In many places across the world, business leaders were informed by number, chart and table presented in excel sheet or power point on any aspect of the business performance. These data are used to formulate decision & next action. The question is how accurate the data reflect the actual scenario. Are we operate in full trust on paper performance & communication only?

Recently I was informed that the sales performance for this particular product “A” is not good. The number and market data told us that our market share was shrinkage dramatically quarter by quarter. The report claimed that the issue associated with above was due to unavailability of product “A” in the market, the recommendation was to review and improve the distribution channel. It sound logical to solve the issue from distribution perspective to ensure the product is available when customer is looking for it. Is this the real root cause of the issue?

It is also common for business leader to visit the actual site for instance factory. In most cases, the route is known in advance and preparation is done earlier to anticipate the field visit. Clean up job is done before the arrival, so the business leader only sees the good side of the story. The site is clean, well maintained, organized, no complaint and in good shape if the site management is in very powerful position to influence. However, if the site management is weak, the employee will exaggerate their problems too much to business leader during the visit.

Following the growth of the economy, expansion of the business & upgrade of the technology or machine is a process to stay competitive through economic of scale and gain high efficiency in resources usage. But how to ensure the capital expenditure that going to spend on the improvement project is carefully access & evaluate?

Field visit & assessment turn to a very important part of the process.

From sales & marketing perspective, the marketers’ have to constantly conduct market field visit. They need to anchor each difference segment or region to gain field feedback on existing customer and new customer to find out their real need of the product or service. In the other hands, also gather findings regarding the competitor movement, identify their strength & weaknesses in each localize market space.

After the market field visit & interview, the market illustrated other brands have gained higher customer acquisition & penetration rate via aggressive pricing strategy & product differentiation which not so much on the distribution issue.

One of the wise leader during our tour visit to a factory, he told me this “Darrell, you need to discount at least 30% from the today what you see in this tour, we need to use our heart & intuitive gut feel to assess the situation!” Every following excel sheet and power point presentation from the site management to him will appear as propaganda only.

When a CEO or manager or a director actually travels to see the grand reality of the market, which is invariably different from what is revealed in excel sheets and power point presentations in the comfort of the boardroom.

Customers and markets are becoming numbers in a excel sheet when companies are growing larger and larger in size.  Along the line that listening to the people real feedback no longer important, as we are becoming more technological dependent, processes, number turned to the daily management tools to craft strategy, decision & action. We are comfort to sit behind the desk and manage several thousand miles away offices or sites without personally there.

I always heard customer service, customer orientation, customer is the one who pay your salary & something like that. It seem to me that the only people who matter are the customers, who sign the deal. A lot of organizations are heavy sided on emphasize the communication with customers are more important than internal employees. Yes customers need is the priority to be met but so do the employees.

What is field trip?

Field trip is a visit to a place outside the regular office which is designed to achieve certain objectives, which cannot be achieved as well by just looking at the hard data presented on paper. For example if the lesson is on “soap production”, and if there is no hand on experience it is very difficult to achieve the objectives of learning & understanding the real issue on the field. In such a lesson this strategy is required. Field trips give opportunity for a leader to get out of the office and experience something new & refreshing. The findings gather from the field shall reconcile with the data on hand to generate insightful action & strategy. The located place for field trip can be anywhere as long as people activities are there which related to your services & products offer i.e. wet markets, factory, schools, plantation, conference, seminar, hospitals & etc. A good field trip ensures a more holistic bird view journey across the corporate hierarchy from top to down.

Yes customers need to be met. They will come to you to ask for services & products with response to your advertisement, promotion, events & something like that. But there are also many customers or consumers who do not come to you. Make sure you meet them also.

Leader, let’s get out from your desk and start to plan for a field visit.

Crucial to any business today is hands-on involvement, showing, not just telling, real assessment and experiments, field visit and interview, not just manage from ‘virtual reality’!



Read my previous articles here in Linkedin:  Are you working with high growth “star” company?

