Kevin Chuc 祝嘉榮

Honoured, excited and looking forward to speaking at the HR Summit on 17 August in Hyatt Phnom Penh with Jimmy Ong Cheng Keat, Chartered MCIPD Druga Rajendran. Hosted in collaboration with Sayon Hem, Managing Director of MR Training and Jobs Center, the event will be presided by H.E. HUN Many, DPM and Minister of the Ministry of Civil Service, and Neak Oknha Rithy Sear, founder and Chairman of Worldbridge Group of Companies. The focal topic will be talent development and leadership and succession planning - how do you ensure that you have the right people on the bus and ready to lead your organisation into the future? What do you notice about the bosses who are talent magnets in your organisation whom the best people respect and love to follow? I will be conducting a Masterclass to share insights from the engaging transformational leadership work Sequoia has done for the past 20 years and how it might be relevant for Cambodia enterprises at this time. Good leaders grow people. The leaders who bring out the best in others inspire discretionary effort, not because of their personal IQ or intellect. That is important but insufficient to bring out the best in others and create a culture of sustained high performance. Instead, truly transformational leaders display exceptional engaging qualities - they show genuine concern, enable people, encourage employees to question assumptions and seek feedback proactively for personal and business improvement. In other words, they embody a #GrowthMindset. They are also decisive but exercise their power and influence with high integrity, and are honest and consistent. If we think this is a high bar, this is exactly the evidence-based model of leadership developed by our partner, Real World Group , who proved through two longitudinal studies that “Commitment Beats Control” and engaging behaviours consistently outperform visionary and competent leadership. Firms and businesses who do this are able to engender high levels of Organizational Excellence, Organizational Health, and Organizational Learning - the hallmark of organizations built to last. Juliette Alban-Metcalfe Professor Beverly Alimo-Metcalfe Register at the link https://lnkd.in/gy2bhw4r OR register via +85598688565 (Whatsapp or Telegram).

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🎇From Knowledge to Transformation: Reflections as a Coach and Trainer Many of us have attended training sessions throughout our careers, often mandated by HR or driven by clear objectives and purposes. Some see these trainings as an opportunity to enjoy a break, especially when they are hosted at luxurious resorts away from the office. Many of us leave these trainings feeling motivated and full of insights, confident that we can apply what we've learned. However, our resolution often weakens when we return to our daily routines. Why is that? As a coach and trainer, I have observed challenges in bridging the gap between knowledge acquisition and actual transformation. Knowing is one thing, but applying is another. 🎇Lack of Immediate Application: Without promptly using new knowledge & insight, it fades. Immediate application solidifies learning and proves its practical value. 🎇Overwhelming Information: The sheer volume of information can be overwhelming, leading to inaction. Simplifying and prioritizing key takeaways can help. 🎇Absence of Accountability: Without mechanisms for accountability, maintaining motivation is tough. Clear goals and support from peers or mentors can provide the necessary push. On the organizational side, there are challenges too: 🕺Needs Assessment: Often, there is inadequate needs assessment before planning training programs, leading to misalignment with actual needs. 🕺Random Topic Selection: Sometimes, topics are chosen arbitrarily or based on trends, resulting in irrelevant or low-impact training. 🕺Lack of Baseline Metrics: Without baseline metrics, measuring training impact is difficult. Clear, measurable goals are essential. 🕺Insufficient Follow-Up: Follow-up support and continuous assessment are often lacking, which are necessary for lasting change. So, how do we bridge the gap between knowledge and transformation? 🗣️At a Personal Level 👉Start with Your “Why”: As Simon Sinek says, "Start with your why." Ask yourself, "What is the 'why' behind what I need to learn?" 👉Choose an Accountability Buddy: Share your goals and actions and hold each other accountable. 👉Establish an Action Plan: Take small actions that lead you toward your goals. 👉Find a Mentor: Seek guidance and support from someone who has successfully navigated similar challenges. 👉Pay Attention to Your Changes: Monitor and reflect on your progress and changes. 🗣️At a Trainer Level 👉Encourage Reflection: Provide opportunities for reflection during and after the session. Encourage personal goal setting. 👉Provide Ongoing Support: Establish mechanisms for continuous support and accountability through follow-up sessions, coaching, and online forums. 🗣️For Organizations 👉Conduct thorough Needs Assessments and set clear, measurable objectives 🎇Our goal as trainees, trainers, and organizations is to foster lifelong learning for continuous growth. By focusing on these strategies, we can make training both memorable and transformative.

