• consulting
  • coaching
  • training
  • facilitation

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about us
ACT human mission
to excel in delivering results-focused consulting, coaching, training and facilitation services that recognize, leverage and optimize potential in individuals, teams and organizations, while simultaneously fostering inspirational, wise leadership.

ACT human vision
to make the world a better place - interaction by interaction,
solution by solution - by helping individuals, teams and organizations
become more successful, sustainable and resilient.

successful organizational development is a result of personal and professional development.

this is why the ACT process is embedded in all we do.

the first step towards development is awareness - becoming aware of our strengths and weaknesses, and of our perceived needs and of our desired outcomes.

the second step is communication - learning to communicate our thoughts, ideas and feelings with clarity and energy, so as to enhance our ability to connect with others and to achieve our objectives and greater personal fulfillment.

the final step is transformation - there is an element of personal development in everything we do. we assist individuals with the right environment, tools and opportunities to make effective and lasting change.
ACT reliable
we have been making a success of each and every assignment – consistently, since 1997

ACT expert
highly-committed, multicultural and experienced team of senior consultants who have been with the company for many years

ACT partner
uncompromising commitment to customization at every level – clients, line managers, participants

ACT relevant
stringent train-the-trainer process, consistent learning exchange between consultants and on-going research and development aimed at searching for applications of new findings and knowledge

ACT flexible
soundly planned solutions, carefully structured delivery and the ability to adapt ‘on-the-go’ to
challenges that arise 'on-the-spot'

ACT human
we see resilience as more than just a trend and humanaging as the embodiment of a better way of doing business. there is an underlying focus on building wellness, wellbeing and sustainability in everything we do because, to us, these are issues of the highest strategic importance that directly impact organizations’ ability to adapt, build sustainable competitive advantage, be profitable and, ultimately, contribute more directly to a world where humanity and community matter more.

  • practice time makes up a big part of our programs - participants' performance is sometimes recorded/ reviewed, but always coached and/or new skills are practiced through drills until comfort zones are expanded and change is visible

  • carefully developed 'road maps' outlining step-by-step application guidelines and checklists are provided to support transfer of learning

  • participants are entitled to support via email or phone on the subject matter of the program they have attended

post-program follow-up

  • evaluation summaries are compiled for every program and used as a basis of follow-up discussions with clients via the phone or email

  • sometimes post-program follow-up takes place ‘on site’ after the program with the evaluation forms on hand
    for discussion
page 1 of 2

post-program options

whilst much can be achieved during our programs, we do realize that some individuals have a desire to take their learnings that extra step.

hence, we provide a wide suite of post-program offerings. some of the options include:

  • follow-up skills sessions - half-day programs which give participants the opportunity to apply the skills acquired during the 'base line' program and to receive additional feedback and guidance

  • individual skills coaching - personalized, focused, one-on-one sessions to deepen and extend the individual's skill levels

  • executive/ team coaching

we would be happy to speak to you about the customized options that can be made available.
page 2 of 2
A snapshot of our range of clients
banking, finance & insurance
American International Assurance
   Company, Limited
ANZ Bank
Barclays Bank Plc
Deutsche Bank
Edaw GfK Asia Pte Ltd
HSBC Private Bank
JP Morgan Chase Bank
Lion Global Investors Ltd
Merrill Lynch
Prudential Corporation Asia
Schroder Investment
   Management (S) Ltd
SetClear Pte Ltd
Swiss Reinsurance Company
TD Securities
The Great Eastern Life
   Assurance Company Ltd
The Toronto-Dominion Bank
UBS Bank

chemical, oil & energy
Chevron Oronite
Ciba Specialty Chemical
Mobil Oil Spill Response Ltd
British Council
Nanyang Technological
   University Pte Ltd
Singapore Institute
   of Management

food, beverage & fmcg
Cerebos Pacific Ltd
Danone Asia
Kraft Foods Asia Pacific
Hasbro Asia Pacific
Nestle Singapore
Unilever Asia Pacific

government & non-profit
Government Investment
   Corporation of Singapore
Hong Kong Cyberport
Ministry of Defence
Singapore Power
Workforce Development
   Authority (WDA)

it & telecommunication
Agilent Technologies
Apple Computers
Concerto Software Pte. Ltd
Dell Computers
EMC Computer Systems
   (South Asia)
Epson Singapore
Fuji Xerox Fujitsu
Harris Interactive
Hewlett-Packard Internet
   Securities, Inc
LG Electronics
Logitec Asia Pacific
Misys International
    Banking Systems
National Computer Systems
Samsung Economic
   Research Institute

The Economist Group
Thomson Reuters

ABB AMO Asia Ltd
Dyneema Dynea Singapore
Lintec Singapore
MTU Asia
Ove Arup
Philips Electronics
Schott Asia
Thales Group
Tyco Electronics
United Technologies Corporation

medical & pharmaceutical
Boehringer Ingelheim
Haw Par Healthcare Ltd
Hempel Asia Pacific
International Medical Clinic
International SOS
Johnson & Johnson
Medtronic International
Smith and Nephew

real estate/ property development
Keppel Land

Alfred Dunhill
Hugo Boss
Club Med
Hong Kong Council for
  Academic Accreditation
The McGraw-Hill Group
NES Overseas Services
Shangri-La International
Singapore Airlines
SIA Engineering Co Ltd
Singapore Turf Club
Veolia Water
our facilitators and coaches  >>   support team

ACT human’s consultants, who deliver our training and coaching programs, are specially selected for their outstanding effectiveness and inspirational qualities. Each is highly qualified in our areas of expertise. They have conducted programs and delivered solutions in Asia, the Pacific, Australia, Europe, South America and Japan.

Our consultants have undergone ACT human’s strict, intensive and rigorous train-the-trainer process to ensure they are equipped for high-quality consultation and delivery that our clients have come to expect from us.

Their expertise in needs analysis and customization of solutions is key to integrate our programs into the client organization’s existing leadership and management development model and culture, and to ensure that solutions are designed to be practical and relevant for participants and deliver excellent value to the client.

Our extensive experience in consulting interculturally allows us to successfully train, coach, design and deliver solutions anywhere required. Our consultants are also skilled in training and coaching managers and executives for whom English is not the first language.

The availability and assignment of a consultant will only be known after specific performance objectives, location, dates and language of facilitation/ coaching are determined.

our facilitators and coaches  >>   support team
main  >>   paula marcondes   >>   justine coleman   >> nicholas wai

Managing Director,
Principal Consultant & Executive Coach
(Based in Singapore)

Paula’s main areas of interest are corporate and individual resilience, 'humanagement'*, contemporary neuroscience,
performance improvement, leadership development, business communications, instructional design and wellness.
Her work is focused on using humanagment to build more resilience in organizations/ the world.

