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1. Established in 2002 (Training Works Out),
2. Aim at people development,
3. Focused on Behavioral Research and Development,
4. Develop unique world leading training systems like AIM/DOT in training topics (Soft skill-Logic/Selling/Leadership…),
5. Consulting (People research-Successor assessment/Talent development/Competency design & development…)
1. Score highest up to 100/100 in training evaluation(TSMC), 98/100(Corning/Acer)
2. Develop first ever soft skill training system-Thinking & Acting, Gamified Training
3. 1 of 15 other consulting firms(around 2000 in market) recognized by government with qualification credential on management service
Insist on Training Works Out as opposed to Feels good about.
Focus on Groundwork of Training as opposed to On the Shelf Knowledge.
Aim at Reducing Learner’s Gap as opposed to Presenting Trainer’s Jargon.
T.W.O proves unique being that trainers must first change trainees’ perception and attitude before they can change behavior on the spot.
Apply learning instead of PowerPoint, theory, textbook and manual.
Behavioral change Instead of knowledge filling.
Learning sparks instead of learning bores.
Not only identifies their unaware weak points, but more turn them into strong ones.
We don’t choose big client but value who also care about the result with us.
The Clients-Representative Client list (by industry)Foxconn / TSMC / ACER / HP / Cisco / TI / HTC
Volvo / China air / Yulon / Mitsubishi
Corning / Canon / Ingersorand / AkzoNobel / CPGroup / Teco / Kagome
Sesame / Sun-Yet-Sen University / John Wiley & Sons
Clarins / Galderma / Johnson / Aurora / Giordano / Sogo / 85Cafe / Lanew / EPSON / RT-Mart
China Trust / Taiwan Bank / Taiwan Enterprise Bank / Agri Bank
"Manpower" is the most important asset of organization in 21st century, only people can generate intellectual property, concepts, technology and innovation, these are the lifeblood of a sustainable management.
For business leaders, the real challenge and responsibility is:
Employees are motivated at work, and thus their potential are released, 99 % of employees strive only to barely reach the expectation of someone above him.
Sadly, they never try to figure out why they do it this way, not to mention why they fail and how they can be better.
In reality, there are reasons behind all success or failure.
Without caring about who they are and why they are, all the management actions or investment are just trial and error or even total waste of money and time and effort.
Unlike all cautions on financial investment, most organizations are relatively innocent on their manpower management.
According to TWO finding from 15 year research, those high performers are mostly destined for success from innate ability and trait.
Most poor performers can only possibly reach medium performance on their own.
Now you won’t wonder why Google, Facebook, Microsoft, etc. are willing to offer unimaginable pay for talent.
With nourishing environment, they can exceed their performance.
Fact is, no employees should be expected to exceed their born potential. (Just like Chicken won’t fly, Bird won’t swim), this revolutionary finding changes the mindset of selection, training, management, now you won’t see it abnormal why MIT, Harvard, etc. recruit only those potential students.
Don't insist in reading materials, turning off light, relying on slides. With interactive Training (Dialogue- Orientated Training) you orient the attention to key points. Participants are the key Points, Here and now is the only Fact and Dialogue brings all Chance.
