PowerUpSuccess Group

Certifications

As a part of PowerUpSuccess’ fully holistic learning philosophy, we’ve designed and deployed various certification programs that are world recognized and relevant. Whether it’s sales, leadership training, psychometric assessment programs, or EQ programs, we have it all.

Our curriculum and material are extensive and carry the class of having an international affiliation with organizations all around the world. Rest assured, you are signing yourself up for some world class training that will make you an even greater asset to your current job and future. You will begin to see yourself grow more effectively and be well-equipped to face challenges and to deal with them in a creative and yet professional manner.

CSL

Certified Sales Leader

Sales Leadership Certification is the most comprehensive and empowering program available in the sales development world today.

A well thought out and thorough curriculum covering the key areas essential to be a great sales leader, coach and people developer, Sales Leadership Certification is combination of the following core pillars of Sales Management, Sales Coaching & Sales Training.

Sales Star Academy uses the most effective and highly-qualified facilitators for our certification programs. Each facilitator is an experienced practitioner and shares real life examples and a wealth of practical experience during the workshop. They know how to apply classroom theory to on-the-job situations.

METHODOLOGY

This results-based course will be challenging, thought provoking, informational, experiential and inspiring. Candidates will use a variety of learning tools including motivation, lecture, workshops, discussions, actual and simulated case studies, games, real life scenarios, work-based projects and open action-based learning.

Sales Leadership Certification helps you succeed in:

  • -Becoming more effective as a well equipped sales leader or business owner within their own organization
  • -Developing a solid foundation and greater confidence as a Certified Sales Coach to your internal / external clients.
  • -Learning proven methods, strategies and skills as a high impact sales trainer that is based on world-class best practices
  • Have at least 5 years experience in Sales related roles
  • Has a proven sales track record of meeting business targets consistently
  • Provide a referee who familiar with your work experience and track record

Successful candidates will receive the following :

  • 5 days of workshop & sessions with comprehensive course material
    Industry field visit to a well known successful International sales organization in Malaysia
  • Internationally recognized qualification
  • Sales Training & Coaching Business Building Skills
  • One Year Membership to Sales &
    Marketing Institute CSP network

Sales Management

  • Understand and leverage on focusing from sales to sales management
  • Identify the major differences between salespeople and managers and from this the different skill sets required
  • Identify the desirable behaviors and skills required of good sales managers
  • Baseline proper sales habits of effective sales people
  • Develop effective sales performance tracking and learn how to implement productive incentive schemes that benefit both sales organizations and sales people
  • Understand why salespeople desire to become sales managers and how to leverage on the opportunities
  • Appreciate & overcome the barriers that often exist between salespeople and their managers
  • Understand how personal responsibility and desirable traits in selling can create on good salesperson / sales management relationships

Sales Coaching

  • Identify the differences between traditional sales management and sales coaching
  • Understand and utilize the differences between sales coaching, management, mentoring, and counseling
  • Diagnose individual performance to drive business objectives
  • Understand the varying approaches and model applicable to sales coaching
  • Learn four Sales Coaching styles and when to use them
  • Understand how coaches work in professions such as sports, music, acting and dance and how this can be applied in a sales management context
  • Use methods and strategies for Observing, Developmental Feedback and Motivation
  • Structure and conduct a sales coaching assignment in the workplace

Sales Training

  • Identify and determine the need for sales training : what, who, and how
  • Apply adult sales learning concepts, develop supportive climates and customize off-the-shelf materials
  • Use sales training activities and alternatives to lecture, strategies for different learning needs, effective questioning techniques
  • Prepare properly for a sales training session and prepare sales people to foster learning
  • Manage and encourage sales people of all backgrounds and learning styles; understand who is learning and how to address challenging participants
  • Present and facilitate a sales training program, including use of audio visuals and handouts
  • Learn how to facilitate training utilizing Sales Star Academy’s best practice sales training materials and approach

Within 45 days from completing the Sales Leadership Certification program, the participants are expected to apply the newly acquired competencies to actual on-the-job situations or opportunities. Each participant will accomplish a formatted report  (provided by PowerUpSuccess and Sales Star Academy) which requires the concurrence of their immediate supervisor in the organization or client in a coaching / training job.

CSP

Certified Sales Professional

This is a Certification Program that provides a systematic framework approach to equip any consultative sales professional with a range of essential competencies to be an effective and efficient sales professional.

