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Saturday, November 8, 2014

Workshop: Overcome Negative Mindset

During the past few years, physiologists have been diligently exploring the functions of the brain (William James, 1884). Many theories stated that our emotions can be altered by a change of mind-sets such as the founder of Cognitive Behaviour Theory, Dr Albert Ellis, who proposed that therapists help people adjust their thinking and behavior as the treatment for emotional and behavioral problems. The rise of different thinking theories such as logical thinking, critical thinking, vertical thinking and parallel/lateral thinking, has indeed given more emphasis to brain and mind development in the corporate training as well. However, many cannot deny that the emotions within individuals can at times, or even more often, play a key role in our daily decision making.
 
Dr. Elizabeth Kubler-Ross said that emotions need to complete their cycles. But for some reasons, adults choose to pent up, bottom up, suppress and repress their emotions. And this is very unhealthy and detrimental to their health and relationship with others. Any unattended negative emotion can lead to psychological issues and may also further lead to physical or mental problems. We are taught well in schools and society on how to process our thoughts logically and critically to solve many daily life and work-life situations. However, we are not taught in schools or by our parents on how to process and communicate our emotions. Comments such as “boys don’t cry” have impacted many men who do not share their emotions easily. Emotions that are under-developed would affect our relationship-building with one another.
 
The psychologists have discovered that our thoughts do affect our emotions, behaviours and decision making. Many of us even have hidden unhealthy thoughts that were sown during childhood time. We need to be made aware of these thoughts and be set free from their influences.
 
Only when we are able to manage ourselves better that we can better manage others and the world around us. Otherwise, many times, we are simply reactive to others and when situations arise, we then make decisions with hidden agenda known and unknown to us. When we experience a total freedom in our mindsets and emotions that have been locked us up for years, the decisions for many issues which we are facing will be crystal clear to us. We will also stop convincing ourselves of the wrong reasons on which the decisions are made.
 
Who Should Attend?
 
For all leaders and their staff that need to equip the skill of overcome the negative mind-set.
 
Key Takeaways
 
Upon completion of this workshop, participants will be able to:
- Know your temperament
- Know your distorted thoughts
- Know how the distorted thoughts affect you
- Acquire techniques to overcome distorted thoughts
- Instill a reflective process to walk in freedom
- Start afresh with 21-day plan

Topics to be Covered
- Introduction
- Understand 18 temperaments
- Understand the relationship between thought and emotion
- Understand and Identify irrational thoughts
- Overcome irrational thoughts by Cognitive Behavioral Techniques
- Cultivate healthy thought patterns
- 21-day to walk free
 
Investment
Date: 12 December 2014
Time: 8.30am to 5.30pm
Venue: TBA
Fee : S$650 (NETT)| S$260 (After PIC Cash) PIC Eligible
* Inclusive of tea breaks and lunch.
 
Trainer
 
Mr Asher Eng MSc, P Dip, BSc, ACTA Asher has a Master Degree in Counselling from Monash University and graduated with a Computation Honours Degree in Bachelor of Science from University of Manchester Institute of Science & Technology. He is an approved Advance Certificate & Training Assessment (ACTA) trainer, assessor and developer which is accredited by the Workforce Development Agency. In addition, he is a certified Behavioural and Career Consultant using the unique DISC and People-key Profiling, certificated practitioner of TJTA, and certified trainer of Prepare-Enrich to help individuals and corporations to realize personal potentials and assets within them. He is a certified coach and facilitator from Church Resource Ministries of Singapore , a certified executive coach from Marshall Goldsmith and a certified associate of Emergenetics Asia Pte Ltd. Lately, he has been endorsed by Ministry of Social and Family as a Triple P Parenting Program (from University of Queensland) instructor. For the past eleven years, he had been involved in non-profit organizations which gave him the opportunity to travel to South Africa, China, Taiwan and other parts of the world and provide consultation works and training to non-profit organizations in these countries. One of his core beliefs is to touch hearts and build strong family. He serves as a lay counsellor at Touch Community Services and is also a marriage preparation instructor. He is now overseeing 650 volunteers to touch lives around this land. He is actively promotion family education in schools and community.
 
Registration
 
To register, email justin[a]cwfongandassociates.com.

Workshop: Managing and Resolving Conflicts

Conflict is a necessary part of corporate life. It can arise from differences in opinion, objectives; or general miscommunication or simply disagreements.
 
There are two sides to a conflict – a decisive side and a disruptive side (which is where we very often get caught up in); but there are at least five dimensions to a conflict situation. Managing conflicts well and being able to resolve them successfully will improve organisational health, build conducive work environments and develop successful and productive teams. It can also prevent conflicts turning into dispute with ugly and costly consequences for the organisation and the people involved.
 
This interactive one-day workshop will equip participants with a greater understanding of the dynamics of conflicts, provide the basis for a decision and inclusive approach, and create a framework of concrete steps to manage and resolve potential and latent conflicts.
 
Who Should Attend
 
This workshop is for line managers, frontline executives or those in a leadership position who has to implement plans and make decisions, deal with discontentment and dissatisfaction, or is involved in managing and resolving corporate or organisation conflict situations.
 
Key Takeaways
 
Upon completion of this workshop, participants will be able to Sharpened strategic awareness of the intricacies of a conflict situation and applying practical steps in the management and resolution of conflicts.
 
