A digital asset trading firm
Keeping a shared strengths language as the organisation grows
How a digital asset trading firm used repeat strengths workshops and onboarding to support teams as the organisation grew from Singapore into Kuala Lumpur and Vietnam.
- Programme
- Growth and regional onboarding
- Sector
- Financial services, Singapore and the region
- Engagement
- Partnership since 2022
Programme at a glance
- 2022Start of the partnership, continuing since
- 15Completed and documented workshops
- ~215Distinct people, 224 rostered places
- 3Markets: Singapore, Kuala Lumpur, Vietnam
- 9.14 / 10Mean overall rating across 14 reports
- 36Regional participant places, KL and Vietnam
The organisational need
Growth changes how people work together. New employees join, teams expand and colleagues across locations need a practical way to build understanding early.
The firm began working with Strengths School in 2022. What started with leadership-focused strengths work developed into a multi-year relationship supporting repeat cohorts in Singapore and regional onboarding in Kuala Lumpur and Vietnam.
How the journey developed
The first three documented workshops in 2022 established a leadership and strengths foundation in Singapore. The firm returned for another cohort in 2023 and two more in 2024.
The partnership grew faster in 2025, with six workshops serving 92 rostered places, including the first Kuala Lumpur and Vietnam cohorts. Three further workshops in 2026 served 44 rostered places, including a return to Kuala Lumpur.
- Personal strengths and value-add
- Colleagues' working styles
- Possible blind spots
- Collaboration and candid conversations
- Workplace application
The growth journey
Singapore foundation
Leadership and strengths, from 2022
Return workshops
Repeat cohorts, 2023 to 2024
Regional delivery
KL and Vietnam, from 2025
Ongoing onboarding
Return to KL, 2026
Over time the work became more than an individual assessment debrief. Feedback repeatedly pointed to candid conversations, team connection, workplace application and the facilitator's ability to involve the room.
The evidence
10 reports with pre and post measures, 14 with an overall rating
- 9.14 / 10Mean overall workshop rating
- 9.18 / 10Kuala Lumpur mean rating, 32 feedback entries, 2025 to 2026
Across the journey
- Awareness of personal value-add5.40 → 8.76 / 10
- Awareness of colleagues' working styles4.37 → 7.78 / 10
Report-level movements of about 3.36 and 3.41 points, sustained across several years.
Source: 10 reports with comparable pre and post measures and 14 reports with an overall rating. These show sustained immediate learning, not proof of long-term behaviour change or business performance. Vietnam delivery is confirmed at one cohort and 8 places, but the reviewed feedback held no valid responses, so no Vietnam rating or testimonial is shown.
Good candid conversations. Good to bond with others from the company as well.
Why this matters
A growing business needs more than process onboarding. People need a way to understand how colleagues communicate, decide and contribute, and a shared language gives new and existing employees a better starting point. It scales without pretending every cohort is identical, revisited as the organisation changes rather than treated as a finished event.
This could be relevant if you are
- Integrating new employees after a period of growth
- Reconnecting teams after roles or structures have changed
- Expanding across locations or regional offices
- Looking for a shared language that continues beyond one workshop
Has your team changed since your last strengths session?
If you have new people, new teams or new locations, we can explore how strengths could support the next stage of growth.
Participant comments are anonymised and lightly edited for grammar and clarity. Client names are withheld at the clients' request.