Leaderonomics is a social enterprise focused on leadership development around the world. It provides corporate leadership training programs to fund community programs for youth and underserved groups. Leaderonomics' vision is to transform nations by growing people into leaders through experiential learning. It aims to provide leadership development for all, especially those who cannot afford it, with a focus on children and youth. Leaderonomics operates corporate services, media, and community divisions that work together to deliver leadership training and build leaders through practical experiences.

2. The world needs a little fixing.
... we thought we’d try.

3. hello we’re
How it’s pronounced in the Northern Hemisphere:
leader-raw-noh-mix
How it’s pronounced in the Northern Hemisphere:
leader-raw-noh-mix
How it’s pronounced in the Southern Hemisphere:
leader-noh-mics
Trying to fix the world,
one leader at a time.

4. Leaderonomics is a social enterprise with the sole purpose
of transforming nations through leadership development.
We are a cradle-to-grave leadership solutions provider with
a belief that leadership begins with...
YOU.
“Everything
rises and falls
with leadership.”
John Maxwell

5. our vision
We believe in:
Setting new goals to challenge and propel all people to develop
into leaders, in all fields of endeavour.
Playing an active role in helping the world’s leaders of all ages,
classes and ethnicities to adapt to the dramatic changes in our
natural and synthetic environments and helping them grow and
develop as leaders.
Establishing leadership in all its forms by transforming the minds
and hearts of leaders to create a just, free and caring society.
Building Communities through Love
Growing People into Leaders
Transforming the Nations

6. why we do
what we do
“Almost ten years before we set up
Leaderonomics, I had a burning
question that plagued me – why do
certain communities thrive whilst others
languish in poverty and despair? I
decided to explore the question with a
series of experiments. What began as
a small project resulted in a profound
insight. It became clear that everything
rises and falls on leadership. It was
easy to go into a poor community and
give them funds and help them with
the issues they faced today. But that
would be temporal relief. What these
communities needed were leaders who
could help them transform themselves.
Leadership was a key missing element in
all these communities but there was no
means to bring leadership development
to these communities. My experiments
also highlighted that leadership is not
genetic but a learnt process, and that it
usually begins in a person’s childhood
and school years. So how could we
go into the most rural of places in
the developing world and provide
experiential leadership development?
Hui Ming and I, together with a few
others, pondered this issue for months
and we knew we had to dedicate our
lives to this vision of reaching out to
transform developing nations through
leadership development. We knew that
if we helped grow one person into a
leader, he or she would then be able to
transform their community and if we
kept repeating this over and over, nations
will be transformed. And thus the vision
of Leaderonomics began.
Roshan Thiran, CEO
“We knew if we helped grow one person
into a leader, he or she would then be able to
transform their community...”

7. “When Roshan shared his insights on how critical
leadership education was and how scarce it was
in the developing world especially in rural schools
and villages, we all knew that this was a calling
worth investing our lives into. We are called to
leave a positive legacy in this world, and what could
be more important than enabling people to fulfill
their potential? Many social enterprises give shoes,
funding or food to the poor but those never solve the
root of the issues in these challenged communities.
But this vision at Leaderonomics was about going to
the heart of the problem and fixing the root causes.
How could we afford to bring this education to the
masses, especially challenged communities? We
knew we did not want to set up an NGO but rather,
a model of leadership which could be replicated in
all developing countries. Thus, we decided to set up
a social enterprise offering learning and corporate
services to businesses all over the world, where
all our talents and skills could be fully utilised and
monetised. The funds generated from these services
will be invested into community programmes for
youth and university students as well as to help
NGOs and community leaders fulfill their calling.
We set up Leaderonomics, a unique social enterprise
that funds its community programmes through
world-class leadership development programmes for
corporates. Every morning I jump out of bed knowing
that we are changing the world, one person at a time.
And we want as many people as possible to partner
with us on this exciting journey.”
Ang Hui Ming, COO & CFO
“We are called to leave a positive legacy
on this world, and what could be more important
than enabling people to fulfill their potential?”
Today, this
vision remains
the heartbeat of
Leaderonomics –
providing leadership development to all,
including those who cannot afford it, especially
impacting the lives of children and youth.
At Leaderonomics, we have now grown into a
global organisation, staying true to our calling
but investing heavily in R&D in leadership
development. Our research is now the
cornerstone of our action-learning curriculum,
which explores new areas of leadership
including EQ, Asian leadership and new means
to lead. Today, we are proud to see numerous
global organisations leverage on our corporate
services, and partner with us on our media and
community work.