Topics to be Covered
 
The Anatomy of Conflicts
1. Why Conflicts Happen?
2. Understanding the Dynamics and Culture of Conflict.
3. What You Do Not Know Will Eat You Alive.
 
Taking the ‘Con’ Out of Conflict
1. Understanding Emotions and Prejudices.
2. Reading Between the Lines.
3. The Five Dimensions of Conflict.
 
Conflict Management and Resolution
1. Overcoming Inertia and Complacency.
2. Facilitating Conflict Resolution.
3. Compassion and Closure.
 
Investment

 Date: 21 Nov 2014
Time: 8.30am to 5.30pm
Venue: Hotel Concorde, 100 Orchard Road
Fee : S$550 (NETT)| S$220 (After PIC Cash) PIC Eligible
 
* Inclusive of tea breaks and lunch.
 
The Trainer
 
Mr Chow Wen Hing G.Dip T&D, BSc, ACTA, ACPT Mr Chow Wen Hing’s professional career spanned more than 20 years, ten of which was working with managers, junior executives and frontline staff in a leadership position. During his stewardship, he played a pivotal role in bringing together a diverse group of associates in high value projects, completing the projects while achieving team success and satisfaction. He has worked with service organisations such as DFS Galleria Singapore, KPMG Singapore, Standard Chartered Bank, government ministries and educational institutions; and built his extensive experience, insight and mastery over the subject matter in a corporate and organisational setting. Mr Chow obtained his Bachelor’s degree in business and communication from SIM University 1, a Graduate Diploma in Training and Development 2, is ACTA 3-trained and is a Certified Professional Trainer 2; and currently trains and lectures on subjects in business, management, communications and personal development.
 
Registration
 
To register, email justin[a]cwfongandassociates.com.

Sunday, October 12, 2014

On Effective Leadership - Minister Tan Chuan-Jin

Minister for Manpower Tan Chuan-Jin believes that effective leadership is based on the qualities of trust, clarity, a nurturing spirit and engagement.
 
Tan Chuan-Jin conformistshit
 
While much has been written and spoken about trust, clarity and about nurturing, the ability for leaders to engage with their team is often overlooked. This is a big mistake as the new generation of employees want (and need) to be a part of something bigger. As such, the leaders' ability to engage his or her team is therefore a crucial quality of today's effective leader.
 
Minister Tan Chuan-Jin also explained that another key theme is trust. "People are prepared to follow you because they trust you, they believe you have their interests at heart and that you care for them, and when the chips are down or the stakes are high, you will be there to look out for them and protect them even at the expense of your own interests. That is why you are prepared to go that extra mile.”
 
Mr Tan also added that a good leader strives on clarity. This means making sense of complex situations to give people clear directions and lower their anxiety. Another aspect is nurturing people - such as teaching them and helping them grow in order to achieve sustainable success.
 
He elaborated: "Ultimately. leaders in whatever position will have to make sense from the different perspectives shared, and then be able to have the courage to make the decisions and then continually evolve those decisions."
 
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Train your company's leaders to manage the next generation of employees. For a non-obligatory discussion on our various junior and middle-management leadership training programmes, email us via Justin[a]cwfongandassociates.com.

Thursday, August 14, 2014

Importance of big data ...

The importance of big data to any organization cannot be underestimated. It is a well known military principle that Intelligence leads while Operations drive. In other words without knowing the situation, all action is ineffective.

It is the same in business. Unless you know who is your customer is, what your customer wants, where your customer wants it, when your customer wants it and how your customer wants it, your business strategy is at best a guessing game.

This is where the use of big data can help businesses (both big and small) succeed. With inreasing automation, there is a tremendous amount of information available to the business owner. However without a system to collate, analyze and derive conclusions to drive business decisions, all that information remains as data which is essentially useless.

Business owners will be surprised to learn how seemingly innocuous information can increase revenue and profit margins. One simple example would be looking at cash register receipts to identify buying trends so that you can more effectively cross-sell products and solutions. Knowing buying patterns will also enable the business owner to more accurately predict demand and hence optimize inventory stocking levels to maximize cash flow.

The best part about business analytics is that it does not require expensive hardware or software. All it requires is the correct mindset and the humble excel spreadsheet. To learn how our trainers who helped a Singapore airline save millions in MRO costs email us to enquire about our next big data training workshop ... justin[a]cwfongandassociates.com

Saturday, August 2, 2014

Employee engagement ... building a committed workforce!

Is employee engagement a verb or a noun?


In today's highly competitive global business arena, the knowledge worker is often the strategic edge of most businesses. Attracting the best employee and retaining them is therefore critical for the success of any business. It is therefore not surprising that in recent years, the topic of employee engagement has increasingly becoming the top line item on a CEO's mind.

Unfortunately, many companies view employee engagement as a noun and not a verb. As a result of this, CEOs often task their HR Departments to organize the annual town halls, conduct organization climate surveys (OCS), introduce monthly birthday celebrations and even the ever popular Friday dress down days. What most of these companies will tell you is that their employee engagement has failed.
 

Why has employee engagement failed?

