Juliana Rahmad

Women who love reading and on a journey to walk the talk around money, I have a copy of a book to pass on to you. I bought an extra copy because it didn't arrive in time for the book launch event with Sharon Sim Serena Wong and decided that another woman would definitely love this collection of different women and their journeys around their relationship with money. So thought I try giving it away on LinkedIn - this is my first attempt on this platform - so that it will pass on to another women who might benefit on this journey and even pass it on: 📖 1 x copy "𝗪𝗵𝘆 𝘄𝗼𝗺𝗲𝗻 𝗱𝗼𝗻'𝘁 𝘁𝗮𝗹𝗸 𝗮𝗯𝗼𝘂𝘁 𝗺𝗼𝗻𝗲𝘆" 𝗧𝗼 𝗽𝗮𝗿𝘁𝗶𝗰𝗶𝗽𝗮𝘁𝗲: Please comment "Book" if you are interested to participate, and if you are open to do so, why this book sounds like your next exciting read. 𝗣𝗮𝗿𝘁𝗶𝗰𝗶𝗽𝗮𝘁𝗶𝗼𝗻 𝗰𝗹𝗼𝘀𝗲𝘀 on: Mon, 24 June 2024, 8pm SGT. 🔔 𝗧𝗲𝗿𝗺𝘀 & 𝗖𝗼𝗻𝗱𝗶𝘁𝗶𝗼𝗻𝘀:  1. By entering the competition you agree to be bound by these terms and conditions. This giveaway is not affiliated to LinkedIn in any way.  Participants must release LinkedIn from any and all liability related to the contest.  2. Participant entry is done via LinkedIn.  3. This is open to women, aged 18 years and above.  4. Only one (1) winner will be selected, after the participation closes on Mon, 24 June 2024, 8pm SGT.  5. Only open to participants based in Singapore.  The book will be mailed to the giveaway winner, notified after Mon, 24 June 2024.  The address and contact number of the winner must be provided to enable the fulfilment of the prize.  6. No purchase necessary. Winners are not required to pay to participate.  7. Giveaway winner will be randomly selected by an app for random giveaway picker.  8. The giveaway host will not be liable for any failure of receipt of entries and takes no responsibility for any entries that are invalid.  9. Prizes are non-negotiable, non-transferable and non-refundable. No cash alternative is available. 10. All results are final.      ----------------------- 📚 For book recommendations because I can't stop reading > Andrea T. (these are the ones read in 2024) #booklover #buildmylibrary #selfleadership #creativity   #undilutedbyAT

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313/366 *DON'T SLEEP ON YOUR IDEAS: EXECUTE BEFORE OTHERS DO* Earlier this year, I had an epiphany – an idea I thought was revolutionary. But as I sat down to strategize, I felt overwhelmed. The project seemed too massive, and I put execution on the backburner. Weeks later, the idea resurfaced, and I decided to take action. I realized delay shouldn't mean abandonment. During my research, I discovered others had already created similar projects. I burst out laughing, realizing no idea is truly original. Someone, somewhere, had thought of it before. *THE HARSH REALITY* Ideas are universal, and simultaneous inspiration is common. The difference lies in execution. Procrastination can lead to regret, watching others bring your ideas to life. *A CALL TO ACTION* Don't lazy around; pursue execution swiftly! Don't assume your idea is exclusive to you. If you don't take the leap, someone else will. *BE THE GAME-CHANGER* - Be bold. - Be daring. - Be the agent of change. Remember, ideas are abundant, but execution is what sets innovators apart. #iAmQueenlaurry #LaurettaIfyOlika #DailyLifeLessons #ProudlyRevCraigsProduct #TheCityIsTaken #LightAndAdvancement #IdeasIntoAction #ExecuteNow #DontProcrastinate #Innovation #Entrepreneurship #TakeTheLeap #BeTheChange #MotivationMonday #SuccessTips #idea #creative

