reports that tell you exactly what you need to know.
• Consolidating DataParticipant will learn how to consolidate data in identical location or
different location of different worksheets or workbooks into a summary
worksheet. Consolidating data from multiple workbooks into a single
worksheet helps the analysis process by summarizing large amounts of
data in a single interface so that it can be updated on a regular basic or
more easily. This feature can be used to summarize results from different
regional offices expense worksheets into a master corporate expense
worksheet.
• Importing External DataParticipant will learn how to import data into Excel Table or PivotTable
from external data sources such as text file or Access database in
order to take advantage of the data analysis and charting features, the
flexibility in data arrangement and layout, or functions that are not
available in Access.
C
Recommended Next Course:
Powerpoint Design for Business
Presentations (Using V2007/2010)
51
CommunicationWhether its personal, business presentation or organisational
communications, these range of courses will assist in getting information
out with clarity and impact.
Recruitment & Retention Strategies of Gen Y
Communication & Interpersonal Skills
Business Writing for Office Professionals
Impressive Business Presentations
CO
MM
UN
ICA
TIO
N
Communication
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Progression Chart Whether its personal, business presentation or
organisational communications, these range of courses will
assist in getting information out with clarity and impact. In
testing economic conditions, organisations are increasingly
looking to employees to be more effective, make a greater
contribution and make more of an impact in the way
that they work. The courses in this section provide the
interpersonal and communication skills that can make
huge difference to the way that you interact and perform
at work. We have identified the core skills, behaviours and
competencies required at the various stages of the office
professional career. Our courses reflect these findings
and have been designed to provide you with a clear
development path to support your career aspirations.
“WONDERFUL! I have really learned a lot taking the course and been able to benefit from using it at work
Sheela Jayakumaran, Leading Executive, Singapore Management University (SMU)
“ “
55
FEATURED ARTICLE
Generation
56
The Importance of RETAINING & LEADING
eneration Y has been entering the
workforce since a decade ago and they
are here to stay. The strategies used
in managing employees of older generations
are not as effective for Generation Y (The GMP
Group and Temasek Polytechnic, 2009).
Many managers and leaders of companies have
grouses over the new generation of staff. They
say they lack ambition, they are too soft and
they demand more compensation and benefits
than the company can give.
The situation however will not go away, many
had hoped the recent economic downturn
would have the Gen Y crawling to them for
work and begging the managers for their jobs
and even trying to outperform each other to
secure their rice bowl. Such was not the case.
Instead, managers the world over are realizing
they have to change the way they lead in order
to attract and retain the quality staff they desire.
It is not merely the ‘soft’ and ‘lazy’ Gen Y-ers
who are voting with their feet and finding new
jobs in this growing economy; companies are
losing their top hires and seeing their succession
planning go awry. Oh my!
A quick tip to save you and your company from
falling into such a state? Start by listening to
what they want: a study of 80 Gen Y-ers in
Singapore (Neubronner and Raj, 2011, in press)
revealed the following:
Frankly, how would your company and your
management style measure against these?
Leadership and management in organizations have
to fit generational differences. Start developing
customized workplace strategies that take into
account of individual differences and contextual
factors.
Being aware that young workers (Generation Y)
want independence while having individualized
attention and recognition, managers need to pay
attention to relationships along with the focus on
tasks (Hudson, 2005). According to a report by
the GMP Group and Temasek Polytechnic (2009),
Generation Y-ers prefer working with relationship
oriented leaders who are caring, inspiring, and
competent. Whereas managers from the other
generations consider competency, honesty, and
forward-looking as important characteristics while
leading Generation Y-ers.
A wonderful new book “Core competencies for
managing Gen Y” (Espinoza, Ukleja and Rusch,
2010) captures the core competencies of managers
who are successful with managing Gen Y. Shows
how Competent Managers differ from Ineffective
Managers.
Start listening, acting and changing. Getting the
best Gen Y and bringing the best out them is
possible. The War for Talent is a harsh one. Be the
Leader of GenNext – or watch in vain as your troops
dwindle and age.
ration
Start listening, acting and changing. Getting the best Gen Y and bringing the best out them is possible. The War for Talent is a harsh one. Be the Leader of GenNext – or watch in vain as your troops dwindle and age.
57
G
0% 20% 40% 60% 80% 100%
Frequency (%) N=89
Which of these qualities do you look forin your employer?
