Swee Hoon Lim - PCC, CPCC

How Workplace Learning drives Performance! Last night, I wrapped up a workplace learning project with Netatech Engineering Pte Ltd. I began working with Netatech’s highly motivated and inspiring leadership team 10 months ago as a workplace learning consultant for the workplace consultancy training arm of the Institute for Adult Learning Singapore’s Centre for Workplace Learning and Performance (CWLP). Our project goal was to transform Netatech into a learning organisation. We planned to embed learning at work so that learning happens innovatively, through everyday work. We did not adopt a prescriptive approach with myself as consultant parachuting in with my alleged solutions. Instead, we built up from the ground, responding to what the team needed to do and deliver in their various roles, and to what they needed to learn fast. As a start-up providing regenerative, nature-based Ag-tech solutions, Netatech embraced innovative ways to learn by adopting a selection of tech tools to support agile work and learning. Running monthly Learning@Neta sessions where everyone stops work to learn about a tool, or process, or skill from a leader or colleague was a little difficult at first (mostly because start-ups are not used to stopping work 😀 ). But these sessions are now a true hit with the team as they enjoy learning something new and important from each other, asking questions and testing it out. My role was that of both sounding board and coach, pushing for learning science to be the basis of learning decisions and formats, and that learning be documented and systematised when necessary. Organisations often begin their journey to transform themselves into a learning organisation with a huge financial investment on a learning platform and abdicate their own leadership responsibility to the learning platform. Unsurprisingly, this often doesn’t lead to results . Netatech turns this around by showing how this transformation goal can be effectively achieved when leaders themselves lead the way with conviction and commitment. Heartful thanks especially to CEO David Tan 陈伟毅 and Project Champion ELINDA GAN! Netatech is now indeed a learning organisation that has made ‘learning at work’ its defining DNA. Have a look at the graph below comparing Netatech company-wide survey results in July 2023 and now. Personally, this was a fulfilling project where we leveraged the workplace as a natural conduit for learning to achieve great work while also fostering a learning culture. Deep thanks to the entire team at Netatech. Wishing you all the very best as you use learning to soar in your performance! I am also grateful to IAL CWLP for providing me with this opportunity to take our workplace consultancy skills to positively impact business.  #agile #workplacelearning #learningorganization #agtech #sustainability

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ONE Championship, once proudly showcased by the Singapore Economic Development Board (EDB) as a shining example of creative entrepreneurship in Singapore, just laid off dozens of employees. But wait - where was the foresight from EDB? 🤔 They’ve spent years promoting this brand as the *future of sports media in Asia*, yet here we are, with jobs on the line, and Singapore left in the dust as ONE shifts its focus elsewhere; mainly Thailand. EDB's quick move to offer post-layoff support is damage control, not a real solution. Isn’t it time we questioned whether the EDB’s strategy actually fosters long-term sustainability in the companies it promotes? Does the "glamour" of showcasing firms like ONE outweigh the need to ensure they’re truly committed to the Singaporean economy and workforce? This isn't just about a few dozen jobs - this is about accountability. If we are positioning Singapore as a hub for innovation, we need to ensure that companies nurtured by government agencies like EDB aren’t just using our platform for short-term gains, only to abandon our workforce when times get tough. Singaporean workers deserve better than to be collateral damage in the EDB's chase for "innovative" companies. 💡 We need a more holistic approach that ensures businesses supported by public agencies are committed to the long game. Otherwise, we’re just marketing a dream that doesn’t deliver. #singaporeeconomy #jobsecurity #publicaccountability #corporateresponsibility

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With SkillsFuture initiatives, we’re seeing more Singaporeans than ever signing up for courses to build up their skills. But here’s a question that’s been on my mind lately: *Are all these certifications actually translating into meaningful career growth, or are we just creating a paper trail of qualifications?* 📜 Many of us are eager to stay relevant, constantly upgrading ourselves to keep up with evolving industry trends. However, I’ve observed a recurring trend - while many professionals are taking on these training programs, they’re often left wondering if they’re getting any real value beyond the certificate. 🔍 Here are a few thoughts I’ve been mulling over: 1. Does Every Certification Truly Reflect a Marketable Skill?  The sheer variety of SkillsFuture courses is impressive, but I question if all of them are designed with practical, in-demand skills in mind. Are we learning skills that make us stronger job candidates, or just accumulating paper that looks good on a resume? 2. Job Relevance vs. Academic Repetition   Many courses feel more academic than applicable. For those who’ve already been in the workforce for a while, these programs often repeat what they already know rather than helping them master new skills relevant to their roles. Should we be tailoring course content to different career stages? 3. The Real Return on Investment (ROI) Time is money, and as professionals invest both in courses, they expect a certain ROI. But without visible career advancement, are we just ‘learning’ for the sake of learning? Employers may not recognize these certifications as value-adding if the course doesn’t bring significant changes in knowledge or expertise. 4. Certification Overload: The Risk of Diluting Value With the push to upskill, the market has become flooded with certified professionals, which could dilute the value of certifications overall. If everyone has a SkillsFuture certification, are we truly standing out to potential employers? 5. How Much Do Employers Really Value These Courses?   Here’s a real question for hiring managers and leaders in Singapore’s workforce: Are SkillsFuture certifications making a difference when you’re evaluating candidates, or are you looking for hands-on experience and skill application? For many, it seems the latter often outweighs the former. So, what’s the solution? I believe SkillsFuture can be an incredible tool for lifelong learning and real career growth, but it might need some adjustments. Perhaps we could focus on creating more experience-based learning options, such as apprenticeships, job shadowing, or hands-on project work, rather than solely classroom or online learning. Have SkillsFuture courses helped you advance in your role, or have they been more of a checkbox exercise? I’d love to hear about your experience and thoughts on how we can make these initiatives more impactful for professionals in Singapore! #SkillsFuture #CareerGrowth #ProfessionalDevelopment #Upskilling

