Charlotte Wilkinson

I was recently talking to my boss, Catherine Chia, about how to be successful in driving our #Prudential transformation. She said, “Competence and hard work are necessary but not sufficient; it will take real empathy and wisdom for us to be successful.” And I started wondering where I would get wisdom from. I think I have a sense now. 💡 Wisdom comes when you combine knowledge and experience. 💜 You need knowledge, you need competence, and you need to know at least the core elements of how something works to start the journey. Let me give you an example: when my son was 3 years old and I was in a traffic jam with him, he kept saying, "Look at the red car and the blue car." All he knew were colors, not the car brands. So, for him, his ability to understand the environment was limited by the knowledge he had. 💜 But you also need real experience, where you were fully ‘present’. Real experience is crucial because there are times when you are doing something in a disconnected way; that experience is okay but doesn’t count as much. However, if you were truly present, felt the emotions of the ups and downs, the conflicts, the victories, and the failures, then you develop this intuition. Intuition is nothing but the ability to recognize patterns almost instantly. ✨ You know whether something is on track or off track by picking up signals and noticing patterns long before the actual data comes in. This is because intuition-led wisdom is a lead indicator. You see the landmines before they blow. 🌪 You can sense in which direction the wind is shifting. This is important because the success of any major transformation depends on your ability to sense the wind and adjust your sails. With wisdom, we can be successful. And we will be! Here’s to building the #NextHR for the #NextPrudential. We are the protectors of #EveryLifeEveryFuture.

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Skill-based Transformation: “Don't Start with Skills, Start with Work!” Jaejin Lee takes an incredibly thoughtful deep-dive on the shift towards a skills-based organisation. In the article, Jaejin analyses a number of factors driving this shift including why the consensus is shifting towards skills, the technology changes driving the movement, and the need to start with the work while viewing the transformation through an employee-centric lens. Jaejin also shares two examples from his consulting work of skills-based network analysis (see Figure for example that clusters the company’s employees' skills based on their similar attributes). Finally, Jaejin shares resources from experts including John Boudreau, Ravin Jesuthasan, CFA, FRSA, and Tanuj Kapilashrami, and rounds proceedings off by providing a checklist for companies to conduct a self-diagnosis with regards to skills. A tour de force. ▶️ The article is featured in the October edition of Data Driven HR Monthly, where I select and curate the best HR, future of work and people analytics resources of the month. See full edition here: https://lnkd.in/et8SYAF4 ◀️ #humanresources #workforceplanning #peopleanalytics #learning #hrtech #organizationalnetworkanalysis #culture #talentmarketplace #leadership #employeeexperience #skillsbasedorganization #futureofwork #recruiting

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🧠 Board Diversity Must Be Fit For Strategy 🧠 Getting women on boards is not a numbers game. It’s about what organizations, and by extension society, forgo by not tapping into a wide talent pool - a perspective shared with me by Wendy Tan, Head of Secretariat at the Council for Board Diversity Singapore. So true, as sometimes in our enthusiasm we unwittingly focus purely on the numbers or how there are seemingly only male faces on a panel, and I appreciated that reminder to look beyond and into the spirit of the matters. The latest Council for Board Diversity report (link in comments👇) sheds light on our progress towards more inclusive boards with board diversity progressing across SGX-listed companies, statutory boards and charities in 2023, and the proportion of women directors rising to the highest on record: ♠ Top 100 SGX-listed companies: Women on Boards (WOB) tripled to 23.7% from 7.5% in 2013. ♠ Statutory boards: Continued progress with WOB reaching 32.7%, a 10 percentage point increase since 2018. ♠ Top 100 IPCs: Achieved its highest annual growth in 2023, reaching 31% WOB after years of slow progress. ♠ However there are still a large number of all-male board in the non-top 100 companies. We might think that the numbers ought to jump higher and faster, but real change and growth does take time, so perhaps lets appreciate and celebrate every bit of progress. Diversity is delicate issue, as the foundations of the ‘diversity narrative’ isn't a single common one, which makes things tricky. But I really like the phrasing 'Fit for Strategy' of the mission and task at hand, be it a leadership role, committee/board position or speaker panel.