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Do you like surprises? If you say yes, you probably mean you like good surprises. Unfortunately, for many employees today, surprises come in the form of unexpected layoffs—a trend that's becoming all too common. Just today, Dyson conducted "surprise" layoffs in Singapore, leaving many in shock and morale at an all-time low. Recently Disney and several big tech companies executed similar unexpected job cuts. Are these layoffs truly surprises anymore, given the patterns we've observed over the past three years? Another surprise, possibly a good surprise to those holding a portfolio of stocks, is that the S&P 500 just hit a new record high yesterday. Traditionally, a booming stock market signals economic strength, so why are we seeing a rise in layoffs at the same time? Possible Factors Behind This Disconnect: 1. Corporate Priorities: Companies might prioritize shareholder value and profitability, leading to cost-cutting measures like layoffs even when revenues are strong. 2. Technological Shifts: Automation and AI are transforming industries, reducing the need for certain roles despite overall business growth. 3. Economic Indicators vs. Reality: Stock market highs can be driven by investor optimism and expectations about the US election cycle and may not accurately reflect the underlying economic health experienced by the workforce.

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Ageism. Maybe it is because I am nearing middle-age or maybe it is because of an insightful post by Adrian Choo The Career Strategist earlier this week... It got me thinking. Ageism is a thing. There is no pretending it isn't happening. And it ain't going away. Truth is, old(er) job applicants have it hard looking for work. Suggestions such as more training for seniors, organising activities to encourage young-old(er) interaction are all good but IMHO, not quite enough. The old(er) job candidate probably wouldn't make the shortlist in the first place. Nary a chance to demonstrate his/her energy, drive, experience, willingness to learn etc in a F2F interview. My suggestion is first to mandate / put into law for age & NRIC to be excluded from all job applications. And while we are at it, no mention of specific calendar year in whichever appointment, i.e. with ABC company from Y2000 to Y2003. Except of course, if the position in question is age-specific e.g. looking for someone between 16 & 25yo for a new girl band. Even physical fitness requirements can be tested for. I know of folks in their 50s who are as fit or much fitter than 2/3 of 30-35yo you see in the street. All this "forces" TA or HR folks to read the CV, as opposed to using AI to weed out candidates by age or first 2 digit of NRIC. Sure, you can guess roughly how old the candidate is from the number of years in the workforce. 3 years with ABC company, 8 years with EFG company, 5 years with XYZ consultancy....can guess this candidate isn't a spritely fresh grad. Next step is to incentivise companies to hire old(er) workers. Lowering employer CPF contribution is one thing. What else can we do? The latter is something to think about. Cos Singapore is aging fast. IDK, maybe we tag hiring of 2 x >50yo workers to 1 x EP? Either way, it means we need to carrot-and-stick this to mitigate ageism. https://lnkd.in/g57uV4_i

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A lot of my recent conversations revolve around the disappointing fee & profit performance of the first half of this year, but the bottom may be in for many of the #APAC markets. H1 has surprised many, as there was a fair bit of optimism at the end of 2023 that 2024 would ease the pain and take off. You only have to look at the big players' latest reports to understand how tough H1/Q2 was and remember that 2023 was also an extremely tough year for these businesses. Hays ANZ -22% (Q2) (Aus -20% & NZ -43%) Hays Asia -13% (HK -30% & Japan -13%) Michael Page APAC -22.8% (H1) (Aus & HK both -38%. Japan -6%) Robert Walters APAC -20% (H1) (Aus -19%, HK not reported & Japan +9%) Patchy is still the most used word to describe the market, but most of my conversations in July have been positive. Japan is the main market leading the way, but hopefully, for all of us, the rest of the markets will pick up and follow. 🚀 Dean James Rec2Rec #makeyourmove #rec2rec #recruitment #results #hongkong #japan #australia #newzealand

