CEE VALUE PROPOSITION

Companies are increasingly investing in executive development capabilities among their leaders to maintain a competitive advantage in an increasingly complex and hypercompetitive global business environment. Strategy execution has been consistently found to be the number one priority for CEOs and Business Leaders. CEE Global research as well as that by our Strategic & Affiliate Partners has consistently found that leading organizations have successfully linked their executive development programs to achieving strategic results.

CEE collaborates with clients in adapting various organizational development approaches to their specific business contexts. We design and implement tailor-made learning and organizational development strategies that greatly improve our client's performance, increase market value and enhance organizational capability.

We develop insights into what drives value creation and competitive advantage in our clients' businesses. To achieve this, we collaborate closely with our clients to convert insights into concrete strategies and tactics. The implementation of insights has high impact in the form of value created for our clients. When we deliver impact repeatedly, we earn their trust and build lasting relationships that serve as a platform for deeper insights and ever-greater impact.

Centre of Executive Education (CEE Global) is a premier network for established human resource development and consulting firms around the globe. We partner with our clients to design solutions for leaders at all levels who will navigate the firm through tomorrow's business challenges. CEE has established strategic partnerships with Executive Development Associates (EDA) and International Professional Managers Association (IPMA) as well as a network of Affiliate Partners across the globe.

CEE faculty, consultants and executive coaches in Asia Pacific as well as those in EDA globally, are highly credentialed with extensive experience to help managers and executives who are being positioned for future senior leadership roles. They are authors, seasoned business practitioners and leaders, and each possesses an enormous passion for the success and growth that executive development and coaching can bring to our participants.

ABOUT CENTRE FOR EXECUTIVE EDUCATION (CEE GLOBAL)

CEE Suite of Executive Development Programs includes the following:

• CEO Mentoring and Board Advisory Services • Executive Leadership Development Solutions• Talent Management & Succession Planning• Executive Coaching for C-Suite and High Potential Leaders• High Potential Assessment, Selection and Development• Custom Design 360-Feedback for Leadership Effectiveness

CEE assist corporate leaders and business owners optimize their performance and accomplish their business and professional objectives. To achieve sustainable competitive advantage and sustain success in a fast-changing hypercompetitive business environment, we believe organizations must identify, nurture, and prepare the next generation of high-performance leaders for excellence. To this end, our programs are designed to equip these leaders to support growth, execute change, and develop people to build high performance organizations - leading to increased productivity, exceptional business results, and greater profitability.

Source: Sattar Bawany, “Making Results-based Leadership Work in Singapore” published in Singapore Business Review,

12 February 2013: http://sbr.com.sg/hr-education/commentary/making-results-based-leadership-work-in-singapore

Source: Sattar Bawany, “Building High Performance Teams Using SCORE Framework” in Talent Management Excellence,

April 2014 issue: www.hr.com/en/magazines/talent_management_excellence_essentials/

Centre for Executive Education Pte Ltd

259 Tampines Central, Singapore 915209 | Tel: (65) 6789 0977 | Fax: (65) 6789 0911

Email: enquiry@cee-global.com | Website: www.cee-global.com

CHARACTERISTICS OF HIGH-PERFORMING TEAMS

CEE “RESULTS-BASED LEADERSHIP” (RBL) FRAMEWORK

CEE “S.C.O.R.E.” FRAMEWORK FOR TEAM EFFECTIVENESS

• Profitability/Market Share• ROI/Cost Optimization

• Company Culture, Policies• Rewards and Flexibility

• Employee Satisfaction/Loyalty• Employee Turnover Rate

• Customer Satisfaction/Loyalty • Service Value/Relationship

• Emotional & Social Intelligence• Leadership Styles/Servant Leadership• Ontological Humility/Level 5 Leadership

1 Self-Leadership & Team Effectiveness

2 Organizational Climate

3 Employee Engagement

4 Customer Engagement

5 Organizational Results

TEAMWORK

Cohesive Strategy

RapidResponse

OpenCommunication

Effective Leadership

Clear Roles &Responsibilities

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OVERVIEW OF CEE EXECUTIVE COACHING SERVICES

TRANSFORMING NEXT GENERATION OF LEADERS

Executive Coaching is one of the fastest growing and most misunderstood professions of this decade. Coaching used to be an “executive perk” for large company executives to help them make better business decisions. Today, coaching is rapidly being recognized as one of the best strategic weapons a company can have in its arsenal.

