Training Programs€¦ · Leadership Development Training Programs 15-1, Jalan 109E, Desa Business Park, Off Jalan Desa, Taman Desa, Jalan Kelang Lama, 58100 Kuala Lumpur, MALAYSIA.

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Strategic Capacity Building

Talent Management & Leadership Development

Training Programs

15-1, Jalan 109E, Desa Business Park, Off Jalan Desa, Taman Desa, Jalan Kelang Lama, 58100 Kuala Lumpur, MALAYSIA. Tel: +603-7980 9215 Fax: +603-7980 9315 Email : [email protected]

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INTRODUCTION

THE STRUCTURED HIGH IMPACT LEADERSHIP

DEVELOPMENT PROGRAM

Leadership is a journey, not a destination! It is a journey that requires continuous learning, developing and refining a set of Competencies i.e. Knowledge, Skills and Attitude, Traits and Motive (ATM) that allow the Manager-Leaders to guide, inspire, motivate and work with the Team and others effectively Contemporary Leaders must remain agile, manage teams and lead with confidence Leadership Development is dependent on Key Competencies such as:

Personal Growth, that allows the staff to develop Self Awareness (including KS ATM and EQ & AQ) and working with others and…

Professional Growth, that provides for better Communication, Relationship Network, Employee Engagement, Team success and less turnover and better retention How do you get people to follow you and your Leadership? Your success depends on your ability to influence, inspire and motivate people to want to follow your leadership style

Program Overview All organizations expect Leaders to concentrate on the basics of Management. But in today’s dynamic business environment, successful organizations are realizing that Leaders can make a more significant impact if they can also lead To lead others, Leaders need greater level of self-awareness and core skills, such as managing conflict, increasing team performance, delegation, coaching, etc This program maintains a strong personal and interpersonal development focus. Participants will learn crucial skills and techniques for ‘Understanding and Managing Yourself and Others’ Program Objectives x To appreciate the Challenges and Trends in Globalization x To enhance the participant’s Knowledge and Skills, leveraging

on the understanding of one’s Attitude, Traits and Motives to perform more efficiently and effectively as a Leader

x Application of various Leadership Models and Leadership Qualities

x To ensure individuals understand their own unique personality in order for them to build on their strengths, manage any limitations and unleash their potential to perform better as a Leader

x To encourage and foster a better working environment by learning to understand and manage yourself and others

x Appreciation of fundamental Leadership skills necessary in Understanding and Managing Others

Learning Outcome: x Importance of Attitude, Traits Motives (ATM) – Why people

behave the way they do x Why and how ATM drives Knowledge and Skills for

Performance and Results x Increased self-awareness and understanding the impact of

your personality Improved confidence and capability through the transition into leadership

x Enhanced ability to engage and influence others Methodology Our Training Program is Experiential and highly interactive. Various training methodologies will be used including:

� experiential learning concepts � brainstorming and group discussions � individual and group exercises � case studies � sharing of experiences and testimonies � team learning � games and energizers � videos and learning

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Our Unique Approach and Methodology

The Achievement of results and Performance of individuals depend on one’s “Competencies” i.e. Knowledge / Skills / Attitude / Traits / Motive

The achievement of results and performance depends on one’s Knowledge and Skills which are ‘driven’ by one’s ATM (Attitude; Traits – Personality/Character; and Motive – Motivation, Value and Beliefs) Research has proven that the ‘superstar’ qualities are actually ATM (at the bottom of the Iceberg). It is one’s ATM that drives Knowledge and Skills to give one the results Therefore, our Methodology and Approach is to first and foremost ‘tackle’ the ATM of individuals. i.e. inclusive of Attitude and Mindset change, positive thinking, getting rid of negative thinking/baggage, building Self-esteem and Self-confidence Only after this has been done can positive technical knowledge and skills Training and Development take place effectively

Usually, staff members are either sent for 1 or 2 Day (usually ad-hoc type) courses conducted by an external consultant/training house. Alternatively, a consultant is engaged to conduct a 1 or 2 Day course on a particular topic / skill

Many HR Managers face this perennial and never-ending justification about the R.O.I spent on the staff for training

Ironically, there is little evidence of improvement in performance and / or productivity of the staff member

A Strategic and Holistic approach, our Leadership Development Program is conducted on a Modular Approach with intervals of one to one and a half months This is to facilitate the Application of Learning in their workplaces and at home

In order to ensure effective Application and therefore ROI (Return on Investment) on the Training Investment, A LEARNING LOG is used to document Learning and Application of Learning, so as to ensure there is change in behavior and therefore improved results both at the workplace and also at home

The Line Supervisor/Manager (of the participant) and Human Resource are involved in the monitoring and support of ‘Application of Learning’

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INTRODUCTION

THE STRUCTURED HIGH IMPACT LEADERSHIP

DEVELOPMENT PROGRAM

Leadership is a journey, not a destination! It is a journey that requires continuous learning, developing and refining a set of Competencies i.e. Knowledge, Skills and Attitude, Traits and Motive (ATM) that allow the Manager-Leaders to guide, inspire, motivate and work with the Team and others effectively Contemporary Leaders must remain agile, manage teams and lead with confidence Leadership Development is dependent on Key Competencies such as:

Personal Growth, that allows the staff to develop Self Awareness (including KS ATM and EQ & AQ) and working with others and…

Professional Growth, that provides for better Communication, Relationship Network, Employee Engagement, Team success and less turnover and better retention How do you get people to follow you and your Leadership? Your success depends on your ability to influence, inspire and motivate people to want to follow your leadership style

Program Overview All organizations expect Leaders to concentrate on the basics of Management. But in today’s dynamic business environment, successful organizations are realizing that Leaders can make a more significant impact if they can also lead To lead others, Leaders need greater level of self-awareness and core skills, such as managing conflict, increasing team performance, delegation, coaching, etc This program maintains a strong personal and interpersonal development focus. Participants will learn crucial skills and techniques for ‘Understanding and Managing Yourself and Others’ Program Objectives x To appreciate the Challenges and Trends in Globalization x To enhance the participant’s Knowledge and Skills, leveraging

on the understanding of one’s Attitude, Traits and Motives to perform more efficiently and effectively as a Leader

x Application of various Leadership Models and Leadership Qualities

x To ensure individuals understand their own unique personality in order for them to build on their strengths, manage any limitations and unleash their potential to perform better as a Leader

x To encourage and foster a better working environment by learning to understand and manage yourself and others

x Appreciation of fundamental Leadership skills necessary in Understanding and Managing Others

Learning Outcome: x Importance of Attitude, Traits Motives (ATM) – Why people

behave the way they do x Why and how ATM drives Knowledge and Skills for

Performance and Results x Increased self-awareness and understanding the impact of

your personality Improved confidence and capability through the transition into leadership

x Enhanced ability to engage and influence others Methodology Our Training Program is Experiential and highly interactive. Various training methodologies will be used including:

� experiential learning concepts � brainstorming and group discussions � individual and group exercises � case studies � sharing of experiences and testimonies � team learning � games and energizers � videos and learning

COURSE OVERVIEW: Leadership is a journey, not a destination; so is personal growth. It is a journey that requires continuous building and refining a set of skills and attitude that allow you to guide, inspire and relate to others In order to lead others, we need to be able to relate to and connect with people, their motivations, needs and aspirations and in the case of transformational or charismatic leadership, their deepest values and core beliefs

Before others are willing to be led by us, they will want to connect to something within us – someone who is authentic, real and true

This is why when we talk about Leadership we often focus on ‘authentic leadership’ or being an ‘authentic leader’

In order to be an authentic leader, we need to be a person that others can relate to. We need to know ourselves (personality), our beliefs and values and how they manifest in our attitudes, behaviours and actions and the impact that we have on others

This Powerful Self-Revelation Program uses 2 Psychometric Personality Profiling Tools – “Personality Plus and PEAKS” which allow Leaders to Better Understand and Manage Themselves in order to be able to Better Understand and Manage Others, a core and fundamental responsibility of any Successful Executive and Manager

COURSE OBJECTIVES: � To (better) understand oneself and therefore ‘manage’ oneself vis-à-vis understanding and managing others for effective

Communication and Relationship � To be able to work effectively with Superiors Peers and Subordinates including ‘stakeholders’ of the organization (through effectively

understanding and managing them – their Personalities) � To effectively manage and lead People of different Personalities � Understanding different Personalities; Managerial and Leadership Styles � Understanding the need for different styles in managing diversity (Situational Leadership) LEARNING OUTCOME: � Able to understand and manage oneself better – vis-à-vis other People with different personalities � Participants will become better and more effective and efficient Managers and Leaders � Participants will be able to manage ‘Conflicts’ more successfully understanding themselves and others better � Understanding and Using one’s EQ and AQ to manage relationships effectively and successfully � This highly experiential program helps you rediscover your strengths and discover your ‘unleashed’ potential.

Equipped with a transformational, practical approach, you will emerge ready to manage ‘the uniqueness and complexity in people’, and lead change successfully

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THE NEXT GENERATION LEADER WORKSHOP (2 DAYS) – Cutting edge strategies to make you the Leader you were meant to be.

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COURSE CONTENT:

DAY 1:

1. David Mc’cllend’s Iceberg Model (KS ATM) � Understanding of Competencies – and Attitude Traits

(Personality) and Motive (Motivation) � Various influences – Parents/School/

College/University/ Workplace/Media etc

2. Managing Diversity in the Workplace � Different Types of Employees (Quitters/Campers/Risk

Takers) � Managing Gen Y/Millennials and different Generations � The strengths and weaknesses of Millennials, Gen X,

and Boomers � Generation gaps in the workplace � Generational diversity and objectives � Managing Millennials

3. PEAKS – Interpretation and Managing our PEAKS

Profile � PEAKS – Self Reflection and Application (Group

Sharing) � Group Exercises and Sharing

4. Understand Your PEAKS Personality Profile (Main

Profile) - 5 factors of Personality � Purpose – How we respond to Work � Energy – How we respond to People � Affirmation – How we respond to Authority � Knowledge – How we respond to Change � Sustainability – How we respond to Adversity

5. PEAKS Work Related Traits � General Work related traits � Change related traits � Emotion related traits � Team related traits � Administration related traits � Management related traits � Entrepreneurial and Sales related traits � Service related traits

DAY 2:

6. Understanding Competencies and Success factors � Understanding and Managing Yourself and Others � Do You Know Who You Are? – Self Awareness is the

starting point of Leadership!

7. Interpreting and managing your emotions � EQ is vital to workplace Success � EQ – Why it can matter more than IQ � Using EQ concepts and techniques in the

workplace � EI – is a learnt behavior: How to improve our EI � EQ Training and Coaching � ADVERSITY QUOTIENT (AQ) – The emerging

determinant of Success & Superior Performance

8. Understand Your PEAKS Leading People Index Profile

Understanding our Leadership Potential based on 7 classifications: � Propelling Leadership � Developing Business � Thriving on Challenges � Accelerating Learning � Managing Relationship Networks � Making Decisions � Building Teams

9. PEAKS Personal Self Reflection – Know your PEAKS! Discover your ‘Everest’! Understanding PEAKS Secondary Profile � Leadership Profile � Management & Leadership Competency Model Profile � Sales Profile � Team Profile

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COURSE OVERVIEW: A leader today is someone who sparks in us a desire to help In our networked, matrixed, dotted-lined, ever-changing organizational structures, a leader today must be a follower tomorrow, and vice versa Therefore, we are not leaders simply because of our titles or responsibilities, nor are we leaders because we have a vision for the future. What makes us leaders is our ability to connect with others in a way that makes them want to help us Our ability to connect and create relationships trumps many other factors when doing business. Ample evidence shows that people simply want to work with other people they like, sometimes selecting a likable person or company over one that actually has more qualifications or a superior product As our organizational landscapes continue to change, how we connect with others remain paramount. Every interaction we have either contributes to a relationship or it detracts from it. When what we do detracts, the result is more work for us and fewer supporters – those who are willing to help us, and ultimately, follow us and the initiatives we want and need them to support COURSE OBJECTIVES: � To (better) understand oneself and therefore ‘manage’ oneself vis-à-vis understanding and managing others for effective

Communication and Relationship � To be able to work effectively with Superiors, Peers and Subordinates including ‘stakeholders’ of the organization (through

effectively understanding and managing them – their Personalities) � To effectively manage and lead People of different Personalities � Understanding different Personalities; Managerial and Leadership Styles � Understanding the need for different styles in managing diversity (Situational Leadership) LEARNING OUTCOME: � Able to understand and manage oneself better – vis-à-vis other People with different personalities � Participants will become better and more effective and efficient Managers and Leaders � Participants will be able to manage ‘conflicts’ more successfully understanding themselves and others better � Understanding and using one’s EQ and AQ to manage relationships effectively and successfully � This highly experiential program helps you rediscover your strengths and discover your ‘unleashed’ potential.

Equipped with a transformational, practical approach, you will emerge ready to manage ‘the uniqueness and complexity in people’, and lead change successfully

HOW TO LEAD YOURSELF, YOUR PEOPLE AND YOUR COMPANY FOR ORGANIZATIONAL EXCELLENCE (2 DAYS)

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COURSE CONTENT:

DAY 1:

1. High Performance Leadership of the New Millennium.

� Trends and Globalization (VUCA) � Industrial Revolution 4.0 (New Skills for IR 4.0) � Fostering Growth & Professionalism in People � Building relationships and rapport with Staff,

Managers, Stakeholders, Clients, etc � Dynamic Leadership & Absolute Teamwork � Change or Die” � Leading, driving and sustaining change – as a

Leader

2. Qualities and Characteristics of Superstar Performers

� Superior Performers possess different ‘qualities’ and personalities & behaviour different from average performers (Why and How are they different?)