 
In these instances, employee engagement has failed not from a lack of trying, but because employee engagement is seen as an idea or an activity to be done. A common mistake that companies make is to define employee engagement as employee happiness. It is not! We particularly like Forbes' definition ...
"Employee engagement is an emergent property of the relationship between an organization and its employees. An "engaged employee" is one who is fully absorbed by and enthusiastic about their work and so takes positive action to further the organization's reputation and interests."
From this definition, we can see that HR policies like birthday celebrations, dress down Friday's does not necessarily lead to employee engagement, and that town halls and OCS are not "engagement" activities but tools to help the employer understand how to engage the employee.
 
At SG Corporate Training, we believe that building a committed workforce comes from finding (and enlarging) the areas where the employee's personal and professional development is aligned with that of the company's. Often, but not always, continued personal and professional development training is an integral element of engendering engagement. This is where a holistic training roadmap is important as it reassures employees of their growth and development.
 
In short, employee engagement is not about what the company does for the employee, but how the employer helps the employee to help themselves. Taking perspective, not all employees can be engaged as there will be instances where the personal goals and aspirations of the employee cannot be met by the employer.
 
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For companies seeking better employee engagement (and retention) through training, SG Corporate Training provides a comprehensive series of personal and professional development courses which can be tailored to the needs of all Singapore small and medium enterprises.

Wednesday, July 23, 2014

Network your way to success ... Turn on your networking charm!

networking training workshop singapore

Network your way to success!


Attend this networking workshop and pick-up practical tips to:
 
a. make meaningful connections
b. present a positive image of yourself and your company/business
c. gain confidence to take on your networking event
d. get started on a Referral Marketing Programme
 
 Practical and applicable. Relevant to those who need a breakthrough in networking.” I like it!”~ Adrian Soon, Consultant
 
Thumbs up for Mervin to make this session condensed and very affordable.” ~ Neo Youwei, Chief Encouragement Officer
 
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Network Speaker/ Trainer: Mervin Yeo

 
A serial entrepreneur since 1996, Mervin has co-owned numerous businesses like employment, publishing, business consulting and social enterprise. He sits on several advisory boards including a next-generation integrated venture capital firm. Under his 13-year leadership as the Singapore National Director of the world's largest networking organization specializing in referrals, members passed referrals which generated an annual average of USD20 million worth of business for each other.
 
As a speaker and trainer over the last 15 years, Mervin has shown over ten thousand business owners and marketing professionals in Singapore, Indonesia, Malaysia and the Philippines a systematic and effective approach to referral marketing.
 
Hailed a "Networking Guru" by a Straits Times reporter, he has been on NewsRadio 93.8 including The Living Room and Positive Business Minutes and was featured in Zaobao and SME Magazine. A contributing author in the New York Times best-seller Masters of Networking, he is consulted by leaders of networking organizations. A Certified Behavioral and Career Consultant, he is author of e-book Purposeful Networking for Introverts and co-author of Turning Ideas Into Profit
 
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Date:  26 August 2014
Time: 6.30pm to 10 pm
Venue: 12, Arumugam Road, Off Paya Lebar Road, Lion Building Block B, #02-11, Singapore 409958
Fee: $128
 

To sign-up, email Justin[a]cwfongandassociates.com

Tuesday, July 22, 2014

Preventing Career Suicide - The psychology behind it

We have all read about it in the papers or may even know a friend or relative who has done it. People at the peak of the careers who suddenly, without any apparent reason, commit career suicide by engaging in an act which causes irreparable damage to their careers.
 
Loosely defined, career suicide is any intentional act to self-destroy ones own career. In some ways, it is the individual's way of reaching out for help. Similar to physical suicide, the reasons behind career suicides are often personal and are usually cannot be attributed to a single cause. Issues will usually build-up over a period of time and, before the individual knows it, he'll start doing things to hurt his career.
 
Fortunately, much like physical suicide, there are clear symptoms or telltale signs that precede the ultimate "act". Thus, with a little knowledge, you will be able identify this self-destructive behavior and stop it from happening to you before it is too late.
 
Psychologists will tell you that in any behavioral problems, there is usually a presenting problem and an underlying problem. Solutions focused on solving the presenting problems (without addressing the root problem) will only bring short-term relief and will prove futile as the root of the problem continues to exist. The presenting problem will then mutate and begin to manifest itself in other forms of self-destructive behaviors.
 
While there are many root causes that may lead a person to commit career suicide, the most predominant one is the feeling of guilt. This guilty feeling is brought about by an individual's feeling of unworthiness i.e. a feeling that he is unworthy to have the success he is currently experiencing. What then happens, is that the sub-conscious mind will then seek opportunities to 'sabotage' the conscious self by creating situations where the individual can be 'punished' and even removed from the source of his guilt - his successful career.
 
As human behavior is complex, exact telltale signs will vary. However, all self-destructive behavior will have the ultimate objective of hurting a person's career. While not exhaustive, the following four telltale signs are the most common ones expressed by an individual who is on the road to career suicide:
 
- Procrastination. Procrastination is defined as the avoidance of doing a task that needs to be accomplished. In this instance, the individual constantly puts off doing an important task until the last minute. As a result of the now limited time, the individual then produces work in quality well beneath that of which he is capable of producing. A variation of this self-destructive behavior is when the individual in question, chooses to place his priority and emphasis on tasks of lesser importance. This will then once again limit the time he is able to spend on what really needs to be done. The results are similar. Work of diminished quality.
 