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🤗Coaching within organizations plays a crucial role in enhancing engagements, improving professional growth, driving overrall business successes, fostering a productive, innovative, adaptive and collaborative work environment, and more. 🌴 Yet, the true value of coaching remains largely untapped in many organizations, often due to a lack of awareness, short-term focus, misunderstanding of coaching, and insufficient support from leadership teams. 😍 If you are passionate about supporting your teams and individuals, dedicated to your self-development, and curious about coaching, you are invited to join Agile Singapore's event on June 12th. I will be speaking about "The Significance of Coaching in Organizations," focusing on enhancing outcomes by integrating intelligence across the organization. #coaching #leadership #product #productleadership #agileleadership #agile #scrum #agilecoaching #agilecoaches

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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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Reading through *In-Camp Thoughts: What ICT Call-ups Reveal About Our Work Culture* is like watching Singaporeans wage a new battle - against a toxic work culture that won’t let them breathe. Is this what we’ve reduced National Service to? A glorified coffee break, with our work always one Wi-Fi signal away? Think about it. We’re training the next generation of soldiers who are already business soldiers, unable to disconnect, to recharge, or even to trust that their teams can manage without them. Some have to double their workload ahead of ICT, others juggle department group chats while in the jungle. The *real* national service seems to be proving that Singaporeans can work even from their foxholes! ❗️It’s time for a reality check: if your team crumbles when you’re gone for two weeks, you’ve got a management issue, not a staffing problem. And if our culture glorifies working through ICT, maybe we need to rethink what values we’re building this nation on. Stop applauding “round-the-clock dedication” and start creating workplaces that value resilience and independence. After all, if we can't unplug, what are we really achieving? #Leadership #NationalService #Singapore

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This latest survey reveals a staggering truth: Singapore's hiring sentiment has plummeted for the third straight quarter! With only 44% of employers planning to hire in Q3, we’re seeing a 4% drop in the net employment outlook. While global hiring holds steady at +22%, Singapore lags behind at +20%. 🔥 ** Booming: ** Transport, logistics, and automotive sectors are on fire with a +47% hiring outlook! Thanks to green initiatives and the EV revolution, these sectors are thriving. ❄️ ** Busting: ** Communications services are in deep trouble with a -33% outlook. The rapid adoption of AI and machine learning is reshaping roles, but at what cost? Where do you see your industry heading? Are we prepared for the seismic shifts in the job market? 🤔 #JobMarket #SingaporeEconomy #HiringTrends #FutureOfWork #AI #GreenInitiatives

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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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Isn't life beautifully unpredictable? I fondly recall my vibrant journey with my colleague Edmund Chan at HP, where we relentlessly pursued excellence and personal growth. Today, our paths have crossed in a different light, with Edmund evolving from a colleague to a valued client. This shift in dynamics is an emblem of enduring professional relationships. It's like an artful dance, ever adaptable and free-flowing. Our shared past enhances our present interactions, cultivating a mutual understanding that's hard to come by. Today, platforms like #LinkedIn are integral for nurturing such relationships. It's not about fleeting connections, but meaningful, long-standing alliances that adapt and flourish with us. As we embrace the week ahead, let's ponder: Think about the professional relationships that have grown with you over time. Have any unexpected alliances stood the test of time and transitioned just like my relationship with Edmund Chan? How these relationships have influenced our professional identities. How have they shaped who we are today? Delve into these questions as you map out your week. Here's to a Monday full of purpose, reflection, and the nurturing of valuable professional relationships! Hit the like button, follow, and comment if you like my post. 😀 https://lnkd.in/g89x-5cT My Superpower: https://bit.ly/3SN6eBL #AskCoachFab #AuthenticFab #Authenticpointsg #AuthenticmomentwithFab #LBFAlumni #SkyHighTower #AmusingFab4949 #ValuableProfessionalRelationship

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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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Right to disconnect. Singapore is, generally, run like a business. We are more corporation than country in many ways. So it is not unusual to have very frank conversations that giving employees a right to disconnect may affect our competitiveness. After all, it is well known that Singapore(ans) work long hours, respond quickly and don't grumble much when given more work. IMHO, legislation is one way. But not necessarily the only way. Companies and management teams need to be open-minded and reasonable. Do you really want your team to burn out; put less-than-100% effort and/or constantly looking for a "out"? Same for employees. Some times, there is a need to work odd or extra hours. It warrants an open conversation with the boss if this becomes a norm. Give & Take, lah. https://lnkd.in/gwyN-Une

