We provide Ice Breaker Games that will get people to have Fun, Get to Know Each Other, Help People to Breakdown Barriers and Relax. They have also known to make people get Enthusiastic before continuing another part of a program. Alot of the games are Original (developed by some insanely fun people) and are not the typical “I played that game before”.

We are crazy enough to provide some services for FREE to some organisations and will take a Small Sum of Fee per participant. All in the name of fun!

Our guarantee is this: If the Game ain’t fun, you don’t need to pay us! This totally eliminates your risk!

This model of Leadership is actually based on Full Range Leadership Model by Bernard M. Bass & Bruce J. Avolio, the No. 1 and No. 3 most quoted leadership writers in the social sciences in the world.

Benefits of using this model:

• Each participant to receive their own Multifactor Leadership Questionnaire (MLQ) Feedback Report
• Self Assessment of Leadership styles and explanation of how it affects the organisation
• It has 360 degrees capabilities. It can be used to assess the perceptions of leadership effectiveness of team leaders, supervisors, managers and executives from many different levels of an organisation, eg. Co-workers, subordinates, higher management and even suppliers.
• Emphasis on Development- Alot of leadership models point out where you are lacking but they do not tell you how to carry on from where you are. This model does exactly that, it pin points your exact areas of strength and weakness in leadership and serves to provide a framework and timeline of how you should start developing your leadership abilities.

What type of leadership style do I possess?

The MLQ serves to measures leadership styles which may be grouped under three board categories:

Transformational Leadership

This is a process of influencing and leading their subordinates to new opportunities, challenges and help them relook at what is important. They strive to convince their associates to ask more from themselves in areas of potential, moral and ethical standards. Transformational leaders are also extremely pro-active and seek to optimise work individual, group and organisational development and innovation.

Transactional Leadership

This process displays rewards/corrective actions to be taken when certain behaviours surfaces. Transactional leadership defines expectations and promotes performance to achieve these levels.

Passive-Avoidant Behaviours

This form of leadership is more passive and reactive in nature, it does not respond to situations and problems systematically. Passive leaders avoid clarifying expectations, providing goals and standards to be achieved by followers. This style has a negative effect on the leader and their followers and associates.

Of all the leadership styles, every leader does display each style to a certain amount. His/her effectiveness will only be achieved when most of their efforts are concentrated in the Transformational and Transactional styles. The passive and avoidant behaviours should be used least to ensure that leadership is effective and efficient. By taking the MLQ, we will be able to pinpoint the exactly level of our leadership scores.

Who needs this course?

CEOs, Managing Directors, Department Heads, General and Senior Managers, Level Heads, or anyone in a leadership position who is willing to understand their leadership behaviour, impact on followers and how to improve their leadership abilities.

Who can I contact for using Transformational Leadership in my organisation? You can contact us here.

1) Profiling of job applicants during Recruitment.

• By mapping the behaviours to the job requirements, eg High ‘I’ and ‘S’ for customer service positions.
• Eliminates guesswork by the interviewers to verify the actual behaviour of a candidate.
• This increases the likelihood of staff retention and staff morale because we are allocating them to their strengths.

2) Promotion Aspects

• To promote people to a certain role that they have to play in an organisation.
• Usually among mid to higher management.

3) Team Building Activities

• Help team members develop greater appreciation and work efficiency by understanding their own personalities and others.
• Knowing the communications habits of a person.
• Create teams according to their strengths and allow them to grow in it.
• Explain how to handle conflicts and the hot buttons to avoid.

4) During Work Probation and Counselling

• To determine if a staff has successfully settled into his/her job.
• Detect if there is any pattern of stress, pressure, lack of goal clarity and etc.

5) Marriage Counselling

• Understanding of potential issues that might surface when stress situations arises.
• Knowing the communications habits of a person.

6) Career Guidance

• Mapping your behaviour to the type of job that you want to pursue.