� It is more than Knowledge and Skills … � David Mc’cllend’s Iceberg Model (KS ATM) � Understanding of Competencies – and

Attitude Traits (Personality) and Motive (Motivation)

� Various influences on one’s “Competencies” – Parents/School/ College/University/ Workplace/Media

� (Positive Vs Negative Influence!?)

3. EQ & AQ – Vital for Workplace Success � Defining Emotional Intelligence (EQ/EI) � The EQ/IQ Advantage (A Framework for EQ) � Practicing self-management, self-awareness, self-

regulation, self-motivation and empathy � Interpreting and managing your emotions � EQ is vital to workplace Success � EQ – Why it can matter more than IQ � ADVERSITY QUOTIENT (AQ) – The emerging

determinant of Success & Superior Performance

� Why IQ and EQ is not enough � AQ – the most important factor in achieving success � AQ – Learned optimism; How to change your mind

and your life � Understanding Competencies and Success factors � Understanding and Managing Yourself and Others � Do You Know Who You Are? – Self Awareness is the

starting point of Leadership!

4. PEAKS – Interpretation and Managing our PEAKS Profile

� PEAKS – Self Reflection and Application (Group Sharing)

� Group Exercises and Sharing � Understand Your PEAKS Personality Profile

(Main Profile) � PEAKS Work Related Traits

DAY 2:

5. Understand Your PEAKS Leading People Index Profile � PEAKS Personal Self Reflection – Know your

PEAKS! Discover your ‘Everest’! � Understanding PEAKS Secondary Profile � Understanding the diverse use of PEAKS

6. Organizational Excellence: Leading, Driving and

Sustaining Change � Change Management and Innovation � Why Change? The Need for Change. Change or Die! � Managing Change in the New Culture � Process – Awareness – Involvement – Commitment � Change Behavior � Change Management – New Challenges for Leaders � Impact of intentional and imposed Change � The Key drivers of Change today � The difference between Change Management

and Change Leadership � Approaches to Organizational Change � Change at the individual, team and

organizational level � Individual resistance to Change � The Practice of Change Leadership � Best practices in Change Leadership � Designing a suitable Change Management Model � Supporting employees through Change � The importance of communication during Change � How to communicate a clear vision of the broad

impact of Change � Individualism vs Collectivism and its impact on

Change � How different attitude and belief systems affect

our work � Effect of culture on the Change Management process

7. Linking Human Capital Strategic Planning to

Organizational Excellence � Role of Line Managers and Human Resource � The Right People in the Right Jobs (Job-Person

Match) � Professional Recruitment Process � Effectiveness of different assessment methods � Common ‘wrong’ questions in an interview � Assessing Performance and Competencies � Identifying potential for growth and improvement � Effective Appraisal Skills � The Role of Reward and Recognition in Managing

Talents � Strategic Remuneration Management � Principles of Job Evaluation � Managing Salary & Grading Structures � Right and Wrong ways to promote staff

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COURSE OVERVIEW: Contemporary leaders must remain agile, manage teams and lead with confidence. This course is for Contemporary Leaders How do you get people to follow you and your leadership? Your success depends on your ability to influence, inspire and motivate people to want to follow your leadership style. This PEAK Performing Leadership Development Program shows you how to successfully implement the fundamentals of human behavior and effective communication to engage employees in achieving their goals, by linking to their personal ‘motivators’ This Leadership Program offers you an opportunity to move away from your ‘blind spots’ and ‘unleash your Leadership Potential’ to lead effectively…and to be a “Person of Significance!” bringing Success to others You will learn how you can affect your employees – either positively or negatively...and gain up-to-date Practical tools, Approaches and Methodologies that will help you lead them more effectively to achieve the results and shared Vision of the organization COURSE OBJECTIVES: � To appreciate the Challenges and Trends in Globalization � To enhance the participant’s Knowledge and Skills, leveraging on the understanding of one’s Attitude, Traits and Motives to perform

more efficiently and effectively as a Leader � Application of various Leadership Models and Leadership Qualities � To understand EQ (Emotional Quotient) and AQ (Adversity Quotient) and its application in the workplace � To ensure individuals understand their own unique personality in order for them to build on their strengths, manage any limitations

and unleash their potential to perform better as a Leader � Managing Motivation for Personal and Performance Improvement � Discover how to achieve “Win-Win” Communication with different stakeholders � To encourage and foster a better working relationship and environment by learning to understand and manage

yourself and others LEARNING OUTCOME: � Understand and appreciate change affecting Individual and Organizational Performance, Productivity and Results � Importance of Attitude, Traits Motives (ATM) – Why people behave the way they do � Why and how ATM drives Knowledge and Skills for Performance and Results � Gain insight into EQ and AQ, what it is and how it can be used effectively � Improved relationship through better understanding of different personalities and how each behave (and why) � Develop and implement a Personal and Performance (Visionary) Plan to achieve personal and performance success by applying

the Principles of Success and the Law of Attraction � You will be able to develop your leadership fundamentals of communication, EQ & AQ, self- awareness, Influence

and learning agility, and therefore, manage and lead effectively using new tools, approaches and methodologies

TRANSFORMATIONAL LEADERSHIP & MANAGERIAL COMPETENCIES WORKSHOP (2 DAYS) –

“Enriching the Leadership Potential in You”

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COURSE CONTENT:

DAY 1:

3. The Visionary Leader of the New Millennium (Dynamic Leadership (Qualities/Role); Trends & Leadership Models) � Business Trends and Challenges of Managing Human

Capital in the New Millennium � The Leadership Edge: Tools and Strategies for

the New Leader � Application of Various Leadership Models and

Qualities � Managers Vs Leaders

4. The Iceberg Theory (David McCellend’s Iceberg Model (KS ATM) � Understanding of Competencies – and Attitude,

Traits (Personality) and Motive (Motivation) � Characteristics of Superstar Performers � Importance of Managing KS ATM for organizational

success

5. EQ & AQ Management for Results & Success (Emotional and Adversity Quotient/Learnt Optimism) � Defining Emotional Intelligence (EQ/EI) � The EQ/IQ Advantage (A Framework for EQ) � Practicing self-management, self-awareness, self-

regulation, self-motivation and empathy � Interpreting and managing your emotions � EQ is vital to workplace Success. � EQ – Why it can matter more than IQ

6. Understanding & Managing Yourself & Others (How to improve Relationships & Performance) � Managing diversity in the workforce � Different Types of Employees