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"𝐄𝐚𝐜𝐡 𝐩𝐞𝐫𝐬𝐨𝐧 𝐡𝐨𝐥𝐝𝐬 𝐬𝐨 𝐦𝐮𝐜𝐡 𝐩𝐨𝐰𝐞𝐫 𝐰𝐢𝐭𝐡𝐢𝐧 𝐭𝐡𝐞𝐦𝐬𝐞𝐥𝐯𝐞𝐬 𝐭𝐡𝐚𝐭 𝐧𝐞𝐞𝐝𝐬 𝐭𝐨 𝐛𝐞 𝐥𝐞𝐭 𝐨𝐮𝐭. 𝐒𝐨𝐦𝐞𝐭𝐢𝐦𝐞𝐬 𝐭𝐡𝐞𝐲 𝐣𝐮𝐬𝐭 𝐧𝐞𝐞𝐝 𝐚 𝐥𝐢𝐭𝐭𝐥𝐞 𝐧𝐮𝐝𝐠𝐞, 𝐚 𝐥𝐢𝐭𝐭𝐥𝐞 𝐝𝐢𝐫𝐞𝐜𝐭𝐢𝐨𝐧, 𝐚 𝐥𝐢𝐭𝐭𝐥𝐞 𝐬𝐮𝐩𝐩𝐨𝐫𝐭, 𝐚 𝐥𝐢𝐭𝐭𝐥𝐞 𝐜𝐨𝐚𝐜𝐡𝐢𝐧𝐠 𝐚𝐧𝐝 𝐭𝐡𝐞 𝐠𝐫𝐞𝐚𝐭𝐞𝐬𝐭 𝐭𝐡𝐢𝐧𝐠𝐬 𝐜𝐚𝐧 𝐡𝐚𝐩𝐩𝐞𝐧" - 𝐏𝐞𝐭𝐞 𝐂𝐚𝐫𝐫𝐨𝐥𝐥 Exciting insights and enriching discussions with fellow AEN members unfolded during our recent SIG Coaching Session 2, featuring esteemed coach experts Andrew Calvert, PCC, Jean Hau, and Saba Hasanie (DProf, MCC-ICF). The focus was on "Measuring Success: Evidence-Based Coaching with Psychometrics." Andrew delved into Ezra's approach towards systemic and measurable behavioral change for leaders, while Saba shed light on the significance of using the 360 leadership tool. Jean, drawing from her vast HR & OD experience, shared valuable insights from her experience on the use of various psychometric assessment tools. Andrew assisted us in establishing a framework for utilizing the assessment tool to bridge gaps for leaders and executives, guiding them from their current positions to their desired destinations. Saba's thought-provoking query prompted us to ponder on the purpose behind utilizing psychometric tools. How can we empower leaders to leverage these insights in meaningful dialogues, fostering growth and aligning with organizational objectives? Jean's wisdom resonated with the importance of using psychometric tools judiciously to avoid constraining individuals. It's crucial to unlock their potential and facilitate self-realization. As coaches, our role extends to bridging conversations with coachees through effective utilization of coaching tools. Providing a safe space for self-reflection and expanding perspectives is paramount for individuals to realize their full potential. Welcome thoughts … "How do you see psychometrics shaping the future of leadership development and coaching in your industry?" Also special credit to amazing co-partner Han Ee L. in creating impactful session. Grateful our ambassador Steven Koh and IAL AEN team for your selfless support in our SIG Coaching sessions. #LeadershipDevelopment #Coaching #SelfReflection #Psychometrics #PersonalGrowth