8. Core Value #1
RELATIONSHIPs
Our entire organisational infrastructure is designed to ensure we build
long-term relationships with every stakeholder we engage with. We believe
that relationships are how we build bridges and impact change in the world.
Every relationship we have, is one that we treasure and grow, be it with a
participant of our programmes, our customers or the community at large.
Treasuring & growing
relationships with each other,
people we interact with,
the community & God.
OUR CORE
VALUES

9. Serving others
passionately &
nurturing a spirit
of generosity
everywhere.
Core Value #2
giving
We believe the world would be a better place if we all learned to
serve others. We seek to build passionate people who live a lifestyle of
generosity, because only as we give, can we hope to receive.

10. Enabling everyone to have a voice
in the world and a place to
make a difference.
Core Value #3
empowering
We want to provide a platform for everyone to be able to express how
they feel and to achieve their dreams. Our aim is to give everyone an
opportunity to make a difference.

11. Fuelling a lifelong
passion for learning,
innovation and holistic
self-transformation.
Core Value #4
growth
We recognise the importance of lifelong learning for individuals as well as
organisations. Growth is painful, yet critical, for leadership greatness. We
are zealots of growth in everything we do and our fervour is transmitted
into all our services and leadership development programmes.

12. Executing & building the future
by renewing minds and hearts to
create a just, free and caring world.
Core Value #5
building
the future
We believe all our actions today have consequences on the future. We
want to be people of honour, people of their word and people who try to
live in purity of mind and heart, so that we can build a bright and exciting
future for the nations we work in.

13. Corporate
Services
building
leaders
Media Community
this is how
we operate
The Leaderonomics structure reflects our conviction
to provide leadership training to all.
In our Corporate Services arm, we partner with
organisations to ensure they have the best talent and
structures possible to meet their business goals. As
a trusted growth partner of companies from multiple
industries, we work hard to ensure our clients get the
best solutions possibe through bespoke design and
customisation of programmes. These insights enable
us to produce the best-in-class experiential learning
programmes which can also be replicated in our
community services programmes.
While our Corporate Services division allows us to
input into leading influential minds and magnify
the effectiveness of organisations we work with, our
Media arm stands as a testament to our recognition
that leadership content can and must be transmitted
through varied means in order to reach society
effectively. We leverage on current technology to
ensure content can be accessed in both a convenient
and enjoyable manner.
Our Community arm provides face-to-face and
interactive reach to the greater community, including
the underprivileged that would not usually have
access to leadership training.
Leaderonomics functions as a
social enterprise.
Our Corporate Services, Media and Community divisions work
together as a system which complement each other in funding
and content creation. All three spheres contribute to our core
mission to grow people into leaders.

14. learning
philosophy
& growth
model
We see the process of building leaders as a science with funda-
mental principles and foreseeable dynamics. Leaders are made
through experience, practice, hard work and sacrifice.
The traditional form of learning is mainly
classroom and coursework-based where
learning by listening is the primary
mode of learning. According to research
(Figure 1), learning by listening only
results in a 10% retention rate after 3
months. Learning by visualisation does
not fare much better, with only 20%
being retained 3 months post-training.
We believe that people learn best not by
being fed theory, but by having practical
experiences. Research backs our claims
where 70% is retained when learning is
through experiences. And so we have
flipped over the typical learning model
where the majority of learning revolves
around the classroom being ‘forced’ to
listen to a person ‘teach’.
All our programmes move from a
‘learning through listening’ model
employed in typical training programmes
to a ‘learning while doing’ model.
“Play is the highest form of research.”
Albert Einstein

