WiseNet Asia, NUS Business School and the Yabuli China Entrepreneurs Forum are jointly organizing a webinar exclusively for their members and NUS Business School students.  The topic of the webinar is “Transforming from a Rural Village to the World’s Largest Megalopolis – Shenzhen”.

Being the world’s largest megalopolis, Shenzhen is one of the center of economic attraction for multinationals and global talents in China.  In this webinar, the speakers will introduce multinationals and Singapore companies in Shenzhen and the related career opportunities available.  There will also be sharing on the latest talent attraction policies.

EVENT INFORMATION

Date: 22 Oct 2021, Friday

Time: 2pm (GMT +8 Singapore Time)

Platform:  Zoom


ABOUT THE ORGANIZERS
Yabuli China Entrepreneurs Forum
Set up in 2001, Yabuli China Entrepreneurs Forum is the leading social organization that gathers together successful business leaders in one common platform, with the mission of nurturing and facilitating growth of new businesses.  Yabuli’s signature events include the Annual Yabuli Forum, Youth Forum and the China-US Business Leaders Roundtable.  For more information about Yabuli, please visit:  www.cefco.cn or global.cefco.cn/


WiseNet Asia Pte Ltd
Founded in the year 2011, WiseNet Asia Pte Ltd is a one stop HR solutions provider and management consulting firm headquartered in Singapore, with other locations in Kuala Lumpur, Chongqing, Shanghai and Hong Kong.  WiseNet Asia’s HR solutions consist of talent acquisition, talent transition, talent development, HR outsourcing, internship programs and consulting.  WiseNet Asia’s core value is to accelerate human resources development through innovative HR models and knowledge sharing. For more information, visit http://wisenetasia.com/

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WiseNetAsia Knowledge Center
Copyright © 2021 WiseNet Asia Pte Ltd.  All Rights Reserved.

 

The COVID19 pandemic is disrupting our work routines and rituals, and these are valuable behaviors that create connection and shared meaning which we unfortunately, took for granted. The fear of not being able to go back to normalcy and the loss of routine can result in disconnection from society and further amplify distance into isolation, as most of us are being ordered to stay home to keep ourselves safe.

It truly has been a while when we could stop by at our colleagues’ workstations, bumping into them in the office hallway, talking about what we have been up to during the weekends, or following up with a colleague about the project that the we have been working on. We may have undervalued the significance of such interactions with our colleagues until we have found ourselves working from home for too long. Humans are born as social creatures; we need connection with a human being to fill the emotional void in us.

These precious interactions are also known as social capital where shared values are evident in individuals, allowing us to work together as a group to achieve a common purpose. Social capital in a person generally stems from kindness and empathy, where one would go above and beyond to support others with mentoring, guidance, and knowledge. These forms of generosity allowed us to build a base of goodwill and familiarity through these informal social interactions.

However, the sudden shift to an indefinite remote work environment has changed the nature of social capital in many industries and it might not necessarily be for the better. Though virtual meetings have increased tremendously to create a sense of connection, it also led to a steep increase in isolation and disconnection.

Since the pandemic has repositioned our ways of working, what could be the fate of employer-employee relationships?

Miscommunication occurs frequently when the intended message is not successfully relayed across the team. Remote teams that rely on chats and emails are more susceptible to miscommunications, as communication is not being exercised appropriately. One thing to take note of is that effective communication relies heavily on non-verbal cues, and most of them cannot be translated correctly and succinctly into words.

One way to solve this is to take full advantage of technology and make use of the various modes of communication that are widely available – instant messaging applications, emails, chats, video meetings, and voice calls. Since a simple punctuation mark can be miscommunicated, it is vital to identify the right channels to use for different purposes.

 

For instance, teams can utilize video calls when it comes to brainstorming activities when interpersonal interactions are being prioritized, whereas disseminating lengthy instructions can be done via emails. When an employer provides clear guidelines on which communication tools are being used for each specific purpose, employees are able to keep their communications compartmentalized.

Remote working requires both employer and employee to be more digitalized, both parties need to come to an understanding that there would be fewer physical interactions in place, and when it becomes a norm in the workplace, both employers and employees may find it hard to transition to a fully virtual state in such an abrupt timing.

