Diana Wu David

I recently had a highly interesting discussion with an Indian astrologer. I was curious about what someone with his perspective could tell me about Futures Studies and its potential impact on our civilization. I was also eager to see how he would address the idea of "shaping the future" and the concept of multiple futures. His response baffled me. First, he said there is no contradiction. The concepts of kala (time) and karma (you reap what you sow) are exactly that. Then, when I explained Futures Literacy and the importance of building awareness in populations for creating futures, he said something remarkable: "If Western science (which he understood Futures Studies to be) manages to achieve this, then our civilizations will be saved." #future #futuresstudies #civilization

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Is your strategy implementation not going as planned? A new course in Singapore for middle managers, 25-26 July, hosted by SMU Academy 📣 Unlock Your Leadership Potential As a middle manager, you play a critical role in bridging the gap between #strategy and #implementation. Attending my new 2-day course - Strategic Implementation Toolkit: An Essential Guide for Middle Managers - https://lnkd.in/dyyQAHSY, you will be empowered to: 🔸 Enhance Your Implementation Capabilities: Gain a deeper understanding of implementation frameworks and tools that will enable you to contribute more effectively to your organization’s goals. 🔸 Improve Communication Skills: Develop techniques to clearly articulate strategy to your team, ensuring alignment and commitment at all levels. 🔸 Strengthen Leadership Abilities: Equip yourself with the skills needed to motivate, inspire, and lead your team through change and challenges. 🔸 Discover hard-won insights: Avoid implementation traps and learn implementation best practices from Singapore companies and from around the world. 🔸 Participate in a Business Simulation: Put yourself to the test at the end of day one in this highly interactive implementation challenge. 🔸 Develop Your Personal Action Plan: Identify what you personally need to do differently in the next 90 days. Watch the video of myself introducing the course: https://lnkd.in/drkXGghh Register at: https://lnkd.in/dyyQAHSY #StrategyImplementation #ExecutiveEducation #Managers

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The narrative of middle managers as the expendable management layer in corporate downsizing, resistant obstacles to change, and willing corporate drones blindly implementing the direction of senior leaders needs to change. The Mandarin Deborah Blackman #middlemanagement #changemanagement #leadership https://lnkd.in/gSVzb37n 

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Good day Everyone, Join us on June 25, 2024, for a panel discussion on the transformative power of AI! We are thrilled to share our personal experiences and insights on the incredible impact of AI in our daily lives. From enhancing productivity to driving innovation, AI has reshaped and continue to disrupt the way we work, communicate, and even think. Let’s embark on this enlightening journey into the realm of AI! See you there! NOTE: A large part of the above (including this) was generated by ChatGPT showing the remarkable power of AI in shaping our narratives and driving innovation & productivity! #PoweredByAI

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🌍 EXECUTIVE Fast Track: Master 6 Global Leadership Skills in 6 Weeks 🚀 Calling seasoned executives with 8+ years of experience leading international teams! Ready to elevate your global leadership impact? Our exclusive 6-week Global Leadership Mindset Development Program connects you with fellow executives from 10 countries, offering a transformative journey in multicultural leadership excellence. 🗓️ Program Launch: November ⏱️ Last Day to Enroll: October 31st ⚡ Format: 6 Weeks, 6 Essential Global Skills 🎯 Designed Exclusively for: • Senior Leaders with 8+ years experience • Executives managing international teams • Decision-makers in global contexts • Leaders seeking to expand their global influence 🌟 Program Highlights: 1. Global Mindset Development 2. Cross-Cultural Leadership Intelligence 3. International Stakeholder Management 4. Strategic Global Communication 5. Virtual Team Leadership Excellence 6. Global Change Management 💼 What Sets This Program Apart: • Practice-oriented learning with real-world case studies • Multicultural team collaboration across 10 countries • Peer learning from fellow experienced executives • Direct application to current leadership challenges • Lifetime access to global executive network 🔄 Learning Approach: • Interactive live sessions • Executive case discussions • Cross-cultural team projects • Peer feedback and reflection • Action learning with immediate workplace application ⭐ Impact on Your Leadership: • Enhanced global decision-making capabilities • Strengthened cross-cultural team management • Expanded international professional network • Immediate application to current challenges • Access to global executive opportunities ⏳ Limited Executive Spots Remaining! Don't miss this opportunity to join an elite group of global leaders. 🌐 Expand your influence. Enhance your global perspective. Execute with cultural intelligence. Ready to transform your global leadership journey? 👉 Secure your spot now: [[email protected]] #GlobalLeadership #ExecutiveEducation #InternationalBusiness #LeadershipDevelopment #CulturalIntelligence #gmindset #globalmindset