15. listening
• Presentation/Speech
• Video
• Manuals/Flyers
• Discussion
Retention Rate
10%
3 weeks
3 months
Retention Rate
72%
20%
3 weeks
3 months
Retention Rate
3 weeks
3 months
Seeing
• Role modeling
• Seeing and following
teaching
• Leading others to do
• Coaching own team
• Teaching other leaders
100%
100%
Figure 1: How People Learn
Doing
• Practice
• Practical application
day-to-day
Retention Rate
85%
70%
3 weeks
3 months
70%
Conventional Model vs.
Leaderonomics Model
Our programmes concentrate on providing hands-on experiences
through our 70-20-10 model, where 70% is devoted to live and
action learning, 20% to mentoring and coaching and 10% to
interactive classroom training. (refer to Figure 2)
And thus, all our programmes focus on ‘live experiences’ which
include simulations, action-learning modules, role plays, live
projects, learning through failure, and other action-oriented
learning practices.
Live
Experiences
Networking,
Role Models
& Mentors
Classroom
Training
Live
Experiences
Networking,
Role Models
& Mentors
Classroom
Training
typical
Model
10%
20%
70%
our
Model
70%
20%
10%
“Leaderonomics have perfected action
learning into a science and have the best
experiential learning programmes in the
market. They also have a great research
team that has brought gems of insights on
leadership especially on Asia to many of
us in Europe and the US.”
George Kohlrieser Head of Leadership
IMD Switzerland; Hostage Negotiator
& Best Seller Author
“Leaderonomics recently provided in-
novative ideas and learning solutions
to myself and my MBA classmates in
efforts to address a real world global
project. Thanks to these valuable insights
provided, our project outcome was a
big success and we delighted our key
stakeholders.
Overall, I am extremely impressed by the
meaningful purpose of this organisation,
the leadership, and the breadth of knowl-
edge the company has to offer. Leadero-
nomics is truly a best in class organisa-
tion comprised of world class talent
with diverse perspectives and impactful
solutions. Highly recommended!”
Lena Tai HR Leader
Johnson & Johnson (USA)
What do
people say
about us?

16. Business/
Domain Mastery
Strategic Thinking
Global Perspective
Industry Awareness
Domain Experience
functional
Mastery
Deep Technical
Functional Skills
Breadth of
Functional Skills
Process Orientation
e-Savvyness
Personal
Mastery
Personal Effectiveness
Passion
Self Awareness
Resourcefulness
Influencing Skills
Teamwork
Creativity
Energy
leadership
Mastery
Change Advocacy
Decision Making
Extreme Leadership
GRowth
Model
Business/
Domain Mastery
At the essence of business/
domain mastery, is the ability
to identify opportunities and
connect the dots. The most
successful leaders understand
their environment, and are able
to spot gaps and envision a way
forward. This level of awareness,
perspective, insight and vision is
strengthened through experience
and exposure, and begins with
an enthusiasm to learn and
keenness to see.
Personal
Mastery
Personal mastery boils down to
self and how effective we are
as individuals. It encompasses
elements such as our ability to
influence, communicate, energise,
create, and manage time and
projects. We believe that the
cardinal key to developing this
mastery is having an awareness
of self so we understand how
to minimise our weaker areas
and how to develop them, whilst
leveraging and exposing our
strengths. We observe this trait in
all compelling leaders.
Functional
Mastery
Functional mastery is all about
expertise. Successful leaders
are not jacks of all trades and
masters of none. They possess
depth and have spent energy and
time in specified areas to acquire
credibility in their chosen fields.
We believe it is fundamental for
leaders to select and focus on
developing themselves in certain
spheres to acquire a solid level of
know-how and perspective.
Leadership
Mastery
Leadership mastery is as much
about decision-making and
timing of usage of traits as it is
about competency of leadership
traits. Whilst it is important
for a leader to be a big picture
thinker, it is also crucial for a
successful leader to be detail-
oriented, humble and assertive.
Therefore, we believe that
decision making lies at the core
of powerful leadership. This
mastery is developed through
exposure to different contexts
and experiences.
Our Growth Model
Through extensive research and interviews with the best global leaders, we have drawn the conclusion that
great leadership consists of four fundamental areas that we term masteries: Business, Personal, Functional and
Leadership. Whilst each mastery on its own is valuable, there is a synergy when all four are combined and it is
this amalgamation that we believe to be the key to being a cutting-edge leader:

17. As practitioners in the science of
building leaders, we focus our efforts on
helping organisations build a sustainable
talent framework that helps them define,
identify, select, develop, promote and
retain their pool of talented leaders.
Talent management is a critical
part of your business success. At
Leaderonomics, we have the expertise
and the know-how to help you build
a talent management framework
and develop an eco-system in the
organisation to support this.
From talent acquisition to talent devel-
opment and retention, our Corporate
Services deliver the tools, personnel and
expertise to help you craft the best talent
strategy for your business goals.
Our solutions have benefited talent of
all levels, from C-level management to
managers to executives and supervisors.
Holding true to our Learning Philosophy,
our services are experiential, differenti-
ated and tailored to your unique needs.
We believe that intentional experiential
learning works best and our experienced
team can work with you to propel your
organisation to the next level.
Grow with us through our 6 key areas in
Corporate Services:
We believe that leaders and individuals carry their organisation
on their back in the journey of continuous growth and success.
corporate
services