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“𝗪𝗼𝗺𝗲𝗻 𝗮𝗿𝗲 𝗱𝗲𝗳𝗶𝗰𝗶𝗲𝗻𝘁 𝗮𝗻𝗱 𝗻𝗲𝗲𝗱 𝗳𝗶𝘅𝗶𝗻𝗴… ” As stated by the Harvard Business Review article "Where Women's Leadership Development Programs Fall Short," 😧 𝘁𝗵𝗶𝘀 𝗶𝘀 𝗮 𝗵𝗮𝗿𝗺𝗳𝘂𝗹 𝗺𝘆𝘁𝗵 𝘁𝗵𝗮𝘁 𝘂𝗻𝗱𝗲𝗿𝗺𝗶𝗻𝗲𝘀 𝘁𝗵𝗲 𝘁𝗿𝘂𝗲 𝗽𝗼𝘁𝗲𝗻𝘁𝗶𝗮𝗹 𝗼𝗳 𝘄𝗼𝗺𝗲𝗻. With a growing movement for genuine gender allyship, I'm honored to collaborate with Hong Kong General Chamber of Commerce (HKGCC) 香港總商會 on my very first public seminar: 👩🏻‍🎓"Empowering Women Leadership, Advance Beyond the Glass Ceiling." 👩🏻‍🎓 📢📢 (Spoiler alert: there may be a few surprises!) #Question1 𝗛𝗼𝘄 𝗶𝘀 𝘁𝗵𝗲 𝗰𝗼𝗻𝘁𝗲𝗻𝘁 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝘁 𝘁𝗵𝗮𝗻 𝗮 𝗿𝗲𝗴𝘂𝗹𝗮𝗿 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗽𝗿𝗼𝗴𝗿𝗮𝗺? We'll explore how the expectations for men and women differ: 💎from mere confidence to approachable confidence, 💎from energetic to enthusiastic, 💎from steadfast decisive to thoughtful decisive. Through interactive exercises and peer coaching, we'll 𝗱𝗲𝘀𝗶𝗴𝗻 𝗼𝘂𝗿 𝘂𝗻𝗶𝗾𝘂𝗲 𝗽𝗿𝗼𝗳𝗲𝘀𝘀𝗶𝗼𝗻𝗮𝗹 𝗯𝗿𝗮𝗻𝗱𝘀 𝗮𝘂𝘁𝗵𝗲𝗻𝘁𝗶𝗰 𝘁𝗼 𝗼𝘂𝗿𝘀𝗲𝗹𝘃𝗲𝘀. #Question2 𝗛𝗼𝘄 𝗶𝘀 𝘁𝗵𝗲 𝘄𝗮𝘆 𝗼𝗳 𝗹𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝘁 𝘁𝗵𝗮𝗻 𝗮 𝗿𝗲𝗴𝘂𝗹𝗮𝗿 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗽𝗿𝗼𝗴𝗿𝗮𝗺? 🪄 The real magic happens in the sisterhood learning environment. 🪄 Surrounded by the warmth, trust, and 𝗰𝗼𝗹𝗹𝗲𝗰𝘁𝗶𝘃𝗲 𝗴𝗲𝗻𝗶𝘂𝘀 𝗼𝗳 𝘀𝘂𝗽𝗽𝗼𝗿𝘁𝗶𝗻𝗴 𝘄𝗼𝗺𝗲𝗻, we'll tackle case studies, engage in discussions, and unlock our individual and collective potential as leaders. #Question3 𝗛𝗼𝘄 𝗮𝗿𝗲 𝘁𝗵𝗲 𝗸𝗲𝘆 𝘁𝗮𝗸𝗲𝗮𝘄𝗮𝘆𝘀 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝘁 𝘁𝗵𝗮𝗻 𝗮 𝗿𝗲𝗴𝘂𝗹𝗮𝗿 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗽𝗿𝗼𝗴𝗿𝗮𝗺? This workshop is about self-reflection and reclaiming our rightful place. 🌱 Participants will leave with a renewed sense of purpose, 🌱 a personalized career and visibility strategy, 🌱 and the 𝗱𝗲𝘀𝗶𝗿𝗮𝗯𝗹𝗲 𝗰𝗼𝗻𝗳𝗶𝗱𝗲𝗻𝗰𝗲 to shatter the glass ceiling. 🚀 The momentum is building 🚀 Two leading luxury brands have pledged to send their rising women executives to this program. Will you be one of the💯pathfinders joining us on this transformative workshop? Link to enrolment in Comments. #WomenInLeadership #GlassCeiling #Leadership #SheLeads