I was trained in a reserve army during my university period for a year. The discipline of the arm force is a foundation & culture that hold all other rules solid. Sometimes, I like to think that as a leader in an organization is exactly the same as a General in an army camp. We are all soldiers of each battalion or troop who reporting to the higher ranking officer.

As a General in an organization,

You must treasure your team’s combat power and energy, must not easily take action. The team is already working at a regular job everyday with workload allocation, any new tasks will make them spend more overtime, extra work situation. Well, take up any new task sometimes is another source of mistake to overload your own team. Hence, you as the leader or superior must know what kind of task & when to utilize or involve your team.

My experience taught me that as leader or superior must take up the role to do the preliminary analysis, research, planning to ensure that the result is attainable prior involve the team members to contribute. Low hanging fruits always the first to tackle in order to get a quick win that can encourage team spirits & cohesiveness. None of the superior want his or her team falling into the trap of “working for something that have little chance to achieve desirable result”. This is why as the team leader, you need to say no to your boss’s bad idea or reject those stupid assignment.

I allow my team members to say no to me, but once they accepted the assignment, they have to take the same responsibility with me. It is very common in an organization that people lack of discipline. There are so many aspects you as a leader can choose to impart the culture of discipline. However, above everything else the most important aspect is to create a team with a culture, which is discipline of taking responsibility.

The team members can constructively challenge the ideas & assignment, questioning about the rationale & impact of the assignment. It is okay to refuse at the delegation stage but not in the middle or at the end of the assignment. I learnt that from one of my boss, he taught me that as a leader you need your subordinate to remind you that you are not perfect. In fact, it is very difficult to execute even though I tried my very best to do it. The reward to the team is greater than self-advancement. The boss taught me that in order to hold the rule intact, you must not punish, hate & angry about your team members when they started to challenge your authority & decision. I still can remember vividly that several times my boss created a bad project with intention to let me challenge & reject him. The boss took it openly in order to further strengthen my trust on him. His message was clear to me that “reject the boss-HIM” is okay. Of course, there are always some bad apples in the team trying to escape from assignment & will always reject the boss. You also have to make very clear to them that their challenge or rejection must couple with solid reasoning to convince you. One day, Jason (not his real name) rejected my assignment to him with backup of fact & figure. But, I still want to do it regardless. So I instructed another team member Kent (not his real name) to execute it with full responsibility. Kent was able to get the flying colour result for me. In hindsight, the story told me that every action or judgment that we made must conduct in a very careful manner.

I met one of the head of department who have a little problem. I guess the problem is too small for him to notice but not his subordinates. His instruction to the team was so blur and vague. Nobody know what exactly he wants. His thought was so scatter, everywhere… he likes to shoot the bush, round the circle then only back to the discussion point. That one year was my most miserable moment in my whole career life ever. In one of the evening, I began to write down “One of the trait a terrible boss can destroy a team – The boss do not know what he or she want but still eagerly want to do something”. What is the impact? The impact is nobody will do the right thing right. It also make people feel suffer & painful. Now, I will never ordered, if I do not have a clear mission in my head.

You as a leader might have a lot of ideas spinning in the head, you want to achieve a lot of thing in a time. You are talking about light speed kind of velocity and you expect superb quality. As a result, you also constantly change your policy, method, instruction in every single moment in order to find the best way to achieve all at once.  I constantly remind myself, it will hurt the team’s combat power & my superiority/ authority in every time I change my decision. I do not want to see my subordinates were exhausted because of my greediness.

If you are a general out there in an organization, look at those soldiers who reporting to you. Are you giving them a miserable life? If yes, please do self-reflection, acknowledge the mistake & take responsibility.

I hope you are not a leader who always evade responsibility. If you did that, I can guarantee your team will break apart, the trust between the leader & team will evaporate. Because, we as your subordinates will not give you our 100%, because, we worry about you will abandon the ship, first one escape to safe your ass, because, we know you will blame us for the bad and take credit for the good. We will not respect you as a leader. The only reason we are here is merely because of the pay check.