18. As companies battle for the best talent, talent
decisions take on greater complexity. Our Talent
Assessment team works with organisations so
they can better assess, identify and develop their
potential superstars.
Bearing in mind that the demands for talents
differ from one organisation to another, we take time
to craft our assessments to best suit your company’s
needs. Leaderonomics’ Talent Assessment offers you
the following services that are uniquely developed by
trained and experienced consultants and assessors:
Competency Based Interview (CBI)
Scenario-Based Assessment Centre
Dynamic Business Simulation Assessment Centre
Compact Assessment Centre
Psychometric Personality/Interest Profiling
Aptitude Tests (Verbal, Numerical, Spatial and more)
Multi-Angled Assessment (360)
Individual Development Report
Development of Success Profiles
Competency Modeling
Individual & Group Talent Analysis
Succession Readiness Assessments & Analysis
Our Talent Assessment solutions
can help organisations:
• Better understand the strengths of individuals
and groups and leverage on them to maximise
returns from talents
• Identify development gaps to enable targeted
development plans to be put in place
• Understand the bench strength of their
employees/talents
• Recruit the right people
• Assess the job & culture fit of an individual
• Identify and promote the right successor
• Identify key talents and superstars of
the organisation
In Learning & Development, we offer over 100
programmes and courses crafted to develop
corporate leaders.
We adopt a hands-on, problem-based learning
approach that solves real business issues and our
courses are customisable according to the needs
of clients. Our approaches range from business
simulations, hands-on workshops to facilitation
sessions, and more.
Our topics are in-line with our Growth Model that
focuses on 4 areas: Personal Mastery, Business
Mastery, Functional Mastery and Leadership
Mastery. Our trainers include world-renowned
leadership gurus, professors, former CEOs and
business leaders from Fortune 500 companies and
innovators and experts in their field.
For more information on any of our Corporate Services programmes, please email training@leaderonomics.com

19. “Leaderonomics’ Talent Acceleration
Programmes are one of a kind, where
participants enjoy learning through
endless simulations and personal
coaching by the chief facilitator and a
team of able co-facilitators. Through
this method, difficult concepts are
broken up into small “learnable
and applicable pieces”, which are
continuously applied in role plays.
Participants enjoyed discovering
how they as leaders are held hostage
in their minds, every day at work or
at home, rendering them helpless,
and ineffective. But they also quickly
discovered how to free themselves
from this entrapment and negative
mind state, by seeing through the
eye of the mind, rewiring their brains
and applying effective dialogue and
intelligently negotiating with the
“adversary”, to bond and work out
things together for mutual gains.
Through Leaderonomics’ TAP, our
high potentials have been exposed to
so much more than classroom type
training, making the learning more
relevant and sustainable for them.”
En Yusop Abdul Rashid
Assistant Vice President
Malakoff Corporation Berhad
“The acceleration programme brought
about a big change in the way I look at
things from a leadership perspective.
Being CEO for a day shows the highest
responsibility you have to carry on
your shoulders and what skills you
should have to be a good leader.
I’m using some of them in my daily
collaboration with my team mates.”
Kumaran Padmanabhan
Network Engineering & Operation Manager
Network Implementation & Operations,
Maxis Berhad
Accelerated learning of
multidisciplinary skills within a
short period of time (beyond one’s
area of functional expertise). Truly
recommended for those in preparation
to advance to the next level.
Vickie Lai MPS Manager
Prepaid Marketing, Maxis Berhad
“I find programmes conducted by
Leaderonomics to be informative,
holistic and experiential. The trainers
have rich experience and the team
has a diverse background that adds
substantial value to the participants.
Their training programs are interesting
and keep the participants fully
engaged!”
P.R. Kalaivanan
Former, Vice President
Leadership Development, Asia Pacific,
Johnson and Johnson, Medical.
What do
people say
about us?
Leaderonomics offers a unique programme
called Talent Acceleration (TAP) that accelerates
the development of your people. In this highly
customised programme typically 6–18 months in
length, participants are pushed to their limits to
ensure their growth is maximised.
Leadership is learnt best by doing and the entire
structure of TAP revolves around live experiences,
live projects, one-on-one mentorships, executive
coaching, field trips to view best practices first hand,
experiential learning and simulation sessions and
extensive interaction with senior leadership teams
internally as well as externally.
Leaderonomics has pioneered the talent acceleration
process and we are amongst the small number of
learning organisations globally that offer long-term
acceleration programmes that provide an immediate
ROI to organisations.
The experiences participants go through include
the following:
For more information on any of our Corporate Services programmes, please email training@leaderonomics.com
Experiential
Learning
Workshops
Benchmark
Fieldtrips
Business &
Strategy Case
Studies
Reading
Plan
Simulations
Internal &
External
Leaders
Sharing
Psychometrics
Assessments
Mentoring
& Feedback
Business
Projects
Networking
CSR Projects