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I found a great story recently about how inclusion has significantly boosted business success. SingPost Centre, a major postal service provider in Singapore, has seen remarkable benefits from its inclusive practices. Led by Sehr Ahmed, Group Chief People Officer, SingPost has embraced diversity by implementing a reverse mentoring program where younger employees mentor senior leaders. This initiative has led to dynamic exchanges of knowledge and perspectives, driving innovation and improving service delivery. The inclusive culture at SingPost not only fosters a sense of camaraderie among employees but also enhances business performance by leveraging diverse experiences and backgrounds​​ . Another inspiring example is Banco Pichincha in Ecuador. The bank has focused on closing the gender financing gap by promoting gender parity within its operations and introducing financial products tailored specifically for women. These efforts have resulted in a 16% reduction in the financing gap between men and women from 2020 to 2023. By advocating for changes in legislation and creating an internal commission to track progress, Banco Pichincha demonstrates how inclusive policies can drive sustainable economic growth and improve financial inclusion for women​. Lastly, Tate & Lyle, a global food and beverage ingredients provider, has made significant strides in promoting gender equality within its workforce. They have increased the representation of women in technical and leadership roles through targeted recruitment and development programs. This inclusive approach has not only fostered a supportive work environment but also driven innovation and business success by harnessing diverse talents and perspectives​ These examples show how embracing inclusion can lead to better decision-making, innovation, and overall business success. Here at Champions UK plc we are committed and equipped to support you with company Audits, building a strategy, and implementing that strategy to reach KPIs and activation into the organisation. Inclusion is not a like to have it is a must-have. #InclusionMatters #DiversityDrivesInnovation #EqualOpportunities #InclusiveWorkplace #EmpowermentThroughDiversity

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Based on the report, it seems to me that almost, if not all, of the problems are the employer's weaknesses. The issue is whether or not employers are willing to invest for solution to enable FWA.

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Here in the Garden City (aka Singapore, the "Lion City"), through August 3rd, and I am always amazed by the absolute leadership shown by Singapore in terms of HR in today's world. Renowned for its resilience and innovative approaches, Singapore offers valuable lessons in how HR can effectively navigate crises and ensure organizational stability. For instance, during the COVID-19 pandemic, many Singaporean organizations had pre-established contingency plans that allowed them to swiftly transition to remote work. This foresight minimized disruptions and maintained productivity. Effective communication is vital during a crisis. Singapore Airlines set a benchmark with their clear and consistent communication strategy during the pandemic. They kept employees informed about the company's status, safety measures, and future plans, which helped reduce uncertainty and maintain trust. Prioritizing employee well-being is essential in crisis management. During the haze crisis in Southeast Asia, organizations provided N95 masks, air purifiers, and flexible working hours to ensure employees' health. The innovative crisis management strategies employed by Singaporean companies are not just impressive but also instructive. Emphasizing proactive planning, transparent communication, and flexible support systems ensures that organizations can weather any storm. By learning from Singapore, we can better support our teams and thrive even in challenging times. #CrisisManagement #HRLeadership #SingaporeHR #ClayHR #HCMCloud

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*We’re Not Just Storytellers, We’re Problem Solvers* “What exactly do we do?” At my recent strategic communications workshop for Ngee Ann Polytechnic, I posed this simple yet thought-provoking question to a dozen comms pros. The exchange of varied perspectives was inspiring. Here’s my take: We’re not just storytellers; we’re problem solvers. Through communications, we tackle organisational challenges head-on, driving results and creating tangible impact. This thought-starter led to an afternoon of engaging discussions and deep reflections on our evolving role as comms practitioners. Key Takeaways from Our Session: 1️⃣ Start Every Campaign with the End Goal in Mind What is the challenge we want to solve, and how will we define success? Understanding the purpose behind our efforts and the objectives they aim to meet is crucial. 2️⃣ From PR to Integrated Communicators The days of traditional PR are behind us. Our role has evolved into integrated communications, blending integrated, omnichannel strategies to create targeted, cohesive and impactful initiatives. Black and white is out; grey is the new norm. 3️⃣ Harness AI Wisely In today’s fast-paced world, embracing AI and staying ahead of trends is essential. The future demands agility and innovation, where we seamlessly integrate technology with the irreplaceable human touch. 4️⃣ Combine Emotional and Data-Driven Storytelling Effective storytelling marries the heart and mind. Authentic, data-driven content builds trust and credibility, while maintaining genuine connections remains a cornerstone of what we do. 5️⃣ Measure Impact It’s not enough to measure outputs and engagement. It’s essential to link our communications efforts to overall organisational impact and outcomes. Continuous measurement ensure our strategies are refined to drive sustained progress and tangible results. Change is the only constant in our dynamic world. As we navigate this ever-evolving landscape, let’s remember that comms pros are not just responsible for crafting compelling narratives. We’re solving problems, driving results, and creating measurable organisational impact. Leading this workshop at NP, one of my favourite former long-time clients, was such a surreal and delightful experience. Thank you Sheryl Sim, Sangeetha Naidu for the opportunity to reconnect with cherished connections including yourselves, Mei Fong-Looi and May Goh, and to engage with the rest of your lovely team. Brewer #StrategicCommunications #IntegratedCommunications #FutureOfComms

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For some companies, the S in ESG includes sharing about their performance on DEI. In Singapore, many will talk about how they are supportive of Tafep guidelines for fair employment, or whether they work with partners such as SG Enable, AWARE, DOT, etc., to try and support different groups of employees. Where does your company stand in the DEI maturity model (developed and reported by HBR in the link below)? P.s. If you're interested to do more for your company in this space, pls drop me a DM!