As trust requires time to build, employers may have a sense of distrust among their employees. Though digital tools allow employers to keep a close tab on their employees, micromanaging them and watching their every move at work continuously will unlikely boost productivity, efficiency or motivation. Employees would feel stressed out as they could not perform their work at ease.

What a manager can do is to delegate tasks accordingly, give employees a timeline and practice effective communication which would lead to better employer-employee relationship.

Employers should cultivate more empathy and trust towards their employees by being transparent and readily available to them. This means having the ability to respond to employees’ needs and concerns within a respectable time frame. Employers can also take the initiative to start off an informal conversation with their employees before a meeting as this will allow them to feel more connected, thus creating an inclusive work environment.

Remote working also leads to a lack of collaboration. This happens when employers do not actively engage in conversations and they avoid sharing their ideas with their employees, or dismissing employees’ opinions and voices. This may cause their employees to hold their tongue and not give necessary feedback that is vital to the company’s operations, as employees may feel undervalued for not being included in the decision-making process.

The strategy to tackle this issue is fairly simple and straightforward, employers first have to instill self-awareness in them to realize that they are not empowering their employees to “speak up”. Employers can start to initiate interaction by having team meetings, where everyone shares their interests outside of work, and from there, employers can start to discuss what is on their minds regarding work, then giving their employees a platform to speak on work issues, including them in decision-making processes and this will create a more conducive environment at work.

Employees often require the need to feel “seen” and “heard” to remain productive, hence it is crucial that employees know that their employers are paying attention to them. A strong organization with a clarity of purpose equipped with a well-defined culture will invariably cause a dedication of both employers and employees to strengthen ties and building good rapport in times of crisis.

For a prolonged period of time, we think of connection as a personal interaction, preferably with close proximity. However, we had it wrong big time. Connection is something everyone experiences differently.  Connection occurs when one is being seen, heard, thought about, appreciated, and most importantly, acknowledged. For instance, when we produce great results on a project and having our work properly recognized and appreciated, we would have a sense of gratitude towards our managers and the company we are working for.

 

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WiseNetAsia Knowledge Center
Copyright © 2021 WiseNet Asia Pte Ltd.  All Rights Reserved.

The information in this article is extracted from the WiseNet Asia’s Career Transition and outplacement course material. 

A career transition may happen voluntarily or involuntarily.  Whether it is an individual decision or a forced move, there will be unexpected changes that comes along, things that we could never foresee coming.  In this article, we outline 11 tips for navigating a career transition successfully.  This list will help you get prepared for unexpected situations, and also equipped you with the right mindset and preparatory steps to embark on a new beginning.

Tips for navigating a career transition successfully:

  1. Accept Help. A good mentor can make the transition from one career into another much easier.
  2. Acquire New Skills. Research skills that will be relevant in your chosen field.
  3. Identify what you want to do, and what you are qualified to do. Successful career transitions rarely happen without acquiring new skills. Embrace the learning process and look at this time as an investment in your future. Rarely will there be time to acquire these new skills. Make time by temporarily taking some of your “free time” and devoting it to your self-development.
  4. Do not rush change, trust the process. Everything will fall together nicely when you consistently work on things that you want.
  5. Opportunities will present themselves, but they may not be all the right or best decisions to make. Qualify the opportunities based on your situation.
  6. Plan on the unexpected. What could go wrong, and how do we handle these situations?
  7. A career transition rarely goes accordingly to plan. Keeping an open mind about where your new skills can take you helps to increase possibilities and secure an excellent “next career.”
  8. Be kind to yourself and keep at it. You are your own best supporter!
  9. Learning new skills and making a career transition is stressful and difficult for most adults. Embracing change is tough. Furthermore, a successful career transition takes time.
  10. Take the time to build your personal branding and image. If you are a brand, what characteristics do you represent? What image do you convey to others? Individual image that is attractive with a positive character is a source of power.
  11. Personality, mindset, energy, attitude, image are all important personal elements that set you apart from the others. Keep adding value for what you do, stay relevant and current, and think about how you can become more indispensable!

With the homework here done, you are all set to a strong ‘start’ for a new career, with your better and stronger self!

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Find out more about our career transition and outplacement coaching:  https://wisenetasia.com/career-transition-outplacement/

 

 

 

 

 

 

 

 

 

 

 

The Smart China Expo 2021 is held in Chongqing from 23 to 26 Aug.  This year, the theme is ‘Digitalisation: Empowering the economy, enriching lives.  Developing a digital economy, promoting prosperity’.  The event aims to promote exchanges in smart technologies and international cooperation in the smart industry.

