Unlocked Potential is a global Talent Consulting & Executive Development practice with offices in Singapore and the UK.Our driving principle is to achieve positive societal impact through our solutions and relationships by helping others unlock and achieve their full potential. We do this by developing leaders of purpose-driven organisations in understanding how personality, emotional intelligence and leadership behaviour impacts performance, engagement, stakeholder experience and ultimately business results. Unlocked Potential provides a broad suite of people engagement & capability solutions to clients including corporations and investors, early-stage ventures, B-Corporations, and leaders of NGOs, charities, and advocacy groups.

A Global Solutions Provider of Integrated Talent Engagement, Leadership Development, Executive Coaching and Career Development/Career Management Services, powered by Hogan Assessment Systems®.Our primary market includes the Learning & Development and/or Talent Departments of companies recognized by Interbrand Best Global Brands and multi-national corporations including Credit Suisse, Coke, Este Lauder, Daimler, Kellogg, Dell, Unilever, Johnson & Johnson, MicroSoft and providers of executive and leader development programs with the International Institute of Management Development (IMD).We collaborate with our clients to ensure the integration of the leadership program, executive coaching and assessment of choice, to optimally deliver on the leadership imperative and the promise of the organization to all of its stakeholders. Our unique value proposition provides you the following services.• Global Talent and Capabilities Development• Building Effective Teams• Coaching for Performance, Potential and Well-Being™We construct, integrate and coordinate the coaching component to embed the leadership learning in each executive, so as to accelerate the individual and team performance. Our audience, experience and capabilities include emerging, high-potential and C-level/Executive leaders.Our approach is global, holistic and assimilates the leadership architecture, and competencies with the Hogan Domain Model of Executive Development to maximize executive potential and performance, which increases the ROI of the leadership engagement. This is accomplished by encouraging the participants to integrate the learning from the program, assessment(s) and coaching.Thereby ensuring the success of all: the program provider, client organization; participant, participant’s Manager, HR Business Partner and Executive Coach.

Led and managed a Future Global Leader Talent Pool, identifying, assessing, developing and coaching a cohort of Managing Directors to strengthen the pipeline of Talent across the Bank. Execution was achieved in partnership with an external global vendor to assess capability, aspiration and Leadership experience against a global benchmark.Additional experience:- Inclusive & Diverse Talent assessment and development- Mentoring solutions- Development conversations as part of the mid-year performance review- 9Box Evaluations- Embedding the Bank’s new Valued Behaviours and Skills Framework.

- Change Manager for Asia, Europe & North America for Motivate project (new global performance management framework - removing ratings and traditional performance management structures)- Facilitate Leadership Development courses for all People Leaders as part of Motivate project- Designed a Feedback Experience workshop and rolled out to over 500 employees as part of the culture change towards employee self-development using a Growth Mindset: Adopted by Group L&D team and being developed into a virtual program- L&D Strategy development, International Leadership Team advisor and Manager of the training curriculum for Asia, Europe & North America- New Leader Assimilation Program coach and facilitator- Development and engagement lead of New Hire onboarding experiences- Work closely with the Head of HR to define the talent proposition for International, incorporating input from the business- Lead Talent Review & Succession Planning discussions with business leaders annually- Develop and manage Talent development initiatives and provide analytic input to support the development of future talent strategies and measure return on investment.- Design and coordinate HiPo developmental activities and facilitate HiPo moves and secondments across the business – working with resourcing to match supply with demand- Implemented and manage a structured Internship & Graduate Program across Asia- SME and contributor to engage with other HR & Talent COEs to identify opportunities for cross functional use of talent programs and talent pools- Create and maintain a database of talent profiles for key business segments, and establish a regular engagement process Australian centres of excellence- Quarterly reports on learning investment including monitoring ROI of costs, proactively managing spend.

Working as a senior leader in the Learning & Talent Development team, my responsibilities include:- Developing an effective Talent Management philosophy and strategy for the Bank; a strategic partner with HR and the Business- Managing the Post-Graduate Management Associate Programme across Singapore, Malaysia & China and aligning this to our Talent Acquisition, Development and Retention strategy- Managing and engaging with the Executive Development Programme Alumni across the group; working with the Alumni Committee to strategically plan and enhance Leadership capability across the group- Developing and managing a Global Conference for the EDP Alumni, applying Thought Leadership at an enterprise level- Co-leading the Publicity & Collaterals taskforce for a new Group Learning Campus in Singapore- Ongoing relationship with key Business Schools and Universities, sourcing critical information to define and improve the Talent Management strategy for the group.

- Senior regional facilitator of Leadership Development programs from new Manager to Managing Director level across 14 countries- Developed innovative approach to market and champion Leadership Development offerings across Business leaders and HR to increase attendance in core programs – resulted in 125% completion target for region in 2011- Managed all stages of the program delivery cycle through matrix management of a team of regional administrators ensuring attendance is upheld, class capacity is reached and the learning objectives are achieved- Managed and developed internal and external faculty to deliver high quality Leadership Development training across the EMEA region, using a scorecard for skills assessment and development- Communicated regularly to the EMEA region the global strategy to Leadership Development using language that was transparent and understood, sustaining momentum to deliver and achieve results towards 3-year target- Accountable for ensuring that the leadership programs were delivered across region and that appropriate development practices were brought to the organisation and implemented, such as coaching and mentoring- Matrix managed the Regional Administration Centre of Expertise and regional Administrators to ensure the online GLMS is the single registration and reporting source for Leadership metrics- Engaged with external L&D professionals to develop network, innovate better ways to work and extend knowledge of best practice with wider team- Collaborated with regional L&D heads to attract, develop and deploy Leaders Teaching Leaders model across core programs in EMEA.