As the Covid-19 pandemic sweeps across the globe, we have been hearing a lot about standing in 'solidarity' and being 'resilient.' But what makes a person resilient? Workplace psychologist Esther Cheng talks about
Let’s consider some famous people for a bit; Albert Einstein, Bill Gates, Eleanor Roosevelt, Elon Musk, Emma Watson, J.K.Rowling and Warren Buffet. Undoubtedly famous people in various fields of science, business, entertainment and
Let us revisit the elusive blind spot. First mentioned in 1955 by Joseph Luft and Harrington Ingham, a blind spot is defined as a behavioural trait an individual is not conscious of, but
Aristotle once said: “Knowing yourself is the beginning of all wisdom”. No doubt a sound strategy to thrive in all spheres of life, especially in corporate landscapes. We ought to know our inclinations
We are no stranger to personality profiling tests in the market. In fact, we may even be able to identify avid supporters by the lingo they use to identify others who share similar
We all know that listening to others’ feedback is important. But if that is true, why do we hesitate in giving feedback and resist in accepting them at times? Our Universal Need for
Today, personality testing is a US$500 million (S$690 million) industry (The New York Times, 2019). In recent years, it has grown at an estimated 10% annually and appeals to MNCs and startups alike.
Over the years, organisations have worked very hard using different means to achieve better job fit and staff productivity. These means training, coaching, mentoring, performance incentives, technology upgrades…the list is in-exhaustive. But often,
SQI offers a variety of standard and customised reports in three main categories: Recruitment Selection, Talent Management and Learning & Development. Bearing in mind that report recipients may be new to SQI, the
Reinhold Niebuhr once said: “Grant me the serenity to accept the things i cannot change, the courage to change the things i can. And the wisdom to know the difference.” This quality of
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