* 'humanagement' is about turning adversity into positive energy for growth by adopting, supporting, promoting and implementing
thinking patterns, behaviors, practices, policies and systems that foster wellness, learning and sustainability and, therefore, resilience.

~ Paula Marcondes


Paula Marcondes is the founder and principal consultant of ACT.
She is responsible for a team of 4 full-time staff, including a full time trainer, and associate consultants
in Singapore, Hong Kong and Tokyo.
Together they service ACT human’s clients in the Asia region. She is also an Executive Coach.

business experience

Paula has a law degree with specialization in corporate law from the University of Sao Paulo and
has studied law in Singapore through the University of London.

Prior to founding ACT in 1997 and setting up offices in Hong Kong (2004) and Korea (2006),
Paula worked as an in-house counsel for GEC Singapore (1995-1997) and Glencore Agrocomercial Ltd (1990-1993), when they were Brazil’s largest commodities trader and exporter. She set up the legal departments of both companies and provided negotiation and contract
management skills training internally.

consulting experience

Paula is an insightful and dynamic consultant with 15 years of experience in the corporate training and 4 years of experience in the executive coaching arenas conducting needs analysis, program planning, curriculum development and facilitation of programs in the areas of, leadership and management development, business communications, sales and negotiation, professional image and customer service.

She has worked extensively with key players in the IT and electronics, banking and finance, manufacturing,
education and pharmaceutical sectors - most of which are well-known multinational corporations and Fortune 500 companies - and in the public sector - with government boards and government-owned organizations.

accreditations & certifications

Coaching Foundation (ICT) by NeuroLeadership Group (former Results Coaching Systems)
Certified EQ Trainer by 6Seconds
Team Management Systems Accreditation Certificate (Work Index, Linking Skills Index, Team Performance Index,
Team Management Profile Index, QO2 Index)
Certificate in Training Management (PSB – Institute for Productivity Training of Singapore)
Power Training I and II.


Paula speaks English, Portuguese and holds a Sprach Diplom I in German. She is conversational in Spanish.
main  >>   paula marcondes   >>   justine coleman   >> nicholas wai

Facilitator, Consultant & Coach
(Based in Melbourne)

Justine's goal is to help organisations, leaders & individuals find a sustainable way
to deliver performance.

This means creating organizational structures and developing leadership skills,
which are people -focused and business-focused.


Justine is an experienced consultant and passionate facilitator with a strong focus on delivering performance
improvement through a strategic approach to developing human capital. Clients describe her as an energetic facilitator
whose sense of humour and relaxed and confident style serve to put participants at ease while holding their attention.

business experience

Justine’s areas of expertise revolve around Talent Management. She also has a particular interest in cross-cultural
and virtual work teams after spending over 10 years working in and around Asia.
Justine is fluent in Japanese and spent 3 years based in Singapore where she consulted to teams across the region.

consulting experience

Justine gained her management, consulting and facilitation expertise in a variety of senior roles
with leading-edge training and consulting organisations such as:

Team Management Systems, Asia Pacific - Manager of Asia
British Council Professional Development Centre, Singapore, - Assistant Director
DDI, Australia - Senior Consultant
Australian Institute of Management - Senior Consultant

She also brings with her real-world industry & organisational experience from roles in Tourism, Marketing & Education.

program expertise

Justine specializes in conducting programs such as Managing Performance,
Leadership & Management development, Selecting Talent, Engagement & Retention,
Coaching & Mentoring, Team Performance, Communication, Training and Presentation Skills training.


Justine has a Master of Business Administration (Major in Organisational Development),
Bachelor of Arts and a Certificate IV in Training and Assessment


Justine is a certified TMS Master Trainer (TMP, TPP, LSI, QO2, WoWV), DDI (Targeted Selection & Interaction Management), Blessing White (MPG: The Success Connection, Helping Others Succeed, Why Should Anyone be Lead by You?) and Genos EI.

Justine has worked with leading organisations and Government Departments across Australia and Asia. In Australia, she has worked with the Department of Justice Victoria, DaimlerChrylser, Australian Air Express, Guild Insurance and Financial Services, Jemena, AXA, NAB and LaTrobe University. In Asia, she has worked with HK Jockey Club, American Express, Coca Cola, Michelin, Marriott Hotels, ABN Amro, Singapore Airlines, Caterpillar amongst many others.
main  >>   paula marcondes   >>   justine coleman   >> nicholas wai

Coach & Facilitator
(Based in Hong Kong)

Nicholas' main areas of interest are in the development of greater self-awareness, personal passion and values, and work-life integration in achieving personal, career, and organisational transformation. His work helps clients thrive at work and life with joy and confidence.


Nicholas Wai has been an independent coach and facilitator in his native Hong Kong since graduating from the University of Sydney with a Master in Organisational Coaching in 2010. He works with multinational and local organizations as well as small business owners and individuals in enhancing personal and professional effectiveness among other areas. Complementing his work Nicholas is active in promoting coaching in the community, as the corporate secretary and event organiser of the International Coach Federation – Hong Kong Chapter, as well as an active member and event organiser of the Hong Kong Coaching Outreach.

business experience

Nicholas has more than ten-years experience in various management positions in leading teams and managing P&L at HSBC (Hong Kong) and as Finance Director at his family textile and garment business in Indonesia. He was also a teaching assistant at London Business School after graduating from its full-time MBA in 2007, working with Professor Srikumar Rao in his
highly regarded personal development course Creativity and Personal Mastery.

consulting experience

Nicholas works with various international training and coaching companies in coaching, creating and facilitating workshops for various clients in Hong Kong, including major power, telecom, and transportation enterprises, as well as various government agencies. Topics covered include team effectiveness, inter-generational communication, personal motivation and well-being, and change management. Nicholas also coaches individual clients on personal and professional development issues including career development, work-life integration, interpersonal effectiveness, and personal vision.