In a conventional organization chain of command, those top dogs are untouchable & cannot be challenged. The complaint & painful fact about “incompetent general” will only always stay in the heart of the lower ranking’s employee.

Why Jason (not his real name) were so good one year ago but today his performance no longer as good as compared to one year ago? The only answer not always the fault of the employee.

corporate training pic

As Certified Professional Trainer, I concentrate my efforts in inspiring & coaching the individual to reach their greater potential. Junior to middle management is one of a group that I work with, and I always find that there are leaders at every level, and sometimes the titles can be totally irrelevant when it comes to discovering leadership talent. These are the 20% of the talent that if put in right platform, they can drive the 80% of the result for an organization. However, I personally found that there are many junior to middle management struggling to bring positive result in their day-to-day responsibility. They simply just do not know how to do it in the systematic & correct way to excel.

Most of us still need to invest time and effort in acquiring knowledge and functional skills specific to an industry while formal education only provides a basic framework only. That’s where professional corporate trainers come into the picture.

Progressive organisations have realized that training their employees on a continuous basis is the only real way to stay ahead of the competition. These companies started to invest in the human capital development. Every year, companies all together spend million & million of dollars in training & development of their employee but unfortunately most of the companies didn’t know how to quantify and calculate the return of investment, ROI of the training conducted. That’s a reason that why when in most of the cases during the economic downturn or company not doing so well in profitability, the first budget to cut is the training budget. This is a piece of very sad fact being around for decades.

Middle management is the connector between top management and the subordinates. This level of management plays a very important role in ensuring organizational operations are running smoothly, so as to allow top management to focus on guiding the organization to another level of growth. Junior entry-level are the new blood & fresh to the organization, this level sit at the bottom of the organization chart but also as foundation of the organization. There are typically dynamic, energetic, passion in their job roles. They are the executors that put all the strategy & action plans into implementation. It is quite common to receive comment from the leadership team that the best strategy is crafted at the top-level but unfortunately implemented poorly or inadequate when it cascade down to the bottom. This issue is already there for long enough to haunt the company performance. That’s reason that human resources business partner, talent management officer, training manager are hired & created in the organization with a clear mission to develop the workforce in order to support & align the business strategy & priority. Corporate trainer are hired with expectation to support the transformation through learning.

Training & development will not be effective if we didn’t evaluate from the quantitative measurement i.e. ROI. Means in the first place the training is not targeting to improve any performance issue. It is not only study & understand of a subject but more on transforming the learning experience into a long lasting ability & skills which enable an individual or team to create impact onto the business performance indicators.

What training can provide?

Don Kirkpatrick introduced the first 4 level & Jack Phillips introduced the fifth level

Level 1, reaction; Level 2, learning; Level 3, behavior application; level 4, business impact , level 5, ROI

Level 1, reaction is focus on evaluating the trainee response to the program. Did they like the program & the facilitator, did they like the accommodation & facilities.

Level 2, learning is focus on evaluating the understand of the subject. What kind of knowledge was learned, what skills were improved & develop. Normally, pre test & post test score method is used.

Level 3, behavior application is focus on the frequency o f the application on the job. How many times the knowledge being apply

Level 4, business impact is focus on the effectiveness of the application that change the performance indicators. It linked the program to the performance, for instance, work output, sales volume, downtime, quality, customer response time, customer satisfaction… those are hard indicator & it also linked to soft indicator, for instance, stress level, quality in decision-making, communication…

Level 5, ROI is focus on the result that measure contribution, most important is to alter the management perceptions of training.

The data collected either on output, time, cost or quality. Example, lost time injury (LTI) were reduced by 80% from 10 cases to 2 cases. Convert the number into monetary values, example average LTI cost is $10,000, this figure can be estimated by internal EHS expert.

You can calculate the annual improvement value equal to 8 x $10,000 = $80,000.

ROI is $80,000/training cost, say $8,000 = 1000%.