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The Singapore Business Federation AfA Business Competitiveness Report was recently released and it highlights pivotal steps to strengthen Singapore’s manpower landscape. (Worth reading chapter three - Manpower). Do you think some of these strategies will address the skill gaps and build enough Singapore workforce resilience? Call outs: 1. Maximizing Local Talent: Singapore aims to boost productivity and retain its competitive edge with initiatives like the Skills Future Enterprise Credit (SFEC) 2. Balanced Access to Foreign Talent: To support critical roles Singapore will streamline foreign manpower policies while focusing on local talent development. 3. Tapping Untapped Labor Pools: SG will include seniors, caregivers, and persons with disabilities, Biggest call out for me is promoting flexible work (tech firms don't seem aligned here) and will it actually happen. Find the report in the comments section. #singapore #workforce #employment #talent #hiring

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A really thoughtful and interesting breakfast discussion held by The British Chamber of Commerce in Hong Kong. Strengthening the independence and effectiveness of corporate boards in Hong Kong. Many thanks to Prof. Lapman Lee ✔ from The Hong Kong Polytechnic University and Kelly Lee from Hong Kong Exchanges and Clearing Limited (HKEX) for a deep dive into the new Hong Kong Exchanges and Clearing Limited (HKEX) Consultation paper on Board Governance. INEDs will be capped at 6 positions/boards INEDs will be capped at 9 years Boards will need to conduct Board reviews every 2 years Nomination committees need to be mixed genders Boards need to evidence a Board Matrix of skills Boards need to designate a Lead INED if the Chair is not independent All good progress. Meraki Executive Search & Consulting is actively leading on #Boardrecruitment, #BoardTraining, driving more #genderdiversity on boards, and running #BoardReviews. We think Hong Kong Exchanges and Clearing Limited (HKEX) is making good improvements with these proposals. We would like to go further; -Ensure board reviews conducted by external organisation -Encourage listed companies use external parties for board recruitment -Strive for more than just the 1 woman on the board as ED/INED, as per current requirements We are moving in the right direction, and of course we encourage big ambitions for Hong Kong! Kirti Lad Fiona Nott Winnie Yuen David S. Lee (이승우, 李乘雨) David Bishop Nicholas Allen Jean-Pascal Tricoire Paul Kennedy Edmund Tang Rob Sheffield - 施樂德 Eileen O'Connell Kathryn Weaver #diversity #womenonboards

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This week, we discuss the influence of the Little Red Book on the Hong Kong food and beverage (F&B) industry. As social media platforms like Instagram constantly evolve their algorithms, newer platforms such as Xiaohongshu (Little Red Book) and TikTok are gaining popularity. But what is the charm of these emerging social media channels? Click below to learn more. https://lnkd.in/eeaQFxnr

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Authentic Leadership for Young Talents – Empowering Your Leadership Journey Are you a young professional stepping into a leadership role? The program Authentic Leadership for Young Talents helps you confidently lead while staying true to your authentic self. With tailored coaching, tools, and insights, this program strengthens your professional relationships, aligns your leadership style with your values, and helps you achieve organizational goals. Is This You? • You’re struggling to assert authority and manage work relationships. • Balancing approachability with professionalism is a challenge. • You’re overwhelmed by decision-making or resolving team conflicts. • You need guidance on aligning your leadership style with company values. Where You Want to Be • In control of your work and personal life. • Confident in your authentic leadership approach. • Recognized by peers and motivated to support your team. How It Works 1. Free Consultation (30 minutes): We assess your current challenges. 2. Set Goals: Together, we establish a clear leadership goal. 3. Custom Coaching Plan: Through five 1:1 sessions, you’ll practice tailored techniques and exercises. Program Benefits • Gain clarity on career direction. • Use core values to strengthen your leadership identity. • Understand behavioural patterns and lead effectively. • Balance personal and professional priorities. Results That Matter "The techniques and models we used gave me new insights quite quickly." – Wouter den Hollander "I have become more aware of my own behaviour and, with the tools provided, I have already been able to achieve a lot to improve this." – Daniel Wijers Start your journey toward confident, authentic leadership. Schedule a free consultation to take your first step! #seayourvaluecoaching #personalgrowth #youngtalent #authenticleadershipforyoungtalents #leadwithimpact #myleadershipjourney #futureleaders #leadershipmindset #youngleaders #nextgenleaders #leadershipjourney #leadershipdevelopment #empoweryourself #authenticleadership #leadershipskills #careerdevelopment #professionalgrowth #emotionalintelligence #growthmindset #leadershipcoaching #inclusiveleadership #empathyinleadership

