Frequently Asked Questions


Q1: Why do people need SQI Professional and Performance Development Solutions? What can happen to people without it?

People are constantly looking for breakthrough in their life including experiencing true happiness and more effective and efficient ways to succeed in whatever they do and spend most of their time and energy in it.

Success is a journey. It has multiple peaks and not one ultimate pinnacle. This perspective gives people a greater sense of purpose in life. One success builds on another. Setbacks and mistake will also help you build success.

SQI helps everyone (including organizations – teams of people) to succeed in life including:

  1. Those who already know all the secrets of success from the books they read and the seminars they have attended and yet not knowing why they are not experiencing it in real life
  2. Those who are trapped in their own success, feeling bored and looking actively for a more meaningful, colourful, purposeful and exciting life


Q2: How accurate and reliable or consistent is the information about an individual or a team of people? Will short-term mood swing affect the accuracy of the test results?

The accuracy of the SQI Report is not affected by short-term mood swings. However, a few traits can be affected by a person’s current life circumstances, normally over a period of several months. Prolonged and particularly difficult passages in life can lower some scores but changes will rarely be dramatic. SQI’s “test-retest coefficient” is very high (.87) in comparison to that of other assessments. When a person completes the questionnaire once and then again five months later, the scores on average will be 85% the same.


Q3: Does the information in the report tell me how the person sees himself/herself or how others see them? Are the results affected by different cultural backgrounds?

SQI tells you how the person tends to behave. This includes behavior that the person himself/herself may not be conscious of, but that may be observed by others. It also includes behavior that the person is conscious of, but that others have not observed (for example, a person who is able to curb his/her natural temperament for the duration of an interview). A SQI report is able to describe actual behavior rather than the perceptions of self or others, because the instrument is based on two validated theories: these are Choice-Performance model (itself derived from Motivated-Behavioral Research) and Optimal Balance Principle. In addition, there is no stereotyping, hence the results are NOT affected by differences in cultural background.


Q4: Does it label people on the basis of the scores and is it overly-reliant on self-report instruments to produce the report / results?

Care is taken to ensure the report does not label the individual and groups of people or provide overly diplomatic descriptions about them NOT letting them know the truth. This approach is aligned with the very fundamental goal of using the system, or as a matter of fact, the goal in using any success consultation and coaching systems. The goal is about developing a person’s behavioural competence, not tearing people down or putting more negative energy in a person by using labelling words to judge them on the one end or using positive words to the point of keeping them unaware of areas to develop on the other end.

SQI’s ability to reveal deeply rooted understanding into workplace behavior is largely based on the structure of the questionnaire and the research upon which each question is based. It avoids using questionnaires that are easy for the individuals to know what answers to give in order to get the job they are applying or to produce profiles that will make them look good.

An individual can attempt to provide answers that are not representative of them, but if this happens you will almost certainly know. The inconsistency score which measures the inconsistency of the person’s answers, will alert you to possible attempts of doing so (not to be mistaken as the consistency score shown in the report – it measures the situational response of a person). This score ranges from 0 to 100. An inconsistency score of 100 could either signal an attempt to provide answers that are not representative of them or an indication that the person is still in the process of discovering what make most sense to him / her. Whilst not infallible, SQI is many times more difficult for people to provide answers that are not representative when compared to the non-representative inputs detection systems of similar types of assessments.

Based on the Optimal Balance research, SQI questions are designed to discover balances and imbalances instead of the ‘stereotyping’ effect that comes from bi-polar scales. The bi-polar tests rested on the assumptions that you have to be either accommodating or competing in your negotiation style. Your experience would have proven this is not true all the time. Our research has shown that the degree to which a person is both accommodating and competing determines real-life effective negotiations. SQI has validated existing research that it is an optimal combination of traits that reveals how effective a presenter, negotiator, leader, etc., a person is.

Most tools measure only 10 to 30 traits. They are ‘descriptive in nature’ which are not designed to predict behavior related to job performance. SQI measures 58 traits and are cross-referenced to give you a max. of 195,112 variations in order to identify a person’s strongest emotional and behavioral competencies including information on imbalances that hinder performance of certain jobs / tasks.


Q5: Can you base on the test results from the report to accurately predict the specific behaviors of an individual in a variety of situations with different people in the workplace?

SQI focuses on producing test results that will accurately predict the specific behaviors of an individual in a variety of situations with different people in the workplace based on an in-depth understanding of the personal values / belief system of the person.

To solve a problem, it is known that we need to know and treat the roots and not symptoms. Behavior in the workplace is an outward manifestation of our beliefs and emotions. Hence, focusing solely on understanding and measuring the behaviors in the workplace alone without knowing and understanding the person’s values and emotions system can be misleading.


Q6: Even with high accuracy in its diagnosis, can SQI prescribe solutions in areas of personality imbalance?

One of the main differentiations of this system from the conventional ones is the customized prescriptions with high practical value. It is a technology synergized with a proven consulting and coaching methodology for a trained SQI consultant and coach to accurately and efficiently bring about specific, observable and measurable improvements in the human assets to meet corporate goals of increased market value for organizations. It is 4 times faster than a standard 12 sessions coaching process.


Q7: What is the purpose of SQI Executive Coaching?

To draw out the best from an individual to achieve repeatable success in delivering the desired output of managing self, working relationship with others (team synergy coaching – when other people involved also need to be coached to work productively in teams) and the assigned tasks.


Q8: How is it different from other coaching approaches including mentoring, counseling or training?

