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Know Your Edge
Strengths, talents and self-awareness coaching. Understand what makes you uniquely effective, where your blind spots sit, and how to use your strengths deliberately.
Gallup CliftonStrengths · strengths overuse · blind spotsYamini Singh · Behavioural Competencies Trainer & Coach
How you show up at work is behaviour.
I help people build the behavioural capabilities that determine how effectively they understand themselves, communicate, make difficult decisions, manage themselves under pressure and build strong working relationships.
Know yourself. Own your conversations. Ace difficult decisions. Manage yourself. Build meaningful collaboration.
For L&D and HR teams, individual leaders, and universities / executive education.
Human behaviour at work. Practical development for the moments when habits, pressure and relationships shape what happens next.
Experience across organisations and institutions including
What I work on
Five behavioural capabilities. No more.
Each offering develops a distinct capability that affects how people function at work. The engagement itself can be customised, but the territory stays clear.
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Own Your Conversation
Communication and conversational effectiveness coaching. Recognise habitual speaking patterns and learn to adapt deliberately to the person, context and outcome.
Intention vs impact · communication patterns · flexibility03
Ace Difficult Decision-Making
Neuroscience-based decision-making coaching. Understand what pressure does to thinking and regain clarity, perspective and better judgement when stakes are high.
Working memory · flexible thinking · brain-based coaching04
Self-Management & Emotional Regulation
Manage yourself under pressure. Build the self-awareness and emotional regulation needed to stay calm, collected and intentional when situations are demanding.
Triggers · emotional regulation · behaviour under stress05
Building Meaningful Collaboration
Manage conflict while preserving relationships. Address disagreement without making it personal, solve the issue and protect trust.
Conflict resolution · difficult conversations · working relationshipsCustom by design
Five clear territories. Flexible intervention design.
The capability is clear; the delivery can change. I use the right mix of coaching, training, assessment, facilitated practice and follow-up for the people and situation involved.
Leadership workshops & team interventions
1:1 coaching & assessment-led development
Facilitated conversations & conflict work
University teaching & executive education
How I work
Understand the pattern. Work on the real situation. Practise a better response.
Frameworks are useful when they illuminate behaviour. They should never become the work itself.
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Understand the need
Clarify the business context, people involved and the behaviour that needs to shift.
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Design the intervention
Choose the right combination of training, coaching, assessment, facilitation and practice.
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Work on real situations
Use relevant cases, conversations, decisions and team dynamics rather than generic exercises.
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Practise and apply
Build behaviour through rehearsal, reflection and application in real work.
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Reinforce
Use follow-up, coaching or team practices where the engagement requires it.
Results & proof
Let the work do the persuading.
The strongest evidence is observable change: how meetings run, how feedback lands, how conflict is handled and how people collaborate afterwards.
It gave me a framework… I’ve changed how I run meetings. Her questions were challenging, but kind.
Case stories, not claims
Each featured engagement is structured around the situation, what Yamini did, and what changed afterwards. Named client detail is used where permission exists.
Recognisable proof early
Client and institutional experience appears near the top of the page so corporate buyers can verify credibility without hunting for it.
Universities & executive education
Practitioner perspective in the classroom.
Yamini’s academic work is a distinct part of the practice, combining organisational experience with teaching and coaching. Engagements can include full modules, guest lectures, short intensives, workshops and executive education.
- Organisational behaviour
- Human resources
- Leadership
- Brand / marketing management
- International business
- Executive education
About Yamini
Operator. L&D practitioner. Lecturer. Coach.
I’ve worked inside organisations, led brand and team responsibilities, moved into learning and development, taught in universities, and spent years developing leaders and teams. That mix shapes how I work: commercially grounded, behaviourally specific and practical in the room.
My role is not to overwhelm people with frameworks. It is to help them understand what is happening, see the pattern clearly and practise a better response.
Gallup Certified CliftonStrengths Coach
NeuroLeadership Institute
Soundwave™ Facilitator
Singapore Management University
MICA
St Stephen’s College
Thinking
Useful ideas, not generic inspiration.
A small body of strong, argument-led writing can support authority and search without turning the site into a content machine.
Communication
The message you intend to send is not always the message people receive.
A practical look at intention, interpretation and the moment communication starts to drift.
Discuss this topic →Strengths
When your greatest strength becomes exactly what your team finds difficult.
Strengths are most useful when people can see both their contribution and their overreach.
Discuss this topic →Pressure
What changes in your thinking when pressure changes the room?
Decision quality is behavioural. Under load, attention narrows and default responses get louder.
Discuss this topic →Start a conversation
What are you hoping to change?
Tell me the business, leadership or teaching context. I’ll come back to you with the most useful next step, whether that is a customised intervention, 1:1 work or an academic collaboration.