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🎯 𝘞𝘩𝘢𝘵 𝘮𝘢𝘬𝘦𝘴 𝘰𝘳𝘨𝘢𝘯𝘪𝘻𝘢𝘵𝘪𝘰𝘯𝘴 𝘵𝘳𝘶𝘭𝘺 𝘳𝘦𝘴𝘪𝘭𝘪𝘦𝘯𝘵? After 5 years leading Mindful Career Path (Career Coaching), one truth stands out from our corporate coaching: resilience comes from embracing Josh Bersin’s 𝟒 𝐄’𝐬 𝐟𝐫𝐚𝐦𝐞𝐰𝐨𝐫𝐤, as detailed in his book "𝘐𝘳𝘳𝘦𝘴𝘪𝘴𝘵𝘪𝘣𝘭𝘦: 𝘛𝘩𝘦 𝘚𝘦𝘷𝘦𝘯 𝘚𝘦𝘤𝘳𝘦𝘵𝘴 𝘰𝘧 𝘵𝘩𝘦 𝘞𝘰𝘳𝘭𝘥'𝘴 𝘔𝘰𝘴𝘵 𝘌𝘯𝘥𝘶𝘳𝘪𝘯𝘨, 𝘌𝘮𝘱𝘭𝘰𝘺𝘦𝘦-𝘍𝘰𝘤𝘶𝘴𝘦𝘥 𝘖𝘳𝘨𝘢𝘯𝘪𝘻𝘢𝘵𝘪𝘰𝘯𝘴." 𝐄𝐝𝐮𝐜𝐚𝐭𝐢𝐨𝐧, 𝐄𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐞, 𝐄𝐱𝐩𝐨𝐬𝐮𝐫𝐞, 𝐄𝐧𝐯𝐢𝐫𝐨𝐧𝐦𝐞𝐧𝐭 These are the pillars of growth, innovation, & adaptability. 💡 𝐊𝐞𝐲 𝐢𝐧𝐬𝐢𝐠𝐡𝐭𝐬: ➡️Growth is fueled by learning, not just promotions. ➡️Failure becomes a stepping stone when learning is constant. 𝐁𝐫𝐞𝐚𝐤𝐢𝐧𝐠 𝐃𝐨𝐰𝐧 𝐭𝐡𝐞 𝟒 𝐄’𝐬: 𝐄𝐝𝐮𝐜𝐚𝐭𝐢𝐨𝐧 ➡️Beyond standard training modules. ➡️Includes active learning labs, certifications, & real-time problem-solving opportunities. 𝐄𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐞 ➡️Stretch assignments & cross-functional projects. ➡️Real-world challenges that build confidence & competence. 𝐄𝐱𝐩𝐨𝐬𝐮𝐫𝐞 ➡️Mentorship, coaching, & peer networking. ➡️Access to diverse perspectives from leaders & colleagues. 𝐄𝐧𝐯𝐢𝐫𝐨𝐧𝐦𝐞𝐧𝐭 ➡️A workplace culture that fosters collaboration & psychological safety. ➡️Tools, systems, & spaces that support innovation & well-being. 𝘛𝘩𝘦 𝘵𝘳𝘶𝘵𝘩? 𝐌𝐨𝐬𝐭 𝐨𝐫𝐠𝐚𝐧𝐢𝐳𝐚𝐭𝐢𝐨𝐧𝐬 𝐞𝐱𝐜𝐞𝐥 𝐚𝐭 𝐣𝐮𝐬𝐭 𝐨𝐧𝐞 𝐨𝐫 𝐭𝐰𝐨 𝐄’𝐬. 𝐓𝐡𝐞 𝐦𝐚𝐠𝐢𝐜 𝐡𝐚𝐩𝐩𝐞𝐧𝐬 𝐰𝐡𝐞𝐧 𝐲𝐨𝐮 𝐚𝐜𝐭𝐢𝐯𝐚𝐭𝐞 𝐚𝐥𝐥 𝐟𝐨𝐮𝐫 𝐭𝐨 𝐰𝐨𝐫𝐤 𝐭𝐨𝐠𝐞𝐭𝐡𝐞𝐫. 👉 Leading a team? Which E could make the biggest difference in your organization today? #OrganizationalDevelopment #Leadership #ContinuousLearning #EmployeeGrowth