BENEFITING SALES TEAMS
  • -Alignment with an organization’s core strategies and culture with globally recognized best practices
  • -Develop focused, inspired and disciplined Sales Teams
  • -Acquire the latest knowledge and technology know how
  • -Instill loyalty, passion and commitment to organizational long term goals
  • -A commitment to personal career development and lifelong learning
  • -Set measurable benchmarks within your sales team for clear reward systems
  •  
INDEPENDENT SALES BOOST
  • -Professional Sales Competencies that are recognized worldwide-leadership skills that drive results
  • -Latest knowledge and know-how to offer best value to your clients
  • -Productive tools and resources to increase your efficiency and effectiveness

Core Programs

Personal Mastery, Fundamentals of Selling, Principles of Strategic Selling, Consultative Selling Skills, Relationship Selling, Sales Presentation Skills, Sales CRM, Sales Operations & Administration, Fundamentals of Marketing

CST

Certified Sales Trainer

The Certified Sales Trainer (CST) program is an internationally recognized accreditation by Sales & Marketing Institute International and Sales Star Academy (owned by PowerUpSuccess Group), the exclusive partner of the Certified Sales Professional franchise in the SEA region.

CST is the most comprehensive and empowering certification program available in the sales trainer’s development and validation world today, with a well structured and thorough curriculum covering the key areas essential to be a great sales trainer and people developer.

CST was specially created to help anyone interested in:

– Becoming more effective as a well equipped sales leader, sales trainer or business owner within their own organization

– Developing a solid foundation and greater confidence as a Certified Sales Trainer to your internal/external clients

– Learning proven methods, strategies and skills as a high impact sales trainer that is based on world-class best practices

This results-based course will be challenging, thought provoking, informational, experiential and inspiring. Candidates will use a variety of learning tools including motivation, lecture, workshops, discussions, actual and simulated case studies, games, real life scenarios, work-based projects and open action-based learning.

Sales Star Academy uses the most effective and highly-qualified facilitators for our certification programs. Each facilitator is an experienced practitioner and shares real life examples and a wealth of practical experience during the workshop. They know how to apply classroom theory to on-the-job situations.

Credentials

CST was developed as a collaboration between Sales Star Academy Master Trainers, proven Sales Trainers & Mentors with over 28 years of industry experience either as Sales Coaches, Leaders or Trainers; and Sales & Marketing Institute, a globally recognized sales accreditation body that validates the competencies of sales professionals & leaders against the industry standards of the Sales Competencies Bank of Knowledge (CBOK).

  • Have at least 5 years experience in Sales related roles
  • Has a proven sales track record of meeting business targets consistently
  • Complete the CST pre-qualification application form 
  • Pass a 30-minute assessment interview with our master trainers
  • Provide a referee who familiar with your work experience and track record

Successful candidates will receive the following:

  • 2.5 days of workshop sessions with comprehensive course material
  • Internationally recognized qualification
    • SMII Sales Trainer Certificate upon completion
    • Sales Star Academy Sales Trainer Accreditation upon validation
  • Professional Sales Training Skills
  • Access to USD 500 worth of sales training materials, slides, tools, workbooks, etc
  • One Year Membership to Sales & Marketing Institute CSP network
  • Additional benefits :-
    • Individual coaching support calls
    • CST Club Support and Business Opportunities
    • Free advisory and audit on candidate’s future sales training program
  • Identify and determine the need for sales training: what, who, and how
  • Develop effective sales training learning objectives and instructional design
  • Apply adult sales learning concepts, develop supportive climates and customize off-the-shelf materials
  • Use sales training activities and alternatives to lecture, strategies for different learning needs, effective questioning techniques
  • Prepare properly for a sales training session and inspire sales people to foster learning
  • Manage and encourage sales people of all backgrounds and learning styles; understand who is learning and how to address challenging participants
  • Present and facilitate a sales training program, including use of audio visuals and handouts
  • Develop practical metaphors, role-playing, simulation and experiential activities to articulate sales lessons and principles
  • Learn how to facilitate training utilizing SSA’s best practice sales training materials and approach

Within 45 days from completing the Sales Leadership Certification program, the participants are expected to apply the newly acquired competencies to actual on-the-job situations or opportunities. Each participant will accomplish a formatted report  (provided by PowerUpSuccess and Sales Star Academy) which requires the concurrence of their immediate supervisor in the organization or client in a coaching / training job.

The next Certified Sales Trainer (CST) program is due to start on July 13th, 2020 in a Hybrid Virtual format and will stretch over a period of 6 weeks, with total of 8 hours of live virtual sessions, 4 hours of self-paced e-learning, 2 hours of 1×1 coaching and 4 hours of project work.

Program Fees is USD 1,750

 

Sign up 45 days before program date and receive a further discount of USD 350

SSI

Sales Star Inventory

WHAT IS THE SALES STAR INVENTORY?

It is a Sales Focused Psychometric Level B Sales Profiling that provides insights about a Sales Professional’s sales disposition and behavioral tendencies as well as role-fitting barometer.

The Sales Star Inventory was created by Sales Psychologist & International Sales Guru Raymond Phoon and introduced in his book, “The DNA of a Sales Superstar”, 2009; which was clinically adapted from the Directive Communication Psychology Colored Brain Communication Inventory by Arthur F. Carmazzi. The Colored Brain Model is a part of the Directive Communication Psychology developed by Arthur F. Carmazzi, and depicted in his original Book “Identity Intelligence”, Veritas Publishing, 2002.