20. Looking for world-leading best practices to benchmark
or implement? Team up with our Sounding Board
comprising of our network of CEOs, functional business
leaders, HR practitioners and academic experts.
We have in-depth experience from strategy at the
board-level all the way to operational and transactional
levels, including factory-floor improvements and
customer centre effectiveness.
Here are just some of the reasons why organisations use
our consultants:
• Global knowledge and experience from Fortune
100 companies from Asia, US, Europe and Australia.
• Strategic and operational capabilities with
collective knowledge and experiences gained
across roles, industries and regions.
• HR expertise to bring together a holistic platform of
leading talent and HR practices, strategic
& operational systems and processes to support
organisational strategy and high performance.
Our expertise covers these areas:
1. Strategic Leadership Development
2. Corporate Strategy and Management
3. HR and Culture Change
4. Talent Management
The crucial difference between a high performing
company and average one is not the state of
competency, but its state of engagement. The focus
of LCEE (Leaderonomics Centre of Engagement
Excellence) is on the ever-pressing need from
organisational leaders to capture the hearts and minds
of their employees, and set the organisation up for high
and sustainable performance.
Our experienced LCEE team partners with senior
leaders of organisations to build engagement excellence
through identifying strengths (ensuring talent are in
their right fit), building character (developing great
managers who can engage) and creating a culture of
accountability (driving alignment of key results through
personal ownership).
Here are some examples why organisations engage the
expertise of LCEE:
1. Turnover remains high despite efforts to improve
remuneration, benefits and work environment.
2. High blame-culture with individualistic employees
who do not take personal ownership and
accountability.
3. Plenty of employee surveys and yet there is poor
alignment between engagement and performance.
4. Managers are more instructional rather than
inspirational, with poor coaching skills.
When the rubber hits the road, every talent would
appreciate having a coach/mentor to turn to for advice,
support and encouragement. At Leaderonomics,
we believe advanced coaching is crucial in a talent
framework to help individuals better understand
themselves and see situations in a new perspective
through the eyes of someone more experienced.
Our coaching sessions can be run individually or as
part of our Talent Accelerated Programme (TAP). Our
pool of executive coaches are certified, with extensive
corporate experience. Alternatively, Leaderonomics
can also help organisations develop their own pool of
internal coaches.
For more information on any of our Corporate Services programmes, please email training@leaderonomics.com
CENTRE FOR
ENGAGEMENT
EXCELLENCE

21. We spend an inordinate amount of
resources in the pursuit of developing
engaging, simple and breakthrough
content.
Much of the leadership content that
exists today is in books and is text-based.
We believe that the good, quality content
that we produce daily at Leaderonomics
has to be delivered not just in text form
but in multiple platforms, through various
technologies and in engaging new media.
So, we have worked hard to build the
following channels to ensure you get
world-class leadership content delivered
to you, just the way you like your content.
MINDFUL, NOT MINDLESS CONTENT
At Leaderonomics, we take content creation seriously. There is
significant noise everywhere and tons of information on leader-
ship. Yet, much of the content out there is not engaging, relevant
or soundly backed by research.
media
CAreer GUIDe
lEadErOnOMiCs.COM
Your One-Stop Leadership Channel