WiseNet Asia Chongqing is showcased in the virtual Singapore Pavilion of Smart China Expo Exhibition this year.  Visitors are able to access the Singapore Pavilion via:
新加坡资讯通信媒体发展局 (smartchina-expo.cn)


Event Information:

Date:  23-26 Aug (Due to the COVID situation in China, the offline exhibition will be from 23 Aug to 25 Aug while the online exhibition will  continue until 26 Aug)

Main Event Venue: Chongqing Yuelai International Expo Center

News coverage on Smart China Expo 2021:

CGTN Live Coverage –  https://www.youtube.com/watch?v=iwDIVbKQZXA

China Daily – http://www.chinadaily.com.cn/a/202108/23/WS61230aeea310efa1bd66a745_1.html

iChongqing –  https://www.ichongqing.info/special/smart-china-expo-2021/

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Netxus Global Singapore, a subsidiary of WiseNet Asia and the Yabuli China Entrepreneurs Forum are jointly organizing a webinar exclusively for their members, where outstanding second-generation entrepreneurs discuss about strategizing for the future and continuing the legacy.  As the younger generation from successful family businesses, some of them choose to succeed the family business, while some have decided to venture out on their own.  What propels them to make the choices that they are making today?

EVENT INFORMATION

Date: 29 Aug 2021, Sunday

Time: 9am to 10:30am (GMT +8 Singapore Time)

Platform:  Zoom


ABOUT THE ORGANIZERS

Yabuli China Entrepreneurs Forum
Set up in 2001, Yabuli China Entrepreneurs Forum is the leading social organization that gathers together successful business leaders in one common platform, with the mission of nurturing and facilitating growth of new businesses.  Yabuli’s signature events include the Annual Yabuli Forum, Youth Forum and the China-US Business Leaders Roundtable.  For more information about Yabuli, please visit:  www.cefco.cn or global.cefco.cn/

Netxus Global
Netxus Global is a Singapore registered company and an associate partner of The Millet Group of companies. It is a deep-tech company that enables new way of connecting community (business and people) through its China-ASEAN bi-lateral trade flow mechanisms. A network of network company. www.neunexusglobal.sg

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18-Aug-2021 – Mr Zeng Jinghua, Director of the China-Singapore Chongqing Connectivity Initiative Bureau (CCIB) and Mr Wesley Hui, Founder, WiseNet Asia, together with representatives from both parties met via a tele-conference to discuss various ongoing and future collaborations.

During the tele-conference, Mr Hui gave an introduction of WiseNet Asia, whose China’s headquarter is in Chongqing, and its main activity is talent acquisition for multinationals.  Since 2019, WiseNet Asia has been collaborating with National University of Singapore and Nanyang Technological University to place interns in Chongqing.

With the outbreak of the pandemic, WiseNet Asia initiated long distance internship programs with good results.  At the same time, WiseNet Asia also signed a strategic cooperation agreement with Nanyang Technological University and Yubei District to establish an innovation hub which also serves as a talent training base in Western China.  Moving forward, WiseNet Asia will continue to drive talent exchange activities between Chongqing and Singapore by participating in Chongqing Connectivity Initiative talent development activities.  The company will also leverage on its resources in ASEAN to facilitate bi-lateral trade between Chongqing and ASEAN companies, and promote more businesses to set up in Chongqing.

According to Mr Zeng Jinghua, WiseNet Asia has helped to bridge the gap between Chongqing and Singapore through its earlier involvement in various Sino-Singapore projects which brought in top talents and technology to Chongqing.  In the future, the CCIB will strengthen its co-operation with WiseNet Asia.  Both parties will work together on projects such as distance training for teachers of Bashu Secondary School and Nanyang Technological University’s Innovation Hub in Chongqing.  The CCIB will also support WiseNet Asia in setting up of the Sino-Singapore (Chongqing) ASEAN Business Hub in Chongqing, which provides a one-stop service for the development and expansion of ASEAN enterprises in Chongqing.  As a next step, the CCIB will support the collaborations between WiseNet Asia and various government agencies, facilitate more cross-border internship exchanges between Chongqing and Singapore university students and attract more talents to participate in Chongqing’s economic and social development.

