PROGRAMMES AND MASTERCLASSES - Roffey · PROGRAMMES AND MASTERCLASSES. ABOUT ROFFEY PARK Our...

ROFFEY PARK ASIA PACIFIC20

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PROGRAMMES AND MASTERCLASSES

ABOUT ROFFEY PARK

Our organisation

Founded in 1946, Roff ey Park is a research, management and leadership institute widely recognised for its expertise in providing high impact programmes that transform individuals and organisations.

We off er a variety of open and tailored development programmes, consultancy services and qualifi cation programmes. Our core expertise covers:

• Leadership Development

• Executive Coaching

• Personal Eff ectiveness

• Organisational Development

• Human Resources and HR Business Partnering

We have particular expertise in developing the developers and our MSc in People and Organisation Development is a brand leader across Europe. All our qualifi cations are validated by the University of Sussex, ranked in the top 15 UK universities 2014-15 (Times Higher Education Rankings).

Our offi ce in Singapore is the hub of our operations in Asia Pacifi c working with organisations across the public sector, fi nancial services, healthcare, real estate, logistics and more. Some of our current and past clients include Civil Service College, Changi Airport Group, DHL, Sentosa Development Corporation, Capitaland and NTUC Income.

We have a faculty who are expert in their subject area and an extensive network of associates in Asia Pacifi c and Europe. Our practice is informed by the work we do with our clients and the latest academic thinking underpinned by our own research.

www.roffeypark.com

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TOOLKITS AND FRAMEWORKS

RESEARCH BASED

PEER LEARNING

EXPERIENTIAL LEARNING LEARNING SETS

ACADEMIC QUALIFICATIONS

Roff ey Park off ers deep personal learning, informed through knowledge and experience, transformed by facilitators with unrivalled skills and passion. The diverse experience of our consultants ensures that we provide the right environment for support and challenge which means that participants are stretched, engaged and motivated to develop both themselves and their organisations.

We treat individuals as adults, expecting and enabling them to take responisbility for their learning. Our approach is holistic, learner centred and empowering. Our focus is on substance not style using applied learning to bring to life each participant’s own work environment. This powerful learning approach enables them to increase their self-awareness and empowers them to engage more eff ectively within their organisation.

We aim for a facilitator/participant ratio of 1:6 and provide an eclectic mix of activities which will appeal to to diff erent learning styles. These include:

OUR LEARNING APPROACH

OUR CLIENTS

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CONSULTANCY SERVICES

HR Business Partnering Consultancy

Our subject matter experts in HR are very familiar with the work of Ulrich on HR business partnering and how that is implemented within organisations. We know from our research in this area that for HR business partnering to work effectively it has to be suitably tailored to the organisation’s needs and culture. Using a diagnostic and consultative approach we can advise organisations on the best adaptation of the model for your needs and prepare your business for what is a shift both in working practices and mindset. By studying your procedures and processes, shadowing your HR professionals, working alongside them in their meetings with line managers and producing a report with findings and key recommendations for the implementation of business partnering we can ensure that your organisation has a trusted adviser, critical friend companion on this important journey.

Competency Framework Development

We have experience in developing comprehensive competency frameworks for organisations working in partnership with senior managers and HR professionals to produce customised frameworks. We design and develop these frameworks for assessment and development centre projects as part of a talent management strategy for our clients as well as for recruitment and development. Our approach to competency framework development is based on occupational psychology practice and a large number of our consultants are qualified occupational psychologists. Our work involves rigorous job analysis and linking that to an organisation’s mission, vision and strategy ensuring that we take a holistic view of the business needs. Above all the service we offer helps organisations to identify skill and competency gaps for the future and plan for succession .

Leadership Development Strategy

We have extensive experience in designing and delivering customised leadership development programmes for both senior and middle managers across a range of organisations. We are also able to offer a consultancy approach to help our clients design and deliver a leadership development strategy that is linked to the business and other strategies within the organisation. We offer advice to organisations on a range of leadership approaches and interventions that ensure that the momentum is maintained when developing your leaders for the future. Our consultants will spend time with senior stakeholders in the business to analyse current and future leadership requirements and will work in partnership with the business to design and develop the pillars of the strategy.

