- Key Investment Company
- SGD 380 billion portfolio, with 900 employees
- Financial
- HQ in Singapore
Facilitation
The Challenge
This Key Investment Firm had a traditional and direct approach. As the company has grown, and become more project-based, the need for innovative thinking and an inclusive approach has become more essential. A mindset shift focused on pro-actively learning and growing from every experience, was needed at every level.
The company wanted to develop the personal drive of every employee as well as theiabilityes to build trusting relationships so that there were positive interpersonal relationships across all levels in the company, and in any project work, resulting in engagement, growth, and high performance. As leaders within the organization, they also wanted them to be able to inspire the people they led, and bring about positive outcomes with continuous feedback, and performance management processes.
The company has 3 distinct job grades, and many individuals are fast-tracked through the different job grades. It was important that all employees could develop these capabilities – as an individual contributor, a supervisor and a manager. However, each job grade needed to have a slightly different focus so people could attend one workshop as a stand-alonene workshop and gain the expertise they needed, or attend all 3 levels of workshops as they were promoted and build on their knowledge, without repetition from previous workshops.
The company has a strong link with the Singapore Government as well as a social impact on the community in general. They also support many subsidiary companies. Positive relationships were vital not only within the organisation but with all Stakeholders across the whole ecosystem as well. The company has operations in 13 offices across 9 countries, with employees from around the world, and the workshops needed to be suitable for all nationalities.
Facilitation
The Solution
JET met with the learning team as well as the talent acquisition team for several brainstorming sessions and in-depth discussions about the challenges and the desired outcomes. We were then able to create a plan for a series of complementary workshops that could be rolled out for the 3 different levels.
The objectives and outlines for each workshop were shared with the HR team so they could clearly understand the content while also could envisaging the build-up of learning as people moved from one level to the next. JET created activities for each level that would allow for experiential learning and worked with the HR team to develop case studies and role plays that reflected real life at the company.
One of each workshop was piloted with a select group of participants who gave pertinent feedback so that the material could be tweaked to be as suitable as possible for everyone who attended.
The workshops were then offered at different times throughout the year so that as many employees as possible could attend.
At the end of each year, JET met with the HR team to discuss any new developments or topics that should be added to the workshops for the following year.
JET has been supporting this company and the soft-skill people development of the team members and leaders in this way for 4 years now. For example, in 2023 we incorporated the DISC behavioural assessment into the workshops to guide everyone on ways of communicating and working in a more aligned and understandable manner.
Some of the Workshops Conducted
Level 1
- Feedback is a Gift – Giving and Receiving Feedback with Ease
- Delivering performance Excellence
- Unlocking Your Potential
Level 2
- Power of Feedback as. Performance Management Tool
- Driving Performance Excellence
- Developing Your Leadership Potential
level 3
- Setting you and your team up for Success
- Effective Coaching and Mentoring
- Mastering Critical Conversations
Facilitation
The Result
There is now a set of easy actionable tools for interpersonal communication and a common language across the whole company. People are more confident in taking a proactive approach to their own development, and the development of others.
The culture of open communication to support learning and growth is developing well, and feedback is being given more readily. Leaders are developing their capabilities to bring the best out of their team members and have the confidence to have the difficult conversations knowing that this is supporting the other person’s development.
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