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I do not generally post, actually never post… It’s taken me 2+ months, to feel every bit of this message from my heart first and then express it on this platform. Thank you SG/LeasePlan Executives & Leaders (Past & Present) and my amazing teams over the ~9 years that we have engaged in many capacities. Only immense sense of Gratitude and Love for you all people (no expectation at all for a reciprocation). I will only use 3 bullet points to summarize my journey and feelings at this stage: 1. TRUST: A migrant (me) to Australia was trusted to deliver in a critical role at LeasePlan in 2015 and then growing through many roles all the way through to finish line when LeasePlan ANZ was acquired in 2021 (thanks Russell Gale Spiro Haralambopoulos, Matthijs Den Breeje Tjidde Akse). Another 2 executives to specially thank for the next 3+ years (Kevin Wundram Robbie Blau) for trusting me & engage me closely as the new Big company worked through a massive Transition phase post-acquisition. 2. EXPERTISE: In an Industry where Risk Management, Risk Analytics, Cyber Security, Compliance & Governance teams could be playing second fiddle or ticking boxes, my teams were working wonders enabling the business to grow (Credible Challenge at all times, Indepth reviews and analysis aiding executive decisions, Business Continuity and Driving Change in tough times - Covid-19, Enabling business through education and being the Bad Guys on floor sometimes…..). BIG thank you my amazing Small BIG Risk teams (for brevity not calling each one of the 33+ folks over these years). 3. CULTURE: A true open-minded and risk aware culture that we all proudly build and maintained. What an amazing set of colleagues, who pro-actively engaged with me & my teams in strategic & operational aspects of the business - developing products & solutions - people, technology and processes risk considerations (not just during problems, issues & incidents). One of the most professional and ethical control environments. BIG thank you my dear colleagues, business partners, and leaders across Australia, New Zealand, Netherlands and United Kingdom. Signing off for now, until we create magic together again - wherever we meet next. Take care and best wishes to you all. Stay blessed 🙏

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We just finished prepping for this session. I love how its shaping up. Somethings we hope to cover: 1) Insights from 10+ years of doing PMR as senior managers leading multiple people at different levels. 2) What truly happens during calibrations? 3) How do companies decide who to rate high and promote? 4) How to deal with critical feedback? We have last few slots, in case you are keen please DM me me directly as we need to close out confirming total number to the restaurant and pre-order. Women in Product Singapore

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People often call me a connector. The label feels uncomfortable to me because connecting and (ick) networking do not come naturally. Some might find this strange, but I'm here to spill the beans. I don't gatekeep! When I moved to Singapore in 2016 it was a relocation with Facebook. That was awesome, but it meant leaving behind a super diverse network in NYC of teachers and bankers and lawyers and consultants and a few tech people in exchange for breakfast, lunch and dinner in my little tech bubble at Facebook Singapore. I wanted more out of my network here, so I formulated a plan and gamified my networking. Here's what I did: 1. Committed to myself that I would meet 2 new people every week. 2. Made a rule that those people couldn't be co-workers or friends of friends. 3. When I found someone I wanted to meet (*more on that below), I would always lead by telling them I had a hard stop at 30 minutes. That way the conversation always had an end point, regardless of how well (or not so well) it was going. 4. I made a game out of seeing how little I could talk. I asked opened ended questions. People usually like talking about themselves. 5. If I felt like the relationship had legs, I would always end by offering some form of help. That could be open ended, but it was often an offer for an intro to someone else I had met - hence the connector label. I treated this like any sales process. I filled the top of my funnel. About 50% were duds right off the bat. No shade to them; you just don't always click with people. Of those remaining, I stayed in various levels of contact with. Many petered out over time, but some blossomed into truly meaningful business and personal relationships. If you're struggling with networkings, try to gamify it. Treat it like a sales process. On making contact with people... there are several ways to do that and I won't get into too much detail here, but one easy thing to do is simply send them a message here on LinkedIn. Be honest about your intentions. You can say something like this: Hi Andrew, this might be a bit odd, but I have a personal goal to meet 2 new people every week and I'd love to have a chat with you. Happy to buy you a coffee or just hop on a quick VC. I've got no ulterior motives and nothing to sell. I'm just looking to learn from some new people in my network. Open to it? What's REALLY important is that you don't then try to sell them something. Even a contact or two later. This isn't some backdoor to fill your actual sales pipeline, salespeople! You will immedately lose creditability and your reputation will suffer. So use this for genuine network building and engagement. Don't think about how it'll benefit you - it will do that naturally. And that's how you become known as a connector.

