5 Ways to Improve Your Decision-Making Skills
ABOUT THIS COURSE
Every day we solve problems by making decisions. These problems can be personal or work-related. Some require a quick reaction, others require a lot of thought; some require personal actions, and others require team participation. Some decisions will be appreciated by many, but some may evoke different reactions from different people.
Different situations require different ways of thinking. In this course, you will learn:
Learning Outcomes
- The latest scientific findings (including neuroscience, psychology, organizational theory, etc.) related to decision-making.
- To analyze problems from a more comprehensive perspective
- The steps to take to navigate the VUCA world
- Make more effective decisions
SESSIONS
- 1. How Important is This Topic to You?
- 2. How Our Minds Deal with Problems
- 3. A Framework for Effective Decision-Making and Problem-Solving/li>
- 4. C in C.A.P.E.X: Collect Facts and Feelings
- 5. A in C.A.P.E.X: Asking the Right Questions
- 6. The P in C.A.P.E.X: Produce New Options
- 7. The E in C.A.P.E.X: Evaluate and decide on the best option
- 8. How Do Biases Affect Our Decisions?
- 9. The X in C.A.P.E.X: Execute and Get Feedback
- 10. Course Summary and Assessment
10
Sessions
117
Minutes
Dr. Andrew Ma
Chief Development Officer and Founder, Gaohong International Consulting Co., Ltd.
Dr Ma has over 13 years of experience growing over 1,000+ executives, managers, professionals and college students. He sees a big gap in the mindset and organizational culture of leaders and across generations. In his opinion, narrowing this gap would unlock enormous potential in the following groups of people:
Dr Cynthia Tan
Former Executive Vice-President, Head of Group Human Resources, OCBC
6
Sessions
41
Minutes
ABOUT THIS COURSE
Money is not enough to attract good talent to companies anymore. Employees, especially millennials are passionate about causes and gravitate towards companies that share their passions. But once in the firms, many employees don’t seem to stay long. Ten years ago, a new employee was considered ready to be in for the long haul in a firm if he or she stayed on for at least five years. But today, you are very fortunate if you can get any new hires to stay in the firm for that long – they are usually in for three years tops!
It seems that top management and middle management miss the point when it comes to attracting good talent and keeping it there. The lack of clarity at the top can play an important role.
Many corporate leaders have no clear succession plans in place, nor do they know who is in line to succeed them when they retire or leave the company.
The lack of succession planning at the top, coupled with poor talent management strategies at the bottom, is a recipe for corporate disaster. This course will provide steps and insights to avoid this slow-ticking time bomb from exploding.
Learning Outcomes
- Attract the talent that best fits the needs for your department or organization
- Motivate the new talent innovatively to enable them to be attracted to and stay within the organization.
- Support the organization by regularly reviewing talent performance to minimize attrition and encouraging attraction to stay within the organization
- Tailor job descriptions and assignments to tailor to strengths and organizational needs and objectives.
SESSIONS
- The War For Talent
- What Is On The Table
- The Plan For Attracting Talent
- The Plan For Attracting Talent (Part 2)
- The Plan For Attracting Talent (Part 3)
- Succession Planning
ABOUT THE COURSE MASTER
Cynthia Tan
Former Executive Vice-President, Head of Group Human Resources, OCBC
Cynthia Tan retired from OCBC Bank in July 2015 after 16 years as the Executive Vice President, Head of Group Human Resources. Cynthia holds an MBA from University of Hull UK, is a trained Diversity practitioner from Cornell University and a trained Executive Coach from Columbia University.
She currently serves on the boards of non-profit organizations and is the Patron of the Youth Council for the Singapore Institute of Human Resources.
(*Billed annually)
