CIPD Asia’s Post

☑️ DE&I passion or profession? Free 50 minute d&i Leaders online conversation with audience Q&A on 16 October - 11:05am to 11:55am BST. Within a context of a changing policy landscape and ever more scrutiny on the role of DE&I within organisations, is now the time ‘professionalise’ the DE&I role? Join Dan Robertson, Mark Lomas, Chartered FCIPD and Natalie Sigona (she/her) to explore a number of key questions including: ► What would a profession map for DE&I look like? ► What skills and competencies do DE&I professionals need as they move up their career paths? ► How we do track such skills development? ► Is it time organisations invested in building DE&I career paths? For more details and to register your free place, click here: https://lnkd.in/e2bqb5V2 Organised in partnership with FAIRER Consulting #DILeaders #Diversity #Inclusion #HumanResources

Excited to share insights from the Malaysia Pay Gap Summit 2024, a weekend immersed in market dynamics and ethical leadership. 🚀 Grateful for the chance to reconnect with my #mentor, Dinesh Jayabalan from Shell, after the (Axiata) Axiata Young Talent Programme ELA program. His guidance has been instrumental in shaping my professional journey. 🌟 Key takeaways from the summit: 1. Strategic Communication: Understand the market, project, and company ethics. Read the room, communicate with intent, and navigate ethical challenges. 2. Personal Growth: Seek a high-performance state of mind. Take a step back to relax, reassess, and recharge. Finding a mentor, engaging with a community, and constant upskilling are critical. 3. Individuality Matters: No two ladders are alike; don't measure yourself with someone else's ruler. Showcase your unique #strengths, and let your #accomplishments speak for themselves. 4. Professional Presence: Showing up matters. Demonstrate your #skills, and communicate your #achievements effectively. People organization is an integral part of the professional game. 5. Communication Mastery: Overcome language barriers with a show-don't-tell approach. Use visual aids, reminders, and repeat questions for clarity. Actively listen, seek clarification, and address challenges positively. Events like these reinforce the significance of actively contributing #value. Give your #best, and #recognition will follow. 🌟 Gratitude for the enriching #experience at the MalaysianPAYGAP Summit! 🙌 #LeadershipInsights #ProfessionalGrowth #NetworkingExcellence

Thrilled to see our session has brought insight to our attendees. I, too, am learning so much at this conference: from greenwashing to AI to the importance of stakeholder relationship building in managing resistance!

Last Saturday, the NUS Human Capital Society had an excellent opportunity to collaborate with Voices Of Asia, a locally renowned social enterprise; in inviting HR Professionals of various industries down to NUS Business School, for a networking session that shared about their personal experiences, and perspectives towards the 4th Industrial Revolution (Industry 4.0). As a participant of the event, I was particularly inspired by some of the insights that were shared by our industry experts; and here are some of the takeaways that I would like to share with everyone: 1. From Janice See, SHRM-SCP, IHRP-SP, Trainer, Consultant , ICF-PCC Coach, Genos Certified Master Trainer, ⛳ The HR that you know today, differs greatly from the HR that exists 20 years ago. We are no longer just administrative executives processing payroll and recruitment, but rather active consultants that provide industry insights to every companys' key stakeholder management. Therefore, we cannot use past insights to innovate future solutions. There is a need for us to remain relevant and aware of the everchanging economy, so as to better help employees adapt and grow. 2. From arun sukumar kaimal, 🔍 HR is first about Humans, then Resources. There is no point over-analyzing our roles, if we do not maintain a passion in changing lives and making an impact. Rather than thinking solely about how to improve our workload, we should focus on how we can value-add to the employee life cycle, and develop people as we go along 3. From Christine Chan - MBA, IHRP-SP, SHRM-SCP, ACLP, GENOS, ✍ Undergraduates today have wider access to resources and stakeholders than before, and this trend will only continue to grow further. Therefore, it is an excellent opportunity for students to gain industry experience and learn firsthand insights into what improvements can be made for the role of a Human Resource Professional. To be prepared for the future, we have to start early. 4. From Damon Ang 👨💻 Data Analytics contribute significantly to our day to day lives, and is weaved into every aspect of our work. It doesn't take much to learn a thing or two about the new technology available, but what's important is that we expose ourselves to these tools, such that we may better understand the value it creates for us. Thank you all for coming down to join us for the event, and I look forward for more future collaborations to come! 🚀 🚀 🎉