Other participants in the tele-conference include Mr Diron Chua, Executive Director, WiseNet Asia;  Mr Lance Guo, Director, WiseNet Asia;  Ms Karen Woong, General Manager (China), WiseNet Asia;  Mr Ethan Neo, Director of Business Development (China), WiseNet Asia;  Departmental Representatives, CCIB; Person in charge from the Information and Communication Department, CCIB

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View original news in Chinese:  https://mp.weixin.qq.com/s/ChfQKfNNYKzRcdnGXbiRIg

 

 

 

The 1st National Conference on the Development of Human Resources Services_Chongqing, China is held on July 28 to July 29 at the Chongqing International Expo Center.

Organized by the Ministry of Human Resources and Social Security and Chongqing Municipal People’s Government, the event’s objectives are to connect service providers with their target market, and to promote the high quality development of the HR services industry.

Scan the QR code above to follow WiseNet Asia Chongqing, and to fill up a card for the Wishing Tree

WiseNet Asia

Chongqing International Expo Center, Booth N1-W10

Visit us to receive an exclusive gift.  We look forward to seeing you

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WiseNetAsia Knowledge Center
Copyright © 2021 WiseNet Asia Pte Ltd.  All Rights Reserved.

Poor business professional language creates confusion and misalignment when what is being thought in one’s mind is not conveyed accurately, resulting in reduction of work efficiency that could be short term or long term if the gap is not being closed.

 Many countries have their own official and national language but one cannot deny that the English language is the universal language of the world as it is one of the widest spoken languages. If all of us did a quick recollection of the past, the time taken to learn the English language seems like a memory of the past – from adolescents to adults, we have invested years in picking up the language to reach our desired fluency level.

Nevertheless, learning the English language from scratch is not an easy feat if it is not your native tongue. Surely, one could learn the language during their times at school but if constant practice is not put in place to master the language, one’s proficiency level in the language would deteriorate in due time. Therefore, it is important to make it a habit to express, communicate and convey our messages in English, with family members at home, friends during outings, and colleagues at the workplace.

However, not everything is as picture perfect as we envision it to be like in the movies. Poor language proficiency is prevalent in the workplace, primarily in the English language. Many employees struggle to convey their points across either verbally or written in a business setting, when responding to a client or colleague, business professional language is not being exercised thoroughly.

This creates confusion and misalignment when what is being thought in one’s mind is not conveyed and expressed accurately and appropriately through the above-mentioned mode of communication. This results in ambiguity in the workplace, with constant back and forth communication from one party to another just to get the initial points across, if ineffective, misunderstandings might occur, employees might perform duties that are not required, project milestones are being pushed back and not achieved – all in all there would be a reduction in work efficiency and productivity, be it short term or long term if this gap is not being closed instantly.

In today’s fast-paced, globalized and digitized world, a person’s proficiency in English gives them the window of opportunity to enhance their professional and personal growth, and gain better job prospects. When an employee has a good command of the English language, not only would they have an upper hand in negotiating for a higher salary but it also helps them build trust with their peers, colleagues and clients which in turn further empower an organization to achieve their visions and goals.

According to a study by Pearson where an analysis is conducted on the return on investment on good command of English particularly on communications, employees that are effective communicators have a higher total return to shareholders of 47% over a five year course in comparison to those who were not effective in this aspect.

Another research done by the McKinsey Global Institute found out that nearly two-thirds of jobs are at risk of being automated away. As innovation progresses and jobs shrink, employees will be required to move to new positions and roles, and skills such as English language proficiency will be vital for adaptability.

Though having poor English language proficiency is an obstruction at work, it shouldn’t be seen as a workplace crime as there are many ways to work through communication barriers and to improve a language that is not an employee’s native tongue.

Here are some suggestions on how an employee can hone their proficiency in the English language and how employers can help them along the way.