Who can I contact for using DISC in my organisation?

You can contact us here.

DISC is an acronym for:

Dominance - relating to control, power and assertiveness

Influence - relating to social situations and communication

Steadiness - relating to patience, persistence, and thoughtfulness

Conscientiousness - relating to structure and organizationBelow are further

Descriptions of the Behaviours

Dominance: ‘D’ measures how a person solves problems and responds to challenges. A high ‘D’ will indicate that this person is very active in dealing with issues while a low ‘D’ indicates that this person wants to do more research first before taking action. High ‘D’ people are characterised as Daring, Domineering, Demanding, Decisive and Direct. People with low ‘D’ scores are described as Dependent, Modest, Conservative, Agreeable and Peaceful.

Influence: ‘I’ measures how a person attempts to influence or persuade others. A high ‘I’ will indicate that this person is more verbal and persuasive in influencing others to his/her way of thinking. They are described as Enthusiastic, Persuasive, Emotional, Self-Promoting, Trusting an Optimistic. People with low “I’ scores are described as Self-Conscious, With-drawn, Pessimistic, Suspicious or even Impatient.

Steadiness: ‘S’ measures the pace at which a person undertakes activities and responsibilities. A high ‘S’ will indicate that this person prefers to start and complete one job at a time and also the more resistance to change. A low ‘S’ indicates that this person works at a faster pace and ha a greater desire for change. High ‘S’ people are characterised as Passive, Patient, Loyal, Predictable, Tends to be poker faced and Unemotional. People with low ‘S’ scores are described as Active, Challenges the Status Quo, Restless, Spontaneous and Demonstrative.

Conscientious: “C’ measures how a person responds to the rules and regulations set by others. A high ‘C’ will indicate that this person complies to rules, regulations and structure set by others. They have a very high quality of work and likes to get it right the first time. A low ‘C’ indicates that this person will challenge rules and seek independence. High ‘C’ people are characterised as Perfectionist, Accurate, Systematic, Neat, Conventional and Diplomatic. Those with low ‘C’ are described as Tactless, Firm, Sarcastic, Unsystematic, careless with details

So… what Behaviour Trait am I?

A person usually has all four traits to an extent. In most cases, only two of them will be prominent and will be listed as the primary and secondary characteristics. To be sure of which Behavioural Trait you have, you will have to a take an assessment of 24 questions in 7 minutes. After which our Behavioural Consultant will explain your behavioural traits, strengths and weaknesses. Please note that there is no such thing as a bad personality, since we all need different types to create a synergistic and well balanced team.

Read further in Applications of DISC.

Although everyone is different, everyone is predictably different. This workshop helps to identify your own temperament and learn different techniques to communication, influence and motivate with confidence when dealing with different temperaments. Testimonials were given by participants that it works and can relate with their colleagues and friends better.

Outcome of this program:

• Understand the different Psychological Types using DISC Profiling.
• Discover your Unique blend of Temperament and Know why you act the way you do.
• Maximise Personal Strengths and Compensate Weakness.
• Resolve Conflicts and Power Struggles more quickly.
• Build Rapport with People Quickly and Emotionally by Understanding Their Personality!
• Create your Dream Team by understanding how Each Personality Adds Value to Team Dynamics.
• Learn the Motivating Factors Behind Each Person.
• Discover the HOT BUTTONs of Each Personality and What NOT to Say!

Download a Brochure (for Public Seminar on 17 May 08)

Download a Brochure (for Corporate Clients)

Let me Read More about DISC Personality Profiling.

Learning Objectives:

• Help team members recognise unhealthy competition that destroys others.
• Learn collaboration through the use of highly effective scenarios.

Learning Objectives:

• Thinking thoroughly is as important as doing the work. Spending time sharpening the axe is as important as cutting the tree down
• Collaboration is important. Win as a Team rather than groups!
• Strong Team Concepts will be learnt through Self Discovery.