Zeal Asset Management Limited, Teresa Ho, Chief Operating Officer said:
" Nick was engaging, and everyone feels comfortable in participating. Our CEO said the workshop provides a good forum for them to discuss how each of them can improve in their presentation. I guess within our company, we sort of know what the issues are, but sometimes you just need an external facilitator to guide us through the discussion and provides structural solutions."

accreditations & experience

• Master in Organisational Coaching from University of Sydney – 2010
• Master in Business Administration from London Business School – 2007
• Qualified 4-D Systems Consultant, Coach & Facilitator (for team development) – 2011
• Certified HoganDevelop Practitioner – 2010
• Chartered Financial Analysts (CFA) – 2003
• CPA Australia – 2001


Nicholas speaks English, Cantonese, and Mandarin.

skills development

I have attended many training programs before on presentation skills, but the only one that really stuck in my mind, was the training conducted by ACT on Powerful Presentation skills. I find that it had a lot of impact, was very powerful and well organised and can be applied in any presentation. I have personally seen the improvement in myself and used the skills that I learned very frequently. corina tan, director customer experience and care, dell computers
overview glue programs case studies
improve performance and thrive in the position that you currently hold as well as in your future
personal and professional prospects
ACT skills development solutions and interventions are designed/customized to help individuals gain the knowledge and skills that will support them in demonstrating the behaviors that can help them improve their performance and thrive in the positions that they currently hold as well as in their future prospects on professional as well as personal levels.

we offer skills development solutions in the areas of:

business writing
change – awareness/ openness to
consulting/ influencing
creativity/ innovation
customer service
 intercultural communication
 interpersonal communication
 personal productivity & effectiveness
 professional image, etiquette & branding
 talent management
Participants, line managers and clients often tell us that our programmes stick. They say that confidence levels increase and that skills learned are transferred to the workplace and even to participants’ own lives. We believe that this is the result of our 7-pronged approach to training:
to customization

Customization takes place at every level - client, line manager, participants - to ensure that examples are relevant and objectives are aligned with the organization's strategic goals and individual development needs.
our team
multicultural team of senior trainers from diverse professional backgrounds who are passionate, casual yet professional, have great sense of humor and have been with the company for many years
solid curriculum
carefully planned and soundly structured curriculum to ensure that all agreed performance objectives are met
dynamic flow
flow is structured yet fun, dynamic and flexible when necessary - consultants are experienced enough to be able to adapt 'on-the-go' to challenges and new development needs 'thrown' at them 'on-the-spot'
personal development
we include elements of personal development in all our programmes - if participants benefit personally from what is being learned, organizations will also benefit
stringent ttt
our trainers go through a stringent train-the-trainer process (ttt) when they join us to refine existing facilitation skills and practice the application of neuro linguistic programming (nlp) and accelerated learning (al) techniques so as to enhance their ability to involve and inspire participants
ongoing r&d and
learning exchange

on-going research and development (r&d) aimed at searching for applications of new findings and knowledge to be shared with our team of consultants

skills development offerings
An overview of the courses we offer
ACT business writing series
ACT consulting & Influencing series
ACT creativity & Innovation series
ACT customer service series
ACT intercultural communication series
ACT interpersonal communication series
ACT media communication series
ACT negotiation series
ACT personal productivity & effectiveness series
ACT presentation series
ACT professional image, etiquette & branding series
ACT sales series
ACT talent management series
ACT train-the-trainer
page 1 of 4
ACT business writing series
fundamentals of professional business writing
powerful proposal writing
power email

ACT consulting & Influencing series
high impact consulting skills
interpersonal influencing skills

ACT creativity & Innovation series
innovate problem solving
unleashing creativity
ACT customer service series
delighting your customers
learning from service breakdowns

ACT intercultural communication series
communicating acrosss differences
doing business effectively series:
china, japan, singapore

ACT interpersonal communication series
assertive communication skills
communicating with confidence
effective communication & interpersonal skills
page 2 of 4
ACT media communication series
media interviewing skills
moderating panel discussions

ACT negotiation series
strategic negotiation skills – basic & advanced levels

ACT personal productivity & effectiveness series
mindfulness based stress reduction (mbsr)
emotional intelligence
personal & interpersonal effectiveness – exploring
the 5 core tenets for success
proactive time, energy & stress management
ACT presentation series
powerful presentations – basic, intermediate &
advanced levels
powerful presentations – one-to-one coaching
powerful presentations – team certification programme
pitch coaching for individuals and teams
page 3 of 4
ACT professional image, etiquette & branding series
business etiquette – int'l business etiquette, china, japan, south east asia
dining etiquette - int'l business etiquette, china, japan, south east asia
networking & small talk
politics smart & organizational savvy
professional dressing & grooming
ACT sales series
professional selling skills
telesales & teleprospecting skills

ACT talent management series
strategic interviewing skills
performance appraisals for better performance
career management skills
inspiring & retaining your generation y talent

ACT train-the-trainer
page 4 of 4
background  >>  antidote  >>  result
recently (Feb 2011), we were approached by one of our clients who is a major powerhouse in the banking and finance industry to work with their MD for Singapore and a small team of business heads. Aside from their functional roles, this group of individuals was expected to be able to speak to the media and eloquently articulate the organization’s vision and business strategies in the financial domain. Having newly established themselves in Singapore after a major restructuring in other parts of Asia Pacific, their stability and motives were being questioned and they were receiving much flak, thereby affecting investor and client confidence. To add to the challenge, despite the seniority of the team, many had never even faced the media, let alone be able to navigate it’s complex and unforgiving environment.
page 1 of 6
background  >>  antidote  >>  result
through meetings, interviews, questionnaires and studying our client’s media policy, we were able to establish a clear picture of what was important for our client to get across to the media and the public. Hence we worked very closely with the team in helping them devise strategies and tools to position their message and offerings with clarity and poise. The team was coached through highly customized media interview role-plays to word their messages carefully, artfully deflect questions that posed a potential danger, adapt to various journalist styles and at all times ensure that their talking points and key messages were clearly expressed.
page 2 of 6
background  >>  antidote  >>  result
the team was able to face the media undaunted and more importantly, exude the credibility and clarity that was so vital for our client’s success in Singapore. News of their new found confidence and competence reached one of their main offices in London and we were subsequently requested to run similar sessions for the team there. We have since worked with this client on a number of related areas and are continuing to extend our support and expertise in the area of media skills.
page 3 of 6
background  >>  antidote  >>  result
last year (2010), we were approached by a long-time client of ours to provide a sales and customer service training that would enable their team to better respond and anticipate the needs of a rapid changing marketplace.
page 4 of 6
background  >>  antidote  >>  result
we proposed a two-day sales and customer service workshop with an emphasis on emotional intelligence and interpersonal influencing skills. The focus was on the psychology of selling rather than just on sales techniques. Participants had ample opportunities to practice their learning through video role-plays and their reviews.
page 5 of 6
background  >>  antidote  >>  result
here is what participants had to say:
This program was so timely because of the rapid change in our market. We needed to develop a new mindset to deal with the changing environment. I was so surprised to see the word "emotion" in a business context, but it makes so much sense to better understand people's thoughts and emotions when we interact with others and make decisions. Ms. Kawasaki's made the course so interesting, using many examples, that it was easy for me to grasp complex concepts.
page 6 of 6

team development

I had a great time at the training. It helped me to have better understanding of ‘team’ and how I need to be in our team.
ha eun-young, korea
work collaboratively with others within diverse teams, work groups and across the organization and
cultures to achieve common goals and synergistic results
ACT team development solutions and interventions are designed/customized to assist teams at all levels, from start-up to mature, to achieve optimal/ synergistic teamwork.

