Advertise on podcast: Up-Close with Chin Teik: Re-Think Series

Up-Close with Chin Teik: Re-Think Constancy of Purpose In  these challenging times (VUCA), it is important for any organization (profit or non-profit) to have a Constancy of Purpose to match & align for focused execution to organization's vision & 3 strategic priorities.   Constancy of Purpose includes: Anchor (Why) & Values (for decision-making)Compass ( Where - direction) & Strategic Objectives (success measures to  keep performance on track)3 Strategic Priorities (What) & Culture of Execution (How) Constancy of Purpose provides: A match between individual's why-where-how-what to an organization's why-where-how-what  for hiringAlignment of individual's tasks to the purpose and vision of an organization to provide meaning to workPrioritization (permission to say 'no') to BFN (busy for nothing) activities not aligned to the 3 strategic priorities for productivity

Up-Close with Chin Teik: Re-Think System of Execution Success doesn’t come from breakthrough innovation but from flawless execution!  Having a vision without goals is just dreaming  Having goals without execution is wishing"Without execution, 'vision' is just another word for hallucination."Key message: There is not enough focus on the execution of promises made to stakeholders!  There is almost an acceptance for delay and rework in most organizations.   My system of execution framework consists of 1 requirement and 2 elements.    1 requirement is disciplined leadership and the 2 elements are breakthrough performance and culture of execution. 

Up-Close with Chin Teik: Re-Think Stop Demotivating Your Employees The right talent does not need you to motivate them, instead they require demotivation prevention. Key message: These 2 capabilities (not soft skills) need to be equipped and measured: Hiring needs to go hand-in-hand with retention of the right talent. There is a cost (tangible and non-tangible) to poor hiring and poor retention of the right talent. Two Questions for Reflection What makes motivated employees become demotivated within the first week or 1st month or 3rd month of employment?What did you personally do or not do that demotivates your employees?Your employees don’t need motivation when  The job matches their 70:20:5The culture is right Your leadership behaviors and capabilities are aligned to the values, culture and leadership behavior expectations of a purpose-driven organizationLeaders are accountable for their employees who are acountable for the results!   

Up-Close with Chin Teik: Re-Think Culture to be taught, not assumed Please join me on this episode to learn: What is culture? What’s the difference between values and culture? How would a new hire 1 week into the company describe the culture of your company? Who owns the culture of the organization? Culture is simply how we get things done in the organization and how work gets done between people. Culture is the manifestation of a the organization’s core values.  Culture is not just how things are done in the organization; it should include the following: to differentiate and be a competitive edge to hire right and weed out wrong hiresto communicate to customers how your people delivers to promise consistently across the different divisions or the worldEnsure your core purpose, strategies to achieve vision and culture are connected.  

Up-Close with Chin Teik: Re-Think Assume makes an Ass-U-Me Four questions to begin this episode.  How aware are you of the assumptions behind your responses to certain situations or people?  Where do your assumptions come from? And why are assumptions important? Can you change your assumptions?  Who and what can provide a re-think on your assumptions People are prone to biased assumptions based on the 4E - environment, education, experience and exposure. Those assumptions will lead to automatic thinking and stimulus-response behaviors which may not always be optimal in terms of DEI. Assumptions are important in strategic planning and decision making as well as quality connections at home and at work. Listen to this episode on how to #pause, #unpack and #re-think one's current assumptions.

Up-Close with Chin Teik: 95:5 Rule 4 Questions to begin this episode 1.     How many of you believe that you have control over your life? 100%? 2.     Who has authority over your mind? 3.     What has the Covid-19 taught you about yourself?  4.     How have you and your colleagues dealt with or responded to Covid-19 over the 2 plus years? Listen to this episode to learn what is the 95:5 Rule and how to operationalize the 95% of no-control and 5% of-control.   Let Go of 95% of no-controlReFrame 5% of-control

Up-Close with Chin Teik: 2-Page - Critical Thinking Documented Listen to this episode to learn: What is Critical Thinking? Why "Simple is Harder to do than Complicated"?Design of 2-Page - Critical Thinking Documented 2 Principles; 4 Key Questions; 3 Words; 1 Rule How to clarify expectations and obtain buy-inHow to reduce surprises and ever changing expectations which impact your project goalsWelcome to the 2-Page! 

Up-Close with Chin Teik: Never Waste A Crisis The pandemic has disrupted (unfreeze) our work-life which were fairly fixed prior to March 2020. Given that 95% of our lives we have no control and 5% we have control, how do we work on the 5% of control to learn from the Covid-19?  What do we do with the 95% of no-control?   Reflect on these 4 questions  How has Covid-19 disrupted your work-life?What lessons have you learned about yourself during these 2 years of pandemic?How has your organization responded to the disruption?How have you and your family responded to the disruption? Listen to this episode to: learn the 4 steps to work on the 5% of control ask the 4 questions to reflect & learn from each crisis so as to thrive & Never Waste A Crisis! 

Up-Close with Chin Teik: Why You Should Become A Leader-Manager 4 Questions:  What's the difference between a leader and a manager?Are you a leader or a manager or both?Why did you accept or choose to be a people manager?How does your core purpose in life connect with being a people manager?Key Teachable Point: Relationship  (Leader) and Results (Manager) A Leader-Manager uses both supportive behaviors (relationship) and directive behaviors (results) to obtain  emotional and rational commitment from his/her staff to achieve extraordinary results. This episode will unpack for you: Observations of current state of leadership and management in most organizationsAssumptions which drive behaviors of most managers or leaders or leader-managersWhat is a leader-manager?3 components of leader-manager5 value-proposition of leader-manager

Up-Close With Chin Teik: Why Would Anyone Follow  You? 4 Questions: Do people follow you because they have no choice?Do people follow you because of who you are? Why would you follow someone? What will be the reasons or criteria of followership?Would you follow yourself? Provide reasons for either yes or no.Key Teachable Point: Leadership is about  Relationship and Management is about Transaction This episode will unpack the following: Language: Leadership and FollowershipWhat Do Great Leaders Do to Inspire Followership? 5 Levels of Leadership5 Value Proposition of Leader-Manager

Up-Close with Chin Teik: Who Am I, Truly? When You Know Who You Are, You Will Know What To Do. 4 Questions For Reflection 1. How well do you know your true self? 2. What does authentic mean to you?  3. How much of who you are comes from your past – good & bad?  4. What and who is your source of significance or identity? 5. Which is easier to achieve – self-change or self-transformation? And what’s the difference? In this episode, I will share: Definition of Authenticity3 ChallengesAssumptions About SelfRecommended 5 Self-Directed Actions Hope that, if you have not, to start your journey of discovery of self. Remember: Identity  First, Before Destiny.

Up-Close with Chin Teik: Who Am I, Truly? When We Know Who We Are, We Will Know What To Do. Questions for your reflection:  How well do you know your true self?What does authentic mean to you? How much of who you are comes from your past - good & bad? What and who is your source of significance or identity? Which is easier to achieve - self-change or self-transformation? There are many ideas and thoughts on authenticity as well as how to discover who you are. I am sharing in this podcast the 5-Actions To Discovering Who You Are  including: Sharing my version of  what Authentic means3 Challenges of Being AuthenticAssumptions that we make on ourselvesRecommended 5 self-directed actionsIt is not easy and it requires a need on your part. I hope that with this podcast, it will encourage you to take the first step of action. Remember: Identity  first before Destiny