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It is great to be in Singapore throughout this week. I will share where I can some of the themes emerging from my dialogue with folks. Here’s one theme: Well-framed questions are more consequential than well-intentioned answers when building community. Many of the World’s most urgent crises now require more profound and broader collective community-centred responses. Societies can only flourish or even endure with active citizens and their associations. Institutions shore up these fundamental civil pillars but can never replace them without causing harm. Sadly, the response-ability of the many is continually falling on the shoulders of the few. Whether we consider the “few” to be good actors or bad, there is a gateway crisis that underpins all other crises: citizenship is in retreat, and our shared social fabric is being systemically undermined when we need it most. This begs the question: how can we return citizens and their associations to the centre of democracy as the key actors in our troubled times? The latent capacity of “the many” to “be the change” often gets overwhelmed and overshadowed by moralistic arguments about what some believe others should take responsibility for. “You should do more about the climate crisis”, “You should not support that political candidate.” “They should do a parenting course”. “You should try working in a more asset-based community development way’, etc. There is an enormous difference between telling people what we believe they should take responsibility for and enabling fellow citizens and their associations to determine what they care about enough to act upon together. In other words, investing in the capacity of communities to collectively respond to issues that are priorities for them and the common good is at the other end of the power spectrum to initiatives that aim towards getting communities to do or think the way “we” want them to. The former is colonial even when well-intended; the latter, if truly inclusive, is liberating.

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Embracing lifelong learning is crucial for all employees and organizations. HR teams must cater to the diverse learning needs of different generations. Two-way mentoring programs and removing barriers to learning can be effective strategies. Gamifying the learning process and creating collaborative environments can engage employees of all ages. Organizations should invest in tailored training programs and promote a growth mindset to foster continuous learning. By valuing and leveraging the strengths of all generations, companies can create a cohesive work environment and ensure their workforce remains competitive in a rapidly evolving landscape. I also take the occasion of my Birthday to wish peace, learnings and evolution, open mindness, growth and success to my dear network #continuouslearning #employeedevelopment #lifelonglearning #hrstrategies

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For Singapore Audiences: This is an important piece of research for the LGBTQ+ community in providing transparency of public sentiments, and for Singapore’s data, it opens up more common ground for conversation. Some personal observations: 1. Lower levels of support to protect LGBTQ+ identities using legal instruments - this may not only reflect a desire not to resort to legal means, but also varied understanding around how discrimination occurs and what is classified as discrimination. More public education is needed around this. 2. 69% neither supporting or not supporting more LGBTQ+ characters on TV, films and advertising indicates more work to be done to raise awareness of the importance of having positive public representation for the destigmatisation of marginalised identities - stereotyped and sensationalised portrayals have done its harm in shaping the perceptions of the LGBTQ+ community in society. 3. Marked differences between generations indicate a need for more tools and spaces for intergenerational conversations to take place in various spheres of life. 4. Having a significant silent "middle ground" may point to a lack of relevance on why, or awareness of how personal action should or can help achieve equality for all. More analysis to come from the TransgenderSG team. Thank you to all at Ipsos who has been putting the past global Pride surveys together, and to Straits Times for this piece of factual reporting. Jamie Duncan Shannon Ang Shermaine A.

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Even though I’m aspiring to serve as an independent director, wanting to bring diversity to RC and AC given my background in GRC (Governance, Risk and Compliance), I agree that mandating a genda quota might bring about unintended outcome as shared by Boon Gin Tan and might not be the most sustainable model for Singapore. Whilst such a policy would be very supportive for aspiring female first-time directors like myself, I want to be selected on the basis that I’m the best candidate to bring valued perspectives to the boardroom, not merely due to the mandated quota. It’s heartening to know that female directors are taking more leadership positions in board committees! #boardiversity #boardperformance #governance #risk #compliance

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Interesting Article on Gig-workers or Freelancers in ST 04May2024 This is the gig-workers (gig-economy in a larger realm) that will continue to will grow.  Therefore, when in Workforce Planning by HR personnel, we should seriously take this 8.7% of the workforce into consideration.  I see some key words used in Future of Worker 5.0 are: https://lnkd.in/gqCSbTit * multi-hyphenate (multiple skills & competencies) * work-life balance = self-employment, not flexi-work * essential technologies for remote work * networking and upskilling to remain relevant * turned passion into a business * drastic change in lifestyle * work-Life simplicity - never been very interested in luxury items and the finer things in life

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A different angle on the impact of Science Centre Singapore's cancellation. I keep hearing about how brands are likely to shy away from rainbow campaigns this year, because of risks/polarization. There's a great opportunity for the brave brands that will go forth. But these would be brands that anticipate backlash and prepare to stand by their values. In this case, I'm curious to see how the Science Centre explains why they were silencing this conversation? What is framework for deciding which science conversations merit discourse and which don't?