You can also choose to make it more accurate by isolate the impact only by training via determine the training factor.

Key initiatives deployed to reduce the LTI in a year: –

  1. EHS Training – target 16 hrs per employee (result: 14hrs/employee)
  2. Conduct Job Safety Analysis (JSA) for all manual job – target 5 per year (result: 5)
  3. Management attention via monthly safety inspection – target monthly (result: miss 2 mths)
  4. Revised Procedure SOP – target 5 SOP revised (result: 5 SOP)

Training factor = a/ (a+b+c+d) = 0.875/ (0.875+1+0.833+1) = 0.875/3.708 = 0.236

Hence, annual improvement value equal to 8 x $10,000 x 0.236 = $18,880.

ROI is 18,880/ 8,000 = 236%

Most organizations & trainer track reaction and learning (level 1 & 2 only), but few collect or utilize any data related to behavior or results — the things that really matter to organization. ROI concepts provide a nice lens through which we can consider how the training programs are performing. Level 3, 4 & 5 required significant follow-up effort & time.

One final note, the level 5 i.e. ROI calculation is varies from company to company based on it interpretation of result, it is perfectly fine as long as the company is using a widely agreed standard calculation across.

If your training does not get business results, you do not have a Training!

supply and demand

Do you know what is the meaning of market?

From Investopedia defined as “A medium that allows buyers and sellers of a specific good or service to interact in order to facilitate an exchange. The price that individuals pay during the transaction may be determined by a number of factors, but price is often determined by the forces of supply and demand.”

In another word, when there is a willing buyer & seller, the market exist. There are thousands to millions of markets surrounded you that trade goods or services. Gold, Chemical, Apparel, Water, Energy, Food, Shoe, Iron, Bag, Banking Service, Will-writing, Tour & etc… and as a whole all markets  form an economy.

I want to take another closer look at the market working principle, the force that drive the market up & down is the supply & demand.

Job market is also driven by the supply & demand force as well, in this case labor supply within specific functions, industry or skills to fit the job required by employer.  A market in which employers search for employees and employees search for jobs. It is same with other markets that it can be shrink or grow.

There are two kinds of outcome I encountered when I am looking for right applicant to fill up the vacancy, when I have a large pool of applicants apply for the job and it give me choices to choose from, I started turned to skeptical, pickier & tend to lower down the remuneration to look for the best to fill in. It simply mean that this specific job level & function supply is higher than demand.

In opposite, recently I am trying to hire a junior to middle management personnel who experience in business development specialize in merger & acquisition, strategic due diligence, market study, strategic planning that turn up only few candidates knock the door. This phenomenon strike me hardly, is it because of insufficient in job advertisement, is it because of candidates have no interest to work with the company or purely just because of it is rare supply of this kind of workforce in the market or because of those skillful candidates unwilling to work in corporate setting rather than working in consulting line, as analyst, associate or partner in venture capital, private equity or investment banking industry. It is so hard to find a right fit who can complement and strengthen the division. I am willing to pay higher wages to get the smart candidate to join me. In fact, as far as i know, for those who are actually in this field are really earn decent wages & highly visible in the corporate c-suit level.

Hope the above give you some kind of sense of the supply demand both forces play out here in the job market. In fact, it is not a rocket science theory or unknown conspiracy. Most people will say “So what! I know it already, but what shall I do about it?”

Once you understand the job market working principle. What you should do to ride the horse of demand?

Clearly the straight forward answer is matching the supply to demand. You are sitting at the supply side. What you can offer to the employer? Look for those employer who are highly needed your skills & ability. Some hint here based on the feedback I gathered from my personnel network.

