Munis Muniandy

Creating Sustainable Social Impact After a span of 6 inspiring months, it's a wrap for the group of highly motivated 18 social enterprises. I am privileged to be part of the teaching team who are industry practitioners cum academic teaching lecturers of SIMGE (SIM Global Education), Dr Richard K M Eu – SIM Social Entrepreneurship Centre. I am glad to impart the skills set of both "Innovating for Social Impact (leveraging on Design Thinking)" and "Market Validation (harnessing Lean UX)" to these 18 social enterprises founders / key social professionals. On my personal reflection, my key learnings: 1. Social impact requires deep empathy for the users which you want to help. 2. Instrinic motivation is what drives these selfless social professionals workers. 3. A small step a time & together as a community of social enterprises can create a big impact to the lives of the less-privileged individuals. Kudos to all 18 social enterprises!!!

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In Singapore, we pride ourselves on our commitment to lifelong learning - and rightfully so. With initiatives like SkillsFuture https://lnkd.in/gmHBsJaR and a culture that values continuous education, we’re constantly encouraged to upskill and improve ourselves. But here's the tough question: *Are we truly learning 🧠, or just chasing credentials? 📜* I've noticed a trend where some of us enroll in courses simply because they’re available, trendy, or even subsidized - without asking if they genuinely add value to our careers or personal growth. Is this a case of becoming "undiscerning learners"? Are we checking off boxes for the sake of it, or are we critically thinking about what we need to learn for the future? Don’t get me wrong - education is essential! But we need to be strategic. The world doesn’t just reward what you know; it rewards what you can do with what you know. 🔑 Before your next course or certification: - Ask yourself: Is this skill truly relevant to my goals? - Evaluate: Will this make me better at what I do, or is it just another line on my CV? - Focus: Quality learning > Quantity of certificates Let’s continue our learning journey - but let’s make sure it’s purposeful. What are your thoughts? Have you ever signed up for a course and wondered, “Why did I take this?” Share your experiences and let’s discuss! #LifelongLearning #Upskilling #CareerGrowth

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Hi all! Join us to learn about Learn how to find precursors of your next surprise accident in OS+H Asia 2024 happening on 12 September 2024 with Dr. Marcin Nazaruk. The “mindset shifter” workshop on Learning from Normal Work provides an introduction to the concepts, skills, and tools you need to make it happen in your organization. CONTENT: ·      What is performance variability and how it affects safety ·      Why people don’t follow the rules and use work arounds ·      How to use the gap between plans and reality to find your next wave of improvements ·      How your beliefs about safety determine what you can see ·      Do your questions shut people down-simple but powerful questioning techniques ·      How to change leadership conversations with a new focus on what makes the work difficult ·      Examples of tools to find where and how your next accident can happen If you’re interested, please use the QR code to register Now!

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Let's talk Yesterday I attended a workshop for leaders and two things caught my attention, besides the speakers. 1. Most people stayed in their groups (different organisations were represented at the workshop) 2. Even at the refreshment station, just the minimum( a brief smile, pass the sugar) was exchanged. Why? After making my way around the room and engaging with some old faces as well as new ones, I concluded that: Some people never extend themselves and only speak when spoken to. Many have not as yet mastered the art of setting targets and working a room intentionally, to their benefit. Others are yet to learn how to initiate and engage in conversation, even with a complete stranger. What did each of these persons miss out on? 1. An opportunity to learn something from someone else 2. An opportunity to share their story 3. An opportunity to gain a new lead or job reference 4. An opportunity to build their community 5. An opportunity to assist and impact someone An opportunity to...they are numerous when you step out of your comfort zone, change your perspective about waiting for others to come to you, see yourself as the powerful individual that you are, and connect with people the right way😊 How do you manoeuvre at events or gatherings?