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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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Singapore’s AI paradox: While demand for AI talent has surged 4.6x, 45% of workers fear admitting they use AI at work. Why? They're afraid of being labeled "lazy" or "incompetent". Here’s the real question: Why are leaders failing to normalize AI as a superpower, not a crutch? Companies want to attract AI-savvy talent but fail to nurture their current workforce. Slack’s Workforce Index reveals that 63% of employees spend less than 5 hours learning AI - not because they’re uninterested, but because they lack clear guidance, time, and psychological safety. 🛑 This is a leadership issue. Period. Imagine a workplace where: ✅ Using AI is celebrated as a skill, not shamed as "cheating". ✅ Employees have dedicated time to experiment and upskill. ✅ Managers openly demonstrate how they use AI for better results. The Bottom Line: AI isn’t replacing jobs - it’s replacing workers unprepared to use it. Companies that stigmatize AI use today will lose talent tomorrow. 💥 Hot take: If your boss makes you feel guilty for using AI, you’re working in the wrong era. 📣 Let’s talk: Do YOU feel safe admitting AI use at work? Would you switch jobs for a more AI-friendly workplace? #LeadershipFail #AIWorkplace #FutureOfWork #CareerGrowth

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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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Unlocking DEI Insights: Time to Act on Inclusion. Asia One recently published an article on a survey by foundit, highlighting trends and opportunities for diversity and inclusion (DEI) in Singapore. The survey reveals a commitment to diversity in principle, but also underscores the need for better implementation of DEI initiatives to align organizational intentions with actions. Key Highlights: Commitment to Diversity: 36% of employees believe their workplace is highly or extremely committed to diversity hiring. 52% feel their organization is responsive or highly responsive to feedback on diversity issues. Training Programs: 48% of respondents claim their organizations do not have diversity training programs in place. Sekhar Garisa, CEO of foundit, recommends training to raise awareness. While awareness is the first step, our research and work in building inclusive workplaces show that behaviour’s matter more than awareness and can be measured. Insights from the World Economic Forum found that companies globally spent an estimated $7.5 billion on DEI-related efforts in 2020. This figure is projected to more than double to $15.4 billion by 2026. Despite this investment, progress remains slow. It’s clear that behaviours are the key to making a real, measureable impact. The commitment is there; now it’s time to act on it. Start with an inclusion-first mindset, and you'll see how the stats change. #DiversityAndInclusion #DEI #InclusiveWorkplace #Leadership #OrganizationalDevelopment #HR #EmployeeEngagement #WorkplaceCulture #DiversityMatters #InclusionFirst #BehaviorChange https://bit.ly/4f78gcc

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There's a few more spaces left to join the Executive Roundtable in Singapore this Thursday, Sept 5th as we talk about how to "Foster Psychological Safety and Cultivate a Workplace of Trust & Well-being". If you are a Senior Leader or know of Senior leaders in Singapore who could benefit from new approaches to increase psychological safety in their environment, I invite you to share this invitation with them. It's a great opportunity to network with peers, exchange best practices, and uncover innovative approaches to fostering trust and psychological safety in a relaxed setting, It's on September 5th from 12:30 - 2pm in Singapore. There are only a few seats left. Details are below. RSVP here: https://lnkd.in/gszUNmNi Bonus: The first 5 registered will receive a complimentary copy of my book, "Stop Talking, Start Asking: 27 Questions to Shift the Culture of Your Organization." (We surpassed this weeks ago, but I'll have my books for sale) [Finger food & light refreshments provided] Thank you in advance and feel free to share with your network. #psychologicalsafety #CEO #CHRO #COO #CTO #CMO

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Singapore, the gleaming metropolis where ambition meets opportunity, is a constant churn of innovation and high-pressure performance. For professionals navigating this dynamic landscape, reaching their full potential can feel like finding the hidden exit in a labyrinth. This is where Executive Coaching emerges as a powerful compass, guiding individuals towards success and fulfilment. #LifeCoaching #ExecutiveCoaching #CorporateTraining #DrKrishnaAthal #SingaporeProfessionals https://lnkd.in/dNfCk96e

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Here are some Bs of Talent Management: ■Build ■Borrow ■Bind ■Boost ■Bounce ■Buy Unfortunately, many organisations still rely on talent acquisition to buy capability or capacity in rather than build from within, binding key and top performers to stay, boosting internal succession with well developed career progression, borrow with a structured job rotation programme to expose and develop talent and bouncing toxic and low performing employees out. It is perhaps the easiest B to do....but increasingly, organisations are going to find that they are unable to find or match available talent with their very unique organisational, industry context and market complexity. They are better off investing 💰 in leadership development and building up their bench strength internally 📈...ie Build 🏠 and Boost 🚀 . Some enlightened SMEs realising that it is indeed difficult to attract especially younger talent into unglamorous industries are beginning to look within and spending effort to groom next generation leaders. And I am happy to be working with them to achieve this goal. #nextgen #leadershipdev #4G https://lnkd.in/gyp45Njv

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