7 February 2017
7 February 2017 – Cegos Asia Pacific is expert in developing Managers and their teams and is thrilled to announce a new partnership with The Centre for Executive Education (CEE) whose specialism within Senior Leader and Executive level development make for a perfect marriage of capability and focus, specifically to take business-critical executive and senior leader development out of the closed-door boardrooms and into the mainstream.
In order to execute this effectively Cegos Asia Pacific and CEE are proud to launch a brand new suite of 6 highly practical Masterclass programmes, dedicated to developing Leadership skills for Board, C-Suite and Senior Level Leaders operating in today’s VUCA world (Volatile, Uncertain, Complex, Ambiguous) as they meet the challenges of today, while preparing for the shifts of tomorrow. For further details refer to the Press Release available as a download here.
6 February 2017
6 February 2017 - Our CEO, Prof Sattar Bawany was interviewed by Jane Jackson, Career Management Expert and Coach, as well as the author of the best seller, Navigating Career Crossroads (which is a must read for all professionals) on the theme "Managing the Pitfalls on Leadership Transitions" as well as on his Professional & Career Management Journey as an Executive Coach. The interview has gone ‘live’ on ITunes Podcast earlier today and details could be found here.
2 January 2017
2 January 2017 – Singapore, Centre for Executive Education (CEE) is pleased to announce the launch of the 2017 Webinar Series on Transforming NextGen Leaders in VUCA World.
This Webinar Series are being offered in response to the market needs to ensure that their senior-level executives possess the right competencies and skills to successfully adapt to new realities when leading in a VUCA World.
These Webinars will leverage on best-in-class or thought-leadership concepts, tools and techniques to drive organisational & leadership excellence.
A series of 6 Webinars will be delivered from January to June 2017.
1 November 2016
1 November 2016 - CEE is pleased to announce the launch of our Corporate Wellness Division at the Singapore Productivity Conference & Exhibition 2016.
Corporate Wellness is any workplace health promotion activity or organisational policy designed to support healthy behaviour in the workplace and to improve health outcomes of your employees. CEE Corporate Wellness’ tagline is STRENGTH - PERFORMANCE - AESTHETICS (SPA).
Being competitive in the market place means more than products and services. Businesses need productive employees to stay competitive in the market place. Employees need good health to stay productive. That's where SPA Corporate Wellness becomes a key component in your business plan.
SPA Corporate Wellness provides the expertise for planning, promoting and implementing on-site health promotion programmes. All programmes can be custom-designed to meet the site, scheduling/shift, and volume requirements of your organisation.
A corporate wellness programme designed by SPA Corporate Wellness is a combination of educational, organisational and environmental activities designed to support behaviour conducive to the health improvement and well-being of employees. Corporate wellness programs may consist of many components, but the scope of the programmes is defined by the objectives of the companies.
1 October 2016
Singapore, 1 October 2016 - Annually, Singapore Productivity Conference and Exhibition 2016 (SPCE 2016) aims to become the key event that helps the industry to build capacity and develop capabilities for holistic productivity through innovation, collaboration, technology and people development. The conference will discuss the challenges companies faced in increasing productivity and the strategies for transforming their companies into lean and profitable enterprises.
Talented leaders are the backbone of an organisation. They develop strategic initiatives to grow and preserve the business. Singapore’s Prime Minister Lee Hsien Loong, in his keynote address at SNEF 30th Anniversary CEO and Employers Summit, highlighted that "a huge part of the responsibility for improving productivity falls on employers and business leaders". He emphasised that leadership is critical in upgrading productivity for businesses.
Leadership also impacts the organisational culture, and plays a part in the productivity of the organisation. Research has shown that highly productive companies, to a high or very high extent, leadership in their companies raise productivity. Hence, this further emphasises the importance of an effective leadership for a successful organisation.
Prof Sattar Bawany, CEO of CEE, will be delivering a Keynote Presentation on "Leadership & Culture for Productivity" on Day 2 of the Conference on 2 November 2016. He will also be a Panellist in the Panel Discussion on "People Development, Culture and Productivity" to be conducted subsequent to the Keynote session.
The Summary of the Keynote Presentation as well as the Resource Materials on the theme of “Leadership & Culture for Productivity” is available here.