Organisation Design Consultancy

Our approach to Organisation Design is based on the view that this is not an activity that takes place in isolation from other key disciplines, e.g. change and organisational development, rather it is best seen as grounded in an ongoing dialogue. We begin by taking a whole system approach to understand your needs, consulting with all levels across the organisation, which ensures that the design - and change - has a mandate, and is informed by a sufficient number of the people who will be affected. We will help you to re-design your organisation, to deliver the desired outcomes, and provide consultancy support to enable successful implementation.

Roffey Park Asia Pacific offers a range of consultancy services to in-house clients in addition to its open enrolment programmes. Our highly experienced consultant team is able to advise, consult and implement on a suite of projects and interventions that enable organisations to adapt and grow in today’s market environment. These include:-

To find out more about our consultancy services and tailored development, please contact us on +65 6549 7841 or email [email protected]

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Singapore based companies can enjoy 40% tax reduction or 60% cash refund under the Productivity and innovation Credit (PIC) Scheme. For more information visit http://www.iras.gov.sg/irashome/picredit.aspx. Terms and conditions apply.

A 10% Earlybird discount will be applied to fees (before GST). Please see programme page for more information.

10% Earlybird discount

How to Build and Lead a Culture of Innovation page 6 Change Agility - Leadership in Uncertain Times page 8 Practical Facilitation Skills page 10 HR Business Partner Skills page 12 OD Practitioners Programme page 14 Strategic Human Resources page 16

Programmes and Masterclasses

According to our Singapore Management Agenda research, 60% of HR Managers in Singapore identified encouraging innovation as a key people challenge but how do you create a culture that can systematically create value out of new ideas?

An organisational culture can either support innovation or thwart its growth. The best chance any business has of surviving and growing is to continuously innovate and differentiate itself, not just through new product or service development, but through how it manages people and creates enabling processes that make innovation systemic and sustainable.

Why you should attend this programme

To create a truly innovative culture you can’t just enthuse people. It needs supporting processes and a culture that makes innovation part of the day job, not just the domain of a select few. Otherwise the result can be negative behaviours or, at best, pockets of positive energy frustrated by a system that sees innovation as an activity for the product development department. Organisational design and development are the new enablers of innovation.

Who should attend

This highly interactive programme is designed to equip leaders with the tools, techniques and processes to help them build a culture of innovation. Through hands on sessions, leaders will learn how to align their strategy to drive innovation, innovate in the processes of management and develop innovative ways of thinking and working across the organisation. Suitable for senior leaders, innovation and OD directors, HR and learning development practitioners and those who want to learn the importance of creating the right culture to lead and support innovation.

HOW TO BUILD AND LEAD A

CULTURE OF INNOVATION

MASTERCLASS

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Programme content and design

• Management innovation - the next frontier. How and why the world of work is changing and the need for radical shifts in management and leadership

• Assessing organisational culture; what it is and how to change it

• How to find the top 10% of your workforce that you need to engage in order to change the culture of the organisation

• Learning from the innovators - best practice in making innovation part of core organisational DNA

• The Six ‘I’s of Innovation® - the core cultural norms and processes that need to be present to effectively manage ideas

• Six ‘I’s® personal assessments - how to play to strengths and build new leadership skills

• Matching leadership styles to different stages of the innovation process and the life cycle of the organisation

• Measuring innovation - how to ensure your innovation efforts are working and delivering value

• The Innovation Challenge - using the Six ‘I’s® as a framework, participants will develop processes and practices that will become a road map for driving innovation across the organisation.

Learning outputs and new insights

• Practical concepts and skills to help you lead and drive innovation

• Assess your organisation against the Six ‘I’s of innovation® and create a plan for where, how and what you need to focus on to drive innovation effectiveness

• Be able to practically apply the Six ‘I’s® to building processes and culture

• Be exposed to the latest thinking in the new fields of ‘innovation in management’, ‘social network analysis’ and the beliefs and patterns that shape culture and social behaviour. Learn how these theories can help you manage cultural change

• Know your leadership strengths and challenges by receiving a personal innovation skills assessment

• Learn from case studies and other examples of companies leading the field in innovative organisational development practices

TELEPHONE:

+ 65 6549 7840

EMAIL:

[email protected]

WEBSITE:

www.roffeypark.com

TO BOOK

14 - 15 May 2015

FEE

$3,750 + GST

Fees are inclusive of all tuition fees, materials and meals.