- Forgetfulness. This second telltale is less obvious, but equally destructive. Here, the self-destructive behavior manifests itself in the individual "forgetting" to do things. From missing the deadline for an important report to failing to attend crucial meetings. According to Freud, the mind does not forget. Forgetting is not an accidental occurrence. This self-destructive behavior is our unconscious mind's way of expressing itself.
 
- Stubbornness. When opinions differ from the boss and you have presented yours, what ultimately counts is the boss' decision. In this telltale sign, the "stubbornness" of the individual to deliberately go against what the boss has specifically prescribed as the actions to taken is self-destructive. This "stubbornness" sets the individual up to be punished.
 
- Intentional inefficiency. The fourth telltale sign is that of intentional inefficiency. In this case, the individual will appear to be complying with his boss' instructions even to the extent of expressing commitment to the prescribed plan. What then happens is that he will then deliberately either perform the task too late to be helpful, perform it in a way that is useless, or otherwise sabotage the prescribed plan. Whichever way, he would have done what his boss has wanted, but not to the degree that is expected of him.
 
Like physical suicide, career suicide occurs when we least expect it. Thankfully, it does not occur overnight without warning. Clear and distinct telltale like the four described above will occur. It is thus important for us to be aware of them, so that we can diagnose ourselves early and intervene.
 
Like physical suicide, career suicide is our unconscious minds way of crying out for help. Caught early enough, effective intervention can prevent its occurrence and in most cases, individuals will make a full and complete recovery.

Friday, July 11, 2014

Success Tips: The Power of Asking the Right Questions

It has been said that questions are the lasers that will eliminate the barriers to your success. Consistent and purposeful asking of quality questions will enable you to breakthrough almost any obstacle or challenge confronting you. In fact, the only difference between highly successful people and the unsuccessful ones is essentially the type of questions they ask.
 
Businesses will either succeed or fail based on the quality of the questions their decision-makers ask. A problem only exists for as long as you do not know the question. For once you have asked the right question, the solution will present itself. During the early years of the invention of the car, hundreds of people thought about building them. It was however only Henry Ford who asked, "How can I mass-produce this machine and make it affordable for everyone?" This single quality question of his, gave him the quality answer he needed. And, the rest is history.
 
Benefits. Our brain is a phenomenal machine. Even up to now, scientists are still discovering its immense power. Our ability, or rather our lack of ability, to tap on this power is a result of our inability to ask the right questions.
 
Our brain is programmed to always be ready to serve us. As such, no matter what question you pose it, it will always provide you with an answer. Therefore, if you ask an inferior question like "why do I always fail?" You will get unless answers like "because I am hopeless," or "because I am not intelligent enough!" These answers do nothing other than to depress you further. However asking a quality question like "how can I learn and grow from this?" your mind will point you in the right direction and provide you with answers that you can use.
 
Thus, if you want to be successful, you must realize that the questions you ask will determine the answers you get. To succeed then, you must change the type of questions you habitually ask yourself.
 
What it is. Thinking is essentially the asking and answering of questions. All of us, over time, have unconsciously developed a series of habitual questions we ask ourselves whenever we encounter problems. As questions focus our minds to see problems as either opportunities or threats, these habitual questions affect our chances of success. Hence our success lies in us 'installing' a new series of empowering habitual questions.
 
How to do it. The types of questions we ask are essentially based on our mind-set. Thus, installing a new mind-set that will enable us to habitually ask quality questions is easy. All it takes is the conscious effort to learn and consistently ask the following series of three questions. Eventually overtime, these series of questions will become habitual and empower you to success.
 
Question 1: "What is good about this?"
Question 2: "What can I learn from this?"
Question 3: "How can I use this as an investment towards my success?"
 
Summary. One of the main ingredients of success is the openness to receive answers. Sometimes, when you ask a question, the answer may not be obvious or appear immediately. In this case, you must trust yourself and keep asking the questions. Eventually, the answer will appear. In addition, occasionally the answer presented may not be the solution. Similarly, you must continue to trust yourself and keep asking yourself questions. Eventually, the answer will present itself to you.
 
An interesting point to note, is that whether you consider something possible or impossible, is often determined by the question you ask. Therefore, instead of saying "I can never buy this multi-million dollar house", ask yourself "how can I buy this multi-million dollar house?"
 
Conclusion. As all success in life is preceded by new quality questions, a new level of success in your life is as close as a question away. Remember, "ask and you shall receive!"

Sunday, July 6, 2014

V3R - A template for managing team dynamics

In order to succeed in business today, individual ability is not enough. As our world becomes increasingly complex, developing and delivering solutions now require a multi-disciplinary approach. Working, or more importantly, performing as a team is thus fundamental to success.

One powerful and effective template that can be used to establish a high-performing team is the V3R - an acronym for Vision, Roles, Rules and Relationships. The V3R template is used to help teams (both old and newly formed) to establish the five processes of an effective team - Team leadership, Team communications, Team self-corrections, Mutual trust and Team orientation.

As a structure, the V3R is designed to align the team by forming a shared Vision and thereafter to establish a common understanding of each others' Roles, the Rules of the team and the Relationship between each role. The purpose of the latter being to minimize friction which will then improve performance.

Best Teambuilding Framework V3R
 
If you have a new team, or if you have a team that is not performing well together, we can help. Our team of trained facilitators will be able to get your team back on track.