  • Susan (not her real name) acquired special skills/ experience in one of the textile company for several years, the skills or experience is highly needed for another textile company who just venture into this technology, the start-up or new venture need her to immediate contribute to their success. She was able to heighten her role from Engineer to Department Head with the value added role of transferring her knowledge to the workforce in the new company. Guess what, her salary increase 40%.
  • Edward (not his real name) learnt that the new emerging trend of mobile learning soon to be explode. He did a lot of research on this industry & potential of the market. He took chance to ride the horse quickly to learn the technology, skills & tools to enable his jump-start in this new venture. He was hijacked by one of the prestige technology platform provider company as the Chief Technology Officer now. His salary increase one fold 100%.
  • James (not his real name) was a Sales & Marketing manager who is a young, vibrant, skillful & talented man in the pharmaceutical industry. In daily routine, he performs powerful networking & visit market to turn findings into insight for his marketing strategy. He knows all the in and out of the pharmaceutical stakeholders. He picked up great negotiation & presentation skills. Recently, as I know he polished his skills into social media, e-marketing & webinar… He just get promoted to Director with salary increase of 55%.

Don’t get me wrong that I am teaching you to manipulate the situation or playing dirty with employer. Integrity is a value that must not break apart. Nevertheless, the above cases were the real example that I think best illustrate on how improving the quality of the supply function to match the demand requirement.

I always find myself saying, “that’s fine, but that wasn’t the most difficult thing about the situation here!” The difficult thing is waking up in the middle of the night in a cold sweat when thing turns to nightmare.

The textile company Susan worked with is facing financial issue, the new start-up or technology might put on halt until further notice. The vendor make devastating mistake in the new device that beyond amend, the deadline to launch the device will miss for Edward’s case. The company is going through serious merger & acquisition & under new restructure organization chart James is considered as redundant in the new joint venture.

There are too many challenges in life that really complicated, dynamic & uncertain. There’s no guaranteed way but there is always a choice to make as human being. Here come the soft part of us to overcome & sail through the good & bad.

Another piece of hint or experience told me that,

The best is working in those high growth market & industry, join the high growth company instead if you are lucky. Learn everything you can within 3 yrs & leave. It astonishes me that people don’t do this. In a lot of cases, they just do well & stay comfort, they hold the believe that they have bright future at the company and kind of carrot is dangled in front saying you might be promoted become a Manager, Division Head, Director, VP or even CEO.

You should continue to search for market leader who are registering high growth, high growth here refer to the sales revenue of at least >15-20% growth. You will be included into the fast growth development too as a human being and a professional. You should always play the game with those big boys or only high growth area. If you are lucky & got this kind of opportunities, I will encourage you to grab it immediately. Eventually, your value will increase in the eyes of employer. High growth company required lot of human capital to help them to handle the growth and convert to sustainable business. You will grow together with the company & you are always in demand!


Darrell Tan is a Certified Professional Trainer (CPT) with Malaysian Institute of Management (MIM), Certified Train the Trainer registered with Malaysia Human Resources Ministry, Certified Business Analyst with corporate profession in Business Development & Strategic Planning field. He is believing & inspired by “Anyone shall be given a chance to learn hence transform learning into long-lasting growth!”

Welcome you to connect & networking with the author,
Twitter, @alccurve


I decided to add another category into my blog which is related to my work as “finance”.
I would like to start with Terminal Value.

Financial Modeling

Terminal value is the value of a project’s expected cash flow beyond the forecast horizon. We need to come up with a reasonable number of the value of the company’s cash flows after that period, when the company at fully depreciated in 10 yrs or 16 yrs or after the evaluation horizon of 5 yrs as maturity age. An estimate of terminal value is critical in financial modelling as it accounts for a large percentage of the project value in a discounted cash flow valuation. Forecasting results beyond certain periods is impractical and exposes projections to a variety of risks. Their validity become questionable, as there is great uncertainty in predicting the project revenue or cost components, and industry or macroeconomic conditions beyond. To make the task a little easier, we use terminal value with some assumptions applied on its long-term cash flow growth.