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𝐅𝐍𝐒 𝐂𝐞𝐥𝐞𝐛𝐫𝐚𝐭𝐞𝐬 𝟐𝟎 𝐘𝐞𝐚𝐫𝐬: 𝐌𝐢𝐥𝐞𝐬𝐭𝐨𝐧𝐞𝐬, 𝐌𝐞𝐦𝐨𝐫𝐢𝐞𝐬, 𝐚𝐧𝐝 𝐌𝐚𝐬𝐭𝐞𝐫𝐲 On 16 Nov, Facilitators Network Singapore (Official) marked their 20th anniversary year long celebration with a memorable dinner. As my contribution to this special occasion, I had earlier envisioned capturing FNS’ 20 years of milestones in a visually compelling way. What started as an ambitious idea quickly became a monumental challenge when Janice Lua, CMF, CPF-Emeritus and Prabu Naidu shared their list of milestones — it was… looooooong. What was I thinking?!!  20 𝘺𝘦𝘢𝘳𝘴!  Of course, the list of milestones would be long! That’s when I realised the true scale of what I’d set out to do. In a moment of uncertainty, I turned to my mentor, Tim Hamons, who graciously offered his guidance. Initially, the plan was straightforward: scribe everything on paper. But as they say, 𝘔𝘶𝘳𝘱𝘩𝘺’𝘴 𝘓𝘢𝘸 𝘴𝘵𝘳𝘪𝘬𝘦𝘴 𝘸𝘩𝘦𝘯 𝘺𝘰𝘶 𝘭𝘦𝘢𝘴𝘵 𝘦𝘹𝘱𝘦𝘤𝘵 𝘪𝘵! Unexpected challenges forced me to pivot to a digital approach. My first attempt? 𝐀 𝐜𝐨𝐦𝐩𝐥𝐞𝐭𝐞 𝐦𝐞𝐬𝐬! Tim’s feedback during a Zoom call was transformative. He suggested clustering the milestones instead of arranging them linearly, which brought much-needed clarity to the design. But the challenges didn’t stop there. The digital platform I was using couldn’t handle the resolution needed for large-scale printing. Determined not to give up, I took a leap—I enrolled in a Procreate course to learn an entirely new software from scratch, all to keep my vision alive. When I finally saw the finished piece printed on the 1.2mx2.4m canvas, it felt surreal. A task that had once seemed overwhelming transformed into a deeply fulfilling accomplishment, reflecting the effort and growth it took to bring it to life. 𝐌𝐲 𝐤𝐞𝐲 𝐭𝐚𝐤𝐞𝐚𝐰𝐚𝐲𝐬: 𝐒𝐞𝐞𝐤 𝐦𝐞𝐧𝐭𝐨𝐫𝐬𝐡𝐢𝐩: Tim’s guidance turned obstacles into stepping stones. 𝐀𝐝𝐚𝐩𝐭 𝐚𝐧𝐝 𝐥𝐞𝐚𝐫𝐧: Embracing digital tools and learning Procreate proved that growth often comes from stepping out of your comfort zone. 𝐓𝐫𝐮𝐬𝐭 𝐭𝐡𝐞 𝐩𝐫𝐨𝐜𝐞𝐬𝐬: Challenges that once seemed insurmountable became moments of pride and achievement. A heartfelt thank you to Tim Hamons for his mentorship and to Janice Lua, CMF, CPF-Emeritus and Prabu Naidu for the opportunity to bring this vision to life. This journey reminded me of what’s possible when we push through challenges and trust in ourselves. Close up of the graphic recording: https://lnkd.in/gmFz6Z6J #Leadership #GrowthMindset #GraphicRecording #Mentorship #Procreate #20YearsOfFNS

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Key findings from the 𝘄𝗼𝗿𝗹𝗱'𝘀 𝗹𝗮𝗿𝗴𝗲𝘀𝘁 𝘀𝘁𝘂𝗱𝘆 of workplace well-being... 1. Well-being at work was primarily driven by: 𝗔) 𝗕𝗲𝗹𝗼𝗻𝗴𝗶𝗻𝗴: • Feeling cared about as a person by the company • Close, positive, social relationships / friendships • Feeling like an integral and meaningful part of the team 𝗕) 𝗙𝗲𝗲𝗹𝗶𝗻𝗴 𝗲𝗻𝗲𝗿𝗴𝗶𝘀𝗲𝗱: • Suitable level of challenge (to experience psychological flow) • A sense of intrinsic motivation • Feeling inspired by others 𝗖) 𝗜𝗻𝗰𝗹𝘂𝘀𝗶𝗼𝗻: • Feeling safe being authentic • Acceptance and lack of judgement • Voice and feeling heard These three dominated well-being, far outweighing compensation and flexibility. 2. Companies with higher staff well-being had better: • Productivity • Talent attraction • Talent retention These correlated with better: • Firm value • Profitability • Gross profit • ROA • Stock price 3. Organisations have been leaving a lot on the table: • Only 𝟮𝟮% of respondents were thriving at work. • Nearly 𝟲𝟬% felt stressed at work most of the time. It's a fantastic study by Indeed in partnership with Jan-Emmanuel De Neve and George Ward that deserves attention. See the links in the comments to watch and read more about it. ——— I'm Reuben Rusk, PhD 💡 I help leaders maximise team well-being and performance. See the featured section on my page for more like this. Follow me + 🔔 for posts on leadership, well-being, and team dynamics. Please add your comment to expand the reach of this post. Join me for a webinar on Jan 22/23 to introduce a new comprehensive well-being framework: https://lnkd.in/gUZemehJ #humanresources #leadership #workplacewellbeing