Mentoring, counseling and training are all the different approaches of coaching to draw out the best from an individual.

Mentoring is about transfer of experience on the job.

Counseling is about attitude change (what the person is able to do but unwilling to do so) – the belief of a certain matter, feelings from that belief and the behavior as a result of that belief.

Training is about transfer of know-how to develop an ability (what the person is willing to do but unable to perform).

One of the main differentiations of SQI from the conventional ones is the customized prescriptions with high practical value. It is a technology synergized with a proven consulting and coaching methodology for a trained SQI consultant and coach to accurately and efficiently bring about specific, observable and measurable improvements in the human assets to meet corporate goals of increased market value for organizations. It is 4 times faster than a normal 12 sessions coaching process.

SQI Consultation and coaching intervention is effective. This is so because the identified and agreed top 3 behaviors to improve can be observed. They are demonstrated by the coachee consistently and evidently from the feedback of the people working closely with the coachee (may include HR; Coachee’s superior; direct reports, and Coachee’s peers).

You will know you are in the right track when the coachee is committed to work on ways to close the coaching gap during the 1st and 2nd coaching sessions and show evidence of work by producing an action plan, keeping a journal on his daily progress, getting feedback from people including from the coach and making adjustments to make it work during the 3rd and 4th session and when they call/ email the coach in between the official coaching sessions at their own initiative.

Instant result from the initial 1st and 2nd session is that the person is observed to be less judgmental about others and more willing to listen to others about what he can change to make things work, show effort to be more team orientated and trying out some new behaviors in doing the routine.


Q9: What additional value can SQI and the certification program enable the SQI consultant and coach to give that are very important to the clients to experience the transformation they desire?

One of the main differentiations of SQI from the conventional ones is the customized prescriptions with high practical value. It is a technology synergized with a proven consulting and coaching methodology for a trained SQI consultant and coach to accurately and efficiently bring about specific, observable and measurable improvements in the human assets to meet corporate goals of increased market value for organizations. It is 4 times faster than a normal 12 sessions coaching process.


Q10: Under what situation or reason that we should not use Executive Coaching?

Coaching will not be used when:

  • A suitable coach is not available
  • You need instant desired result from the person (coachee)
  • The person (coachee) is in a state of very strong self-denial and insist that he/she is OK, innocent or perfect – only his repeat failures from his own real life experience may help him to change provided he has that willingness to change his own way of thinking to overcome the failures as a result of the repeated unpleasant experiences – is a cost versus benefit decision for corporate clients


Q11: What if mid-way through SQI Executive Coaching didn’t work? How can that be resolved effectively? What are some of the reasons that SQI Executive Coaching didn’t work half-way through?

“Doing the right thing right, the first time in the right way with the right people at the right place in the right time” – is our guiding principle.

Flexibly structured package

  • Pre-contract client diagnostic discussion and pre-coaching informal get-to-know each other session – will give a good indication of whether our intervention is a viable option to go with – if our intervention is not a viable option, we will be advising against it at this stage to prevent a failure
  • Fees for 1st time consultation only option – price for the report and recommendation where the client can implement to see results which may involve re-deploying the coachee or hiring a more suitable person at this stage
  • Pre-Team Synergy Coaching Preparation and Executive Consultation Session – a multifaceted model of corporate team coaching to “bring the corporate value of team spirit / unity / shared vitality off the plaque on the wall” and move them into the heart of the individuals of the team even before the participants attend the team session
  • Fees for a Executive Coaching package – continuous feedback and evidence check of progress facilitated by the synergy between robust technology and qualified and experienced coaches – any problems would have been detected early and solutions will also be on hand to resolve those problems on a timely basis. Together with pre-coaching contract diagnostic checks and pre-coaching consultation arrangements, we have so far able to prevent any cases of failures from occurring.
  • Team Synergy Coaching Session – a hybrid between self-discovered and guided approach session to “bring the corporate value of team spirit / unity / shared vitality off the plaque on the wall” and move them into the heart of the individuals of the team, supported by continuous feedback and evidence check of progress of behavior that is specific, observable and measurable


Q12: Who are some of the clients who have benefited from the SQI Organization Development Solutions?

For Soft Skills Training Programs:-
PSA, Singapore Food Industries, Smartflex Technology, Stuart Wright, Novartis, Milliken, Total Oil, Murata Electronics, Cardinal Health, GlaxoSmithKline, Far East Organization, Singapore Medical Group, etc

For Leadership Development Consultation:-
NLB, EDB, National Healthcare Group, Balance Cleanse, MEAP, ILS, IMC Corporation, Pico Art, Molex, NACLI, HP, Syngenta Asia Pacific, PSA, Singapore Food Industries, Smartflex Technology, Stuart Wright, Novartis, Milliken, Total Oil, Murata Electronics, Cardinal Health, GlaxoSmithKline, Far East Organization, Singapore Medical Group, DHL, TNT, Cord Life, NOL, APL, ZF South East Asia, SSMC, IDA, AIA, GE Life, etc

For Executive Coaching:-
NLB, Milliken, Syngenta Asia Pacific, Novartis, Lloyds’ Register, Smartflex Technology, etc

For Leadership Assessments, Feedback and Talents Management Consultancy:-CRA, Cord Life, Milliken, NOL, Maritime Institute, Wavelink, Syngenta Asia Pacific, Novartis, Lloyds’ Register, Smartflex Technology, etc

SQI™

We believe every leader and business is different, so call us and see how we can help you reach the next level.
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