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A 6-Month Career Search Can Spark Doubt in the Most Successful Corporate Executive. Even the most accomplished executives may find themselves questioning their skills and future prospects. According to INSEAD Knowledge, the expert on management insights, a typical career search for a 25-year corporate veteran averages 6 to 12 months. Don’t let doubt hold you back—embrace this new chapter with confidence! The time is now to discover an “Atypical” career search. With my support and resources and your extensive corporate experience, we can pave the way to a fulfilling new opportunity and find clarity in your path—all at no cost. Reach out to me today and schedule a call: https://lnkd.in/eaBwfM8Y #CareerTransition #ExecutiveConsulting #CareerOwnershipCoach #SuccessAfterCorporate #CareerCoach #YourCareerRevolution

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A 6-Month Career Search Can Spark Doubt in the Most Successful Corporate Executive. Even the most accomplished executives may find themselves questioning their skills and future prospects. According to INSEAD Knowledge, the expert on management insights, a typical career search for a 25-year corporate veteran averages 6 to 12 months. Don’t let doubt hold you back—embrace this new chapter with confidence! The time is now to discover an “Atypical” career search. With my support and resources and your extensive corporate experience, we can pave the way to a fulfilling new opportunity and find clarity in your path—all at no cost. Reach out to me today and schedule a call: https://lnkd.in/gVHVYKxY #CareerTransition #ExecutiveConsulting #CareerOwnershipCoach #SuccessAfterCorporate #CareerCoach #YourCareerRevolution

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ICF Japan CEG hybrid event: November 1st, 2024 The Use of Self as an Instrument for Coaching with Nathalie Ducrot, MCC, ICF Mentor, and trained MCC Assessor https://lnkd.in/g6qGT37P Friday, November 1, 2024 ✤ 7:00 p.m. JST ✤  CCE: 2 Members: ¥3,500  ✤ Nonmembers: ¥4,500 REGISTER https://lnkd.in/gMtR7bCi As coaches, we are constantly faced with the paradox of focusing on the client as a whole while welcoming the full range of our individuality in the present moment. This paradox begs the questions: Where do we place the cursor on our Use of Self as a coach? How much do we employ Use of Self as an instrument in service of our client? And, how much enough is enough? Should we step aside a little, a lot, or not at all to make room for the client? What level of coaching presence is required to excel and help our coaching clients to grow? Who we are fundamentally determines the coach we are. Use of Self as an instrument for coaching is multi-sensory and multi-disciplinary, and offers a vector for excellence in coaching and leadership. As coaches, we must understand how and when can we make full use of our uniqueness to stimulate awareness and facilitate the growth of individuals or teams. Presenter Nathalie Ducrot, MCC, is passionate about the Use of Self combined with collective intelligence for achieving results through people. Through reflection and experimentation, Nathalie will lead us to consider how to embody the concept of Use of Self. Our Use of Self during a coaching session is also a requirement of many of the behaviors at the MCC level and for preparing for MCC credentialing. Increased effectiveness in this area also serves the posture expected of the leaders of the future. Through this interactive workshop you will: Understand the concept of Use of Self as an instrument in coaching Discover why this is more than ever important in the profession Initiate reflexive practice to connect with your natural Use of Self Enhance your self-awareness to emphasize your Use of Self Experiment with coaching technics to integrate the Use of Self into your coaching conversation Gain ease and grace for recording MCC eligible sessions There will be ample time in the session for you to practice coaching using the learning. Nathalie Ducrot, MCC, believes in the power of coaching and in a world where we wake up inspired to grow and contribute to a better world one conversation at a time. As an executive and team coach, learning facilitator, mentor, coach supervisor, and trained MCC accessor, she has been volunteering within the ICF community for decades. Her main key areas of expertise are interdependent and related to leadership impact, effective communication, and essential motivation. Nathalie is an author of several books related to motivation drivers, coaching skills, and general well-being in the workplace. More information about Nathalie can be found on her website and on her LinkedIn page.