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Adding touches to my prep for this event. Looking forward to hearing more about coaching and coaching supervision in Singapore - always a privilege to widen awareness and stretch perspective. https://lnkd.in/dvyyscDN #supervision #coaching #coachingsupervision #reflectivepractice #icfcoaching

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While internships have long been hailed as the gateway to a successful career, the current "internship arms race" is spiraling out of control. Students are now juggling multiple internships, sacrificing their mental health and personal lives in the process. Is this relentless pursuit really worth it? On one hand, internships offer invaluable real-world experience and networking opportunities. They enhance employability and give students a competitive edge. But at what cost? **Exploitation Alert**: Many students face unpaid internships, menial tasks, and excessive workloads, all for the elusive promise of a better job. This isn't just about gaining experience; it's about survival in an overly competitive job market. **Inequality in Opportunities**: The playing field isn't level. Those with better networks and resources have a clear advantage, deepening the divide and marginalizing those without these connections. **Mental Health Crisis**: The constant grind is taking a severe toll on students' mental health. The pressure to keep up is leading to burnout and a loss of "me-time," crucial for personal development and well-being. We need a structured approach to internships. Quality over quantity. Fair compensation. Real learning opportunities. Let's not turn the pursuit of success into a race that only a few can win while many are left behind, exhausted and disillusioned. 👥 What are your thoughts on the internship frenzy? Have we gone too far, or is this the new norm we must adapt to? Share your experiences and opinions below! #InternshipRace #MentalHealthMatters #FairOpportunities #CareerDevelopment #HigherEducation

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🌟 Are you a joyful and daring L&D or HR pro who loves learning outside the box? Or are you the serious type that needs to lighten up? For the first time #play14 Unconference is reaching Singapore to celebrate its 10 anniversary. Join me from 25 to 27 October 2024 for a whole new level of play(fulness) in our Little Red Dot at The POD National Library Board Building. ⏩ Click the link to register: https://lnkd.in/gJ5iWGae? 𝗪𝗵𝘆 𝘀𝗵𝗼𝘂𝗹𝗱 𝘆𝗼𝘂 𝗷𝗼𝗶𝗻? 🎯 Play Smarter, Not Harder: Science shows that gamified learning can crank up retention by 40%! (And yes, it’s as fun as it sounds.) 🎮 Learn from (and teach) Masters of Play from all over Asia: Pick up the latest and greatest from game designers, agile wizards, and creative L&D and HR geniuses across Asia Pacific. 🚀 Supercharge Your Learning Mojo: Discover strategies that make learning so engaging. Your team won’t even realize they’re leveling up. 🤝 Network Like a Pro, Play Like a Kid: Rub elbows (and maybe play a round of something silly) with top L&D and HR leaders. Who says networking can’t be a blast? Amazing hosting team are here to serve you: Avi Z Liran, CSP, Author, Global Leadership EX Speaker Anna Ong Carol Lim Darwin Sy Antipolo Ilamathi Selvarajoo Jodie Loi Rajasekhar Tatavarthi Sripada Nema Yin Mei Ho See ya there!! Let's play together! #play14singapore #play14 #leadershipdevelopment #talentmanagement #hr #employeeengagement #play #organizationaldevelopment #humanresources #hrprofessionals #corporatelearning #skillsdevelopment #gamification