Monday, 1 February 2016
While the need for leadership remained steady, the new results indicate a slight shift in how leaders approach challenges with a new emphasis on cognitive readiness and a continued emphasis on critical thinking.
Hagemann notes that since 2009, critical thinking, the ability to recognize assumptions, evaluate arguments and draw conclusions, has topped the trends as a key development need for senior leaders. “In 2016, we see the connected but more advanced level of mental skills of cognitive readiness gain in importance. Cognitive readiness, defined further in the report, is the mental, emotional and interpersonal preparedness for uncertainty and risk.” In addition and possibly the biggest shift in the 2016 trends is a much greater focus on the customer. “This is a major point in the research,” says Hagemann. “I believe, executive development will be positively impacted by this new trend as leaders learn to drive organizations that are customer centric in their solutions and integrated in their approach.”
“Organizations globally including those in Asia Pacific need to incorporate the next generation leadership competencies as identified in the Report so as to address the development needs of their rising leaders. Leaders at all levels need to have a broader skill set, one that equips them to think and act globally in a VUCA business environment. They must do so while embracing cross-cultural diversity and cultivating collaborative relationships within and outside their walls. These are the hallmarks of the mind-set needed to develop effective global leaders,” says Prof Sattar Bawany, the Managing Director, EDA Asia Pacific and a member of the Research Team. Prof Bawany is concurrently the CEO of Centre for Executive Education (CEE). CEE is the Strategic Partner of EDA in Asia Pacific.
In order to track the growth and evolution of executive education and development trends, Executive Development Associates, Inc. has conducted this research every two to four years since 1983. The 2016 Trends Report which is used by organizations to benchmark their own executive development practices shows that the shifting markets and impact of technology are pushing executives to learn new skills and make changes in their approach.
The Executive Summary Report is available as a download here.
The Press Release could be found here.
The published Article on “How companies develop the top of the house” based on the research findings was published by Human Resources on 15 February 2016 and could be found here.
Tuesday, 1 December 2015
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Since its inception four years ago, the Centre for Executive Education (CEE Global) have worked hard to thoughtfully develop great human resource management and leadership development solutions that truly address critical business needs of today's organisations operating in a VUCA (volatile, uncertain, complex and ambiguous) business environment.
In the 10th edition of the HR Vendors of the Year (VOTY) Awards this year, Human Resources magazine’s long-running annual vendor rankings report recognised and celebrated the best of service providers for HR professionals, this prestigious award honours the most esteemed HR Vendors and promotes excellence across the plethora of HR services and solutions. The Finalists were identified through an extensive online preferences survey of HR managers in Asia, which ultimately shaped the winners of the awards on the night.
We are proud to be recognized by thought leaders in the industry for all that we have accomplished resulting in being awarded the "Best Leadership Development Consultant" (Bronze) Category in Malaysia in a VOTY Gala Dinner Ceremony on 1st December 2015 at A'loft Kuala Lumpur Sentral.
CEE was also awarded the "Best Management Training Provider" (Bronze) Category in Singapore in an earlier separate VOTY Gala Dinner Ceremony on 4 November 2015 at Intercontinental Hotel in Singapore.
Wednesday, 14 October 2015
Following our Chairman & CEO, Prof Sattar Bawany's appointment earlier last year as Adjunct Professor with the Curtin Graduate School of Business of Curtin University, we are pleased to announce that he has been appointed to serve on the Curtin Business School (CBS) International Advisory Board.
Curtin University is one of the Asia-Pacific region’s largest multi-national, multi-cultural business schools. We develop a diverse international perspective through our curriculum and research activities. Specifically, we:
The CBS Advisory Network is comprised of nine individual boards, of which there are seven school-based boards, the Asia Business Centre board and the Advisory Council contributing to the strategic direction of the business school. With a network of more than 70 members of industry, CBS receives a wealth of insight and expertise that works to shape our business programs for the benefit of students and industry alike.
The CBS Advisory Board network forms one of the most extensive advisory groups of any Australian business school. Comprised of company CEOs, directors, and senior government officers, the board provides regular input into the University's research and course direction, ensuring that the courses are responsive to the market and its evolving needs.