Sales Star Inventory (SSI) is currently Asia’s only comprehensive profiling for sales and customer facing professionals that can be embedded to Talent Development support as well.

It’s one of the few tools in the market that can be used for both sales professional development as well as for candidate selection and placement process.

Who Should Attend:

Sales Leaders, Sales Coaches, Sales Trainers & Facilitators, HR professionals, Recruiters and Business Owners.

Associate Benefits:

As a certified SSI associate, you will be well equipped with the latest knowledge and best of class application to utilize, moderate, debrief and facilitate SSI related products within your organization or in your consulting / coaching / training offering, in areas of candidate selection, recruitment and placement, staff training & development and customer engagement strategies.

– Psychometric Sales Profiling Tool > Based on The Sales Intelligence Methodology > Enhanced from DC Color Brain Science

– Provides insights to a Sales Person’s natural disposition & behavioral tendencies

– Key to job fit, drive and sales competencies

– Uncovers dispositions, strengths and values

– Provides valuable insight for Candidate Selection Process

– Also a system to Sales Talent Development

– Sales Star Inventory profiling is the fastest growing choice among Sales Professionals, Sales Leaders, HR recruiters, Training Professionals and Business Owners

  • -The Fundamentals of Psychometrics
  • -Essential foundation of Sales Intelligence
  • -The Science of Sales Star Inventory
  • -Experiencing Sales Star Inventory profiling
  • -Sales Star Disposition Learning & Immersion
  • -Using SSI for candidate selection & recruitment
  • -Profile Matcher & Industry Benchmarking Roles
  • -Interviewing preparation & best of class practice
  • -SSI for staff development & competencies matching
  • -Customer engagement scenarios
  • -Implementing SSI within organizations
  • -Conducting SSI debriefs and consulting methodology
  • -Complete a 30-minutes certification assessment
  • -Involvement in SSI project to deepen competence
  • -Pathway to accreditation by American Institute of Business
  • -Psychology(Pending final validation by American Institute of Business Psychology)
  • -2.5 intensive days of immersion training and certification
  • -Qualified to moderate, debrief and facilitate SSI products & services
  • -Additional SSI quick-start training material (to be used for client delivery)
  • -Lifetime access to SSI updates and enhancements
  • -1,000 credits for access to The Sales Star Inventory profiling & various report options ( each credit is worth USD 1)

Some customers who have already utilized the SSI profiler include

Psychometric Test Training Course

This intensive professional course provides training in psychometric assessment leading to the fulfillment of requirements for The British Psychological Society Occupational Testing Qualifications – Levels 1 & 2 (previously BPS Level A & B Certificates of Competence in Occupational Testing). After successful completion of the course, delegates are qualified to order, administer, score, interpret and feedback on a complete range of ability, aptitude and personality questionnaires (including tests that PsyAsia does not offer). They will also be able to apply for the British Psychological Society’s Occupational Testing Certificates which means the holder will be recognised internationally as having trained to the highest levels in the practical application of psychometric tests.

PsyAsia’s 6-day Psychometric Assessment at Work Course provides delegates with a firm grounding in the competent application of psychometric ability and personality tests. Competent use and understanding of the principles underlying these assessments is so important that PsyAsia International does not allow access to them without this or a similar qualification. Be one of the few people in Asia to posses this level of competence in psychometric assessment and help us to set the bar higher for ethical and best practice use of tests. The course is run as two levels and most delegates will attend the combined Level 1 and 2 course. Note however, that you must attend Level 1 before attending Level 2.

THE FIRST THREE DAYS

Delegates will benefit from understanding and using occupational tests to assist with their work in recruitment, selection, staff development, training, coaching and counselling. No exams, no lengthy pre or post-course work. Successful delegates receive their qualification a few weeks following the course and can then apply for the BPS Certificate.

Level 1 (day 1) is the Test Administration component. Delegates benefit from exposure to a range of tests from different test publishers and will gain experience in test administration, choice of tests, scoring, interpretation, feedback, etc. Interactive sessions, supportive tutoring and case studies make the course an informal and hands-on approach to learning.

PROFESSIONAL QUALIFICATION FOLLOWING THE FIRST THREE DAYS

Successful delegates can apply for The British Psychological Society (BPS) Level 1 Assistant Test User Qualification and the Level 2 Test User Ability Qualification.

KEY LEARNING OBJECTIVES

Delegates will be able to:
Register with all UK test publishers and purchase tests.
Understand the range and types of tests available.
When to use tests, and importantly – when not to.
Decide which tests are appropriate for a particular situation.
Conduct a job analysis and identify the assessment requirements.
Have an appreciation of other assessment methods.
Administer, score and interpret aptitude tests.
Make informed decisions using test data.
Provide quality feedback to clients and candidates.
Integrate tests into a wider recruitment or assessment process.
Have a sound grasp of statistical concepts used in testing.
Appreciate the importance of test reliability and validity.