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The value of team building is to create positive experiences and build rapport with each other, because you’ll need that to weather storms together. ⛈ Teams who have fun and feel connected to each other are more likely to give each other the benefit of the doubt when something goes wrong, and a foundation of mutual respect allows them to move through conflicts quickly. Learning to appreciate each other as people is as important as appreciating each other as colleagues! 👯 I'm excited to take the culture building work I've done over the years and turn it into some great team building workshops and trainings! ⚙ But workshops, trainings, or employee engagement events are not comprehensive. They can’t solve larger issues like a lack of trust, poor communication, navigating business evolutions, establishing boundaries, or setting expectations, which is why FOSTR Culture, LLC exists - I believe these deeper challenges require longer-term support and collaboration. 🤝 Reach out if you’d like to hear about these workshops or what ongoing partnership looks like! ✨

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#SHASSESS 𝗵𝗮𝘀 𝗯𝗲𝗲𝗻 𝗲𝘅𝘁𝗲𝗻𝘀𝗶𝘃𝗲𝗹𝘆 𝘂𝗽𝗴𝗿𝗮𝗱𝗲𝗱 𝘄𝗶𝘁𝗵 𝗮 𝘁𝗼𝘁𝗮𝗹𝗹𝘆 𝗻𝗲𝘄 𝗱𝗲𝘀𝗶𝗴𝗻 𝗮𝗻𝗱 𝗽𝗹𝗮𝘁𝗳𝗼𝗿𝗺. To clarify, this is our cloud based DISC Assessment System. The system is used by so many organisations now for their personality assessment needs. In the old system, participants can attempt the assessment in English, Malay or Mandarin. However, the report comes out only in English. This is going to change now. Work is still in progress for the other languages. Keep your fingers crossed. The system enables our graduates to earn 200% to 1400% profit on the reports. And since all my materials are given out free to my graduates, they can alo conduct training with ease. Be our ITOL Certified DISC Professional Facilitator if you would like to start a new income stream through behaviour mastery, like our graduates. Info here: https://lnkd.in/gPqhpiUx

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Heading to KL for NHCCE and thought I share a short reflection on why we are there... "Isaac, you are doing well & busy. Why are you still exhibiting?" There's 2 reason I decided to participate in the #NHCCE2024 by HRD Corp - Human Resource Development Corporation. 1) Business continuity Exhibition is a marketing activity. It serves 2 purposes, to generate business for 2025 and to get a sense of what the ground is looking for. 2) Humility (this is more important to me) At the sme level, ego is still very much at play because it is an owner-led business. After 12 years in the industry "Don't I have the right to feel that I am important?" I do ask this question and this is where people say "Don't take your work personal". This is challenging when it is your own 'baby'. I was reminded in church a while back on the importance of humility. Making a choice to exhibit and being there 'to sell' myself is an act of humility... specially when things are going well. As we begin work on a Monday, perhaps taking a moment to ask which aspect of your life requires humility. Happy Monday #Learningbusinesspartner #organizationdevelopment #orgazationculture ##leadershipdevelopment

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As a leader, overseeing a team affected by retrenchment is a challenging and emotional experience. While retrenchment decisions may be outside your control, how you handle the situation can significantly impact the well-being of your team members. Here are 3 key actions a leader could support employees through this difficult transition in a humane and thoughtful way: 1. Communicate with Transparency and Empathy Open, honest communication is essential. As soon as you are to inform your team, inform them about the situation with clarity and sensitivity. Avoid sugarcoating, but be compassionate in your delivery. Acknowledge the emotional impact and listen to their concerns, showing that you care about them as individuals. 2. Provide Emotional and Practical Support Encourage employees to express their feelings, and offer resources for mental and emotional health, such as counseling or coaching services. Assist with the practicalities of transition, such as helping employees update their resumes, connecting them with career placement services, or facilitating professional references and recommendations. 3. Focus on Future Opportunities Help employees see retrenchment as a potential opportunity for new beginnings. Offer guidance on how they can use this time to explore new career paths, upskill, or network within their industry. By approaching retrenchment with empathy, providing support, and helping employees look ahead, you can foster a smoother and more humane transition. #leadingwithaheart