(Top 10)
Welcome criticism
Open door policy
Maintains friendly relationship with
Liberty to manage my own work
Ensures fairness
Adaptability Talked about their own need tochange to manage in“today’s world”
Talked about how others needed tochange to make it in the “real world”
Self-efficacy
Confidence
Believed there was something theycould do about the situation
Believed that there was little theycould do about the situation
Allowed their subordinates tochallenge them (ideas, processes,ways of doing things)
Sanctioned or punished theirsubordinates for challenging them
Power Used the power of relationshipversus the power of their position
Felt the only power they had wastheir positional authority
Energy Working with twentysomethingsmade them feel younger
Working with twentysomethingsmade them feel older
Success Saw themselves as key to thetwentysomethings’ success
Saw the twentysomethings as animpediment to their own success
Progression Chart Good management and people skills can make the key
difference in an organisation wanting to recruit and retain
talent, push the business forward and develop people.
Developed to provide a defined progression route to
support you through each stage of your managerial career.
These courses can be taken in isolation, however if you are
looking for a development path then progression chart can
help identify which stage and what course is best suited
for you.
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Very interesting and enriching.
Hands-on exercises helped us
understand the different techniques
John Lee, Marketing Manager,
TTC International
“ “
Really enjoyed the workshop. Good mixture of theory and activities to keep the mind active. Would definitely recommend!
Syidah A.Razak, Marketing Executive
“
“
Course made me realize that it is
important to understand your own
style and then be able to adapt to
fit in with the needs of staffs in your
care
Janice Ng, Human Resource Manager,
FCI Singapore Connector Pte Ltd
“ “
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“Refreshing and eye-opening session
that can turn your work around”
Marcus See, Business Development Manager,
Singtel
FEATURED ARTICLE
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Becoming
ManagerNEW
But it takes forethought and the ability to be introspective and self-regulatory. It’s not business as usual because now, even though you may already have longstanding and strong relationships at work, the expectations are different. It’s important that you realize that your focus needs to shift and how you communicate with former
peers must change. As a new manager, you need to set new boundaries with former co-workers. While you can still maintain your friendships, you need to draw these new boundaries in order to establish your
authority and credibility. It’s not about becoming demanding and asserting yourself in aggressive ways. Rather, it’s taking seriously your need to refocus your thinking so that you position
yourself as a leader deserving of the respect of others. Here are some quick tips for all new managers to help them along the path of success.
This is the first shock that many new managers
experience and it can be a big one. Making the
shift from being a highly-competent individual
contributor to a new life as a rookie manager
can be a humbling experience. The important
thing is how you react to it. If you respond by
acting like you know it all, you’re going to be in
trouble. If you recognize that your new at this,
and need a lot of direction and support, you’ll
increase your chances of success.
Being as abeginner again“ “
“Learn the Business”You’ll feel tempted to overhaul and start fresh. But there’s so much you don’t know. Rather than risk moving too fast too soon, spend your first months observing, listening, and learning. Keep a log of everything you question. To know what’s critical and what’s clutter, lean on those with institutional knowledge and memory. In short, be humble and grow into the job. Take small steps so your employees have some continuity. You’ll have time to leave your fingerprints as you mature.
Transitioning into a management rolefor the first time does not need to be hard.
85
Manager
“Score some early wins”New managers need to establish some
credibility and confidence among the people
they’re leading. One good way to do this is by
finding a relatively simple project, something
small that can generate an early win. Nothing
builds confidence like success.
“Hard on the issues, easy on the people”Avoid trying to assign blame to individuals but
rather focus on identifying the root cause of
the problem. The error may have been yours
for putting the individual in a situation that
didn’t match their skills.
“Manage by exception”When things are going well, leave them alone.
When a problem occurs, intervene. Monitor
outliers to identify anomalies (good and bad)
rather than focusing on averages.
“Actions speak louder than words”Employees will mirror your behavior more
quickly than they will follow your words.
If you don’t follow the guidelines that
you set for others, they are more likely to
resent you and circumvent the rules.
“People are your most valuable asset”Employees are the only organizational resource that, with training, can appreciate in value. All other resources depreciate. Invest for the future, not for current needs.
Be optimistic. If you think a project is doomed, it’s not likely to be successful. Smile. Your mood is contagious
A trap to be alert to is making comparisons between your new job and where you have just come from. While past experience can be helpful, people will not appreciate you if you keep saying how much better you were at doing things at your old place
“Mindset matters”
“Build Bridges with Other Departments”
“Cultivate a Mentor”You’ve seen it before: One bad manager can
stifle creativity, siphon energy, and poison
relationships. And you’ll have times when
you’ll ask if you’re causing more harm than
good. When this happens, reach out to
someone who’s already gone through that.
Find a mentor who can pick you back up
and put your challenges in perspective. Stay
in touch regularly and take his or her advice,
however critical, to heart.
Chances are, a mentor will be
flattered by your trust.
Eventually he may be the
one who introduces you to
the right people and
champions your cause
“Don’t take things too personally”From office grumbling to
complaints, in every office someone
will find something to complain about.
Because you are the supervisor, many of
these complaints will be focused in your
direction. However, you set the tone for your
office. Coach your team members to adopt
an attitude of problem solving rather than
complaining.