we do that by equipping individuals with the knowledge and skills that translate into behaviors that allow people to work collaboratively with others within diverse teams, work groups and across the organization and cultures to achieve common goals and positive results.

this involves creating an awareness of own and other’s strengths and limitations, work preferences and – at a higher level – subverting personal needs to meet group needs.
team development offerings
An overview of the courses we offer
ACT teambuilding workshops
(off-site meetings corporate incentive events)
ACT team development series
highly-customized programmes that generally form part of an on-going team or leadership development approach and often involve the use of team management systems profiles, exploration of different aspects of skill and/or leadership development and facilitation of carefully selected activities
ACT facilitation
cross-functional teams senior leadership teams
page 1 of 2
ACT teambuilding workshops
customized events that do not necessarily form part of an integrated/ on-going team development approach and consist of high-energy activities that are carefully selected to meet event objectives

ACT team development series
developing team synergy
personal effectiveness for team members:
online module
team development skills for managers
ACT performance leadership series
strategy development
team coaching
ideation workshops
business facilitation
page 2 of 2
Partnership with team management system (tms). All our consultants are tms accredited and often we choose to integrate their instruments into our coaching and team/leadership development programmes. tms is recognized as the foremost integrated system of work-based, research-proven assessments worldwide - supporting effective positive and lasting change and higher performance in the workplace
benefits - using tms instruments:

team development
shows how key work areas fit together and the need for activities to be linked together
allows team members to see clearly how the team maps onto a researched model of team effectiveness and what areas may need to be addressed

personal development
enhances self-awareness – the foundation of sustainable team and leadership development
provides practical feedback and insights on work preferences, leadership strengths and risk-orientation
page 1 of 2
leadership development
enhances understanding of what motivates people at work
provides practical feedback on individuals, jobs and team performance
provides complete overview of how people are working together

4 reasons why tms instruments work
simple - distills extensive research into some simple, universal models
practical - generates work-focused, simple and practical language
proven - the tms approach has been reviewed by the British Psychological Society and has been used by over a million people in companies all around the world integrated - provides a versatile suite of feedback tools – it keeps development on the agenda as it fosters on-going process
page 2 of 2
team development
case study 1
case study 2
background  >>  antidote  >>  result
This partnership, that is still on-going, started in mid-2009 when we were approached by a company undergoing a major transition in its focus, branding and market position. The company was moving from a functional, engineering, internally-focused organization to a matrix, externally-focused organization. This change posed challenges for the management team - the perception that the management team was not unified, some continuing communication / competition issues between a couple of departments, leadership of the management team and individual differences that existed between team members.
page 1 of 6
background  >>  antidote  >>  result
A 1-day 'break out' program for the management team centered around the Team Management Profile © was proposed. Participants were asked to complete a questionnaire which addressed such areas as how individuals relate to others, individual approaches to information gathering and application, preferences in relation to decision-making and organizing, as well as individual work preferences. By becoming aware of the key functions that need to be covered for a team to work well, participants became more aware of the strengths and weaknesses of their team - what was working, what could be done better, were there issues that were being over-looked? The instrument also highlighted the diversity that is necessary for a team to function well and provided avenues to navigate these differences to ensure better understanding within the team. Using the terminology associated with the instrument provided a neutral, less emotionally-charged starting point for discussions.
page 2 of 6
background  >>  antidote  >>  result
The team gained a better appreciation of not only each other, but some of the functional requirements of their new organizational environment. Since this initial run, the entire organisation has undergone this programme and it now forms a key element of the orientation process for new joiners. Here is what team members had to say:
A very constructive and engaging process to understand/advance team dynamics in a sensitive/ progressive way.

Jenny is very pro-active in understanding our needs and has been able to meet our training objectives with a customised solution.
page 3 of 6
background  >>  antidote  >>  result
We were approached by a world leader in framework and scaffolding technologies to work with their senior management team. The team comprised heads of various business units, with different cultural backgrounds who held very entrenched positions about the way tasks needed to be performed and information disseminated across teams. This naturally had led to cross functional tension and eroded the trust and collaborative spirit needed by the team to synergize effectively.
page 4 of 6
background  >>  antidote  >>  result
We sat down with the MD of the team and developed an in-depth understanding of the various functions, the goals that needed to be achieved and the various personalities involved. After a careful analysis we proposed a highly customized facilitation format: The World Café. Recognizing that a successful solution would need to come from WITHIN the team, we got them to brainstorm 3 broad topics, each with 3 sub-topics that were pertinent to their success. With the MD, we had constructed these topics and subtopics ahead of time. The café format, interspersed with customized games and activities, encouraged a relaxed and more open atmosphere and prompted individuals to speak and listen more freely.
page 5 of 6
background  >>  antidote  >>  result
By the end of the 1.5 days, the team had begun to see from one another's perspectives a little more and embraced the fact that diversity was not the enemy, but a sophisticated ally that needed to be carefully leveraged through open and empathetic communication. The team had come up with a list of concrete action plans to enhance accountability, communication and team work. Having worked through a lot of the negativity that was stifling meaningful collaboration, the team is more poised today to confront tasks and challenges that relate directly to the performance of the organization. We are in fact planning to run the same workshop with other teams within this organization, following the immense success with the senior management team.
page 6 of 6

leadership development

  Excellent! Excellent! Excellent!
brian flannigan, regional marketing manager ciba specialty chemicals china
achieve your strategic objectives and support individuals and teams to create sustainable
competitive advantage
ACT leadership development solutions and interventions are designed/customized to prepare leaders to support their organizations to achieve their strategic objectives.

most importantly – ACT leadership development solutions equip leaders to support the individuals and teams within their organizations to create sustainable competitive advantage by working consciously to develop resilient cultures, systems and policies.

we offer leadership development solutions in the areas of:
inspirational leadership
performance leadership
strategy planning
strategy implementation
leadership development offerings
ACT leadership programs are designed to prepare leaders to support their organizations to achieve their strategic objectives. Most importantly – ACT leadership programs equip leaders to support the individuals within their organizations and teams to create sustainable competitive advantage by working consciously to develop resilient cultures, systems and policies.
An overview of the courses we offer
ACT leadership programs prepare you to:
ACT inspirational leadership series
ACT performance leadership series
ACT strategy planning series
ACT strategy implementation series
ACT management development series
ACT talent management series
page 1 of 4
ACT leadership programs prepare you to:
inspire your team to deliver results and operate at an optimal level
support your team to change and manage change from inside out
articulate your organization’s strategic vision
develop effective decision-making skills
improve your negotiation techniques and effectiveness in key managerial areas
ACT inspirational leadership series
situational leadership & leadership styles
leading with purpose – clarifying vision & core values
the authentic leader – aligning values, intentions
& behaviour
speaking to inspire
page 2 of 4
ACT inspirational leadership series
coaching for performance (coaching skills for leaders
& managers)
organizational design coaching
team coaching
executive coaching
wellness coaching
ACT strategy planning series
core values, vision & mission clarification
- facilitated workshops
creative problem solving & decision making