22. Leaderonomics.com is a reflection of our
commitment to partner with individuals from
all walks of life as you grow in your career and
leadership. This one-stop leadership channel
provides insights, tips and inspirational content to
equip and empower you to fulfil your full potential.
Understanding that our audience and readership
spans a wide range of ages and backgrounds, our
articles, videos and audio shows are valuable
and relevant for senior management, employees,
entrepreneurs, job seekers and students alike.
Categories like Be A Leader and Consulting Corner,
written by industry experts and practitioners,
tackle issues that individuals at senior levels face
on a daily basis.
Other sections like Dare to Fail, Company Profile
and Company & Talent highlight great leaders,
noteworthy companies and internal initiatives worth
shouting about, to both increase awareness and
encourage best practices.
For the young and ambitious, Starting Young shares
tips and insights to enable and equip young people
to make valuable contributions in their sphere of
influence.
The myStarjob.com Career Guide is published every
Saturday in Malaysia’s leading English daily, and is
proudly powered by the leaderonomics.com editorial
team.
Read by more than a million Malaysians, it aims to
empower readers with rich information and tips
that will help them in their leadership and career
development.
The Career Guide team also works closely with
heads of HR and Corporate Communication of
organisations to enrich and execute their employer
branding efforts. This is done via custom-created
content to showcase exemplary initiatives and
attributes of companies via storytelling in the form of
text and video.
In an age where readers are shying away
from manufactured and sterile content, the
Leaderonomics.com team works tirelessly with
organisations to produce stories that are at once
authentic, personal and relevant to readers.
For more information or to provide feedback on any of our Media Services, please email editor@leaderonomics.com
lEadErOnOMiCs.COM
Your One-Stop Leadership Channel CAreer GUIDe
In an effort to explore and produce leadership
content in more interactive and engaging ways,
we started our own leadership web channel,
LeaderonomicsTV.
We see the video medium as an exciting and
dynamic way to communicate with our viewers.
Our shows range from The Leaderonomics Show
(a talk show that interviews the best leaders from
around the world to find out how they became the
leaders they are today) to Be A Leader, a series that
zooms in on key leadership thoughts to address
common issues we face in organisations today, such
as communication breakdowns and systemic failures.
You’ll find all our shows on our YouTube channel,
leaderonomicsmedia.
Sometimes, certain topics are best explored in the
form of books. Call us old-fashioned, but we truly
believe that at times, there is no better way to
dive deep into a topic and communicate a variety
of perspectives than through a series of chapters
bound together under a single title.
While our focus remains predominantly on bite-
sized content in article or video form, we have
published books such as “What’s After SPM”,
a compilation of stories of 101 young inspiring
Malaysians and their journeys after SPM.

23. But we take a very different stand on
our community work. Whilst some
organisations may view its Corporate
Social Responsibilities (CSR) as merely
a form of branding or a form of giving
money to the less fortunate, we embrace
it as our core focus and mission.
Our aim is to enable individuals in
the wider community to reach their
leadership potential by providing
leadership development, including to
those who cannot afford it.
With a special focus on the younger
generation, our initiatives in this space
are customised to the needs and
preferences of our target beneficiaries.
This can range from camps to clubs and
even volunteer projects to instil the spirit
of volunteerism and generosity.
Our hope is that as we serve with
sincerity and purity of heart, that we
will encourage other organisations and
individuals to do the same.
Our community work can be categorised
into 3 key areas:
WE WANT TO PLAY A PART IN THE DEVELOP-
MENT OF COMMUNITIES AND NATIONS.
At Leaderonomics, we understand the importance of community
and believe that social responsibility helps make communities better,
stronger and more vibrant, enabling nations to grow and advance.
community

24. DIODE Leadership
Camps
From facilitating self-discovery and positive peer
relationships, to creating pathways for careers, our
camps are a fantastic kick start to early leadership
development in youths between the ages of 12 and
21. Leadership skills are cultivated through project
management, value-based games, mentorship with
key industry leaders and many more experience-
based learning activities.
We ensure that 30 percent of our camps are given
free to underprivileged youth from challenged
backgrounds including orphans and the poor. This
is to ensure that every youth is given a chance to
become a leader. Among the camps we offer are the
highly-acclaimed Youth Leadership Camp (YLC),
Tween Camps and School Leavers Camp (SLC). We
also provide schools and youth organisations with
customised camps specific to their needs and the
competence-level of their youth.
DropZone Youth
Inspiration Centres
We run a network of drop-in youth centres called
DropZone, that take after the concept of a second-
home. DropZone runs youth-catered activities in the
hope that it becomes a healthy leisure alternative
focusing on the personal and creative development
of youth.
Our aim is to establish centres that inspire youth
to become leaders of integrity and distinction. We
want to instill the values of civic-mindedness and
equip youth to serve the community. We are now in
process of building free, community centres all over
the country with the goal of 1 centre in every town in
every developing nation in the world.
We want to see young people wanting to make a
difference. We understand that by building up the
younger generation, we can all share a better future.
Our youth work is the catalyst to such change.
We make youth confident, build their leadership
skills and most importantly, help them realise their
potential to make their future a better tomorrow.
Guiding and nurturing them into history makers is
our main priority and instead of seeing this as a job,
we see this as a lifetime fulfillment.
Our youth services include:
1. DIODE Youth Leadership Camps
2. DropZone Youth Inspiration Centres
3. Leaderonomics Club
4. Youth Education
“We cannot always
build our future for
our youth, but we
can build our youth
for the future.”
Franklin D Roosevelt
For more information on any of our Youth initiatives, please email people@leaderonomics.com