For those who will benefit from understanding and using personality questionnaires to assist with their work in recruitment, selection, staff development, training, coaching and counselling. This is a professionally recognised course, which follows the British Psychological Society guidelines for the Level 2 Test User Personality Qualification. Delegates receive comprehensive training in the theory and application of personality instruments. The course will focus primarily on the ‘Identity’ personality questionnaire and also introduce delegates to other leading instruments e.g. Saville Consulting Wave®, OPQ®, 16PF®, and the Apollo Profile*.

Delegates are trained in personality theory, the latest research findings in personality assessment, and technical appreciation of personality questionnaires.

KEY LEARNING OBJECTIVES

Delegates will be able to:
Increase their awareness and understanding of individual differences between people.
Integrate the use of personality assessments into selection and development activities.
Decide which questionnaires are appropriate for particular situations.
Administer, score and interpret personality data.
Provide professional selection feedback to both candidates and recruiting customers.
Coach individuals to develop their approach using personality information.
Use personality questionnaire information to support structured interviewing.
Critically assess the value of different tools for specific purposes.
Identify and reject inflated claims of validity – so-called ‘Barnum’ or ‘horoscope’ effects.
Relate personality factors to organisations’ core competencies.
Design and write selection reports for recruiting clients / managers.
Design and write development reports to aid self-awareness of clients / managers.
Maintain appropriate records and data for audit, research and feedback purposes.
Demonstrate professional Best Practice and compliance to employment legislation.

PLEASE MAKE A NOTE OF HOMEWORK EXPECTATIONS. IF YOU PLAN OTHER ACTIVITIES DURING THE COURSE YOU WILL FEEL PRESSURED AND MAY NOT BE ABLE TO COMPLETE THE COURSE!

Level 2 Pre-course Work

There is some pre-course work to complete before the course for those undergoing Level 2.
Approximately 1 hour for Level 2: Ability and 3 hours for Level 2: Personality – delegates will be given access to our online learning center immediately after we receive payment, irrespective of course start date, so you may start to learn, interact with other delegates via the forum and chat, and view our interactive training immediately! We also give you access to our recorded “Psychometric Test Administration Course“. This covers most of the Day One material and gives you an optional headstart!

Day One: Level 1: Assistant Test User Qualification

Welcome and Introductions
Introduction to Occupational Testing
Types of Tests and Examples
Test Administration Theory
Test Administration Preparation
Test Administration Practice
Scoring and ‘Norming’ of Tests
Norm Tables
Test Ethics and Test User Responsibilities
Review
Homework of about 1 hour for those continuing to Level 2

Day Two: Level 2: Test User – Ability Qualification

‘How Test Scores Behave statistically’:
Central Tendency Measures
The Normal Distribution
Review of Homework
Other Selection Methods
Choosing Appropriate Assessments
Correlations and why they are useful
What is Intelligence?
Concept of Error and how we can use it
Reliability of Tests
Confidence in our Test Scores?
Item Response Theory
Homework of about 1.5 hours

Day Three: Level 2: Test User – Ability Qualification

Review of Homework
Recap from Day 2
Validity of Tests
Introduction to Test Feedback
Preparation for Feedback
Practice Test Feedback Sessions
Review of Feedback
Testing in the Real World
Review

Day Four: Level 2: Test User – Personality Qualification

Introduction to Personality
Introductions and Objectives
What is personality?
Individual Differences
Implicit v.s. Explicit Theories
Society v.s. Genetics

The Psychometric Approach
Development Approaches to Questionnaires
Types of Items
‘The Big Five’ Model of Personality

How do questionnaires ‘work’?
Reliability of Questionnaires
Validity of Tools
Leadership relationships with personality

Homework of about 1.5 hours

Day Five: Level 2: Test User – Personality Qualification

Administration
Review of Administration
Online Administration

Multi-Trait Questionnaires
Scoring Multi-Trait Questionnaires
Introduction to the profile

Profile Interpretation
Response Styles and faking
Objective interpretation of scales
Linking Scales

Using Personality Data in Selection
Linking Scales to Competencies
Assessing whole profiles against Job Descriptions
Using with other assessments

Homework of about 2 to 2.5 hours
This is the most important night for homework. If you are unable to complete homework on Day 5 for whatever reason, your work on Day 6 will suffer. We aim to finish early on Day 5 to facilitate homework completion. However, please do not plan anything external on this day in particular! Day Six: Level 2: Test User – Personality Qualification

Feedback
Discussion and preparation for Sessions
Personality Test Feedback
Practice Feedback Sessions

Other questionnaires and models:
E.g. The Apollo Profile and The Saville Consulting Wave®

Written Reporting Theory
Avoiding ‘Barnum’ Effects

Final course review – points for further discussion?

Post Course Work Introduction

The order of the above topics is subject to change during the course based on delegate need as judged by the facilitator.

