Isaac Selvaraj Peter’s Post

Adversities and obstacles are inevitable but how we respond to it reflect who we are more than what we do. Then, I came across this paralympian and I was just speechless.... #personalmastery #personaldevelopment

High performing talent are difficult talent 🤭🤑 +++++++++++++++++++++++ In the course of my work I get a lot of leaders who wants their talent to be high performing. To provoke their thought, I would usually ask "If your talent become high performing and start demanding for better package and other stuff, how would you handle that?" Their comment, "Can't I have a high performing staff who is reasonable?" What I want to bring to light is... high performing talent know their worth. it is only natural that when a person is high performing, they expect more. More does not just mean $$ but also in how things are done in the organization. I've seen situations where leaders manage their high performer at arm's length because they are not comfortable engaging them. To manage high performing talent, a manager needs to be: - comfortable with uncomfortable conversations. - engage them beyond the current job scope. - work the senior leadership to create something meaningful for them. Are your leaders ready to handle high performers?? #organizationdevelopmemt #organizationculture #leadershipdevelopment #learninganddevelopment

If you are making your High Potential development talent program easy, then you really missed the point! 🤦♂️🤦♀️🤦 ×××××××××××××××××××××××× A high potential program is meant to STRETCH the talent, not merely providing them with more knowledge because knowledge does not automatically gets translated into action. Recently we were appointed to design n deliver a long term development program for a client. As part of our design process, we organised a focus group to understand the needs and concerns of our learner's managers. A recurring theme we heard was "Can you not take up too much of their time? As we probe further we realize their previous practice was attending the talent program is seen as part of their job, rather than an additional task. The difference? If it is part of their job, then managers need to give them more time to complete their actual work because they have training but if you see it as an additional task, then the talent needs to manage their own timeline in delivering results while still attending the program. In fact, for this client, we designed a dual track approach. where normal talent but of the same job grade can attend the same workshop but assignments are optional for them. For those in the talent program, completing the assignment is a pre-requisite to graduating from the program. Furthermore, the high potential will need to complete additional projects while still achieving their work target. We designed it as such because many normal potential are robbed of learning opportunities which the high potential gets. In this way, u r setting up a system where high potential will stay ahead... which in my opinion is flawed. In our talent program, we issue 2 types of certificate, a certificate of participation and a certificate of achievement. If you are looking to redesign or develop your long term high potential program for 2025/26, I would love to speak with you. #organizationdevelopment #leadershipdevelopment #managerdevelopment #traininganddevelopment P.S The photos are from various leadership development workshops my team and I ran for the different clients we serve, not the ones I was referring in my writing :)

I often cringe when I hear facilitators/ trainers say......🤯😡🤬 "There's no right or wrong answer" as a way to create a safe place for people to open up. While the intent is noble, I personally feel the approach is misleading. Right or wrong is contextual, therefore there is a right answer for a given context. What I usually tell my learner is "If the answer make sense to you, just share because your response is based on your context. As learning facilitators, how we work with learners is to understand their answer and work backwards to understand their context. Once we understand the context and make it obvious to them, the right answer will emerge. What are your thoughts....

I don't know how to describe my feeling last week, but to say I felt like a proud dad seeing my learner's graduate from an intense 6-month leadership development program. To be honest, I was a little concern when we first started. This is the first time we are working with this client. Our program is intense and learners are expected to complete assignments. I was personally touched that during the graduation, some of my learners who was invited to give testimonial literally told the senior leaders to bring us back for the future leaders 🥰😍. This was totally unsolicited! Thank you Aida Mohamed for entrusting us with your people. We look forward to working with ypu again!! #organizationdevelopment #organizationculture #leadershipdevelopment

Last week was intense! We graduated a cohort of leaders from one client (another post on that) and launched another with a new client. Thank you Selangor Human Resource Development Centre (SHRDC) and Rachel Joye Toh for choosing us to be the preferred partner in developing your client's talent at NXP Semiconductors Malaysia, ATKL. What's unique about People Performance approach to development program is our ability to integrate learning and application of skill seamlessly. Our clients are able to testify the change in their employees who graduated from our development program. Here's me walking the talent through the program design addressing their concerns as our program tend to be intense. #organizationdevelopment #leadershipdevelopment #traininganddevelopment

Meeting facilitation is more than just organizing a meeting. 🤦♂️ 🤦♀️ 🤝 🎉 💺 ✅ 📋 📵 📢 +++++++++++++++++++++++++++++++++++++++ Having designed and facilitated numerous senior leadership retreats since 2015, here are my thoughts on what makes a really good meeting facilitator: 1) Understand the sponsor. This is usually the CEO, GM or MD. Every leader has their preference. Gain their trust and work with them. Don't expect them to know about facilitation, that is our job. Their job is to ensure their organization succeed. Some leaders may suggest certain activity based on what they hear from others but as experts, it is our job to understand what they want to achieve from those activities. 2)Focus on the business needs/ agenda. Be flexible with the training activity and adjust accordingly. As facilitators, we have our 'favourite' facilitation and learning activities but don't be too hung up on those activities. Instead, understand what they want to achieve from 'certain' activities they like (if they insist on those activities) and adapt accordingly. 3) Create a safe environment. This is perhaps the most critical aspect of any meeting facilitation. Everyone has their interest and concern. It is important to address this upfront and to manage any concerns so the leaders will be fully present. Liven the mood and create a fun atmosphere with ice breakers and energizers help. Manage the expectation and build trust by setting the context and properly presenting the ground rules achieves this. Would be good to address how disagreement or conflict should be handled. As facilitators, while we make this known, it is equally important that we observe the learners throughout the session. 4) Work closely with your sponsor From my experience, it is common to change the program outline based on the feedback and observation you have. Share your observation with your sponsors and get their approval to make changes. Some sponsors will appreciate your willingness to change while other's don't. Remember, it is their event and therefore it is their decision. 5) Have variety in your session I am a strong believer if meaningful conversation and if I had it my way, it would be 2 days of just conversations... but the reality is different people have different preferences. It is important as an experienced facilitator we understand this. This is the reason I ensure I have a variety of activities e.g individual exercise, experiential activity, group discussion, teambuilding activities and even team reflection. If you are looking for an experienced leadership facilitator to design and facilitate one for your senior leaders, I will be more than happy to support you. Do drop me a message. Below is a testimonial from a client of mine and how I worked with him. While I have worked with his team previously, this is the first time I worked with him. #organizationculture #leadershipculture #facilitation #strategicplanning #traininganddevelopment