25. I love stories. And I see every person as a story in
progress. Every so often I wonder how my story will
unfold with every passing day.
As I recall, during my teenage years, my friends and
I used to hang out a lot together. Our conversation
subjects ranged from mathematical formulas to girls.
Sometimes we talked about what we hoped to do
after leaving school, but secretly we doubted if our
dreams would come true after all. Then, just as it is
now, there were expectations laid out from the start.
But we often wondered whether there was more to
life than good grades, getting a respected job with
good pay, getting married and perhaps producing a
couple of offspring in the process. I often wondered
how I survived this phase of my life. Growing up as a
teenager is challenging because one is neither a child
nor yet fully an adult. It is simultaneously an exciting
and confusing time of transition, intertwined in a
complex web of relationships.
As it is in stories, while times have since changed,
certain things remain true. Today, young people are
growing up in a new, shifting, and complicated world.
Looking back now, one important factor that contrib-
uted positively towards my growth as a person was
the mentoring of other caring, mature adults.
While my parents modelled for me many exemplary
qualities, these mentors helped me to build up my
leadership and confidence. Rather than pushing
their adult agenda, they allowed me to explore my
interests and direct me to act on my aspirations and
strengths. It is no secret that young people often long
for mentors who possess moral assurance, who will
accept and respect them, and who can point them
toward purpose and significance as they navigate
through the complex maze of life.
I believe this desire reverberates strongly with Lead-
eronomics’ core values in growing people into lead-
ers, building communities of love, and transforming
society. At Leaderonomics, we believe that behind
every face there is a story, and every person is a story
in progress. We want to hear their stories, and to join
them in making good stories out of their lives.
My Story Chong Keat Lim
VP, Youth Division / Leaderonomer since 2008
Leaderonomics Club
We bring our passion for leadership building to the
secondary school setting through the establishment
of Leaderonomics Club, which provides students
with leadership skills training and an avenue to grow
and channel their leadership potential.
These leadership clubs are housed in schools as part
of their extra-curricular programmes, where youth
learn leadership and then practise them at their
schools. Currently, there are a number of clubs being
piloted in Malaysia but we are looking to have a club
in every school in South-East Asia by the end of the
decade.
Youth Education
In line with our experiential learning philosophy, our
workshops engage youth in team projects, practical
challenges and simulations of real-life situations
to enhance skills critical to positive adolescent
development, including management of time, stress
and peer pressure, as well as confidence building
and idea vocalisation.
For more information on any of our Youth initiatives, please email people@leaderonomics.com

