發展領導者，讓更多人發揮領導力
領導者的工作，包含做判斷、帶領團隊完成目標，也包含培養他人的能力，讓團隊能夠思考、承擔責任，並採取行動。當組織持續成長、挑戰愈來愈複雜，這樣的能力就愈加重要。
我透過 Third Thinking，為企業提供高階主管教練、領導力發展與同儕學習（Peer learning）。以應用正向心理學為基礎，結合二十多年在亞洲的教練與領導者發展經驗，從企業和主管正在面對的真實課題出發，讓學習成為工作中可以持續實踐的能力。
高階主管教練｜Executive Coaching
承擔更大的責任、帶領組織改革，或處理複雜的人際關係，都需要領導者重新檢視自己的思考與行動方式。一對一教練會談提供專注的對話空間，協助主管釐清問題、看見慣有模式、拓展選擇，並決定下一步。
教練的議題來自主管實際的工作情境，可能涉及角色轉換、團隊領導、溝通協作、推動改變，或如何在壓力下保持判斷力。透過持續的對話、行動與回顧，將新的理解轉化為具體的領導實踐。
領導力發展｜The Enabling Leader 賦能領導
領導者如何讓團隊更有能力，而不只是更依賴自己？「賦能領導」聚焦於三個轉變：從解決問題到培養能力，從提供答案到發展思考，以及從個人智慧到集體智慧。
參與者帶著真實的管理挑戰，練習傾聽、提問、回饋與教練式對話，學習如何協助他人形成自己的判斷、找到行動方向，並為自己的選擇負責。課程結合現場練習與回到工作崗位後的實踐，讓主管有機會嘗試、觀察，再帶著經驗回來深化學習。
同儕學習｜Facilitated Peer Learning
組織裡累積了許多經驗，但不一定有足夠的機會，讓這些經驗成為彼此的學習資源。透過有結構的同儕教練對話，主管可以把正在面對的挑戰帶進小組，在彼此的傾聽與提問中，重新理解問題，發現原本沒有看見的可能。
我的角色是設計並引導這個學習過程，讓對話有深度、有方向，也能走向行動。這種方式可融入企業的領導力發展計畫，或成為主管團隊持續學習、相互支持的實踐。
我如何與企業合作
合作從了解組織的情境開始：主管正在面對什麼挑戰？企業希望看見哪些領導行為的改變？哪些工作情境最需要新的做法？根據這些需求，我們共同討論合適的方式，結合個別教練、工作坊或同儕學習，並安排實踐與回顧的機會。
正向心理學為我的工作提供重要的基礎，讓我們在面對困難的同時，也看見人的優勢、動機、關係與成長的可能。我關心的是，如何把這些理解放進日常的管理對話、決策與合作之中。
關於 Ming
我是陳郁敏 Yee-Ming Tan，高階主管教練與領導力發展引導者，擁有賓夕法尼亞大學應用正向心理學碩士學位。二十多年來，我與亞洲不同文化背景的領導者、企業家及主管團隊合作，也曾在企業擔任人力資源與主管發展相關職務。
這些經驗讓我同時理解組織對績效的要求，以及領導者在角色背後面對的壓力與成長課題。我以英語、華語及粵語提供教練與課程引導。
討論合作
如果您的企業正在規劃高階主管教練、領導力發展，或希望讓主管之間有更深入的學習與交流，歡迎與我聯繫。我們可以從您目前最關心的一個課題開始。
Developing leaders who develop others
Leadership involves making decisions and helping a team deliver. It also means developing people who can think for themselves, take responsibility, and act. As organisations grow and their challenges become more complex, this capacity becomes increasingly important.
Through Third Thinking, I work with companies on executive coaching, leadership development, and facilitated peer learning. My approach draws on applied positive psychology and more than twenty years of coaching and leadership development experience in Asia. We begin with the challenges leaders are facing and turn learning into practices they can use in their everyday work.
Executive Coaching
Taking on greater responsibility, leading change, and navigating complex working relationships can require leaders to reconsider how they think and act. Individual coaching provides focused space to clarify challenges, recognise familiar patterns, explore options, and decide what to do next.
The agenda comes from the leader’s working context. It may involve a role transition, team leadership, communication, collaboration, or maintaining sound judgment under pressure. Through ongoing reflection, action, and review, leaders translate insight into changes in how they lead.
The Enabling Leader
How can leaders help their teams become more capable and take greater ownership? The Enabling Leader focuses on three shifts: from solving problems to building capability, from giving answers to developing thinkers, and from individual intelligence to collective intelligence.
Participants work with real leadership challenges while practising listening, questioning, feedback, and coaching conversations. They learn to help others exercise judgment, identify a way forward, and take responsibility for their choices. Workshops are connected with workplace practice and follow-up reflection, giving leaders opportunities to try new approaches and learn from the experience.
Facilitated Peer Learning
Organisations hold a wealth of experience, yet leaders often have few opportunities to learn deeply from one another. Structured peer coaching brings real challenges into small-group conversations, where attentive listening and thoughtful questions help participants see their situation differently and discover new possibilities.
I design and facilitate this process so that conversations lead to deeper understanding and practical action. Peer learning can form part of a leadership development programme or become an ongoing practice within a leadership team.
Working Together
Each engagement begins with the organisation’s context. What challenges are its leaders facing? What changes in leadership behaviour would make a difference? Where are new approaches most needed? Together, we shape an engagement that may combine individual coaching, workshops, and peer learning, with opportunities to practise and reflect.
Positive psychology informs how I work with people’s strengths, motivation, relationships, and capacity to grow while addressing the difficulties they face. The emphasis is on applying these insights to everyday management conversations, decisions, and collaboration.
About Ming
I’m Yee-Ming Tan 陳郁敏, an executive coach and leadership development facilitator with a Master’s in Applied Positive Psychology from the University of Pennsylvania. For more than twenty years, I have worked with leaders, entrepreneurs, and management teams across Asia. My background also includes corporate roles in human resources and executive development.
These experiences help me understand both organisational performance demands and the personal challenges of leadership. I deliver coaching and facilitate programmes in English, Mandarin, and Cantonese.
Start a Conversation
If your organisation is considering executive coaching, leadership development, or deeper learning among its leaders, I welcome a conversation. We can begin with the challenge that matters most to you.
Contact: banalee@thirdthinking.com