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How do we navigate evolving expectations in the workplace? Yesterday I was delighted to join Radio Television Hong Kong (RTHK) Radio 3 Backchat hosts MC Andrew Work and Ada Wong, as well as advocacy policy manager Roy Ying, MHKIHRM (殷暉), to discuss the changing landscape of blue collar work in Hong Kong and at large. Blue collar work is not what it used to be, as employers are finally considering ways to reward employees and create more flexible work styles. Citybus’ recent launch of flexible contracts aims to draw in at least 100 new recruits at a time when companies are struggling and competing for talent. Raising the weekly time-off entitlement from one day to two (after working three days in a row), it’s refreshing to see organisations input changes and investment in their workforce. While Hong Kong is still quite a conservative work environment, international trends will affect the space. A strong example is the aviation industry: Southwest Airlines is offering stock options to its blue collar employees to encourage vested interest in profit sharing and an airline closer to home, Singapore Airlines, has made a high profile effort to reward its employees in recent years. To create a workplace that meets everyone’s needs, communication and transparency are key. Besides building a consistent set of metrics, organisations need to create an inclusive culture that welcomes people from all walks of life. You can listen to the full Backchat podcast here: https://lnkd.in/gG-iNEkd #DEI #RTHK #Radio3Backchat #WorkCulture —--- Looking to create radically inclusive experiences? Schedule a strategy session with me here ➡️ https://lnkd.in/gbuvfe7Y and we can discuss 💡Designing & delivering workshops to optimise organisational performance 💡1:1 personal coaching sessions 💡Immersive experiences 

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🌏 The Impact of Culture on Executive Coaching with Asian Leaders 🌟 In the dynamic world of executive coaching, culture plays a pivotal role, especially when working with leaders from Asia. The International Coach Federation (ICF) defines coaching as partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential. However, when working with Asian leaders, this partnership takes on unique cultural dimensions rooted in deep-seated traditions and values. In many Asian cultures, leadership is profoundly influenced by Confucian virtues, which emphasize respect, hierarchy, and the value of seniority. For Asian leaders, a coach is not just a partner but someone whose experience and seniority command respect and trust. Sometimes they even call the coach their ‘teacher’. This cultural perspective shapes the coaching relationship, requiring a coach to adapt and align their approach to meet these expectations. Key considerations for effective coaching with Asian leaders: ✔Respect for Hierarchy: Acknowledge and honor the importance of hierarchy and seniority. Demonstrating respect can foster trust and openness. ✔Cultural Sensitivity: Understand and integrate Confucian values such as loyalty, respect, and the collective good into coaching practices. ✔Adaptability: Be flexible in your coaching style, recognizing that the perception of the coach's role may differ from Western norms. ✔Experience Matters: Emphasize the coach's experience and wisdom, which can enhance credibility and rapport with Asian leaders. By appreciating and incorporating these cultural nuances, coaches can create more meaningful and effective partnerships with their Asian clients, driving impactful and sustainable leadership development. 🌐 #ExecutiveCoaching #CulturalSensitivity #LeadershipDevelopment #Asia #ConfucianValues #ICF #ProfessionalGrowth #GlobalLeadership Feel free to share your thoughts or experiences on the impact of culture in executive coaching in Asia! Secure your spot today at the Solution-Focused Approach Conference to learn more. 👇 Conference website for more info: https://lnkd.in/emTAKCqA Eventbrite page to register: https://lnkd.in/eJA-TAqf