You’re wired into the powers that be.
Your people will adopt your attitudes and
anxieties, conscious or not. So recognize
the image you project at all times. Be the
example: Convey confidence and stay
composed. Own up to your mistakes, so
your people do the same. Follow your own
rules, knowing no job or rule is beneath
you. And stay approachable and positive at
all times. At minimum, your people should
respect you. At best, they should aspire
to be like you. People watch what you
do more than they listen to what you say.
Always walk the walk.
“Be an Example”
“Don’t keep comparing”
Along with being a manager, you’re also an
ambassador. Invest time in building relations with
the other departments. If they’re not coming
to you, go to them. Sit down with their leaders
and rank and file. Take an inventory of how your
department is viewed. Identify areas where you
could improve your performance or potentially
team up with someone to help. Communicate
regularly, so you keep your capabilities on their
radar. It only takes one opportunity, and a mutual
awareness of your unexpected synergies, to forge
a long-term partnership.
his program is designed to help members of the team – from
the supervisor’s level to the management – to be immersed
in an intensive program to further bind them as a team.
Participants are placed in a scenario where the ultimate success of
any mission depends on each individual being totally responsible and
committed to fulfilling his or her respective role within the context of
the team.
The key challenge of the any leader or manager truly interested in
extraordinary performance and results is how to galvanize these
individuals in as a well-oiled team.
Initially a group of people coming together to work together is not
unlike a band of pirates – individuals of different cultures, bias, talents
and abilities, possibly extremely individualistic personalities, speaking
different languages, having different communication skills and values.
By the end of this course, participants will:
• Increase the level of cohesiveness and understanding among
team members
• Understand that each member has a role that directly contributes
to the well-being and bottom-line of the Company
• Create behaviour within the team that supports accountability,
growth and higher performance
• Examine individual’s personal goals and how organisation can set
the context to help fufill it
‘Building Championship Teams” aims to help create powerful and
synergistic teams in organizations.
upervisors and Managers from any industries and if possible
working in the same working group or project team, who
face challenges and need to take their team to a new level of
understanding and performance.
Building Championship Teams
What Is This Course About?
CO
UR
SE
Who Is This Course For?
T S
Because Your Success is Built on Your Teams Success
If you want know why your team works or does not
work, examine how your team members handle
their children. The higher the standards they set for
themselves, chances are, the more successful their
children.
Quick Tip...
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NEW Cours
e
Who Will Be My Mentor?
Really enjoyed the workshop. Good
mixture of theory and activities
to keep the mind active. Would
definitely recommend!
Syidah A.Razak, Marketing Executive
Trainer: VasuCourse Fee: S$500Duration: 2 Days*SDF Subsidies for all companies
What Will I Learn?
Vasu comes from a training and financial planning background
and has been conducting training for companies and schools for
more than 5 years. Some of the topics he trains on include, sales
and marketing workshops, entrepreneurship programs, customer
service workshops, leadership and teambuilding camps and
programs for adults and teenagers.
Vasu Dev
“ “
xamining personal needs and challenges
In order to work as a team, personal issues must be ironed
out and clarified first. Unless this is tackled at the start, these
issues could become the hidden and underlying reason for team failure.
Often the feeling that the organisation is benefitting at the expense of
personal needs is a major cause of work dissatisfaction that leads to
mediocre performance and other negative attitudes.
This will be addressed in the first part of this program and the context
will be set out for team members to examine their personal needs and
how changing the mindset about the organisation can help them fulfil
it.
• Understanding behavior st yles
Often miscommunication and misunderstanding stem from each
individual on the team having different behavioural styles and attitudes.
Participants will learn just what makes each individual tick and how
communication and the transfer of information even through the
internet can be more effective by simple understanding the different
behavioural styles. Teams will better understand how to effectively
delegate and communicate tasks, challenges, deadlines, goals and
even rewards to peers and subordinates, without causing upsets and
misunderstanding.
• Creating a Code of Honour
Teams shall go through an exercise that lays the foundation for
creating a set of team code to operate from. Games will be conducted
to drive home the point that upholding standards of this code is the
responsibility of every team member. Teams will understand that a well
thought through set of behaviour standards or code will help each
member in the team to operate at a very high level of productivity and
efficiency. This session also highlights how a natural, mutually agreed
upon team culture and identity evolves and entrenches itself in the
minds of team members.
• Implementing the Code and the challenges faced
Here we examine through exercises and role-play the concerns and
possible outcomes and implications of the Code. Participants shall learn
how responsible team self-regulate without causing personal upsets
and misunderstandings. They will learn how to deal with members who
flout the code in a responsible and mature manner.