DATES AND FEES

10% Earlybird discount for

bookings received by 28 February

2015

Lead Facilitator

NATALIE TURNER BA Hons, MSc Social Psychology, MBA

Natalie has a background in innovation, leadership and organisational development and has worked for and consulted with some of the world’s leading organisations including Cisco Systems, Singapore Airlines, and LEO Pharma. She is an international speaker on innovation, entrepreneurship and leadership and the founder and CEO of The Entheo Network, an international innovation leadership company. She is the inventor of The Six ‘I’s of Innovation®, an integrated methodology that provides individuals and

organisations a consistent framework for assessing skills and managing innovation. She has three degrees; a BA Hons in Politics and Legislative studies, an MSc in Economics and Social Psychology and an MBA. She is also a Master Practitioner in Group Dynamics and Non-Verbal Communication and a certified consultant in the Spony Profiling Model (SPM), which assesses work values, behaviours and cross cultural value systems.

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To build more agile organisations, senior and mid-level executives in Asia need to develop their change leadership skills. This masterclass provides a framework which goes beyond best practice in ‘change management’ and into ‘next practice’ - Change Agility. Change Agility is a mission critical capability in large organisations that are competing in a ‘VUCA’ world – one characterised by volatility, uncertainty, complexity and ambiguity.

Participants will also be enabled and encouraged to reflect on their own capacity and ability to function as leaders of change as well as their awareness of different aspects of change, especially the management of leadership dilemmas. This programme is anchored in real world challenges, connecting theory with practice and business results.


• You will improve your personal awareness of change leadership style and biases which influence change leadership effectiveness

• You will develop your knowledge and skill in relation to the leadership of change, in a volatile, uncertain, complex and ambiguous business environment, through the holistic use of self

• You will be able to deliver greater value from transformational change efforts and better ROI from high impact projects or programme, through the development of teams and organisations which are built to be change agile by design

Who should attend

The programme is targeted at mid to senior managers with strategic people leadership responsibilities or organisational change agents who are tasked to lead major enterprise change initiatives. The programme is particularly relevant for corporate leaders who are working in an increasingly uncertain business environment.

CHANGE AGILITY - LEADERSHIP

IN UNCERTAIN TIMES

MASTERCLASS

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CHANGE AGILITY - LEADERSHIP

IN UNCERTAIN TIMES

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Lead Facilitator

KIRAN CHITTA MA (Oxon), MSc, CPsychol, AFBPsS

Kiran Chitta is an associate at Roffey Park Institute and the MD and founder of Caxton & Co, a Singapore based leadership and organisation consulting boutique. Kiran is an organisational psychologist, specialising in global leadership and organisation development. He is the author of ‘Change Agility: Leadership, Transformation and the Pursuit of Purpose’ and creator of the Change Agility Development Survey, in collaboration with TalentQ, a global psychometric test publisher. Kiran has a degree in Experimental Psychology from

Oxford University, an MSc in Organisational Psychology, with Distinction, from the Manchester School of Management (UMIST).


• Leading change in an uncertain world

• Change agility assessed and explored

• Change agility for me, my team and my business - development clinic

• Examples of successful change acceleration - cross sector case discussions

• Change acceleration exercise

• Personal action planning – and sustained performance impact


• A personalised feedback report from the Change Agility Development Survey

• Enhance the change agility of business leaders and managers

• Apply a framework for strategy execution, change and high performance in organisations

• Avoid biases and dilemmas that often lead to silo mentality and to poor business outcomes

• Understand differences in leadership and execution styles and approaches - across managerial level and across a range of business situations

• Use interesting experiential learning, business simulation and self-directed learning methods using participants’ own realities and work place scenarios

All participants will receive a Change Agility workshop manual and a copy of the book ‘Change Agility: Leadership, Transformation and the Pursuit of Purpose’. The book contains in-depth explanations and case examples covering of all aspects of the model which will be used within the programme.FR

EE

BO

OK

16 - 17 June 2015

FEE

$4,250 + GST


DATES AND FEES


bookings received by

31 March 2015

TELEPHONE:

+ 65 6549 7840

EMAIL:

[email protected]

WEBSITE:

www.roffeypark.com

TO BOOK

Effective groups drive change. Group working is an essential part of modern organisational life, and a group’s effectiveness is often greatly influenced by the ability of the facilitator working with them. The facilitator acts as an enabler, allowing the group to share their knowledge, explore issues, generate ideas, solve problems and resolve conflicts. They bring different people together to produce results greater than those that could be achieved individually.