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Interesting research findings below. How do most boards (who are volunteers, with limited budgets and time poor) engage with continuous education and training. ❌ it’s not big expensive courses ❌ it’s not expensive workshops ✅ it could be virtual content, resources, templates and relevant self-paced short courses that are accessible 24/7, delivered by experts, credentialed and hosted on a simple platform that anyone can use. ???? Welcome the Future Directors Hub. We built it for you because you’ve got no where else to go. https://lnkd.in/gsG9j7sG

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No time for strategy? ================= “Strategic thinking is an essential component of leadership — and yet for many leaders, it can be nearly impossible to find time for. In this piece, the author argues that there are two main barriers that keep leaders from devoting more time to strategic thinking: First, companies often incentivize long hours, and tethering yourself to your desk is rarely a recipe for innovative, strategic thinking. Second, many leaders want people to think they’re busy, so they lean into the frenzy. To fight against these external and internal pressures, remind yourself that strategic thinking doesn’t necessarily require a large time investment. You may also benefit from documenting where your time is actually going, as there may be tasks that you could easily combine defer, or outsource. Finally, start actively working to let go of the “busy = important” frame that dominates so much of our culture. Becoming more aware of the reasons you struggle to make time for strategic thinking is the first step towards overcoming them.” #strategy #selfleadership #leadership

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Not all innovation is or should be “disruptive” Here’s a quick guide to know when a true direction shift is needed, keys to pursuing it, and what to avoid in the process. From the Strategy of Change series at MIT Sloan Management Review where I’m a principal author.

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It’s been 6 months since I went full time into coaching, consulting and facilitating. In the spirit of ‘building in public’, here are some updates. This is more a practise of accountability for myself but maybe some of you might find it interesting or even useful. 🎯Rev target was $25kp/m. Actuals closer to $35k p/m. (As much as I don’t like starting with revenue, this needed to be my ‘go, no go’ metric initially). Happy about this because I have had a ton of time off in between and have not worked evenings or weekends. 👍🏼 Anon NPS score after 6 months = 9.8 👥 I’ve worked with 10 leadership teams and 6 founders. 🌳1 small investment in 1 of my clients. 🇦🇺All of my clients have been in Aus, and actually in Adelaide but have just signed my first Melbourne based client and about to open 1:1 coaching to the world 🌍. ➕Initially only worked with leadership teams. Evolved to working 1:1 with founders too. Loving this work and seeing the value and progress of the impressive leaders that I am working with. The real asset is you, the human, and working on the asset improves the business and your role and impact therein. 💵 Cash position is strong which allows me to be flexible. The work that I do is often needed most during times that the business is under cashflow pressure. This gives me optionality, both to say no to clients that I don’t want to work with and to say yes to clients that might only be able to pay in a few months time. 👨‍🎓Into another certification to bring some structure and frameworks to my experience and knowledge. Loving the learning process. This has very little to do with the certification and everything to do with continuous improvement and an ever increasing toolbox. 🎤 Podcast has been neglected somewhat and will be corrected and a fortnightly cadence restored. Despite this, it’s got 58, 5 star ratings. This is a great channel and asset that’s being under utilised. I’m also going to start bringing guests on. 🧲 Marketing almost non existent. At risk of falling into the ‘we don’t need to market’ trap. A great opportunity to get really good at working with a strong VA and automating a bunch of stuff. This is a very different experience to what I am used to and I do miss working with a great team but, like everything there are pros and cons. I’m absolutely loving working with founders and leadership teams of small and mid sized businesses and seeing the impact on both the businesses and the individuals. 🥵Lastly, an acknowledgment of how tough it is out there at the moment. Building a business, leading a team(s) and taking care of yourself and those that depend on you is no small feat. I went full time into this work to support founders to not just get through this but to thrive. 🎢 If you want help with this stuff, DM me. I’m at capacity but might have the space for a new client in the next few weeks. #leadership # #founders #growth #discipline #accountability