• The Crucial Keys to forming a team
Participants will get to experience through exercises and games Crucial
Keys to building a resilient and high performance team. Some of the
keys include:
• Knowing who is on your team
• Everyone must have fun in the team
• Holding behavioral and technical standards very tight and very clear
• Everyone is responsible
E
Recommended Next Course:
Communication & Interpersonal Skills
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ave you been prepared for the role? What exactly is a new
manager meant to do? Do you have the current skill sets to
develop yourself as well as others around you? Remembering
that your success will depend on your team’s success will change the
way you may have worked previously.
It’s not always easy being promoted to being a manager with staff
reporting to you. Very often you are promoted based on your current
skills sets for a job well done and the expectation that you can
perform to the next level. Sometimes the transition is easy, but very
often managers who now face the role of having to direct others and
communicate too many different levels and departments can soon find
themselves overwhelmed.
This course is about preparing new managers for the roles that awaits
them and how to effectively work with their employees to build a
productive business unit and covers a wide area of issues that new
managers must face.
his course is aimed at those persons from any department
whom are being promoted into a management type role.
Those that have either just started and those that have been
managers for many years but have now taken a team to lead and
direct.
First-Time Manager
What Is This Course About?
CO
UR
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Who Is This Course For?
H
T
Is this your first-time leading a team?
What Will I Learn?
ntroduction & AnalysisGet an insight to the current problems facing new managers
today’s given the changed business climate and learn why most
new managers ask the same universal questions: How do you handle
difficult employees? What do you do when they don’t listen to you?
How do I motivate my team? Do these sound familiar?
I
Learn the business. Know the Industry. You’ll feel tempted to overhaul and start fresh. But there’s so much you don’t know. Rather than risk moving too fast too soon, spend your first months observing, listening, and learning. Keep a log of everything you question. To know what’s critical and what’s clutter, lean on those with institutional knowledge and memory. In short, be humble and grow into the job. Take small steps so your employees have some continuity. You’ll
have time to leave your fingerprints as you mature.
Quick Tip...
88
Who Will Be My Mentor?
Very refreshing course. Has taught
me a lot on how to manage myself
and the team better
Lloyd Tan, Sales Manager,
ISE International Pte Ltd
Trainer: Mark James Normand Course Fee: S$500Duration: 2 Days*SDF Subsidies for all companies
Mark James Normand is Managing Director of Impress Training,
and International Trainer. Spanning more than 10 years he has
worked in the areas of Sales, Marketing, Product Development,
Business Development, Education, and Corporate Training. Since
then he has started two firms, one in training and consultancy
and the other in marketing and design.
Rating !!!!! 4/5
Average Participant evaluation based on last 10 runs
Mark James Normand
“ “
• CommunicationWhy are managers in Asia efficient but not good communicators?
Here in Singapore we have the one of the world’s lowest employee
engagements according to the Gallop Poll costing us more than
S$4.3billion. Participants will learn what these issues are and how
they lead to ineffective communication. Participants will learn to use
effective communications with your direct reports and develop clear
measurements such as goal setting.
• MotivationInspire and motivate others whilst mentoring others and providing
work challenges and enrichment. Motivation can take many forms from
many variables such as the company facilities, culture and benefits;
others more intangible like a creative environment, a fun-place to work.
Participants will see overseas and local case samples of companies
motivating their employees by examining work-place design, job-design,
environment, engagement techniques and more.
• Time Management
Use templates for working schedules and see how time saved can be
used more productivity for work or engaging direct reports. Most time
management techniques don’t work because people lack the discipline
to implement them. So time management must start from within and
this course will introduce participants to simple effective techniques to
better use of time from goal setting, schedules and planning techniques.
• Delegation
Getting the balance right can be difficult in determining what to assign
and to whom. A participant often have a difficult time instructing direct
reports to take on work because of the fear of rejection, and may lead
to going in heavy handed and thus affects the quality of the work later
down the line. Participants will learn scripts and what type of work is
best delegated out, and how to monitor the progress.
• Training & Coaching
Based on the most successful companies, 10% of a manager’s time
should be dedicated to training and coaching their direct reports to
fulfill their potential to complete assigned tasks. Managers must assume
more responsibility into furthering the skills for employees in order to
develop more competent staff, reduce turnover and increase recruitment
potential. Participants will learn what types of training they can adopt,
problems with current models, and larger programmes they could
implement company-wide.
• Performance Management
Whilst performance appraisals only look at the end of the cycle,
participants will learn to look at the complete eco-system of
performance management. From the moment potential employees
are interviewed, to coaching them through various roles and then to
promotion opportunities. Participants need to learn the importance of
clear communication and goal setting to ensure better appraisals.
• Work-life Balance
What methods can be implemented both at work and for you personally
to maintain a work-life integration.
Bonus Workbook Chapters include:
• Effective email
• Conductive effective meetings
• Writing Reports.