For a no-obligation discussion, contact us via justin[a]cwfongandassociates.com.

Talent Management and Succession Planning Famework

Talent Management is the deliberate process via which an organisation seeks to maximise returns on its human capital. Since the shift from an agrarian to an industrial and now to a knowledge based economy, people have become the distinguishing factor that keeps an organisation profitable and ahead of its competitors.
 
Two schools of thought exists. One school views all employees as talents and sees it as the organisation's role to develop these "talents" to their maximum, while the other school acknowledges that all employees are talents, but goes one step further to identify (for specific key appointments within the organisation) and specially manage a smaller core group. From a shareholder perspective, the latter makes financial sense as, while noble to develop all employees, an organisation exists to maximise shareholder returns on investment.
 
To ensure effective talent management for the purpose of leadership succession, an organisation must have three systems in place - Talent Identification System, Talent Grooming and Appraisal System; and a Talent Recognition and Rewards System.
 
Talent Identification System . The Talent Identification System is the first, and arguably the most crucial, system in the Talent Management process. The role of this system is to surface the largest possible number of qualified candidates for management's consideration. To be effective, this system must not only be comprehensive such that all qualified employees are reviewed, but objective and "scientific" such that it is not based on the assessor's whim and fancy and that identification is based on assessed organisational needs backed by research. This will then ensures that the succession planning pipe is always filled with qualified candidates.
 
Talent Grooming and Appraisal System . Once the talents have been identified, the next step in the Talent Management process is the Talent Grooming and Appraisal System. Here, based on the initial assessment of the candidate's highest possible appointment, the talent grooming system will then deliberately move the candidates through a series of specially selected courses and appointments with increasingly higher responsibilities. The purpose of this is to not only allow management to assess the candidates' ability to hold higher leadership appointments, but also provide the candidate with exposure to various aspects of the organisation. At each of these courses or appointments, regular and detailed appraisals on the candidates' performance is conducted to confirm their estimated potential. Candidates are only advanced to the next level if he or she has proven their ability.
 
Talent Recognition and Rewards System . This is the third and final system in the Talent Management process. As talent is "transferable" and highly sought after, an effective Talent Recognition and Reward System is necessary in ensuring that talents remains with the organisation. While competitive renumeration affects talent retention, organisations should view renumeration as a "hygiene" factor and not rely on this as the primary retention mechanism as pay can easily be matched or bettered. The key to retaining talent is thus to understand the individual talents' aspirations and to help them achieve it with the organisation. Example of recognition and rewards could be as simple as a title or corner office, the opportunity to lead or undertake projects in the talent's area of interest, or even the opportunity for sponsored studies or sabbaticals. The central idea being to match the talent's growth with that of the organisation's.
In summary, it is my view that Talent Management is the deliberate process via which an organisation identifies, grooms and rewards its human capital so as to ensure its continued success and responsibility to its shareholders. Besides committing resources to put in place the necessary systems and people to manage it, effective Talent Management is the personal responsibility of the CEO and he must make it his or her continued focus.
 
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Personal and professional development via corporate training is an integral part of talent management. To arrange a non-obligatory discussion on how SG Corporate Training can help you develop a training road map, contact our principal consultant via Justin[a]cwfongandassociates.com

Wednesday, June 18, 2014

Increasingly Sophisticated Online Fraud: Nigerian 419 Scams

The next time you receive an unsolicited invitation to connect on Facebook or LinkedIn, the counter-industrial espionage team at CWFong & Associates (CWFA) suggests that you do an online Google search before accepting. Even if the requests come from a “friend”. This is because online scammers are getting increasingly sophisticated and are now adopting a 2-phased online attack.
As netizens become increasingly wary of online scams, the success rates of the Nigerian 419 scams (or advance fee con) is falling. Fraudsters are now forced to work harder to connect with you. In the past month alone, members of CWFA’s counter-industrial espionage team have received half a dozen friend requests which we have determined are from fake accounts.
The Two-Phase Attack
In the two-phased attack, online scammers first create a fake account based on someone relatively well-known (or someone you personal know). In recent months, the members of the Hong Kong Hang Seng Bank have been used for this. Using publicly available information, the scammers create a clone Facebook or LinkedIn account. As the account is based on “real” information, a cursory look will trick targets of the scam into believing that the account is real and therefore accept the invitation to connect.
Once the connection is made, the scammers are now in your “inner circle” and any information you unwitting share with your friends on Facebook or LinkedIn can be mined to be exploited at a later date. In fact, because you are now shown as a “connection”, you have become a pawn in their scam as the scammers’ subsequent invitation to connect with your friends will be more readily believed.
With phase one of the attack completed, the scammers will now use the information that they have gained to launch their attack. One such scam which they can run is a variation of the advance fee con. Here, based on your travel information, they will send an email to your friends claiming that you were robbed and urgently need money to get back home. As the attack is coming from “within”, chances are that the target’s defenses will be down increasingly the likelihood of success.
 
In short, as netizens become more wary of online scams, scammers have had to up their game. Due to the enormous amount of information available online and the ease with which anyone can create an online identity, not everyone is who they say they are. So always be wary who you with connect with online. When in doubt, Google the person’s name with the word scam (eg. sarah catherine legg scam).
 