This practical and hands-on programme provides a thorough grounding in how a successful facilitator works with a group and details the skills and behaviour needed for effective facilitation. You will explore how to let the group concentrate on ‘content’ whilst you focus on what is to be achieved and manage the ‘process’. You will learn how to help groups become a positive, productive force, building consensus and helping to drive change.


• Develop greater personal impact and confidence as a facilitator

• Learn a range of different approaches to facilitation

• Attain greater skills in focusing groups quickly and effectively on common objectives

• Enable the groups you work with to be more productive and effective

• Gain the ability to overcome difficulties within groups to ensure that the agreements and decisions achieved are authentic and enduring

Who should attend

This programme is aimed at new or less experienced facilitators who are likely to be working as a line manager or an internal or external consultant/trainer, perhaps in an HR or OD role.

PRACTICAL FACILITATION SKILLS

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• The role of the facilitator

• Facilitative preventions

• Process management

• Facilitative interventions

• Practical skills workshops


• A broader and deeper skill set for effective group working

• Greater confidence in supporting and challenging groups

• A series of underpinning facilitation models to help plan, structure and run sessions

• Feedback on your own style and impact, with tips to develop

• A range of facilitative interventions to give you greater choice in working with groups

• A clear link between effective group working and organisation change

Programme Director

ANDY FIRTH Senior Consultant

Andy has fifteen years’ experience working with leaders and staff from board to front line in public and private sector organisations. His work encompasses a wide range of people development, including consultancy, training, coaching and facilitation and at Roffey Park he is Director of the Practical Facilitation Skills and The Art of Facilitation programmes. He has been extensively involved in a number of assessment/development centre and 360° feedback projects, as well as supervising student coaches studying for a diploma. Andy

holds an NVQ4 in executive coaching and a PGDip in customer management. Before joining Roffey Park he spent several years honing his skills at one of Britain’s leading small consultancies. His background is in hospitality, as an acquisitions manager for a brewery and a manager in a busy bar in London’s West End. Helping people to be more effective through their becoming more responsible for their own situation is a particular passion for Andy.

9 - 10 April 2015

FEE

$2,999 + GST


DATES AND FEES

TELEPHONE:

+ 65 6549 7840

EMAIL:

[email protected]

WEBSITE:

www.roffeypark.com

TO BOOK


bookings received by 28 February

2015If you have a number of employees in your organisation who would benefit from facilitation skills training, we can run this as a customised programme designed for your business needs. For more information please contact us by telephoning + 65 6549 7840 or email [email protected].

CUSTOMISED PROGRAMME

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Effective HR Business Partnering is about a mindset and skills more than a model. Taking a consultative approach to other managers and the organisation, Business Partners think strategically and draw on their credibility to influence at a senior level. With insights from Roffey Park’s research, this programme will help you to develop the skills and behaviour necessary for your HR role to contribute even more to the success of your organisation.

The programme combines an in depth grasp of HR Business Partnering, with the skills of internal consultancy, to ensure you gain all the essentials for being an effective Business Partner.


• Understand business partnering and what it means in your organisation

• Build confidence and credibility in successful partnering

• Enhance your ability to initiate and implement HR strategy

• Increase your commercial awareness

• Develop your influencing skills

• Grow your network of HR professionals from different organisations

Who should attend

This programme is aimed at HR professionals who are already in a business partnering role.