(Quitters/Campers/Risk Takers) � Managing Gen Y/Millennials and different

Generations � The Strength and Weaknesses of Millennials,

Gen X and Baby Boomers � Generation Gaps � Mixing and Managing four generations of

employees

DAY 2:

1. Managers and Leaders � Differences between Managers and Leaders � Different Managerial Styles

o Autocratic o Authoritative o Consultative o Participative

� Key Features � When and How to use the different Managerial

Styles

2. Leadership Styles and Models (Dynamic Leadership (Qualities/Role); Trends & Leadership Models; Situational Leadership)

� Managing and Leading: Transition to a

Leadership position � Defining Leadership � Characteristics of a Leader � Are Leaders Born or Made? � Leadership Principles � How Leadership differs from Management � An examination of different Leadership styles

including Transformational Leadership and Servant Leadership

o Robin Sharma’s Leadership o John Maxwell’s Leadership o Kouzes and Posner’s Inspirational

Leadership o Jack Welch Leadership o Ram Charan’s Leadership Pipeline o Jack Ma’s Leadership o Servant Leadership

� Situational Leadership (Telling, Selling, Participating & Delegating)

� Build a Culture that promotes trust, integrity and high performance � 7 Habits of Highly Effective People � Empowerment and Motivation � Clearly Communicate Mission, Values and Behaviors

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COURSE OVERVIEW: All organizations expect their new, first time Managers to concentrate on the basics of Management. But in today’s dynamic business environment, successful organizations are realizing that these new Managers can make a more significant impact if they can also lead Moving from an Individual Contributor into a Managerial/Leadership role requires the development of Leadership skills and techniques to enhance personal and team outcome. Many are promoted to Managers, but rarely are trained to be one To lead others, Managers need greater level of self-awareness and core skills, such as managing conflict, increasing team performance, delegation, coaching, etc Leveraging on strengths, exploring internal drivers, building emotional intelligence and using proven techniques and approaches in leading, managing, empowering, influencing and driving team performance This exciting workshop benefits all technical professionals with new management responsibilities, those transitioning from being specialists to leadership roles, and even for experienced supervisors, team leads, managers and others interested on continuous improvement COURSE OBJECTIVES: � To appreciate the Challenges and Trends in Globalization � To enhance the participant’s Knowledge and Skills, leveraging on the understanding of one’s Attitude, Traits and Motives to perform

more efficiently and effectively as a Leader � Application of various Managerial/Leadership Models and Leadership Qualities � To ensure individuals understand their own unique personality in order for them to build on their strengths, manage any limitations

and unleash their potential to perform better as a Leader � To encourage and foster a better working environment by learning to understand and manage yourself and others � Appreciation of fundamental Managerial/Leadership skills necessary in Understanding and Managing Others. LEARNING OUTCOME: � Importance of Attitude, Traits Motives (ATM) – Why people behave the way they do � Why and how ATM drives Knowledge and Skills for Performance and Results � Increased self-awareness and understanding the impact of your behavior � Improved confidence and capability through the transition into leadership � Enhanced ability to engage and influence others

LEADERSHIP SKILLS FOR FIRST TIME LEADERS/EMERGING LEADERS WORKSHOP (2 DAYS) –

“Leadership of the New Millennium”

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COURSE CONTENT:

DAY 1:

1. High Performance Leadership of the New Millennium

� Trends and Globalization (VUCA) � Industrial Revolution 4.0 (New Skills for IR 4.0) � Fostering Growth & Professionalism in People � Building relationships and rapport with Staff,

Managers, Stakeholders, Clients, etc � Dynamic Leadership & Absolute Teamwork � “Change or Die” � Leading, driving and sustaining change – as a

Leader

2. Qualities and Characteristics of Superstar Performers

� Superior Performers possess different ‘qualities’ and

personalities & behaviour different from average performers (Why and How are they different?)

� It is more than Knowledge and Skills … � David Mc’cllend’s Iceberg Model (KS ATM) � Understanding of Competencies – and Attitude

Traits (Personality) and Motive (Motivation) � Various influences on one’s “Competencies” –

Parents/School/ College/University/ Workplace/Media � (Positive Vs Negative Influence!?)

3. Defining Emotional Intelligence (EQ/EI)

� The EQ/IQ Advantage (A Framework for EQ) � Practicing self-management, self-awareness,

self-regulation, self-motivation and empathy � Interpreting and managing your emotions � EQ is vital to workplace Success � EQ – Why it can matter more than IQ � ADVERSITY QUOTIENT (AQ) – The emerging

determinant of Success & Superior Performance

7. Understanding & Managing Yourself & Others

� Managing diversity in the workforce � Different Types of Employees

(Quitters/Campers/Risk Takers) � Managing Gen Y/Millennials and different Generations � The Strength and Weaknesses of Millennials,

Gen X and Baby Boomers � Generation Gaps � Mixing and Managing four generations of

employees

8. Impact of Negative Self-Talk (Lulu/Nisu)

� Need for Mindset Change – Adapt to Changes and the new Environment

� Changing Mindsets (The Challenge of changing one’s mindset!)

� GRIT – the one formula for Success � What is GRIT? � Why GRIT is the real key to Success in Business and in

life.

DAY 2:

4. PERSONALITY PLUS - Understanding different Personality types (Sanguine/Choleric/Melancholy/Phlegmatic)

� Sanguine (Popular/Talkative); Choleric

(Achiever); Melancholy (Analytical/Thinker); Phlegmatic (Diplomat)

� Interpretation of our Personality (understanding one’s Strengths/Weakness and Potential)

� Understanding and managing ourselves and others � Johari Window (Arena, Blindspot, Façade, Unknown) � Case Studies on Different Personalities � Handling different personalities – scenarios and

sharing � Managing Relationships and Conflicts (Conflict

Management)

5. Powerful Communication

� Communication skills to build trust; inspire loyalty and lead effectively

� How to use the Power of Effective Communication � Principles of Communication (Sender – Interpretation –

Receiver) � Sources of ‘Conflict Management’ � Understanding and use of Different Communication

Models � VEINs/Transactional Analysis/Life Position � Parent-Adult-Child – Ego States � Case Studies / How to handle Communication

Problems

6. Creativity, Lateral Thinking and Problem Solving

� What and How of Problem identification � Creative Problem Solving � Lateral Thinking and Principles � Effective Problem-Solving Model � Managing Difficult Relationships � Managing Conflicts � Sources of Conflict � Conflict Resolution (and individual CR Styles) � ‘Situational leadership’ in Conflict Management

