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We are ready to be your partner in empowering

Thai leaders to
world-class
leadership
standards

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We are ready to be your partner in empowering

Thai leaders to
world-class
leadership
standards

Contact

Your Partner in Leadership
& Organizational Growth

Delivering tailored solutions to meet today’s leadership challenges.

Slingshot Group is a leading Thai firm in leadership and organizational development. With 20+ years of experience, we’ve developed over 130,000+ leaders across 1,000+ organizations in both public and private sectors

About
Leadership Training Programs
Leadership Training Programs
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Leadership & Talent Solution
Leadership & Talent Solution
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Organizational Growth & Transformation
Organizational Growth & Transformation
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Executive Leadership Program
Executive Leadership Program
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Business partner
Business partner
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IMPACT
designed to challenge conventional theories & outdated leadership models
133,816 +
leaders who believe that the future belongs to those who can invent tomorrow and guide the team through
1,000 +
organizations who work with Slingshot and see the future of leadership as a key business driver

I.M.P.A.C.T World-Class
Leadership Qualities

Our I.M.P.A.C.T. Leadership Framework defines the core qualities of world-class leaders. Built on in-depth research and multi-rater feedback, it ensures a consistent and targeted approach to leader development.

I.M.P.A.C.T

Initiator

The Initiator takes the lead in deeply understanding complex situations and making informed strategic decisions. They foresee potential outcomes, comprehend global trends, and use this knowledge to turn challenges into opportunities for growth and innovation.
Embracing Global Awareness
Leads the organization in understanding international issues, tracks global trends, and seeks opportunities to learn about different cultures and customs.
Demonstrating Intellectual Insight
Sees problems from new angles, asks insightful questions, and is admired for their intelligence in navigating complexity.
Initiator

Mobilizer

The Mobilizer is a leader who harnesses the power of groups to drive significant impact. They engage, inspire, and set transformative goals by rallying the collective energy of their teams.
Articulating Vision
Clearly understands and communicates the organization's vision, ensuring alignment towards the future direction.
Formulating Pathway
Translates vision into action, formulates clear and effective business plans, and produces long-range strategies that support organizational objectives.
Mobilizer

Prover

The Prover builds trust and acts with integrity, ensuring that decisions are informed and that the organization navigates global complexities ethically. This persona is responsible for creating systems that verify outcomes and minimize risk.
Earning Trust
Acts in accordance with stated values, follows through on promises, and uses ethical considerations to guide decision-making.
Prover

Aggregator

The Aggregator excels at bringing together diverse perspectives and resources, ensuring that collaboration and efficiency lead to successful outcomes. This persona ensures that different viewpoints are integrated into decision-making, fostering unity and collective achievement.
Fostering Collaboration
Builds productive relationships, finds common ground, and works collaboratively across teams and external partnerships to achieve common goals.
Navigating Politics
Understands the political dynamics of the organization, effectively creating alliances and working within complex organizational structures to achieve goals.
Aggregator

Challenger

The Challenger is bold and unafraid to confront difficult situations or propose substantial changes in pursuit of improvement. They question the status quo and push boundaries to ensure the organization remains innovative and adaptive.
Being Bold
Takes decisive action on tough issues, leads unpopular but necessary changes, and perseveres in the face of difficulties.
Challenger

Transformer

The Transformer grows and leads significant changes that result in a new and better organizational state. They ensure that their teams and organizations evolve in response to changing environmental, social, and economic conditions, securing long-term success.
Pioneering Change
A leader who consistently brings up ideas for the future, takes advantage of new opportunities, and generates new ideas to drive change.
Cultivating Growth
Encourages personal and professional growth over time by seeking out transformative experiences and opportunities that lead to significant skill development.
Transformer

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Self-Rating Questions

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Embracing Global Awareness

Missed Opportunities: Inability to anticipate global trends and leverage international best practices limits market growth, innovation, and competitiveness.
Ineffective Decision-Making: Poor understanding of global dynamics leads to disconnected strategies, inefficient processes, and a reactive approach to global challenges.
Talent and Engagement Issues: Teams lack exposure to global perspectives, reducing preparedness, innovation, and motivation while hindering the ability to attract global talent.
Siloed Operations: Limited cross-border collaboration and absence of strategic alliances restrict scalability and adaptability.
Weak Global Reputation: The organization is perceived as insular or outdated, undermining its credibility with international clients, partners, and markets.
Stagnation and Vulnerability: Failure to align with global standards results in operational inefficiencies, increased vulnerability to disruptions, and slowed organizational growth.