ACT strategy implementation series
leading change
emotional intelligence
facilitation skills for leaders & managers
media interviewing skills
page 3 of 4
ACT management development series
conflict management skills
effective meeting skills
effective management communications
managing across differences
proactive time, energy & stress management
strategic negotiation skills
team management skills
ACT talent management series
strategic interviewing skills
performance appraisals for better performance
career management skills
inspiring & retaining your generation y talent
page 4 of 4
Partnership with team management system (tms). All our consultants are tms accredited and often we choose to integrate their instruments into our coaching and leadership/team development programmes. tms is recognized as the foremost integrated system of work-based, research-proven assessments worldwide - supporting effect positive and lasting change and higher performance in the workplace
benefits - using tms instruments:

team development
shows how key work areas fit together and the need for activities to be linked together
allows team members to see clearly how the team maps onto a researched model of team effectiveness and what areas may need to be addressed

personal development
enhances self-awareness – the foundation of sustainable team and leadership development
provides practical feedback and insights on work preferences, leadership strengths and risk-orientation
page 1 of 2
leadership development
enhances understanding of what motivates people at work
provides practical feedback on individuals, jobs and team performance
provides complete overview of how people are working together

page 2 of 2
background  >>  antidote  >>  result
This partnership with a major global player in the finance industry - that is still on-going - started in April 2005. In 2005/6 we delivered programmes for them in the areas of personal and interpersonal effectiveness and interviewing skills. Then, in April 2007 they approached us seeking to develop a more modular and linear path of professional growth for their employees.
page 1 of 3
background  >>  antidote  >>  result
A comprehensive development programme that consisted of two general strands. The Individual strand contained a suite of modules aimed at raising self-awareness and building required skills. The people managers strand focused on getting the best out of others. The modular nature of the solution meant that each module complemented and built upon each other providing a clear and consistent path of development.

Between Jun 2007-Oct 2008 we delivered modules in the areas of personal and interpersonal effectiveness, strategic decision-making and effective time and stress management under the personal strand, and modules in the areas of team management skills and strategic interviewing skills under the people managers strand. Additionally we offered an option of individual coaching. The people managers strand modules leveraged on the elements explored in the Individual strand modules, elevating and applying them to a broader context.
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background  >>  antidote  >>  result
The feedback we have been consistently receiving over the past 6 years is that skills learned are transferred to work and the on-going partnership has impacted the organization’s culture positively. In 2009/10 we delivered customized Leadership Excellence programmes consisting primarily of role-plays related to the nominated areas of need - targeted at leaders and mid-level managers. And the relationship continues…
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resilience development

The trainer was very clear and gave us all the opportunity to express our views, opinions. A good listener too!!! Bravo! Good choice of words, her rhythm and style of presentation enabled her to have captive audience. Everyone participated and had fun – at the same time, learning all the necessary skills we needed. mohamed ghazali amin ali, human resource manager

create organizations and communities where human beings feel fully engaged, productive and healthy
resilience is an issue of the highest strategic importance to organizations as well as countries.

ACT resilience development offerings are about using humanagment approaches to build more resilience in individuals,
organizations and the world. In other words:
resilience is the ‘WHY’
humanagement is the ‘HOW’
everyone in the organization is the ‘WHO’
the competencies in our competency model - wellness being one of them - are the ‘WHAT’
and the FOUNDATION that supports this change to take place, without which it could not happen in real and sustainable ways, is mindfulness

'resilience' is a state of being that can be consciously developed, in which one is able not only to survive, but thrive in the face of change, adversity and chaos. it is the product of a mindset of wellness, sustainability and learning, generated at physical, emotional, mental and spiritual levels and reflected through specific behaviors.(1)

‘humanagement’ is about turning adversity into positive energy for growth by adopting, supporting, promoting and (2)
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implementing thinking patterns, behaviors, practices, policies and systems that foster wellness, learning and sustainability and, therefore, resilience.

research shows that employee engagement translates into higher levels of productivity, increase in operating income and growth in earnings per share(3). humanagement approaches lead to fully engaged and productive human beings and the development of sustainable competitive advantage as a result.

ACT resilience development offerings are designed to help:
individuals increase and renew their levels of energy and enhance their ability to integrate work and life in more meaningful and sustainable ways
leaders and managers build their humanagement skills
organizations create sustainable competitive advantage in increasingly turbulent conditions
government boards/ governments renew the value they offer to their employees/ the community in increasingly fast-paced environments

(1), (2) Paula Marcondes
(3) 2008 Towers Perrin Global Workforce Study of 90,000 employees across 18 countries
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resilience development offerings
designed to help individuals improve their ability to integrate work and life in more meaningful, healthier, fulfilling and sustainable ways and for organizations to create sustainable competitive advantage in increasingly turbulent conditions
An overview of the courses we offer
ACT resilience assessments
ACT resilience workshops
ACT system-wide initiatives
ACT coaching
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ACT resilience assessments
norm-based reports - ACT resilience development scale available online
confidential used to identify resilience level and areas
of risk
baseline for interventions – helps identify teams or work groups that might be risk areas by focusing on and plotting specific behaviors and outcomes

ACT resilience workshops
bridging the resilience gap (brg)
mindfulness at work (maw)
ACT system-wide initiatives
large scale organizational culture alignment
ACT resilience assessments
bridging the resilience gap workshops
ACT skills development programmes
"Happy, healthy, engaged team members create an environment that is a great place to work," she says, "even though it might seem weird to sit on a mat in the middle of a conference room."
mikisha nation, human resources department, retail giant target quoted in 'the mind business', financial times, saturday august 25/ sunday august 26 2012
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Why is developing resilience important for an organization?
More than education, more than experience, more than training, a person’s level of resilience will determine who succeeds and who fails. That’s true in the cancer ward, it’s true in the Olympics, and it’s true in the boardroom.
dean becker, ceo of adaptiv learning systems

For every $1 spent on wellness programs, employers can expect an average return of $3.50.
US department of health and human services

... 83% of participants said they were 'taking time each day to optimise my personal productivity' - up from 23% before the course (mindfulness at work). 82% said they now made time to eliminate tasks with limited productivity value - up from 32% before the course. Among senior executives who took the course, 80% reported a positive change in their ability to make better decisions, while 89% said they became better listeners.
janice maturano, deputy genral counsel, general mills (the company behind cheerios cereal and haagen-dazs ice cream) quoted in 'the mind business', financial times, saturday august 25/ sunday august 26 2012
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Programs that motivate individuals to increase physical activity save organizations approximately S$900 per person annually.
2003, welcoa

