About TSUI Pui Yin Dorothy

TSUI Pui Yin Dorothy

TSUI Pui Yin Dorothy, CPLP®

Principal,
Corporation for Positive Change

Principal & Founder,
Corporation for Positive Change – Asia,
Greater China Center &
Hong Kong Center for Positive Change

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Dorothy is a dedicated people and organization development consultant with the emphasis of leveraging strengths and existing resources to formulate solutions that generate optimal results and value. Her broad portfolio includes clients from government agencies and educational institutions to multinational corporations including industries such as insurance, finance, retail, hospitality, real estate and IT. Her clients include HSBC, Bank of China, HP, Disneyland, Cathay Pacific, Galaxy Entertainment, Venetian, SWIFT, Chanel, Jardine, World Vision, Oxfam, Hong Kong Jockey Club, and Hong Kong Police Force.

As the co-Principal of Corporation for Positive Change (CPC) and its regional lead in Asia since 2012, Dorothy designs and facilitates co-creative engagement processes that are firmly grounded in the strength-based principles of Appreciative Inquiry for positive and lasting change. She leads positive change initiatives to support organizations to enhance business performance, reinvent organizational culture, develop leaders and high potentials, build strong teams, and plot strategic plans. She trains and develops Appreciative Inquiry practitioners and consultants through intensive programs and one-on-one mentoring.

Dorothy is the first Certified Learning and Performance Professional® (CPLP®) of the Association for Talent Development (ATD) in Hong Kong. She is one of the designated facilitators of the ATD’s official CPLP Preparation Instructor-led Workshop around of globe and has supported CPLP candidates in Asia to go through the certification process. She is a Senior Action Learning Coach of the World Institute for Action Learning (WIAL) and the managing director of WIAL’s affiliate in Hong Kong.

Professional Qualifications:

  • Certified Appreciative Leadership Development Program© Trainer (CPC)
  • Certified Professional in Learning and Performance (CPLP, ASTD)
  • Senior Action Learning Coach (SALC, WIAL)
  • Accredited MBTI® Practitioner (Step I & II) (CPPAP)

Academic Qualifications:

  • MSc in Hotel and Tourism Management (The Hong Kong Polytechnic University, Hong Kong)
  • BSc in Hospitality Management (Florida International University, USA)
  • Diploma in Food & Beverage Management (DCT, Switzerland)

Areas of Expertise:

Organization Development Consultancy

  • Organizational change and culture reinvention
  • Organizational learning and talent development
  • Positive workplace and people engagement
  • Business performance and process enhancement
  • Inter-organizational and inter-group collaboration
  • Team development
  • Strategic planning
  • Appreciative Inquiry summit and forum
  • Action Learning initiatives

Workshops & Keynote Speaking

  • Appreciative Inquiry
  • Action Learning
  • Leadership and talent development
  • Customer service
  • Train-the-trainer
  • Coaching (one-on-one, group and team)
  • Positive workplace and people engagement

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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