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Preventing Industrial Espionage Workshop. For more information about our in-house workshops, email Justin[a]cwfongandassociates.com.

Sunday, June 1, 2014

Corporate Social Responsibility Project: Causes for Animals Singapore (June 2014)

SG Corporate Training believes that businesses do not exist solely to make money for its shareholders, but also needs to be socially responsible and give back to the community.
 
SG Corporate Training is therefore pleased to announce its support of Bubble Pets' donation drive for Causes for Animals Singapore (CAS). CAS is an animal welfare charity set up to support the needs of local animal welfare in Singapore, and employs programs and policies to promote best practice, ethical, sustainable and compassionate treatment of these animals.
 
The Bubble Pets and Causes for Animals Donation Drive aims to raise donations to care for 1,000 dogs in various shelters around the Island. Members of the public can choose to donate by buying care packages ranging from $18 to $38.
 
CSR in Singapore Animal Shelters
 

Monday, May 26, 2014

Personal Development Workshop: Bringing out the best in yourself with enneagram

Have you ever felt misunderstood at work or at home? Recall how frustrating it felt when you could not communicate or connect with those around you. Wishing that you can build stronger or lasting relationships.
 
Have you also ever wondered how to recognize your fullest potential? Or that you may be in a wrong career or job?
 
Wouldn’t it be great to know more about yourself and those around you? I’m sure it would be a wonderful feeling once you learn how to easily build compatible and fulfilling relationships. Imagine how life would be when you can find inner peace within yourself?
 
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Workshop Objectives
 
At the end of the program, you will learn:
- Your own Unique Enneagram Type
- All nine Enneagram Personality Types
- The strengths and weaknesses of each Enneagram Personality Types in relation to cognitive, emotion and behavior
- Discover your personal values, communication style, fears, coping mechanism
- How each personality type or you might behave in a stressful or healthy condition
- How to move towards realizing your fullest potential
- How to use your Enneagram Type in your Career or Business
- How to connect and build stronger relationships
- The path to Inner Peace
 
What is Enneagram
 
The Enneagram (nine points) is a circumplex model of personality styles that maps nine points of view, nine emotional response patterns, and nine sets of behavioural trait-like tendencies. Each style has resourceful self-enhancing features which can become non-resourceful and self defeating if used excessively or exclusively. Balance involves functioning from the resourceful or high side of our core style while having access to the resources of all the styles.
 
The Enneagram can be extremely useful as a source of self-knowledge because it acts as a kind of "mirror" to reveal features of our personality that normally are invisible to us. Most of the time, people function habitually, as if on "automatic pilot," according to the pattern of their basic personality type. Usually this allows people to get along well enough in their lives, but when their normal routines break down or the stresses of their lives increase too much, their normal way of coping also tends to break down or become dysfunctional.


Personal Development Courses Singapore
 
 
Workshop Details
 
Date : 21st Jun (Sat) to 22nd Jun (Sun)
Time : 9am to 5pm
Investment: SGD $450 (NETT)
SGD $180 (Less PIC)
Subject to PIC eligibility criteria.
Investment includes: Your Unique Enneagram Type Report Handouts
 
To sign-up, email justin[a]cwfongandassociates.com
 
The Trainer
 
Name: LTC(NS) Adrian Toh
Certifications:
- Certified Enneagram, 6 Seconds EQ, MBTI Facilitator
- Certified NLP and NLP Coach Trainer with ABNLP
- Certified Time Line Therapy Trainer with TLT Association
- Certified Coach in Self-Esteem Elevation for Youth
 
For more than six years, as a performance and life coach, Adrian assisted executives and individuals move towards their fullest potential via training, coaching, therapy or counselling. His training in NLP, Time Line Therapy and Enneagram allows him to identify deep rooted incidents from the past that were once the chains that held them from reaching their goals.
 
Being a father of four, ranging in age from 6 to 15. Adrian definitely has a way to relate and connect with the youth. His ability to understand and empathise with the challenges they face allows the youth to feel at ease and comfortable enough with him to open up and share. His family was featured in a TV documentary entitled “Meet My Family, Episode 2”. Adrian’s Purpose of being “a positive force in the world” has been the beacon to guide him to continually seek new skills and technologies that allow him to quicken the change process. He is also a volunteer with the Roman Catholic Prison Ministry.
 
Some of Adrian’s clients have been United Overseas Bank, AXA, Maybank, Singpost, NetApp Singapore, Grohe, Singapore Technologies, Employment and Employability Institute, Outokumpu, Anderson Junior College.
 