42 published studies on worksite health promotion programs showed:
28% reduction in sick leave absenteeism
26% reduction in health costs
30% reduction in workers’ compensation and disability management claim costs
chapman, 2003, the art of health promotion

A major study of organizational effectiveness conducted by Right Management that surveyed nearly 30,000 employees worldwide found compelling evidence linking health and wellbeing to employee engagement, organizational productivity, talent retention and creativity and innovation.
marcondes, 2011, bridging the resilience gap
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to us coaching is not only about achieving goals, but also about personal discovery and achieving one’s personal best, be it professionally or personally
background  >>  antidote  >>  result
Early this year one of our clients from the banking industry - who had been through many training programs and had many skills in place - was ready to embark on a personal coaching journey with us. He wanted answers on how to move forward at work and in life with more fulfilling options, and wanted to ensure that he was exploring his full potential while planning for the future.
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background  >>  antidote  >>  result
We started with a trial session so coach and coachee could test chemistry and the coachee could learn more about coaching - what it is, what it is not, the coaching process, the challenges, the outcome and the gains. Being open and ready for coaching, our client embarked on a 12-session coaching journey working towards achieving 3 specific goals. At the same time, the client wanted to work on improving his diet. We assisted him in evaluating his current diet and current choices, while bringing awareness of the options he has for optimal nutrition. The client is now empowered to make better choices and live the life he wants.
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background  >>  antidote  >>  result
This is how the client summarizes his coaching experience so far: "The coaching sessions with Cristina have been a great inspiration. I felt comfortable with Cristina from the start, and I felt at ease with the concept she introduced from the outset. The sessions are well structured, challenging, rewarding and focused – I feel that I have benefitted from each and every session. What is particularly interesting is the process of continuation. We do not start on new and unrelated discussion points, but Cristina manages to challenge me to continuously progress on every single goal set at the beginning. Through this approach, I have to keep an open mind, remain flexible to discover new aspects of the goals I set."
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The coaching sessions have been a great inspiration. The sessions are well structured, challenging, rewarding and focused – I feel that I have benefitted from each and every session. What is particularly interesting is the process of continuation. We do not start on new and unrelated discussion points, but my coach manages to challenge me to continuously progress on every single goal set at the beginning. Through this approach, I have to keep an open mind, remain flexible to discover new aspects of the goals I set.
senior banker
what is coaching?

The International Coach Federation (ICF) defines coaching as partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential.

Coaching honors the client as the expert in his/her life and work and believes that every client is creative, resourceful, and whole.

As a result of coaching, individuals can produce exceptional results and create positive change by maximizing professional and personal challenges and opportunities.
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what coaching is not
Coaching is often mistaken for consulting, mentoring and counseling. It’s important to clarify coaching boundaries:

Coaching is not a remedial tool. Many people who hire coaches are already successful and use coaching as a tool to attain that next level of success.
Coaching isn’t about giving people advice nor giving answers. It's about helping people discover solutions that will move them forward. We do not need to be experts in their chosen topic or work, only they should be the expert.
Coaching isn’t just a great conversation. Coaching sessions are enjoyable and based on trust and sharing, but they are part of the process that facilitates deep learning, lasting change and the motivation to challenge oneself.
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why coaching
individuals, teams and organizations can benefit from the support of an independent sounding board and a sequential, mind-based, continuous process to help them better utilize their development potentials. Development takes place inside out.
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clarify priorities and development areas
establish vision, goals and design a plan of action with timelines
connect with deepest motivators and learn how to change
support client to be accountable for vision and goals
keep client in action so changes can happen faster
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over the phone or face-to-face
Coaching over the phone is growing each day. Many people find this hard to believe and are hesitant to try phone coaching, but coaching is very effective when delivered over the phone. This preference and effectiveness for phone coaching happens for several reasons:
Time saving for client, as they do not need to commute to the coach’s office.
Clients can have their coaching sessions even when traveling abroad, suitable for executives with regional roles.
Both the client and the coach can preserve clarity of distance and maintain a professional based relationship. As there is trust and sharing, often friendships arise and this can interfere in the effectiveness of the sessions. The coach must be able to challenge the client and hold them accountable for their actions and progress in the coaching process.
Clients may feel more comfortable sharing sensitive issues over the phone, where they can deal with their comfort at a greater level.
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trial session
Our coaches are available to conduct a 1-hour free trial session so interested clients can discuss their needs, clarify on how coaching works and if coaching is something they would like to pursue as well as test chemistry with the coach.

Trial sessions can be conducted either face-to-face or over the phone, upon the client and coach’s availability.
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Clients tell us that our sessions are inspirational, well structured, rewarding and focused and that they feel challenged to continuously progress on every single goal set at the beginning of the process. We believe that this is the result of our 7-pronged approach to coaching:
our coaches are committed to pursuing carefully laid-out certification pathways and we abide by the rules and guidelines and are members of the international coaching federation (icf) - this reinforces the seriousness and quality of our work
more than 3 years of coaching experience and previous business and consulting experience enables each one of our coaches to work successfully with clients within complex organizational systems who are used to high impact, results-focused interventions and who require strong coaching, robust reporting, effective measurement tools and a high level of flexibility
personal development
coaching, to us, is not only about achieving goals but also about personal discovery and achieving one’s personal best - be it professionally or personally
we utilize science-based, process-focused, outcome-driven methodologies that draw on the field of neuroleadership to help organizations and individuals facilitate positive change
an underlying focus on wellness, wellbeing and sustainability guide each step of the coaching process as we aim to support our clients to find greater balance and sense of fulfillment
on-going research and exchange with other coaches and coaching organizations aimed at searching for applications of new methodologies and knowledge
learning exchange
our internal working and communication systems support the exchange of learning between our consultants and across areas of expertise – this reinforces our commitment to deliver highly customized and relevant solutions


coaching offerings
ACT executive coaching
supports the creation of goals in the workplace, in line with the company strategies , mission and vision
provides support, an objective view and honest feedback
supports sustainable peak performance
ACT personal coaching
supports the creation of goals in personal areas (life, relationships, health, finance, career, community, etc)
enables the creation of long-term habits that support goal achievement
facilitates greater self-awareness