Successful delegates who complete the various parts of the course will be able to apply to the British Psychological Society’s Occupational Testing Qualifications: Level 1 Assistant Test User Qualification and the Level 2 Test User Ability & Personality Qualifications. They will also be able to appear on the society’s Register of Qualifications in Test Use for an additional annual fee payable to the BPS. Every 6 years you are required to affirm your continued competence and following of best practice in psychometric test use to the BPS.

The certificates enable the holder to purchase ability, aptitude and personality tests from a range of publishers and test distributors, including PsyAsia. (Please be aware that some publishers may still require that you undergo a short conversion course to use their personality assessments.)

PsyAsia will provide all successful delegates with an online psychometric account area where they may administer, score and manage the Identity Personality Test, and to get you started, you will receive credits for 5 free reports. In addition, you may opt to open an online account for the Apollo personality questionnaire (with some basic additional study – FREE of charge to all Level 2 Personality delegates!) and/or to use the Saville Consulting Swift aptitude tests. You may also use the Saville Consulting Wave® personality assessment following a one-day Saville Consulting training course (50% discount to our Level 2 Personality delegates!) after completing Level 2 Personality. Finally, we offer a generous 30% discount to all Level 2 Personality graduates on their first purchase of any Identity materials or credits and 10% on all other non-discounted PsyAsia products and services within the first month after their qualification.

FOLLOW UP WORK

Delegates make use of their new skills and submit a portfolio of work to us within 4 weeks of the end of the course. The portfolio will be discussed during the course. We mark this work and advise delegates of the outcome of their Level 2 Personality Test User work within 10 days of the deadline.

This course is usually facilitated by Dr. Graham Tyler. Graham was the first to bring regular BPS Certificates of Competence training to Dubai many years ago and then to Singapore and Hong Kong in 2002. Graham is a fully registered psychologist, Chartered Organisational Psychologist, Chartered Scientist and executive director of PsyAsia International. He is a joint resident of Singapore and Hong Kong, spending about half of his time in each place and is therefore fully up-to-date with the use of psychometric tests and workplace regulations in these places and throughout Asia. His PhD thesis concentrated on psychometric assessment with particular emphasis on the validity of international and local models of personality in Asia. Previously an MBA lecturer for the UK’s University of Leicester Dubai Campus and more recently a visiting lecturer for a Hong Kong university (teaching MSc HRM),

Graham spends most of his time involved in training and consultancy in organizational psychology running between Hong Kong, Shanghai, Philippines, Singapore and Australia. Graham’s training and consultancy work in job analysis, selection and development systems, performance appraisal, assessment centres and generally maximising performance at work has seen him work with organisations such as Cathay Pacific, Citibank, BP, Guinness, Hewitt Consulting and FedEx in addition to government organisations such as the Hong Kong Institute for Vocational Education, the Singapore Ministry of Defence and the Singapore Civil Service College.

He is a full member of the Australian and American Psychological Societies as well as the Society for Industrial & Organizational Psychology (SIOP). His research with psychometric tools has been recognised by the British Psychological Society with their prestigious prize for Scientific Contribution to Organizational Psychology. Graham is an Associate Fellow of the British Psychological Society and the Hong Kong Psychological Society and a Professional Member of the Hong Kong Institute for HRM. He continues to be interested in assessment and selection research and his research has been published in international peer-reviewed and professional journals as well as books. He is a reviewer for the Journal of Personality & Individual Differences as well as for the annual SIOP conference in the USA. He is also a supervisor for psychology interns from Asian and Australian universities. Graham is passionate about Asia (that’s why he lives here) and passionate about the competent use of tests in Asia.

In recognition of voluntary contributions to society and the less fortunate, Graham has been awarded honorary life membership of the British Red Cross Society and was nominated for the Wesley Hospital “Ideals in Action” award. Outside of work, Graham enjoys latin dance, weight-lifting/training and is an avid private pilot! He has also co-founded a charity in the Philippines calledBui Doi Philippines which focuses on building esteem in young people and funding them through school and college so that they can work in desirable jobs.

UK courses are usually facilitated by Max Choi, a Chartered Psychologist and/or Richard Ogden, an Occupational Psychologist.

Syllabus Change Note:

Prior to every course that we run, it is our policy to consult the worldwide literature and practice databases to ensure that we teach the most up-to-date content. For this reason, our syllabus is subject to change. However, you can of course rest assured that we do not bring you a static course, rather a course that evolves with the Asian and international business and human resource management environments.

16PF is a registered trademark of The Institute for Personality and Ability Testing, Inc.
Saville Consulting Wave is a registered trademark of Saville Consulting Group.
OPQ is a registered trademark of Saville & Holdsworth Limited.