Executive coaching focuses on developing a top executive’s full potential by coaching them to think and act beyond existing limits and paradigms. Executive coaching is a highly individualized form of leadership development and support available because it is based on the understanding that in order to be maximally effective, executives must accurately identify their strengths and areas of development, examine the impact of their behavior on others, and regularly and intentionally reflect on their values, goals, and effectiveness. The strength of executive coaching lies in the fact that it is almost exclusively an executive development strategy that builds leadership and management strength because it is ultimately concerned about understanding where the executive is, where it is that they want to go, and the things that they would have to do to get there. It is often lonely at the top for chief executives as they generally keep their own counsel, mainly because they find it difficult to discuss matters with colleagues and cannot or choose not to share their concerns with spouses and families -- executive coaching offers a way out of this by providing an opportunity for the executive have an independent sounding board and strategic partner in a safe and confidential environment. Executive Coaching can be defined as a confidential, highly-personal learning process, involving action learning and working in partnership, combining an executive coach’s observations and capabilities with an executive’s expertise; the result is that the executive achieves better and faster results-oriented outcomes. It is therefore important to create a coaching environment that is founded on trust because in a normal working day, the executive works in a fast-paced, complex and pressured environment and there is little time to sit back and reflect on the range of issues facing him/her.

The Coaching Approach Effective coaching is a major key to improving business performance. Executive Coaching focuses on the qualities of effective leadership and improved business results. It is comprised of a series of structured, one-on-one interactions between a coach and an executive, aimed at enhancing the executive's performance in two areas:

Individual personal performance Individual organisational performance

When executives are first confronted by being coached, they are not always clear about how best to use their sessions and quite unaware that it is they who set the agenda; in fact, some executives expect executive coaching to be like a one-on-one tailored training programme

Copyright © 2015, Centre for Executive Education - Executive Coaching Services Page 2

where the executive coach initiates the agenda. Executive coaching teaches the beneficiary to minimise, delegate, or outsource non-strengths by changing ineffective behaviours or changing ineffective thinking. The up-front purpose of executive coaching is to develop key leadership capabilities or focus required for their current role, but it can also be used as an instrument to prepare them for the challenges of the next level. The whole coaching experience is structured to bring about effective action, performance improvement, and personal growth for the individual executive, as well as better results for the institution’s core business. An Executive Coach only has one item on his agenda – the client’s success. This means going where it might hurt, and keeping a client accountable to achieving their goals. Coaching helps people grow personally and as professionals. This growth allows then to commit completely to the success of an organization. When professional coaches work with organizations they can turn performance management into a collaborative process that benefits both the employee and the organization. Our Executive Coaching Solutions provide coaching on a one-on-one basis, providing an invaluable source of support and development for your managers and business leaders focuses on organisational results and business outcomes. Our Executive Coaching solutions are offered ‘face-to-face’ with support via the telephone and email, if and when necessary.

Who Benefits From Coaching? Perhaps the better question is, who doesn’t? We have all had managers and clients whose leadership, team-building, change management, or interpersonal skills are non-existent. The primary goal of coaching is to help people become more effective. Coaches work with individuals to help them overcome personal obstacles, maximize their strengths, and tap into their full potential. Still, the greatest value of coaching, aren't just the business solutions, but the personal insight. An individual may think they are hiring a coach to help increase revenue, but what they will ultimately get is a big dose of self-awareness too. In today's economic environment where organizations are rapidly evolving, coaching can have a significant strategic impact. Unlike typical training and development, coaching provides continuous learning and develops people to meet current and future needs. Coaching is an investment that you make in developing your key resource people for the long-term benefit of your organization.

"The goal of coaching is the goal of good management: to make the most of an organization's valuable resources."

- ‘The Executive as a Coach’, Harvard Business Review, 1996

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The Difference between Coaching, Managing, Consulting & Training Coaching, managing, consulting and training are all related, and sometimes overlap. However, at their foundation, they are distinct in their focus of attention. A professional coach's primary attention is to tap into the client's own vision, wisdom and directed action in service of the client's self-identified agenda. The client applies himself/herself to his/her whole life usually including, and often focusing on their professional endeavors. A manager's primary attention is to achieve specific organizational results through their direct reports. To that end, they may direct and/or develop those direct reports through performance feedback and may use coaching skills. A consultant's primary attention is to achieving organizational results (often large systems change) through the application of specific expertise. They may or may not also be charged with transferring knowledge or a skill set to their client. A training and development professional's primary attention is the successful transfer of specific information or skills to their clients. Again, a trainer may well use a co-active approach and coaching skills.

