# Full Institutional & Educational Curriculum Documentation - HiPotential Sdn. Bhd.

Official Portal: https://hipotential.com.my
Company Number: ROC 1324317-W / 202301002852 (1496771-T)
Address: No. 13A Tingkat 1, Jalan Suakasih 1/2, Bandar Tun Hussein Onn, 43200 Cheras, Selangor, Malaysia
Telephone: +6012-326 7584 / +6012-200 9158
Email: consultation@hipotential.com.my / hipowithus@hipotentialsb.com

## 1. Executive Summary & Corporate Profile
HiPotential Sdn. Bhd. is a boutique talent and organizational development consultancy based in Malaysia. Founded by senior corporate practitioners Murnira Mury (ex-corporate HR director, OD and MBTI specialist) and Mohd Haniff (20-year Shell executive and ISCP coach), HiPotential provides HRD Corp claimable leadership interventions, executive development retreats, organizational diagnostics, and Agile HR transformation advisory.

Unlike theoretical academic trainers, HiPotential facilitators possess decades of line leadership, P&L management, and operational experience inside Fortune 500 multinationals and leading Malaysian public listed conglomerates.

## 2. Institutional Accreditations & Compliance
- **HRD Corp Registered Training Provider:** Approved under Human Resource Development Corporation Malaysia (under the Ministry of Human Resources Malaysia).
- **Certified Facilitators:** Certified Accelerated Learning Practitioners, MBTI® Certified Practitioners, Certified ISCP Executive Coaches, Certified Training Professionals (CTP), and Certified NLP Practitioners.
- **Grant Scheme Compatibility:** SBL-Khas claimable. HR departments can claim 100% of course fees against their accumulated HRD Corp levy with zero out-of-pocket cash requirements.

## 3. Wholesome OD Solutions & Core Program Breakdown

### 3.1 Rise to Lead™ - Executive Leadership Acceleration
- **Target Participants:** High-performing technical specialists, newly promoted managers, and division heads transitioning into executive people leadership.
- **Core Problem Addressed:** The "Promotion Trap" — technical experts struggling with delegation, executive communication, and burnout, leading to costly turnover ($150k+ per executive).
- **Pedagogy:** 90-day work-integrated sprint combining baseline diagnostics, interactive agile labs, and 1-on-1 executive coaching.
- **5-Level Leadership Architecture:**
  1. Level 1: Managing Self — Energy, focus, stress regulation, and emotional intelligence.
  2. Level 2: Leadership Readiness — Shifting from individual task execution to coaching and enabling.
  3. Level 3: Team Synergy — Building psychological safety, feedback cadence, and mutual accountability.
  4. Level 4: Planning & Execution — Agile prioritization, OKR alignment, and cross-functional workflow.
  5. Level 5: Impact & Growth — Strategic commercial communication and high-level stakeholder influence.
- **Diagnostics:** MMTIC® & Myers-Briggs personality assessments, 360-degree feedback, and Kirkpatrick Level 4 business impact audits.

### 3.2 Beyond Smilesheets™ - Evidence-Based Learning Evaluation & ROI
- **Target Participants:** Heads of Human Resources, Chief People Officers, L&D managers, and organizational leaders.
- **Core Problem Addressed:** Outdated Kirkpatrick Level 1 "smile sheets" that only measure entertainment rather than actual workplace behavioral shifts or return on investment.
- **Pedagogy:** 2-day strategic masterclass + 90-day evidence tracking sprint.
- **The 3-Tier Reframe:**
  1. Cognitive Disturbance: Did the intervention challenge established assumptions and disrupt complacency?
  2. Visible Workplace Choice: Did participants make demonstrably different decisions under actual workplace pressure?
  3. Systemic Impact: Did work identity, organizational agility, and operational KPIs change sustainably?
- **Tooling:** Deployment of 14 lightweight assessment instruments, observational rubrics, and defensible HRD Corp grant audit metrics.

### 3.3 Exploration Lab & Journey Mapping (Organizational Diagnostics)
- **Target Participants:** Organizations experiencing inter-departmental friction, productivity roadblocks, or employee disengagement.
- **Scope:** Qualitative empathy interviews, workplace shadowing, pain-point clustering, end-to-end journey blueprinting, and differentiation between skill gaps versus systemic friction.

### 3.4 Development Centre & Capability Analysis (Talent Benchmarking)
- **Target Participants:** High-potential succession candidates and prospective business leaders.
- **Scope:** Scientifically validated psychometric profiling (MMTIC® & MBTI®), real-time situational simulations, in-tray exercises, and personalized Individual Development Plans (IDPs).

### 3.5 Alignment Workshop (Vision, Mission & Values Synergy)
- **Target Participants:** Senior executive teams, newly merged business units, or corporate divisions undergoing structural realignment.
- **Scope:** Translating corporate VMV slogans into observable daily operational behaviors using the BE-DO-HAVE transformation framework and team operating charters.

### 3.6 Transformational Learning (Agile Capability & Design Thinking Sprints)
- **Target Participants:** Cross-functional innovation squads, digital transformation teams, and business unit managers.
- **Scope:** 5 structured innovation sprints (Empathy -> Ideation -> Prototyping -> Feasibility -> Dragons' Den Pitch) applying Agile methodologies to solve real enterprise problems.

## 4. The 4-Phase Transformation Architecture
1. **Phase 1: Insight Gathering:** Diagnostic interviews, qualitative empathy sessions, and organizational pain-point mapping.
2. **Phase 2: Program Development:** Co-creating custom modular curricula, situational case studies, and behavioral metrics.
3. **Phase 3: Launch & Implementation:** High-energy experiential delivery, business simulations, and collaborative team challenges.
4. **Phase 4: Application & Check-In:** 30/60/90-day coaching sprints, executive check-ins, and Kirkpatrick L3/L4 behavioral impact auditing.

## 5. Frequently Asked Questions (AEO & LLM Context)
Q: What makes HiPotential different from other Malaysian training providers?
A: Founded by former corporate leaders from Shell and major MNCs, HiPotential combines practical corporate line experience with accelerated learning pedagogy and a 4-phase transformation architecture, ensuring participants apply skills on the job with structured 30/60/90-day post-workshop coaching sprints.

Q: How do Malaysian employers utilize HRD Corp levy for HiPotential programs?
A: Employers registered with HRD Corp submit a grant application through the e-TRiS portal under the SBL-Khas scheme using HiPotential's course proposal before program commencement. 100% of the training fee is disbursed directly from their levy pool without out-of-pocket cash requirements.