Testimonials
 
"Adrian was patient and the sessions with him were beneficial as he was able to help me to draw out a different perspective on how I perceived an event. The sessions are highly recommended for people who want to change their lives." ~ Lim Beng Hua, - Head, Core Banking, Personal Financial Services, UOB
 
"Adrian is a great coach. In one of our coaching sessions I told Adrian that I really wanted to have the ability to keep my energy, focus and motivation high to drive the company moving forward. What he did seemed like asking a series of deep reflective questions, and along the way helped me discover and resolve some inner obstacles using time-line therapy, and finally helped me realize what is truly important to me to achieve my outcome. Without knowing exactly why or how, I am now feeling a lot more energetic, focused and motivated at work. I think other than a great coach, Adrian is also a ‘magician’." ~ Thomas Handojo; Senior Vice President – Business Development, PCI Limited
 
"As a training consultant, Adrian value-adds with his years of experience in a leadership role. He is also very skilled in Neuro-linguistic Programming, Hypnotherapy and coaching/ counselling techniques. In designing training curriculum, he is meticulous in understanding the client's needs & customizes his training to suit the audience. He is accommodating & gives his 110% when he conducts training. As a coach, Adrian is disarming and encouraging to his coachees. He spends time to elicit deep-rooted issues and works with his coachees towards positive and empowering outcomes. He adds the personal touch as he is genuinely concerned in his coachees' development and progress. Personally, I have benefitted from my coaching sessions with Adrian as he has helped me to remove disempowering emotions. Now I'm enjoying more fulfilling relationships and experiencing an increase in my financial position as well! All thanks to Adrian!!!" ~ Sharon Woo, Head, Partnerships Distribution Academy, Prudential Assurance Company Singapore P.L.

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Cheap and Good Singapore Wedding Day Photographer
 
 

Tuesday, April 29, 2014

SG Corporate Training: Leadership Trainers Wanted

SG Corporate Training has been engaged as the training consultancy for a 3-day leadership programme for 400 youths in August 2014. This will be the inaugural run for what is to be an annual event and trainers who do well will be considered favorably for the subsequent runs. If you are a leadership trainer (or company) and wish to bid for the project, please email our training consultant via Justin[a]cwfongandassociates.com.

Sunday, April 27, 2014

#1 Corporate Training Agency in Singapore - Delivering the 4Rs of Training

Sandie Lim, the owner-manager of several F&B establishments in Singapore, turns to SG Corporate Training to handle all her company's training needs. According to Sandie, SG Corporate Training is the natural choice as they have an established training roadmap which small businesses like hers can reference. The roadmap is important to Sandie as she does not have a training manager and having a structure gives her the piece of mind that she is getting the maximum value for her training dollar.

Dedicated to the training needs of small and medium enterprises (SME), SG Corporate Training has compiled a library of training roadmaps for practically all industries. As mentioned by Sandie, this roadmap ensures the delivery of the "4Rs" - right training at the right time for the right employee for the right purpose. Additionally, as SG Corporate Training is a training agency, we also help clients source for the "best" trainer to meet their needs. As we do all the leg work, this saves our clients time and money.

All Singapore SMEs, especially the start-ups, are tight for cash. Thus while training is important for their success and growth, most do not have the time to develop an effective training programme. By working with SG Corporate Training's team of training consultants, we will help clients immediately strengthen weak areas and prepare the business team for growth.

If you are a Singapore business owner and would like to find out how SG Corporate Training can benefit your company, email Justin[a]cwfongandassociates.com.


Tuesday, April 22, 2014

Leadership Quote: Role of the Leader

“At the most fundamental level, it is an honor to serve — at whatever type or size of organization you are privileged to lead, whether it is a for-profit or nonprofit. It is an honor to serve. Starting from that foundation, it is important to have a compelling vision and a comprehensive plan. Positive leadership—conveying the idea that there is always a way forward — is so important, because that is what you are here for — to figure out how to move the organization forward. Critical to doing that is reinforcing the idea that everyone is included. Everyone is part of the team and everyone’s contribution is respected, so everyone should participate." ~ Alan Mulally, CEO Ford Motor Company

Monday, April 21, 2014

Corporate Training Consultants Wanted (Singapore-based)

SG Corporate Training is expanding and we are hiring corporate training consultants. The training consultants' primary role is to act as the interface between the client and our pool of trainers.

Training consultants are expected to conduct training needs assessments and to help clients develop a training roadmap for their organization. Once the roadmap had been developed and accepted by the client, the training consultant's role is to then work with the client to plan and organize the training.

At SG Corporate Training,  we believe that attitude trumps aptitude. As such, we have no hiring criteria except that the applicant must be passionate about helping others, be hungry for success and must have the discipline to see things through.

If you think you fit the bill and want to be a corporate training consultant, email us via justin[a]cwfongandassociates.com. Attractive remuneration packages await the right candidates.

Corporate Training Agency Singapore

SG Corporate Training is not a corporate training company but a corporate training agency. The main difference between us and other corporate training companies is that we represent a pool of corporate trainers covering the full spectrum of training which any organization can possibly need.

Being a "neutral" party, our primary responsibility is to the needs of the hiring organization. As we do not have  proprietary programmes or in-house trainers, we are free to source for the best trainer and programmes that fit the needs of the client. Clients that engage us can therefore rest assured that they are getting our unbiased recommendations.

As a corporate training agency, we offer the following value to our clients ...

A. Convenience. As a corporate training agency, we represent a large pool of trainers. Our trainers not only cover the full spectrum of training needs, but we also represent several trainers within the same functional areas. As we know the trainers well and have seen them in action, we are able to recommend the "correct" trainer that matches the profile of the client. Additionally, we save the HR and Training Managers time by being able to offer them a comprehensive list of trainers to choose from.

B. Good Service. Because of SG Corporate Training's volume, trainers engaged by us know that they need to serve our clients well in order to be recommended for future assignments. This leverage over our trainers ensures that you the client will receive the best possible service and value.

