Alif Syazwan Sulaiman’s Post

Let's face it - unleashing your full career and personal potential is going to take great resilience. Plans will change, projects will fail, goal posts will move - and you need to be able to bounce back and stay focused on your chosen direction and desired legacy. So how resilient are you? How do you increase it? What can you learn from your career journey so far? What key strengths and lived experiences can you draw upon to keep going? We cover this in our Aspire program, which is coming to Singapore on 7 & 8 November. Download our brochure and get in touch with Amanda Webb and Lisa Mulligan to learn more and book in. #Singapore #LeadershipDevelopment #CareerDevelopment

Thank you LinkedIn for inviting me to share my story at the APAC Talent Connect Event in Singapore on "Cultivating Future Talent – Nurturing Change-Makers”. I’m personally very passionate about talent development as next generation is our future. For me, cultivating talents is the process of #nurturing and developing the skills, abilities, and #potential of our people. It involves creating an environment that supports growth, provides learning #opportunities to encourage individuals to reach their full potential. At its heart ❤️, #talentmanagement is simply a matter of anticipating the need for human capital and then setting out a plan to meet it. My personal experience as an athlete has greatly influenced my leadership style and talent development approach. What I’ve learnt and put into practice in the company is that, in today’s very fast pace in the business landscape, we need to step out of our comfort zones, embrace change and adopt new ways for talent development. By using unconventional approach, we can fast track our talents to take up challenging tasks within a short time versus the traditional multi-year development programme. The new way of talent management, in my opinion, involves: 1. Personalised training and coaching 2. Instant feedback 3. Networking 4. Cross function development 5. Immediate and frequent recognition 6. Soft skills development 7. Create meaningful projects 8. Be yourself #ASWatson #TalentDevelopment #TalentConnectAsia #walkoutoffomfortzone

Exploring people management styles across different cultures, especially between Singapore and China, has always fascinated me. The higher work demands and stringent quality standards in China offer a distinct perspective on managing teams. I'm grateful for the insights from Shawn Koh whose experience in diverse environments has been enlightening. It underscores how our Singaporean roots shape our approach to people management, yet adapt differently under varied circumstances. His wife's perspective, a top digital artist in Beijing, highlights a stringent yet effective management style, necessary to maintain exceptional quality standards in her field. Our annual discussions are a valuable time for me to gain fresh perspectives and reflect on my professional journey. It's a reminder of the importance of continuous learning and adapting in the dynamic field of people management. #PeopleManagement #CulturalDifferences #ProfessionalGrowth #SingaporeVsChina #TeamManagement #LeadershipInsights #AnnualReflections #ContinuousLearning

Many challenges await the expat leader in the Philippines. So what to prioritize? Understanding the local culture, traditions, and social norms is crucial. Show respect for Filipino values, such as "pakikisama" (getting along with others) and "utang na loob" (debt of gratitude). Adapt communication styles to fit local preferences. Filipinos often use indirect communication to avoid confrontation. Be patient and attentive to non-verbal cues. Create a work environment that values teamwork and camaraderie. Encourage team-building activities and social gatherings. Filipinos appreciate leaders who show genuine concern for their well-being. Be approachable and supportive. Provide opportunities for skill development and career growth. Offer training programs, workshops, and mentorship. Delegate responsibilities and trust your team. Encourage innovation and reward initiative. Define roles, responsibilities, and performance metrics clearly. Regularly review and provide constructive feedback. Acknowledge accomplishments through formal recognition programs, bonuses, or promotions. Celebrate successes together. Adapt business strategies to fit the local market. Consider local preferences, consumer behavior, and regulatory requirements. Be willing to adapt and make changes based on local insights and feedback. Encourage an environment where employees feel comfortable sharing their ideas and perspectives. Just some thoughts. #leadership #philippines #expatleader #beingaleader

Clarity is the antidote to uncertainty. The more challenges you face, the more clear you need to be about which problem is the most important to solve. Today's Asking for a Friend is with Dr Avnesh (Avi) Ratnanesan talking about the power of clarity and focus when dealing with today's "conflict cocktails." His answer, figure out your ONE BIG PROBLEM TO SOLVE. It's tricky, right? Because there are so many problems. But when you can define your biggest problem in one sentence, and align energy and resources around it, and measure the impact, you create real CLARITY OF FOCUS AND EXECUTION. Of course, this is vital advice for C-level leaders. But, you don't need to be a #CEO, #COO, or a #CHRO to use this advice. It works at a team level too. 1. Ask, "What is the biggest problem we face? 2. Articulate that problem in one sentence. 3. Calculate the magnitude of the problem (what's it costing us) and the ROI of fixing it. Thank you Roshan Thiran and your amazing team for filming this for us at the HR Malaysia Tech Conference Malaysia HR Forum #courageconnect Jean Marie DiGiovanna David Dye Let's Grow Leaders Jared Herr Scott Friedman, Global Speaking Fellow, CSP #askingforafriend