Wednesday, 6 May 2015
Prof Sattar Bawany, CEO of Centre for Executive Education, delivered an impactful and engaging session on "What it takes to be a quality of life changemaker?" at the Sodexo's inaugural Global Quality of Life (QoL) Conference moderated by Arianna Huffington, Chair, President, Editor in Chief of the Huffington Post Media Group on 6 May 2015 at Conrad Hotel, New York City, New York, USA.
Thursday, 15 January 2015
Channel NewsAsia’s Interview of Prof Sattar Bawany, CEO of Centre of Executive Education (CEE) on the Key Findings of the Research on “Inspiring Your Future Workforce - Leading and Engaging Gen Y and Z Effectively" on Singapore Tonight News Bulletin on Thursday, 15 January 2015.
Human Resources publication of CEE Research Report: “How to manage local Gen Y and Gen Z”
13/01/2015 Tue 11:04 in Singapore by Akankasha Dewan
To aid executives and managers in overcoming challenges associated with younger generations, new research from The Centre for Executive Education (CEE) analysed the attitudes, behaviours and workplace preferences of both Generation Y (ages 20 to 34) and Generation Z (ages 16 to 19) employees.
Surveying 304 respondents from both Gen Y and Z in Singapore, the report broke down what both generations look for in an organisation, what factors encourage them to stay in the company, how they like to be led, and the type of organisational culture they prefer.
While Gen Ys looked for career growth and advancement, Gen Zs viewed job satisfaction as a priority.
Gen Zs also preferred greater workplace flexibility, better balance between their work and home life with telecommuting facilities or a work-from-home arrangement, whereas Gen Ys favoured traditional hours and method of working.
When it came to talent retention, 75% of Gen Y and Z indicated they expect to remain with an organisation for less than five years. Gen Z generally expected to stay in their current position for at least 3 to 5 years. Gen Y, however, was less hopeful.
Gen Ys also stated they would switch jobs if they were promised higher pay, while Gen Zs were more swayed by better perks and benefits.
Both generations stated they expected their leaders to be effective communicators and good listeners, with 95% of Gen Z and 85% of Gen Y citing their ideal manager as a coach or mentor figure.
“Managers should be authentic and lead from the front and by example or adopt servant leadership, instead of a commanding or directive style,” Professor Sattar Bawany, CEO of CEE, said.
“These younger generations need guidance through coaching and mentoring rather than control and micro-management. A highly engaging and interactive management style characterised by open communication works best for this generation.”
The report also found while both generations value company leadership and employer’s branding, job titles and in-house training were not major areas of consideration for them.
Gen Y favoured working with a supervisor that they can respect and learn from, Gen Z placed working with people they enjoy as a top priority for an ideal work environment.
13 January 2015
Findings reveal Gen Z is realistic, less motivated by money and more loyal compared to Gen Y.
(Singapore, January 13, 2015) -- The Centre for Executive Education (CEE), today announced results from the first ever comparative study in Singapore to focus on attitudes, behaviours and the workplace preferences of both Generation Y (ages 20 to 34) and Generation Z (ages 16 to 19). Key takeaways from the findings show:
According to Professor Sattar Bawany, CEO of Centre for Executive Education (CEE), who is also the Principal Investigator for the Research, the study highlight attributes that distinguish Gen Z and Gen Y employees from a talent management perspective. “This study provides an insightful picture and practical recommendations of what Singapore employers can use to inspire, motivate and engage this newest generation as part of their overall talent recruitment and retention strategy.”
Entitled “Inspiring Your Future Workforce: How to Lead and Engage Gen Y and Z Effectively” the study queried both Gen Y and Z respondents whose views were obtained via an online survey with the results further validated during focus group interviews. The study both confirmed and dispelled stereotypes about Gen Y (also known as the Millennials) who increasingly are making up a larger part of the today’s workforce; and also shed new insights on Gen Z who are on the verge of joining the corporate world.
“Managers should be authentic and lead from the front and by example or adopt servant leadership, instead of a commanding or directive style. These younger generations need guidance through coaching and mentoring rather than control and micro-management. A highly engaging and interactive management style characterised by open communication works best for this generation.” says Bawany.
He notes that in light of the desire of both generations to be involved in activities and initiatives related to various societal issues, employers are recommended to tap into that interest by involving them in charitable activities. Come up with a sabbatical policy that would allow these employees to embark on paid leave in support of worthwhile causes.