HR BUSINESS PARTNER SKILLS

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This experiential programme is designed to cover a range of practical tools and techniques for HR Business Partners and give participants the opportunity to practice skills using a live case study with professional actors playing key stakeholder roles. The programme will cover:

• Features of effective HR business partnering

• Adding value to the business

• Developing strategic thinking and awareness as a business partner

• Stakeholder mapping

• HRBPs as internal consultants

• Influencing, power and politics

• HRBPs as coaches

• Case study work


• Consultancy cycle

• Burke Litwin Model

• McKinsey 7S Framework

• Force Field Analysis

• Relationship mapping

• Influencing horseshow

• GROW model

• Transition curve

• SWOT Analysis

• Fishbone Diagram

SINGAPORE 14 - 16 April 2015 Earlybird deadline 28 February 2015

MALAYSIA

21 - 23 April 2015 Earlybird deadline 28 February 2015

HONG KONG

4 - 6 August 2015 Earlybird deadline 30 April 2015

FEES

$3,950 + GST


DATES AND FEES

Lead Facilitator

GARY MILES Director of International Operations & Associate Relations

Gary is responsible for Roffey Park’s International activities including its operation in the Asia-Pacific Region and divides his time working between the UK and Singapore. He has over 20 years’ experience of working in commercial organisations, both as an HR practitioner and business manager. With his extensive experience of working internationally, Gary is practised at working with multi-national groups and values the diversity that this brings to the development experience. He has designed and delivered programmes in Singapore,

Dubai, USA , Canada, Mexico, Russia, Central and Eastern Europe as well as for multi-national client groups in UK at Roffey Park’s own facilities. Since joining Roffey Park he has been involved in a number of major client projects spanning private, public and not for profit sectors and focussing on HR and senior management development, leadership, talent management and executive coaching. He is programme director of Strategic Human Resources and his client base is drawn from higher education, local government, manufacturing, oil, and IT sectors.

TELEPHONE:

+ 65 6549 7840

EMAIL:

[email protected]

www.roffeypark.com

TO BOOK


bookings CUSTOMISED PROGRAMMEIf you have a number of HR business partners in your organisation we can run this as a customised programme designed for your business needs. For more information please contact us by telephoning +65 6549 7840 or email [email protected].

OD PRACTITIONERS PROGRAMME

Organisational development (OD) has never been more relevant as organisations have to balance economic growth with a human systems perspective. In a volatile, uncertain world and a globalising Asia, OD practice can support performance and organisational health. Agility, resilience and emotional intelligence are now critical to the development of responsible, sustainable and effective organisations in Asia.

Roffey Park’s OD Practitioners Programme provides a thorough grounding in the field of OD. Our distinctive learning approach models the OD process throughout the programme, so we learn together in a supportive and challenging environment. We work with you on the issues you are grappling with at work to develop a toolkit of approaches that you can adapt to suit your context. This means it is a highly tailored learning experience with lasting benefits.


• You will gain increased confidence, credibility and impact as an OD practitioner

• You will have increased self-awareness by identifying strengths and development needs in relation to a set of OD practitioner capabilities

• You will develop your knowledge of the history and roots of OD practice

• You will develop a systemic approach to identifying OD needs

• You will learn how, when and why to use tools and techniques to gather data and intervene effectively in organisational systems

• You will increase your knowledge and understanding of the role of organisation design

• You will be able to apply participative approaches to complex change

• You will receive a recognised qualification from a leading University in the UK.

Who should attend

This programme is aimed at senior HR, learning and development, change management and OD professionals working in organisations who want to develop and improve their organisation development skills.

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The programme consists of three modules:

• Module one - OD at the Individual Level

• Module two - OD at the Group Level

• Module three - OD at the Organisational level

Participants work towards achieving a Graduate Certificate in Organisational Development which is validated by the University of Sussex. This involves a number of pieces of written work to consolidate learning and attending four learning set meetings at the end of each module.


• An OD Consultancy cycle

• Consultancy Roles - Block

• Process Consultation - Schein

• Self as Instrument – Seashore, Curran & Welp

• The Reflective Practitioner - Schon

• Diagnostic v Dialogic - Bushe & Marshak

• The Burke, Stringer & Litwin Model

• Relationship Mapping

• Working in a Learning Set

• Action Learning – Revans

• Storytelling Circles

• Action Research Methods – Lewin

• Cultural Web - Johnson & Scholes

• Ground Rules - Schwarz

• Diagnosing Culture – Harrison & Stokes

• Open Space Technology – Owen

• Future Search – Weisbord & Janoff

• Appreciative *Inquiry – Cooperider

• Organisation Design Principles – Stanford

Lead Facilitator

SIMON GOTT Senior Consultant

Simon has extensive experience in both the private and public sector. Throughout his career he has worked with a range of people covering a diverse mix of professions such as psychologists, nurses, engineers, software developers and general managers.