Unlock the secrets to fostering dynamic teams and maximising your leadership potential with HR expert Khim Tan! Join them on March 7th in Kuala Lumpur for an exclusive session. RSVP now and level up your management game! #LeadershipDevelopment #TeamBuilding #HRInsights"

Meet #MayLim, Managing Director of #Arnott's Asia Business Division in Kuala Lumpur, Malaysia. I interviewed her in Kuala Lumpur, Malaysia, last week at the New Zealand Business Alliance's #NZABA annual conference. I had the pleasure of being the Moderator and May was presenting alongside other speakers from New Zealand, Thailand, Malaysia, Dubai, Vietnam, China, and Singapore.   She has a great story to share. May is Malaysian-born and as a young adult she moved to New Zealand to study, commence her career, marry and have a family.   After a few years with Heinz in New Zealand, she then returned to Asia heading up Heinz Malaysia, Indonesia and Singapore. Her career in Food & Beverage continued in Malaysia, but it is in her current role as MD of Arnott's Asia where we commence our conversation in this thrive2030 CEO Conversation.   We discuss: - why Arnott's choose Malaysia for its Asia headquarters and how consumer preferences are driving product changes in their business - May's experiences as an Asian woman and a female leader as she has built her outstanding international career - what managers and leaders of diverse employee populations need to know and how to ensure immigrant workers 'feel' included to protect their mental health and obtain their full support and productivity.   Tune into my interview with May and take this time to reflect on the type of leader you are being. When managing people from different cultures, don't expect them to fit in with your culture if you do not understand their needs.   WATCH OTHER CEO INTERVIEWS   Pamela has interviewed dozens of CEOs and board chairs from across Asia Pacific and you can see the other videos on this channel or on growthcurv's website here: https://lnkd.in/ggeBb2C #thrive2030 #growthcurv #Arnotts #ASEAN #malaysiabusiness #newzealandbusiness #exporting #leadership #growth #growthmindset

Our business has been built on robust strategic planning and lots of random flukes - the biggest and most successful fluke of all has to be the recruitment of our first employee in the Philippines. We knew nothing about setting up there and the business challenges we could face. Jem Ang had just been made redundant from managing a team and needed a job. In reality, there might have been some red flags, but we chose to ignore them, and as she showed the right values for our company so it worth taking the chance. Four years on, she's managing significantly more people than me in the company and the best leader operationally we have in the company. Making decisions based on values are strategic. #leadgroup #peoplefirst #theoutsourcepeople

𝐔𝐧𝐝𝐞𝐫𝐬𝐭𝐚𝐧𝐝𝐢𝐧𝐠 𝐚 𝐖𝐨𝐫𝐥𝐝 𝐎𝐮𝐭𝐬𝐢𝐝𝐞 𝐘𝐨𝐮𝐫 𝐈𝐧𝐝𝐮𝐬𝐭𝐫𝐲 𝐒𝐞𝐜𝐭𝐨𝐫 Engaging in peer groups presents a distinctive and enriching opportunity to delve into insights from industries outside your own, fostering a cross-pollination of ideas and strategies. The exploration of diverse approaches and practices that might be unconventional within your specific sector, yet standard elsewhere, becomes a catalyst for uncovering innovative ways of working. This diversity of thought and experience holds the potential to significantly benefit and enhance your organization's operational landscape. By embracing this cross-industry exposure, participants are encouraged to cultivate a broader perspective that transcends the boundaries of their immediate sector. The exchange of successful strategies from unexpected sources not only enriches the collective knowledge but also serves as a driving force for organizational adaptability and innovation. This collaborative learning environment allows for the infusion of fresh perspectives, challenging traditional norms and opening avenues for creative problem-solving and enhanced efficiency within your own industry. EGN Malaysia (Executives' Global Network)   Contact Krishenjit Singh for more information on The Value of EGN   Visit our website at https://lnkd.in/gjTx52Nj You can also email us at [email protected].   #egnmalaysia #kualalumpur #professionalnetworking #peergroup #executiveleadership #makingeachotherbetter #networking #peersupport #leadership

Balancing Family, and a New Life in Singapore (This post is dedicated to all the dads) Being a business leader is challenging. Being a husband and dad adds another layer. And moving to a new country? That's a whole new adventure. Here's how I managed it all while relocating to Singapore: 1. Family First: I Ensured quality time with my wife and daughter. 2. Adapting to Change: Embraced the vibrant culture of Singapore. 3. Staying Productive: Leveraged remote work tools to stay connected. 4. Personal Growth: Found balance through mindfulness and continuous learning. The journey wasn't easy. But it was worth it. The journey was challenging but incredibly rewarding. Moving to Singapore has been an adventure that shaped me both personally and professionally. Join me on this journey and let's connect! Share your experiences or ask for tips on balancing leadership and family life