WHAT PEOPLE SAY
Mr Joseph Chong, Director
Preeti is a competent trainer who is very passionate about bringing value, and she does this by customising her workshops to suit her classes. I have found her recent workshop with us insightful and useful for our leaders. Her key competency is "developing Excellence in ourselves and others" and that is her strongest selling point.
Mr Wan Tung Han, Director
It was a very powerful program for me. I have picked up massive values and would strongly recommend the course to my contacts
Mayuresh Godse, Director
Preeti is a highly disciplined and knowledgeable professional. Preeti recognises that each individual is different. She is able to customise her training for emotional intelligence as per the requirement of the audience.
Call us at : (65) 90679168, (65) 62205658 email us at : info@strive-high.com
Training Needs Analysis
Training Needs Analysis (TNA) is the most important part of the 'Corporate Training' process, as it helps in identifying and understanding issues that the organization might be facing. Our TNA reports are often an eye-opener for our client organizations, as we present in-depth analysis and identify the 'behavioral gaps' and the underlying reasons for those gaps.
The process begins by understanding the pain points of the organizations with the aim to identify gaps that have led to the difference between current & desired levels of performance of the organization.
Training Needs Analysis (TNA) is the most important part of the 'Corporate Training' process, as it helps in identifying and understanding issues that the organization might be facing. Our TNA reports are often an eye-opener for our client organizations, as we present in-depth analysis and identify the 'behavioral gaps' and the underlying reasons for those gaps.
The process begins by understanding the pain points of the organizations with the aim to identify gaps that have led to the difference between current & desired levels of performance of the organization.
Focus of Training Nees Analysis
Business
Identify
the pain points
Performance
related
issues
Learning
identify
gaps
Learner
Define
Profile
What makes us Different?
We use DATA driven analysis of People Resources through the ATMA platform to enable organizations to maximize their output and accelerate growth!
We use a Techno-Analytics tool that helps organizations focus on understanding and developing their employees' innate capabilities to achieve optimum business results. This GAME-CHANGING tool is rightly called ATMA (Soul of the organization), the acronym stands for:
A- Awareness,
T - Transformation, &
M - Mental,
A - Agility
ATMA helps organizations focus on understanding and developing their employees' innate capabilities to achieve optimum business results.
ATMA measures
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Personality traits
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Leadership attributes
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Effectiveness indicators
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Emotional competence
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Company Culture
Why ATMA?
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Dashboards across hierarchy to support managerial decisions objectively.
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Enables CXOs to prepare their organization for business growth.
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The catalyst for enhancing company productivity
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Development Center across Organisation for personal and professional growth acceleration
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Aids Human Resource Optimisation
We specialize in Identifying Social and Emotional Needs / Gaps by using scientifically validated 'behavioral assessments'.
Emotional Intelligence Assessment - For identifying Social-Emotional Strengths & Weaknesses
One of the biggest concerns that most people have regarding Emotional Intelligence is that it can be measured. Rightly so, for competency to be identified as an area of development, it needs to be ‘measured first,’ and the development of the same should be traceable.
Emotional Intelligence has a huge impact on our Personal & Professional lives. Every thought of ours passes through the emotional filter. While emotional intelligence isn’t the sole predictor of human performance and development potential, it is a key indicator in these areas.
The Good news is that Emotional Intelligence competencies can be measured; it is not a static factor. It changes over time and can be developed in targeted areas. Reuven Bar-Ondefines “Emotional intelligence (EI) is a set of emotional and social skills that influence the way we perceive and express ourselves, develop and maintain social relationships, cope with challenges, and use emotional information in an effective and meaningful way.” Emotional intelligence (EI) as defined here and applied in the Emotional Quotient Inventory (EQ-i 2.0) reflects one’s overall well-being and ability to succeed in life.
There are many assessment tools available, the challenge is to find one that – is Proven for its Reliability and Validity! We, therefore, partner with Multi-Health Systems Inc (MHS) A leading publisher of scientifically validated assessments for more than 30 years. We use EQ-i 2.0 and EQ 360 Assessment developed by Multi-Health Systems (MHS) team. The EQ-i® is the first scientifically validated Emotional Intelligence (EI) tool in the world. EQ-i 2.0 captures emotional intelligence by dividing it into five general areas and 15 sub-sections or scales.
Numerous statistical analyses confirm that the scores generated by this assessment are consistent and reliable. Results so far have revealed that the EQ-i 2.0 very accurately measures emotional intelligence. For example, decades of research now show the effectiveness of the EQ-i in measuring emotional intelligence, related concepts, and relevant outcomes.
Both Workplace Report vs. Leadership Report can be generated after the assessment. The Workplace Report focuses on the impact of emotional intelligence on coworkers, supervisors, and clients, which can be used to develop current employees, or in evaluating the strength of prospective employees. The Leadership Report evaluates an individual's strengths and weaknesses in emotional intelligence that correlate with leadership performance.