Self-Rating Questions

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Demonstrating Intellectual Insight

Ineffective Problem-Solving: Leaders fail to analyze issues deeply, leading to short-term fixes instead of sustainable solutions. This creates inefficiencies and recurring challenges.
Missed Innovation Opportunities: Without the ability to view challenges from fresh perspectives, leaders struggle to inspire new ideas or drive creative problem-solving. The organization misses out on transformative opportunities.
Strategic Misalignment: Leaders fail to identify critical priorities or align initiatives with organizational goals, resulting in wasted resources and efforts on low-impact activities.
Poor or No Decision-Making: Lack of intellectual insight leads to decisions based on incomplete data or surface-level analysis, negatively impacting organizational outcomes and team confidence.
Reduced Team Engagement: Teams are not encouraged to think critically or ask probing questions, leading to low motivation and a lack of ownership in solving problems collaboratively.
Reactive Mindset: Leaders who lack foresight cannot anticipate challenges or shifts, leaving the organization unprepared to adapt to market changes or disruptions.

Self-Rating Questions

เลือกหัวข้อที่ตรงกับความเป็นตัวคุณ (สามารถเลือกได้มากกว่า 1 ข้อ)

Articulating Vision

Lack of Direction and Alignment: Leaders who struggle to articulate vision fail to provide a clear direction, leaving teams confused about priorities. This misalignment hampers productivity as employees spend time on tasks that may not contribute to strategic objectives.
Reduced Employee Engagement: Without a compelling vision, employees often feel uninspired and disconnected from the organization's purpose. This leads to lower morale, reduced motivation, and increased turnover, which impacts organizational performance.
Difficulty in Driving Change: When leaders cannot effectively communicate the vision, they struggle to build buy-in for change initiatives. This resistance to change slows down organizational progress and creates friction within teams.
Missed Strategic Opportunities: A lack of vision articulation makes it difficult for teams to anticipate market trends and respond effectively. Organizations risk falling behind competitors who have clearly communicated their future goals and strategies.
Fragmented Decision-Making: Teams without a shared vision make decisions in silos, leading to inefficiencies and conflicting priorities. This fragmentation reduces the organization's ability to act cohesively and achieve long-term objectives.
Limited Stakeholder Confidence: Leaders who cannot convey a clear vision struggle to gain the trust and confidence of key stakeholders, including customers, investors, and partners. This weakens the organization's credibility and ability to secure long-term partnerships.

Self-Rating Questions

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Formulating Pathway

Inconsistent Direction: Leaders struggle to translate the organization's vision into actionable strategies, causing confusion and misalignment across teams.
Poor Execution of Strategies: Teams lack a clear roadmap to follow due to the absence of actionable plans, leading to delays or failed initiatives.
Fragmented Efforts: Teams work in silos without alignment, leading to inefficiencies and reduced overall productivity.
Reactive Decision-Making: Leaders fail to anticipate challenges and proactively adjust strategies, leaving the organization vulnerable to disruptions and missed opportunities.
Difficulty Measuring Success: Without structured pathways, leaders are unable to establish metrics to track progress or evaluate outcomes effectively.
Low Team Confidence: Lack of clear direction and support from leaders reduces team morale, trust, and willingness to take initiative.

Self-Rating Questions

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Earning Trust

Low Team Morale and Engagement: Employees may feel demotivated and disconnected due to a lack of confidence in their leaders' intentions or actions. This leads to reduced enthusiasm, productivity, and overall engagement.
Ineffective Communication: Without trust, communication becomes strained, with employees second-guessing messages from leadership. This lack of clarity creates confusion and misalignment within the organization.
Resistance to Change: Teams are less likely to embrace organizational changes or new initiatives if they don’t trust that leaders have their best interests at heart, slowing progress and innovation.
High Turnover and Talent Drain: Employees may seek opportunities elsewhere if they feel their leaders are not trustworthy, resulting in increased recruitment costs and loss of organizational knowledge.
Conflict and Lack of Collaboration: Distrust fosters a silo mentality, where employees hesitate to share ideas or collaborate, leading to inefficiencies and stagnation in innovation and problem-solving.
Damage to Organizational Reputation: Leaders who lack trustworthiness may negatively affect the organization's reputation among stakeholders, customers, and industry peers, impacting partnerships and growth opportunities

Self-Rating Questions

เลือกหัวข้อที่ตรงกับความเป็นตัวคุณ (สามารถเลือกได้มากกว่า 1 ข้อ)

Fostering Collaboration

Siloed Teams and Poor Coordination: Teams operate in isolation without effective collaboration, leading to inefficiencies, duplication of efforts, and missed opportunities for synergy.
Conflict and Miscommunication: A lack of collaboration results in unresolved conflicts and misaligned expectations, creating tension and delays in achieving goals.
Reduced Innovation: Without collaboration, diverse perspectives and ideas are not shared, stifling creativity and limiting the organization’s ability to innovate.
Low Employee Engagement: Employees feel disconnected and undervalued, leading to a decline in morale and overall engagement with organizational goals.
Missed Organizational Goals: Poor collaboration causes misaligned priorities and disjointed efforts, making it difficult to achieve strategic objectives.
Inconsistent Customer Experience: Teams fail to share critical information, resulting in fragmented customer interactions and a decline in customer satisfaction.