CEE “A.D.A.M.” Coaching Methodology:

Assess: Through a series of assessment and information gathering from various stakeholders, the coachee determine how their performance links to current business goals. Debrief: The coachee will be provided with feedback based on the results of the assessments and with the support of the Coach will develop a Development Plan which will enable coachees to determine what to do to close the gaps in their leadership capability. The Sponsor will sign off the Development Plan to ensure that there is alignment to the business objectives. Action Plan: The Coachee will implement the Development Plan by taking well-defined action steps and regular feedback during scheduled coaching sessions with the Coach which enables the Coachees to move toward measurable goals. Measure: A full evaluation of the coaching process and engagement based on the agreed success metrics at the beginning of the assignment yields objective measures of business results and professional outcomes for both the organisation and the coachee.

Individual (Coachee) and Organisational

Success Measure Debrief Assess

Action

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CEE Coaching Solutions:

Executive Coaching for C-Suite Executives

CEOs and executives reporting directly to the CEO

Senior HR executives

Chief Learning Officers

Heads of Executive/Leadership Development

Heads of Talent Management.

Coaches for Executives and Leaders all the way down the leadership pipeline including High Potential Leaders.

Embedded coaches in internal action learning, high-potential or executive development programs to gain real-time exposure of executives.

Coach-the-Coach Internal certifications for internal or external coaches for a specific organization. This ensures that coaching across the organization is aligned with the businesses strategic objectives and the coaches all follow a similar process.

Design and coordination of organization-wide executive coaching programs to ensure an effective use of the company’s resources. Coaching levels are assigned with pre-set investment amounts. Coaches are chosen and trained and processes are set for decision-making, tracking and reporting of development metrics.

Group Executive Coaching as a post-workshop intervention for participants of executive development programs.

Coaching Fees

Our executive coaching fees vary depending on the situation and needs of each client. Should we mutually agree we are a good fit we can then submit a proposal outlining our executive coaching fees.

Call or email us for a no obligation discussion on how CEE could partner with your

organisation in delivering highly impactful Executive Coaching solutions for your

leadership team.

For further information contact:

CENTRE FOR EXECUTIVE EDUCATION PTE LTD 259 Tampines Central Singapore 915209 Tel: (65) 6789 0977 Fax: (65) 6789 0911 Email: enquiry@cee-global.com Homepage: www.cee-global.com Facebook: www.facebook.com/ceeglobal

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MASTER EXECUTIVE COACH & FACILITATOR’S PROFILE

Professor Sattar Bawany is Chief Executive Officer of The Centre for

Executive Education (CEE). Prof Bawany is also concurrently the

Strategic Advisor & Member of International Professional Managers

Association (IPMA) Board of Trustees and Governing Council.

He is also the Managing Director as well as Master Executive Coach &

Facilitator with Executive Development Associates (EDA) Asia Pacific.

CEE is the Strategic Partner of EDA in Asia Pacific.

Prof Bawany is also a member of the Duke Corporate Education Global

Learning Resource Network (GLRN). The Financial Times and Business Week continue to rate

Duke CE as the world’s #1 provider of customized corporate education services.

Prof Bawany is also the immediate past Co-Chair of the Human Capital Committee of the

American Chamber of Commerce in Singapore (AmCham Singapore). He is also a member of

Frontier Strategy Group’s Expert Advisory Network (EAN) for Human Capital and Talent

Management issues in Asia Pacific advising CEOs and CHROs of global and regional

organisations.

He has over 25 years’ international business management experience, including 15 years in

executive coaching, group facilitation, and leadership development and training with global

management consulting firms. In addition to his business and consulting career, Prof Bawany

has over 10 years of concurrent academic experience as an Adjunct Professor teaching senior

executives international business strategies and human resource courses at various leading

universities. He is currently the Adjunct Professor of Strategy with the Paris Graduate School of

Management (PGSM).

Prof Bawany has assumed various senior management roles including that of Managing

Director and Talent Management & Executive Coaching Practice Leader for DBM Asia Pacific.

He was also the Global Information Services (GIS) Business Unit Leader with Mercer HR

Consulting. Prior to joining Mercer, he was the Head of Hay Learning Services and Senior

Consultant of Organisational Effectiveness/Leadership Development with The Hay Group. He

has also assumed senior leadership roles in business development and consulting with The

Forum Corporation and Mercuri International with a focus on leadership development, customer

service excellence and sales force effectiveness.