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Organization culture is argued to have a big play in shaping organization success, despite its vagueness and abstract in nature. Many organization scholars proposed effective organizational change model which still falls in the spectrum of culture change in organization. The Fifth Discipline model by Senge (1990) offered the five interconnected disciplines for transforming to learning organization which empowers the systemic thinking for organizational learning. The learning organization model was conceptualized to transform organizational culture of learning. It outlines the dimensions of transforming traditional learning in organization to embrace individual, team and organizational learning to sustain in the volatile and complex business environment. The most prominent LO model was conceptualized by Watkins & Marsick (1993) by determining 7 imperative dimensions for organizational transformation. The 7 imperative dimensions cover a wide range from inspiring vision of learning to capturing, nurturing, sharing individual learning and team learning to structuring and inspiring learning through strategic leadership of organizational leaders. Not much different between Senge and Watkins & Marsick is concluded to transform organizational culture from traditional approach to more innovative approach. Likewise, we can also draw on the prominent organizational model by Edgar Schein who conceptualized the organizational culture model with three layers- Artefacts/ behavior, Espoused Value and Underlying Assumption. He argued for the organization to shape culture by influencing the underlying assumptions that staff individually perceives, believe or feel about organization (working environment, system, structure, leadership and management, remuneration packages...). From my experiences in shaping organization culture, I articulate the core values (espoused values) and demonstrate expected value-based performance (artefacts) to address individual culture differences (native culture) of staff before embarking on the organization journey. Also, I would like to argue on the root cause of underlying assumptions that each staff bears with. From my knowledge and experiences, everyone come through a social learning that influences their information processing. What is the cause for their perception, thinking and feeling? My point of view is coming from their five senses that process through cognition to result in emotion and ultimately to behavior. Therefore, the underlying assumption is vague and can drag staff into negative affection of organization if they do not receive proper social learning in organization.

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Title: The Paradox of Constructive Criticism in Management In many organizational settings, addressing flaws within the management system can paradoxically lead to punitive responses rather than constructive change. This phenomenon occurs when individuals who highlight issues are met with resistance, often through legal or contractual means, rather than appreciation. Such reactions reveal a fundamental weakness in the management structure. Effective management should embrace criticism as a tool for growth and improvement. Constructive feedback acts as a form of oversight, providing essential insights that can drive systemic enhancements. However, when those who offer such feedback are targeted or undermined, it not only stifles innovation but also compromises the integrity of the management system. Organizations that genuinely aim for excellence should view critique as a valuable resource rather than a threat. A robust management system is characterized by its capacity to engage with criticism constructively, leading to progressive reforms and a more resilient operational framework.