* Note that some test publishers may require short ‘top-up’ training before allowing

This course is not suitable for persons who are unable to be fully committed to the course during each day and in the evening or for those who have difficulty managing assignments set to them. It is an intensive professional course and requires commitment and determination. Those who prefer to become certified without applying themselves would not be suited to this internationally recognised training and accreditation which results in a certification from the British Psychological Society!

SIX SECONDS

The Emotional Intelligence Network

SIX SECONDS

THE EMOTIONAL INTELLIGENCE NETWORK

THE GLOBAL EMOTIONAL INTELLIGENCE PRACTITIONERS CERTIFICATION

Engage in a transformational experience of personal and professional growth with a world class team of emotional intelligence educators. This five-day intensive course prepares educators, trainers, consultants, teachers, managers, and counselors to develop and deliver highly effective EQ learning experiences and make more compelling presentations on EQ.

Five full days of hands-on, dynamic instruction, activities, practical projects, networking, laughter, and learning. This workshop is highly active, brain-based, and experiential. The content is based on 35 years of practical teaching experience and the Self-Science curriculum featured as a model in Daniel Goleman’s Emotional Intelligence. Certified Associates are delivering programs in 20 countries and all US states.

You will improve your communication and teaching skills and your understanding of emotional intelligence. The seminar follows Six Seconds’ Know Yourself, Choose Yourself, Give Yourself model for learning to develop and apply emotional intelligence. Participants experience an EQ learning environment and learn how to use a range of effective tools that can be adapted to a variety of audiences.

Empowering and Transforming Lives through the Power & Wisdom of Emotional Intelligence

What’s the “DNA” of performance? We’ll help you assess it, measure it, and multiply it. Training & Human Capital Development EQ Solutions and Consulting to leverage and optimize the people-side of performance and Productivity in Sales, Service and Leadership.

PowerUpSuccess Group is part of Six Seconds’ Preferred Partner Network – organizations with certification & expertise to effectively use our methods in organizational transformation

Goals and Outcomes

  • Learn how to develop and deliver your own EQ learning experiences.
  • Understand the Know Yourself, Choose Yourself, Give Yourself model and how to apply it for learning and teaching.
  • Learn the most current research on the brain, emotions, behavior, and learning.
  • Identify specific actions to increase EQ for self, community, work, or family.
  • Enrich your toolbox of teaching/training techniques and approaches.
  • Receive recommendations of many resources, ideas, books, movies, etc.

Become a Six Seconds Certified Associate to show your understanding of our powerful model and pedagogy. Six Seconds is a rapidly growing international organisation. Six Seconds is internationally recognised as the premier global provider of emotional intelligence training and materials.

As a Certified Associate, you receive important benefits in your work:

  • Identification with an international organisation.
  • System and structure to provide follow-up and professional development; including opportunity to co-present trainings with our team.
  • Access to powerful training and education tools, including discounts for materials used in Six Seconds Training.
  • Programs to use with schools, families, and organisations.
  • Membership in a worldwide network of EQ practitioners.

As a Certified Associate, you are entitled to use Six Seconds materials and procedures in your own training. You also have the opportunity to develop an ongoing relationship with the organisation and present “Six Seconds Training” in association with our network and our Master Trainers.

Certification requires successful completion of the course and then delivering a training course or workshop using the Six Seconds model and approach.

  • You will walk out with a binder full of proven exercises and tools for teaching EQ you can use right away or easily customise.
  • By receiving personal feedback in a risk-free and collegial environment you will significantly improve your training design and delivery skills.
  • This is the only EQ certification that has been conducted in 5 continents and with the largest network of members internationally.
  • Past delegates on average rate the course as 9.35/10 on “Relevant to my work” and 9.67/10 on “Facilitator expertise”, and a 276% increase in their understanding of EQ.
  • Where everything else on the market promotes a particular test, this program is focused on training and development.
  • The program is based on 35 years of experience actually teaching EQ skills to adults and children.
  • The program is based on the Self-Science curriculum, hailed in Daniel Goleman’s bestseller as one of two models for teaching EQ.
  • Using the tools we teach in this program, our team recently helped Sheraton in Orlando become the #1 rated vacation property and increase market share by 23% – while dropping turnover by 19%.
  • The program has a solid scientific basis. Six Seconds’ advisory board members include Dr. Peter Salovey (Chair of the Psych department, Dean of Yale College, and one of original scientists defining EI) and Dr. Candace Pert (former Chief of Brain Sciences for US National Institutes of Health).
  • Six Seconds is one of the best-respected names in the field with the largest international network of anyone in the field. There are offices in Singapore and Italy, and Certified professionals on every continent.
  • EQC is accredited by the International Coach Federation for 47.5 CCEUs

“A recognised authority on how to teach and learn emotional intelligence, Josh knows how to translate cutting-edge research into applicable tools. His warm and engaging style makes him a favorite among diverse audiences.”
Peter Salovey, Dean, Yale University

“The Six Seconds EQ Model: Know Yourself, Choose Yourself and Give Yourself is a very good model – simple yet practical! It makes understanding EQ so much easier”
Boey Mun Leong, Vice President, UOB Malaysia