Prof Bawany’s passion for people and culture is about creating an environment where

employees are valued and emotionally engaged in the business. He has successfully worked

with extensive number of public and private organisations regionally and internationally

specialising in people and culture through transformational change, starting with the ‘end’ in

mind! He is an experienced facilitator and has spent many years developing leadership

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capability through the delivery of structured talent management, leadership development

programs including executive coaching.

He is especially skilled at helping executives work through leadership transition issues, whether

individually or systemically. As a seasoned coach, he truly cares about others, listens with an

open mind, and adds value in unexpected ways. His approach to executive coaching

encourages new insights into the key capabilities and unique strengths needed to sustain

practical behavioural change over time, resulting in the executive’s enhanced self-awareness,

better decision making, and continuous performance improvement.

Prof Bawany is an astute advisor to executives who need to know how they are perceived and

want to focus on what is most important in their professional and personal lives. He has

coached a range of leaders, from CEOs, to senior vice presidents, and high potential managers.

His current work in organisations focuses on encouraging individual initiative and leadership

from a systemic perspective in order to achieve clearly defined business results. His specialty is

effectively linking people processes to business outcomes.

He is a Key Note Speaker at international and regional Conferences, Workshops and Seminars

on the following themes: Talent Management; Executive Leadership Development, Employee

Engagement and Managing across Generational Gap, Strategic Human Resource

Management, and Talent Management & Succession Planning.

He is an accomplished Author with a Chapter on “Maximizing the Potential of Future Leader” in

the Book “Coaching in Asia the First Decade”. He has published extensively articles on topics

such as Talent Management, Leadership Effectiveness, Strategic HR/OD, Career Management

and Executive Coaching in the “The Straits’ Times”, “Singapore Business Review”, “Today’s

Manager” and “Human Capital” magazine. He has also appeared regularly on MediaCorp’s

Radio’s 93.8FM Live as a studio guest.

He holds an Executive MBA and a Bachelor in Business Administration (Marketing). His

Doctoral Research is on ‘The Impact of Executive Coaching on the Personal & Professional

Development of Leaders”.

Prof Bawany is a Fellow of International Professional Managers Association (IPMA) and The

Chartered Institute of Marketing (CIM). He is a Professional Member of the Society of Human

Resource Management (SHRM) and the Chartered Institute of Personnel and Development

(CIPD). He is also a Practicing Member of the International Coaching Federation (ICF) and

International Association of Coaching (IAC).

He is very well regarded by his clients for his practical "how to" approach and for his ability to

communicate with his audiences and to make workplace learning a fun and pleasurable

experience. Married with 2 children, he believes strongly in work-life balance and is highly

dedicated and committed to achieving his goals.

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Current Professional Appointment:

Chief Executive Officer, Centre for Executive Education

Managing Director & Master Executive Coach, EDA Asia Pacific

Strategic Advisor of International Professional Managers Association (IPMA)

Senior Advisor & Adjunct Practice Leader, Talent Management of Cegos Asia Pacific

Faculty Member of Harvard Business School’s Corporate Learning

Faculty Member of Duke CE Global Learning Resource Network (GLRN)

Past Professional Appointment:

Managing Director and Talent Management Practice Leader, DBM Asia Pacific

Head of Transition & Executive Coaching Practice, DBM Asia Pacific

Business Leader, Global Information Services, Mercer HR Consulting, Asia Pacific

Head of Learning Services & Senior Consultant Organisational Effectiveness and

Management Development (OEMD), The Hay Group, Asia Pacific

Head of Business Development, Forum Corporation, Asia Pacific

Senior Consultant, Sales, Service & Leadership Development, Mercuri International

Education/Accreditations:

Adjunct Professor of Strategy, Paris Graduate School of Management (PGSM)

MBA, Golden Gate University, San Francisco, California, USA

BA, Business/Marketing, Curtin University of Technology, Perth, Australia

Graduate of Corporate Coach University and Licensed Coaching Clinic Facilitator

Myers-Briggs Type Indicator™ (MBTI) and Extended DISC

Bar-On EQ 360™ and EQ-i™ Certifications

MRG Leadership Effectiveness Analysis™ (LEA) 360 Assessment

Centre for Creative Leadership (CCL) Benchmarks® and Skillscope® Assessments

Professional Affiliations:

Immediate Past Co-Chair of Human Capital Committee of American Chamber of

Commerce (AmCham) Singapore

Member of the Governing Council & Board of Trustees of the International Professional

Managers Association, (IPMA)