When leading internationals we have to keep a keen eye out for organisational practices that are very 🇩🇰 Danish. An example is a client of mine who had to fill in an employee evaluation form. "My Danish boss told me, 'You can't mess this up.' And of course I totally messed it up! I was saying everything was awesome. And when I talked to him I realized I was supposed to write about areas for growth and how I could use more support from my him and the company etc. etc. Honestly, the last thing I want is to talk with my boss about where I need to improve. I don't want him prying into my weaknesses or asking where I need help. It feels like he's trying to get too personal. I'd prefer my work life to stay separate from my personal business." In Denmark, we encourage open communication about performance. Employees are expected to be honest about their strengths and weaknesses, as it is seen as 'natural' not to be perfect. There is a strong focus on continuous improvement - and a fear with employers that they won't be able to offer adequate support to employees when they want to develop their competencies. On the other hand, in the United States, while feedback and performance evaluations are common, some American employees may feel less comfortable openly discussing their weaknesses or personal development needs with their bosses, preferring to maintain a degree of separation between work and personal life. This can be due to competitive work environments, concerns about job security, and a sense of relying on oneself and not on work in a case like this. Maybe it is changing with the younger generations - and it may depend on the field. But my client was not happy. And is still learning how it is to behave Danishly. Awareness of how Danish our practices are can be very helpful for both Danes and internationals - to ease the internationals into Denmark with honesty. #internationals #executivecoaching #onboarddenmark This is a photo from the ferry to Ærø. I liked the colors and culturally, we always have to be cautious! 🙂

Last week, SHRM announced they're renaming DE&I to I&D and it makes me so mad. But not for the reason you might think. As an authenticity freak, I see this whole issue through a different lens. It doesn't matter WHAT you call it; it matters HOW you deliver it. Our 2022 report, "The Impact of Authenticity in the Workplace," uncovered mind-blowing data regarding how authentically training programs are delivered and their related effectiveness. ✅ Programs delivered with extreme authenticity were considered 99% effective by respondents ❌ Programs delivered with extreme inauthenticity were considered 16% effective by respondents (even programs considered "somewhat inauthentic" were only considered 39% effective) So, let's stop reworking the acronyms and fighting over what's needed and start implementing programs with real talk, unique content, and done in a way that doesn't BS anyone through it. (and yes this is, in part, work I do - both talking about authenticity as something tangible and that takes work AND it's always delivered with 100% authenticity) #DEI #InclusionAndDiversity #SHRM #HumanResources #authenticity

I am thrilled to be at the CIPD Festival of Work with The Game Changing Index (@The GC Index) on 12th-13th June at ExCel Stand C34. The Festival of Work celebrates ideas, experiences, and solutions, paired with an excitement of the future and it’s brilliant potential. Unleashing that potential is what drives us forward and it’s such a privilege to see how the people and teams I work with, as an #ExecutiveCoach, develop their potential and effectiveness. I support individuals from FT Top 100 companies through to SME’s and #PublicSector – organisations from all over the globe, on challenges such as #lreadershipdevelopment, #businessgrowth, reorganisation and restructuring, transitioning into new roles, driving #change, building #resilience, managing stress… the list goes on.    The GC Index has offered my #coachees more than conventional assessment tools. It does a fantastic job helping to show individuals the impact they like to make at work. It also helps create game changing teams and develop new thinking around how they lead or manage. Whereas personality questionnaires measure core sets of characteristics, leaving questions as to what this might mean at work, The GC Index gives them a profile of their personal impact, a view of how teams in organisations work together and what their impact is going to be. It means we can talk about individual and team potential in work-related ways, explore both strengths and potential areas for development and/or recruitment. With demand for #TeamCoaching growing at such a phenomenal rate, GCIndex brings essential insight and perspective to team selection and effectiveness and outcomes for the organisation.        Compared to two to three days in a training room, where so much content is presented, delivered, and forgotten in the following weeks, 60-90 minutes of coaching over a period of time normally provides a much better return on the investment when it comes to changing behaviour and achieving objectives.   If you are coming to the @CIPD #FestivalOfWork make sure you drop by stand C34 and check out all of the new GC Index Products.  

