About YEUNG Hoi Lai

Hoi Lai

YEUNG Hoi Lai

Associate,
Hong Kong Center for Positive Change

Hoi Lai has studied and worked in London, Mainland China and Hong Kong with 15 years of joyful experience in the training and consulting field.  Her can-do attitude enables her to fully understand clients’ needs and practically deliver aligned workshops and coaching sessions.

 When conducting training workshops, Hoi Lai is keen to use action learning to raise participants’ awareness in collaborating as a team and developing effective leadership skills. She also truly believes in the methodology of Appreciative Inquiry (AI) to work on employees’ strengths through a structured series of steps for boosting staff engagement and creativity.

 Area of focus
Hoi Lai is experienced in delivering workshops in presentation skills, influencing skills, negotiation skills, business English and career management. Hoi Lai has successfully worked with clients including Cisco, Ciena, Hamburg Sud, The Treasury, MTR, City University of Hong Kong, JP Morgan, RBS, McGraw Hill, AIG, ING, Accenture and Hasbro.

 Style
Hoi Lai is highly adaptable to changing situations and is always ready to take the extra mile in her profession.   In order to guarantee clients’ advancement, she emphasizes engaging her participants to get the chance to reflect and question their fellow members through a series of processes (AI).  As a result, her facilitation style is involving every individual and the training room is full of energy.

Education and Training
Possessing a master’s degree in Management of Language Learning, a bachelor’s degree in Teaching English as a Second Language (TESL) and a postgraduate diploma in Professional Accountancy, Hoi Lai’s training style is a combination of her professional qualifications and dynamic personality.  In order to enhance her performance in coaching and training, she has recently become a DISC certified Human Behaviour consultant and will become a Certified Action Learning Coach.

 

Appreciative Inquiry is the study of what gives life to human systems when they function at their best. This approach to personal change and organization change is based on the assumption that questions and dialogue about strengths, successes, values, hopes, and dreams are themselves transformational.

Diana Whitney, PhD and Amanda Trosten-Bloom

2016-02-03T05:21:41+00:00

Diana Whitney, PhD and Amanda Trosten-Bloom

Appreciative Inquiry is the study of what gives life to human systems when they function at their best. This approach to personal change and organization change is based on the assumption that questions and dialogue about strengths, successes, values, hopes, and dreams are themselves transformational.

Appreciative Inquiry works because it liberates power. It unleashes both individual and organizational power. It brings out the best of people, encourages them to see and support the best of others, and generates unprecedented cooperation and innovation.

Diana Whitney, PhD and Amanda Trosten-Bloom

2016-02-03T05:22:07+00:00

Diana Whitney, PhD and Amanda Trosten-Bloom

Appreciative Inquiry works because it liberates power. It unleashes both individual and organizational power. It brings out the best of people, encourages them to see and support the best of others, and generates unprecedented cooperation and innovation.

Appreciative Inquiry turns command-and-control cultures into communities of discovery and cooperation.

Diana Whitney, PhD and Amanda Trosten-Bloom

 

2016-02-03T05:22:32+00:00

Diana Whitney, PhD and Amanda Trosten-Bloom

 

Appreciative Inquiry turns command-and-control cultures into communities of discovery and cooperation.

Appreciative Inquiry posits that organizations move in the direction of what they consistently ask questions about, and that the more affirmative the questions are, the more hopeful and positive the organizational responses will be.

Diana Whitney, PhD and Amanda Trosten-Bloom

2016-02-03T05:23:01+00:00

Diana Whitney, PhD and Amanda Trosten-Bloom

Appreciative Inquiry posits that organizations move in the direction of what they consistently ask questions about, and that the more affirmative the questions are, the more hopeful and positive the organizational responses will be.

The ultimate paradox of Appreciative Inquiry is that it does not aim to change anything. It aims to uncover and bring forth existing strengths, hopes, and dreams—to identify and amplify the positive core of the organization. In this process, people and organizations are transformed. With Appreciative Inquiry, the focus of attention is on positive potential—the best of what has been, what is, and what might be. It is a process of positive change.

Diana Whitney, PhD and Amanda Trosten-Bloom

2016-02-03T05:23:25+00:00

Diana Whitney, PhD and Amanda Trosten-Bloom

The ultimate paradox of Appreciative Inquiry is that it does not aim to change anything. It aims to uncover and bring forth existing strengths, hopes, and dreams—to identify and amplify the positive core of the organization. In this process, people and organizations are transformed. With Appreciative Inquiry, the focus of attention is on positive potential—the best of what has been, what is, and what might be. It is a process of positive change.

Appreciative Leadership is the relational capacity to mobilize creative potential and turn it into positive power—to set in motion positive ripples of confidence, energy, enthusiasm, and performance—to make a positive difference in the world.

Diana Whitney, PhD, Amanda Trosten-Bloom and Kae Rader

2016-02-03T05:23:48+00:00

Diana Whitney, PhD, Amanda Trosten-Bloom and Kae Rader

Appreciative Leadership is the relational capacity to mobilize creative potential and turn it into positive power—to set in motion positive ripples of confidence, energy, enthusiasm, and performance—to make a positive difference in the world.

Appreciative leaders hold each and every person in positive regard. They look through appreciative eyes to see the best of people. They seek to treat all individuals positively, with respect and dignity, no matter their age, gender, race, religion, or culture—even education or experience. They believe that everyone has positive potential—a positive core of strengths and a passionate calling to be fulfilled—and they seek to bring that forward and nurture it.

Diana Whitney, PhD, Amanda Trosten-Bloom and Kae Rader

2016-02-03T05:24:13+00:00

Diana Whitney, PhD, Amanda Trosten-Bloom and Kae Rader

Appreciative leaders hold each and every person in positive regard. They look through appreciative eyes to see the best of people. They seek to treat all individuals positively, with respect and dignity, no matter their age, gender, race, religion, or culture—even education or experience. They believe that everyone has positive potential—a positive core of strengths and a passionate calling to be fulfilled—and they seek to bring that forward and nurture it.

 

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