One of the calculation is using: –
Gordon Growth Model (based on perpetuity growth methodology value the company)
Terminal value = Final projected free cash flow of last year projected period x (1 + Long Term Cash Flow Growth Rate) divided by (discount rate – Long Term Cash Flow Growth Rate)
* Discount rate is cost of equity or cost of capital

Say example, the 16 yrs FCF is $1.5mn & the cost of equity or cost of capital is 12%, let’s assume that the company’s cash flows will grow in perpetuity by 4% per year
The TV = 1.5 (1.04)/ (12% – 4%) = $19.5mn

What kind of growth rate do we use when do modelling?
The constant growth rate is called a stable growth rate. While past growth is not always a reliable indicator of future growth, there is a correlation between current growth and future growth. A project currently growing at 10% probably has higher growth and a longer expected growth period than one now growing at 5% a year. Using estimation of the growth rate in this approach makes it very challenging, because inaccuracy in the assumption can provide an improper value. Therefore, analysts sometimes shall drop the growth rate in the formula to arrive at a more conservative terminal value.

The formula then become simple,
Terminal value = Final projected FCF of last year projected period/ (discount rate)

Say example, the 16 yrs FCF is $1.5mn & the cost of equity or cost of capital is 12%.
The TV = 1.5/0.12 = $12.5mn (more conservative compared to the previous with 4% grow in perpetuity per year)

Key to success is learning

I am not here to advise you what to do in order to be success. Neither, I am not here to attempt to provide a success recipe for you to overcome the challenge, problem and solve your corporate or life matters. Everyone entitle for own complicated and dynamic life situation and required it own suitable way or method to handle it. You are facing most of the difficulties perhaps I may not experience it. It is unique and authentic to you only maybe or maybe not. Nonetheless, there are always many great experiences or hint or tips that can help. My blog is just merely a sharing with you about my experiences in life whether in career, personal life, relationship & etc that encourage me to encapsulate it and think about the lesson learnt from it which contributes to the gradient of my learning curve.

What is the only habit that share the same for all the successful people?

In fact, the answer is simple and consistent. You can easily spot a pattern. In short the habit is continuous learning. All successful people have all concluded, one way or another that continuous learning is the only recipe to success! It is so profound and yet a life changing secret.

They take commitment and personal responsibility in aspects of learning on anything.

Gandhi once said “Live as if you were die tomorrow. Learn as if you were to live forever.”

In today’s fast paced world, if you don’t keep learning, you will be falling behind and not only zero progressing. The objective of learning is to understand the principle on how it work, then start to apply it to gain knowledge and transform it to a skills and ability.

Jack Ma learning English and online business, Bill gate learning to code and website, Li Ka Shing learning business skills, Robert Kiyosaki learning financial from his poor and rich dad.

They learnt from their mistakes in life, they learnt to be positive thinking, resilience, act before it is perfect, breakthrough from it self comfort zone, unleash potential, coaching, business, negotiation,  networking, channel frustration to actionable insights, work life balance, managing up, 80/20 rules…

There are no shortcut to knowledge until you make an effort to get to know something or someone, especially those gain from personal experience.

In particularly dire or disaster circumstances when the “facts” seemed to dictate a certain outcome, I learned to look for alternative explanations coming from different perspectives to inform my point of view.

This is another example of learning.

Steve job learnt that he have to trust that the dots will somehow connect in the future when he look backward but not forward, he learnt to trust in his gut, destiny, life, karma… Connecting the dots!

This is his learning lesson through personal experience and is a very amazing yet powerful hint or tip that could help us to internalize.

Snake and Ladder Game

Posted: July 18, 2015 in Career


When I was a kid, I played the very famous Snake & Ladder board game with my friends.  It was fun that who get to the 100 that says as ‘home’ is a winner. I still can remember that myself, Mike, King Kong & Bonnie played it at my house just at the pavement with joy.  Each of us put a counter on the start & take turn to roll the dice & move the counter forward the number shown on the dice. If the counter lands at the bottom of a ladder, you can move up to the top of the ladder. If your counter lands on the head of a snake, you must slide down to the bottom of the snake.  Who will win in a game is perfectly unpredictable & I should say it is purely based on luck of that moment. And it is just a game during my childhood.