ACT wellness coaching
supports you to be accountable for your wellness vision and goals
keeps you in action so you can make changes faster than you ever could on your own
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ACT team coaching
supports team members and leaders to be accountable for the team’s vision and development goals supports and accelerates the process of team
development facilitates team interaction and sustainable peak performance
ACT organizational design coaching
helps you anticipate potential weaknesses in business strategies/ model helps you develop systems that support adaptability, innovation wellness and resilience
helps you recognize biases, rethink assumptions and take a fresh look at your organization’s values, purpose and objectives helps you achieve sustainable competitive advantage
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background  >>  antidote  >>  result
in 2010 we were approached by a client who we have been servicing for the past six years to provide executive coaching for three of their senior executives who had not been in senior positions for long and needed to develop a new mindset as leaders in the organization and also leadership communication skills for impact.
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background  >>  antidote  >>  result
we proposed three 16-hour one-on-one custom coaching programmes for each of the executives. Goals were set based on their perceived coaching needs, their supervisor's input, and the coach’s observations. Team Management Profile © (TMP) was used in each case as the program's assessment tool in order to help the coachees objectively understand their preferences and attitudes toward work.
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background  >>  antidote  >>  result
this is what the coachees had to say at the end of their coaching programmes:

executive 1 - Each coaching session was filled with new discoveries about myself as a leader in an organization, making me realize there was so much more to being a leader than carrying out the duties of the position. As a result of the coaching, I am a better communicator because I have learned to understand myself and others, especially how others would like to be treated.

executive 2 - Through the coaching programme, I have explored answers to a wide range of questions with the help of Ms. Kawasaki as my coach. She made it easier for me to organize my thoughts and come up with my own answers to what type of leader I aspire to be. Coaching has definitely helped make sense for myself of what I had previously read about leadership and understood superficially. The two-way communication on the subject brought the concept of leadership to life.

executive 3 - Coaching has pushed me to open my mind to explore beyond what I used to consider a leader should be. I realized how important it is to maintain my mind, body, and spirit healthy and to be present. I will always look for ways to improve the way I do things and grow on a personal level as well.
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ACT human competency matrix
wellness & wellbeing (sm)
innovation (ar)
client focus (ar)
professionalism (ic)
oral & written communication (ic)
workforce management (lphpc)
decision making (psp)
continuous learning (sm)
listening, understanding
& responding (ic)
creative thinking (psp)
planning, organization & time
management (ar)
information seeking & probing (psp)
managing expectations (ic)
influencing (ic)
negotiation (ic)
result orientation (ar)
EMOTIONAL RESILENCE (indiv/team/dept/org)
emotional intelligence (sm)
adapability (sm)
relationship building
& networking (ar)
teamwork & cooperation (ic)
stress management (sm)
conflict management (ic)
authenticity, personal credibility
& purpose (sm)
strategic thinking (psp)
visioning & strategic direction
developing others & motivating
coaching (lphpc)
leveraging diversity (lphpc)
change leadership (lphpc)
team leadership (lphpc)
consulting/ influencing
creativity/ innovation
customer service
personal productivity & effectiveness
professional image, etiquette & personal branding
talent management
team development
inspirational leadership
performanace leadership
strategy planning
strategy implementation
resilience level & areas of risk
development of core resilience skills
skills, team, leadership,
resilience development and
coaching suites of offerings
how to use our competency model
our competency model (dictionary and matrix) can be used for a variety of purposes including recruitment and staffing, learning and career development and performance management.

we trust that you will find them especially useful when it comes to identifying training needs as well as suitable development solutions.
how to use this competency model – a few ideas
clarify training needs
select the most relevant development solutions
career development
performance management
recruitment and staffing

how do we define the term ‘competency’?
observable abilities, skills, knowledge, motivations or traits defined in terms of the behaviors needed for an individual to achieve professional and personal success

how are our 30 key competencies arranged?
in terms of how they support the development of personal, team and organizational resilience at 4 levels throughout our 5 suites of offerings -
leadership, team, skills, resilience development and coaching:
~ Level 1 - physical/ political resilience
~ Level 2 - mental/ cognitive resilience
~ Level 3 - emotional resilience
~ Level 4 - spiritual/ strategic resilience

ACT human
driving resilience
training tools

at times it is vital to assess individual preferences and reveal critical dynamics to ensure that performance objectives are achieved and, ultimately, to enable the development of high-performance in the workplace.

in times like these we choose to integrate the following tools into our programs:

1. team management systems
   team management profile (tmp™)
   obstacles-opportunity quotient (qo2™)

2. interpersonal influence inventory (iii™)

3. the platinum rule®

3. subarctic survival situation (sss™)

training tools

team management systems

all our consultants are tms-accredited and often we choose to integrate their instruments into our programs.

tms is recognized as the foremost integrated system of work-based, research-proven assessments worldwide - supporting effect positive and lasting change and higher performance in the workplace

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benefits of using tms instruments

team development
shows how key work areas fit together and the need for activities to be linked together
allows team members to see clearly how the team maps onto a researched model of team effectiveness and
what areas may need to be addressed

personal development
enhances self-awareness – the foundation of sustainable team and leadership development
provides practical feedback and insights on work preferences, leadership strengths and risk-orientation

leadership development
enhances understanding of what motivates people at work
provides practical feedback on individuals, jobs and team performance
provides a complete overview of how people are working together

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training tools
team management profile (tmp™) provides constructive, work-based information outlining an individuals' work preferences and the strengths that he/she brings to a team.

work preferences are explored in terms of:
how an individual prefers to relate to others
how an individual gathers and uses information
how an individual makes decisions
how an individual organizes him/herself and others
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the tmp™ highlights an individual's major and related areas of work preferences, including information
focused on:
individual and leadership strengths
interpersonal skills

....essential information for developing individuals and teams

in addition, 'areas for self-assessment and key points of note' enable an individual to develop focused action-plans and improve performance.

information on linking helps team members understand how best to communicate with each other.

norm data is included for comparison of individual work preferences with those of managers worldwide.

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training tools
the opportunities-obstacles profile (qo2™) is a unique instrument measuring people's inherent approach to risk. it assesses the balance of energy they are likely to put into seeing the opportunities or seeing the obstacles.

an opportunities-obstacles quotient is calculated which enables comparison of team members' risk acceptance levels. the qo2™ and related feedback is calculated from an individual's response to fifty questions. the information provides an effective starting point for discussions regarding personal and team development.
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the risk-orientation model

five subscales form the basis of the qo2™ methodology and comprise the risk-orientation model. all scales have undergone a rigorous research program and have high face validity and utility for managers and their teams. the five subscales are:

MTG energy - how much energy you put into 'moving towards your goals'
multi-pathways - the extent to which you find ways around obstacles
fault-finding - how good you are at seeing potential obstacles
optimism - the extent to which you expect positive outcomes
 time-focus - a measure of your psychological time and your orientation to the past, the present or the future

the qo2™ profile is invaluable for:
personal development
 team development
 change management
 conflict resolution
 finding ways around obstacles
 potential obstacle analysis

the opportunities-obstacles profile and the team management profile together give five-factor feedback to rival the best clinical personality instruments. the difference is the focus placed on work. you will learn how to harness your own uniqueness and to get the most out of your work life.