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"DON’T COPY ME, BECAUSE YOU WILL ONLY END UP AS A VERY POOR COPY OF ME." These were the words spoken to me by my first boss. You see, I adored him. I loved his style and the way he would make the seminar participants laugh at his jokes. They were laughing, yes, but they were learning as well. He had this uncanny ability to intersperse his jokes into his lecture. Or was it the other way around? Well, whatever the case, the participants were learning, but they were having a great time as well. And that is the reason why, when he gave me a chance to facilitate a small portion of the workshop, I copied him. I copied the way he spoke, I copied the way he walked, and, of course, I copied his jokes as well. I wanted to be like him, so I copied him. And after seeing what I did, he pulled me to the side and said, “Don’t copy me, because you will only end up as a very poor copy of me.” But he didn’t end there. He continued, “Find your own style, hone your own style, and I will be a very poor copy of you.” He didn’t want me to just follow him. He wanted me to create my own path and chart my own course. To be me, not him. One time, a client asked us to facilitate two batches of the same program simultaneously. So he got one batch, and I got the other. We ran the program in cadence, so much so that when the client visited his room, then went to mine, he noticed that we were teaching the same thing at the same time. After the session, I was excited to know if I matched his skills. Upon getting the evaluation, I immediately checked who between us got a higher score. And when I found out that I got a slightly higher mark than him, I was thrilled to show him the results. Bragging rights, as they call it. It didn’t really matter because both our scores were pretty high. But still, I got a higher score. So when we saw each other, I was psyched up to share the news with him and brag a little on the side. Not too much, but a little. However, he beat me to the punch. He said, “Oo alam ko mas mataas ang grade mo kaysa sakin. And it means only one thing: magaling ako magturo!” Well, he did it again. Oo nga naman, he was my mentor and coach. And if I came out good, it’s largely because he taught me well. And that he did. Checkmate. So if you notice members of your staff or teammates trying to copy what you are doing, just tell the person with full conviction, “Don’t copy me, because you will only end up as a very poor copy of me. Find your own style, hone your own style, and I will be a very poor copy of you.” Of course, you will also need to coach and mentor them as my boss did to me. By the way, my boss is Ruel Montenegro, probably one of the best bosses you could ever have. He eventually became my wedding Ninong. And if by chance you catch him in his talks or seminars, kindly tell him "pinasasabi po ni Angel, na you are a very poor copy of him. And also, thank you daw po." - Angel (The Training Guy)

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Sharing my latest review on LI - a one-off coaching session can be all that's needed sometimes ....pleasure to meet you InderPaul Dhillon " I had the pleasure of experiencing a coaching session that was both insightful and transformative. In just one session, I was challenged to confront my assumptions and push beyond my comfort zone. Jo's approach was direct yet supportive, ensuring that I left with actionable strategies to implement immediately. If you're looking for impactful results in a short time frame, I highly recommend this coaching experience. It truly demonstrates the power of focused guidance in achieving personal growth."

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Recently, a teacher who is undergoing our 𝗦𝗽𝗮𝗿𝗸 𝗖𝗹𝗮𝘀𝘀𝗿𝗼𝗼𝗺𝘀 (Storytelling Program for Teachers) asked, “𝗪𝗵𝗮𝘁 𝗸𝗶𝗻𝗱 𝗼𝗳 𝗤𝘂𝗲𝘀𝘁𝗶𝗼𝗻𝘀 𝗱𝗼 𝘆𝗼𝘂 𝗮𝘀𝗸 𝘄𝗵𝗲𝗻 𝘆𝗼𝘂 𝘁𝗲𝗹𝗹 𝘀𝘁𝗼𝗿𝗶𝗲𝘀 𝘁𝗼 𝗖𝗵𝗶𝗹𝗱𝗿𝗲𝗻?” She had seen Q for Question in 𝗔𝗕𝗖 𝗼𝗳 𝗦𝘁𝗼𝗿𝘆𝘁𝗲𝗹𝗹𝗶𝗻𝗴 (our oldest & FREE Storytelling Course). I shared a few quick tips and then I thought, why not share our enquiry framework in a detailed post. For every story we tell, or use as pedagogy, we design an enquiry framework that allows us to entertain, teach and assess children through strategically placed questions along the story line. Sometimes the questions are embedded as a tool to allow children to learn from their environment, and bring outside-in application of the concept. I strongly recommend you embed stories all through your story. Not too many, not too few! Just the perfect number. By strategically embedding concept-related questions, a 𝗦𝘁𝗼𝗿𝘆𝘁𝗲𝗹𝗹𝗶𝗻𝗴 𝗧𝗲𝗮𝗰𝗵𝗲𝗿 can foster an interactive and reflective session. Not only does it allow the teacher to fully utilise the students prior knowledge, it also allows her to build concept and assess the child based on their understanding and application of the concept. But how do you embed questions strategically in a lesson plan? Read 𝗬𝗦𝗕 𝗕𝗹𝗼𝗴 to discover 5 strategies to ask questions during a story session. https://lnkd.in/g-fZd9EN If you are looking at integrating stories in your lessons, its time to 𝗦𝗽𝗮𝗿𝗸 𝗖𝗹𝗮𝘀𝘀𝗿𝗼𝗼𝗺𝘀 : https://lnkd.in/gMDyRqNw *** Are you a #teacher looking to tell stories in the classroom? Follow our content on Tuesdays, for we will share insights, experience and stories around #StoryPedagogy --- For more, follow Your Story Bag at [www.yourstorybag.com] #StorytellingWithRituparna #YourStoryBag