Let’s me use the snake & ladder game as an analogy mimic it to the corporate world game.

Snake are things that might knock you back to miss the promotion, the ladder here is refer to the corporate ladder that advance your career. Just imaging you are in the game! haha! How will you play differently this time when it associated with your career destiny?

The best advice so far I collected in doing a great job in corporate that worth sharing here,
“Always do the best with whatever level of responsibility that I was afforded, and to take less desirable assignments that others might not want”

How to fast track your way up the corporate ladder? Let me try to list down several keys here.

1. Networking
– Leverage your networking to get the best starting point & utilize all your resources to get into the corporate world.
The more people you know, and who know you, and like you, the better. The quality of the contact is far more important than quantity in most of the cases. You also need to always act as a bridge to connect them to each other. You don’t under-estimate the power of networking that can change your life.

2. Career Plan
– You need to think hard which focuses on where you want to arrive at the pinnacle of the career, define the interim steps in order to get there. In another word, you going to need a long-term career plan.

3. Work Hard & Work Smart
– Plan carefully how you going to spend your hours in day. Do more than most people & work harder, focus on productivity.
Treat everything with urgency, volunteer for high visibility projects. Seek to contribute more, get-it-done person. Bring the result!

4. Initiator not but just executor
– Most of the employee are executor, about 90% if to estimate. Only 10% who are not only executor but also the initiator, they do things that they are not asked to, most like they are those who move up the ladder.

5. Aware of broader company goals & events
– Know which projects are being funded, who is in charge of those projects, what priorities are high, which ones are low. Align yourself with the people and projects at the highest levels of attention & expectation. This will give you visibility & chance to shine more quickly.

6. Express appreciation
– Articulate & express gratitude for the opportunities & guidance extended to you from senior leader. E.g thanks to CEO for his weekly voicemail that he intended to be informative & encouraging to the workforce. You should thank him personally on his effort.

7,8,9,10….. & more….(You may have experienced the other factors worth sharing with me?)

There are several points you might need to extra careful,
I can assured you that in corporate world there are some unwritten rules might be a threat (snake) disguised as ladder in your corporate game!

  • Honest & saying as it is or it should be. Always tell the truth. (it gets you into a trouble)
  • Work smart & determine your own list of priorities for success in the job, instead of just pleasing people and doing what they say. (people might see you lack of commitment, such a problematic employee that do not respect the rank)
  • Put ethical & moral aspects in business decision. (it costs deals to fail)
  • Taking minority position when you think it is right, detached view & disagree with other or team decision. (others see you as outside the team)
  • Taking responsibility for the mistakes or your team mistakes made (it get you noticed for the wrong reasons)
  • Doing a great job quietly without looking for the boss’s eye, without deliver boss’s expectation, without blow your trumpet. (this will make your achievement go unnoticed)
  • Bringing attention to the problems others have not seen in a decision-making process. (people may think you jealous and want to hijack the situation)
  • Having a balanced life outside the work. (you should do what others do, others may see you not putting enough effort in your work)
  • Saying “no” when you have a different priority list. (it will potentially isolate you from the group or team)
  • Commitment to your colleagues and team. Give in your time to them. (Waste time, you need to move and mingle with the star performers)
  • Giving comment on what should be done & how can be better. (People think that you want to show off & start to bad mouth your credibility)
  • Giving sincere advise & teaching other how to do the job. (The first thing people will look for you when they have problem, either to get easy way out solution by just asking or want to test your ability to proof you are not perfect)

Happy Holiday & Selamat Hari Raya!

Growth mindset

I have to confess that I am not a good learner due to lack of self-discipline & poor in listening. I am self-imposed bias in believing “thing happen to me” instead of “make thing happen”.  My childhood was surrounded with unlimited hardship & challenges. I learnt the skills to overcome or avoid it at least mentally or psychologically to make me feel better. Maybe because of the reason that I was so powerless to make any changes during that time, thing just happened. God have it plan!