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training tools
the interpersonal influence inventory (iii™ ) is a communication assessment for employee and management development training that identifies 1 of 4 influence styles: open aggressive behavior, concealed aggressive behavior, assertive behavior and passive behavior.

research shows that assertive behavior improves individual and organizational performance. the interpersonal influence inventory is an assessment that has helped thousands of professionals assess their personal influence style, learn how they "come across" to others, and work toward becoming more effective communicators.

based on an assertive behavior model, the interpersonal influence inventory measures openness of communication and consideration for others.

the core of the iii™ is derived from leadership and persuasive communication literature. the literature suggests that direct expression of one’s views, coupled with consideration for others, can help improve individual and organizational functioning. when one attempts to influence another, two dimensions of behavior produce an influence style. the dimensions of behavior are openness in communication and consideration for others.
training tools
mastering one important skill - adaptive communications - will help you become a charismatic, effective leader that others want to follow, a top-producing sales professional and/or improve your personal relationships.

have you ever wondered why you hit it off with some people immediately, while with others it's like oil and water?

that is because there are four primary behavioral styles - directors, thinkers, relaters and socializers - each with a very distinct and predictable pattern of observable behavior.

the observable behaviors are across two dimensions – openness (open versus guarded) and directness (direct versus indirect). once you understand these patterns, you have the key to unlock your ability to connect with and communicate successfully with nearly anyone.

completing the platinum rule online assessment only takes 3-5 minutes to learn what makes you tick.

once completed, you will receive your in-depth platinum rule report describing your behavioral tendencies in your interactions with others at work and in social settings.
training tools

the subarctic survival situation (sss™) provides a unique opportunity to quickly and objectively measure whether your groups are achieving synergy—as well as demonstrate this otherwise elusive concept.

synergy occurs when the interactive efforts of two or more people produce a solution that is superior to their independent solutions. by measuring the quality of both individual and team performance on a single task, this simulation allows groups to quickly calculate the extent to which they are fully utilizing their resources—and doing so in a way that achieves synergy.

unique characteristics of the sss™
establishes a constructive, team-oriented atmosphere
strengthens members' rational and interpersonal problem-solving skills
demonstrates and promote synergy within groups
improves the efficiency and effectiveness of individual and group decision making


In addition to customized in-company training, facilitation and coaching solutions, we also offer some of our programs for open enrollment.

In Singapore, we have also been collaborating with the Singapore Institute of Management (SIM) for over 10 years to offer some of our programs for open enrollment to professionals. These long-running programs are among some of the most popular at SIM.

Join our classes, or contact us about our our in company solutions where we also cater to small group and individual training and coaching.

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• The course will be confirmed when the minimum class size is achieve, at least 2 weeks prior to the workshop date unless otherwise informed.
• A confirmation email will be sent to you once the course is confirmed.

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chi , ch'i or qi2
~n. (sometimes capital) (in Oriental medicine, martial arts, etc)
vital energy believed to circulate round the body in currents
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Privacy of Minors
Provider does not collect information from a child without the consent of the child's parent. Before signing up an account with Provider, children under 16 must obtain parent consent.

Provider will not be held liable for any act that is conducted by a minor while using ACT Human shop & services. It may hold Parents of the minor liable for any actions that are conducted by the minor while using ACT Human shop as defined as fraudulent behavior.


The customer agrees to defend, indemnify and hold harmless the Provider, its affiliates, employees and agents from and against all claims and expense, including indemnification of legal costs on a full indemnity basis arising out of the customer’s use of ACT Human shop and services. This indemnification also covers customer’s breach of alleged breach of any terms in this term of sale.


The content of this web site is to provide customers sufficient information about its products and services so that customers can make an informed choice about whether or not to engage in the transaction.

Provider does not take any responsibility or have any proprietary rights of Web sites linking out of ACT Human.

However, while Provider will do our utmost to ensure the highest quality from ACT Human shop site and services, Provider does not warrant that the site or services provided will meet all and any of customer’s requirements. In particular, Provider does not warrant that the shop site or services will always be available, accessible, uninterrupted, timely, secure and error free.

This website and its contents are provided on 'as available' basis. To the fullest extent permitted by law, Provider makes no and expressly disclaims all representations or warranties of any kind, expressed or implied, including without limitation to the implied warranties of satisfactory quality, fitness for a general or particular purpose, non-infringement and authenticity of any material or claim, and to any implied warranty arising from the course of dealing or usage of trade.

No oral advice or written information given by Provider or its employees shall be used as a warranty nor shall the customer rely on any such information or advice.

Provider makes no warranty that the contents of the web site are free from infection by viruses or any other malicious works which has contaminating or destructive properties.

Copyright Statement

All content included on this site, such as text, logos, graphics, button icons, images, audio clips, is the property of ACT Human or its content suppliers and protected by Singapore and international copyright laws. Any improper use, including the reproduction, modification, distribution, transmission, republication, display, or performance, of the content found on ACT Human and associate sites is strictly prohibited.

Provision of data on www.acthuman.com

Act Human will always try our best to provide the latest information to the consumer. However, we cannot make any warranty on the accuracy of the contents. ACT Human shall not be held liable for damages of any kind that might result from the use of this site. ACT Human reserves the right to amend the terms and conditions contained within this document without prior notice.

As Provider provides services to various countries, it is the responsibility of Customer to ensure that items purchased from Provider abide by existing tax, censorship and other applicable laws of his country. ACT Human reserves the right to refuse service, terminate, and/or cancel orders in its discretion, including, without limitation, if ACT Human believes that customer conduct violates applicable law or is harmful to the interests of ACT Human and its affiliates.

Electronic Form

This term of sale covers the presumptions under the Electronic Transactions Act 1998 ("ETA"). Provider and Customer agree that the term of sale in electronic form constitutes as a written document and therefore the customer undertakes not to dispute or challenge the validity or enforceability of this term of sale on the grounds that it is not a written document and ACT Human and the customer hereby waive any such right that ACT Human may have at law.


The provisions of this term of sale are intended to be severable. If for any reason the provisions of this term of sale shall be held invalid or unenforceable in whole or in part in any jurisdiction, such provision shall, as to that jurisdiction, be ineffective to the extent of such invalidity or unenforceability without in any manner affecting the validity or enforceability thereof in any other jurisdiction or the remaining provisions hereof in any jurisdiction. Reference to other jurisdictions in this clause shall not be construed so as to affect the governing law of this term of sale being the laws of Singapore.

Entire Agreement

This Contract of Sale, including any attachments, set forth the entire understanding and agreement of the parties and supersede any and all oral or written agreements or understandings between the parties as to the subject matter of this Agreement. It may be changed only by a writing signed by both parties.

Governing Law and Jurisdiction

This term of Sale will be governed and construed in accordance with the laws of Singapore.

Amendments to the Terms of Agreement

Provider reserves the right to amend the pricing of products and the terms of sale at any time without notice.

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act human & business development pte ltd
38D Jalan Mat Jambol #01-14
Singapore 119522
t +65 6835-3919   
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