“It is a ‘thumbs-up’ program which should be attended by all. It will make such a magnificent difference.”
Zac Mohd Ashari, Division Manager – Malaysia, A2A Capital Services Pte Ltd

“The interactive and varied modes of learning and teaching made the points relevant and alive to me.”
Stefany Yeo, Nilai Academy Sdn Bhd, Malaysia

“The best course I have ever attended.”
Daphine Tan, Client Relations, Chemwatch Sdn Bhd, Malaysia

“EQ by 6 Seconds is applicable to all in every situation of our lives.”
HJ A Rahim, Head, Leadership and Personal Development, Brunei Shell Petroleum Co.

“It puts EQ in perspective with DIY (Do It Yourself) technology and empowers individuals to make a difference and stay in balance.”
Malar Villi, Hearts & Minds Dev Centre, Malaysia

“It’s life-changing.”
Shams Al-Abdali, Trainer, Saudi Arabia

“This workshop is powerful and empowering at the same time. It brings out your best self and helps you to spread that in your work and life.”
Dr. Kapadia, HR Director, India

“It will enable you to be a great change agent for yourself, and ultimately for the whole world.”
Kathryn, Team Manager, Canada

6 Disciplines of Breakthrough Learning

In today’s competitive business climate, companies constantly improve their products, services, and human capital, or face being replaced by smarter competitors. Learning and development programs have a crucial role to play in this effort, granted that the knowledge they impart is actually transferable to the work of the organization.

Now more than ever, business managers want to see results from their training investments. The Learning Transfer Certificate Program will teach you to go “beyond ADDIE” to apply best practices from world-class companies that increase the value of learning and development. Training only adds value when it can be transferred and applied on-the-job.

Using the Six Disciplines 6Ds® that you learn in this interactive 2 days session, you will increase learning transfer. We ensure that your training programs will deliver positive organizational impact. You will learn to design for the factors that determine whether training is put to work or becomes learning “scrap” and you will also enhance your reputation as a strategic business partner.

PsyAsia’s 6-day Psychometric Assessment at Work Course provides delegates with a firm grounding in the competent application of psychometric ability and personality tests. Competent use and understanding of the principles underlying these assessments is so important that PsyAsia International does not allow access to them without this or a similar qualification. Be one of the few people in Asia to posses this level of competence in psychometric assessment and help us to set the bar higher for ethical and best practice use of tests. The course is run as two levels and most delegates will attend the combined Level 1 and 2 course. Note however, that you must attend Level 1 before attending Level 2.

Organizations invest in training and development with the expectation of a return in terms of improved business results. Therefore, the first discipline is to rigorously define how the training program will contribute to the organization’s mission and productivity. After successfully completing the training, what will learners do differently and better that will contribute to their personal and business success?

Defining outcomes in business terms is key to successfully practicing this discipline. Traditional learning objectives are not sufficient; they define what will be covered or learned, but not how it will be used to benefit the business. The latter is vital to secure management support and to establish, in advance, how success will be measured.

Defining expected workplace outcomes in business terms is a responsibility shared between business managers and the learning organization. Management should not allow programs to proceed unless the benefit to the business can be clearly articulated. Likewise, training and development professionals should not accept the responsibility for conducting a program unless the business benefits are clear to both line and learning managers

Learning and development produces performance improvement only when it is transferred and applied to the participant’s work. Maximizing the effectiveness of training and development requires designing and managing all three phases of the process:

Phase I: Preparation in advance of formal instruction, including the development of “learning intentionality” through discussions with supervisors.

Phase II: The structured learning experience which may be virtual, instructor-led, action learning, or any combination thereof.

Phase III: Transfer and application, continued practice, and learning on the job.

Traditionally, the design of training and development interventions focused almost exclusively on Phase II – the structured learning experience. The evidence is clear, however, that transferring learning to the job in a meaningful manner depends as much on external factors – such as managerial support – as it does on the training itself. In other words, a great training program is necessary, but not itself sufficient to deliver the results management wants.

The most effective programs address the complete experience. Their design includes meaningful Phase I pre-course preparation that is used and reinforced in Phase II, as well as a system for managing the post-instruction (Phase III) period to ensure that new skills and knowledge are put to work.

For training and development to pay dividends in terms of improved results, participants must be able to make the connection between what they learn during instruction and how they can apply it to their daily work.

The third discipline practiced by the most effective programs is to deliver for application. Material is presented in ways that emphasize application to minimize the learning-doing gap, motivate participants by illustrating the benefits, and prepare them to put their learning to work.

To achieve this goal, each topic must be firmly linked to business needs and realities. Examples and exercises need to be credible and relevant to the participants. Goal setting must be taken seriously. During the course, participants should be encouraged to stop and reflect on how they can use what they just learned to help them be more effective. They should be given adequate time and guidance to set strong goals for post-course learning transfer.