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3 Major Components to the Trailblazer: 1. Personal Mastery through Emotional Intelligence & Achieving Breakthroughs from our mental blocks. 2. Mindfulness Practices assisting in Vision Clarity, Goal Setting and Mental Wellbeing. 3. Tribal Leadership Principles to Manage, Influence, and Inspire People as a Leader in Business and Life. #corporatetraining #leadership #mindfulness #teambuilding #PersonalDevelopment #Management #VisionBuilding #GoalSetting

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Stoked to host Dr. Marcia Reynolds, PsyD, MCC as our very special guest on Wednesday 15th at 7:30pm Bangkok time. Don't miss the chance to hear her talk about her latest book, "Breakthrough Coaching - Creating lightbulb moments in your coaching conversations". Tune in from wherever you are in the world to gain new insights! Scan the QR code below to register to this free event or use the link in the comment. #icf #icw2024 #coaching #executivecoaching #leadershipexcellence

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A friendly reminder for our webinar tonight at 7.30 pm Bangkok time - this unique opportunity to learn from one of the worlds top coaches will NOT be recorded, so tune in! Link to the session in the post and comments. #icf #icw2024 #marciareynolds #executivecoaching

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“What is the power of team coaching?”  “How is it different from Facilitation?” “How can I be a team coach?” These and other questions will be answered at the “Getting Started On Team Coaching” Webinar on 6 Jun, 8 to 9 pm SG. On hand to share with you are 3 Shared Leadership Team Coaches (Tan Swee Heng, Cheong Choy Kiew and Anna Ordinario).    Please register at: https://bit.ly/4boj3fu

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How do we rebuild an image of the luscious city that Hong Kong is?   I had doubts, but I am very glad to see the night market campaign working well and, according to the government, attracting 1.5 million visitors and locals. Still, Hong Kong must not fall into the trap of promoting cheap deals and affordable eats only. Our city is so much more than that. Home to a range of world-class restaurants, Hong Kong is one of the best cities for fine dining enthusiasts. Cantonese, French, Japanese, Italian, and every fusion cuisine in between - we have it all. In fact, Hong Kong is in the top 10 world’s most-awarded cities by The MICHELIN Guide. Hong Kong has the potential to attract discerning travellers willing to invest in luxurious stays, dining and entertainment. Knowing Hong Kong’s can-do entrepreneurial spirit, we will deliver. #hongkong #tourism #hospitality #brand

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Elf Coaching , our company is a proud sponsor of the ICF Singapore Chapter International Coaching Week celebration in honour of the professionalism and integrity of the coaching industry. 15 years (in 6 months) ago when we registered our company in Singapore whilst still based in Dubai we had the vision of elevating the coaching industry on home ground. We see ourselves as the elves (as in elves and the shoemaker and Santa’s elves behind the scenes supporting the ‘big guys’ to do what they do best and for them to be known for it). It helps to sparkle some wonderment and magic too. Our first clients were the government of an Asian country (not Singapore - and they were the senior management) wanting a mentoring programme and the next client was a very well known industry leader in the oil and gas industry. And no, it wasn’t because of my name. Not many know of this story. ELF Coaching specifically because we wanted to be different from consulting companies out there as the main and critical impact of our work is we listen, we partner, we deliver in honor of our clients to be sustainable without us. Now ‘almost’ 15 years later we have stuck true to our vision with close friends still not knowing exactly what we do and who we do it with. Some of you had a sneak preview. There’s magic in confidentiality and keeping confidence of who we work with - much against the idea of gaining new business - who usually ask us why we don’t share as much as we do about who we work with. In 2016 we launched a new arm to equip leaders with Systems Inspires leadership and coaching skills for relationships and team. - CRR APAC Our ideology is simple: Most don’t want to share that they want us but will know how to seek us when they need us. So if our work is good, our clients will share about us by word of mouth and that’s the best vote of confidence. This may change as we are always open to share our work and impact with the world and for now, we are grateful for all our client partners who have trusted and those who didn’t as it kept us on our toes of growth and learning. So now we’ve grown up a little and we simply brand our self ELF. Human Growth Partners. Cheers to all who have believed in us and especially to those who didn’t, you’ve made us better. Most importantly we’ve grown alongside you. Thanks ICF Singapore for the shout out.

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