• Beginnings of Leadership.
Recommended Next Course:
Coaching Skills for Managers
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Why Aren’t
FEATURED ARTICLE
onsidering all of the advantages of
being more coach-like—self-reliance,
enjoying your job more, and better
performance—you would think that managers
would be more open to using coaching skills
with their direct reports. But the reality is that
many managers do not coach their employees
at the levels they could. There are three basic
reasons:
1. They have competing priorities and don’t
feel that they have the time to coach.
2. They believe they are already acting in a
coach-like manner.
3. They aren’t sure that coaching their
employees is necessarily in their best
interest.
Organizations need managers to develop their
people. If organizations want their people to
grow and progress, they need to find ways to
encourage managers to spend the extra time
to connect and coach team members. And,
while it takes time in the short term, coaching
saves time in the long term because managers
are having more productive, more effective,
and more focused conversations.
Most people don’t understand what coaching
is. If you ask 100 people, you get 100 different
answers. That’s part of the reason why so
many managers believe that they are being
coach-like and why they are surprised that
they are not getting different responses. For
example, many people think of coaching like
the athletic model, where a coach stands on
the sidelines and yells.
Coaching means making the shift from
telling people what to do to asking people
for their ideas. If managers believe it is their
responsibility to do all the thinking, or to be
the only one who comes up with options, they
won’t get the benefit of others’ ideas and
solutions. But if managers believe it is their
responsibility to draw out options from others
they will benefit from the creative ideas that
result when people are asked for their opinions
rather than being told what to do.
The result of managers only giving direction
and solving problems is that people working
for these types of managers don’t grow and
develop as quickly as they could. Instead
of gaining skills and moving on to other
assignments within the organization, these
people are held in place.
What is especially bad about this management
style, according to Miller, is that the employee
doesn’t have a choice. “If the manager feels
threatened at all, for any reason, that doesn’t
give the employee the choice to move forward.
It also stymies the organization by keeping
people at a restricted level rather than moving
them toward self-reliance. The only person
really being served in that case is the manager
because the team member is still on the job. I
also think this is one of the reasons why people
leave organizations: there are no growth
opportunities.”
C
MANAGERSCoach-like
Making the shift from telling to asking is one of the hardest shifts that there is, according to Miller. As she explains, “For many managers, solving problems is part of where they get their value. So it’s really hard for some mangers to shift from telling and solving to asking and drawing out.”
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MORE
Becoming More Coach-like
So how can organizations get started on
changing the way they do business? Follow
these three recommendations:
1. Change mindsets:
Encourage managers to see coaching as a part
of their job instead of a threat.
2. Model coach-like behavior:
Organizations can promote coach-like
behaviors in frontline managers by encouraging
senior leaders to be more coach-like. If senior
leadership fully understands what coaching is
and uses coaching as part of their management
style, they can help actively develop the
managers below them so that those managers
can then coach the teams they are working
with.
3. Provide incentives for managers
to develop their people:
Coaching impacts the bottom line of an
organization by improving morale, efficiency,
and productivity. In the same way that
managers are tracked and evaluated on their
ability to manage results, they should also be
tracked, evaluated, and rewarded on their
ability to develop people.
Making the Shift from Knowing to Doing
Looking over the current work environment,
Miller believes that people have a strong sense
of wanting to contribute. Coaching is a way
for managers to help people feel that they are
making a different kind of contribution and
to have a different sense of ownership and
responsibility for their work.
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t is said that to enhance employee performance, managers,
team leaders and human resource staff should be equipped
with the skills needed to draw out their staff member’s
potential and help them achieve their performance goals. In-house
coaching conducted by a department manager or supervisor can be
instrumental in maximizing staff performance and development.
Through in-house coaching, the employee will be guided to see his
existing reality which could be a performance gap, lack of motivation,
or difficulty in adjusting to new roles to name a few. Coaching involves
the manager using a step-by-step approach to help the coachee identify
his own performance goal and then through a series of coaching
conversations, guide him towards solutions and action steps he can take
to achieve his goals.
Managers, Supervisors, Executives or anyone who is leading or
responsible for a team in their organization.
Coaching Skills for Managers
What Is This Course About?
CO
UR
SE
Who Is This Course For?
I
M
Nurturing People To Their Full Potential
To be an effective coach, you must be able to filter
out your own emotions and be impartial during the
coaching conversation.
Quick Tip...
What Will I Learn?
hat is Performance Coaching?Performance coaching is a professional discipline that is
fast becoming a popular tool to help one realize their inner
potential and guide them toward achieving their professional goals.
There is much literature about the benefits of being coached. Therefore,
in-house coaching has now taken on a new level of prominence where
organizations are training and grooming selected staff members to be
coaches. A coach will work with the coachees and help them identify
their vision and goals in the workplace through a formal and structured
manner using deep listening, questioning and feedback skills.