  • Employers should mandate a rule whereby employees are only able to communicate in English with all stakeholders at the workplace. This has proven to be one of the most effective methods (and cost free) to sharpen the English language. Take this analogy for an example: the more you drive a car, the better driver you will be. As cliche as it may sound but it holds ample truth, the short idiom of Practice Makes Perfect.
  • Employers should take the initiative to invest in online or offline classroom-based training for all employees that require a boost in the English language. For instance, a crash course for employees during initial job training and ongoing learning classes thereafter would be beneficial. The sales team needs to understand the input and output of the products they’re offering to the public, the marketing team needs to understand the value of their products and relay that in a meaningful way to end users. There are various open online course providers that offer English classes such as Linkedin Learning, Coursera, Khan Academy, Udemy and more.
  • Utilize visual methods of communication. In this day and age of instant gratification, short attention span and various easy modes of learning; lengthy paragraphs and sentences often fail many. Therefore, online learning companies pivot into images and visuals that are more compelling and effective than reading and telling. The usage of simple charts, diagrams and pictures to explain complicated concepts have been a tremendous win for many companies as visual cues are one of the simplest forms of getting everyone to be on the same page.
  • Repetitions of sentences and words on a daily basis at the workplace is more valuable than one may think. Sometimes, employees need to hear a sentence or a word more than once to actually remember and comprehend it. Employers should not expect anyone to remember something that is being said once. Making repetitions of a useful phrase, line or word regularly is vital for communication in the workplace.

Based on a 2021 research by Statista, approximately 1.35 billion people on earth have English as their native tongue or second spoken language, however, there are still aplenty who are unable to speak the language fluently but not all hopes are lost. Though language barriers in the workplace or in general can be a hindrance to effective communication, with sufficient tools, resources and one’s drive and perseverance to hone the English language, it is not an impossible but attainable feat.

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Undergraduates to work on industry projects with companies based in Chongqing, China

Singapore, 9 April 2021 –

  1. In an effort to widen students’ exposure to global industry projects amid COVID-19 travel restrictions, the Singapore Institute of Technology (SIT) is partnering human resources consultancy WiseNet Asia Pte Ltd, and the Chongqing Yubei District People’s Government (YDPG) to offer industry collaboration opportunities. These opportunities are set to benefit students from the university’s Engineering and Infocomm Technology clusters, as part of their Integrated Work Study Programme (IWSP).
  2. Students will gain opportunities to interact with and learn from technology companies based in the Yubei District, home to the flourishing tech and innovation hub Xiantao International Big Data Valley, where more than 700 companies such as Intel and Microsoft have set up offices. Students will work remotely on programming and software engineering projects for an initial period of one trimester (four months). Physical on-site work attachments and industry visits to Chongqing, China, will commence when travel situations improve, with accommodation, meals and student visas sponsored by YDPG.
  3. In addition to enhancing students’ applied learning experiences, the partnership also seeks to leverage each party’s strengths, experience, and capabilities to facilitate talent development and mobility between Chongqing and Singapore. As part of the agreement, SIT will contribute to the upskilling of Chongqing’s professionals through its Engineering and Infocomm Technology-related Continuing Education and Training (CET) courses.
  4. Associate Professor Ivan Lee, Vice President (Industry & Community), SIT, commented: “This timely partnership provides our students with opportunities to widen their international exposure and enhance their understanding of regional industry demands first-hand. SIT is confident that the real-world industry projects and work attachments at regional and global leading companies will provide an added dimension to our students’ applied learning journey, training them to be nimble, adaptable and resilient in disruptive times.”
  5. Mr Wesley Hui, Director of WiseNet Asia, said: “As one of SIT’s IWSP recruiters, we aim to place students in relevant positions across key industry sectors. With this tripartite collaboration, SIT students are able to work and collaborate with leading companies in Xiantao International Big Data Valley and gain a competitive edge in the job market. In addition to gaining valuable work experience, students will be trained to keep an open mind to new cultures and work environments, thereby granting them better chances at securing employment in the future.”
  6. A distinctive feature of SIT’s degree programmes and an integral aspect of the university’s applied learning pedagogy, the IWSP enables students to undertake paid employment and work on real-world projects, thereby allowing them to integrate theory and practice, and develop deep specialist skills in their chosen fie The IWSP is structured in a unique and distinct way for each degree programme to cater to the specific needs of the industry, developing industry-ready graduates. For more information on IWSP, visit https://www.singaporetech.edu.sg/applied-learning/integrated-work-study-programme.
  7. A/Prof Ivan Lee, SIT, was joined by Mr Diron Chua, Director, WiseNet Asia, and Mr Tan Qing, Vice Secretary of the CPC Yubei District Committee, and Mayor/Chief Executive of YDPG at a signing ceremony held this morning to establish the tripartite agreement.  Mrs Josephine Teo, Minister for Manpower & Second Minister for Home Affairs, and Mr Tan Kiat How, Minister of State in the Prime Minister’s Office and the Ministry of National Development, were also present as witnesses.