Program Details:

Duration: 1hrs

Nature of Program: Indoors/Outdoors

Group Size: 8-280

Physical Rating: Low

Learning Objectives:

• Whenever communication fails, it creates mistrust, therefore causing everyone to act in their own interests.
• Trust is NOT easily gained and IS easily lost.
• This activity uncovers the mindset behind each person when they play.
• Learn NOT to tolerate behaviours that sabotage the group’s efforts.

Program Details:

Duration: 2hrs

Nature of Program: Indoors

Group Size: 8-280

Physical Rating: Low

Good for: Team Building, Ice Breakers

Survivor Series:

1. Plane Crash Survivors in Winter Period

2. Lost in the Middle of the Ocean

Here’s a typical scenario:Your companions and you have survived a severe plane crash that left the pilot and co-pilot dead. It is in the middle of winter and temperatures are known to be at -25 to -40 degrees at day and night time respectively. The whole country side is filled with snow and the nearest town is 30 kilometres away. Rank the 12 items in the order that you will need to survive…Hurry! Time is running out…

• A loaded .45-caliber pistol
• Cigarette lighter (without fluid)
• A sectional air map made of plastic
• One litre of whiskey
• A compass
• Family-size chocolate bars (one per person)
• And many more…

Participants have to decide as a team how to tackle the challenges facing them or risk death! Answers will be given at the end to activity and given scores to assess whether they have survived or not.

Learning Objectives:

• Demonstrates the importance of voicing your opinions and handling different opinions within a group.
• It also demonstrates how a few people who are destined to perish, but with the group’s effort, they survive. This shows that when people form groups, greater ideas are developed.
• Team answers may not necessary be the best choice, but people should speak up if they strongly feel they are right.

“The game has triggered and confirmed my usual behavior in a group. Its something that I’ll like to work on. This also came just in time since I’m now a team leader to a group of people.”

Marie Ng, Finance Personnel
Proctor & Gamble

Program Details:

Duration: 2hrs

Nature of Program: Indoors

Group Size: 6-250

Physical Rating: Low

Good for: Team Building, Ice Breakers

FOR IMMEDIATE RELEASE

The entire Radiance Communications (a Keppel T&T- Singtel JV) with a total of 90 over people including the CEO and management staff gathered for the program. They were there to examine how each person was able to influence their team dynamics, recognise the importance of being clear in their communication. These therefore, capitalised on their individual talents and unleash synergy in what the team possessed. They were at the same time given the chance to know themselves better, not just as employees of the company, but as individuals. Moreover, it was highly energetic and had alot of funny moments that captured the energy and zeal of participants.

“You have also lived up to your word of creating energy, vibrancy and fun throughout the event. I was amazed at how you have set the stage and get the full participation from the staff force, including my team of maturing staff. Overall, the participants, including my CEO and CFO, enjoyed and learnt something from the meaningful and engaging activity. The process you take us through in the team building activity has allowed our staff to go further into understanding more about themselves rather than just treating it as a game.”

Rachel Leong, Senior HR Manager
Radiance Communications

In Deep Impact, we believe that challenging mindsets is an important task, especially when they have been entrenched in our minds for many years. Through the use of interactive activities, we are able to draw out these behaviours and address the negative thought process. It has to be fun and yet meaningful to derive the outcomes that were set. This is what makes a teambuilding program work and helps a person express their thoughts. The most important thing achieved is not only that the participants enjoy the process of working together, but also bring back good principles and mindset back to their work place.

Kenneth is Principle Trainer of Deep Impact Pte Ltd, and he has 12 years of experience in providing Experiential Team Building Events and Staff Management Programs. He is also a Certified Behavioural and Career Consultant, and uses his skills to Create Cohesive Team Building, Sales Techniques, Recruitment and Talent Management with various companies.

To find out how Experiential Teambuilding Programs can be used for your organisation, please email Contact Us.