W
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NEW Cours
e
Who Will Be My Mentor?
Course made me realize that it is
important to understand your own
style and then be able to adapt to
fit in with the needs of staffs in your
care
Janice Ng, HR Manager
Trainer: Deepa Pillai Course Fee: S$500Duration: 2 Days*SDF Subsidies for all companies
Deepa Pillai has more than 8 years of experience in the
communications industry. She is also an Adjunct
Lecturer at Kaplan Higher Education and holds a Masters degree
in Communication Studies. Deepa conducts
customised corporate training on Business Communication,
Presentation Skills and Coaching Skills for
Managers. She is a DISC Certified Consultant and a Master
Practitioner of Neuro-Linguistic Programming.
Deepa Pillai
“ “
Qualities of an effective coachAn effective coach aims to draws out a person’s potential rather than
places in aims and knowledge from outside or from himself. He guides
and facilitates rather than tells the coachee what to do. Objectivity is
key along with skills like empathetic listening, the ability to ask the right
questions in the right manner and to read subtle non-verbal cues.
A good coach must also be adept at sense making and challenging
assumptions where necessary. Good personal coaching seeks to help the
other person’s understanding of himself or herself rather than directing
him or her to understand. The effective coach is one who allows the
focus to be on self-realization and reflection so that the individual
decides and discovers their required progression by himself.
Facilitative Questioning TechniquesA coach will need to use facilitative questioning techniques during the
coaching conversation. Facilitative questioning techniques are made
up of sharply focused questions which can help the coachee reflect
powerfully on their current situation, what they have learned about
themselves and more importantly what they now plan to do as a result
of this learning. Participants will learn how to formulate facilitative
questions that can also help their coachee reflect on his beliefs, values
and assumptions. Some examples of powerful questions which could
help the coachee evaluate his position better are:
Is there any other way you could interpret that?
What might have led you to see the situation that way?
What assumption(s) do you think you are making there?
How might you change this to something more likely to work for you?
The Coaching Model and FrameworkIn this workshop, participants will be taught and given time to
practise the five-step Coaching Conversations Model. The five steps
involve establishing focus, discovering possibilities through facilitative
questioning, action planning, removing barriers and a recap of the
session where the coachee is asked to review the session and commit to
the action needed before the next coaching session.
During this performance coaching process, participants will learn and
practise skills such as contextual listening, discovery questioning, rapport
building and checking for assumptions. Participants will also learn how
to create coachable moments where the coachee shows that he or she
trusts the coach and is ready to be coached.
Handling Resistance in Coaching Conversations Participants will learn to identify and understand the source of resistance
when being coached and apply techniques to draw out their coachees
during the coaching conversation. They will have an understanding
of certain organizational learning tools such as Force Field Analysis,
Ladder of Inference and Creative Tension model which can help
minimise resistance to coaching and enhance the quality of coaching
conversations.
Effective FeedbackA good coach needs to know how to give negative feedback in a
constructive way. Participants will learn how to give feedback such that it
serves to help the coachee and not hurt the coachee.
Effective feedback is specific, not general and must always focus on a
specific behaviour, not on a person or their intentions. Therefore the
coach must be able to be detached from the emotions involved and
convey the feedback such that it describes action or behaviour that the
individual can do something about.
Coaching Practice SessionParticipants will be given the opportunity to work in small groups of
three where each member will take turns to play the role of coach,
coachee and observer. Feedback will be given by both the observer and
trainer for learning purposes.
The course ends with a summary of the learning from both days and
with a next steps action plan for development of coaching skills.
Recommended Next Course:
Building Championship Teams
93
IME IS MONEY, and Managing Time is like money in the
Bank. Smart Managers organise efforts around their
investment profile. They create plans that allow them to make
withdrawals & investments, manage risks & opportunities, and so get
more value out than they put in. That’s being Productive.
So, are you finding more & more competing demands on your time
each day? Are you often at a loss where to start? Are you sometimes
shocked that your day has disappeared? And, do you experience
dilemmas when choosing between competing task priorities?
If your answers are “Yes, Yes, Yes & Yes”, it’s Time to stop thinking, and
Time to start practising. Come along to learn techniques that allow you
to kick-start your day, prioritise your way, and realise greater Productivity
from Your Time invested.
nybody, and Everybody, that feels they have no time to attend!
Time Management:From Procrastinating to Prioritising
What Is This Course About?
CO
UR
SE
Who Is This Course For?
T
A
Do you have no time for time management?
If you really wish to boost Productivity, always ask
yourself “What’s the next best activity I can work on, to
take me closer to my goals?
Quick Tip...