 


About Singapore Institute of Technology

The Singapore Institute of Technology (SIT) is Singapore’s University of Applied Learning, offering applied degree programmes targeted at growth sectors of the economy. With a mission to nurture and develop individuals who impact society in meaningful ways, SIT aims to be a leader in innovative learning by integrating learning, industry and community.

The university’s unique pedagogy integrates work and study by incorporating applied research for students to work on real industry problems and creating solutions that meet industry needs. SIT also advocates the work-learn continuum, which places an emphasis on upskilling and lifelong learning

For more information, visit www.SingaporeTech.edu.sg.

About WiseNet Asia Pte Ltd

Founded in the year 2011, WiseNet Asia Pte Ltd is a one stop HR solutions provider and management consulting firm headquartered in Singapore, with other locations in Kuala Lumpur, Chongqing, Shanghai and Hong Kong. WiseNet Asia’s HR solutions consist of talent acquisition, talent transition, talent development and HR outsourcing. WiseNet Asia’s core value is to accelerate human resources development through innovative HR models and knowledge sharing. For more information, visit http://wisenetasia.com/.


For media enquiries, please contact:

Nur Atiqah Ali

Manager, Corporate Communications

Singapore Institute of Technology

Tel:         (65) 6592 1154 / 9724 4462

Email:   Atiqah.Ali@SingaporeTech.edu.sg

 

Regine Chin

GM, Marketing

WiseNet Asia Pte Ltd

Tel:         (65) 6337 2231

Email:   regine.chin@wisenetasia.com

Seated from left: Mr Diron Chua, Director, WiseNet Asia; A/Prof Ivan Lee, SIT;Standing from left: Mr Tan Kiat How, Minister of State in the Prime Minister’s Office and the Ministry of National Development, Mrs Josephine Teo, Minister for Manpower & Second Minister for Home Affairs


 

Related News

Ministry of Trade and Industry Singapore:  https://www.sgpc.gov.sg/media_releases/mti/press_release/P-20210409-1
Related Document: Press Release – Singapore Concludes Sixth CCI-JIC Meeting – 9 Apr 2021


Lian He Zao Bao Singapore, print edition 13-April-2021:


ChinaNews.com: https://m.chinanews.com/wap/detail/zw/cj/2021/04-09/9451594.shtml


Chongqing News, China: https://mp.weixin.qq.com/s/dGQOQzJZMl9I47U680wjNQ


WiseNet Asia WeChat:  https://mp.weixin.qq.com/s/KnCVzI5FeFU0lFsBOhRa6A

 

 

 

 

WiseNetAsia Knowledge Center
Copyright © 2021 WiseNet Asia Pte Ltd.  All Rights Reserved

This article was originally published November 2020.  Updated September 2022

Read this first if you’re stuck in a career limbo

You are grateful that you have a job but you never truly fancy your job, and you’re just staying put for the feeling of security that comes with having a stable job.  Or do you actually enjoy what you’re doing but you have reached career stagnancy? These are two differing factors that you should deeply consider before making any radical moves.

Did the transition to hybrid or remote working heighten your current discontent at work or you were already dissatisfied prior but complacency prevented you from thriving further, and now you feel like you’re stuck in a rut, your mind is reinforcing you with metaphorical quotes of “the grass is always greener on the other side” and “your job is the bane of your existence”, so now you’re ruminating on what could have materialized if you have left your job earlier.