Numerous studies have shown that there is a critical “window of opportunity” for practicing new skills and establishing new habits after learning something new. Yet, historically, the immediate post-instruction period has been ignored by program designers. As such, it affords the greatest opportunity for improving learning outcomes.

The fourth discipline of highly effective learning is to put in place systems and processes that drive follow-through, learning transfer, and application.

Participants’ objectives for applying what they have learned must be treated like other business objectives. They must be tracked, measured, and recognized, not put in binders and forgotten. As long as learning objectives are treated as “optional,” the return on training investment will be suboptimal.

During the transfer and application phase, participants need to be reminded of their developmental obligations periodically, just as they are reminded of their business objectives. The most successful programs apply processes and systems to ensure periodic reminders to keep learning transfer top of mind. Web-based follow-through management systems such as Friday5s®, ResultsEngine®and DevelopmentEngine® have been developed specifically to support the transfer and application of learning and development.

Participants in corporate training and development programs are adult learners in a non-academic setting. To maximize the value of the learning, they need to pause and reflect periodically on their current and prior experiences. “If there is no time for reflection,” Fred Harburg, Fidelity Financial’s Chief Learning officer wrote recently, “there is almost no chance for improvement.” A system of follow-through management needs to not only remind participants of their objectives, but also provide a forum for guided reflection to help them draw out and consolidate the lessons of their experiences.

Companies that have implemented post-course follow-through management have seen dramatic results. Participants in programs with follow-through management put forth greater effort, have more discussions with their managers, and make greater progress than those in traditional programs where follow-through was left to individual initiative and chance.

In studies spanning a wide range of programs and industries, Marshall Goldsmith and colleagues have identified a consistent relationship between the degree of follow-up and the degree of improvement. Those who were seen to consistently follow-up on leadership programs were judged to have improved the most. Those who failed to follow-up were rated as unchanged or less effective.

Follow-through management is most effective when it is linked to on-going support that assists learners in applying new methods and mastering new skills. The fifth discipline of highly effective programs is to ensure adequate sources of support to accelerate transfer and application.

Support from direct supervisors is essential. Well-designed programs ensure that managers know and agree with their direct reports’ development objectives and that they are committed to support their achievement.

Nothing undermines a training program more quickly than a manager’s indifference or disparagement of new knowledge, skills, and behaviors. Senior management needs to set the tone. Managers at all levels should understand that it is imperative to endorse the training and make clear the expectation that the new learning be applied on the job.

Other important sources of support include instructors, peers, and coaches (internal or external), as well as printed or online guides to application such as GuideMe®.

Historically, the instructor’s or facilitator’s role was limited to the formal instruction period. This is unfortunate, because they are both knowledgeable and respected and, therefore, ideally suited to provide advice during the critical transfer period. To do so, however, they must have both the tools and the time to do so effectively.

Follow-through management is most effective when it is linked to on-going support that assists learners in applying new methods and mastering new skills. The fifth discipline of highly effective programs is to ensure adequate sources of support to accelerate transfer and application.

Support from direct supervisors is essential. Well-designed programs ensure that managers know and agree with their direct reports’ development objectives and that they are committed to support their achievement.

Nothing undermines a training program more quickly than a manager’s indifference or disparagement of new knowledge, skills, and behaviors. Senior management needs to set the tone. Managers at all levels should understand that it is imperative to endorse the training and make clear the expectation that the new learning be applied on the job.

Other important sources of support include instructors, peers, and coaches (internal or external), as well as printed or online guides to application such as GuideMe®.

Historically, the instructor’s or facilitator’s role was limited to the formal instruction period. This is unfortunate, because they are both knowledgeable and respected and, therefore, ideally suited to provide advice during the critical transfer period. To do so, however, they must have both the tools and the time to do so effectively.

The investment in training and development should be treated just like any other corporate investment. That is, the results should be documented and the program’s impact assessed to ensure that the investment is producing an adequate return for the stakeholders.

The results of training and development are more difficult to quantify than some other sorts of investments, but that is no excuse. Relevant outcomes need to be quantified to justify continued investment. Documenting results is also essential to drive the continuous improvement needed to stay competitive. Only by comparing the actual results to the expected results is it possible to improve subsequent cycles.

Evidence of activity (number of courses offered, number of people trained) should not be mistaken for evidence of productivity. Increasing the number of people trained is of value only if the training actually improves results. If no one uses what they learned in the training, then training even more people is a waste of resources.

Finally, learning organizations will benefit by more effectively marketing their results to their key stakeholders – management, shareholders, future participants, and fellow learning professionals.

The next session will begin on June 25th, 2020 in a Hybrid Virtual format and will stretch over a period of 8 weeks, with a total of 6 hours of live virtual sessions, 4 hours of self-paced e-learning, 3 hours of small group coaching, and 4 hours of project work.

Program fees is USD 1,20

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