What Will I Learn?
hat’s Challenging You?Though we all may think we are pretty good at managing
Time, experience tells us that we all have little areas where we
feel “Time challenged”; don’t you agree?
For some of us, we may spend too much time down in the detail, never
looking where we are heading. For others, we may prefer to remain
always in touch and subject to constant interruption, which means we
never allow ourselves the freedom to be focused on task execution to
completion.
W
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Who Will Be My Mentor?
Excellent & engaging training. Useful
tips and principles I can bring home
with me
Tay Li Shing, Assistant Director,
Public Service Division
Trainer: Patrick O’ BrienCourse Fee: S$425Duration: 1 Day*SDF Subsidies for all companies
Patrick O’ Brien brings a solid business background that focuses
learning on delivery of results. This former CEO blends a strong
professional and educational background to draw concept
& practice together, and apply the learning in an engagingly
practical, relevant, and humorous, way. Patrick’s facilitation
approach embraces Coaching, as he communicates excellence
using NLP, and, keeps learning actively immersed in the present
using Improvisation.
Rating !!!!! 4/5
Average Participant evaluation based on last 10 runs
Patrick O’ Brien
“ “
Recommended Next Course:
Coaching Skills for Managers
Whatever your style, thinking about competing priorities and preferences
is a good place to start. The more you can discover about those Time
Management aspects that challenge you, the greater your potential for
beneficial improvement.
Eliminate Your Time WastersMost of us will admit to days that seem to fly by, yet, we wonder where
our productive Time went too; right?
Knowing where our Time goes, and choosing how to eliminate the
extravagant wastage, is one of those important early steps on a Time
Management journey.
You will learn how to spot where you spend Time unwisely, and, learn
how to begin choosing more effective Time Management practices.
Get Your Time Clock Ticking ForwardsSometimes, we just can’t make up our minds; can we?
This is the cardinal sin of Time, the ultimate of Time Management
speed traps; we are Procrastinating. Procrastinating holds us all back
at different times and to different degrees, yet, we don’t need to get
caught out.
During this next step, you’ll learn how to overcome Procrastinating, to
get your Time clock ticking efficiently forwards.
Prioritise Your Time Spending HabitsYou already know that the best results come from applying the right
efforts, in the right ways, in the right directions, and, in the right
sequence; don’t you?
Though everything always seems important, reality tells us different;
some things are more important than others! Thus, for more productive
outcomes, it is important that we put those first things first.
You’ll learn how to re-think your priorities around daily activities, so that
you can concentrate on those things that are the most important to
drive performance and hence your business results.
Try Time Management before You Buy As life-long learners, we all know that not all things will be relevant to
us, or to our business context; we’ve been there before, haven’t we?
Yet, we also know that some of the things we will learn may well be
highly advantageous to us, if, we can only overcome the inertia and put
them into practice.
You’ll get ample opportunity to apply the learning and put your new
Time Management skills into practice. In fact, one of the later steps
integrates the Time Management learning journey for you, and helps
you get a better sense of those next areas to focus on to give you the
best pay-back.
Chart Your Course to Time FreedomThe fact that you’ve invested one full day of your Time, means that you
already have some ideas surrounding those areas you want to change;
don’t you?
So, rather than just accepting that the road to hell is paved with good
intentions, we’ll help you keep in mind that you have a purpose in
participating on this soft-skills Training Program.
We’ll help you take the next steps on your Time Management journey,
by kick-starting a very simple personal action plan for your growth.
Commitment to this will lead you on a more fulfilling journey, taking you
from Time poor, to Time rich.
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ith the current business landscape is facing increasing problems
with an aging workforce and young workers having different
expectations in the workplace.
This program will educate and stimulate positive interaction among
your people across generations. It will also dramatically reduce
workplace conflict and provide managers and supervisors with strategies
for dealing with recruiting, retaining, and motivating, using the
generational differences in a positive way.
Learn the differences across generations and how a proactive human
resource and coaching solution can pre-empt current problems from
the varied generational perspective. The conflicts are real and how can
future-orientated and growth organizations used these as areas for
learning and growth rather than be negatively affected by them.
Apply management techniques for motivating staff despite their
differences. Managers will begin to question how efficient and effective
their current actions with regards to managing cross-generational
teams. A step-by-step model for managing communications and team
rewards will be presented.
Managers will learn to use solution-focused coaching to hold health,
proactive discussions with challenging staff. This coaching style allows
the employee to take responsibility for their part of the issue at the
same time allows both manager and subordinate to collaborate on
solutions to the issues.
rom senior executive level to senior-management, this is aimed
at participants with a desire to better manage their team and
also help integrate the different generations of the workforce
to work more effectively as a team.
Managing a Multi-Generational Workforce
What Is This Course About?
CO
UR
SE
Who Is This Course For?