Fellow of International Professional Managers Association (IPMA)

Fellow of The Chartered Institute of Marketing (CIM)

Professional Member of Society of Human Resource Management (SHRM)

Professional Member of Chartered Institute of Personnel and Development (CIPD)

Practicing Member of International Coaching Federation (ICF)

Practicing Member of Asia Pacific Alliance of Coaches (APAC)

Copyright © 2015, Centre for Executive Education - Executive Coaching Services Page 8

Brief on Selected Executive Coaching Assignment:

1. The coachee is an international assignee in Asia Pacific for the first time and has a lack of international management and cross-cultural experience. It was decided by the sponsor that a proven coaching process and the senior level international experience of the coach was a valuable additional investment to complement internal processes. Over a six-month period the executive identified and began to develop a leadership style which would enable him to move onto yet more senior levels, avoiding the derailment that so many high potentials experience executive. A high potential and very marketable executive with cross-cultural experience was subsequently promoted to a global leadership role.

2. The senior leaders of a high growth software organization were exceptionally bright but lacking in leadership skills. A framework for executive coaching engagements was established for senior leadership team. Determining individual strengths and areas for improvement was the first critical step. The participating executives (coachees) were assessed on two critical scales: business competence and personal connection. With those results as a baseline, interviews with each executive’s direct reports were conducted. That data, combined with the Coach’s observations, formed the basis for very specific, tailored 6-month, one-on-one executive coaching engagements. As a result of the team coaching engagement, the executive management team developed a common language to discuss business strategy, goals, and organizational culture issues.

3. The coachee is a successful business leader and is perceived by the Regional President & CEO as not ready for transition to the role as Country Head. There was a need for the coachee to shift from being an individual contributor to becoming a team player and leader. Her achievements would need to come through the involvement of others' ideas and opinions and by learning to balance the issues of her boss as well as peers and subordinates. At the end of the 6-months coaching engagement, positive change in the executive's leadership style was perceived at all levels of the organization. Key sensitive strategic alliances were successfully negotiated, resulting in considerable new and sustained relationship with members of the country executive team, which is critical for the client towards her goal of assuming the role of Country Head in the near future.

4. A highly successful marketing professional in a pharmaceutical firm develops better leadership skills and understanding of team work. Within six months of the onset of the coaching experience, the client's behavior and leadership style had grown substantially and sustainably. Her retention record for key accounts and staff improved.

5. Project Management Director for a technology start-up company was struggling with gaining consensus on project management goals and on-time delivery of products. Achieved unanimous agreement over difficult issues within cross functional areas. Executive became more confident and engaged with handling challenging project assignments.

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Brief on Selected Leadership Development Assignment:

1. The Client is a leading global pharmaceutical firm which has achieved rapid growth through mergers and acquisitions (M&A). While M&A was great for the organization, it was challenging for the employees with new roles and responsibilities, new reporting structures and new expectations. Successfully incorporating merged and acquired employees meant getting everyone to feel part of the company’s newly forged customer centric culture. The "ART" (Accelerating Role Transition) Program was implemented with employee-driven process for new and transitioning employees; the organization capitalized on the culture and built respect through clear communication between employees and their managers. The organization now includes it in the on-boarding program for new hires at all levels and has made it available to all employees changing jobs within the company. As a result, in contrast to many mergers and acquisitions, which show signs of clashing cultures and slow pay-offs, the employees of this firm score high on employee engagement and climate survey and the leaders have quickly “settled in” to new responsibilities to deliver results – fast.

2. The Client is a high-performing, global informational technology firm where the senior leadership team had set ambitious growth goals that rested on corporate values. Managers at all levels across the globe are required to align their day-to-day decision making with the values and inspire the workforce to do the same. Working with key leaders, the most effective approach was determined for achieving these results in the organization’s culture. The solution implemented includes a customized “Values-based Leadership” workshop which was designed to create buy-in to a values-driven culture, help managers connect their personal convictions with the organization’s values and prepare them to build their team’s commitment through compelling communications. The second phase includes an executive coaching program for managers and a values alignment process for individual contributors. As a result; the senior executive team and all managers lead in communicating and modelling the company’s values.