Additionally he says “Flexibility is vital to managing Gen Y and Z, especially if your organisation comprises a multigenerational workforce. By understanding these next generations of employees and adapting your management styles accordingly, you can effectively harness their potential while maintaining the loyalty of other staff, thus effectively attracting and retaining employees, building high performance teams, dealing with change and increasing employee engagement.”
About CEE’s ‘Inspiring Your Future Workforce’ Study
The Research aims includes identifying the unique values and belief systems that Gen Y and Z embody, their attitudes to work and life, their highly ambitious and inquisitive nature, and how to best fit them in organisation locally and around the world in the context of today’s economic reality and diverse workplace.
Survey data was collected from 304 respondents from both Gen Y and Z in Singapore during the period of September 2014 to January 2015. Their views were obtained via an online survey and the results were further validated during focus group interviews.
Request for copies of the Research Report can be submitted to email@example.com
About Centre for Executive Education (CEE)
Centre of Executive Education (CEE) is a premier network of established human resource development and consulting firms around the globe which partners with clients to design solutions for leaders at all levels who will navigate the firm through tomorrow's business challenges. CEE suite of executive development programs includes talent management & succession planning, management & leadership development, executive coaching, CEO and board mentoring and advisory services. CEE assist corporate leaders and small business owners optimize their performance and accomplish their business and professional objectives.
For more information, visit www.cee-global.com
A copy of the above Press Release can be downloaded here.
For copy of the Executive Summary of the Research Report, please download here.
10 January 2015
10 January 2015
The International Professional Managers Association (IPMA) and Centre for Executive Education (CEE) are proud to announce partnership with Human Resources, the organiser of leading Human Resources conferences. CEE is the Strategic Partner of IPMA in Asia Pacific.
International Professional Managers Association (IPMA) is a not-for-profit professional member organisation whose mission is to provide practicing managers with the opportunity to participate and to be part of the process of improving managerial performance and effectiveness in all areas of business, industry and public administration.
Under this partnership, IPMA Professional Members who participate in Human Resources conferences will be awarded 6 CPD points, which include the upcoming Talent Management 2015 conference series held in 3 cities coming April 2015:
“Human Resources conferences address the most critical issues impacting not only the HR managers, but also CEOs and managers alike. As the war for talent is heating up, the upcoming Talent Management 2015 featuring global thought leaders will be a rewarding learning experience for all practicing managers,” said Professor Sattar Bawany, Strategic Advisor of IPMA who is concurrently the CEO of CEE.
Now in its 3rd year running, the Talent Management Asia 2015 is tailored for leaders and HR managers who need to stay abreast of the talent management trends and be equipped with results-proven strategies. Featuring first-hand advice from globally-acclaimed gurus including Dr. John Sullivan, Louis Carter, Maya Hu Chan & Charles Hampden-Turner, this is the must-attend events for all managers and HR leaders.
IPMA is also endorsing the Asia Recruitment Awards 2015 which is to be held on 12 May 2015 at A’loft Hotel Kuala Lumpur, Malaysia and 28 May 2015 at InterContinental Hotel, Singapore.
If you are interested in attending either the Talent Management 2015 or the Asia Recruitment Awards 2015, please contact Ms Yew Lei Ching at firstname.lastname@example.org for assistance.
Members of IPMA and CEE Corporate Clients enjoy 10% off the conference tickets.
For more details, please visit http://www.humanresourcesonline.net/talent-management/2015/ (Talent Management 2015) and http://www.humanresourcesonline.net/asia-recruitment-awards/2015/sg/
(Asia Recruitment Awards 2015).
25 August 2014
By Janice Tai
SINGAPORE - A survey to find out what makes Generation Y and Z employees tick at work is being done now by human resource network CEE Global.
The research aims to find out what attracts and retains workers from Gen Y - those born between 1980 and 1994 - in their current workplaces. It also hopes to capture the expectations which Gen Z workers hold towards their prospective employers. Those considered as Gen Z are born between 1995 and 2010.
With this data, the network seeks to equip organisations in better managing younger workers.
Organisations which participate in this survey will get a copy of the final report when it is published in November. All information will be kept confidential.
To continue reading, log in if you are a subscriber.