☑️ DE&I passion or profession? Free 50 minute d&i Leaders online conversation with audience Q&A on 16 October - 11:05am to 11:55am BST. Within a context of a changing policy landscape and ever more scrutiny on the role of DE&I within organisations, is now the time ‘professionalise’ the DE&I role? Join Dan Robertson, Mark Lomas, Chartered FCIPD and Natalie Sigona (she/her) to explore a number of key questions including: ► What would a profession map for DE&I look like? ► What skills and competencies do DE&I professionals need as they move up their career paths? ► How we do track such skills development? ► Is it time organisations invested in building DE&I career paths? For more details and to register your free place, click here: https://lnkd.in/e5gPYFg6 Organised in partnership with FAIRER Consulting #DILeaders #Diversity #Inclusion #HumanResources

From employee to entrepreneur, I've collected the wisdom of years. Want to know the pivotal career moments that shaped my journey? 👇🏼 𝟏. 𝐈𝐝𝐞𝐧𝐭𝐢𝐟𝐲 𝐘𝐨𝐮𝐫 𝗪𝐨𝐫𝐤 𝐕𝐚𝐥𝐮𝐞𝐬 When I was younger I would ask myself - Who Am I? This term 'Identity Crisis" frequently appeared in my mind. From school days to being a fresh graduate, to moving up the career ladder being a Manager then a Director. All these years of interpersonal encounters and lessons learnt in my corporate days shaped me as a person. In the past I felt conflicted - am I too 'fake' to even smile and talk to a co-worker I didn't like? Later on in life I realised that authentic diplomacy is what is being valued in a corporate work place. I figured what's most important is being consciously aware of our own values - the things that we hold dearly to our hearts. Over the years I put together a blueprint of all my personal values: Integrity, Fairness and Respect. No matter what role I am performing, all these values must always be present to make me happy and satisfied at work. 𝟐. 𝐅𝐢𝐧𝐝 𝐚𝐧 𝐀𝐝𝐯𝐨𝐜𝐚𝐭𝐞 In life, we always need friends who would be here for us. How about at work? I know most people would suggest finding a mentor which is a great idea. Personally I prefer finding advocates who would fervently support you after understanding you as a person and the purpose driving you behind. Advocates are not just people who would recommend you when opportunities arise. They are the ones who would speak positively of you and be a testament to your character when conflicts arise. Of course advocates are built on the foundation of trust and authenticity. 𝟑. 𝐋𝐞𝐚𝐫𝐧𝐢𝐧𝐠 𝐎𝐩𝐞𝐧𝐬 𝐍𝐞𝐰 𝐚𝐧𝐝 𝐁𝐢𝐠𝐠𝐞𝐫 𝐃𝐨𝐨𝐫𝐬 I cannot tell you how many times I have been uplifted by people around me due to my growth mindset. I'm a fervent learner. Each year I dedicate 2 months to learn new skills and knowledge. I realise that such passionate enthusiasm influences others around us too. Even during my corporate HR days, I self-sponsored to take up Specialised Diploma in Compensation & Benefits under Singapore Human Resources Institute (SHRI). When my HR career took off moving into the Manager role, I put aside 10% of my income to continue pursuing Global Remuneration Professional (GRP under WorldatWork) which is a worldwide recognised Total Rewards certification. Many working professionals focus on the short term gains of salary increment and bonus payouts. But I was focused on the long term gains from all these courses i.e. enhancing my own value. True enough, over the years I was consistently headhunted with 15-30% higher compensation package each time. From now on, start to find your own North Stars. If not sure where and how, it's okay, start with creating your own North Stars! #Career #Northstar #CareerGuidance #Success #ProfessionalTips

At times, we diminish the value of our past experiences, labeling them as local when they hold great significance globally. We often call these experiences local forgetting that our skills are borderless. What one may deem local, others perceive as international outside their own borders. In the competitive corporate world, a valuable skill is viewing and presenting your experiences from a global standpoint. A project you worked on which you considered rural may be worth millions to UN contractors annually. Don't limit yourself—your skills transcend borders. Be courageous and bold. #borderless #globaleconomy