Simon has facilitated large scale change, leadership and management development programmes, as well as the delivery of technical and soft skills training. Simon is interested

in how people learn and is at his best when facilitating groups and helping them to increase awareness of their own ways of working. He is also passionate about developing high performing teams, by helping them pay attention to the dynamics of their working practices and relationships. Simon has an MSc in Organisation Development and Consultancy from Sheffield Business School where he looked at how to do meaningful evaluation of OD interventions for his dissertation.

Module 1 26 - 27 May 2015 Learning set - 28 May 2015

Module 2 7 - 8 July 2015 Learning set - 9 July 2015

Module 3 29 Sept - 1 Oct 2015 Learning set - 2 Oct 2015

Final learning set to be agreed among set members

FEES

Three modules and four learning sets (11 days in total)

$19,500 + GST


DATES AND FEES

Based in the South of England, the University of Sussex is a leading research university, ranked among the top 15 universities in the UK and among the top 120 in the world in the Times Higher Education World University Rankings.

From its foundation, Sussex has had an international perspective to its academic activities and its outlook. Their research tackles major world issues, with leading areas of expertise such as climate change and development studies. The University has extensive links with many institutions worldwide, including Peking University (China), Georgetown University (USA), the Chinese University of Hong Kong and National Taiwan University.

TELEPHONE:

+ 65 6549 7840

EMAIL:

[email protected]

WEBSITE:

www.roffeypark.com

TO BOOK



16 March 2015

The constant challenge to busy HR professionals working in all organisations in Singapore is to be more strategic in their approach in order to add value to their organisations and ultimately contribute to the agenda of higher economic growth for Singapore. But what does being strategic really mean? This programme explores key issues relating to business strategy, HR strategies and the challenging role of HR practitioners in making the link between both strands. Participants will experience a range of inputs, exercises and practical sessions aimed at deepening understanding of strategic HR issues as well as enhancing their skills to lead HR strategies effectively.


• You will discover how you can really be seen as an HR leader in your organisation

• You will have increased understanding of the potential role of strategic HR in your organisation

• You will practise the skills of an HR strategist and develop an effective HR strategy

• You will be better equipped to lead change in your organisation and add value both strategically and operationally

• You will experience examples of best practice in strategic HR and become part of an active network of senior HR professionals

Who should attend

This programme is suited to senior HR managers, heads of function and deputies who are looking to make a long-lasting contribution to their organisation. Businesses will benefit from having forward-looking and commercially minded HR professionals who can influence major strategic decisions about the future of their organisations in relation to the people agenda.

STRATEGIC HUMAN RESOURCES

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Programme Director

GARY MILES Director of International Operations & Associate Relations

Gary is responsible for Roffey Park’s International activities including its operation in the Asia-Pacific Region and divides his time working between the UK and Singapore. He has over 20 years’ experience of working in commercial organisations, both as an HR practitioner and business manager. With his extensive experience of working internationally, Gary is practised at working with multi-national groups and values the diversity that this brings to the development experience. He has designed and delivered programmes in Singapore,

Dubai, USA , Canada, Mexico, Russia, Central and Eastern Europe as well as for multi-national client groups in UK at Roffey Park’s own facilities. Since joining Roffey Park he has been involved in a number of major client projects spanning private, public and not for profit sectors and focussing on HR and senior management development, leadership, talent management and executive coaching. He is programme director of Strategic Human Resources and his client base is drawn from higher education, local government, manufacturing, oil, and IT sectors.