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Recently, I came across a post from a former colleague that deeply affected me. He had lost a close friend to suicide. His friend had been struggling with depression after being retrenched, spending nine months trying to find a new job, only to face a significant pay cut. The weight of this situation became too much for him to bear, and sadly, he took his own life. This hit me hard. It made me realize just how much men, in particular, feel the pressure to remain strong, even when they’re struggling inside. It also made me realize how important it is to talk about these issues and encourage others to seek help before it’s too late. That’s why I started the “𝗕𝗿𝗲𝗮𝗸𝗶𝗻𝗴 𝘁𝗵𝗲 𝗦𝗶𝗹𝗲𝗻𝗰𝗲: 𝗠𝗲𝗻’𝘀 𝗠𝗲𝗻𝘁𝗮𝗹 𝗛𝗲𝗮𝗹𝘁𝗵 𝗠𝗮𝘁𝘁𝗲𝗿𝘀” campaign. Men’s mental health is often overlooked, and many suffer in silence because they feel like they have to bear the burden alone. But it doesn’t have to be this way. 𝑰𝒕’𝒔 𝑶𝑲 𝒕𝒐 𝒏𝒐𝒕 𝒃𝒆 𝑶𝑲—and asking for help is a sign of strength, not weakness. Through this campaign, I aim to raise awareness about the mental health struggles men face, break the stigma around seeking help, and share tips and resources that can make a difference. I invite you to follow along, join the conversation, and help spread the message. Together, we can create a space where men feel comfortable speaking up and reaching out for support. 🔗 Follow the conversation with #BreakTheSilence Let’s make a difference, one conversation at a time. #MensMentalHealth #ItsOkToNotBeOk #MentalHealthMatters #BreakTheStigma

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No hunger. At the risk of sounding politically correct, I think there are nuances. And Singapore has progressed somewhat since our founding - this has resulted in societal changes. My take is, in the 1960s, 70s, it was survival mode. Everyone was hungry and thus, work took precedence. Life took a back seat while adults slogged long hours to bring home the bacon. Fast forward to now, Singapore is a prosperous little city state. People want more to life than just work-work-work. Many are also part of a sandwich generation with aging parents and young children to care for. Are people less hungry? Perhaps. It could be said that we are less hungry for the same survival mode tangibles as compared to our forefathers in the 60s & 70s. Do we need to go back to that survival mode? Arguably, yes. Cos there are those looking to eat our lunch and they are succeeding in taking bite-size chunks at an increasingly unsettling frequency. Yet, we cannot discount a real desire for work-life balance. So maybe, we need to change the arena where we fight. IMHO, best not be in the same arena, i.e. industries as those hungry for survival. Move up the value chain where we can; no need to be ahead of the curve but at the apex will do. That said, admittedly, it is easy to say & far more difficult to do..... https://lnkd.in/ggPZhWmZ

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Agree with this with the caveat of issues that directly (and obviously) affect your mission i.e. Coinbase & Crypto, Anduril & Defense etc.

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When I was in college, LinkedIn was my dream company. When I left LinkedIn after an amazing 6 years, I never strayed too far. It’s so fun to be able to continue my collaborations with LinkedIn by sharing my latest training with a group of women leaders in non-tech roles across APAC! Advocating for executive presence among professionals has always been a passion of mine — and this is the first (of a few collabs) I have with LinkedIn this year. :) . As a former LinkedIn editor, sharing my insights on personal branding with this group was incredibly rewarding. The session focused on my newest keynote talk, "Supercharge Your Presence: A Leader's Guide to Managing Your Brand at Work," and the feedback from the participants was overwhelmingly positive (with an NPS of 92!): ✔ 𝟭𝟬𝟬% agreed they gained insights, knowledge, or skills to be effective in their roles ✔ 𝟭𝟬𝟬% agreed that the session was a valuable use of their time ✔ 𝟭𝟬𝟬% agreed that the facilitator was effective Some of the specific comments that put a big smile on my face: 👉 “Great practical tips that were delivered in well-measured way, full of immediately useful pro-tips. I started using them right away!” 👉 "Loved learning the 3C's to build the brand. So easy to understand and remember. Brilliant!” 👉 “Engaging and thoroughly prepared speaker who knows and practices what she teaches.” I'm so grateful to LinkedIn for inviting me back to share my expertise and contribute to this impactful program. If you’re looking for a speaker to talk about professional presence and personal branding, send me a DM or visit for more info: https://lnkd.in/gXsVjuY9 🙋🏻‍♀️What questions do you have around executive presence, branding, or this session? Drop them in the comments for me to answer!