Do not leave your job for the wrong reasons

It is sensible to leave your current job only if these criteria are met:

  • It is taking a toll on your overall health, mentally and physically. For instance, you’re experiencing nausea, migraines, sleeplessness, depression and anxiety, these are symptoms that would not only impact your health in the long run should you choose to stay but it will predominantly affect how you react towards the relationships you have with your co-workers, family and friends. In a science-backed survey by AIA Insurance, the 2019 survey has shown that in a pool of 17,595 employees, 51% suffers from work-related stress and 53% sleeps less than seven hours per night, 84% of employees suffer from upper body pain and musculoskeletal conditions.
  • You have this sense of disarray that your skill sets are not being fed through the right funnel, you feel like you’re not contributing enough to your company. You might be thinking to yourself, am I even in the right role? Are my visions and interests aligned with the company’s long-term objectives? You’re dreadful because you’re not achieving anything significant, you’re demotivated at work, your productivity and output has dropped. Human beings seek for high value work, one that requires us to be creative, analytical, involves human engagement that brings an overall sense of happiness.
  • No growth opportunities and poor remuneration in your current job. Your job is very mechanical and routine based, Joyce K. Reynolds an Expert Business Coach stated that “If you feel static and you can’t earn further responsibilities or get ahead after pitching ideas on a subject matter, you’re most likely in a dead-end job”, this could mean prejudiced treatment, favouritism in management practices, you notice your co-workers are getting career opportunities that you aren’t getting. Remuneration does not justify the workload and treatment being imposed on you, if this has been communicated to your line leader and no clarity has been given after countless occasions, then you should make your move.

From another standpoint, leaving your job for the wrong reasons might pose major career upheavals:

  • Don’t leave your job if you’re being given a strenuous task that is not within your expertise, it is a golden opportunity to experience a new learning curve. In today’s fast paced environment, you’re bound to be given unfamiliarized tasks, by accepting it without hesitation directly showcase your ability and willingness to learn. Job scopes are constantly changing and are becoming more cumbersome hence we need to alter our ways of working.
  • Don’t leave your job if your company is undergoing a corporate restructure.  Organizational restructuring  to align to management’s corporate planning is something that will happen from time to time.  So are downsizing and outsourcing of some work functions
  • With this ongoing pandemic, many organizations have to downsize and end up outsourcing some work functions to contractors. Upon receiving this news, most employees would panic, frantically updating their resumes and LinkedIn profiles in hopes of landing a new job before a career catastrophe occurs. Always remember, if you’re an asset to the company, you would not be easily replaced, don’t rush into unwise actions, have a transparent conversation with your line leader during your performance review, constantly upskill yourself, identify knowledge gaps and discuss opportunities.
  • Don’t leave your job if your workplace relationships aren’t blooming. There’s this catchphrase that one should manifest “Do not take workplace relationships personally”. In a corporate setting, it rarely revolves around you as an individual but on your work performance and other factors as well. All relationships need effort, managing expectations and it requires a two-way communication.  Contemplate if you have been contributing to a less positive rapport with your line leaders or colleagues. How can these relationships be improved to help in your career?

    Ensure that you have 3 to 6 months of emergency savings before leaving your job

However, if you have well taken into consideration the above components and you’re adamant about leaving your job, continue reading as these are risks to be evaluated upon making a decision:

  • Ensure that you have enough savings to cover your fixed expenditures and commitments such as home mortgage and rentals, car loans, health insurance, food expenses
  • Sharpen your soft skills in communication, problem solving, analytical thinking, leadership, stress and conflict management, adaptability
  • Recognize your credit score to ease future borrowings
  • Redo your budget and eliminate unnecessary spending
  • Set up an emergency fund that will cover your expenses for 3-6 months
  • Notify your line leader a month or two in advance prior to leaving and provide adequate justification of your resignation
  • Express gratitude and appreciation towards your co-workers, peers and line leaders. Don’t burn bridges and leave your workplace with dignity and respect

Before making that drastic leap, cultivate self-reflection and identify the fundamental cause of your job misery, ask yourself, would you regret this decision in the long run? It is a precarious choice to make if you leave your comfortable job with or without a backup plan, the repercussions would hit you, psychologically, physically and financially. Keep in mind that we are in the midst of an uncertain job market hence it is essential to plan ahead and implement various strategies before making this bold move, keep in mind that leaving your job does not equal to a personal failure but merely embarking on a brand-new endeavour.

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WiseNetAsia Knowledge Center
Copyright © 2023 WiseNet Asia Pte Ltd.  All Rights Reserved.

 

Leadership perils that could tarnish reputation, relationships and successes

In the ever-evolving world of business, leadership blind spots can have a lasting impact on workplace dynamics and achievements. These blind spots, often unnoticed by leaders, can tarnish workplace reputation and relationships, hindering progress and growth.

The importance of self-awareness cannot be overstated. Leaders who lack awareness in their behavior might unintentionally cause disintegration within the workplace, impacting team cohesion and overall performance.