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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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We have all worked with leaders who overestimate their contribution. Or where people steel glory, ideas and credit grab. Or the person is not willing to admit mistakes or learn. Or the person who thinks they are “100% right”. Or they are just plain right arrogant etc. These are not endearing traits for a leader; it damages trust and relationships. It is frustrating for sure. But what is going on here? Positional power can cause leaders to become self-centred, overly obsessed with outcomes and control, and, therefore, treat their employees as means to an end. As leaders rise through the ranks, they acquire more power. And with that, people are more likely to want to please them. This strokes and feeds the leaders ego. An egocentric leader does not think about others, they are not curious, they don’t seek different perspectives and are they focus on needs and desires of themselves. People in the end just want to get away from people like this! We are all susceptible to something called the egocentric bias. This bias is a cognitive bias that causes people to rely too heavily on their own point of view when they examine events in their life or when they try to see things from other people’s perspective. Since we all have an egocentric slant to some degree, we can all benefit from showing more humility. In a world that is constantly trying to one-up each other, the power of humility is often overlooked. However, research has shown that leaders are more likely to succeed when they display humility. The APA defines humility as a ‘low focus on the self, an accurate (not over- or underestimated) sense of one’s accomplishments and worth, and an acknowledgment of one’s limitations, imperfections, mistakes, gaps in knowledge, and so on’ Humility is the ability to see yourself as you are. You recognise your strengths, blind spots and understand your weaknesses and limitations. Now, more than ever, we need humble leaders rather than the arrogant, narcissistic ones. Great, humble, leaders know they are not invincible. And that they, like all of us, are work in progress. They don’t have need for their egos to be stroked (they are very conscious of their ego) Humble leaders understand that they are not the smartest person in every room. Nor do they need to be. They encourage people to speak up, encourage diversity of thoughts and embrace feedback. They are in service to others. They quieten their ego. Humble leaders are authentic, are willing to make mistakes, listen better, are more curious, have more compassion, they demonstrate great accountability and show vulnerability. All of these traits inspire others to be their best and increase psychological safety. Humble leaders are accessible and relatable to their teams, this helps create a climate of inclusion. In this kind of climate, leaders inspire great performance. Leading with humility is not easy. But leading with arrogance and ego is not an attractive trait! How humble are you? 

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Discover the Pathway to HRD Corp Trainer Accreditation With the new HRD Corp Trainers' Development Framework (Version 5, July 2024), effective 1 Jan 2025, all trainers will need to be accredited to conduct training under HRD Corp schemes. This accreditation is part of the initiative to enhance trainer quality and support the nation’s human capital development needs. As an authorized facilitator for HRD Corp Train-the-Trainer and assessor for trainer accreditation, I’ve noticed many trainers still have questions about the process. Let me clarify. This FREE webinar will provide answer to these questions? 👉What is an accredited trainer? 👉What are the benefits of being accredited? 👉How do you become accredited? 👉Plus, any other questions you have! 🗓 Date: 22 Oct 2024 (Tuesday) 🕣Time: 8:30 PM – 10:00 PM (via Zoom) Thank you for your dedication to developing talent for nation-building. Together, let’s unlock the next level of your journey as a trainer. Register here: https://bit.ly/4h8kP88, or scan the QR code in the poster.

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