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#Tuesdaythoughts My biggest learning since moving to Singapore: Never underestimate the power of your network. For those who know me, I’m often seen as an energetic and social person. But here’s the truth: I’m actually a big introvert. Networking has always felt like a challenge for me. Back in my London days, I often avoided situations that required me to put myself out there. Looking back, it might have even made me seem unapproachable. When I first move to Singapore, I soon realised that this city is all about networking. I was surprised at how open and proactive people are here. That’s just the norm. It quickly became clear that to transition into a new role, I needed to step up and make the effort. In a tight-knit community like Singapore’s marketing scene, word of mouth is everything. For my first four months, I was on what I jokingly call a caffeine and beer diet. I met with people across the industry, forging connections that could help me land my next role. Joining ANZA Cycling , my cycling team, helped too—cycling really is the new golf! Ultimately, my network led me to my current role at Zendesk, thanks to Shu Yi, a former colleague from my Bloomberg days. That experience taught me how powerful a network can be—not just for myself, but for others too. Since then, I’ve helped friends land roles and met amazing people like Malcolm and Beatrice, who used to be colleagues and now are friends. So, if networking doesn’t come naturally to you, like it didn’t for me, here’s my advice: Step out of your comfort zone. Trust me, the power of people is worth it.

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Made a mistake? People will make mistakes. We aren't perfect. My take is, if a mistake is made, no matter how big or embarrassing, just man up & own up. The conversations to be had should also be what can we do to minimise mistakes and the severity. And if mistakes are made, what lessons are learnt and steps put in place to prevent repeat incidents. https://lnkd.in/giHQeMEK

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I'm really grateful to receive affirmation from my clients about my coaching! It’s great to see transformation in my coachees, but more importantly, this could ultimately translate to enhanced performance in the workplace. I'm confident in saying that as long as the individual is open-minded and strives to grow, the impact of coaching is transformational and long-term. #coaching #coachingforperformance