26. Premier LEAD
The Premier LEAD Programme is a fully
customisable long-term leadership accelerator
experience designed for high potential and top tier
undergraduates (scholars, dean’s list, 2nd Upper
students and above).
With a comprehensive support structure, this
intensive programme focuses on higher-level
competencies to ensure participants are holistically
developed. The duration of the programme may run
on a 3-month to 6-months basis, depending on the
needs of your organisation and accessibility of the
students.
Among the key components of Premier LEAD are:
• Experiential Modules
• Simulations
• Business/CSR Projects
• Fieldtrips
• Internal & External Leaders Sharing
• Networking
• Case Studies
• Assessments
• Coaching & Mentoring
Camp LEAD
Camp LEAD is a 5–6 day leadership accelerator
experience, which is a short and intensive version of
Premier LEAD. It is also designed for high potential
and top tier undergraduates (scholars, dean’s list, 2nd
Upper students and above).
A LEAD Camp, unlike typical soft-skill or leadership
camps, aims to nurture young leaders to be at the top
of their game with our action-based modules.
Projects are executed either within the camp itself
or on a separate project timeline, which is usually no
more than 3 months.
The components of a Camp LEAD are as follows:
• Experiential Modules
• Business/CSR Projects
• Simulations
• Case Studies
• Leaders Sharing
• Assessments
Leaderonomics Campus is dedicated to developing
the leadership competency and capacity of university
students. Our vision is to be the leader and the
innovator in developing students into top talent for
organisations and leaders for the community.
To achieve our vision, we are on a dedicated mission
to:
1. Develop potential young leaders that bring high
value to organisations
2. Empower campus students to give back to the
community
3. Inspire & influence young minds across
geographical boundaries
We aim to achieve this through our 3 interventions -
Premier LEAD, Camp LEAD & LEAD Training Series.
For more information on any of our Campus initiatives, please email campus@leaderonomics.com

27. LEAD Training Series
The LEAD Training Series is a series of learning
workshops crafted to develop leadership soft skills
and overall competencies among undergraduates.
This series is catered to all undergraduates across
all disciplines. With an option for 1-day or 2-day
workshops, the content consists of selected learning
modules based on the Leaderonomics’ growth model
of Personal Mastery, Leadership Mastery, Business
Mastery and Functional Mastery.
With our experiential approach, university students
will be intellectually challenged with exposure to the
working world with our highly experienced trainers.
With the Leaderonomics’ growth model, this training
series aims to develop top talent and future leaders
with strong leadership values.
Our training LEAD series is extensive, with
comprehensive modules. It is highly customisable
and flexible to meet the learning and development
needs of students.
For more information on any of our Campus initiatives, please email campus@leaderonomics.com

28. Do Good. Volunteer.
As an initiative to promote volunteerism, Do Good.
Volunteer. (www.dogoodvolunteer.com) is an online
volunteer matching portal created to serve as a
platform to encourage participation from the public
in community endeavours.
Via publicised community projects, Do Gooders
(volunteers) will be able to access a variety of
volunteer opportunities ranging from traditional
on-site help to more skill-based opportunities such
as designing, blogging and more. By that same token,
NGOs will have access to a wealth of volunteers that
can assist through various means.
The Do Good. Volunteer. portal enables volunteers
to be mobilised in groups and organisations (e.g.
corporate companies, brands, clubs and educational
institutions). Another enhanced feature offered
enables organisations to view their member’s
volunteering hours and as well as provide recognition
for their community efforts and help rendered.
Do Good Academy
As an extension of Leaderonomics’ core beliefs in
talent development, Do Good Academy aims to
empower NGO leaders with the necessary skills
and knowledge to run their organisations effectively
and sustainably. It brings together top trainers and
community leaders to take part in growing the
capacity of NGO leaders. It is also an avenue that
seeks to unite NGO leaders so that they may draw
strength and purpose through networking and
collaborating with one another.
Through Do Good, we put into action our
commitment to helping organisations in the
non-profit sector thrive and attain their goals.
Do Good’s community engagement initiatives
are rolled out in three fronts:
1) Do Good. Volunteer. online matching portal
2) Do Good Academy
3) Do Good Employee Volunteer Programme
For more information on any of our Do Good initiatives, please email people@leaderonomics.com

29. Do Good.
Employee Volunteer Programme
With our vast experience developing programmes
within the corporate and community spheres, we
are extending our reach by helping companies
and organisations bring their Corporate Social
Responsibility (CSR) and Employee Volunteering
Programmes (EVP) to the next level.
Our services range from helping companies
develop an end-to-end programme that successfully
engages their employees in community service to
finding a fit-for-purpose solution that is aligned to
each company’s specific goals and objectives. Our
programmes are designed to not only maximise
community impact, but to also encourage grassroots
movements that also benefit your company as a
whole.
PARTNER
WITH US
WE ARE ACUTELY
AWARE THAT
WE CANNOT
ACCOMPLISH
THESE GOALS
ON OUR OWN.
We recognise that will only be by mutual
encouragement and good fortune that we
carry the hope of seeing the fruition of what
we envision. If not us, then we hope that the
generations after us will reap those fruits.
Partner with us in our journey of building
leaders and making our vision a reality.
To discuss how we can work together, email us
at people@leaderonomics.com or call us at
03-7957 5804