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COURSE OVERVIEW: The Art of Managing and Leading People is a unique program that provides Managers with critical knowledge and skills for Managing and Leading People effectively in a globalized environment During the Program you will learn how to manage and lead by creating a culture of Achievement that promotes long term growth and sustenance. It will also help you to understand why and how people behave to achieve results This Program emphasizes the importance of doing the right things extraordinarily well. The three critical elements – People Process and Measures – form an integrated aligned approach to creating value. Participants will gain an in-depth knowledge and understanding of the three dimensions of performance and the important role they play individually and as a Team Using a skills-based behavioral approach, this Program will develop your Managerial and Leadership fundamentals of Communications, influence and learning agility, working across boundaries, increasing self-awareness, think and act strategically COURSE OBJECTIVES: � To provide Managers with the Knowledge and Skills of effectively managing and leading people � Enhance the participant’s Knowledge and Skills, leveraging on the understanding of one’s Attitude, Traits and Motives to perform

more efficiently and effectively as a Leader � Ensure individuals understand their own unique personality in order for them to build on their strengths, manage any limitations

and unleash their potential to perform better as a Leader � Understand EQ (Emotional Quotient) and AQ (Adversity Quotient) and its application in the workplace � To identify causes of conflict and strategies that avoid escalation of conflict � Enhance Leadership strength by understanding performance management strategies � Understand the Coaching process and skills � To understand how to manage and drive change, the change process

LEARNING OUTCOME: � Importance of Attitude, Traits Motives (ATM) – Why people behave the way they do � Why and how ATM drives Knowledge and Skills for Performance and Results � Improved relationship through better understanding of different personalities and how each behave (and why) � Gain insight into EQ and AQ, what it is and how it can be used effectively � Managing conflict professionally and effectively � Understand the importance of managing � Identify appropriate development solutions that can be used to improve performance � Use of different coaching Models – how to be an effective Coach/Mentor

THE ART OF MANAGING AND LEADING PEOPLE FOR ORGANIZATIONAL SUCCESS WORKSHOP (2 DAYS) –

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COURSE CONTENT:

DAY 1:

1. The Leader of the New Millennium (Dynamic Leadership (Qualities/Role); Trends & Leadership Models) � Business Trends and Challenges of Managing Human

Capital in the New Millennium � The Leadership Edge: Tools and Strategies for

the New Leader

2. The Iceberg Theory & Emotional Quotient (EQ) (David McCellend’s Iceberg Model (KS ATM)

� Understanding of Competencies – and Attitude, Traits

(Personality) and Motive (Motivation) � Characteristics of Superstar Performers � Importance of Managing KS ATM for organizational

success � Defining Emotional Intelligence (EQ/EI) � The EQ/IQ Advantage (A Framework for EQ) � Practicing self-management, self-awareness, self-

regulation, self-motivation and empathy � Interpreting and managing your emotions � EQ is vital to workplace Success. � EQ – Why it can matter more than IQ

3. Understanding & Managing Yourself & Others (How to improve Relationships & Performance)

� Managing diversity in the workforce � Different Types of Employees

(Quitters/Campers/Risk Takers) � Managing Gen Y/Millennials and different Generations � The Strength and Weaknesses of Millennials,

Gen X and Baby Boomers � Generation Gaps � Mixing and Managing four generations of

employees

4. Personality Plus Profiling (Understanding different personality types)

� Sanguine (Popular/Talkative); Choleric

(Achiever); Melancholy (Analytical/Thinker); Phlegmatic (Diplomat)

� Interpretation of our Personality (understanding one’s Strengths/Weakness and Potential)

� Understanding and managing ourselves and others � Johari Window (Arena, Blindspot, Façade, Unknown) � Case Studies on Different Personalities � Handling different personalities – scenarios and

sharing � Managing Relationships and Conflicts (Conflict

Management)

DAY 2:

7. Managing & Driving Change (Adversity Quotient (AQ) & Change Management)

� Leading, Driving and Sustaining Change � Challenges and Change Enablement � Why Change? � Managing Change in the New Culture � How to prepare for and drive change � Process – Awareness – Involvement – Commitment � The Adversity Advantage � Leading Change through Adversity � Creating Resilient Teams � Creating the Resilient workforce � Creating a Change Culture

8. Problem Solving & Conflict Management (Essential of achievement of Results & Performance) � What and How of Problem identification � Creative Problem Solving � Lateral Thinking and Principles � Effective Problem-Solving Model � Causes and Sources of Conflict � Conflict Management Styles � How to successfully resolve conflicts � Managing difficult employees

9. Coaching and Mentoring Towards Excellence (Developing Leaders in the Organization) � Coaching and Mentoring Skills � Similarities and Differences between Coaching &

Mentoring � G.R.O.W. Coaching Model � Strategic Coaching techniques and tools � Coaching different personalities � Coaching for Top Performers � Coaching Discussion Models and Steps � Mentoring and its effective application � Coaching Case Studies

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COURSE OVERVIEW: Conflict is an inevitable part of our lives but how we view it and how we deal with it can turn it from being an unpleasant experience into one where we learn and grow Conflict is the result of people having differing needs, opinions and expectations. The reality of conflict in any human relationship is inevitable. More importantly, if handled well, conflict provides a powerful avenue for significant growth. Hence developing good conflict management techniques is very important This conflict Management training program provides techniques for individuals in an organization to resolve workplace conflict and build a common understanding and framework for working through challenging conflict situations COURSE OBJECTIVES:

� Identify assumptions of conflict � Explain the escalation of disagreement into conflict � Understand your preferred style of conflict management � Apply techniques to managing emotions during conflict � Discuss the effect that power has on conflict resolution � Implement a strategy for continuous conflict management

LEARNING OUTCOME:

� Gain a thorough understanding of the sources causes and types of conflict � Describe how diversity and differences can be harnessed � Demonstrate strategies that avoid escalation of conflict � Learn to apply the conflict management process to all types of conflict � Problem solve quickly and effectively � Negotiate a successful outcome � This experiential Training provides you practical strategies in resolving interpersonal conflicts at the workplace and at home, and

helps you change your attitude and behavior so you can minimize conflicts for better relationship and achievement of results

CONFLICT MANAGEMENT & CONFLICT RESOLUTION WORKSHOP (2 DAYS) – “Dealing with Conflict Effectively”

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COURSE CONTENT:

DAY 1:

1. David Mc’cllend’s Iceberg Model (KS ATM) � Understanding of Competencies – and Attitude Traits

(Personality) and Motive (Motivation) � Various influences – Parents/School/ College/University/

Workplace/Media etc. � Understanding ourselves and others

2. Win-Win Communication / Effective

Communication Skills � Communication Channels � Managing miscommunication and wrong perceptions � Understanding how communication and

miscommunication happens

3. Concept of VEINS (Values, Experiences/Expectations, Interest, Needs)

� Differences in Paradigms/Perceptions)

4. Transactional Analysis (Parent/Adult/Child) � Parent / Adult /Child ego states

5. An Introduction to Conflict Resolution � What is Conflict � What is Conflict Resolution? � Understanding the Conflict Resolution Process