W F
Engaging The Workforce of Tomorrow For Better Productivity Today
Before allocating any team project, be mindful of the
selection of the members. If you are the team leader, after
collaborations and considerations, make it explicit how
the communications and products will be delivered etc.
Across generations there are different preferences, if you
leave it up to their own choice, there will be tension and
misunderstanding. A leader must be mindful of diversity
(age, gender, culture) and provide direction from the start.
Quick Tip...
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Who Will Be My Mentor?
Very Good. Insightful. Clears the
fog surrounding the gaps in the
generational issues.
Mohd Azhar Bin Zailan, SPO,
Ministry of Home Affairs, Singapore
Trainer: Marion NeubronnerCourse Fee: S$425Duration: 1 Day*SDF Subsidies for all companies
What Will I Learn?
Marion Neubronner graduating with Hons in Literature from the
NUS and a Distinction from the National Institute of Education,
Singapore. With a Masters in Education in Human Development
and Psychology from Harvard Graduate School of Education, USA
and a Counseling and Training experience, Marion has extensive
research experience working with generational and cultural
diversity. She has trained with experts in Social Intelligence at
Harvard and University of British Columbia, Canada.
Rating !!!!! 4.2/5
Average Participant evaluation based on last 10 runs
Marion Neubronner
“ “
“Retain and Recruit” in a new generation of employees
Learn quick skills for retention and recruitment of Gen Y
• Understand key concepts of the Psychology of Motivation
Apply the effective tools which motivate staff. These include Autonomy,
Belonging and Competence. As well as what compensation and
benefits attract and retain staff.
• What is motivation and how that links to effective
management.
How is your staff learning your corporate culture? What type of
feedback works and which falls on deaf ears.
• Identify the characteristics of the different generations and
how it affects the workplace.
Spot the differences between Veteran, Baby Boomers, Gen X, Gen Y
and beyond.
• Generic Skills to work with and managing across generations.
A step-by-step model for managing communications and team rewards
will be presented. Designing the chain of communication and methods
of communication in cross-generational teams.
What is Effective Communication- Setting the Bar high and setting
expectations.
• Using Solution Focused strategies and learn how to talk with
staff and how not to.
Managers will learn to use solution-focused coaching to hold health,
proactive discussions with challenging staff. This coaching style allows
the employee to take responsibility for their part of the issue at the
same time allows both manager and subordinate to collaborate on
solutions to the issues.
• How to create a career development facilitation process with
the newer staff.
Research studies show what the newer staff require in their onboarding
process.
• Dealing with Team fatigue.
How to reward based on achievement and team-work, working on
collaborations rather than competition.
Recommended Next Course:
Coaching Skills for Managers
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CA
LEN
DA
R
2011 Training Calendar
Course Title Duration Fee SDF subsidy Trainer
Introduction to Carbon Footprinting
360 Project Management
Service Innovation
Design Strategy for Business
Impressive Business Presentations
Communication and Interpersonal Skills
Recruitment and Retention Strategies of Generation Y
Business Writing for Office Professionals
Effective Report Writing
First-Time Manager
Managing a Multi-Generational Workforce
Time Management: From Procrastinating to Prioritising
Building Championship Teams
Coaching Skills for Managers
PowerPoint Design for Business Presentations - v2007
PowerPoint Design for Business Presentations - v2010
EXCEL for Data Analysis and Reporting -v2007 (Intermediate)
EXCEL for Data Analysis and Reporting - v2010
How to Sell for Non-Sales People
Sales and Marketing for Engineers
Building Winning Brands
Employer Branding
Paul Sykes
Benny Ho
Paul Sykes
Paul Sykes
Mark James Normand
Deepa Pillai
Marion Neubronner
Azman
Azman
Mark James Normand
Marion Neubronner
Patrick O’Brien
Vasu Dev
Deepa Pillai
Mark James Normand
Mark James Normand
Valene Ang
Valene Ang
Bruce Murphy
Bruce Murphy
Catherine Chai
Catherine Chai
$425
$500
$680
$680
$500
$380
$380
$500
$425
$500
$425
$425
$500
$500
$590
$850
$590
$590
$425
$500
$680
$425
for SMEs only
for SMEs only
for all companies
for all companies
for all companies
for SMEs only
Pending
for all companies
for SMEs only
for SMEs only
No
for all companies
for all companies
for all companies
for all companies
for all companies
for all companies
for all companies
for all companies
for SMEs only
for all companies
1 day
2 days
2 days
2 days
2 days
1 day
1 day
2 days
1 day
2 days
1 day
1 day
2 days
2 days
2 days
3 days
2 days
2 days
1 day
2 days
2 days
1 day
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www.impresstraining.com14 Robinson Road, #13-00 Far East Finance Building, Singapore 048545.T. +65 6401 3238 F. +65 6401 [email protected]