The lack of awareness in a leader’s behaviour can cause a negative impact such as disintegration in the workplace

Based on the book Leadership Blindspots by Robert Bruce Shaw, blindspots in a leader are threats that are dangerously unrecognized in the workplace, this could tarnish workplace reputation,  relationships and can hinder a leader’s success and further derail them from achieving their objectives and goals in the long run. The lack of awareness in a leader’s behaviour can cause a negative impact such as disintegration in the workplace and most of the time it is subconsciously unintentional.

In a survey by Boston Consulting Group, 65 executives named the foremost hindrances to adopting agile behaviors, their utmost fears were to “leave their comfort zones”, “leadership team dynamics” and “a lack of self-awareness”. Only a leader who shreds off tunnel-visioning has the ability to provide clear directions that an organization requires while allowing autonomy to ensure actions are executed at the frontlines.

Agile methodologies in leadership prevent organizations from slipping back into bureaucracy that would impede a post pandemic rebound

During times of change, employees look to leaders for direction. Agile leaders, with their open mindset, can provide clear guidance while empowering employees to make autonomous decisions.  To prevent bureaucratic structures, agile methodologies in leadership are crucial. Building a culture of trust and effective communication becomes even more vital during remote work, as employees may face mental and physical challenges.

Some great insights on Achilles’ Heel of Leadership shared by Kirk Hanson, former fellow and Executive Director of Markkula Center for Applied Ethics and President of Electric Impulse Communication Leslie G. Ungar, both have stated some notably common blindspots in leaders that are essentially run by pride, for instance, leaders who:

  • Do not know that they’re trapped in a worldview of their own bubble
  • Do not see themselves doing things that are unjust
  • Demonstrate inconsistent leadership
  • Stop innovating and envisioning a better future
  • Believe all workplace successes are due to their sole contribution
  • Believe that rules do not apply to them
  • Believe they will never fall and fail
  • Avoid tough questions i.e conflict avoidance
  • Avoid accountability i.e playing the victim
  • Repress emotional commitment i.e emotional blackmail

Here’s a great example of a leader’s blindspot, looking into the past case in the early years (1997-2001) of Larry Page, the ungovernable and opinionated co-founder of Google, employees at Google were opting for new directions and strategies for the company, even the basic mechanisms of leadership and they had fought and lost countless of battles with Page. For years, Google was at the brink of losing fundamental authority until Eric Schmidt stepped in to provide “leadership control”. Business Insider covered a sensational story and noted Page finally had the realization of accepting different perspectives, accepting feedback and learning from others regardless of hierarchy thus correcting its course. This is a monumental change as it shifts and re-shaped Page’s perception on traditional and basic management systems. This allowed Page to reign as CEO for a second stint in Google from (2011-2015) before he moved on to Alphabet Inc, a company he “created to deliver major advancements” as Google’s parent’s company.

However, we live in a pessimistic world where the majority of corporate leaders fail to recognize their blindspots as they lack a systematic way to think on possible recourse in increasing their level of self awareness. Here are some effective baselines to follow on improving your level of self awareness and avoiding having tunnel vision by embracing a reversed version of Hanson’s scrutiny:

  • Admit that we do not know everything that is presented to us
  • Walk the talk as actions speak louder than words
  • Give credit and recognize people who did well
  • View ourselves as a small puzzle being fit into bigger puzzles
  • Surround yourself with people who are diverse in thinking
  • Hire a skilled facilitator/coach in your team
  • Solicit feedback in the correct manner i.e 360 degree feedback
  • Reflect and reexamine your past to identify patterns
  • Develop an open culture
  • Communicate effectively and transparently with your employees

There is no one size fits all solution to every leadership equation, the answer is multi layered and it involves these qualities – validation, recognition, empathy, sympathy and consistent actions from the leaders. These aspects provide a much clearer perspective on leadership humility that one should possess. When problem solving eventually becomes a seamless process that enables employees and the organization to flourish and grow, you know that you have successfully cultivated great leadership. There is this saying “failure serves as the greatest lesson” albeit in a person’s life or in business, every experience teaches us new lessons and the unseen pot of gold at the end of the rainbow that it represents. So all in all, the question goes back to the leader: Would you be open to all of the above suggestions to overcome your areas of vulnerability?

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