• Introduction to strategy and key strategic models

• Crafting and implementing an effective HR strategy

• HR leadership

• Adding value to the business and the HR value proposition

• Strategic influencing and political awareness

• Developing a talent management strategy

• Leading change within the organisation

• Enhancing employee engagement

• Project Groups on live HR strategy issues


• Strategic tools for use with your key stakeholders

• A model of adding and evaluating value to the business

• A self-diagnosis of your own political skills within an organisational context

• A range of frameworks focusing on change from an organisational and individual perspective

• Practical and applied research from Roffey Park on employee engagement

• A template for framing a HR strategy in your organisation

• Sharing good practice in live project groups and a methodology to apply your learning back in the workplace

• Tips and techniques for managing talent in the organisation which you can implement immediately

• Greater increasted confidence as an HR leader

• A competency development plan for you to work through post-programme

TELEPHONE:

+ 65 6549 7840

EMAIL:

[email protected]

WEBSITE:

www.roffeypark.com

TO BOOK

13 - 16 October 2015

FEE

$4,999 + GST


DATES AND FEES



30 June 2015

On receipt of your booking reservation you will receive a letter confirming your booking together with a nomination form. Please ensure the form is returned at least five weeks before the programme commences. This is used to personalise aspects of the programme to meet individual needs. Before the programme starts, joining instructions will be sent which show participants where and when to attend as well as any preparatory work to be completed.

Terms and Conditions CANCELLATIONS Cancellation notice and related charges:

2 weeks or less100% OF FEE

More than 2 weeks and less than 6 weeks

75% OF FEE

6 weeks or moreFULL REFUND

SUBSTITUTE PARTICIPANT

There is no fee for substituting one participant for another provided the substitute is suitable, Roffey Park is advised in advance, and a new nomination form and preparation work is completed.

TRANSFER OF DATE

Within six weeks before the start of a programme, we are unable to transfer a booking to a later programme free of charge, as it is seldom possible to arrange the attendance of a replacement participant. Transferring a confirmed booking within two to six weeks notice period can be arranged on payment of the full fee plus a transfer charge of 30%. Transfers within two weeks of the programme start date will be subject to the full 100% cancellation charge.

NON-ATTENDANCE

We are not able to make a refund for non-attendance. The fee including catering and accommodation is due in full.

FEE PAYMENT

Invoices are dispatched approximately eight weeks prior to the programme start date and are payable in 30 days. Where a booking is made less than 30 days prior to the programme start date then payment must be made before the programme begins.

FEES AND BOOKING DATES

These are subject to review and in exceptional circumstances, may be changed at short notice. Programmes are subject to availability.

Company registration 201015595E

HOW TO BOOK

To reserve your place:

Tel: + 65 6549 7840

Email: [email protected]

www.roffeypark.com

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Building Resilience: Five Key Capabilities Research Report £10 (approx $20)

Talent and the Generations Whitepaper Free of charge

Living in a Matrix Research Report £10 (approx $20)

Talent and Productivity in Singapore SMEs Briefing paper Free of charge

The Singapore Management Agenda 2014 Research Report Free of charge

Leading with Presence White Paper Free of charge

OUR RESEARCH AND WHITEPAPERS

Roffey Park funds its own research programme with the aim of improving the world of work and organisational performance by sharing knowledge of good practice in people management, leadership and organisational development.

As well as being objective and robust, we strive to make our research clear, practical and highly relevant. Taking into consideration organisational context and existing knowledge, we aim to help people make sense of data and get to grips with what the research is really saying.

All of our recent research publications can be downloaded from our website.

www.roffeypark.com

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UK OFFICE

Roffey Park Institute Forest Road

Horsham West Sussex

RH12 4TB United Kingdom

Tel: +44 (0) 1293 851644 Fax: +44 (0) 1293 851565

email: [email protected]

ASIA PACIFIC OFFICE

Roffey Park Asia Pacific Pte Ltd 3 Temasek Avenue

Level 34 Centennial Tower Singapore 039190

Tel: +65 6549 7840 / 7841 / 7842 Fax: +65 6549 7011

email: [email protected]

Company registration 201015595E

www.roffeypark.com

If you are interested in having a conversation to explore possibilities, then please get in touch with us.

Tel: +65 6549 7841 Email: [email protected]

For more information about our services, research, events and webinars, visit our website.

Roffey Park Institute is a Charity, registered with the Charity Commission No: 254591

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