6. The Thomas-Kilmannn instrument � Collaborating � Competing � Compromising � Accommodating � Avoiding

7. Creating an Effective Atmosphere � Neutralizing Emotions � Setting Ground Rules � Choosing the Tie and Place

8. Creating Mutual Understanding � What Do I Want? � What Do They Want? � What Do We Want?

DAY 2:

9. Focusing on Individual Needs � Finding Common Ground � Building Positive Energy and Goodwill � Strengthening Your Partnership

10. Getting to the Root Cause � Examining Root Causes � Creating a Cause and Effect Diagram � The Importance of Forgiveness � Identifying the Benefits of Resolution

11. Generating Options � Generate, Don’t Evaluate � Creating Mutual Gain Options and Multiple Option

Solutions � Digging Deeper into Your Options

12. Building a Solution � Creating Criteria � Creating a Shortlist � Choosing a Solutions � Building a Plan

13. The Short Version of the Process � Evaluating the Situation � Choosing Your Steps � Creating an Action Plan � Using Individual Process Steps

14. Additional Tools � Stress and Anger Management Techniques � The Agreement Frame � Asking Open Questions

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COURSE OVERVIEW: Research has reiterated that Dynamic Leadership and Absolute Teamwork are prerequisites for Organizations to survive and move ahead in the future One of the biggest challenge in working in an Organization is the need to lead and work with different Personalities including working with Peoples from different Countries and cultures. Therefore, understanding People, their personalities, their work styles; their behavior is important to Teaming for Excellence Working together as a Team and managing Conflicts that may arise because of differences in Personalities and culture need to be addressed Successfully manage your People and move your team to higher performance! COURSE OBJECTIVES:

� To appreciate the Challenges and Trends in Globalization � To enhance the participant’s Knowledge and Skills, leveraging on the understanding of one’s Attitude, Traits and Motives

to perform more efficiently and effectively as a Leader � To ensure individuals understand their own unique personality in order for them to build on their strengths, manage any

limitations and unleash their potential to perform better as a Leader � To encourage and foster a better working environment by learning to understand and manage yourself and others � Appreciation of fundamental Leadership skills necessary in Understanding and Managing Others

LEARNING OUTCOME:

� Importance of Attitude, Traits Motives (ATM) – Why people behave the way they do � Why and how ATM drives Knowledge and Skills for Performance and Results � Increased self-awareness and understanding the impact of your behavior � Learn how to create and lead teams that excel continuously � Develop the necessary skills to ensure your success as a team leader

MANAGING AND WORKING AS A TEAM WORKSHOP (2 DAYS) – “Teamwork and Team Synergy”

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COURSE CONTENT:

DAY 1:

1. Globalization and Managing in a continuous Changing economy

� Trends and Globalization (VUCA) � Industrial Revolution 4.0 (New Skills for IR 4.0)

2. David Mc’cllend’s IceBerg Model (KS ATM) � Understanding of Competencies – and Attitude Traits

(Personality) and Motive (Motivation) � Secrets of successful people � Developing successful habits � Identify the Hidden Hurdles holding you back � The secret attitude you need to develop in order to

attract more of what you want

3. The link between mindset and change � Recognise resistance to change � Develop strategies to change mindsets � Tap your potentials � Set your personal goal � Change, growth and Progress � Cycle of Negative Self-talk & False

Assumptions � How to control your negative self-talk � Positive affirmation

4. EQ & AQ – Vital for Team Success � Defining Emotional Intelligence (EQ/EI) � The EQ/IQ Advantage (A Framework for EQ) � Practicing self-management, self-awareness, self-

regulation, self-motivation and empathy � Interpreting and managing your emotions � ADVERSITY QUOTIENT (AQ) – The emerging

determinant of Success & Superior Performance � AQ – the most important factor in achieving success � AQ – Learned Optimism; How to change your mind

and your life

5. Personality Plus Profiling (Understanding different personality types)

� Sanguine (Popular/Talkative); Choleric

(Achiever); Melancholy (Analytical/Thinker); Phlegmatic (Diplomat)

� Interpretation of our Personality (understanding one’s Strengths/Weakness and Potential)

� Understanding and managing ourselves and others � Johari Window (Arena, Blindspot, Façade, Unknown) � Case Studies on Different Personalities � Handling different personalities – scenarios and

sharing � Managing Relationships and Conflicts (Conflict

Management)

DAY 2:

6. Powerful Communication

� Communication skills to build trust; inspire loyalty and lead effectively

� How to use the Power of Effective Communication � Principles of Communication (Sender –

Interpretation – Receiver) � Sources of ‘Conflict Management’ � Understanding and use of Different Communication

Models � VEINs/Transactional Analysis/Life Position � Parent-Adult-Child – Ego States � Case Studies / How to handle Communication

Problems

7. Teamwork and Team Synergy � What is Teamwork? � Principles of Teambuilding � Self-Directed Teams � Team building Principles � Different Team roles for effective Team

effectiveness � AQ – Habits of people with remarkable

mental toughness � Nurturing First Class Teamwork � Building your Team’s skills � Working as a High-Performance Team

� Team Dynamics & Team Synergy � Igniting Passion and motivating your team to

excel � 4 basics to creating Synergy at workplace � Effective Communication for Team Synergy � Value and utilize Diversity to build

Synergy � Team building Games and Competition

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Psychometric Personality Profile The Cutting-edge Tool of the Millennium

How do you identify a Super Star? Technical/Professional Knowledge and Skills are NOT enough to ensure someone’s success and performance. More important is their Attitude, Traits and Motive - their behavioural traits i.e. who they are as a person; what drives them; how they make decisions; how they work and how they interact with people. Unfortunately, these traits are usually very difficult to identify or measure….. But what if you had a tool to measure these traits? PEAKS Psychometric Personality Profile does that i.e. it helps you describe the indescribable – the Human Personality. The PEAKS Profiling Technology The PEAKS profiling system is a psychometric technology developed by Research Communication International (RCI). It is an integrative online technology that measures and optimizes human potential at all levels of organizations and societies. PEAKS profiles measures and tracks personal & Organizational development in domains such as, learning, leadership, career fit, enterprise, team orientation, partnerships etc. PEAKS is a strength-focused tool that captures the innate potential within individuals and aligns the best in everyone to the PEAKS they have chosen to scale. Personality scores are normed against industrial benchmarks and are based on a large databank of actual empirical data collected through corporate research. PEAKS gives individuals the knowledge necessary for scaling heights of achievement. As they conquer PEAK after PEAK, they become more than conquerors. Why use PEAKS? The PEAKS Psychometric Personality Profile, based on the Five-Factor Model (FFM) of Personality is the most current, valid and reliable means of assessing personality today. Psychologists are predicting that it will be the primary means of understanding personality in the 21st Century. For over 15 years, the Five-Factor Model (FFM) has been tested and re-tested in the academic and research communities and has been found to be a superior model.