4 August 2014
CEE is pleased to announce the launch of a research project on the topic “Leading and Engaging Gen Y and Z at Work”.
The research is targeting at Generation Y (those born between the years 1980 to 1994) and Generation Z (born between the years 1995 to 2010) and planning to enter the workforce in the coming years.
Centre for Executive Education (CEE Global) has over the years published several articles related to the theme on “Leading and Engaging a Multigenerational Workforce”.
The Research aims to find out about Gen Y at work – what attracts them to their organisation they are serving, retains them and drives or engages them as well as what they expects from their leaders.
The survey also aims to discover what Gen Z (those currently studying in tertiary institutions) looks for in selecting their prospective employers or organisations and what are their expectations from the employee engagement and retention perspective.
Our objective is to help organisations become better equipped to manage their younger generation of employees. Your organisation participation in this survey will provide us with insights as to what Generation Y expects from their leaders and how they are being motivated.
If you are a Gen Y, we would invite you to participate in our online survey which could be completed between 5-10 minutes. The Online Survey can be found here.
The deadline for completion of the Online Survey has been extended to 31 December 2014.
The answers will be kept confidential and the record kept of the survey responses does not contain any identifying information about the respondent.
All of the information will be treated confidentially, the data will be stored at CEE Global and no individuals or their responses will be identified. The respondent data will be kept in accordance with the Singapore’s Personal Data Protection Act (2012).
As a participating organisation, we would be delighted to present a copy of the final report in mid January 2015 when the finding is expected to be published. CEE would also be offering a complimentary Training Needs Analysis for the Managerial Leadership Team of the participating organisation.
For further information, contact our Research Team at email@example.com
Media Reports on the Survey:
1) The Straits Times, Singapore published on 25 August 2014: Survey to suss out expectations of younger workers.
2) The Business Times, Singapore published on 26 August 2014: A Study into Work Atttitudes of Gen Y, Z.
10 June 2014
Centre for Executive Education (CEE Global) has successfully delivered a series of Learn@Tea Sessions for nearly 100 staff of Changi Airport Group (CAG) on the theme "Developing Multigenerational Team Effectiveness@CAG" with over 95% of the participants rating the sessions as either "Excellent" or "Good".
CAG conducts regularly ongoing Learn@Tea sessions to provide the opportunity for their employees to develop themselves professionally by keeping abreast of contemporary knowledge and skills related to effective communication and relationship building/bonding which will results in team engagement towards serving CAG partners effectively.
These highly interactive, informative and practical sessions provided CAG participants with a deeper understanding of what the generational differences are, how those differences impact their own perception and communication style, as well as on intra and inter team effectiveness within CAG to create an organisational climate which is more harmonious, productive and mutually respectful to both colleagues and external partners.
This session included research findings on how to engage a multi-generational workforce, and how best to leverage on the strengths that each generation of employees bring to the table to create real value to the CAG partners and the organisation as a whole.
An intensely practical and insightful session designed for Staff at all levels (individual contributors, supervisors, team leaders and managers) from all functional roles with the view to develop their understanding of emotionally intelligence towards developing relationships in multigenerational workforce context leading towards organisational success and sustaining their own employee engagement and productivity.
For details on the Testimonial from CAG and other clients on Executive Briefing Sessions on Multigenerational Workforce related themes, please visit here.
CEE Global has over the years published several articles related to the theme on “Leading and Engaging a Multigenerational Workforce”, copies of which could be viewed here.
14 February 2014 - CEE Global Strategic Partner, Executive Development Associates (EDA) and Pearson TalentLens announce the release of the 2014 Trends in Executive Development Research.
For today’s executives, the ability to develop a successful business strategy is no longer enough. In our complex business environment, the most successful organizations will be the ones with leaders who can create a compelling vision - and who can convey that vision to customers and employees.
This new reality was reflected in the key findings of 2014 Trends in Executive Development: A Benchmark Report. A wide range of executives and human resource leaders, including presidents, senior vice presidents, chief learning officers, and heads of executive and leadership development, reported that the ability to create a vision - and convey it to others - is now the single most important capability needed in the emerging generation of leaders. Continue reading press release. For copy of the Executive Summary of the Report, please contact us at firstname.lastname@example.org.