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Organisational Culture Eats Strategy for Breakfast - Peter Drucker ------------- In the ever-evolving business landscape, it's become clear that a robust strategy alone isn't enough. What truly drives success is the underlying culture of an organization. A positive and empowering culture fosters innovation, collaboration, and resilience. It shapes how employees interact, how they approach challenges, and ultimately, how they achieve goals. 1. People-Centric Approach: Prioritize the well-being and development of your team. A motivated and engaged workforce is the backbone of any successful strategy. 2. Shared Values: Cultivate a culture where shared values and vision align with the strategic objectives. This harmony propels the organization forward. 3. Adaptability: A strong culture encourages adaptability and responsiveness to change, ensuring the strategy remains relevant and effective. Remember, while strategies can guide you, it's the organizational culture that breathes life into them. Let's invest in building cultures that not only support but also amplify our strategic initiatives. #OrganisationalCulture #BusinessStrategy #Leadership #WorkplaceCulture #TeamSuccess

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Great C-Suite leaders don't retire. They evolve into purpose-driven board directors as their 2nd act! Here are some key takeaways from QED's popular "Journey To Board Directorship" closed door session: 1. Lifelong Learning: Unless you're a rockstar 😎 CEO with a beach house and a book deal, keep that wisdom sharp! 2. Clarity, Alignment, Purpose (CAP): This isn't just a superhero landing. Knowing your CAP is key to finding the board that's the perfect fit (and vice versa). 🧩 3. Know When to Say "Next": Just like taking a C-Suite role, being a board member requires alignment (of values and purpose). It's just as important to step aside if it's not the right fit. 👋🏻 4. 3 C's of Boards: An effective Board is looking for "Critical Thinkers," "Cultivators of Management/People," and "Community Builders (of leaders and successors)". They don't need another expert (that they can easily hire) 🤣 5. Diversity Beyond Gender: Different insights and perspectives are what keep boards out of blindspots and echo chambers that potentially cripple an organization. 😱 6. Start with Committees: Think of it as a test drive! Volunteering for committees on relevant boards is a fantastic way to get your foot in the door🚪(and vice versa). 7. Who You Know > What You Know: Investment in networking (while you are in your day job) is key! Don't wait to be invited. Volunteer yourself instead! 🙋🏻 Many thanks to Seong Kim Ho and his awesome colleagues at SIM Academy who hosted over 50 senior leaders in the early hours of 18 April! 👍🏻 Heartfelt appreciation for their time and candor from our panel of seasoned and well respected board directors: Sutat Chew 周士达, Liengseng Wee, Yong Yong Chia, Shirley Wong, Agnes Liew, Philip Forrest AM and Joy Tan! 🙏🏻 Our wonderful Strategic Partner, Workforce Singapore, and Patron, Diligent, who supported this meaningful topic. Also a shoutout to our co-collaborators: NVPC - Towards a City of Good and National Council of Social Service (NCSS). Thank you everyone for coming together to support the growth of C-Suite leaders! ⭐ Finally, to our hardworking moderators who managed to tease out those interesting questions: Sukhbir Sandhu, Seong Kim Ho, Geraldine Kan, Sze Wee Low, Kandy Chan and Benny Wong. Without whom the conversations wouldn't be so engaging! 👏🏻 There was so much more than I could possibly capture. If you're interested, join us next when you receive our invite? 😉 Meanwhile, what are your biggest questions about starting your journey to board directorship? Shared your thoughts and comments below 👇🏻 (Yes, I read them all!)

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People dealing with a toxic boss often blame themselves for their boss’s poor behavior. If you’re dealing with a toxic boss, here are 5 important steps you can take.

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A 6-Month Career Search Can Spark Doubt in the Most Successful Corporate Executive. Even the most accomplished executives may find themselves questioning their skills and future prospects. According to INSEAD Knowledge, the expert on management insights, a typical career search for a 25-year corporate veteran averages 6 to 12 months. Don’t let doubt hold you back—embrace this new chapter with confidence! The time is now to discover an “Atypical” career search. With my support and resources and your extensive corporate experience, we can pave the way to a fulfilling new opportunity and find clarity in your path—all at no cost. Reach out to me today and schedule a call: https://lnkd.in/g_4NJNgG #CareerTransition #ExecutiveConsulting #CareerOwnershipCoach #SuccessAfterCorporate #CareerCoach #YourCareerRevolution

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