3. The Client is an Asia Pacific Regional Operations of a Global Financial Services Firm which was expanding and adapting to increasingly competitive market conditions following the Global Financial Crisis in 2008-2009. In this intensely hypercompetitive and fast moving environment the firm understands that there is one factor that keeps the company ahead - the commitment, creativity and energy of its people. They wanted a radical new focus for the leaders at all levels which would drive the results through engagement of the employee in a manner which will capture the very spirit of the company and act as a motivational, inspiring force. Using these principles and partnering with the firm, the “Leadership That Gets Results” (LTGR), a high performance leadership development program was designed and delivered. As a result, the LTGR program has created new levels of co-operation and trust that has flourished across the various business units of the company. Managers have become more energized and motivated to take positive action and their new commitment has been cascaded through the entire company. The managers were then ready and able to shape the future success of the company and steered the firm towards achieving its corporate objectives and sustainable business results.

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Appendix - CEE’s & Strategic Partner, EDA’s Corporate Profile

The Centre of Executive Education (CEE) is a premier network for

established human resource development and consulting firms

around the globe which partners with our client to design solutions

for leaders at all levels who will navigate the firm through

tomorrow's business challenges. CEE has established strategic partnerships with Executive

Development Associates (EDA) and International Professional Managers Association (IPMA)

and as well as a network of Affiliate Partners across the globe.

CEE faculty, consultants and executive coaches headed by our founder & CEO, Prof Sattar

Bawany, are highly credentialed with extensive experience to help managers and executives

who are being positioned for future career growth. They are authors, leaders, and each

possesses an enormous passion for the success and growth that executive development and

coaching can bring to our participants.

CEE suite of executive development programs includes management & leadership

development, executive coaching, CEO and board mentoring and advisory services. CEE

together with our Strategic and Affiliate Partners helps corporate leaders and small business

owners optimize their performance and accomplish their business and professional objectives.

For further details and full listing of our much sought-after series of Executive Development

Programs, visit: http://www.cee-global.com/1/about_cee

CEE is an affiliate partner of Executive Development Associates

(EDA) which is established in 1982.

EDA is a leader in creating custom-designed executive development strategies, systems and

programs that help organizations build the capabilities needed to achieve their strategic

objectives. EDA leads the way in the use of executive development to help organizations

successfully address their marketplace challenges and accelerate the execution of their

business strategy. With our proven ability to achieve results we create measurable

improvements in both individual executive performance and business outcomes.

Executive Coaching is one of EDA’s Best-Practice Solutions that delivers a one-on-one growth

and development opportunity and produces real business results in a short period of time. EDA

customizes coaching to meet the individual’s specific needs and matches the leader with the

most appropriate coach. EDA also strategically links the coaching goals to the organization's

business strategies. Sessions with the individual's manager or board of directors are worked

into the coaching arrangement to assure accountability to the organization’s vision and

organizational strategy.

r*prasaranaPrasarana Malaysia Berhad (467220 -U)

(Formerly known as Syarikat Prasarana Negara Berhad)B-20-1, Level 20, Menara UOA Bangsar, No.5, Jalan Bangsar Utama 1, 59000 Kuala Lumpur.

Tel : 03-2299 1999 / 2287 5959 Fax : 03-2299 1919 Website : www.myrapid.com.my

Our Ref : PRASARANA/GMD/013-2014

26 August 2014

Prof Sattar BawanyChief Executive Officer, CEE GlobalC-Suite Master Executive Coach, EDA Asia PacificCENTRE FOR EXECUTIVE EDUCATION (CEE)259 Tam pines CentralSingapore 915209

Dear Prof Bawany,

EXECUTIVE COACHING SUPPORT FOR PRASARANA MALAYSIA BERHAD'S(PRASARANA) SENIOR LEADERSHIP TEAM

We would like thank you for the excellent partnership over the past year in deliveringthe executive coaching support for our Senior Leadership Team (SLT).

The "Managerial Coaching Skills" Workshop which you had successfully facilitatedhas allowed the SLT members to leverage on a fully developed coaching modelwhich enable them to immediately implement in the workplace resulted in thedevelopment of a coaching culture within Prasarana.

The Group Executive Coaching sessions as well as Individualised ExecutiveCoaching for selected members of the SLT members have raised their standards forconstructive, collaborative conversations with their respective teams, and they havedeveloped practical, business-based skills and competencies. This has not onlyshaped the individual leader's performance but also, increasingly build broaderorganizational capacity.

I highly recommend you as an Executive Coach to any organisation that requireseffective executive development support for their senior leadership team.

Thank you.

Yours sincerely,PRASARANA MALAYSIA BERHAD

DATO' SRI SHAHRIL MOKHTARGroup Managing Director

tprasarana Group I ri prime pride r'rapidbus rapidrail