DEVELOPMENT SERIES

As business grow and people move, the entry level of an organization must be filled. One of the frustrating moments for supervisors or managers is the need to educate and bring their new direct reports up to speed. This requires tremendous effort and time; sometimes to even state what seems to be 'common sense'.

The program is intended to instill the concept of performance among young executives or management trainees. The core skills that will be enhanced are Speed, Accuracy, Continuous Improvement and People Management.

Benefits: Reduce the time, energy and money of learning on the job alone. The program uses business simulations and provides the essential skills that will help Executives to execute their Managers’ plans efficiently.

Who is it for : New hires of less than 3 years of working experience, Management Trainees, Fresh Graduates who have been selected for growth acceleration.

While we may have the current Managers playing a wonderful role, how do we ensure that the organization has enough talents to fill the middle management role? The lack of internal talent forces an organization to bring external talents that may be costly and requires time to be cultured into the organization.

Participants of this program should comprise existing executives who are non-managers that need to be groomed to think like managers. Using training games and business simulations, the program will instill a higher order perspective for the Executives to see things from a managerial perspective instead of their current position. The core skills of the program will be Business Acumen, Accountability Through Ownership and Stakeholder Management.

Benefits: Experience the thought processes required for middle management. Part of the program also simulates the pressure that is faced with higher responsibility. This develops empathy towards their managers and gears their mindset to play a bigger responsibility.

Who is it for: Executives that have been earmarked as potential middle management talent.

Culture shapes who we are to the rest of the world. It is the identity that speaks of what we stand for and how we operate. It forms the organization’s personality to the customers. This requires a clear outcome of :

• What are we known for?
• Who do we want to be?
• How do we want to be remembered?

Our culture transformation initiatives involve the various stakeholders of the organization to first identify the current DNA of the organization and work towards the possible vision. This will involve online surveys, one-on-one with key influencers, focus groups by segment, discussions, and business simulations.

We will work with your team and provide a roadmap unique to your organization where we will partner with you on your journey. Using various deployment strategies, we shall help your team to naturally build their skills, knowledge, and conviction for the transformation.

Sales contribute to new business but customer service fuels repeat business. With the business landscape becoming more competitive, customer service plays an important role in a company’s branding and reputation. When the mindset is cultured for great service, the environment delivers an enriching customer experience.

Customer Centric Culture was designed to help upgrade the service standards of frontline staff to develop their urge to deliver superior service. Using training games and business simulations, the program covers the aspects of making customer service a second nature of the team.

This will be done by exploring the following areas:

• How customer service contributes to our bottom-line.
• Uncovering present challenges to deliver good service.
• Developing frontliners’ self-esteem.
• Techniques of handling customers professionally.
• Learning the ways of managing personal emotions.
• Managing difficult customers.