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Are you excited to go to work every day in Singapore? Do your team members collaborate effectively? Does your workplace embrace diversity? How is your work environment adapting to the impact of AI? Hi, my name is Jace Tan. I am a Corporate Trainer, Author, and Researcher with twenty years of experience in this field, and I am interested in finding out your views. I would like to invite you to participate in a survey to explore teamwork, diversity, leadership, and AI usage in Singapore. You can base your responses on your current or past employment. This survey is open to all nationalities living and working in Singapore. Your insights will help us understand various work styles and practices, and your responses will be kept confidential. I am aiming to gather responses from around 150 participants. Please help by sharing this survey with your contacts. Upon completion, you will receive a copy of the final report. The questionnaire is detailed and may take about 20 minutes to complete. I sincerely appreciate your participation. Thank you! https://lnkd.in/gZtN_SZy

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Monday Morning Reflections: SmartTribes & Thai Mother's Day Insights This Monday morning, as we celebrate Thai Mother’s Day, I revisited Christine Comaford's SmartTribes. The book's wisdom on building brilliant teams feels as relevant as ever—especially in today’s fast-paced, AI-driven world. Key Takeaways: Emotional Engagement Is Everything: Comaford emphasizes the power of emotional connection in teams. In our digital era, where remote work often leaves us feeling disconnected, maintaining emotional engagement can be a game-changer. Think of innovative virtual team-building activities or personalized recognition programs. The goal? Keep the team’s emotional pulse strong. Create a Culture of Safety: SmartTribes reminds us that teams thrive when they feel safe to take risks. Today, this means creating psychological safety where team members feel comfortable sharing bold ideas without fear of judgment. Applying this, I’ve seen how open forums and transparent communication channels can spark creativity and innovation. The Power of Shared Vision: Comaford stresses the importance of a shared vision. Aligning team goals with the organization’s broader mission isn’t just a strategy—it’s essential. For instance, integrating this vision into daily stand-ups or OKRs can keep everyone on the same page, driving cohesion and success. In my own work, I’ve applied these principles by fostering a feedback-rich environment, where team members are encouraged to share insights without hesitation. This approach not only boosted collaboration but also led to innovative solutions that might have otherwise been overlooked. As I reflect on these lessons, I’m reminded of how critical they are—not just in business but in life. On this special day, as we honor the nurturing spirit of mothers, let’s also nurture our teams, fostering brilliance together. #Leadership #SmartTribes #Teamwork #Innovation #ThaiMothersDay #EmotionalIntelligence #PsychologicalSafety #SharedVision

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The findings from Indeed's study underscore the critical importance of fostering an inclusive and diverse workplace culture. It's interesting to note that more than three-quarters (78%) of those unemployed in Singapore are willing to reject job offers from employers who do not prioritize this. 🏢❌ A key aspect of building such an inclusive environment is recognizing the value of #multigenerational teams. 👶🧑👴 When companies embrace generational diversity, they harness a wealth of different perspectives and experiences, leading to more innovative solutions and a stronger collaborative advantage. 🌟🤝 It's concerning that only 3 in 10 companies engage in team-building activities to boost work-life balance, and less than a third conduct regular workload assessments to prevent burnout. Addressing these areas is crucial for creating a supportive workplace where all employees, regardless of their age or background, can thrive. 💼⚖️🔥 However, it's not enough to just do team-building activities and bring people together; it's also crucial to ensure they understand each other. 🗣️💬 In fact, an XYZatWork study shows 96% of employees know very little or nothing at all about other generations. Bridging this gap is essential for creating a truly inclusive and supportive workplace. #SingaporeCanWorkBetter #BetterWork #Indeed #Glassdoor #EmployerBranding #MultigenerationalWorkforce #Inclusion #Diversity #SingaporeCanWorkBetter #BetterWork #Indeed #Glassdoor #EmployerBranding #MultigenerationalWorkforce #Inclusion #Diversity

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#LeadershipJourney Barney Lau’s career journey is a true testament to leadership transformation—moving from corporate executive to pastor and then an executive coach. His story highlights the power of purpose, humility, and human connection in leadership. Click below to discover how Barney continues to inspire leaders to unlock their potential and lead with impact. Thank You Barney and Thank You LHH! #CareerTransformation #ExecutiveCoaching #PurposeDrivenLeadership #InspireToLead #Mentoring

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