Since secondary school period, I already started to question myself that how to breakthrough in life to assume greater wealth, fame, achievement in speedy way…. via altering or acquiring additional intelligent, thinking process, powerful network & etc. And I started to realize that asking critical questions to oneself doesn’t help much if not couple with executable actions & really put in solid effort in those actions to materialize it.

In last few years,  “Growth Mindset” & “Grit” are the words turned famous recently in world platform describing the trait that “make a difference” in performance.

“Based on years of research by Standford University’s Dr. Dweck, when students or individual who have a growth mindset, they understand that intelligence can be developed. They focus on improvement instead of worrying about how smart they are. They work hard to learn more & get smarter. These individual show greater motivation, better achievement & score.”

“Grit is not just having resilience in the face of failure, but also having a deep commitments that remain loyal or passion to it goals in long-term over many years. This is the significance of Grit that research by Angela Lee Duckworth. Resilience has in common is the idea of a positive response to failure or adversity.”

I would strongly recommend you to look for more details on above study.

Therefore, before you consume the vitamin of Grit & Growth mindset, start to define your goal first. Those areas or thing that you enjoy doing, or best doing it, or spend the most of your time in it might be your calling.

Attainable Goal = Grit [Resilience + Passion] x Growth Mindset [Focus on improvement]

I am still on the quest with hope to benefit from it. How about you?

Game on PhoneOctober 22nd, Year 2009 was my last post in this blog.  I was fascinated with the articles that I wrote 6 to 7 years ago. If today there was a time machine that can bring you back to alter the history of your life, which specific date, time or events that you would visit & why? Will you plan to change the history so that today you are in better place? Anyway, this is not the blog related to science fiction or “interstellar movie” kind of game changer or fairy tale story. Nevertheless, I think it is always good to revisit isn’t it?

I still can remember vividly that Nokia was the top-selling mobile phone, company top-level executives were complaining about the blackberry phone that still receiving email during off from job. Many of us stopped working when we left the desktop computers. No android, iPhone or smart phone during that time. Over the years, the smart phone, internet, social media, networking, connectivity grows tremendously that believe has change our life totally. Today we are more engaged with the world.

The rising of apps, 24/7 internet, MOOC, e-learning, interactive learning platform, LMS, M-learning & etc. create learning opportunity anywhere, anytime as long as you wanted to. Just a touch on the palm, Mr. Google can tell you anything you want to know. Hence, it is logical to believe that learning curve on any individual is curving exponentially if not steep. We are sucking into the wave that made you learn new things everyday. So, we are the luckiest generation who experience this massive civilization’s  change.

However, my observation on the society today tell me another story. The above only hold true for those people who know how to utilize it wisely to spur learning, I guess.

Lot of individuals are addicted to the online game, game apps on the phone, especially those youngster. Not to mentioned online gambling platform. You can imagine how much time is wasted in playing game instead of learning new skills, reading a book, meeting new people, playing sport or etc.

I am reluctant to write for the rest. Example, watching online movie, gossip in social media, browse pornography content & etc…..

How many of us really make use of it at it convenience to read book, articles that useful & provoke cognitive thought process & etc….

We should pick up the skills, knowledge, ability that required to enable us to create value & grow to the world, to yourself, to family, society, company & etc. For me, that is worth investing.

I will respect your decision and justification if you think that continue improve the skills of playing online game, phone game apps…. Please go ahead if you think it create value & grow.

To be continued soon

I have been not writing a blog for long time since my last post.
Deep inside myself, I always want to share what I have learnt along the journey of growth in the past >13 yrs in corporate.
Today the meaning of the blogging is simply served as some sort of diary to me. I still can read it anywhere & anytime in my life.
I wish if my sharing here can help or inspire people to take productive action, I will be much more happy to embrace & bless!
Welcome you to drop in few line & let me hear your story too on how the post have influence you in a good or bad way. To be continued….. soon!!