C. Customized Training Roadmap. At SG Corporate Training, we believe that training must be outcome driven and structured to be of value. As such, we start all training request with a thorough training needs assessment that is then mapped onto a professional development roadmap according to industry. These proprietary roadmaps have been developed and refined through our work with numerous companies and will provide our clients with an effective and sustainable training programme.

To request for a non-obligatory training needs assessment, email our training consultants via Justin[a]cwfongandassociates.com

Thursday, April 17, 2014

SG Corporate Training: Leadership vs Management

In the new economy, where value comes increasingly from the knowledge of people, and where employees are no longer undifferentiated cogs in an industrial machine, the roles of management and leadership are not easily separated. In fact, some might argue that leadership and management are two sides of the same coin. While they are not the same, they are necessarily linked and complementary.
 
Millennia and even Gen-Y employees look to their managers not just to assign them tasks, but to also define purpose for them. The effective leader/ manager of today therefore not only organizes workers for maximum efficiency, but also nurtures skill, develops talent and inspires results.
 
The management guru Peter Drucker was one of the first to recognize the emergence of the “knowledge worker” and the fact that one does not ‘manage’ people. To Drucker, the task is to lead people and the goal is to make productive use of the specific strengths and knowledge of every individual.
 
In short, the difference between management and leadership can be broadly accepted as:
 
- The manager focuses on efficiency; the leader focuses on effectiveness.
- The manager "tell time"; the leader "builds the clock."
– The manager administers; the leader innovates.
– The manager maintains; the leader develops.
– The manager focuses events; the leader establishes systems and structure.
– The manager relies on control; the leader inspires trust.
– The manager has a short-term view; the leader has a longer-term perspective.
– The manager asks how and when; the leader asks what and why.
– The manager has his or her eye always on the bottom line; the leader’s eye is on the horizon.
– The manager imitates; the leader originates.
– The manager accepts the status quo; the leader challenges it.
 
To tap on the one of the most effective leadership training program for junior and middle managers in Singapore, contact our training consultant via justin[a]cwfongandassociates.com. Our trainers are former senior officers from the Singapore Armed Forces who have held command, staff and training appointments in leadership training schools. SG Corporate Training's 1-Day Leadership Workshop will equip your company's junior and middle managers with the necessary knowledge and skills to be effective leaders (and managers).

SG Corporate Training: Leadership Training Workshop for Managers

Corporations around the world are beginning to recognize the effectiveness of military leadership. In the competitive world of business, CEOs need mission focused managers who can understand their intent and then use their leadership skills to rally their team to work single-mindedly towards achieving the intent.

In a recent conversation about corporate leadership training with the CEO of a Singapore government-linked company (GLC), the CEO lamented the fact that many of his "civilian" managers only saw obstacles in any tasks he assigned. He contrasts this with the handful of ex-military officers in his company who work tirelessly to accomplish any task he assigns. While the ex-military managers may occasionally come across as abrasive, their mission first attitude is what drives the organization forward.

Besides the mission driven attitude, the CEO also sees strength in the leadership skills of these ex-military officers. This he attributes to the quality of the Singapore Armed Forces' (SAF) leadership training system which trains young conscripts to become effective leaders. The proof of the quality of the SAF's leadership training system is demonstrated by how young conscripts can effectively lead other soldiers to give their best in situations that involve great personal risks. As the workforce changes, and the war for talent continues, the need for better junior and middle managers will become increasingly important.

To tap on the one of the most effective leadership training program for junior and middle managers in Singapore, contact our training consultant via justin[a]cwfongandassociates.com. Our trainers are former senior officers from the Singapore Armed Forces who have held command, staff and training appointments in leadership training schools of the military. SG Corporate Training's 1-Day Leadership Workshop will equip your company's junior and middle managers with the necessary knowledge and skills to be effective leaders (and managers).

Sunday, April 13, 2014

Corporate Courses in Singapore - Start with a Training Needs Assessment

With the Singapore government's emphasis on training, many Singapore small and medium businesses are jumping on the bandwagon. Without any idea on what to train (just that they need to train), business owners are simply leaving it to their HR Managers to find the "best" programme by the "best" trainer at the "best" price.

At SG Corporate Training, while we will be the first to admit that any form of training is better than no training at all. We however also believe that for training to be effective, it must meet the needs of the business. As such, we believe that every business must start with a training needs assessment which is then turned into a Training and Development Plan. Without this first step any training the business embarks on will fail to meet its objectives and be haphazard in its implementation resulting in a failure to maximize the use of training funds.

The team at SG Corporate Training is acutely aware that small and medium businesses do not have the resources to have a dedicated training and development officer or even a proper training and development plan. While financial realities may justify this approach, a training and development plan is a necessity and should not be ignored. This is because training is not only meant to correct current weakness, but also to prepare the business for future demands. Without a systematic approach, the selected training programmes will not build on each other and may even be counter-productive.

Businesses keen on training their staff must therefore at the very least sit-down and ask themselves the following questions (in the sequence below):

1. Why do we need this training?
2. When do we need this training?
3. Where do we need this training?
4. What sort of training do we need?
5. Who specifically needs the training?

By starting with the bigger question of why and then working backwards to the who, businesses can now be sure that the training programme selected is the "right" one.

For a free non-obligatory training needs assessment, contact our training consultants via Justin[a]cwfongandassociates.com