Never Grow Up - Best Business Culture Consultant

 “A diverse mix of voices leads to better discussions, decisions, and outcomes for everyone.” - Sundar Pichai Do you wear layers of clothes - Woollen sweaters, scarves, and warmers in the hot summers? No! That would make it impossible for you to breathe! Thus, you dress in sync with the environmental context.  Similarly, an organisation cannot be non-inclusive and ignorant of the cultural context if it wants to breathe. Companies often cul fail to understand that it is the people who make or break an organisation. When the world is diverse, your organisation must reflect the cultural situations around you. Aim to grow your company in the cultural context and success will soon follow. What Is Cultural Context? Cultural context refers to racial diversity, religious practices, norms, cultural beliefs, personal values, etc. in your organisation. It is a social symbol of the city or country that you work from.  Your recruitment policies and diversity initiatives must be in sync with the cul

‘Data is the new oil’. You must have heard that statement many times. However, tech literacy and data analytics must be improved across verticals and functions to harness and profit from data. At present, this isn’t the case. A study of 1,000 workers in Singapore found that businesses are losing a massive S$5.1bn in productivity every year because the workforce is not data literate. On average, local companies are losing over seven working days (56.5 hours) per employee. That’s the cost of low-tech literacy. It’s something that no company can afford, especially at a time of increased reliance on AI, ML, data, and business analytics. It’s not just business performance that can be affected. Employee morale and corporate culture can suffer, too.  The study shows that 84% of employees feel overwhelmed or unhappy when working with data. 40% of surveyed employees noted they prefer to find other ways to finish tasks that do not use data. Seven in ten respondents reported that workplace stres

Work, as we know it, is changing rapidly. Artificial intelligence, a new generation of customers who want personal and intuitive brand experiences, and increased globalisation – all these factors are making organizations relook at talent management and acquisition. They now want employees who can adapt quickly, are technologically literate, and are people managers. The concern here though is that companies are finding it difficult to retain good talent and high performers. According to a report by IDC and Workday, about 46% of employees in Singapore intend on leaving their jobs within a year.  Why Do High Performers Leave? Good performers generally know their worth. They know that they can produce good results and expect appropriate rewards. What then, are some of the factors, that can prompt a high performer to leave an organisation? According to the report by IDC and Workday, the top three reasons for switching jobs in the Asia Pacific region are better to pay/reward (24%), better c

Does your organization have a data-oriented culture and does your leadership team promote data-driven decision making? If your answer is no, then it's time for you to emphasize, debate, discuss and focus on building a data-driven culture. It's a good idea to enable your HR teams to showcase data insights and offer recommendations based on organisational data. I do not want to bore you with the philosophy; a lot has already been saying. Let's instead focus on three specific aspects of data analytics which are less spoken about, however, must be emphasized to help HR drive a data-driven organization: 1. Data visualization 2. Storytelling through data  3. Data analytics competencies of the future    Data Visualization For a data analyst, numbers, graphs, charts, and percentages might make perfect sense, but would it help someone from a non-analytic background, looking at it for the first time?  Stick to these three basic guidelines: 1. Keep it simple - The message has to be c

What sort of leader are you? Are you a coach and mentor? Do you define goals and take a hands-off attitude? Whatever style you prefer, there’s one leadership skill that will undoubtedly take you to the next level: Empathy. Unfortunately, according to a Fortune survey, only 7% of CEOs believe that their companies are building effective global leaders. Just 10% said that their leadership development initiatives have a clear business impact. Another study found that 82% of the people reporting to a manager, saw positive behavioral changes with leadership training. And 81% of those reporting to recently trained managers said they were more engaged in their jobs. Therefore, Leadership skill development efforts are definitely important. Leadership skills such as performance management, conflict resolution, building trust and leading change are essential. But there’s one dimension that next-level leaders never ignore: They put people first! To manage their business, they manage their people.

You already know that employees are at the heart of your company. The ability to meet goals and overcome challenges largely depends on their efforts. That's why their feedback needs to be implemented for better engagement. Sadly, a recent study published on HRD Asia indicated that the average employee engagement score in Singapore is 47%, well below the global average of 53%. What's more, almost two-thirds of workers in Singapore believed that it was very important for employers to listen to their feedback. Businesses with a program for getting feedback from employees had an engagement score of 55%. For those who did not, the figure was just 33%. A feedback mechanism in the workplace is a necessary first step. However, this has to be followed by implementation. That's when the loop is closed! Employees feel valued and appreciated, and the work culture thrives. Surely a target worth aiming for. Methods of Receiving Feedback There was a time when face-to-face interaction was