Many Managers today face this recurring problem - they seem to “hire someone for what they know” but end up “firing them for who they are”.

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How can PEAKS help? PEAKS can help individuals and organizations to unleash their potential in the following areas: What can PEAKS show you? PEAKS Profile will show you how an individual respond to:

1) Purpose Æ Work 2) Energy Æ People 3) Affirmation Æ Authority 4) Knowledge Æ Change 5) Sustainability Æ Adversity

PEAKS will also describe the following Work Behaviours:

1. General Work-Related Traits a. Achievement b. Independence c. Reliability d. Working Well under pressure

5. Administration-Related Traits a. Comfort with computer/paperwork b. Routine Management c. Follow-through ability d. Sense of Urgency

2. Change-Related Traits

a. Managing Change b. Spontaneous Disposition c. Pioneering Initiatives d. Ability to handle ambiguity, chaos

6. Management-Related Traits a. Management Orientation b. Planning Ability c. Command & Control d. Facilitation of Others

3. Emotion-Related Traits

a. Ability to make tough decisions b. Health Consciousness c. Emotionality d. Optimistic Outlook

7. Entrepreneurial and Sales-Related Traits a. Leadership Acumen b. Entrepreneurial Spirit / Empowerment c. Sales Ability d. Propensity for Risk Taking

4. Team-Related Traits a. Self-Confidence b. Conflict Proneness c. Proactivity d. Team Orientation

8. Service-Related Traits a. Service Orientation b. Ability to Understand People c. People Focus d. Compliance

Leadership Development

Talent Management

Potential Identification

Recruitment & Selection

Succession (‘Replacement’)

Planning

Career Development

Job-Person Match

Personal / Attitude Change

Motivation

for…

Change Management

Choice of study

Career Counselling

… and many more

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PEAKS – The 5 Factors That Distinguish Personality

How we respond

to… 5 Dimensions 8 Categories 32 Work-Related Traits

David McClelland’s

Iceberg Model

P U R P O S E

Work/ Tasks Compelling / Intentional / Spontaneous

1. Preparedness 2. Organization 3. Dutifulness 4. Success Driven 5. Focus

1. General Work-

Related Traits

2. Change-Related

Traits

3. Emotion-Related

Traits

4. Team-Related

Traits

5. Administration-

Related Traits 6. Management-

Related Traits

7. Entrepreneurial

and Sales-Related Traits

8. Service-Related

Traits

a. Achievement b. Independence c. Reliability d. Working well under

pressure

a. Managing Change b. Spontaneous Disposition c. Pioneering Initiatives d. Ability to handle

ambiguity and chaos

a. Ability to make tough

decisions b. Health Consciousness c. Emotionality d. Optimistic Outlook

a. Self-Confidence b. Conflict Proneness c. Proactivity d. Team Orientation

a. Comfort with computer

/ paperwork b. Routine Management c. Follow-through ability d. Sense of Urgency a. Management

Orientation b. Planning Ability c. Command & Control d. Facilitation of Others

a. Leadership Acumen b. Entrepreneurial Spirit /

Empowerment c. Sales Ability d. Propensity for risk

taking

a. Service Orientation b. Response to needs c. People Focus d. Compliance

Knowledge

Skills

Attitude

Traits

Motives

E N E R G Y

People Dynamic / Ready / Latent

1. Interactivity 2. Assertiveness 3. Vibrance 4. Thrill Seeking 5. Exuberance

A F F I R M A T I O N

Authority Encouraging/ Approving / Questioning

1. Trust 2. Forthrightness 3. Other-

Centredness 4. Co-operation 5. Empathy

K N O W L E D G E

Change Visionary / Integrative / Structured

1. Futuristic 2. Emotional

Sensitivity 3. Open Mindedness 4. Intellectual

Curiosity 5. Liberality

S U S T A I N A B I L I T Y

Adversity (Stress) Robust / Steady / Volatile

1. Composure 2. Anger

Management 3. Resilience 4. Embarrassment

Bridling 5. Stress Control

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PROFILES:

1. INDIVIDUAL DEVELOPMENT: x Personality Profile x Individual Development Plan

2. PEAK Performance:

x Change Readiness x Project Management Profile

3. MANAGEMENT DEVELOPMENT:

x Sales Profile x The Projector

4. EDUCATIONAL DEVELOPMENT:

x Academic Positioner x Learning Profile

5. CAREER DEVELOPMENT: x Career Positioner

6. PARTNERSHIPS & TEAMS:

x PEAKS Team Profile x Partnership Profile

7. ORGANIZATIONAL DEVELOPMENT:

x 360 Degree Feedback x Management & Leadership

Competency Model

8. LEADERSHIP DEVELOPMENT: x Leadership Profile x Leading People Index

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Potential Plus Consultancy Sdn Bhd - Company Profile

Leadership Excellence… ▪ Lead ▪ Motivate ▪ Develop Potential Plus Consultancy Sdn Bhd is a Management and Human Resource Consultancy. We specialize in Strategic Human Capital Management, Organizational Effectiveness, Talent Management and Leadership Development. Potential Plus believes in creating value through people. We have assisted clients in Leadership and Managerial Development, Talent Management and Potential Identification, Succession Planning and Career Development. We use the PEAKS Psychometric Personality Profile - the cutting-edge tool of the new millennium to identify and develop Leaders and to allow everyone in an organization to unleash their potential to peak perform. We also use a Competency-based approach in implementing Human Resource Systems and processes in organizations, such as Business Plan Implementation / Performance Management Systems (focusing on Key Performance Indicators (KPIs) and effective application of Balanced Scorecard), Effective Recruitment and Selection, Change Management and Job-Person Match among others. Potential Plus assists clients in Reward Management and Remuneration Studies, looking at Job Evaluation, Job Analysis, Professional Career Ladders, proper grading and salary structure and competitive remuneration packages. Potential Plus also conducts various Professional and Leadership Development modules such as High Impact Leadership Programs, Coaching and Mentoring Towards Excellence, EQ - The Art of Managing People, Managing and Motivating for Performance, Customer Service Excellence, Win-Win Communication, Strategic Human Resource Management, Teaming For Excellence (Team Building), and many other programs that are customized to the organization’s specific needs. Potential Plus have assisted leading multinationals (both the private and public sectors) including Lafarge Asia Technical Centre (Beijing, China and KL, Malaysia), British Council (Beijing, China), The Sunway Group (SunCon, SunMed, Sunway Hotel, Sunway Lagoon, SunCity), Pfizer, Carsem, Frieslandfoods (Dutch Lady), Fonterra, Bank Negara, Tenaga Nasional, Petronas, ECER, BASF-Petronas, Proton, EON Berhad, DRB-Hicom Group, UMW Toyota, WorldFish Center, Penang Water Authority (PBA), British American Tobacco, BP Petronas, Caltex, AIG, Perwaja Steel, Southern Steel Berhad, Nestle, F&N, Yeo Hiap Seng, IJM Corporation, KL Convention Centre, KLCC Holdings, MDC, Telekom, Public Mutual, Elken, CNI Holdings, HeiTech Padu, Yamaha Music, LGB Group Of Companies, Sime Darby Berhad, CCM Duopharma Biotech Berhad, Courts, University Malaya, UTAR, Open University Malaysia (OUM), Taylors Education Group, INTI University-College and TAR College.

