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Amy BC Tan
Amy is the Executive Director at the Centre of Organisational Effectiveness (COE Pte Ltd). She has more than 20 years of experience in human resource management and organisational development in various industries. She has held senior leadership positions with Nokia, Aon, Ministry of Manpower and Singapore 2010 Youth Olympic Games Organising Committee. She has led the transformation of the HR functions and several organisational development initiatives for multiple organisations. Amy is also trained in Creative Problem Solving and certified as Lean Six Sigma Black Belt, an accredited practitioner in executive coaching and psychological instruments such as MBTI (Myers Briggs Type Indicator®), DiSC, Harrison Assessment and Belbin Team Roles. Amy can be reached via Amy@COE-Partners.com.
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What Makes a Good Leader for Change

In response to evolving conditions, you came to realise that your organisation must change. Change leadership consists of project sponsor, with overall responsibility, seconded by a project manager. These people will be your change agent – the ones upon which success of your initiative will rely.

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The Best Coach I Ever Had

At some point in our life, some of us may have experienced a person who helped us to see our own strengths, who shaped our thinking and spurred us to move on. Often, this person does not even know how much impact he had on us. We probably never told him … that he is the best coach we ever had.

Recruiting the Right Mindset

There are several invaluable lessons learnt during the different phases of YOG. A significant task has been the recruitment, preparation and motivation of more than five hundred staff and of more than twenty thousand volunteers within a timeframe of less than two years.

It is not new that recruiting people means evaluating, finding skills and experience that make up the eligibility – the aptitude – on the one hand and the suitability – the attitude – on the other hand. However, it is commonly much easier to evaluate the former in detail whilst neglecting the latter.

Increase Productivity? How To…

Productivity measures the ratio of output quantity over input quantity. Increase of productivity means growing the output quantity faster than the input quantity. Output quantity can stand for anything from number of products made over number of customers served to number of donors treated or number of work passes produced. Input is usually summarising all resources needed to do this from raw material over equipment to man hours.
How is productivity increase possible?

Take Care of Your Talent – Develop your Belt

Against the common belief, statistical knowledge is not a criterion for selecting your Belts. However, the capability to acquire new technical skills, to apply these skills successfully is an important prerequisite. More important is the aptitude to involve, motivate, coach and train people, to lead and manage teams towards delivering results and to communicate effectively with different levels in the organisation.
A study by iSixSigma Magazine about the importance of different skills and characteristics for a successful Black Belt (“The Hard Truth About Soft Skills,” January/February 2008) was showing that Communication Skills is by far the most important requirement. Leadership Skills came in second and Technical Skills third. The question for the importance of Soft Skills for different roles in the Six Sigma deployment was answered by 72% for Green Belts and 99% for Black Belts with important or very important (5-point scale). Soft Skills include Communication, Collaboration, Team Leadership, Change Management, Time Management as most important to the success of the Belt.   Continue reading →

Leaders in The Driver’s Seat

In times like this, every penny counts. So, how do we ensure we get the most out of our learning & development dollars spent? Many studies prove what practitioners have known for long: formal training programmes do not deliver the promised ROI – especially when the so-called ‘soft skills’ are concerned. We must find a way to craft a learning experience for our leaders that will really make a change.
Continue reading →

Leadership Development Case Study

Our client, a leading world authority in microelectronics development and research, appointed a senior research fellow to head its entire research and development division. Could the company’s top scientist and academic researcher, who had never managed a staff of more than twenty, make the transition to effectively manage hundreds of people in his division?
Continue reading →

Team Effectiveness Development Case Study

Our client, a US-based IT manufacturing MNC, needed to align the efforts of its seven separate IT divisions and help division leaders think of themselves as part of one culture – one body – one department. Until this point, each leader and unit had been functioning as a separate department. The firm called on COE to help with team effectiveness development.
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Managing Conflict in Team Meetings

In the course of meetings, be it Six Sigma project team meetings or management meetings, conflict is inevitable; it is cited as one of the main reasons people dislike working in teams. Team players should find a way to manage conflict since teamwork is a key to success. Team leaders must understand that when two or more people meet, the stage is set for a potential conflict. As such, preparation is essential. Problems can be solved if these are anticipated. If a problem does happen, the result may be positive or negative depending on our approach.
Continue reading →

HR Optimisation and Re-Engineering

Today, organisations must change their priorities from a traditional focus on planning and control to emphasising speed, innovation, flexibility, quality, service and cost. The HR team has to demonstrate their commitment to meet these key business drivers.

A major problem confronting HR managers today is to increase line management and employee productivity, provide higher more value-adding levels of HR service and internal customer responsiveness and at the same time reduce costs. What is needed is an HR team that is customer-focused and market-driven in its external relations with customer and process-focused and team-oriented in its internal operations.

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