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𝗧𝗿𝗮𝗻𝘀𝗳𝗼𝗿𝗺𝗮𝘁𝗶𝗼𝗻 𝗶𝘀 𝗻𝗼𝘁 𝗴𝗿𝗮𝗻𝗱 𝗼𝗿 𝗷𝘂𝘀𝘁 𝗮 𝘀𝗲𝘅𝘆 𝘁𝗲𝗿𝗺. 𝗜𝘁 𝗶𝘀 𝗮𝗯𝗼𝘂𝘁 𝗯𝗿𝗲𝗮𝗸𝗶𝗻𝗴 𝗶𝘁 𝗱𝗼𝘄𝗻 𝘁𝗼 𝗳𝘂𝗻𝗱𝗮𝗺𝗲𝗻𝘁𝗮𝗹 𝗰𝗼𝗿𝗲 𝘃𝗮𝗹𝘂𝗲𝘀 𝗮𝗻𝗱 𝘁𝗵𝗲 𝘁𝗵𝗼𝘂𝘀𝗮𝗻𝗱𝘀 𝗼𝗳 𝗶𝗻𝗰𝗿𝗲𝗺𝗲𝗻𝘁𝗮𝗹 𝗮𝗰𝘁𝗶𝗼𝗻𝘀 𝘁𝗵𝗮𝘁 𝗰𝗼𝗻𝗻𝗲𝗰𝘁 𝗳𝗼𝗿 𝗰𝗵𝗮𝗻𝗴𝗲. Some days, I am head-down with project delivery, but this morning, I came up for air and had fun and energetic discussions with Krystle Nonis and Anthony Tan, both of whom have been in my circle of growth and impact for the last few years. Despite having two chats with very different starting points—one on fostering delivery partnerships through co:grow and one on potential project discovery—I walked out of both conversations with the same sense of excitement and renewed energy. What both conversations had in common was the fundamental belief that the People function plays a critical role in talent sustainability and innovation, and we are all finding our path to support those journeys. Some key takeaways: 🚧  𝘞𝘦 𝘰𝘧𝘵𝘦𝘯 𝘧𝘰𝘳𝘨𝘦𝘵 𝘵𝘩𝘦 𝘤𝘰𝘯𝘯𝘦𝘤𝘵𝘪𝘷𝘦 𝘥𝘰𝘵𝘴 𝘣𝘦𝘵𝘸𝘦𝘦𝘯 𝘰𝘶𝘳 𝘤𝘰𝘳𝘦 𝘷𝘢𝘭𝘶𝘦𝘴 𝘢𝘯𝘥 𝘵𝘩𝘦 𝘸𝘰𝘳𝘬 𝘵𝘩𝘢𝘵 𝘸𝘦 𝘥𝘰. The core values are the HOW, and the work we do is the WHAT. 🚨 𝘞𝘰𝘳𝘥𝘴 𝘭𝘪𝘬𝘦 '𝘵𝘳𝘢𝘯𝘴𝘧𝘰𝘳𝘮𝘢𝘵𝘪𝘰𝘯' 𝘢𝘯𝘥 '𝘪𝘯𝘯𝘰𝘷𝘢𝘵𝘪𝘰𝘯' 𝘤𝘢𝘯 𝘧𝘦𝘦𝘭 𝘪𝘯𝘵𝘪𝘮𝘪𝘥𝘢𝘵𝘪𝘯𝘨. How do we redefine our relationship with these big terms and connect them to what we can do incrementally as part of the change journey? 🎉 𝘛𝘩𝘦 𝘱𝘰𝘸𝘦𝘳 𝘰𝘧 𝘤𝘰𝘮𝘮𝘶𝘯𝘪𝘵𝘺. I continue to see how great humans come together to brainstorm for impact. Work is not competition; it's about community impact and the collective wisdom. I walked away feeling ever so hopeful. 𝗟𝗲𝘁'𝘀 𝗿𝗲𝗶𝗺𝗮𝗴𝗶𝗻𝗲 𝗼𝘂𝗿 𝗿𝗲𝗹𝗮𝘁𝗶𝗼𝗻𝘀𝗵𝗶𝗽 𝘄𝗶𝘁𝗵 𝗶𝗻𝗻𝗼𝘃𝗮𝘁𝗶𝗼𝗻 𝗮𝗻𝗱 𝘁𝗿𝗮𝗻𝘀𝗳𝗼𝗿𝗺𝗮𝘁𝗶𝗼𝗻.

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Why Do Singaporeans Like to Complain? 🤔 (I’m sharing this from my own POV, so don’t take it too seriously!) I was having coffee with a non-Singaporean colleague recently, and we got onto the topic of management styles. That’s when this question popped up—and it came from genuine curiosity, not from a place of complaining about the complainers. Here’s what I think: 1. It’s how we bond. Ever stood in line in the scorching heat? Best way to strike up a conversation with the person next to you: “Wah, today damn hot ah” or “This line is moving so slow!” Try it next time, you’ll see what I mean 2. We don’t like to boast. From my experience, if someone gives you a compliment, it’s almost more natural to downplay yourself than to just say “thank you” (because that feels like you’re agreeing with the compliment, right?) 3. Humble brags are acceptable—when wrapped in a complaint. You know how it goes: “Omg, this has been so tough, x, y, z… but I did it.” Complaining, but just a little bragging too 😉 Honestly, I don’t think complaining is strictly a Singaporean thing. I made lots of friends in Australia by whinging together about stuff 😂 So, if you’re managing a team of Singaporeans or working with them and want to build rapport quickly, why not find something to complain about together?

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