Potential Plus is affiliated to Research Communication International, Singapore. We are also associated with Vistage, licensed partner of the world’s largest CEO membership organization in the world, providing Executive Coaching to CEOs and Directors on Human Resource and Management issues.

Potential Plus Consultancy VISION

Grow winning organisations that optimise human potential at all levels

MISSION

x To assist individuals and organizations realise their full potential to achieve success and significance in all areas

of life x To develop potential and talent in individuals and organisations to meet global standards in human and

organizational performance x To provide a platform for excellence in a value-driven

leadership

CORE VALUES • People • Integrity • Quality • Innovation • Commitment • Leadership

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Some of our major Clients:

(ECER)

Regional Financial Services, China

(Malaysia & China)

(Regional, Malaysia & China)

(Malaysia & S’pore)

23

List of Some of our major Clients: 1. British Council (Beijing, China) 2. Lafarge Asia Technical Centre (ATC)

x KL, Malaysia & Beijing, China 3. T-Systems (German Telekom) 4. Sunway Group

x Construction, SunMed, SunCity, etc 5. Dutch Lady (Frieslandfoods) 6. Nestle 7. F&N 8. Fonterra (Formerly New Zealand Milk) 9. Yeo Hiap Seng 10. Pfizer 11. Bank Negara Malaysia 12. Tenaga Nasional 13. Petronas 14. ECER (East Coast Economic Region) 15. KLCC Holdings 16. Perwaja Steel 17. Penang Water Authority (PBA) 18. BASF-Petronas 19. Proton 20. EON Berhad 21. DRB-Hicom Group 22. UMW Toyota 23. British American Tobacco 24. BP Petronas 25. Caltex 26. Telekom 27. HeiTech Padu 28. Yamaha Music 29. AIG 30. Sime Darby Berhad 31. Courts 32. University Malaya 33. UTAR 34. Open University Malaysia (OUM) 35. Taylors Education Group 36. Inti University-College 37. TAR College

38. Khazanah Nasional Berhad 39. Ministry of Education Malaysia 40. Ministry of Defence of Malaysia 41. Royal Malaysian Air Force 42. MARA 43. Petronas 44. Maybank 45. MDEC 46. Jaya Jusco Stores Berhad 47. Island and Peninsular Bhd 48. Takaful Malaysia 49. GAMUDA Bhd 50. Rubber-Research Institute of Malaysia 51. UMW Corporation Sdn Bhd 52. Bank Rakyat 53. Malaysian Palm Oil Board 54. World Bank 55. Ministry of Higher Education, Saudi Arabia 56. Ministry of Education, Maldives 57. Ministry of HR Development, Education and

Cultural Affairs, Sri Lanka 58. University Science and Technology, Yemen 59. CEMCA, India. 60. Commonwealth of Learning, Maldives. 61. University Trisakti, Indonesia. 62. IBM 63. Shell 64. BP 65. Singapore Airlines 66. SingTel (Singapore Telecom Ltd) 67. Brunei Ministry of Education 68. Singapore Ministries & Govt Depts

x Ministry of Defence x Police Force x Ministry of Manpower x Ministry of Comm & IT x Ministry of Education, Home Affairs,

Foreign Affairs, National Dev, etc. 69. …and many more…

Associates & Partners: 1. Research Communication International, Singapore 2. Research Centre on Leadership, Singapore 3. Vistage (Formerly TEC Asia)

24

Potential Plus Consultancy

- Lead Consultants CV -

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Consultant/Trainer – Moses Teh Ming Tong

Moses Teh, is the Managing Director of Potential Plus Consultancy Sdn Bhd, a Management and Human Resource Consultancy that is affiliated to Research Communication International, Singapore, for technology and expertise. A Certified Master Class Trainer and PSMB (HRDF) Approved Training Provider, Moses’ expertise in organizational leadership and human capital management reflects his more than 30 years of experience with both private and public sector organizations. An economics graduate with

a background in Education, he has served as Head of HR in an international foreign bank (Citibank). He had also served in a large international manufacturing company (British American Tobacco), including an international human resource consultancy (Hay Management Consultants). He was the Executive Director and founder of a local partnership (ICC - International Consortium of Consultants) before setting up Potential Plus Consultancy Sdn Bhd. As a certified professional trainer, Moses consults and trains in Competency-based applications for Business Plan Implementation, Performance and Reward Management, focusing on Key Performance Indicators (KPIs) and effective application of Balanced Scorecard. He has worked extensively with the design and application of competencies and competency models to improve managerial capability and support organizational and culture change and transformation. Moses is also a Certified HRDF and PEAKS/Big Five Consultant and Trainer, utilizing the PEAKS/Big Five psychometric profiling tool - the cutting-edge tool of the new millennium, for Leadership Development, Talent Management and Personal Development, among other uses. Moses’ interest is in individual and organization behaviour and effectiveness. He has consulting experience in developing and implementing strategic programs that support business needs by creating value through people. As a professional trainer and leader in management and organizational development, his focus is on raising individual and organizational performance, helping clients achieve motivation and results. He has also assisted clients in Leadership potential enhancement through competency-based talent management, recruitment, selection, assessment, change management, Talent Development and succession planning. Moses has assisted many leading multinationals from both the private and public sectors both locally and internationally. Some of the major clients include: The Sunway Group, Kuala Lumpur Convention Centre, Bank Negara, Tenaga Nasional, Petronas, BASF-Petronas, Proton, the DRB-Hicom Group, Penang Water Authority (PBA), British American Tobacco, Caltex, New Zealand Milk Malaysia, Malaysia Airlines System, Telekom, Sime Darby Berhad, University of Malaya, Open University, Taylors Education Group, Kossan Rubber, Mewah Oils Malaysia, UMW Toyota Motor Sdn Bhd, DNEX, Aerospace Composites Malaysia (ACM). British Council China, T-Systems China, World Vision Mongolia, World Vision Bangladesh, Mewah Oils Singapore, LaFarge China, Nestle Singapore. An ex-Vistage Chair, Moses is a HR Resource Personnel for Vistage Malaysia, a licensed partner of the world’s largest CEO membership organization in the world. He speaks to CEOs regularly on Human Resource and Management issues.

LOT A1.47, GROUND FLOOR

TOWER A, PLAZA PANTAI, JALAN PANTAI BARU

59200 KUALA LUMPUR

03-2201 8921

[email protected]