Self-Rating Questions

เลือกหัวข้อที่ตรงกับความเป็นตัวคุณ (สามารถเลือกได้มากกว่า 1 ข้อ)

Navigating Politics

Inefficient Decision-Making Processes: Leaders unable to navigate organizational politics often struggle to build alliances or secure support for critical decisions, resulting in delays and missed opportunities.
Low Team Morale and Engagement: A lack of political acumen can create feelings of favoritism or mistrust within the team, leading to disengagement and reduced collaboration.
Missed Strategic Opportunities: Without understanding the political landscape, leaders may fail to influence key stakeholders, causing the organization to miss out on important partnerships or initiatives.
Increased Internal Conflicts: Leaders who cannot effectively manage contradictory demands or stakeholder priorities contribute to friction between departments and teams.
Poor Stakeholder Relationships: A lack of political savvy can result in strained relationships with influential stakeholders, making it harder to gain buy-in for strategic goals.
Diminished Organizational Alignment: Leaders unable to navigate internal politics may struggle to align teams and departments with the organization’s vision, causing fragmentation and inefficiency.

Self-Rating Questions

เลือกหัวข้อที่ตรงกับความเป็นตัวคุณ (สามารถเลือกได้มากกว่า 1 ข้อ)

Being Bold

Missed Opportunities: Leaders hesitate to take calculated risks, resulting in missed chances for innovation and growth. Competitors often capitalize on these missed opportunities, leaving the organization lagging behind.
Stagnation and Lack of Innovation: A cautious leadership approach discourages creativity and bold decision-making within teams. This leads to a stagnant organizational culture, with little progress or new ideas emerging.
Delayed Decision-Making: Leaders avoid making tough or unpopular decisions, causing delays in critical projects and processes. This negatively impacts organizational agility and the ability to respond to market changes.
Low Team Confidence: Teams lose trust in leaders who avoid confronting challenges or addressing conflicts. This lack of decisiveness undermines morale and weakens team cohesion.
Failure to Address Organizational Challenges: Leaders shy away from tackling difficult problems or confronting underperformance, allowing issues to escalate and disrupt long-term organizational goals
Erosion of Competitive Advantage: A reluctance to lead bold initiatives or make tough calls prevents the organization from differentiating itself, eroding its position in the marketplace.

Self-Rating Questions

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Pioneering Change

Missed Opportunities for Innovation: Leaders resistant to change fail to identify or act on emerging market trends, technological advancements, or new business opportunities, leaving the organization stagnant while competitors gain an edge.
Inability to Drive Transformation: A lack of vision and courage to initiate and lead change creates inertia within teams, resulting in an inability to adapt to evolving customer needs, industry disruptions, or global shifts.
Low Team Engagement and Morale: Teams become disengaged when leaders do not foster a culture of experimentation, creativity, or openness to new ideas. Employees may feel their contributions are undervalued or dismissed, leading to decreased motivation.
Overreliance on Outdated Processes: Leaders hesitant to challenge the status quo perpetuate outdated workflows and systems, which limits efficiency, scalability, and competitiveness in the market.
Resistance to Change Within the Organization: Without strong leadership advocating for transformation, organizational inertia and resistance to change grow, slowing down critical strategic initiatives and eroding confidence in leadership.
Failure to Inspire a Forward-Looking Mindset: Employees may struggle to see beyond immediate tasks when leaders do not articulate a compelling vision for the future, resulting in short-term thinking and an inability to align with long-term goals.

Self-Rating Questions

เลือกหัวข้อที่ตรงกับความเป็นตัวคุณ (สามารถเลือกได้มากกว่า 1 ข้อ)

Cultivating Growth

Stagnant Leadership Practices: Leaders fail to stay updated with evolving industry trends, technologies, or management practices, leading to outdated approaches that hinder organizational progress and innovation.
Poor Role Modeling: Leaders who neglect their own growth fail to set an example for their teams, resulting in a lack of motivation among employees to pursue self-improvement or development initiatives.
Limited Strategic Thinking: Without continuous learning, leaders struggle to develop the foresight and strategic acumen required to anticipate challenges and align with the organization's future needs.
Inability to Inspire Innovation: A lack of personal growth restricts leaders from introducing new ideas or fostering a culture of creativity, causing the organization to miss opportunities for innovation and competitive advantage.
Decreased Team Engagement: Teams may perceive leaders who don’t invest in their own development as unmotivated or indifferent, leading to low morale, disengagement, and reduced trust in leadership.
Inadequate Decision-Making Skills: Leaders who fail to cultivate their own growth may lack the critical thinking and analytical skills required to make sound, informed decisions in complex or high-stakes situations.

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