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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.
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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

  • Angelika
    10:34 AM, February 2009

    Thanks for the feedback, John. You are totally in line what we’re experiencing: the training is ‘only’ to get across the tools and plan the actions. The real learning happens when we actually start implementing the projects.

    You are right: we can use the action-learning approach to six sigma projects, too. For me, the most important thing is that the learning is as important as the business result. And the learning may go far beyond ‘typical’ six sigma skills.

    For example, the learner decides to enhance his listening skills. In an action learning project, he’d define opportunities (e.g. project team meetings) and aspired behaviour (e.g. invite at least 3 people to comment before making an own comment). He could share his plan with another team member and get feedback after the meetings. He then reflects on his learning, defines new opportunities if needed, etc.

    So, if we treat six sigma projects as action learning projects, we can actually get much more from our dollars spent.

  • John
    7:54 PM, February 2009

    Nice article.
    Isn’t this in line with what you guys do anyway: Six Sigma training comes with project work and puts the trainees in the driver seat; it is focussing on business results and is mostly done supported by coaching. I would even say that it can not deliver the results without coaching, call it action learning if you wish. For me that is more important than the training itself.

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